Update on the USO Pilots

All Branches will be aware that the CWU published two agreed-upon statements on the USO pilots before Christmas.  We have now agreed on a further addendum which will apply to all 37 USO pilot sites.

The addendum and flowchart provide the parameters which all pilot sites should adopt to ensure they achieve the overarching objectives, which are:

• Pilot sites must achieve Ofcom’s quality of service target.
• On deployment, the workload must be fair, manageable and achievable, and solutions must address fatigue.
• There must be an opportunity to improve attendance patterns, including fewer Saturdays.
• There must be an improvement in confidence, trust and morale.

To ensure the above happens within each of the pilots, the union has agreed to the following:

1. Agreed an addendum to the original Terms of Reference.
2. A flowchart for resourcing the pilot unit before deployment.
3. The option of seven attendance patterns.

The addendum covers the following:

1. Mail Centres must ensure work compliance, including product segregation.
2. It is expected that there will be minimal impact on Mail Centres or Distribution. Any change required will be dealt with through normal weekly resourcing meetings.
3. The USO pilots must cover all daily duties, including having the appropriate reserve levels, with full-time reserves covering full time duties, and they must achieve Ofcom’s regulatory targets.
4. A total data verification process within the unit to ensure duties are achievable.
5. The opportunity to rotate from combined and all mail deliveries (core) can be introduced to reduce fatigue.
6. All employees will be encouraged to drive, but non-drivers will still have a full role. Non-drivers will still work on Saturdays against the scheduled workload within any of the listed attendance menu options.
7. There should be one overall office attendance as the USO pilots will be introduced based on a method change approach rather than a structural revision.

The method change principles are:

• Rurals will retain one-to-one deliveries Monday through Friday, with only Saturday’s schedule changing based on 1^st class, parcels and tracked items.
• Firm deliveries will retain one-over-one Monday through Friday, with only Saturday’s schedule changing based on 1^st class, parcels and tracked items.
• On all mail days (core), town and city routes will have two over-one deliveries Monday through Friday.
• Town and city will have two over 1^stclass routes (combined Monday to Saturday).

8. We also agreed that each pilot site could select from seven different attendance patterns. The Optimised Delivery Model reduces the number of people working on a Saturday. Any duty pattern with just one day off per week must change to one of the attendance patterns below.

The duty patterns available to select are:

• Two Saturdays off in any six weeks (in addition to a regular rest day during the week). Extra 8 Saturdays off per year.
• Two Saturdays off in any five weeks (in addition to a regular rest day during the week). Extra 10 Saturdays off per week.
• 9-day fortnight.
• 4-day week option.
• Wallington, plus an extra Saturday off.
• 13 working days out of 18 (Monday to Saturday) with 1 Saturday off every 3 weeks (only available to drivers).
• 17 working days every 24 (Monday to Saturday) with 2 Saturdays off every 4 weeks.

Each pilot site will understand the start and finish times before their vote, this means that individuals will be working their contracted hours over fewer days, so the days they work will be slightly longer depending on which options they select.

9. The agreed Terms of Reference ensure that no individual will be asked to move units during the pilot. Currently, there will be a surplus in 22 of the 37 sites.

The sites in which there will not be a surplus will need to ensure any vacancies are filled before the pilot goes live. This will allow part-timers to increase their contracted hours, including up to full-time on their existing terms and conditions. This will be done based on seniority, but it will also recognise that a non-driver cannot increase their contracted hours on a duty they cannot perform, such as a driving duty.

10. A temporary resign will be available before the pilot goes live, and a full resign will be available when Ofcom makes its formal decision.
11. Once the pilot has been deployed there will be an ongoing review to ensure that each pilot achieves the four overarching principles.
12. It also lists the interfaces that will be fully involved within the pilot units.

It is important to remember that the CWU has not agreed to full USO reform. If we eventually decide this is the best option, there will be a national agreement covering this. Despite speculation, the only pilot site deployed is Newton Mearns DO in Scotland. Cumbernauld DO will go live on March 17^th.

