Important: Anti-Racism Rally Saturday 27^thJuly, Russell Square – Central London

Branches should note that a ‘Unite Against Fascist Tommy Robinson’ rally, organised by the TUC and Stand Up to Racism, is taking place on Saturday 27^th July 2024 in London.

One of the consequences of 14 years of failed Tory policies is that the divisive populist far-right rhetoric has become normalised by politicians such as Nigel Farage and other so-called political commentators.

Our Union has always been proudly anti-racist. The politics of division must, without fail, be challenged. That is why we are encouraging our reps and members to join the CWU on Saturday 27^th July in Russell Square, Central London (nearest station is Russell Square) to oppose Tommy Robinson, who has called yet another rally in central London.

Collectively, we must say no to the politics of hate. Look out for the CWU pink and join us at midday. Along with the CWU, many other trade unions will all be unified in our message of hope and unity.

You can find more information here.

Any queries relating to this LTB should be directed to equality&education@cwu.org

Yours sincerely,

Dave Ward
General Secretary

Kate Hudson
Head of Equality, Education & Development

LTB 250-24 – Important Anti-Racism Rally Saturday 27th July Russell Square – Central London

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ROYAL MAIL: THE COLLECTIVE PLAN – TRUSTEE COMMUNICATION TO MEMBERS OF THE ROYAL MAIL PENSION PLAN (RMPP) REGARDING CLOSURE

Further to LTB 241/24 dated 12^th July.  As a consequence of the commencement of the new Collective Plan from 7^th October, letters of closure and associated leaflets from the RMPP Trustee to all RMPP members in the various sections of the scheme (excluding the Post Office section) are due to arrive at home addresses over the next couple of days.

The purpose of these communications is to highlight to RMPP members that due to the launch of the agreed new pension scheme, The Collective Plan, on 7^th October,contributions will stop being paid into RMPP from 6^th October and instead, both the employee and employer will start to contribute to The Collective Plan.  This will happen automatically when the RMPP closes on 6^th October.  The benefits members (current employees) have built up will remain in the RMPP.

Additional Voluntary Contributions (AVCs)

As the RMPP is closing, the current AVC arrangements linked with the RMPP will not be able to continue.  However, you will be able to set up a new AVC linked to The Collective Plan.  The deadline for applications for a new AVC is 13^th Septemberfor the first contribution payment to be made from the 7^th October launch date.  Members should visit the People App for more information.

If members have any questions about RMPPbenefits, they should either visit www.royalmailpensionplan.co.uk, email pensions.helpline@royalmail.com or call the Pensions Service Centre on 0345 603 0043. These contacts are for the RMPP only.  

The Collective Plan – as we progress towards the launch date of 7^th October further developments will be reported.

Yours sincerely

Martin Walsh
Deputy General Secretary (Postal)                                                

Andy Furey
Assistant Secretary 

LTB 248.24 ROYAL MAIL THE COLLECTIVE PLAN TRUSTEE COMMUNICATION TO MEMBERS OF THE ROYAL MAIL PENSION PLAN (RMPP) REGARDING CLOSURE

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Your Voice in the Workplace – July 2024

Please find attached the July Workplace Bulletin.

We will be sending you out a limited print run (approx. 10 per cent of branch membership) of this Edition, which should reach you by the end of this week for distribution to your reps to take into workplaces.

You also have the link to print immediate copies and/or to print off more copies.

It is crucial that branches are distributing the monthly bulletin in every workplace. The purpose is to ensure members are receiving written content from the union directly into their workplaces, so your role in that process is integral.

Thank you for your support and please contact us with your feedback on the Bulletin.

Click to access 08131-your-voice-BTG-issue-7-July-2up.pdf

Yours sincerely,

Karen Rose
Deputy General Secretary (T&FS) 

Chris Webb
Head of Communications

24LTB Your Voice in the Workplace – July 2024

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BT PENSION SCHEME: MEMBER NOMINATED DIRECTOR VACANCY  

I am writing to advise that there are two vacancies for a Trustee of the BT Pension Scheme (BTPS). Trustees of the BTPS are known as Member Nominated Directors or MNDs. The vacancies have arisen because two MNDs, Beryl Shepherd and Ben Marshall, have decided not to seek a further term of office. Beryl’s term of office ended in May 2024 and Ben’s will end in January 2025.    

Applications for the vacancy must be submitted by 10am on 26th July 2024. The CWU, Prospect and the National Federation of Occupational Pensioners (NFOP) are all advertising this position.  

Member Nominated Directors  

The Directors of the BTPS are responsible for running one of the UK’s largest private sector pension schemes which has around 260,000 members and assets of over £35 billion. It is a role with wide ranging responsibilities and one that requires a high degree of personal commitment. The role includes responsibility for the administration of the BTPS, the investment strategy, dealing with personal dispute cases and agreeing funding arrangements with BT.  

There are nine Directors of the BTPS as follows: four MNDs are nominated jointly by the CWU and Prospect (following consultation with the NFOP); four nominated by BT; and an independent Chair nominated by BT following consultation with the Unions. The MNDs are selected according to the procedure attached to this LTB, by a panel comprising representatives of the CWU, Prospect and NFOP.  

To become an MND an individual must satisfy one or both of the following criteria:  

• Membership of the BTPS, current or past, and have a good knowledge of and commitment to occupational pension schemes  
• Have direct responsibility for or direct involvement in occupational pension scheme matters and have a good knowledge of and commitment to occupational pension schemes.  

MNDs are expected to devote sufficient time as necessary to carry out their duties. This is expected to be around thirty to thirty-five days a year. The time commitment in the first year following the appointment may be higher as the MND may require time to familiarise themselves with the rules and operation of the Scheme. Director meetings are normally held in central London.  

Further information about the BTPS and the current trustee arrangements can be found at: http://www.thepensionsregulator.gov.uk/trustees/ 

 Further information about the BTPS and the current Directors can be found on https://www.btps.co.uk 

 Applications  

Any CWU member who wishes to self-nominate themselves for this position must send the following to CWU HQ, having first read the nomination and selection procedure attached below:  

• A CV of no longer than two A4 pages  
• A statement no longer than two A4 pages outlining why they would be suitable for this position and how they satisfy the criteria.  

