Greener Jobs Alliance (GJA) Newsletter No. 45 – February 2023:

Introduction

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 ‘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 offer 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.

2. 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.

3. 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/

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 having recently written a publication for them ‘Greener workplaces for a just transition – a Wales TUC toolkit for trade unionists’ which was circulated by the CWU Health, Safety and Environment Department.

Paul Atkin Editorial GJA Newsletter Issue 45 – ‘Summer is Coming’

In this edition Editor Paul Atkin points out that it’s going to be a long, hot Summer in more ways than one with the last few years experiencing exceptionally hot weather during a La Nina period, when the Earth’s temperature is supposed to be lower than average. Paul points out that this Spring we will move into an El Nino upswing, with ferocious heat spikes demonstrating the effects of global warming and warning that, unless we act faster and more profoundly, the 1.5C limit will slip beyond our grasp. Three out of every four people say that they want faster action and transition to save our futures! Paul refers to the current Trade Union campaigns across the movement with the wave of strikes in all industries, driven by the cost of living crisis, rampant inflation, driven by the increased costs of fossil fuel energy, for heating, cooking and transport; with knock on effects on food and everything else, so the TU movement is putting forward solutions for the whole of society as well as defending our members. With the climate crisis so severe, there is no prospect of a return to any kind of previous “normal”. The wavering government recognises that in all the wrong ways; and is moving to try to break union strength and capacity for an effective fight back and strike action, criminalising protests and suppressing opposition and votes – the sort of measures that pre-war Romanian playwright Ion Ionescu described as “the rhinocerisation of the state”. All of which we have to resist with the new solidarity being forged, new connections and networks built; and Paul concludes that the government should be worried!

He concludes that with the prospect of a change of government by 2024 we need to nail down the policies we need in the plans and campaigning of opposition parties.

Contents GJA Newsletter 45

• Editorial
• Coming up
• GJA AGM
• Big economic returns for modest investment
• EAC Recommends Faster Transition
• Joint Education Union Heatwave Protocol
• Government disappoints again – and again it WILL cost lives
• Campaign for Ella’s Law
• London Labour Policy on Housing Retrofit
• Debate: Increased military spending risks people and planet
• Obituary: Carla Lipsig Mummé
• Universities banning Fossil Fuel Companies from Careers Services
• TUC Climate Objectives
• Newsflash: people who like Corporate Jets discovered
• Courses and Workshops
• Green Bites

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 Sustainable Development Goals, explicitly drawing together SDGs 12 – climate action, 10 – reduced inequalities, 8 – decent work and economic growth, and 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 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.

GJA Annual General Meeting

This GJA AGM will take place on Tuesday 14 March 2023, 11.00-13.00

Agenda

Guest Speakers

• Niall Toru (Friends of the Earth) – National Climate Service
• Hannah David (PCS) – Green Bargaining Officer
• Hannah Markova (TUC) –
• Q&A session
• Debate
• Plan of Action 2023

This is a Hybrid Meeting.

Attending in person UCU HQ, Carlow St, Camden, Town London NW1 7LH

Register for attendance by e-mailing tahirlatif51@icloud.com.

GJA Newsletter Snippets – More in the Newsletter:

• Client Earth Legal Action

Thanks to legal action by FOE and Client Earth, by the end of March the government has to update its Climate Action Plan so that its actions are in line with its targets.

• Electric Vehicle Battery Production – UK being left behind

The US is providing companies with a $600 million grant for new EV battery factories. The EU is planning to do likewise. China is presently producing 77% of the world’s EV batteries. In the UK as the Tory government flounders, without significant state investment the prospect for domestic UK battery manufacture looks bleak, with a potential negative knock on effect to the entire car industry.

• ITUC report 

A new ITUC study shows that stepping up public investments can have significant positive impacts on employment and overall economic growth in emerging economies. Globally, trade unions are calling for the creation of 575 million jobs and the formalisation of at least one billion informal jobs by 2030, to enable delivery of the United Nations’ 2030 Agenda commitment for full employment and decent work under Sustainable Development Goal 8.