The other pilot sites will be phased in from late March until the middle of May. The sites are being phased in because the flowchart attached to this LTB requires an 8-week process starting with data verification and concluding with the actual deployment.

Newton Mearns went live this week. The unit’s members chose to opt for two Saturdays off in five. They also introduced a further duty into the unit.

Whilst it is early days, the initial observation is that all the core mail walks have cleared with indoor support and very high call rates.  This higher call rate, some above 90%, is down to the sequencing machine releasing work which should have been held upstream in the Mail Centre. Further work is being carried out in Glasgow Mail Centre to remedy this.

The combined 1^st class/parcel routes on Monday and Tuesday completed the planned delivery spans early.

Cumbernauld is scheduled to go live on March 17^th. They have also selected two Saturdays off every five weeks. Two duties have been put back into the unit, the indoor layout changes have been fully deployed and local parties are working together to continue to review the operation ahead of the go live date.

We intend to provide regular updates on the pilots moving forward, including members’ feedback from the pilots.

Any enquiries in relation to this LTB should be addressed to the DGS(P) department.

Yours sincerely,                                    

Martin Walsh                                                        

Deputy General Secretary (Postal)    

Davie Robertson     

Deputy General Secretary (Postal)                

Tony Bouch

Assistant Secretary           

LTB 48/25 – Update on the USO Pilots

LTB 48/25 Attachment 1 USO pilot addendum

LTB 48/25 Attachment 2 – Flowchart

LTB 48/25 Attachment 3 – USO Agreed Duty Options (1of2)

LTB 48/25 Attachment 4 – USO Agreed Duty Options (2of2) 

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RMPFS Engineering and Admin Grades – CWU Officials Elections 

Further to LTB 028/24 dated 11th February 2025 regarding the nominations for the RMPFS Engineering Field Officials, at the close of nominations on the 26th February 2025 the following were received: –NATIONAL REPRESENTATIVES NORTH REGIONBrian SouthernGreater Manchester*ELECTED SOUTH REGION Chris CoatesGreat Western Branch*ELECTED  REGIONAL REPRESENTATIVES  NORTH (2 Positions) Chris EnglishGreater Mersey Amal*ELECTEDThomas ToddGlasgow & Motherwell*ELECTED NORTH WEST/CENTRAL (3 Positions)Lee HaydenGreater Manchester*ELECTEDStephen MurphyNorthern Ireland Telecom*ELECTEDAdam ParkinSouth Yorkshire*ELECTED  

SOUTH EAST/SOUTH WEST (3 Positions)No Nominations Received

Please bring this LTB to the attention of our representatives and members. Any queries should be forwarded to the PTCS Department, email address khay@cwu.org or hmaughan@cwu.org

Yours sincerely

Bobby Weatherall

Acting Assistant Secretary

LTB 047/25

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My Experience Survey

Branches will recall that the CWU were jointly involved in the Pathway to Change Big Trust Survey in 2022, and the work that took place to try to ensure that RMG was a better place to work. However, we had no involvement in The Big Trust Survey in 2023 and participation from our members was at an all-time low. No employee survey took place in 2024.

We put to Royal Mail that the previous survey and the Big Trust branding had been completely discredited by its links to former CEO Simon Thompson and his broken promises around managerial bonuses.

Royal Mail has now taken on a new survey partner called Peakon and will be launching a survey of all employees from 3^rd March – 23^rd March 2025.

This survey can be completed through the People App. The small number of employees (circa 3000) who do not have access to the People App will be written to by Royal Mail and supplied with a unique URL that will allow them to complete the survey.

Royal Mail have confirmed that like previous surveys, comments and responses will be presented to Royal Mail anonymously and are not linked to individuals. In addition, no comments will be visible to any managers other than those in agreed ‘test’ areas which are Commercial, Central Functions and the Anglia Region and Parcelforce Worldwide.

As in the years prior to the national dispute, Royal Mail have genuinely engaged with the CWU on issues such as the questions, access to the survey and how the survey will work.

