Just as we were holding a live zoom session with our representatives, Simon Thompson CEO sent a letter to the General Secretary at exactly the same time as he published it on his Workplace channel. This was in response to a letter I sent him yesterday.
Please see attached my letter to Simon Thompson so that you have the full picture relating to this exchange of correspondence.
The CWU negotiating team met Royal Mail on Monday and were encouraged when the company indicated that they might be up for a different approach. The purpose of my letter to Simon Thompson, who absented from the meeting, was to establish whether he supported the position of his team.
We met with the Chief Conciliator from ACAS yesterday and her deputy and set out our position in our disputes. We told them that we were prepared to engage in serious negotiations with Royal Mail, providing the ground rules were established and agreed. This would need to include no expectation for the CWU to stand down any strike action.
Any ACAS discussion will continue exactly in line with the letter that we wrote to Royal Mail on the 7th October, previously circulated to Branches and Reps in LTB 400/22.
Regrettably, Simon Thompson’s behavior has shown once again that he is seeking to sabotage any prospect of serious talks and is not genuine about reaching an agreement with the union.
Finally, the union will not be discussing functional talks on Royal Mail’s Agenda for Change, until we have dealt with the fundamental issues about the company’s Business Plan and the unacceptable job losses, including the threat of compulsory redundancies, announced last Friday.
We believe that the CEO absenting himself from any future negotiations is a sign that his position as head of the company is now untenable.
Possible Help to Postal Members Dealing with the Cost of Living Crisis
Further to the National Briefing held at Congress House on Tuesday 11th October 2022, Branches and Representatives will be aware that the Postal Executive set out to compile guidance in order to assist Branches in helping to signpost members to what help may be available to assist with the cost of living crisis.
This LTB is designed to inform Branches and is not for display in the workplace as specifically designed posters for this purpose are attached and explained below.
Following research, the Postal Executive have produced documentation containing a list of useful resources that can be used by Branches. This data is designed to help our representatives in assisting members to gain access to suitable support.
We will be sending a second email separately for the designated branch contact to utilise when assisting members who contact them for assistance.
A brief explanation of some of the organisations are below;
There are a variety of organisations that may be able to offer help to members suffering from money issues. Amongst these are:
org.uk (formerly the Money Advice Service). Money Helper is provided by HM Government and provides money guidance that is impartial and free to access.
The Citizens Advice Bureau can also be useful in this regard. These organisations can also give guidance around dealing with debtors for example they can explain the process for applying for a mortgage repayment holiday where appropriate.
Financial help can also be sought for postal workers and their dependants from the Rowland Hill Fund.
State Benefits
State benefits are not likely to be hugely helpful. This is due to the fact they generally only apply to those on very low incomes and because the law was changed in 2012, those in receipt of Universal Credit cannot receive benefits due to loss of income from strike action. Obviously, benefits are based on individual circumstances such as housing costs, dependants and disabilities, so members would therefore need to seek individual advice.
In relation to a council tax reduction, members would have to apply to their local council although this would depend on the rules of the council in question.
Members can investigate their eligibility for benefits by following the link below however the fact members are taking strike action means that the figures are indicative and not guaranteed.
Local councils also provide Discretionary Housing and Hardship Payments to those who are attempting to ‘improve their circumstances’. Each council has different processes for application so this would have to be explored locally. These payments are cash limited however and prioritised for the most vulnerable in society, so this is unlikely to apply to our members on strike.
Hardship Funds
Branches are encouraged to work with local Trades Councils and other supportive parties to raise funds to assist cases of hardship.
Welfare Funds
Under National Rule 4, 1.8, members are entitled to apply for assistance from the National Welfare Fund and/or, where such exists, local Welfare Fund. Members can go through their local Branch for help and support with this process.
Workplace Communications
There are two posters (Attachments 1 & 2) that should be displayed in all workplaces and branch details added. The posters give access points to support, one is via the Branch and as such we recommend that the Branch designate a suitable person who can assist members. The second access point is via QR codes. This is extremely important as it will enable our members who may be unwilling to divulge their financial problems to discretely access support and enable them to retain their privacy.
In closing, I hope that Branches and representatives will find this information of use.
Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.
Yours sincerely
Andy Furey Acting Deputy General Secretary (Postal)
ROYAL MAIL GROUP NATIONAL DISPUTES – IMPORTANT MESSAGE TO ALL CWU MEMBERS
We are asking that all Branches and Reps get members together tomorrow for gate meetings to read and hand out the attached important message to all CWU members. There will also be a Facebook live session tomorrow, the time of this will be advertised in due course.