Potential applicants should note that there are legal restrictions on who can be an MND. Individuals cannot serve as an MND if they are: an undischarged bankrupt; have an unspent conviction involving dishonesty or deception; or have been disqualified from being a company director or a Trustee.  

In the event of multiple nominations, the selection panel will consider all applications and if appropriate conduct formal interviews. Interviews will take place in London on a date agreed in conjunction with Prospect and the NFOP. Applications should be sent by post to Karen Rose at CWU HQ or by email to ebell@cwu.org to arrive no later than 10am on 26th July 2024. 

Yours sincerely 

Karen Rose
DGS T&FS 

LTB 159.2024 BTPS MND Process 2

Nomination & Selection of Member Nominated

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OPENREACH LTD – Service Delivery Fibre To The Premises;
Attendance Preference Exercise, Roster Smoothing and 
Saturday Working

Openreach Service Delivery, Fibre To The Premises (SD FTTP), have been in protracted discussions with
your CWU Openreach National Team (ORNT) with regards to the previous attendance preference exercise
which was carried out in April 2023 and resulted in the CWU submitting a Formal Registered
Disagreement to BT Group. During these discussions we have also been reviewing the issues Openreach
face with team member attendance patterns across FTTP.

Openreach have acknowledged that the previous preference exercise, which was rolled out to new
recruits and those in training across FTTP last year, did not meet the criteria as set out in our collective
agreement (SDT), which governs attendance in Openreach. We trust the proposal outlined below will
resolve the Formal Registered Disagreement on behalf of our members who were negatively impacted,
whilst also assisting Openreach confront a challenge they face with regards to team member attendance
and ensuring Openreach are set up for success to protect direct labour jobs.

Openreach Key Issues

Openreach SD FTTP have made it clear that they have concerns over the safety of engineers and
efficiency at the end of day during the winter period due to the type of work they carry out. Currently
the majority of jobs carried out by FTTP include an element of climbing poles or climbing ladders at the
customer end to erect fibre dropwires, etc. Due to the high volume of this type of work, the current
spread of attendance patterns means an increased level of furthered and incomplete work at the end of
day particularly in the winter months, during periods of reduced daylight.

Openreach have presented data to your ORNT which shows that certain attendance patterns are less
efficient for Openreach. The data shows a 5-day week is the most efficient pattern and a 4-day week all
year round is the least, while a 9-day fortnight appears to have less of an impact but not as efficient as
a 5-day week. The data also shows circa 30% of engineers across FTTP are on patterns which are
deemed to be less efficient.

As outlined above, your ORNT have been in discussions with Openreach and have been working on a
proposal with a view to finding a solution which resolves both our CWU Formal Registered Disagreement
and reduces the impact of being able to work safely and efficiently to complete work at End of Day during
the winter period. We have aimed to find a solution that works for the company to meet its minimum
service levels, customer demand but continues to offer flexibility for our members and follows our Service
Delivery Transformation Agreement (SDT).

Conference Motion 2024

Following Motion 57 being carried at this year’s Telecoms and Financial Services Industrial Conference,
the ORNT has also used this in discussions with Openreach with the objective of achieving its aims. The
ORNT has met regularly with our Regional Co-ordinators and received feedback with regard to the
approach being taken. The motion is reproduced below for ease of reference:-

‘This conference expresses concern over Openreach’s disregard for agreements, demonstrating 
disrespect towards the union and its members. This disregard is especially evident in their handling of 
changes to members’ attendance patterns, which should adhere to the clear guidelines outlined in the 
SDT Agreement of 2010. However, senior managers are flouting these guidelines by imposing unagreed 
attendance patterns that deviate from the SDT Agreement, including attempts to introduce seasonal 
working patterns (winter working) through unauthorised means. 

The TFSE is directed to engage with Openreach to ensure acknowledgment of the proper process. Once 
this acknowledgment is secured, the documented correspondence should be shared with telecom 
branches to support the enforcement of the terms outlined in the SDT Agreement.’

Next Steps

Openreach will now begin an attendance preference exercise on 15 July 2024 for 897 team members.
The 897 is made up of:

• Engineers currently on a non-seasonal pattern (862 engineers)
• Engineers from the last preference exercise who responded and were not given their first
preference and moved onto an attendance with a different number of days to what they
previously worked (35 engineers).

If, during the preference exercise, an individual has not received a preference and is out of scope but is
then identified as in scope, they will be given a preference exercise. This will be addressed via the
escalation process (attached in the powerpoint) and will enable a resolution to the CWU Formal
Registered Disagreement.

Engineers will be asked to select 3 attendance patterns which will be inclusive of attendance patterns
already in use across Openreach, including seasonal patterns. These will include:

• 5-day week
• 5-day week (summer lates, start between 8-10)
• 9-day fortnight seasonal
• 9-day fortnight
• 4-day week seasonal
• 4-day week.

Where an engineer wishes to remain on their current pattern, this can be indicated by selecting this as
their first preference. Any individual conversations between an engineer and a manager will be done in
a supportive and informative manner. Openreach strongly recommends that engineers choose a
seasonal pattern and your ORNT would ask engineers to also give this serious consideration. However,
if an engineer still wishes to remain on their current attendance pattern, then this will be honored. Any
exceptions to this will be dealt with by Openreach Regional Directors or above and the CWU National
Team.

As you can see from the attached letter, Openreach have stated that ‘If the preference exercise does not
produce the required business results (we are aware of the significant impact of the 4-day non-seasonal
pattern) then we would have no option but to enter formal negotiations with the CWU. I can assure you
that, any further discussions would only be focused on the pattern highlighted above.’

Personal and Domestics (P&Ds)

Your ORNT have emphasised the need to protect those individuals who have a current P&D. If a member
has a P&D in place, they will be asked to select a pattern now, which they will revert to once their P&D
arrangement concludes. The normal P&D review period still stands, and this preference exercise does
not change that process.

