Branches are advised Post Office has today improved the pay offer for 2022/23 during the course of our discussions at Acas. The revised offer, which has been rejected as being inadequate due to the cost of living emergency is:
5% pay increase (up from the previous offer of 3%) for all grades from 1st April 2022 flowing through to all allowances and overtime rates
£500 one-off lump sum (unconsolidated) for all grades (including part-timers) presented by Post Office as being in recognition of the escalating cost of living.
The above development is evidently progress, nevertheless we remain in dispute over the pay freeze position for 2021/22. In overall terms, the offer is insufficient for what amounts to a two year period. In simple terms, the offer is not even half the current rate of inflation (RPI for July was 12.3%), which is forecast to continue rising in the coming months; hence the reason for rejecting the improved offer.
Post Office has also agreed to meet again at Acas next week at a date and time to be confirmed. Hopefully further progress can be made.
I would encourage Reps and Branches to bring this latest position to the attention of our Post Office members.
Please find below information about our Autumn courses offer, I am also attaching a few pathways posters and our brochure. At the WEA, we specialise in providing supportive, inspiring learning opportunities, delivered by professional tutors who are experts in their field. We do this both in person at venues and online, so there’s a learning solution for everyone. We would like to reach those who are harder to reach, for example in deprived communities or from different backgrounds and anyone who needs our support. Our courses are fully funded by the Cambridgeshire and Peterborough Combined Authority and are free to anyone 19+ on benefits and/or on a low income. I would much appreciate it if you could share this information about our courses and programmes with anyone who might benefit from them.
Thank you in advance for your commitment to helping us reach those who would like to learn more, upskill and gain new qualifications. If you have any questions or would like more information please email us at cambs@wea.org.uk
Students can enrol on our courses either online (links below) or over the phone on 0300 303 34 64. They will need a course reference (see below).
WEA Course Offer Autumn 2022
· ESOL courses online, all levels (both accredited and non-accredited)
Initial assessment required before joining these courses, please see below the dates:
Level 1 Introduction to Support and Teaching in Schools course, start date: 02/11/2022 Ref: C2229128
Level 2 Award in Support Work in Schools and Colleges – initial assessment required before joining, please register on C2228887 and complete the initial assessment tasks before the end of August
· Parenting and SEND courses
Helping with Special Educational Needs and Disabilities (SEND) start date: 11/10/2022 Ref: C2229124
Royal Mail Group ‘Severe Weather (HOT WEATHER) Safety Controls Guidance – Supplementary to the Severe Weather Risk Assessment – Message Sent To All Unit Managers/PiCs:
Royal Mail Group have ‘updated’ their ‘Severe Weather (HOT WEATHER) Safety Controls Guidance’ which is supplementary to the Severe Weather Risk Assessment.
A joint post implementation review was carried out following the Met Office ‘Red Warning’ severe (Over 35C/95F) heatwave on 17, 18 and 19 July. Following those discussions, Royal Mail Group in consultation with the CWU Health, Safety and Environment Department have developed and issued fresh, clearer guidance to clarify and simplify the understanding and process for dealing with severe hot weather and safely managing the workforce to ensure their wellbeing.
I would firstly refer all Branches to the contents of previous LTBs – 310/22 308/22, 306/22, 305/22 226/22 and 213/22.
In developing the new guidance, the implications were considered for the Royal Mail Group workforce as a whole, both indoor and outdoor but for the outdoor workforce in particular who are most affected in hot, sunny, high temperature and heatwave conditions.
The new updated, supplementary guidance designed to deal better with extreme heat (copy attached) has been issued to all Royal Mail Group managers in respect of last week’s Met Office ‘Amber Hot Weather Warning’ and further expected Met Office ‘Amber and Red Weather Warnings’ to come later this month where forecasts are that 35C could be reached on 27 August with high temperatures of 30C/86F to 32C/90F in the days before and after that date.
A copy of the ‘Royal Mail Group‘Severe Weather (HOT WEATHER) Safety Controls Guidance’ communication is attached for your urgent and priority attention. (Note: This applies to all businesses Royal Mail, Parcelforce Worldwide, RMSS, Royal Mail Property and Facilities Solutions, RM Engineering, RM Fleet etc).
Daily SWRA To Be Completed:
The communication to all PiCs and Managers reinforces the very important need for the implementation of the ‘Severe Weather Risk Assessment’ (SWRA) process in all Offices on a daily basis and with the involvement and consultation of CWU ASRs.
Key Points:
Key points in the ‘Severe Weather (HOT WEATHER) Safety Controls Guidance’ are as follows:
The guidance communication sets out the businesses’ approach to dealing with the hot weather/intense sunlight, including Amber Warning/Red Warning heat wave situations and gives a clear national steer to managers/PiCs, working with full CWU ASR/WSR engagement/involvement locally, as an integral part of the SWRA process.