This year questions on workload, fairness, mental health and the relationship between CWU Reps and Managers will feature.

Royal Mail have confirmed that following the survey the relevant results will be shared at each level, i.e. local unit with Local Reps, OPL level with Area Reps, divisional with Divisional Reps and the national data nationally. Members will be able to view their own office Dash Board on the People App if they wish to.

Of course, the key issue is not just what the results of the survey are but what work can take place jointly to improve employees’ experience in the workplace. Further discussions are scheduled with the business regarding joint working on local action plans and how the information gathered can be used to form part of the IR/ER reset as part of the Rebuilding Royal Mail agreement. Updates will be reported to Branches.

The CWU believe that the information that is gathered from My Experience will be very helpful to us when we commence the IR and ER Reset in the workplace.

The survey is entirely voluntary and employees will be given time within the working day to complete it. We would encourage members to take part in the survey to give a true reflection of the reality of working life at the frontline of Royal Mail.

Any enquiries in relation to this LTB should be addressed to the DGS(P) Department.

Yours sincerely,

Martin Walsh

Deputy General Secretary (Postal)

LTB 46/25 – My Experience Survey

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IDS TAKEOVER – CWU/EP GROUP AGREEMENT 

The purpose of this LTB is to provide Branches and Representatives with a comprehensive update on EP Group’s bid to takeover IDS and the approach CWU is taking on the implementation of our recent agreement.

Progress on the Transaction 

The union is aware the only outstanding regulatory hurdle for EP Group to overcome is clearance from the Romanian Government.  This is because GLS (the European parcel company owned by IDS) is currently seen by the Romanian Government as a critical part of their country’s infrastructure.  We understand this has caused some delay to the process, although it is not seen as a barrier to the transaction being completed and this is expected to be resolved soon.

Once the above matter is resolved, the process to conclude the shareholder vote (currently suspended) will recommence for a statutory period of 28 days.   From all the information we are aware of and what we have observed with market activity, when the vote is concluded we believe EP Group will meet the threshold required to complete the transaction.  It is expected that providing all the issues set out above are resolved, the transaction is likely to be concluded around the end of March 2025.

Members Individual Shares/Voting Rights

An important issue to highlight is that we have been made aware that a very significant number of CWU members/Royal Mail employees have not yet cast their vote.  Once the 28-day period is triggered and the closing date for the shareholder vote is known, the union will be sending out further communication to ensure our members know the closing date and what their entitlements are in casting their vote.  However, we are not in a position the give members financial advice on these issues.  We also understand that Royal Mail will be sending out further communication to ensure our members are fully aware of the full implications as individual shareholders in this process.

Implementation of the EP Agreement 

Notwithstanding the fact that the CWU/EP Agreement is conditional on the transaction being successfully concluded, we held further positive talks with EP Group recently on the most effective way to meet the timescales set out in the agreement and implement its spirit and content in full.

As a result, we can advise branches that advanced planning has commenced on how we will take forward all the crucial negotiations on Section 5 (resolution to outstanding issues)

Therefore, the negotiations on Section 5 will commence fully in March and will cover the following:

• Pay
• Equalising new entrants’ pay, terms and conditions over an agreed period within a career path.
• A new resourcing model which addresses quality of service, retention levels and morale.
• Improved sick pay arrangements.
• Review of Scheduled attendance and overtime rates.
• Review of voluntary redundancy payments.
• Reduction in agency costs.
• A performance incentive scheme.
• Pilots on new ways of working.

These negotiations will be led by the DGS(P) and the National Officers.

It is important that branches are reminded that the EP Group agreement also commits Royal Mail to any final agreement on the USO being conditional on progress and implementation within agreed timelines of the issues set out in Section 5 and listed above.

