POST OFFICE: PAY AGREEMENT

We are pleased to report a resolution has been reached to end the pay dispute via a three year pay agreement with Post Office covering the years 2021/22, 2022/23 and 2023/24, which has been unanimously endorsed by the Postal Executive.  The attached Joint Statement and pay letter from Jane Davies, Group Chief People Officer, confirm the details of the agreement.

The key headlines are as follows:

• A consolidated pay increase of 9% from 1^stApril 2023 flowing through to all allowances, overtime, SA rates and London Weighting 
• Lump-sum payments to cover arrears as follows:

• A £650 lump sum payment for all members currently on a basic pay of less than £24,000 (not pro-rata for part timers)
• A £500 lump sum payment for all members whose basic pay is currently more than £24,000 (not pro-rata for part-timers)
• A further lump sum payment (pro-rata for part-timers) with the amount dependent on members’ current base pay as per the following bands:
• • Less than £24,000 –        £1,325
  • £24,000 to £26,000 –      £1,425
  • £26,000 to £28,000 –      £1,600
  • £28,000 to £30,000 –      £1,725
  • £30,000 to £36,000 –      £2,000
  • £36,000 plus –                £2,500 

For a full-time member (working outside of London), the total payments will therefore be as follows:

Lump Sum

Further Lump Sum

TotalLess than £24,000

£650

£1,325

£1,975£24,000 to £26,000

£500

£1,425

£1,925£26,000 to £28,000

£500

£1,600

£2,100£28,000 to £30,000

£500

£1,725

£2,225£30,000 to £36,000

£500

£2,000

£2,500£36,000 plus

£500

£2,500

£3,000

London Weighting one-off lump sum payments (pro-rata for part-timers) in addition to the payments described above as follows:

• Inner London – £300
• Outer London – £219
  
  In addition, the following benefits will apply from 1^st April 2023

• Annual leave – maximum of 30 days annual leave entitlement to apply after 7 years’ service rather than 10
• Scheduled Attendanceto be rolled out across Supply Chain Cash Centres for Postal Assistants and Postal Officers (SA is already in place in the Depots)
• Family policies will be improved as follows:
• Paternity leave to increase from 2 weeks to 3 weeks fully paid
• Parental Bereavement leave to increase from 2 weeks to 3 months
• Removal of the entry rate for a Counter Clerk. This means an extra pay uplift (on top of the 9% from 1^st April) for members currently with less than six months’ service, and will also benefit new starters
• Night Duty Allowance in Supply Chain to be paid for all eligible time worked within the 19:00 – 07:15 window rather than the current 1-hour minimum before becoming eligible.

The next pay review date is 1^st April 2024.

Sick Pay

During Covid-19, Post Office agreed to temporarily suspend its policy on sick pay whereby new entrants would receive Company Sick Pay from day 1 rather than SSP.  The full pay policy has continued to date.  We have agreed as part of the overall pay agreement that new entrants will now receive SSP for the first 6 months of employment and Company Sick Pay thereafter.  This is the only conditionality attached to the three year pay agreement.

Ballot Timetable

The pay agreement will now be the subject of an individual members’ ballot and if ratified by the members, Post Office have confirmed every effort will be made to process the pay uplift and lump sum payments with April salaries.  The ballot timetable is as follows:

• Ballot papers despatched by 1^st class post – Tuesday 28^th March
• Ballot closes – Tuesday 11^th April

Conclusion

We would like to thank our Post Office members for their support throughout the dispute.  This agreement could not have been reached without their unwavering commitment.  We would also like to thank our Representatives for their valuable assistance.  This agreement is the best that can be achieved via these negotiations and as such, the Postal Executive is recommending our members support the agreement by voting YES in the forthcoming ballot.

Yours sincerely

Andy Furey
A/Deputy General Secretary (Postal)    

Dave Ward
General Secretary

LTB 076/23 – Post Office – Pay Agreement

Attachment 1 to LTB 076/23

Attachment 2 to LTB 076/23

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Equality, Diversity & Inclusion in the CWU

The purpose of this LTB is to advise branches that a full review of the Fair and Equal course has now been concluded and a new style course is complete and ready to be delivered in branches and regions.