Seasonal Time Frame

For clarity, if an engineer selects a seasonal pattern on a 4-day week or a 9-day fortnight, this will mean
that for the winter period of Monday 4 November 2024 until Sunday 9 February 2025, they will move to
a 5-day week attendance pattern and revert to their original attendance after this period. This change
will be a permanent annual change in which the dates will be dictated by the first Monday in November
through to the second Sunday in February.

Also, if a seasonal pattern is selected, the engineer will have the option to revert to their new chosen
normal pattern for the festive period (2 weeks) in 2024/2025. This is between Sunday 22 December
2024 – Sunday 5 January 2025. As in previous years, for future festive periods there will be a discussion
with Openreach and the CWU.

Outcome of the Preference Exercise and Next Steps

Once the engineers have completed their preference exercise, Openreach lead SAMs along with CWU
Regional Co-ordinators and designated CWU branch officials will review the preference selections and
agree the outcomes. When this has been completed a roster smoothing exercise will be reviewed which
will also include addressing the number of Saturdays in which our members work. Also note; Annual
and Special Leave commitments will be honored during any roster smoothing changes.

Your ORNT had previously agreed a Saturday modeler in Service Delivery UK Operations, and we have
now agreed a similar modeler in SD FTTP, utilising the FTTP inputs, outputs and leavers. We expect this
modeler to be reviewed to verify the level of Saturdays.

Initial modeling indicates that there will be an overall reduction in the number of Saturdays our members
are required to work in SD FTTP. However, this will be determined using the accurate data based on the
preference exercise outcomes. Your ORNT has taken the CWU Openreach Regional Co-ordinators
through the detail which will be used to formulate the outcomes within the modeler, and they will discuss
this with lead SAM’s and your local branches. (The timescales for the exercise are outlined within the
powerpoint attached.)

The outcomes of the preference exercise, roster smoothing and Saturday attendance will all be agreed
before communication to our members. If, during any stage of this review, you cannot reach agreement
between the CWU and lead SAMs, this needs to be flagged directly to me as soon as this occurs.

Attached is a copy of the FTTP Slide Deck, Openreach comms and the Letter of Agreement. The 
powerpoint is shared in confidence.

We will also be sending a communication to this group of members, which we will share.

Your ORNT believes that this overall approach resets the discussions on attendances and the use of the
SDT Agreement across SD FTTP.

Any enquiries regarding this LTB should be sent directly to me in the first instance.

Yours sincerely,

Fiona Curtis
Acting Assistant Secretary

Encs.

LTB 246/24 – OPENREACH LTD – Service Delivery Fibre To The Premises Attendance Preference Exercise Roster Smoothing and Saturday Working

Attachment 1 (Powerpoint download)

Attachment 2

Attachment 3

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RM/CWU National Dog Awareness Week 1 – 7 July 2024 and Message to New Labour Government:  

The CWU Calls on new UK Labour government to toughen up Dog Control Law and Police Enforcement during their 2024 Annual Dog Awareness Week: Over 2,200 Postmen and Women were attacked and injured by Dogs last year. For the second year running there was a 15% increase in Dog Attacks with attacks now averaging 42 Dog Attacks a week on CWU Member Postal Workers.  

Introduction: 

Further to previous LTBs and letters to all Regional H&S Leads and ASRs, this is to remind all CWU Regions, Branches and Reps of the importance of the annual Royal Mail Group/CWU National Dog Awareness Week, our 12^th annual campaign, which is taking place this week, Monday 1^st July until Sunday 7^th July.

Dog Awareness Week is the annual focal point where vitally important messages are communicated to emphasise one of the most important and growing safety risks to a large proportion and majority of CWU members.

An important fact to remember is that the campaign initiative and objectives don’t end on 7^th July but continues in Royal Mail and Parcelforce throughout the year. The Union’s efforts, both internally and externally, to raise awareness of the increasing risks to members of dog attacks, to take every action and precaution possible to avoid dog attack injuries, is ongoing as we campaign to avoid our members becoming yet another victim. This work must continue.

Our important external ongoing campaign has an added dimension and after the welcome Labour victory in yesterday’s general election we have called on the new government to further strengthen Dog Control Laws, Police and Crown Prosecution Service enforcement and for the Courts to hand down sentences and penalties that fit the crime when CWU Postal Delivery Royal Mail, Parcelforce workers and BT members, fall victim to irresponsible dog owners whose failure to control and secure their animals results in the dogs inflicting injuries, pain and suffering on CWU members who are just going about their daily jobs.

As the CWU Health, Safety and Environment Department presses on with our re-launched ‘Bite-Back’ Campaign’ for better dog control laws, better police enforcement and tougher court penalties, meetings have been held in Westminster with the UK Government’s DEFRA Ministry Officials, in Scotland with the Scottish Government’s Minister for Victims and Community Safety and the Head of Safer Communities and Justice Directorate plus in Wales with the Welsh Government Minister for Rural Affairs and the Head of Animal Welfare Team and Chief Veterinary Officer.

We have again called on the new UK Government and the devolved administrations of Scotland, Wales and Northern Ireland to discuss with us what more can be done to toughen up the Dog Control Laws and improve Police enforcement and court penalties – such is our concern in the CWU. 

Dave Joyce, National Health & Safety Officer, Communication Workers’ Union – Statement Dog Awareness Week 2024 and Message to the New UK Government:

The unacceptably high prevalence, scale and volume of dog attacks in the UK plus the impact on victims, which can be life changing, is nothing less than a ‘national crisis.’

Dog Attacks remain a major safety hazard and concern for postmen and women who are in the front line, as it does for the public, and the scale of the problem shouldn’t be underestimated by anyone. The incoming new UK government needs to prioritise firm action on dog control or continue to face a rapidly growing explosion in deaths and injuries. We continue to see a very concerning increase in Dog bite incidents and severe dog attacks and the steep upwards trend constitutes a growing risk to the safety and health of postal workers who serve all of the Country’s 32 million addresses daily, unlike any other workforce.