Quote of the Month:

“Something is fundamentally wrong with our economic and financial system,”

Antonio Gutierrez Secretary General United Nations

 Attachment:

• See attached copy of the GJA Newsletter No.45 for February 2023.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 048/23 – Greener Jobs Alliance (GJA) Newsletter No. 45 – February 2023

Att: GJA-Newsletter-45-Feb-2023

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JOINT STATEMENT REACHED WITH ROYAL MAIL GROUP

We have today concluded a joint statement, under the new process for talks, committing both parties to reach a full national agreement by Sunday 12^th March. Importantly, the statement includes an appendix covering unagreed revisions, executive action and an independent review of all suspensions, conduct cases and dismissals arising from the dispute. The next stage of negotiations will continue to be facilitated by former TUC General Secretary, Brendan Barber and ACAS.

We are sure Branches will see this as a positive development.

We will be holding joint briefings with the employer and senior field officials tomorrow and a full verbal update can be viewed here https://www.youtube.com/watch?v=ph0E-imvRmo

A copy of the joint statement and appendix is copied below.

We once again thank you for your hard work and support – it continues to make a huge difference.

Solidarity,

Dave Ward                                     

General Secretary                     

Andy Furey
Acting Deputy General Secretary (P)         

A new process for talks between Royal Mail Group and the CWU: Joint Statement by Royal Mail Group and CWU

In recognising the seriousness of the ongoing dispute between Royal Mail and the CWU both parties have now agreed to enter into a new process of talks between the senior leadership of both RMG and the CWU facilitated by Brendan Barber (former TUC General Secretary and ACAS Chair) supported by Marina Glasgow (Chief Conciliator of ACAS). Maria da Cunha and Shashi Verma (Non-Executive Directors) will support the talks process and provide Board oversight.

Both parties recognise that for these fresh talks to reach a successful resolution by 12^th March every effort needs to be made to urgently address and minimise the current tensions across Royal Mail Group workplaces, arising from the long-lasting dispute.

The talks will focus on and work at pace on all the issues that have given rise to the dispute, or arisen during the dispute, including the pay and changes required to secure the future of RMG, the most constructive way to work together in local revision activity, and an appropriate independent process for reviewing any issues regarding fair treatment of employees and/or TU representatives arising out of the dispute.

A programme of workstreams has started on all issues mentioned above and will conclude Sunday 12th Marchto secure an agreement.

Both parties recognise that the business faces the most seriously challenging financial, economic and market conditions in its history and that the best way to meet these challenges is to reach a national agreement that aligns the interests of all, including the workforce and customers and key stakeholders, in building a positive future for Royal Mail Group.

Appendix to National Joint Statement

To support the wellbeing of all employees and to create the right environment for the new process of national talks to succeed, RMG and CWU have agreed to urgently address and minimise tensions in all workplaces and across business and union structures. The practical steps required to achieve this are set out below.

1. RMG and CWU Re-engagement on Joint Revision Activity

Given the serious financial and economic challenges facing the business, Royal Mail and CWU will now commit to work together to re-engage in local revision activity and deploy all revisions by the end of the financial year. This joint activity is designed to deal with exceptional circumstances and is without prejudice to our existing IR Framework Agreement and future RM / CWU relationships.

The re-engagement activity will be carried out in accordance with the following principles:                            

1. These revisions are designed to align hours to workload and improve productivity, recognising that there has been significant overall volume decline. These revisions are not designed to deal with the wider changes involved in national negotiations covering the Royal Mail proposals on the network window and associated changes to start & finish times.
2. In Delivery Revisions there will be no changes to attendance patterns unless agreed locally. Where there are managerial proposals to change start times these must be subject to local circumstances, such as changes to arrival patterns or indoor workload. Where this is the case this will be restricted to a maximum of 30 minutes. Changes to start and finish times will be subject to local agreement, where agreement cannot be reached on this issue this will be escalated in line with para. 8.
3. In Mail Centres revision activity will take place on the established key principle of the efficient alignment of resource to workload and workplan while minimising disruption to employees. In all change due consideration will be given to current attendance patterns, and movement of people between shifts will be on a voluntary basis.
4. There will be no Compulsory Redundancies arising from any of these revisions.  Any Voluntary Redundancies will be carried out on a seniority basis, in accordance with the MTSF process. All information relating to the revision including Voluntary Redundancies will be shared locally.
5. Given the above timescales, these revisions will be carried out through a Table-Top Unit led process in Delivery and Mail Centre Realignments.
6. Where a Delivery Revision or Mail Centre Realignment has already been deployed, a joint review will take place locally to ensure the unit is achieving the deployed efficiency levels, MTSF process has been applied and all resourcing issues resolved. The outcomes of the review must be consistent with the full terms of this Joint Statement and where this is not the case, remedial action should take place.
7. In operational units where Revisions & Realignments have still to be deployed the Local manager and CWU Representatives will reengage to validate, review, and seek to reach agreement on the revision. The outputs will not be restricted to managerial proposals and both parties commit to meaningful negotiations which secure an agreed deployment by the end of the financial year.