Amongst the changes is the pre-course activity, which has been scaled back and reduces the amount of own time learning by students in advance of classroom training. Although some pre-course activity does still exist, it is now more relevant to a representative’s role and will complement the work they do within their branch and region.

All of the activities have been redesigned and cover the following essential elements:

• Similarities & Differences
• Terminology & Language
• The Protected Characteristics and the Law
• Stereotyping & Prejudice
• Why is equality a Trade Union Issue?
• What if…?

The new course will remain a one day course (2 days in Northern Ireland).

Due to changes in funding the course in England can no longer run as an accredited course, however, it is still a CWU mandatory course and will only be delivered by CWU aligned tutors who are willing to assist in the classroom.  Student participation rates will also continue to be monitored by my department.

The aim is to now pilot the course over the next 6 months and review the new style approach with CWU tutors at the end of this period.

Any enquiries regarding this LTB should be addressed to the Equality, Education & Development Department by email to equality&education@cwu.org

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

LTB 075/23 – Equality, Diversity & Inclusion in the CWU

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ROYAL MAIL PROPERTY & FACILITIES SOLUTIONS LIMITED (RMPFSL) – PAY AND ASSOCIATED ISSUES AGREEMENT – FURTHER POINTS OF CLARIFICATION

Further to Letter To Branches (LTB 072/23) issued on 14^th March which announced that our members in Royal Mail Property & Facilities Solutions Limited (RMPFSL) had overwhelmingly accepted the Pay and Associated Issues Agreement.

Following a number of enquiries, we are now able to provide Branches and members with further information linked to the improvements within the Agreement. These have been confirmed by RMPFSL as follows:-

I am a cleaner in the London area, how will I know if I am entitled to a bridge payment?

This will depend on the total percentage increase you received in base pay over two years. You will receive confirmation of what this means for you by the end of the month, if not sooner.

I understand that the arrears to pay will be paid on 31^st March 2023. But when will the London bridge payment be made?

The London bridge payment will be paid on 28^th April 2023, as the focus has been on processing and ensuring that back pay is paid at the end of March.

I am currently entitled to 20 days annual leave, when will my annual leave entitlement change to the improved 22.5 days per annum? 

This will be effective from 1^st April 2023 (pro-rata for part time workers). The additional entitlement will be visible on PSP or the People App from May onwards.

When will the change to Maternity, Adoption, Paternity & Shared Parental Leave pay come into effect?

We will harmonise to the Royal Mail Group Maternity, Adoption, Paternity & Shared Parental leave policy for all CWU grades from 1^st April 2023. This means any new periods of leave starting from 1^st April onwards will benefit from these enhanced terms.

What are the changes to pensions and when do they take effect?

We are uplifting the first level company contributions for PFSL DC Scheme and the NEST company contribution by 1%. This means NEST members will now benefit from 4% company contribution and entry level to the DC scheme will benefit from 6% company contribution. These changes will take effect 1^st April 2023.

Any queries regarding the content of this LTB should be addressed to the PTCS Department quoting reference number 320 – email khay@cwu.org or the Outdoor Department, quoting reference 120.12 email address: njones@cwu.org.

Yours sincerely

Mark Baulch                                                  

Assistant Secretary                                            

Carl Maden

Assistant Secretary

LTB 074-23 RMPFSL Pay and Associated Issues Agreement Further Points of Clarification

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Royal Mail Group – New Workforce Health and Wellbeing Support Booklet – Home Mailing To All Employees:

Further to LTB 513/2022 published on 22 December 2022, Royal Mail Group have informed the CWU HQ Health, Safety and Environment Department of the publication of a new concise, quick reference, easy read booklet, with the cover title ‘Free Health and Wellbeing Support For You And Your Family’. Distribution of the booklets by way of a home mailing to all 120,000 Royal Mail Group Employees is underway.