The CWU has called on the new government following yesterday’s general election that they need to take firm action on dog control law and police enforcement plus the Courts need to hand down effective sentences which are within their power but not utilised.

The CWU ‘Bite-Back’ Campaign which won major changes to the Dangerous Dogs Act in 2014, extending the law to Private Property in order to protect Postal Workers but that major change has not solved the problem! The lack of Police and Crown Prosecution Service enforcement has undermined the powerful legal changes combined with the lack of effective sentencing in cases that do reach the courts.

Too many victims are seriously injured and killed in dog attacks in the UK and it must be addressed!

The Union is having to continue to campaign for further legal changes to the DDA, tougher enforcement by the police which is currently not good enough and tougher sentencing by the courts who are failing to use their sentencing powers leading to victims being denied justice. The CWU wants to see irresponsible dog owners who fail to control and secure their animals, allowing dog attacks on Postal Workers prosecuted and handed down a sentence that fits the crime along with destruction orders, dog ownership disqualification orders, compensation orders and control orders. The Courts can hand down prison sentences of up to 5 years and/or unlimited fines for aggravated injury causing dog attack offences like those we see too often (and up to 14 years in the case of death). However, the full power of the sentences and ancillary orders available to the courts are not being fully used by Magistrates and Crown Court Judges.

30 dog attack private prosecutions taken by Royal Mail/CWU in cases in which the police refused to prosecute all ended with the dog owner being found guilty. Two cases thrown out of court one in a Magistrates Court and one in a Crown Court were taken to the Appeal Court by Royal Mail supported by the CWU and both appeals were successful in overturning the wrongful acquittals at Magistrates Court/Crown Court level.

Dog attacks remain a major safety hazard and concern for postmen and women across the UK and the scale of the problem shouldn’t be underestimated – Over 30,000 postmen and women have been attacked by dogs in the last decade! Over 80% at the front door. 42 postal workers are attacked by dogs every week, 7 every day, 2000 to 3000 every year and 1000 postmen and women have had a finger bitten off or severely injured whilst delivering the mail through the letterbox in the last 5 years. Over the last 2 years the number of recorded dog attacks rose by 15%. A year.  The number of people admitted to hospital for dog bites has tripled in the last 20 years and apart from the personal costs, pain, suffering, disablement and loss of life, it costs the NHS around £75 million a year. NHS data shows that more than 10,000 people a year need in-patient hospital treatment after a dog attack, many more attend A&E. Many of those victims are postal workers.

In conclusion and summary; The CWU is calling on the Government to “toughen up the Dangerous Dogs Laws and the Police enforcement to deal with irresponsible owners and to stop the Police disposing of cases via Community Resolution Orders (CROs). Finally, we call on the Courts to hand down penalties that fit the crime when dog owners fail to control dogs that inflict atrocious injuries on postal workers who are mauled and savaged in too many cases and so deliver justice for victim postal workers. 

Dog Attacks – Shocking Statistics and Headline Facts:

Dog attacks remain a major safety hazard and concern for postmen and postwomen across the UK. The CWU is very concerned about the continuing dog attack epidemic and the scale of the problem shouldn’t be underestimated – read the statics that speak for themselves: –

• 2,206 Royal Mail postmen and postwomen were attacked by dogs in the year ending 31 March 2024.
• 30,000 postmen and postwomen attacked by dogs in the last decade!

• This is a 15% increase on the previous year – (a 15% increase for the second year running).
• On average 42 delivery postal workers are attacked by dogs every week. 7 every day.
• 148% increase dog attacks causing serious and significant injury to postal workers.
• 80% of dog attacks take place at the front door, on the garden path, drive or yard.
• 390 dog bite injuries suffered through the letterbox. (1000 postmen/women have had a finger or part finger bitten off through the letterbox in the last 5 years).
• There are now approximately 13.5 million pet dogs in the UK, according to UK Pet Food’s Pet Data Report 2024.
• Animal welfare experts and Medical Experts keep warning of an epidemic of dog attacks as the number of adults admitted to hospital for dog bites has tripled in the last 20 years.
• Dog Bite hospital treatment costs the NHS around £75 million a year. (A bill footed by the taxpayer and not dog owners).
• NHS data shows that more than 10,000 people a year need hospital treatment after a dog attack.
• Alder Hay Children’s Hospital reported the number of children admitted following dog attacks had surged by 70%.
• The BMJ has reported that dog bite hospital attendances have increased 88% in the past 15 years in the UK.
• There have been 73 recorded dog attack deaths in the UK from 1981 to June 2023.
• 29 people have been mauled to death by dogs in the last three years.

The Ten Most Dangerous Postcode Areas recording the Highest Number of dog attacks on Postmen and Postwomen in 2023/24:The Ten Most Dangerous Postcode Areas recording the Highest Number of dog attacks on Postmen and Postwomen in 2023/24:Postcode Area                                                                                                                     Comments                                                              TotalPO – Portsmouth27% increase in dog attacks this year – 7 years in top 10 – equal highest area 23/24.62BT – Northern Ireland11% increase this year – has been in the top 10 areas for 12 years running.62BS – BristolEqual third highest area with 48 dog attacks.48BN – BrightonEqual third highest area with 48 dog attacks.48PL – Plymouth69% increase in dog attacks on postal workers this year. Been on the list 4 times.44NG – Nottingham14% increase this year and has been on the most dangerous is list 9 times42TN – TonbridgeTN has featured in the most dangerous list for dog attacks for the last 10 years.42GU – Guildford45% increase in dog attacks this year – has been in top ten 4 times.42S – SheffieldSheffield has been in the top ten for all 12 years of Dog Awareness Week.41EX – Exeter5% increase this year – has been in the dangerous dogs top ten list 4 times.40SN – Swindon60% increase this year.40

Key Objective Message and Advice to Postmen and Women CWU members:

We are reminding all our postmen and women members to be vigilant, cautious, keep safe and take no risks – and don’t put your fingers through the letterbox! Always follow these rules: –

• Be vigilant, keep safe, take no risks and protect yourself at all times.
• Always ere on the side of caution.
• Don’t enter properties where dogs are running loose.
• Don’t put fingers through the letterbox.
• Don’t assume a dog won’t bite as any dog can be aggressive.
• Don’t accept an owner’s word that their dog will not bite either.
• Report all dog attack incidents and near misses.