We also had positive talks recently on the implementation of the new governance structures and how the advisory committee will interact with both the IDS and RMG Board’s, including the changes that will need to be made in the company’s articles of association. Additionally, we will be finalising the new mission statement over the next few weeks to ensure this is ready for publication at the point of the transaction being concluded.  A key part of our discussion was the need for EP Group to demonstrate to our members their commitment for a fresh start in every office and new way of the business being run at all levels is real.  We are confident that EP Group understand that the current management culture must change and that our members will expect a significant communication directly from the new owners to demonstrate their commitment to a complete reset in employee and industrial relations.

Further information on these important issues will be sent out in due course.

Communications with Members 

We can confirm that in the near future we will be writing to members home addresses explaining in more detail all aspects of the CWU/EP Agreement and setting out our vision for the future of Royal Mail.  We are conscious that given our initial communications on the agreement took place in December, there is a need for all Branches and Representatives to refresh our understanding of the agreement and what needs to be done to fully implement its spirit and content.

Therefore, we will also be holding briefings, at the appropriate time, including separate communications for our representatives on how to address our members on all of these issues.  The communication to members home addresses will also set out our views on the future of the USO and explain our next steps.

Relationships with the existing RMG Board and Managers  

Finally, we continue to recognise that our members are not seeing a real change in the attitude of management at all levels.  The truth is this is not going to happen whilst the current RMG Board and certain senior managers remain in place.

We know that factions within the current board and some senior managers are opposed to the content of the EP Group agreement.  This is because it gives the union and our members a greater say over the future direction of the company and reverses the policies management pursued during and after the dispute, when attacking our members and representatives.  As we approach the point where our agreement with the EP Group will be launched, we will be providing branches with further important information on what happened during and since the dispute, including the Lord Falconer review and agreement.

Yours Sincerely,

Dave Ward
General Secretary

Martin Walsh
Deputy General Secretary (Postal)  

044LTB25 IDS TAKEOVER CWU EP GROUP AGREEMENT

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For the Immediate Attention of All:

Postal Branches
Parcelforce Regional Organisers
Parcelforce Representatives

Dear Colleagues

Parcelforce – Building the Future Transformation

Branches and representatives may be aware that briefings have commenced in Parcelforce on the Building the Future, Transformation programme.

The department has been in discussions with Royal Mail and Parcelforce for some weeks over this initiative, previously known as Project Daisy, which represents the first major investment in the Parcelforce business in many years and is intended to secure the future of the business for the next 20 years.

While much of the detail will have to be worked through, in the view of the department this commitment from Royal Mail Group to start investing in the Parcelforce infrastructure is welcomed and represents a major change in approach from the position taken by the RMG board at the commencement of the BRT&G discussions where the focus was on determining if Parcelforce had a future.

Instead, the current discussions have been around future proofing, the Parcelforce Network and updating business systems to allow the easier movement of workload between the Parcelforce and Royal Mail Networks, in line with the commitments in Section 5 and Appendix 3 of the BRT&G in relation to the creation of a single large parcel network and to utilising any synergies between the respective networks. The aim is to develop Parcelforce’s strengths whilst modernising the network to be able to win significant new volume and potentially double the size of the business over the next decade.

The initial phase of activity which will commence in June 2025 with major investment in upgrading Parcelforce’s IT systems and aligning capabilities with Royal Mail on a single IT Platform and shipping solution which will allow customers to seamlessly access Parcelforce and Royal Mail products and services. This will also harmonise operating procedures and equipment in both businesses. These changes will facilitate:

• A simplified product range avoiding internal competition between Royal Mail and Parcelforce.
• Enhanced Delivery features and the introduction of in-flight delivery options in Parcelforce.
• Adoption of enhanced barcoding and the introduction of Royal Mail PDA’s
• Cessation of a number of end-of-life Parcelforce systems and replacing them with updated Royal Mail systems. In particular the much-maligned Rex Route Planner will be removed from service and replaced with the Loqus Route Planner supported by TomTom mapping capabilities and the Royal Mail Postcode database.

The change will also require changes to operational processes and ways of working to align with the new technology and maximise the commercial benefits and growth opportunities that they facilitate. Detailed discussions on these aspects are underway and the department will provide detailed updates as talks progress.