During hot weather, high temperatures and intense sunlight, including heatwave warning situations, a SWRA local risk assessment is to be carried out daily and decisions on delivery and collection adjustments and changes as necessary are to be decided upon and deployed locally to protect the workforce.
When a Met Office ‘Red level Warning’ is in place for the majority of the duty and temperatures reach 35C/95F, managers will suspend all outdoor operations. All outdoor work will stop at that point including driving with some driving exceptions and indoor operations making necessary adjustments.
When a Met Office ‘Red level Warning’ or ‘Amber Level Warning’ is in place for part of the duty and temperatures reach 35C/95F, managers will suspend all outdoor operations for that period of the duty during which the warning is in place, including driving with some driving exceptions, with appropriate controls and adjustments made for the rest of the duty. Indoor operations will make necessary adjustments.
General Controls are listed in the guidance.
Job Role additional controls are covered in the guidance.
Personal Judgement – Dynamic Risk Assessment – Important Footnote in the new Guidance:
This important part of the SWRA and guidance needs to be drawn to the attention of all outdoor workforce members:
When working outdoors in hot conditions and sunlight the effects of the weather in the UK environment can potentially have a serious impact on an employee’s health if the risks have not been assessed or properly managed consistent with HSE guidance. This impact may be immediate or it may occur over a long time period.
All staff significantly impacted by severe sun and heat during their shift have the right to make personal judgements including, should it be necessary, suspending their delivery, collection or duty, to an address, part of their duty, or the whole duty where conditions deteriorate.
Anyone feeling unwell should stop work and return to their unit/office/depot etc. A manager should be contacted to confirm any change to duties and if assistance/recovery is required.
It needs to be remembered that ‘Personal Judgement’ can be applied by staff at hot weather temperatures below 35C/95F, in situations where individual outdoor workers feel that the sun exposure and heat is too intense and as a result they feel fatigued, stressed or unwell or for any other health condition which is made worse in the heat and sun, then individuals have the right to make a dynamic risk assessment or personal judgement and choice, if they wish to cut off the their duty and return to the Office. Staff do not have to wait until the 35C/95F is reached or a Met Office Warning has been issued.
CWU ASR/WSR Involvement And Consultation:
Full CWU ASR/WSR involvement and consultation is part of the SWRA process. The Manager must consult the CWU ASR/WSR on the assessment and controls as set out in the assessment process and take account of the ASR/WSR input. The supplementary guidance reinforces and re-emphasises the CWU ASR/WSR involvement.
ASR/WSR Action:
Ensure all Units carry out daily Severe Weather Risk Assessments during the hot weather in consultation with the ASR/WSR and that appropriate fit for purpose risk control actions are taken. Be proactive – if managers don’t contact you – don’t wait – CONTACT THEM!
Any non-compliance by Unit managers should be progressed by the ASR via the nationally agreed Health and Safety Disputes/Escalations process as set out in RMG SHE Standard 5.1.
Convey the ‘Sun Safety’ messages to managers and members repeatedly as follows; – Cover up/keep the dangerous sun rays off your skin. Use sunscreen/sunblock on any exposed skin and avoid sunburn which can lead to skin cancer. Take extra breaks in the shade. Drink plenty of water throughout the day to stay hydrated. Sunburn and dehydration are dangerous. Outdoor staff to make personal judgements throughout the day and return to the office if at any time they feel they need to do so or if they feel unwell, stressed and fatigued due to the heat and intense sunlight.
Ensure that all vulnerable workers with underlying health issues and pregnant workers are individually risk assessed to ensure their health and wellbeing is protected whilst working in the current weather.
Attachment:
Royal Mail Group ‘Severe Weather (HOT WEATHER) Safety Controls Guidance.
Yours sincerely
Dave Joyce National Health, Safety & Environment Officer
2022 Dispute Relating to Royal Mail Group Breaking the Pathway to Change and Associated National Agreements and Protections for CWU Represented Grades Employed by Royal Mail Group Consisting of Royal Mail, Parcelforce and Fleet
Please find attached a copy of the declaration of the result for the recent industrial action ballot of the above CWU members employed by Royal Mail Group.
The current legislation requires the union to provide all persons entitled to vote in the ballot and the relevant employers “as soon as is reasonably practicable” after holding of the ballot the following information:
The number of individuals who were entitled to vote in the ballot.
The number of votes cast in the ballot.
The number of individuals answering “Yes” to the question, or as the case may be, to each question.
The number of individuals answering “No” to the question, or as the case may be, to each question.
The number of spoiled or otherwise invalid voting papers returned.