The Key Objectives of Dog Awareness Week – Message to Customers:

A key objective of Dog Awareness Week is to remind the public to at all times be aware of their legal and moral responsibilities to control their dogs and prevent dog attacks on postal workers who are providing them with a great public service.

Dog owners need to understand the often-devastating impact of dog attacks on Royal Mail postmen, postwomen and parcelforce workers and take proper measures to ensure their pets pose no threat to delivery postal workers through responsible dog ownership.

The CWU is again calling upon UK dog owners and Royal Mail/Parcelforce customers, who are dog owners, to work with us and help stop attacks by being more responsible, by keeping their animals under control when postal workers make deliveries.  Simply, secure their dogs in a safe place, put them in another room before opening the door to the postman or postwoman and to fit a letterbox cage or outside mail box if their dog attacks the mail when it arrives through the front door so protecting the dog, the mail and the postal workers fingers.   

The public also need to be aware that if their dog attacks a postal worker, they will be prosecuted either by the Police, Local Authority or by Royal Mail via a private prosecution under the agreement between Royal Mail and the CWU.

Top Tips for Dog Owners: 

Even the most lovable dog can be a danger to postal staff. Dogs are territorial by nature and if they feel they need to protect their family, they can become unpredictable. Here’s what dog owners can do to help postman or postwoman deliver the post in safety: –

• Ensure your dog is out of the way before the postman or postwoman arrives. Place your pet in the back garden or a far-away room.
• Never open the door when your dog is behind you.
• If you have a back garden, please close off the access, in case your dog could get around to the front when the postman or postwoman calls.
• Dog attacks can happen when you’ve opened the door to sign for an item. Please keep your dog in another room before answering the door and make

sure children don’t open the door, as dogs can push by them and attack.

• Give your dog some food or a toy to occupy them while your mail is being delivered.
• Wait 10 minutes after your mail has arrived to let your pet back into your hallway. Keep everything as calm and low-key as possible.
• If your dog likes to attack your mail, consider installing a wire letter receptacle. It will protect your post, and your postman’s or postwoman’s fingers.
• If it’s not practical for you to keep your dog away from a postman or postwoman delivering your mail, please consider fitting a secure mailbox on the edge of your property.

New Leaflet Available – ‘Responsible Dog Ownership – How to Keep You, Your Dog and Visitors Safe’:

The CWU has called upon UK dog owners to be more responsible and keep their animals under control.

The CWU, Royal Mail, Parcelforce and the National Police Chief’s Council proudly launched a new joint ‘Responsible Dog Ownership – How to Keep You, Your Dog and Visitors Safe’ – Dog Control Awareness Guide/Leaflet last year and we want Reps, Branches and Regions plus Royal Mail and Parcelforce to use it to spread the word.

An electronic copy is attached which can be downloaded and printed off for local campaigning and ‘door to door’ drop initiatives in high impact dog attack problem areas.

The Health, Safety and Environment Department are very pleased with this ‘Guide Leaflet’ having achieved endorsement from the National Police Chief’s Council (NPCC). This now needs to be as widely circulated as possible.

ASRs and Reps can drop these ‘Guide Leaflets’ into local schools, local authorities, community centres, clubs and associations, dog training schools, animal and dog charities, etc.

Send the Guide Leaflet to local press, radio, community publications, newsletters, social media and websites etc. It’s aimed at dog owners and our customers, the UK public. The leaflets can be utilised in door-to-door drops, targeting high impact areas also.

Get the support of the local authority and local Police. You can drop copies into local Police stations and council offices. send them to your local MP and local councillors to raise awareness also.

If you need copies printed either organise it locally or contact the Health, Safety and Environment Department for a supply.

Blue Cross ‘Protect Your Postie.’ Webinar: 

From this month, animal welfare charity Blue Cross will be offering a free online webinar called ‘Protect Your Postie.’

This intervention will be offered to customers where there is concern due to a dog’s behaviour – but an actual attack has not yet occurred.

The webinar, which lasts about an hour, will provide top tips and advice on how customers can protect postal workers who deliver to their home and includes:

• understanding why dogs may act a certain way when a postal worker

arrives.

• understanding the consequences of an incident.
• simple measures that can be put in place to help manage a dog’s

behaviours.

• motivation for change, so that their dog doesn’t escalate its behaviour to the point that an attack occurs.
• advice on where further help can be found.

The webinar training course will be delivered on Zoom. Customers will require internet connection and access to a computer, laptop, tablet or smart phone to take part.

Customers will need to register in advance to attend the “Protecting Your Postie” Information/Training course Webinar available here: – https://www.bluecross.org.uk/protecting-your-postie

Message to all ASRs:

Your assistance in supporting, publicising, raising awareness and onward communicating the important campaign messages both externally with the public, customers and organisations plus importantly raising awareness amongst members is important and is very much appreciated. Please be proactive, not only during Dog Awareness Week but continually throughout the year as this important issue requires more time than a single week and constant attention – this is a crucially important issue for us. We’ve seen a worrying increase in serious dog attacks involving serious injuries to members across the country. 

Royal Mail HQ have welcomed and requested full support from ASRs and WSRs.  Royal Mail have requested that ASRs

• Visit Delivery Offices – organise a plan of visits ongoing throughout the year, focusing on dog risks and controls.
• Cary out Inspections/Investigations following dog related incidents.
• Talk to members about the threat of dog attacks.
• Introduce yourself to new starters in the unit, typically they will be most at risk so speak to them about the principles of AVOID and the dangers posed by dog attacks.
• Support Unit Manager delivering Dog WTLLs and Huddles and Safety Flashes.
• Ensure that sites have displayed their Dog Awareness posters and are sending out external posters/leaflets to vets, schools, local community centres etc.
• Go through the Quiz one to one with the new entrants, explain to them how to use the posting peg and follow AVOID.

