Within the Collective Engagement Framework Agreement (CEF) there is the ability for Post Office employees to enter into a Voluntary Mediation process. This initiative is designed to assist those struggling to find an effective working relationship/environment with their work colleagues.

When developing the Voluntary Mediation process we reviewed the current Royal Mail mediation scheme and consulted the RM mediators. This proved extremely useful as it enabled us to understand exactly what we wanted to create and in turn allowed us to cultivate a bespoke mediation process drawing on their experiences in the last five years.

Accredited Mediators

To facilitate Voluntary Mediation, the Post Office agreed to fund and formally train volunteers from the CWU to become mediators up to ACAS standards. Accordingly I am pleased to advise branches that the following full-time CWU union representatives have now completed the Mediator’s course and obtained their Certificate in Internal Workplace Mediation (CIWM).

Congratulations to:

  • David Bowmaker – Glasgow and District Amal 
  • Mole Meade – Postal Executive 
  • Tim Pavelin – Eastern No 4 
  • Chris Roche – Plymouth and East Cornwall 

Due to the Post Office now having a number of accredited mediators, Voluntary Mediation is being formally launched today, Monday 11th November. Janene Mellor, Employee Relations Manager, who is also trained to the CIWM standard, is the administrating manager and gatekeeper of mediation. Therefore, if branches want to avail themselves of this service, please contact Lynn Simpson,, the CWU lead for mediation and she will liaise with Janene on their behalf.


Management has confirmed their willingness to ensure wherever possible we are able to demonstrate a joined up approach on this important initiative. A Joint Statement is attached along with a leaflet explaining the key principles of Voluntary Mediation. These include:

  • How Voluntary Mediation works
  • The neutrality of the mediator
  • How a mediator can help to facilitate discussions between individuals   who experience tensions in their working relationships

To ensure widespread circulation and all members being aware of the Voluntary Mediation approach, the leaflet will be distributed to each workplace within the Post Office and is one-sided in order to make it suitable for displaying on notice boards in offices and depots.

Finally we have agreed to formally review the entire Mediation process in September 2020 to ensure it is fit for purpose. We will obviously seek input from all Mediators to learn if there are improvement opportunities. It is also worth pointing out to branches this excellent initiative is further evidence that the Collective Engagement Framework agreed in August 2018 is working and being delivered. It is now becoming integral into how we function and operate within the Post Office on behalf of our members.

Yours sincerely

Andy Furey

Assistant Secretary

19LTB655 – Post Office – Collective Engagement Framework (CEF) Formal Launch of Voluntary Mediation

Attachment 1 to LTB655-19

Attachment 2 to LTB655-19



I am pleased to inform Branches and our Post Office members that the Postal Executive unanimously endorsed a Collective Agreement for a new Grievance Policy and Procedure (Appendix A). 

The Collective Agreement and associated materials is being launched today, Monday 11th November. To support the introduction of this new agreement we have agreed the following Joint Statement with Post Office and Unite. 

We are pleased to be launching the revised Grievance Policy which is a ‘National Collective Agreement’ across Post Office Limited with Unite and CWU.

The policy aims to help employees and managers resolve work-related concerns in a positive, constructive and timely way, by providing a robust process for managers to deal with these concerns. The process for dealing with grievances has been simplified to make sure concerns can be dealt with quickly and effectively.

We believe many workplace concerns can be dealt with through day-to-day discussions. A key aim of the revised policy is to encourage employees to discuss the matter with their manager as soon as possible after it arises. By talking through the concern in this way, we think the majority will be resolved at this point. 

The revised policy improves on good practice set out by ACAS and has been agreed jointly with our unions, replacing the existing policy and guide.

We believe the new approach will benefit the business, our employees and union representatives. We hope you find this policy useful in helping you resolve employee concerns.

Andy Furey             Mike Eatwell     Lee Kelly

        Assistant Secretary  UNITE Officer    Employee Relations & Policy Director

CWU                       UNITE              POST OFFICE LTD

The Agreement includes a number of key features as follows: 

  • The revised Agreement will be implemented consistently and fairly across the Post Office
  • The formal procedure should be completed and the outcome shared with the member within 28 working days of the complaint being raised
  • A facility to enable members to submit their grievance complaint directly to HR Services via a bespoke email address thus giving them the ability to go outside their line management
  • The Agreement has three stages, one informal and two formal, including the Appeal, with a right to Union representation at all stages
  • An explanation of the process should a ‘group of employees’ wish to raise a grievance
  • Inclusion of the Voluntary Mediation process that is a component of the Collective Engagement Framework Agreement (CEF)
  • Signposts and links to other relevant agreements such as Dignity at Work complaints and the Whistleblowing policy for criminal activities and malpractices
  • Clarification of the process if a grievance is raised during an ongoing conduct process
  • Explains appropriate level of management during the process
  • The Agreement exceeds Acas standards
  • Formal joint annual reviews will take place to identify any trends through statistics and review opportunities for improvement.

Accompanying the Grievance Policy and Procedure is an information toolkit and two fact sheets, one for the employee and one for the manager that will help to ensure all those who use the policy (those raising the grievance and those hearing the grievance) have a clear understanding of the agreed processes. Attached are the following supporting documents:

Appendix B: Employee Fact Sheet – This document helps members to understand the procedure and includes clear timescales and a flow chart of the process 

Appendix C: Manager Fact Sheet – This document helps management to understand the procedure and includes signposts to relevant documentation and policies 

Appendices D(i), (ii), (iii): Checklists (Formal Meeting, Appeal Meeting & Investigation) – Aide Memoires to ensure consistency in implementation of the policy and procedures and expected standards and behaviours 

Appendix E: Template Forms (To Report, Appeal, Investigate, Summarise) 

All parties believe the introduction of the newly agreed Grievance Policy and Procedures, accompanied with supporting resources and training is really positive news.