There is no doubt this is a major change which will affect the way our Parcelforce members interact with technology and perform their roles. Parcelforce have committed to providing comprehensive training packages which will be rolled out to ensure that our members are supported through this period.

For the avoidance of doubt this investment does not signal the full reinterrogation of Parcelforce back into Royal Mail. The Parcelforce Network will remain and expand maximising the advantages the Parcelforce model brings to the carriage and delivery of premium and large parcels and aligns traffic to the appropriate network based on the optimum delivery model for the product size and specification supporting the future growth of Parcelforce within the Royal Mail Group.

Along with the commitments secured in the Framework agreement with EP Group – Rebuilding Royal Mail, which restores the agreed resourcing mix in Parcelforce this welcome investment in Parcelforce provides the best platform in many years to grow the business and provide enhanced job security for our Parcelforce members.

Further update will be provided in due course as detailed talks on the changes required to deliver the commitments progress and we would ask that the contents of this LTB are brought to the attention of our Parcelforce members. Arrangements are being made for an online update for members on Thursday 27^th February and a Parcelforce Representatives briefing will be held covering this issue, details of which will follow shortly.

Any enquiries in relation to this LTB should be addressed to:  Davie Robertson, Assistant Secretary, email: jrodrigues@cwu.org quoting reference: LTB 040/25.

Davie Robertson
Assistant Secretary

LTB 040/25 – Parcelforce – Building the Future Transformation

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OFCOM CONSULTATION ON USO REFORM

All branches will be aware that on the 30^th January, the CWU responded to Ofcom’s announcement that they were opening a public consultation on specific reforms to the Universal Service Obligation. The consultation will close on the 10th of April and Ofcom have stated they intend to publish a final decision on reforms in Summer 2025.

The purpose of this LTB is to focus on the background to Ofcom’s consultation and the proposed reforms they will be consulting on. In addition, we will be outlining how the CWU will be responding to the consultation in a wider context, in addition to the USO pilots, our ongoing discussions with RMG, and how we utilise the overall USO commitments secured in our agreement with EP Group.

Ofcom announcement in context

It is important that we continue to recognise that Ofcom’s announcement on the 30^th January comes on the back of their previous consultation on the future of the universal postal service in early 2024.

This included multiple options for USO reform, including introducing a three or four day USO across all classes of mail. At that point, the CWU submitted a robust response, alongside many other stakeholders and challenged Ofcom’s initial assessment of postal users’ needs and their financial modelling, as well as proposing some regulatory reforms. Subsequently, in September 2024, Ofcom announced that they accepted the need for USO reform but had noted that the consultation respondents had stressed the importance of maintaining some form of six-day service.

Their most recent consultation confirms their plan to seriously consider the ‘Optimized Delivery Model’ as the means of USO reform and they will now seek views on whether this specific proposal will achieve the desired outcome for customers and other stakeholders.

We have been in discussions with Ofcom throughout this period and have engaged them on the serious need for holistic wider reform to regulation, as part of any final decision to change the USO.

In responding to the Ofcom consultation, CWU will focus on the following:

The need for reform of Ofcom to ensure a level playing field with Royal Mail’s competitors. In our view, this means Ofcom being held to account by the Government on the need to protect the long term future of the USO, rather than promoting artificial competition which has inflated the cost of ‘last-mile’ delivery.

The need for Ofcom to allow Royal Mail greater scope in introducing tailored services for the likes of the NHS and other major customers, such as the greeting card industry.

We will call and campaign for the Labour Government to be the ultimate decision-makers on any reform to the USO. This is in contrast to Ofcom’s current position, where they state that the reforms they are consulting on do not require Parliamentary approval under the Postal Services Act and therefore, fall solely under their jurisdiction.

We will call for any final proposals from Ofcom, which they state will be made in the Summer of 2025, to take full account of the outcome of the USO pilots and the views of our members. 