Attachments:

• New ‘Responsible Dog Ownership – How To Keep You, Your Dog and Visitors Safe’ – Dog Control Awareness guide/leaflet
• CWU Dog Awareness Week Posters (2 versions).
• RM Dog Awareness Week WTLL.
• RM Dog Awareness Week Quiz (2 – Employees & Managers).
• RM Dog Awareness Week RMG SHE Plan.
• RM Dog Awareness Week Number of Attacks by Postcode (Percentages).
• Blue Cross ‘Protect Your Postie’ Dog Owner Customers Training/Information Webinar.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 240/24 – RM CWU National Dog Awareness Week 1 – 7 July 2024 and Message to New Labour Government

LTB 240/24 – Attachment Dog Safety Guide Leaflet – CWU-NPCC-RM-PFWW

LTB 240/24 – Attachment Dog-Awareness-Poster-2024 V1(Eng)

LTB 240/24 – Attachment Dog-Awareness-2024-Poster-V2(Eng)

LTB 240/24 – Attachment Dog Awareness Week 2024 – WTLL 

LTB 240/24 – ATTACHMENT Dog Awareness Week 2024 – Dog Quiz – Employees 

LTBS 240/24 – ATTACHMENT Dog Awareness Week 2024 -Dog Quiz – Managers 

LTB 240/24 – ATTACHMENT DOG AWARENESS WEEK PLAN CHANNELS 2024 (1st July- 7th July) (Word doc download)

LTB 240.24 ATTACHMENT Dog Awareness Week 2024 – Number of attacks by postcode area – (Word doc download)

LTB 240/24 – ATTACHMENT Blue Cross ‘Protect Your Postie.’ Webinar (DAW 2024) (Word doc download)

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Greener Jobs Alliance (GJA) Newsletter No. 62 – July 2024:

Introduction & History – The GJA:

The Greener Jobs Alliance (GJA) came into existence as a result of funding from Battersea and Wandsworth TUC. The GJA was launched to promote skills training and job creation to meet the needs of Britain’s rapidly growing low carbon sectors and to green the whole economy. The transition to a low carbon and resource efficient economy can drive sustainable economic recovery and job creation in every part of the country as well as making existing jobs more secure. But this requires a more strategic national and local approach to deliver the workforce skills needed and to stimulate demand for clean energy and energy efficiency services.

The Greener Jobs Alliance liaises at a national and local level to build the broadest possible support for the policies, investment, partnerships and commitments needed to drive the transition to a low carbon economy.

The Greener Jobs Alliance liaises with training bodies, colleges, universities, employers, local and national Government, trade unions, housing associations, campaign and community groups – to build the policies, investment and partnerships needed to drive the transition to a low carbon economy.

GJA Founder Graham Petersen: 

The founder GJA Secretary and Newsletter editor was Graham Petersen who is well known to the CWU and has a long-standing working relationship with the Union. He is a former TUC tutor and course designer who created safety reps training courses and the successful TUC Occupational Health & Safety Diploma Course. He was the head of the Trade Union Studies Centre at South Thames College before retirement from the post and has been a visitor and guest speaker at CWU events and meetings. After 30 editions, Graham stood down at the GJA AGM and handed over to Paul Atkin as newsletter editor and Tahir Latif as GJA Secretary. Graham remains a GJA Steering Group member and is now working part time for the Wales TUC is the author of a publication for them entitled ‘Greener workplaces for a just transition – a Wales TUC toolkit for trade unionists’ which was circulated by the CWU Health, Safety and Environment Department.

GJA ‘Free’ Courses:

The GJA runs a number of ‘free’ courses on the environment for Trade Union Reps in different parts of the UK which have been attended by a number of CWU Reps with details published in the newsletter.

The GJA now offers three ‘on-line’ courses as follows:

1. Climate Change Awareness

This short introductory course is aimed at trade unionists and anyone wishing to develop their understanding of the issues around climate change.  The course is divided into 4 modules.  The modules contain background information, short videos, graphs and illustrations.

• Module 1: Climate Change Explained
• Module 2: International Responses
• Module 3: Trade Union Responses
• Module 4: Getting Involved

At the end of each section, there are references and links to additional materials if you want to go further. There are no formal tests and you can work through the materials at your own pace but there are optional quizzes to check your understanding at the end of modules 1, 2 and 3.

1. A Trade Union Guide to Just Transition

Social justice must be at the heart of the development of a net-zero carbon economy. The course covers:

• The meaning and history of the term just transition
• Why it should be a priority issue
• UK and international policies and case studies
• Ideas for developing an action plan

It is aimed at trade unionists and anyone wishing to improve their understanding of why just transition should be central to climate change policy.

1. Air Quality – a trade union issue

The following issues will be explored in this free online course. It is made up of 3 modules,

• Module 1: The Causes and Health Impacts of Air Pollution
• Module 2: The Law and Government Policy
• Module 3:  Trade Union Responses and Campaigns

Link to GJA on-line Courses: https://greenerjobsalliance.co.uk/courses/

• TUC green rep courses:

The TUC announced, earlier this year, a series of new ‘free’ to attend “green rep training courses for 2024 and these have been taking place in various locations since February as informed in previous LTBs.

All union reps and officers are welcome, new or experienced, and whether in any Union role. All trade unionists can benefit from understanding what the TU movement can do to protect and empower Union members during the climate crisis. Forthcoming face to face classroom courses are listed in the programme across the TUC Regions at:- www.tuc.org.uk/training/TUCcourses

 Paul Atkin Editorial GJA Newsletter Issue 62: “Three challenges for the new government”

Paul covers three areas. Firstly, following the UK Geneal Election outcome he calls on Labour to defend the UK’s climate consensus in the face of Tory/Reform opposition. Secondly, he refers to the situation in the USA, where there is the forthcoming US Presidential Election to think about and if Trump wins re-election in November, he has pledged to dump both domestic just transition plans and global cooperation through the Paris acord. Thirdly, Paul supports the calls from several Union’s Conference Motions calling for the £28 billion investment pledge to be restored, for union and community engagement through Just Transition Commissions and coordination through a National Climate Service are a solid basis for doing this.