This initiative is a continuation of the launch of a new ‘Health and Wellbeing Campaign’ launched by Fiona McAslan who joined Royal Mail Group on 3 October 2022 as the newly appointed Royal Mail Group Head of Health and Wellbeing.

The aim of the campaign being to reach out and better support employees and their families by ‘dialling up’ and communicating better the Health and Wellbeing resources that Royal Mail Group has available to the workforce, as well as adding improvements through a new ‘Wellbeing Hub’ and ‘Help@Hand’which is a new service providing employees and their immediate family with fast, direct access to free health and wellbeing support through one easy-to-use app. This is set out on page one of the booklet (see pdf copy attached).

The various elements of the RMG ‘Employee Assistance Programme’are set out in the booklet which comprises of a free, independent and confidential support service for the workforce, for employees in need of help whether that be ‘in the moment’ support or something more complex.

The services detailed in the booklet include:

• A 24/7, 365 days of the year ‘Employee Assistance Programme’.
• An online GP Service with UK-based GPs at a time that suits employees.
• A physiotherapy service to aid recovery from an injury, operation or illness.
• A medical second opinion service from a Consultant to discuss health concerns.
• A mental Health Counselling and Consultation Service.
• Cancer Assist (confidential) support and guidance. Addressing concerns, providing physical, emotional, financial, social and professional support and information on post-treatment recovery etc.
• Long Covid rehabilitation programme for people who are finding it difficult to recover from the long-term effects of Covid-19.  This is also available to extended family members.
• The Wellbeing Hub which offers advice to employees on how to look after their wellbeing and on building a daily routine to keep well.

Also covered are financial wellbeingadvice and debt management and life event resources guidance.

There’s a section in the booklet on the British Heart Foundation’s ‘RevivR’ training where you can learn lifesaving CPR online, for free, in just 15 minutes. (See LTB No. 079/2022 dated 21 February 2022).

The final page of the booklet also refers to the ‘RMG Wellbeing Ambassador’s Programme’ which invites anyone interested to volunteer to become an Ambassador. ‘RMG Wellbeing Ambassadors’ receive training and regular wellbeing support and resources in order to confidently support work colleagues and signpost them to the right information or professional help and assistance. (Many CWU ASRs, WSRs, Reps and First Aiders are RMG Health and Wellbeing Ambassadors).

The Head of Health and Wellbeing wishes to make sure that the workforce is aware of all the wellbeing support available including the Occupational Health Support Programme and that employees know where to go for wellbeing support during these difficult times which is of the utmost importance.

Accessing support early when in need is really important whether it be physical or mental health support – many people who do seek support often say they wish they had done so sooner. Whether it’s for your mind, body or something going on in your life, the ‘Wellbeing Hub’ directs employees straight to information, guidance and support services that can start to help right away. Employees are encouraged to register for ‘Help@hand’ now so they are all set up and ready to use the service when it’s needed.

Would ASRs take the opportunity to ensure that they raise awareness of the new booklet/guide and App covering the new RMG ‘Help@Hand’service for members and their families which provides fast, direct access to the free, independent, health and wellbeing support package, signposting members to the service when needed.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 073/23 – Royal Mail Group – New Workforce Health and Wellbeing Support Booklet – Home Mailing To All Employees

Att: RMG Feeling First Class – Free Health Wellbeing Support For Employees …

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ROYAL MAIL PROPERTY & FACILITIES SOLUTIONS LIMITED (RMPFSL) – BALLOT RESULT.

We are pleased to announce our RMPFSL members have overwhelmingly accepted the RMPFSL Pay and Associated Issues agreement.

The ballot result was an 87% YES vote with a 61.31% return, thank you for all members who voted.

The full figures for the ballot are attached to this LTB.

We would like to thank all members for the support they have given us during the RMPFSL dispute, which has undoubtedly got us to the final position.

We will now be working with RMPFSL to ensure the agreement is implemented in full.

Arrears of Pay will be paid on 31^st March 2023.  There is a joint statement with RMPFSL attached to this LTB.