OPENREACH Ltd – Field Transformation SD UK Operations – In Strictest Confidence and embargoed until 11 a.m. on 18 October 2022
The Openreach National Team (NT) has recently met with the company to discuss the Patch Lead Structure within SD UK Operations, as 1845 engineers have moved to other parts of Openreach YTD to help support the increased fibre build and delivery.
This LTB is an update to No. 279/2019.
The NT took this opportunity to express the constant feedback we receive of Patch Leads not being able to do their role as they are ‘always on the tools’. The company are beginning to listen to the feedback from the CWU and their employees; they have realised the Patch Leads are on the tools approximately 30% of the time when the model should be 20%. SD UK Operations are changing their Patch Lead model going forward;
The current model is:
3 Patch Leads 20% on tools 2 Senior Engineers 48:1 Patch Manager Ratio
Future model is:
2 Patch Leads 6 fixed week tool time 2 Senior Engineers 35:1 Patch Manager Ratio
The meaning behind the 6 fixed week tool means the Patch Leads will pick up work from the team workstack and will spend time ‘on the tools’ wherever possible for up to 6 weeks per year. This will not be formally scheduled but will happen during peak periods to help the team succeed and meet customer appointments when required. There will also be no changes to Patch Lead attendance patterns as part of this change.
We have been given the commitment that 35:1 Patch Manager Ratio is the upper ceiling ratio and they can only see this going one way, which is down. There is a potential for a surplus of Patch Leads as a result of the new model. However, there is the option for Patch Leads to move into the FTTP Patch Lead role if there is a vacancy, as the FTTP teams are growing and some SD UK Ops Patch Leads have done so already. The NT expressed the concern of people moves back and forth from other business units and the pressure this puts on the Patch Leads. The company are now looking at a pool of Patch Leads who are UK Operations covering Patch Lead (engineering) and remain on their current patch lead role title, grade and terms and conditions, but won’t have a specific team or part of a team assigned to them. Day to day they will carry out normal UK Operations engineering duties and be expected to cover and carry out additional patch lead duties where necessary. They would remain as an experienced and multiskilled engineer in their team, support the PM and PLs daily, lead on complex work where necessary, and remain a role model for others. There are also roles within Chief Engineers COW and Chief Engineer Supervisor if a Patch Lead would like a change to their current role.
The company are refreshing the training and handbooks which will be worked through with the CWU as there are a lot of new Patch Leads and new Patch Managers.
We will have review periods built in as we go forward, and in the meantime I would ask branches to keep in contact with their local Patch Leads with regards to the changes proposed and feedback any issues that may arise.
Any enquiries regarding this LTB should be sent to Davie Bowman’s office in the first instance.
Yours sincerely,
Fiona Curtis on behalf of DAVIE BOWMAN Assistant Secretary
Further to LTB 376/22 dated 16th September 2022, I am pleased to advise Branches that our TVL members have voted overwhelmingly in favour of the 2022 pay agreement. The ballot result is as follows:YES VOTES20393%NO VOTES167%TURNOUT49%
I have notified Paul Johnston, Capita TVL Managing Director, of the ballot result and he has confirmed that arrears of pay backdated to 1stJanuary 2022 and the pay increase will be made with October salaries. For those members earning the London & South East allowances, the back pay for this will be made with November salaries.
The pay agreement, which is applicable for 15 months from 1stJanuary 2022 to 31st March 2023, is as follows:
2022 PAY AGREEMENT (FOR 15 MONTHS) – KEY FEATURES
6% Consolidated Pay Increase across the board covering all pay rates for all CWU Represented grades
£900 lump sum (pro-rata for part-timers) payable in two instalments:
o £400 to be paid to members in post on the October pay date
o £500 paid with January 2023 salaries for those in post at that point
Two New Pensionable Allowances from 1st July for Field Visiting Officers in London & South East
o London Visiting Officers £3,400 per annum
o South East Visiting Officers £1,700per annum
New Annual Pay Review date 1stApril 2023
My thanks go to members and Reps for their patience and support whilst the negotiations have taken place to reach the agreement on Pay 2022.