Whether or not the number of votes cast in the ballot is at least 50% of the number of individuals who were entitled to vote in the ballot.
Therefore the ballot result meets the required threshold.
Accordingly you must now take immediate steps to publicise the result to all relevant members, however it is essential that any communications regarding the result must as a minimum contain the information as detailed at items a) to f) inclusively above.
Branches are also reminded that only the National Executive Council has the authority to instruct members to take industrial action.
Further information regarding the next steps of the dispute will be circulated by the DGS (Postal) in due course.
Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary’s Department on telephone number 020 8971 7237, or email address sdgs@cwu.org.
Yours sincerely,Terry PullingerTony KearnsDave WardDeputy General Secretary Postal Senior Deputy General SecretaryGeneral Secretary
ROYAL MAIL CUSTOMER EXPERIENCE: AGREEMENT TO IMPROVE BONUS SCHEME MAXIMUM POTENTIAL FROM £1,000 P.A. TO £2,000 P.A.
Further to LTB 309/22 dated 15thJuly 2022. Branches are advised we have reached a further agreement with Adrian Porter, Director of Reward and Performance, with regards to future bonus arrangements for our members in Customer Experience (CE). A Joint Statement to this effect is attached to this LTB.
As with our Finance and HR members, the maximum bonus available to our CE members has been fixed for a number of years and the value has effectively diminished over time. As a consequence, we have agreed with Royal Mail to double the potential value of the CE scheme from the start of this financial year as follows:
From £1,000 to £2,000 for the financial year 22/23 and beyond, with payments linked to the results of the Corporate Scorecard.
We are pleased with the positive response to our proposal to match the doubling of the bonus potential in line with Finance and HR. It should be noted there are two slight differences between the current bonus scheme in CE and the new scheme as follows:
The maximum of £2,000 payment will be linked to the Corporate Scorecard, and replaces the current CE scheme and targets.
The new bonus arrangements entail an annual payment after the end of the financial year rather than the current two six-monthly payments.
The Postal Executive is supportive of these enhanced arrangements and has endorsed the agreement reached for our CE members. As with Finance and HR, I am pleased Royal Mail has recognised the need to improve the value of the bonus payments going forward. I’m sure our CE members will be pleased with the doubling of the potential monies available.
Current Disputes Negotiation Summit Meeting Demand
We reported yesterday, via video, that we had made a significant move in order to try and bring a new dynamic to the current separate and systematic negotiations on Pay and Royal Mail Change demands, which in our opinion break the Pathway to Change agreement.
It is important that all CWU Reps and members understand that the CWU has not walked away from the negotiations but have requested that they are suspended until a high-level meeting takes place between the Royal Mail Group Board Chair, RMG CEO, CWU General Secretary and the CWU Deputy General Secretary Postal, all of whom were signatories to the Pathway to Change agreement.
It is also important that all CWU Reps and members understand that it is the CWU that has been pushing for constructive and progressive negotiations on all issues since January 2022.
The CWU insisted on a meeting in January 2022 to move forward the operational Pipeline section of the Pathway to Change agreement. Management tried to cancel this meeting and were reluctant for it to take place but the CWU insisted. At the closure of that meeting management promised to respond to a number of issues raised by the CWU and to supply the required information and response in order that negotiations could be progressed at pace. Management failed to supply that information or arrange another meeting.
In February 2022 the CWU, concerned by the emerging growing cost of living crisis, wrote to the business regarding our pay claim and stressed that it was important the company made an appropriate offer on pay, which protected our members’ standard of living, to be introduced on the 1st April to allow all of our members a chance of coping with the cost of living crisis. Management failed to respond in organising a pay meeting until April 2022, after the due pay award date.
Also in February 2022, at the same time as requesting pay talks, the CWU wrote to management regarding moving forward the Pathway to Change agreement and specifically issues such as revision activity and productivity. Again management failed to arrange a meeting to discuss this until April 2022.
In March 2022 the CWU, in anticipation that both parties were still honouring the Pathway to Change agreement, held a Policy Forum for all CWU activists (at great expense to the CWU) to establish policy on how we move forward the agreement, including matters such as seven day working, new products and services, culture, pipeline, the joint 35 hour working week commitment and other mutual interest solutions to the reinvention of Royal Mail Group, the protection of the USO and the future generation of postal workers. That Policy Forum resulted in a substantial document of ideas which was forwarded to management as a ‘heads up’ on our position on how we move the deployment of the Pathway to Change agreement forward. No response to that courtesy was received from management.
In April 2022 management tabled their position, which was no pay rise for all employees unless the union signed up to change demands which break the Pathway to Change agreement and its joint commitments and pose a major threat to the current workforce, the future generation of postal workers and the future of this great public service.