We have also agreed a negotiators agreement on Improved Holiday Pay.  We will be presenting this to the Postal Executive in due course and if endorsed by the executive we will then put out to a branch ballot for endorsement.

This is a further benefit to our RMPFSL members and further details will be circulated in due course.

Any enquiries to this LTB please contact: The PTCS Department reference 312, email address: hmaughan@cwu.org or The Outdoor Department reference 120.12, email address njones@cwu.org

Yours sincerely,

Carl Maden                       Mark Baulch
Assistant Secretary          Assistant Secretary

23LTB072 – RMPFSL Ballot Results

Joint Statement 14.03.2023

T1040_1_CWU_Consultative

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Swansea Explosion – Royal Mail Van and Driver Caught in Blast:

A number of enquiries have been received regarding the Swansea ‘gas’ blast incident that occurred at around 11:20 on Monday and reports that a Royal Mail van had been caught in the blast which destroyed a house, killing one of the residents and injuring neighbours with a number of people including a Postman taken to hospital.

The huge explosion happened in Clydach Road in the Morriston area of Swansea. One house was totally destroyed and nearby properties damaged, one substantially. The exact cause of the explosion has not yet been determined and a Police led investigation is underway.

CWU member and Royal Mail Postman Jonathan Roberts was driving his Peugeot Royal Mail delivery van along Field Close towards the junction of Clydach Road, when the huge explosion occurred as he was passing the scene.

The driver’s side door window was blown in by the force of the explosion showering him with flying glass and the van was showered with masonry and debris from the destroyed house.

Jonathan was able to get out of his van and make his way to safety from where he was treated by paramedics and then taken to hospital for further treatment for what were relatively minor injuries, consisting of cuts and embedded glass, sprain injury and minor blast burns.

I’m pleased to report that he was released from hospital on Monday evening, returning to hospital for further treatment on Tuesday morningand is now making a good recovery at home.

The South West Wales Amal Postal Branch are giving every assistance and support to the member.

Yours Sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 071/23 Swansea Explosion – Royal Mail Van and Driver Caught in Blast

Att: Royal Mail Van involved in Suspected Gas Explosion

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RMG/CWU CLARIFICATION ON RE-ENGAGEMENT FOR JOINT ACTIVITY IN NATIONAL DISTRIBUTION (LINEHAUL)

Branches and representatives will be aware that the recently communicated LTB 047/23 – National Joint Statement – A New Process for Talks gives the following commitment in Para 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.

Urgent discussions have therefore been taking place with the Network/Linehaul functional Director to finalise clarification that specifically focuses on a number of key topics that are required in order to move forwards with interim Network activity and planning outside of normal processes. Discussions have concluded with a document being agreed and endorsed by the Postal Executive, a copy of which is attached for your information.

The document ensures that our representatives are able to input and challenge in respect of proposed or deployed activity. The document also refers back and reaffirms commitments given in relation to the continued use of the Professional Drivers Agreement and also ensures that all related people issues have been addressed.

You will see contained within the document a commitment to aligning duties to workload, whilst also maintaining directly employed resource and minimising disruption to individuals, with a priority given to the reduction of any agency usage.

In addition, the document covers the use of internal employees including successful Driver Academy applicants who hold the necessary licence and skills to be utilised on a temporary basis to reduce the reliance on agency in locations where agency use is high and where ADC assessments can be completed.

It is also confirmed these are exceptional circumstances and that the National Agreed Network Review process will continue to be the enabler for change going forward.

The National Logistics Steering Group will oversee activity and remain available to provide support and assistance if required.

Given the extremely tight timelines associated to the activity, representatives are requested to engage with management with immediate effect in order to progress discussions/activity in line with the principles of the National Joint Statement and attached clarification document.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org quoting reference: 233.16.

Yours sincerely

Davie Robertson
Assistant Secretary

LTB 070/23 – National Distribution Re-engagement Revision Activity 15.03.23

Att: JS Joint Revision Re-engagement in National Distribution 15.03.23

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