4:30PM TODAY – THE MOST IMPORTANT UNION MEETING EVER
TO ALL ROYAL MAIL GROUP MEMBERS
You will have seen the disgraceful move by Royal Mail Group today to threaten mass redundancies because you have stood up for them. We know you will not be swayed by this but we must now come together to show the company how strong the support is.
We are holding a crucial live meeting at 4:30pm today with General Secretary Dave Ward and Deputy General Secretary Andy Furey.
We literally need the whole union on. We also want you sharing it in your friendship and family circles.
It will be live on the CWU Facebook, YouTube and Twitter channels or directly via the link below:
Post Office: New Strike Ballot Over Pay Disputes – 2021/22 & 2022/23
Branches are aware that our strike ballot expired on 28th September 2022. The Postal Executive has therefore decided to instigate a new ballot for a revised trade dispute as we now have two pay disputes over the pay freeze for 2021/22 and the inadequate 5% pay increase and £500 lump-sum for 2022/23.
The following ballot timetable has been endorsed by the Postal Executive:
Friday 14th October – Serve notice
Friday 21st October – ballot opens
Thursday 17th November – ballot closes and results declared
The ballot will include the following questions:
Are you prepared to take part in Strike Action?
Are you prepared to take part in Action Short of a Strike?
In regard to Action Short of a Strike, the ballot paper contains the following explanation:
Action Short of Strike will take the form of:
Overtime & Scheduled Attendance bans along with Working to Rule, Withdrawing Cooperation. Additionally, it will entail a Sales Boycott for Crown Office members.
The above approach and timetable has been discussed and is supported by our full-time Representatives.
Branches are urged to bring the contents of this LTB to the attention of our Post Office members.
Royal Mail Group (SHE) Safety Flash FY22 022 – RM Fleet Workshop Fire Involving The Misuse of ‘Flammable’ Brake Cleaner Spray/Fluid:
Background and Description
Royal Mail Group’s Safety Team have issued RMG SHE Safety Flash FY22 022 following an incident in a fleet workshop when a vehicle caught fire after ‘Brake Cleaner’ was misused to clean oil residue from around a ‘Tail-Lift Power Pack’. When the tail-lift was operated, the electrical power pack contacts created a spark which ignited the flammable brake cleaner vapour and the vehicle caught fire and was damaged.
A number of previous incidents have occurred in fleet workshops, involving the misuse of brake cleaner which have led to minor fires. This included an incident when the brake cleaner was applied to a fleet workshop floor, following which a ‘Floor Scrubbing Machine’ was used. The machine ignited the vapours and caught fire, destroying the machine. In another incident brake cleaner was used to clean metal surfaces prior to welding. When the welding commenced a nearby ‘brake fluid soaked wipe’ burst into flames.
Impact
Fire damage to a vehicle.
Key Messages and Learning Points
Brake cleaner spray/fluid is highly flammable and must only be used for its intended purpose, for brake cleaning work and then only if an Aqueous ‘water-based’ cleaning machine is not available. Brake cleaner is volatile and should not be used for any other purpose, such as a general cleaner or degreaser, especially in an area where there can be heat, electrical sparks, welding flames etc. Jet washing or Aqueous ‘water-based’ cleaning equipment or approved cleaning materials should always be used primarily.
The key message is “Don’t Misuse Brake Cleaner.”
Actions:
PiC/Workshop Managers:
Brief the content of the Safety Flash to all RMG fleet workshop staff to raise awareness of the above key messages and learning points, to ensure that ‘brake cleaner’ is solely used for the purpose of brake cleaning work and then only if an Aqueous ‘water-based’ cleaner is not available.
Remind all RMG fleet workshop staff that all aerosols must be returned to secure COSHH cabinets at the end of the technicians’ shift and must not be stored in or on tool cabinets.
Remind all RMG fleet workshop staff to ensure that Aqueous cleaners are the first choice for use for brake work.
Ensure that Aqueous cleaning equipment is maintained and fit for use.
Ensure that all workshop bins on in fleet workshops have lids and they are in place, in order to reduce the fire risk.
CWU ASR/WSR Action:
Please ensure that this Safety Flash is communicated and brought to the attention of all RMG fleet workshop members and that managers brief all staff and deploy the above actions.
Attachment:
Royal Mail Group (SHE) Safety Flash FY22 022 – RM Fleet Workshop Fire Involving The Misuse of ‘Flammable’ Brake Cleaner Fluid:
Yours sincerely
Dave Joyce National Health, Safety & Environment Officer
CWU Eastern No5 Branch 