• 1 Face up to an attack from the Conservative/Reform rump.
• 2 Prepare to face up to the US going rogue.
• 3 Match investment to ambition and legal obligations.

 Read the full Editorial & GJA Newsletter Edition 62 (attached)

Contents GJA Newsletter 62:

• Editorial: Three challenges for the new government
• IEA: Rapid rollout of clean technologies makes energy cheaper, not more costly
• UN Survey shows strong global support for climate transition
• Landmark Horse Hill Victory – a watershed moment on Fossil Fuel extraction.
• TUC heatwave media campaign
• Adaptation Strategies: Labour Education, Climate Crisis and the UK Trade Union Movement. 
• Stronger Australian TUC transition stance
• Teaching our way to climate justice: UCU’s work on a fair transition for workers
• Key demand from UCU 
• NEU Launches Green Reps and Environment Officers Training Course
• Union conference round up. PCS. UNISON
• New Rules. UK Supreme Court. EU Nature Restoration. Canada Greenwash Rules show bums on fire
• Events. Communicating Climate Change. Fare Free London Meeting. Climate Militarism week of action. 

Peoples Climate Vote 2024.

The 2024 UN Survey shows strong global support for transition the biggest ever standalone public opinion survey on climate change, “the Peoples’ Climate Vote 2024”, shows;

• 80 percent of people globally want their governments to take stronger action to tackle the climate crisis.
• 86 percent – want to see their countries set aside geopolitical differences and work together on climate change.
• 72 percent in favour of a quick transition away from fossil fuels, and only 7 percent of people globally said their country should not transition at all.
• 53 percent said they were more worried than last year about climate change (59% in Least Developed countries).
• 69 percent of people globally said their big decisions like where to live or work were being impacted by climate change. This is higher in LDCs (74%) than Europe (52%) or North America (42%). [Link to full UN Report in the GJA Newsletter attached].

 Green Bites – Stats of The Month

 50%+ of Europe’s energy generated by renewables so far this year. (Eurelectric).

49 km a week reduced distance driven through an e-bikes incentive scheme in Victoria, British Columbia. This made the e-bike incentive more cost effective in terms of CO2 reduction per dollar invested than provincial car incentives. (The Energy Mix. Canada).

$4.6 Trillion  –  Cost of energy wasted every year through the structural inefficiencies of fossil fuels. That’s 40% of global energy costs. Another reason that the writing is on the wall for fossil fuels. (RMI – Rocky Mountain Institute).

100%  –   The proportion of the increase in peak demand that U.S. power grids are projecting through 2035 that could be absorbed by distributed energy resources (DERs) like batteries and electric vehicles if utilities seize the opportunity and engage more closely with customers. (Deloitte).

£35.8 billion  –   HMRC’s estimate of underpaid tax in 2023, up from £30.8 billion in 2022. Collecting this would pay for Labour’s former pledge of £28 billion a year for the energy transition, with quite a bit left over (and not trouble any interpretation of ”fiscal rules”).

1,301 –   The number of people who died from excessive heat during Hajj in Mecca this year, when temperatures rose above 50C. (HRMC).

 What is a just transition?

A just transition seeks to ensure that the substantial benefits of a green economy transition are shared widely, while also supporting those who stand to lose economically – be they countries, regions, industries, communities, workers or consumers.

A rapid increase in the speed and scale of actions required to reduce the risks of climate change will create new economic opportunities.

Whilst a just transition is mainly based on environmental considerations, it is also shaped by other structural changes affecting labour markets, such as globalisation, labour-saving technologies and the shift to services.

A just transition is an integral part of many of the global commitments adopted by countries. The Paris Agreement acknowledges “the imperatives of a just transition of the workforce and the creation of decent work and quality jobs in accordance with nationally defined development priorities” and highlights the importance of workers in responding to climate change.

Furthermore, the just transition concept links to 14 of the 17 United Nations Sustainable Development Goals, explicitly drawing together SDGs No 12 – climate action, No 10 – reduced inequalities, No 8 – decent work and economic growth, and No 7 – affordable and clean energy.

Many countries have recognised the challenge that this transformation entails and are taking measures to protect those that are most vulnerable and affected by the changes, including across the European Bank for Reconstruction and Development (EBRD) regions.

• The European Union’s Just Transition Mechanism is integral to the EU’s Green Deal, targeted at ensuring “a fair transition to a climate-neutral economy, leaving no one behind” and aims to mobilise at least €150 billion over the period 2021-2027;
• The Solidarity and Just Transition Silesia Declaration signed by 50 countries at COP24, which states that: “a just transition of the workforce and the creation of decent work and quality jobs are crucial to ensure an effective and inclusive transition”;
• Climate Action for Jobs Initiative, co-led by the International Labour Organisation, Spain and Peru, with 46 countries committing to develop “national plans for a just transition and create decent green jobs”.
• The UNFCCC Gender Action plan, whereby parties to the UNFCCC have recognized the importance of involving women and men equally in the development and implementation of national climate policies that are gender-responsive.

Quote of the Month

“The only question is, how much longer are we going to let sociopath executives destroy life

on Earth and increasingly threaten billions of lives for their profit. Every increment of heating

is worth fighting to stop, because every increment of heating will further damage

habitability and kill more humans and other beings.” 

Climate Scientist Peter Kalmu

 Much more in the GJA Newsletter No 62, July 2024 attached.

 Attachment: 

• GJA Newsletter No.62 for July 2024.

Yours sincerely,

Dave Joyce
National Health, Safety & Environment Officer

LTB 242/24 – Greener-Jobs-Alliance-GJA-Newsletter-No.-62-July-2024

LTB 242/24 – Attachment GJA-Newsletter-62-July-2024

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ROYAL MAIL: RMCPP – THE COLLECTIVE PLAN 

Further to LTB 238/24 dated 4^th July.