Where agreement cannot be reached by Friday 10th March 2023 the Unit will move into a fast-track escalation process outlined in section 8 of this joint statement.

8. As part of a joint commitment to progress at pace to achieve the proposed timescales, there will be a fast-track IR escalation process overseen by Royal Mail Group RODS / GMs and equivalents plus CWU Senior Field Officials, designed to support the local and area parties to find pragmatic solutions. However, there is joint aspiration that the vast majority of units will be able to reach local agreement by Friday 10^th March 2023.

Exceptionally, this revised escalation process will conclude within the timeframe from the point of escalation and at the latest by 22^nd March 2023. If no resolution is reached following the fast-track IR process the national parties will inform each other of their intentions.

9. Revision activity and re-engagement in Parcelforce and other functions will be in line with the spirit and intent of this statement and will be subject to urgent separate discussion with the respective CWU national officers and Royal Mail functional directors.
10. Revision outcomes, including those already deployed, must achieve USO compliance, office clearance and the maintenance of all quality-of-service targets.
11. Royal Mail have confirmed that in achieving savings targets they will prioritise the removal of agency hours where regular and reliable cover is available from the core team. Discussions will take place locally on reasonable earnings opportunities for existing employees.
12. Any re-sign of re-picks of duties resulting from the revision deployment will be carried out in line with existing national agreements. Where revisions have been deployed a joint review will take place on the re-sign activity.  Where remedial action is required this may take place post deployment of the revision.

2. Independent Review of Suspensions, Conduct Cases and Dismissals

As part of the workstreams to resolve all issues referred to in the joint statement, there will be an independent review of conduct cases involving CWU members and representatives, arising from the dispute. As a result, the discussion will cover the detailed approach to conduct cases including suspensions and dismissals.

The independent review process will be facilitated by Brendan Barber (Former TUC General Secretary) and Marina Glasgow (ACAS Chief conciliator). The aim will be for the full process to be agreed by the 6th March 2023 and will run in parallel with the national talks.

LTB 047/23 – JOINT STATEMENT REACHED WITH ROYAL MAIL GROUP

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POST OFFICE: PAY DISPUTE – JOINT STATEMENT

Further to LTB 037/23, the Union held a further productive meeting with Jane Davies, Group Chief People Officer yesterday afternoon.  We are pleased to report both parties have agreed the following Joint Statement, which was published this morning.

Joint Statement – Post Office and CWU Pay Negotiations

We wrote to you recently, advising we had agreed to refresh our pay negotiations and that new talks were planned. Yesterday we held a further exploratory meeting where we discussed various options on a without prejudice basis.

Both parties felt the meeting was constructive and we have a shared aim finding a solution as soon as possible. There are, however, many complexities surrounding these talks, therefore, we would ask colleagues to remain patient whilst these talks are ongoing.

We plan to meet again next week. In the meantime, both parties will be considering each other’s contributions made during our talks yesterday. We will write to you againbwhen we have made further progress.

Jane Davies                                               
Group Chief People Officer
Post Office                                                  

Andy Furey
A/Deputy General Secretary (Postal)

Further developments will be reported.

Yours sincerely

Andy Furey
A/Deputy General Secretary (Postal)

LTB 046/23 – Post Office: Pay Dispute – Joint Statement

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We will be live with an important update for Royal Mail Group members at 5:30pm today.

Please ensure as many members as possible are online.

WeAreStillHere

Global & Enterprise – Voluntary Paid Leaver Scheme

I am writing to advise branches of a Voluntary Paid Leaver Scheme, which has been launched in Global and parts of Enterprise. The details of the scheme are attached.

This scheme is in anticipation of the integration of Enterprise and Global to form BT Business, which will report as a single part of BT from 1st April 2023.

The VPL scheme will run from tomorrow, 28th February until 14th March 2023 and successful applicants will leave BT on 30th April 2023. Applicants will be advised whether their application has been successful by 31st March.