We will make clear that we will not support any predetermined target level of savings from implementing these reforms, whether they are from Royal Mail or Ofcom. We will be clear that Royal Mail has a track record of making assumptions on workload that never materialise in practice. These assumptions will be fully tested in the pilots, particularly given the background of Royal Mail’s ongoing quality of service and resourcing failures, arising directly from the company’s imposed revisions during the last dispute.

The key points in Ofcom’s Consultation

Ofcom’s reform proposals are listed below as published in their consultation document:

Remove the requirement that second class letters be delivered over six days and allow it to deliver such letters on alternate weekdays, Monday through Friday. 

Maintain the requirements for delivery of first-class letters, which will continue to be delivered the next day, six days a week.

Maintain the current parcels Universal Service specification.

Branches will be aware that these changes align with the Optimised Delivery Model – which is now subject to the Pilot that has been agreed with Royal Mail.

Ofcom has also proposed changes to the current quality of service targets listed below.

• First class targets will be reduced from 93% to 90%.
• Second class targets will be reduced from 98.5% to 95%.

In addition to the above, Ofcom has proposed introducing a new quality target called the “tail of mail target”. This target aims to ensure that Royal Mail delivers 99.5% of first-class items within three days of posting and second-class items within five days of posting. The CWU will be emphasising to Ofcom that these service quality targets can only be achieved if Royal Mail starts taking the issues in the workplace, workload problems and the recruitment crisis seriously.

We thought it was important to bring to the attention of branches our approach to this consultation and further information on this will be sent out in due course.

Please direct any inquiries to dlynch@cwu.org.

Yours sincerely

DAVE WARD              

GENERAL SECRETARY                                                                 

MARTIN WALSH                   

DEPUTY GENERAL SECRETARY (POSTAL)

LTB 042/25 – OFCOM CONSULTATION ON USO REFORM

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UPDATE ON USO PILOTS

The purpose of this LTB is to provide branches, representatives and members with a comprehensive update on the USO pilots and our ongoing discussions with Royal Mail.  A further LTB focusing on the content of Ofcom’s consultation document and how the CWU will deal with this, will be issued shortly.

In this regard, when considering our approach to proposals for USO reform it is important that branches recognise we are dealing with this matter on a number of levels including Ofcom, Royal Mail and of course by utlilising the strong commitments secured in the agreement with EP Group.

All Branches will be aware that the decision to pilot 37 sites based on the Optimised Delivery Model comes against the background of CWU playing a strong part in moving Ofcom away from their earlier consultation on a 3 or 4 day USO.

The union also recognises that Royal Mail now operates in a permanently changed world of communications and the reality of the changing mix between declining letters and growing parcels means we will need to consider a different solution for the future.  In our view this is a key part of enabling the business to grow and prosper in the future and will be essential for the overall protection of our members jobs going forward.

There have been previous communications explaining our approach and the agreement reached on the pilot sites.  However, as the pilots are now commencing on a phased basis from the end of February, it is worth reiterating the key principles we are applying.

1. We have not and will not endorse any predetermined level of savings or job losses form this model. Ultimately, this is an issue that will be determined by workload and the absolute priority of achieving quality of service for customers, something which Royal Mail has an appalling record on in the last few years and currently, as a result of their own managerial failings.

2. We cannot face away from the reality of Ofcom’s consultation and the best way to engage on this is through the pilot sites, testing Royal Mail’s assumptions, listening to the views of our members and utilising the lessons we will learn in our ongoing discussions with the company and Ofcom.

3. We all know this will never work unless there is a complete reset of employee and industrial relations and we will hold Royal Mail to account on this, which will mean, as set out in the agreement with EP Group, the introduction of a new way of managing the business at all levels and in every office.