We have been in negotiations with Royal Mail Group for the past four months, during that time our members have returned a massive yes vote for industrial action on the rejection of RMG’s 2% imposed pay award (which is totally unacceptable). The CWU has given RMG weeks to listen to their employees and improve the pay offer, but they have refused to do so.
Equally, and judging by the excellent support being shown, we believe that our members will also return a massive yes vote for industrial action in rejection of RMG’s change demands. We have stressed that the business should listen to their employees and negotiate mutual interest change agreements consistent with the Pathway to Change agreement, but again they refuse to budge.
So nothing has changed the company’s position in these negotiations, there is no obvious latitude in the remit that the RMG negotiators have, hence the need to introduce a different dynamic.
RMG’s change demands have been widely publicised to its employees in detail and promoted by the company via their ‘workplace’ platform and other means. Therefore it should not be a surprise to anyone how damaging they are for RMG workers (including Parcelforce) and this great public service. For example, pulling up the ladder on the next generation of postal workers, lower pay, bringing back the 40hr week and introducing the cheapest possible pipeline resulting in pushing the operation back 3hrs and creating a pm only delivery service, are not the acts of progressive thinking of people committed to growing RMG, protecting the USO or the standard of living, employment and retirement security of its employees.
These proposals – ridiculously badged as modernisation, represent the same race to the bottom, asset stripping, shareholder interest only type proposals that currently dominate the world of work.
The reaction of our members to RMG’s position is evidence that the workforce is totally opposed to RMG’s future plans. In our opinion these change proposals represent the greatest threat we have seen since privatisation to our members, and future members, the great public that we serve and the future of this highly regarded public service.
Against that backdrop, it is also worth remembering when the company is pleading poverty, how many millions of pounds have gone out of this industry and into shareholders’ pockets – over £2 billion since privatisation and since 2021, and in the light of decisions made at the recent shareholder AGM, in excess of £600 million. Senior managers and board members have also received pay rises, bonus payments and been given extra shares during this period.
It is hypocrisy of the highest order and rather than continue pointless negotiations, which the company themselves have disrespected and undermined from day one, and simply hope that something will change, as a consequence we have decided to call for this new dynamic in an effort to change the current impasse and enable an agreement to be reached. We stress once again the CWU have not walked away from talks and stand ready for meaningful negotiations and reaching agreements.
Your trade union totally respects you – all you have done and all you do. It is evident that your employer does not.
Your contribution to society is massive, you deserve far greater respect and reward and have every right to demand it – you have earnt that right. The CWU and its members have never lived life on our knees. Generations of postal workers have built and defended this great postal service and the terms and conditions for postal workers, it’s our time to stand again.
We thank everyone for their magnificent support and hard work. Both members and Reps have demonstrated that this great union does speak for its members and that Royal Mail Group have totally lost the trust, respect and confidence of their employees.
Vote yes, stand strong.
Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.
TRADE DISPUTE WITH BT plc AND OPENREACH Ltd OVER PAY 2022/23 – NOTICE OF NATIONAL INDUSTRIAL ACTION
We would like to inform Branches that we have served notice today on BT Group that we intend to take further Industrial Action in support of our Trade Dispute with BT plc and Openreach Ltd over pay 2022/23.
The Industrial Action will be for a 48-hour period commencing at 00.01 on Tuesday 30th August 2022 and finishing at 24.00 on Wednesday 31st August 2022.
The action that we took on the 29th July and 1st August 2022 was overwhelmingly supported by CWU members the length and breadth of the UK and there is no doubt that this had a massive impact on the company. The letters we asked our members, friends and family to send to MPs has also had an impact which has been really helpful in our campaign.
We now need to maintain the pressure on the company and therefore we have set these further dates for Industrial Action.
We will be sending further communications to Branches and members next week but in the meanwhile please circulate this information on strike dates to your members.
If you have enquiries please contact the T&FS department via Audrey Brown abrown@cwu.org
POST OFFICE: PAY DISPUTE 2021/22 – OFFICIAL STRIKES
Branches are advised that Post Office is continuing to refuse to move away from its pay freeze position for 2021/22. The Postal Executive has therefore been left with no choice other than to make the decision to serve notice for further action.
Today, the two-week legal notification is being served on Post Office for:
Crown members: Friday 26th & Saturday 27th August
Admin/Supply Chain members: Friday 26th & Tuesday 30th August
Friday 26th August for both Crowns and Admin/Supply Chain coincides with the first Royal Mail strike. We are therefore expecting a show of solidarity across our Postal membership as a whole.
Branches and Representatives are urged to bring the above dates to the attention of our Post Office members and to engage with them to impress the need for unity.
CWU Eastern No5 Branch 