The details of the scheme have only been sent by the company, to those with the option of leaving. In essence the scheme is open to everybody in Global and to people in the following Enterprise units; Client Services, Customer Services and Transformation and Customer Solutions. It will however exclude people in Managed Services and in Key Skill areas, e.g. Defence.

Any enquiries regarding this LTB should be sent to jquaife@cwu.org.

Yours sincerely,

Allan Eldred
Assistant Secretary

045.2023

FINAL_ Voluntary Paid Leaver Launch Comms Feb23x (00000002)

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Update for members. Will be in relaxed format aimed at most people watching it on catch up

ROYAL MAIL PROPERTY & FACILITIES SOLUTIONS LIMITED (RMPFSL) PAY AND ASSOCIATED ISSUES – AGREEMENT ACHIEVED

Further to Letter To Branches (LTB 041/23) issued on 17^th February, announcing that we have reached a negotiator’s agreement for all our Cleaning, Engineering and Generic Admin members in Royal Mail Property & Facilities Solutions Limited (RMPFSL), and which was also has been endorsed by the Postal Executive.

Please find attached a copy of the RMPFSL & CWU National Joint Statement Covering Pay and Associated Issues 2022/23 & 2023/24, which contains the full details of the agreement and will now be subject to formal endorsement via an individual ballot of all members employed in RMPFSL.

Whilst the negotiation also covered Holiday Pay, it was agreed to de-link this from this final proposed agreement on Pay and Associated Issues so that the proposed resolution on Holiday Pay can be ratified separately. Further details covering the Holiday Pay agreement will be shared very shortly.

This negotiator’s agreement marks a considerable step forward by the union in terms of pay and the harmonisation for RMPFSL members with the rest of the Royal Mail Group, on maternity, paternity, adoption and shared parental leave, in line with long standing CWU policies. It also reflects the solid support shown by members during the course of what has been a prolonged dispute.

The negotiator’s agreement, achieved against the most difficult wider industrial relations climate is clearly worth recommending to members and should be seen as a considerable achievement on harmonisation of terms and conditions, and pay over the two-year cycle. 

We will also be holding a Branch and Representatives National Briefing on the proposed agreement on Monday 27^thFebruary, commencing at 11.00 hrs and will conclude no later than 14.00 hrs. Due to the short notice given and other current considerations, this Briefing will be a remote meeting via Zoom and the necessary dial-in details will be shortly issued to Branches in due course.

It is our aim that this National Briefing will be followed by a further wider social media event for members which will further explain the details of the negotiator’s agreement.

It can also be confirmed that the ballot papers will be dispatched on 1^st March 2023 and close on 14^th March 2023 (First Post).

Any enquiries on this LTB should be sent to Nickie Jones njones@cwu.org and Kerry Hay khay@cwu.org

Yours sincerely

Mark Baulch                                                                     Carl Maden
Assistant Secretary                                                          Assistant Secretary

LTB 044-23 Royal Mail Property Facilities Solutions Limited Pay And Associated Issues – Agreement Reached

RMPFSL & CWU Pay And Associated Issues Joint Statement 2022-2024

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Samaritans’ ‘Small Talk Saves Lives’ Campaign Launched Today 21 February 2023:

The Samaritans’ ‘Small Talk Saves Lives’ campaign launches today on 21 February in partnership with the rail industry (which sadly sees hundreds of suicide deaths each year) and British Transport Police.

As we all know the Samaritans charity aims to provide emotional support to anyone in emotional distress, struggling to cope or is at risk of suicide throughout the United Kingdom and the Republic of Ireland and they do a great job.

The campaign launching today aims to empower the public to trust their instincts and start a conversation if they think someone needs help or looks to be in distress whether it is a complete stranger, an acquaintance, family, friend or work colleague – either at railway stations, in other public places or at work.

There are 6,000 suicides in the UK every year and the Samaritans charity say that a simple question or observation can be all it takes to interrupt someone’s suicidal thoughts and start them on the journey to recovery. The campaign aims to give people the confidence to start a conversation, which could save a life.

With latest research revealing that only 50% of UK adults said they would feel confident approaching and speaking to someone they don’t know if they were concerned about them in public, the Samaritans want to remind people that we all have the potential to be lifesavers by striking up a conversation and the campaign aims to empower people to trust their instincts and start a conversation if they think someone needs help.

As part of the launch, a new short video reassures the public that a little small talk like ‘where can I get a coffee?’ can be all it takes to interrupt someone’s suicidal thoughts, break the downward spiral and help set them on a path to recovery.