Notwithstanding the above principles and subject to the outcome of the pilots, we believe that taking everything into account, the Optimised Delivery Model potentially has several potential benefits as set out below:

• More Saturdays off and significantly better overall attendance patterns
• The model can enable part timers to move to full time
• The model can provide genuine options to reduce fatigue on delivery
• The model has no impact upstream in Mail Centres

All employees within a pilot unit will be able to select from a list of attendance patterns, including options for reduced Saturdays and we have agreed that no employees will be adversely affected by these trials, i.e. hours will not be cut.

Royal Mail and the CWU have agreed to the following criteria for evaluating the pilots and the viability of the ODM.

1. Does the ODM hit a minimum of 90% first class Ofcom targets alongside second class.  In addition, does it hit all commercial targets?
2. Is the workload fair, manageable and achievable? Does it also provide solutions for fatigue?
3. Does it provide options for improved attendance patterns and deliver more Saturdays off?
4. Does it provide a platform for sustainable growth?
5. Does it improve trust, morale and confidence in the workplace?

We recognise that change is often difficult, especially given what our members are experiencing currently in the workplace.  However, the current status quo is not working for our members, customers or the company.  Quality of service is broken in many units across the UK, impacting our members’ morale and confidence in the workplace.  In addition, far too many members have unachievable workloads and Royal Mail is experiencing a resourcing crisis – totally of their own making.  It is clear that unless Royal Mail is able to improve its quality of service, customers will lose trust in the business and choose to use other providers, which will ultimately lead to a serious downscaling of the service, unless something changes quickly.

That being said, the CWU will only agree to a permanent USO change which delivers a total reset of quality of service, alongside a fair and manageable workload with improved attendance patterns, more Saturdays off, no compulsory redundancies and tangible benefits for our members.

It is also important to note that in our agreement with EP Group, the prospective new owners of IDS and Royal Mail accept that CWU’s support for USO reform is strictly conditional on the progress and implementation of Section 5 within that agreement, which includes:

• Agreeing a pay rise. 
• Equalising new entrants’ pay, terms and conditions over an agreed period of time.
• Improved sick pay.
• Reduction in agency staff.
• Review of scheduled attendance and overtime rates.
• Reviewing voluntary redundancy terms.
• A new performance incentive scheme.
• New and improved ways of working.

The USO pilots will be phased in from the end of February, with Newton Mearns in Scotland being the first to be introduced.

We will provide regular updates on the pilot’s progress and next steps.  We will also be in liaison with Ofcom, Royal Mail and EP Group throughout this process and we will be incorporating evidence from the early stages of the trials in our response to Ofcom’s latest consultation.

Finally, we all know the union is dealing with major issues that will shape the future of the business and we are determined to ensure that through the approach we have set out this will not be purely about savings for Royal Mail.  Instead, this can be an important step in rebuilding UK postal services, restoring quality of service, enhancing our members’ terms and conditions and provide a platform for future growth, as set out in the agreement with EP Group.

Any enquiries to this LTB should be referred to the DGS(P) Department.

Yours Sincerely,

Martin Walsh

Deputy General Secretary (Postal)

Andy Furey

Assistant Secretary

Davie Robertson

Assistant Secretary

Tony Bouch

Assistant Secretary

Bobby Weatherall

A/Assistant Secretary

LTB 041/25 – UPDATE ON USO PILOTS

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Applications Open – CWU Sexual Harassment Awareness Trainers 

The purpose of this LTB is to advise Branches we are now inviting applications for CWU Sexual Harassment Awareness Trainers.  

The Equality, Education and Development department are looking for CWU representatives to become Trainer’s to help deliver Sexual Harassment Awareness training across our union. The bespoke training workshop aims to equip CWU representatives with the tools they need to recognise, prevent and support members in reporting and dealing with incidences of sexual harassment in the workplace.   

Sexual Harassment Trainers will be expected to:   

• Attend and participate in development courses   
• Deliver Sexual Harassment Awareness training to the required specification and standards  
• Have a positive approach to learning  

• Have the ability to work independently and as part of a team  
• Able to commit specified time to the role  

How to apply   

If you are interested in becoming a CWU Sexual Harassment Awareness Trainer, please submit a completed application by 10^th March 2025.    