Finally I would like to thank Lynn Simpson, Postal Executive member, for leading on the negotiations and concluding this Agreement.

Yours sincerely

Andy Furey

Assistant Secretary

19LTB653 – Post Office – Collective Agreement – Grievance Policy and Procedure

Attachment 1 to LTB653-19 – Appendix A

Attachment 2 to LTB653-19 – Appendix B

Attachment 3 to LTB653-19 – Appendix C

Attachment 4 to LTB653-19 – Appendix D(i)

Attachment 5 to LTB653-19 – Appendix D(ii)

Attachment 6 to LTB653-19 – Appendix D(iii)

Attachment 7 to LTB653-19 – Appendix E

CWU at the High Court 12/11/19

The High Court proceedings are due to commence at 14:00 tomorrow if any branches wish to attend and show support.




We will be live with the CWU officers from 13:00 on the unions Facebook page.

Stand strong.


Dispute Update : From London Division 10/11/19

Dispute Update :

To All London Division members :

Members will know that Royal Mail are taking the CWU to the High Court on Tuesday to seek an injunction stopping the CWU’s taking strike action.

The timing of this court action was deliberately made as Royal Mail knew that the CWU Postal Executive was Meeting on Wednesday 13th November to discuss and Agree strike action for November and December.

The Postal Executive now have called a special meeting for tomorrow Monday 11th November to discuss and potential agree the strike action for November and December.

We will keep you updated of this important decision.

A statement from the London Divisional Committee:

Processing Report November 2019

Processing Report November 2019



National Issues

The Branch thank all you members who voted in theindustrial action ballot which returned an historic 97.1 % YES. Since the result there have been ongoing talks to try toresolve the issue. Reports from those talks suggest Royal Mail are not taking them seriously. They are saying they are prepared to enter meaningful talks if we withdraw the threat of industrial action over Christmas. The CWU registereddisagreement in May of this year and have wanted meaningful negotiations ever since. The CWU notifying for IA does not stop the two parties negotiating in meaningful talks.

At the time of writing Royal Mail have announced they are taking the CWU to the High Court for an injunction on our ballot.

The excerpt below is taken from the latest LTB update on the legal proceeding RM have taken against the CWU:

The purpose of this LTB is to confirm to CWU branches, representatives and members that Royal Mail has served notice of legal proceedings against the union. This morning the company is making a formal application to the High Court seeking an injunction to invalidate our national ballot and claim damages against the union. Royal Mail’s claim is essentially based on allegations that the union, its representatives and members, have interfered with the ballot process in contravention of the 2015 Trade Union Act. TheCWU completely rejects and denies this claim in the strongest terms and we will contest the claim at a High Court hearing on Tuesday, 12th November 2019.It will be clear to all our members and everybody connected with Royal Mail and this dispute, that the CEO and his Board will go to any lengths to deny the democratic mandate of our members to stand together and fight for their future and the very future of UK Postal Services. Instead the company are pressing on regardless with their asset stripping plans to set up a separate Parcels business and let thousands upon thousands of jobs wither on the vine. At the same time, the company refuses to engage in any meaningful discussions on their plans. We have made it clear that the union is available, including through the weekend, to meet Royal Mail anytime. The union will be setting out our position during the course of the day and providing further information to our members and to the media. Any enquiries on the above LTB should be addressed to

Yours sincerely

Dave Ward, Tony Kearns, Terry Pullinger.



Christmas 2019

Some weeks ago, we entered into negotiations to seek a Christmas 2019 agreement in line with previous years unfortunately we were unable to reach agreement on a few key points namely prescheduled overtime paid at scheduled attendance rate and the adherence to the EWTD rules over the Christmas pressure period. Subsequently the matter has entered the IR framework. Stages one and twodisagreements were held last week and the stage three is due to take place on Tuesday the 12th of November. We will update further in due course.


Parcel Sort Machine

The parcel sort machine is up and running and training is ongoing via workplace coaches. The installation PIR is scheduled for next week but the PIR for savings and duty structure changes, because of the build-up to Christmaspressure has been agreed to take place at some point in the new year.



WhatsApp Broadcast Group

We have set up a CWU Eastern No5 members WhatsApp Broadcast Group where we can forward CWU Communications onto members through WhatsApp. This has proven to be a good form of communication with a very positive response from the membership and has certainly helped forward information on national issues alongside the Website and Facebook.

The way a Broadcast Group works is where members receive WhatsApp messages from my phone, you will not beable to see who is in the group, you will not be able to message each other either. No phone numbers are shared.You can respond to a message, but it will come back to me only.

If you want to be in this group, then you will need:


The WhatsApp App on your phone. 


Save my number 07887985430 as Ernie Orviss. 


Send me a message me with your name requesting to be put in the group.


I will forward you some of the previous messages and put you in the group, so you will receive all future messages. 






Luke Smith

Sub Area Processing Representative


Date 7th November 2019

More CWU media coverage 8/11/19

CWU comment in all these


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