Samaritans – ‘Small Talk Saves Live’ Short 30 Secs Video:- https://www.youtube.com/watch?v=5bWC3Opj0gg

It’s normal to feel anxious about starting a conversation with someone you don’t know in person, but the Samaritans know first-hand how life-changing that conversation could be and are encouraging people to step up.

Suicidal thoughts are often temporary and there’s no evidence to suggest that starting a conversation will make the situation worse – it’s about trusting your instincts, starting a conversation, and showing you care.

It’s been a really challenging time for people’s mental health over the last few years, so Samaritans hope the ‘Small Talk Saves Lives’ campaign builds that confidence and reminds people of the difference they can make. Let’s continue to look out for one another – it could save a life.

If a work colleague or anyone else discloses they are experiencing suicidal thoughts, they should be signposting to expert sources of support such as occupational health, trained counsellors, clinicians – importantly encourage them to contact their GP as the first step for support.

Samaritans advise that, if you’re worried someone is suicidal, it’s okay to ask them directly. This involves asking someone about their suicidal thoughts in a calm, confident, sensitive but clear way. Fearing talking about suicide is always worse than actually talking about suicide advise the Samaritans. If a person is asked and they say they are not having thoughts, it’s worth following up with something like, ‘If anything changes, please do feel able to talk to me about it.’

If it’s felt that the individual is in immediate danger of taking their own life, you should dial 999 and call an ambulance, and not leave the person alone. They might feel disassociated from others, the world around them, and even their own emotions – like they are in a bubble – and they sometimes might not show it.

The CWU has worked in partnership with the Samaritans in the past and are pleased to be able to help by raising awareness of the campaign and the power of small talk, encouraging what can be life-saving conversations with both our members, colleagues, customers and the public they meet at work daily and in their private lives. The CWU in its membership has thousands of health and safety representatives, mental health first aiders, physical first aiders, health and wellbeing ambassadors, charity and voluntary organisation supporters and volunteers as well as well-meaning ordinary good people and the message is – it’s so important we continue to look out for one another, as we all have the simple skills which could save a life.

The simple message is; trust your instincts and start a simple conversation if you think someone might need help.

• Campaign Posters in English and Welsh attached
• Samaritans – ‘Small Talk Saves Live’ Short 30 Secs Video:-
• https://www.youtube.com/watch?v=5bWC3Opj0gg
• Further Campaign information e-mail: parsons@samaritans.com or n.mugford@samaritans.org
• Find out more about the ‘Small Talk Saves Lives’ campaign, including tips on how to start a conversation, at https://www.samaritans.org/scotland/support-us/campaign/small-talk-saves-lives/ or join the conversation on social media using #SmallTalkSavesLives
• Samaritans 24/7 Helpline 116 123. See further Helpline information below

Mental Health Crisis Helplines

For individuals in crisis and needing to talk right away, there are many helplines staffed by trained people ready to listen. They won’t judge people, and could help make sense of what the person’s feeling.

• Samaritans. To talk about anything that is upsetting an individual – contact Samaritans 24 hours a day, 365 days a year by calling 116 123 (free from any phone). Alternatively email jo@samaritans.org or visit Samaritans branches in person. There is a Samaritans Welsh Language Helpline on 0808 164 0123(7pm–11pm every day).
• SANEline. For those experiencing a mental health problem or supporting someone else, call SANEline on 0300 304 7000 (4.30pm–10.30pm every day).
• National Suicide Prevention Helpline UK. Offers a supportive listening service to anyone with thoughts of suicide. Call the National Suicide Prevention Helpline UK on 0800 689 5652 (6pm–3:30am every day).
• Campaign Against Living Miserably (CALM). Call CALM on 0800 58 58 58 (5pm–midnight every day) for anyone struggling and needing to talk. Or if preferred not to speak on the phone, try the CALM webchat service.
• Shout. For those who would prefer not to talk but want some mental health support, they can text SHOUT to 85258. Shout offers a confidential 24/7 text service providing support for those in crisis and need immediate help.
• The Mix. People under 25, can call ‘The Mix’ on 0808 808 4994 (3pm–midnight every day), or request support by email using the form on ‘The Mix website’ link: https://www.themix.org.uk/ or use their crisis text messenger service link: https://www.themix.org.uk/get-support/speak-to-our-team/crisis-messenger
• Papyrus HOPELINEUK. For thoseunder 35 and struggling with suicidal feelings, or concerned about a young person who might be struggling, call Papyrus HOPELINE on 0800 068 4141 (weekdays 10am-10pm, weekends 2pm-10pm and bank holidays 2pm–10pm), email: pat@papyrus-uk.org or text: 07786209697.
• Nightline. Students can look on the Nightline Website link; https://nightline.ac.uk/ to see if their University or College offers a night-time listening service. Nightline phone operators are all students too.
• Switchboard. For those who identify as gay, lesbian, bisexual or transgender, can call ‘Switchboard’ on 0300 330 0630 (10am–10pmevery day), email; chris@switchboard.lgbt or use their webchat service. Phone operators all identify as LGBT+. Website: https://switchboard.lgbt/
• A.L.L. For those living in Wales, call the Community Advice and Listening Line (C.A.L.L.) on 0800 132 737(open 24/7) or you can text ‘help’ followed by a question to 81066.
• MIND Infoline.Infoline: 0300 123 3393 or Email: info@mind.org.uk – can help find services that can support people with mental health problems.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