You can access the electronic application form by using the link below:  

Sexual harassment trainer application   

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

Yours sincerely, 

Kate Hudson
Head of Equality, Education & Development

LTB 039/25 – Applications Open – CWU Sexual Harassment Awareness Trainers  

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International Women’s Day Networking Event – Registration Reminder

Further to LTB 023/25, which was issued on 3rd February we are writing to remind Branches to register participants for the International Women’s Day Event.

The event will be taking place on Tuesday 11th March 2025 from 10:30am – 3:30pm, at the Liverpool Quaker Meeting House, 22 School Lane, Liverpool, L1 3BT.

The theme for International Women’s Day in 2025 is ‘Accelerate Progress’ which recognises the continuing barriers that women face in society and work but also represents a rallying call to action.

To register for the Networking Event please email equality&education@cwu.org

We look forward to seeing you in Liverpool!

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

LTB 038/25 – International Women’s Day Networking Event – Registration Reminder

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TRANSFER OF ROYAL MAIL ENGINGEERING/FLEET & RMPFS MEMBERS CURRENTLY IN T&FS BRANCHES TO POSTAL BRANCHES

Branches and Representatives will be aware that since the creation of the CWU in 1995 certain pockets of postal members have continued to sit in T&FS branches. These have predominantly been Postal Technical Services grades including 202 from RMPFS, coupled with some from Motor Transport (Fleet).

This has intermittently caused various organisational issues over the years and in particular most notably during the Royal Mail Group industrial action ballots in 2022. There have also been complications around access to workplaces for T&FS branch officials when dealing with those employed by Royal Mail Group.

As a consequence of the above, a Joint Working Group, with representations from both constituencies has been established to identify where best to place the PTS grades, in respect of transferring to postal branches.  This approach was agreed by both DGS’s (Postal and T&FS) and has subsequently been endorsed at the NEC meetings on 19^th December 2024 and 29^th/30^th January 2025.

The NEC, when considering this matter, decided it would be practical from an organising perspective to transfer those Royal Mail Group members currently sitting in T&FS branches into postal branches at the earliest opportunity, as this legacy issue needs to finally be resolved.  The NEC therefore endorsed the transfer of c.750 postal members currently sitting in T&FS branches into postal branches.

These members are listed in number by branch as follows:

Central Counties & Thames Valley Branch                     62

South-East Anglia Branch                                                 18

North Anglia Branch                                                            18

Midland No 1 Branch                                                          63

Midland Counties Branch                                                   92

South Yorkshire Branch                                                     59

North-East Branch                                                               33

West Yorkshire Branch                                                       118

Northern Ireland Telecoms Branch                                  10

Lancs & Cumbria Branch                                                   31

Glasgow & Motherwell Branch                                          27

Edinburgh, Dundee & Borders Branch                            27

Meridian Branch                                                                  55

Somerset Devon & Cornwall Branch                               20

Great Western Branch                                                        76

Mid Wales the Marches & North Staffs Branch              7

South Wales Branch                                                           27

Given the numbers and locations of these members, including itinerate workers, some of the transfers to postal branches are likely to be straight forward whilst others may be slightly more complex. In recognition of this fact, a working group led by Assistant Secretary Andy Furey, will oversee this activity and will act as a conduit between CWU HQ and the field officials for these grades. The other members of the working group are NEC members Alan Tate, Rob Wotherspoon and Andy Mercer.

To ensure this process takes account of the knowledge held by the IR Reps in the field, a briefing for Senior Field Officials has been arranged for Wednesday 26^th February.

The arrangements described above in no way detracts or impacts on the Industrial Relations Framework and the Representative interfaces, which will continue following the transfer of members into the postal branches.

Yours sincerely,

Martin Walsh  

Deputy General Secretary (Postal)                                                                                    

Karen Rose

Deputy General Secretary (T&FS)

LTB 037/25 – Transfer of RM Engineering Fleet and RMPFS Members currently in T&FS Branches to Postal Branches

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