On Monday 8^th July a Joint Live Event was presented to Managers and Representatives.  This included a slide presentation (attached) followed by a Q&A session.  The link to the recording of the presentation is below:

Teams Live Pensions Recording on Vimeo

On 9^th July there was a further WTLL signposting the benefits of the Collective Plan.  Attached is the material used in the WTLL, which is informative as it includes some key questions from the Live Event.

We have also published a web article in regard to this key development – see link below:

CWU: New Pension scheme for all will commence from October

The first of the Divisional Pensions Training events, as reported in the web article, took place for the Midlands Division in Birmingham last week.  The session was very successful in terms of raising knowledge around this complex subject matter.  A session took place on Thursday 11^th July for the North Wales/North West Division in the Mechanics Institute, Manchester. Next week the Scotland Division and South East Division are holding their training on Tuesday (16^th) in Perth and Thursday (18^th) in Brighton.

More information on The Collective Plan can be found at:

www.myroyalmail.com/collective-plan.

If members have questions, they can click on “Pensions Helpdesk” and are taken to a form to fill in which will be answered within 5 working days.  Also, in the same section there is a link to the FAQs which are comprehensive and the plan is to add to these as we move towards the introduction date in October.

Any enquiries in relation to the content of this LTB should be directed to Martin Walsh, DGSP – hford@cwu.org or Andy Furey, Assistant Secretary  – afurey@cwu.org.

Yours sincerely,

Martin Walsh        

Deputy General Secretary (P)                  

Andy Furey

Assistant Secretary

LTB-241/24 – ROYAL-MAIL-RMCPP-THE-COLLECTIVE-PLAN

LTB 241/24 – Attachment 1 The Collective Plan_Live Event_Slide_deck v5 (Powerpoint)

LTB 241/24 – Attachment 2 Collective Plan WTLL 9 July FINAL

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BILLY MCCLORY – FORMER NCU/CWU NATIONAL OFFICER

It is with deep sadness that I write to advise you that Billy McClory former NCU/CWU National Officer passed away last week after a short illness.

Billy’s career started in our predecessor union the NCU working in BT from 1968 to 1978 and then CPSA from 1978 to 1985.  He subsequently became an Officer of the National Communications Union and Communications Workers Union from 1985 until his retirement in June 2008. 

Billy was also a BT pension trustee for over 31 years and was known for his considerable knowledge and expertise on all pension issues.  He was a much-valued ex-trustee of the NCUSSS for 31 years, 15 years of which he served as Chair, until he declined to accept a further nomination in January 2023 to spend more time with his family and grandson.

Billy also played a major role in many of the key national issues the union faced over many years within the NCU, as well as the CWU.  

Throughout the course of his long career Billy made a great contribution in representing our members, the union and the wider Labour movement and he was held in the highest esteem by all those who worked with him. 

I know I speak on behalf of all those who knew Billy in saying he will be sorely missed by his many friends and colleagues within the union and we offer our sincere condolences to his family.

Further details on the funeral arrangements will follow in due course.  Any enquiries on the above LTB should be addressed to the General Secretary at jdunn@cwu.org

Yours sincerely

Dave Ward

General Secretary

LTB 244/24 – BILLY MCCLORY – FORMER NCU-CWU NATIONAL OFFICER

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Royal Mail Communication – Closure of Week 35 Annual Leave Period – W/C 25^th November – 24^th December 2024 

Branches and Representatives will be aware that Royal Mail issued a briefing by Ricky McAulay, UK Operations Director, on 10^th July 2024 communicating Royal Mail’s unilateral decision to close week commencing 25^th November 2024 (Week 35) for the purposes of annual leave, as well as closing off all annual leave up to Christmas.

The company had previously informed the CWU that they were considering doing so and a meeting took place on 1^st July 2024. During this meeting we raised significant concerns over the proposal, both in relation to the decision to change leave arrangements midway through a leave year (when leave had been selected and authorised) and with the suggestion that the agreed and authorised leave for Week 35 may be cancelled.

We further registered our opposition to the approach outlined by the business and proposed as an alternative that the process for reallocating leave be entirely voluntary for individuals and that leave already signed up to should be honoured. The business agreed to reflect on their position. No further response was received until Royal Mail advised the union of its intention to press on with these plans and RM Coms were sent over immediately before they were issued to the field.

In a communication released to RODs, the following approach was outlined with regard to leave already booked for week 35:

People that already have that week booked off should be spoken to in person. Message is that week is now closed and can they move that week. Some will be travelling abroad/going on holiday/caring for people etc and say they cannot/don’t want to move that week. We have been clear that all travel will be honoured. Where a person does not want to change their leave, you are asked to be sympathetic to their request.

In the view of the CWU, the Royal Mail position is completely unacceptable and the outlined request to ‘be sympathetic’is certainly not reflected in the WTLL Briefing documents, which we have seen and which are being issued within workplaces. Accordingly, the union is now making representations at the highest level to address this Executive Action on the part of the company.

In the meantime, where any member wishes to volunteer to select an alternative leave week, as it is beneficial to them, then of course they are at liberty to do so. However, we do not believe that any member approached about changing leave already booked for Week 35 is under any obligation to provide proof that they have booked a holiday or have made special arrangements for leave already authorised.  Therefore, should members wish to retain authorised leave for that week, and up to Christmas, then they should be permitted to do so and this should be honoured by Royal Mail.

We would ask, where any request to retain authorised leave is refused, that these instances are highlighted to the respective department via the relevant CWU Representatives.

Further updates will be provided as high-level discussions progress.

Any enquiries in relation to this LTB should be addressed to:

Processing / Distribution – Davie Robertson, Assistant Secretary, email: jrodrigues@cwu.org.

Delivery – Mark Baulch, Assistant Secretary, email: pharacz@cwu.org.

Yours sincerely,

Davie Robertson                                                                    

Assistant Secretary

Mark Baulch

Assistant Secretary                                                                  

LTB 243/24 – Closure of Week 35 Annual Leave Period – 25th Nov to 24th Dec 2024

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