23LTB043 Samaritans Small Talk Saves Lives Campaign Launched Today 21 February 2023

Samaritans-Small-Talk-Saves-Lives-A4-Poster-1

Samaritans-Small-Talk-Saves-Lives-A4-Poster-2-Welsh

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Royal Mail Group Dispute – Stoppage of Sick Pay – Acas Early Conciliation/Employment Tribunal Claims

Further to LTB 477/22 dated 1^stDecember 2022, from the numerous reports received emanating from all parts of the UK, RMG appears to have issued central instructions to stop sick pay during periods of industrial action.  This first became evident during the strike action in December 2022.  Therefore, this issue was raised by Carl Maden, National Officer with Jason Wilson, Policy Development & Integration Manager, who denied the stoppage of sick pay was part of a national directive.

Despite the denial from management, it has become clear the sheer scale of this attack must have been driven centrally.  Accordingly, we have previously advised Branches all members who have had sick pay stopped, should be encouraged to use the online claim form to submit Acas early conciliation claims and then register an Employment Tribunal, details are in LTB 500/22.

Due to RMG’s ongoing refusal to engage in the nationally agreed processes, there are now in excess of 600 individual claims relating directly to the unfair stoppage of sick pay.  These fall into the following categories:

• Individuals who have had sick pay stopped because they did not attend an absence interview on a strike day and at a location on strike.
• Sick pay has been stopped on strike days.
• Sick pay has been stopped for the whole period of sick leave if an isolated day coincides with a strike day.
• Other general stoppages of sick pay.

Some members who have received detrimental treatment due to the cessation of sick pay have suffered additional stress and anxiety whereby mortgage and rent payments have been missed and/or banking charges incurred with direct debits etc. not paid on time due to lack of funds.

We have also received reports from Branches that some members have received correspondence to suggest the decision to withhold company sick pay may be revisited if evidence is provided to demonstrate the illness.  This position ignores the fact there is a legal right to self-certify for the first seven days of absence, so it is obvious this is another move designed to place further pressure on the members concerned.

On a positive note, we have been made aware Royal Mail Group, via their legal representatives Weightmans, may wish to conciliate some cases at Acas rather than going to a full Employment Tribunal (ET) hearing.  This clearly signals RMG now consider they have potentially erred in this matter, as seeking to avoid an ET hearing by settling, indicates they are vulnerable to a legal challenge.

Branches and Representatives will no doubt support the principle the best way to resolve all of the cases (in excess of 600) is ideally through a national agreement incorporating generic solutions whilst taking into account the different circumstances listed above.

In an attempt to open up meaningful dialogue to resolve the whole issue of the stoppage of sick pay, we have written to Zareena Brown, Chief People Officer proposing a collective agreement to address the detriment unfairly incurred by our members.  In the meantime, it is vitally important all members who have had their sick pay stopped are encouraged to submit Acas early conciliation claims and Employment Tribunal applications.

Branches and Representatives will be kept fully updated on developments.

Yours sincerely,

Andy Furey                                                                                   
Acting Deputy General Secretary (Postal)

Carl Maden 
Assistant Secretary              

LTB 042/23 – Royal Mail Group Dispute – Stoppage of Sick Pay – Acas Early Conciliation/Employment Tribunal Claims                                                                  

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