Safety, Health & Wellbeing Live Event (South) – 28-29 September 2022 – Farnborough International Exhibition and Conference Centre:
The Health, Safety and Environment Department have been notified by the organisers of the following event which may be of interest to CWU Health and Safety Reps.
The ‘Safety, Health and Wellbeing Live’ South Event takes place in Farnborough on 28-29 September 2022. This is a ‘free’ to attend event, organised by ‘Safety, Health and Wellbeing Live’ in conjunction with HSE, IOSH, IIRSM, BSC and others.
In addition to the huge health and safety exhibition, the SHW Live Event will also deliver an expert-led programme of health and safety seminars and educational content within the SHW Keynote Theatre and SHW Knowledge Hub.
High-profile speakers will deliver the seminars and panels throughout the course of the two-day event. The comprehensive programme provides key insights into health, safety and wellbeing issues facing employers, employees and workplaces.
Venue:
Farnborough International Exhibition & Conference Centre Etps Rd, Farnborough GU14 6FD
Opening times
Wednesday 28th September 9.30-16.00 Thursday 29th September 9.30-15.30
Included in Seminar Programme:
Changing Workplace Health Culture
HSE Inspector Calls – What To Expect
Falls
Post Pandemic Working And The Challenge To Health and Wellbeing
How To Ensure Health And Safety Training Is Engaging
Human Factors In Incident Investigation
Changing Landscape Of Health, Safety & Wellbeing Education
A programme of seminars to choose from will be in the final timetable, hosted by speakers from HSE, IOSH, NEBOSH, British Safety Council, IIRSM, Pinsent Masons Solicitors and Beachcrofts Solicitors.
JOINT STATEMENT: AVERAGE PAY ON ANNUAL LEAVE (HOLIDAY PAY) IN ROYAL MAIL GROUP – LGV DRIVERS
Further to previous updates that have been provided and LTB 283/22, Branches and Representatives will be aware that extensive discussions have been taking place with the business to address the long-standing issues relating to the calculation of LGV Holiday Pay.
We are now pleased to announce that discussions have concluded and a Joint Statement has been agreed, which has been endorsed by the Postal Executive. A copy of the Joint Statement is attached for your information (Annex A).
Colleagues will be aware that LGV Drivers have a single rate for all overtime, whether it is classed as pre-scheduled or ad-hoc. Pre-scheduled overtime has been covered by the 2014 National agreement and is paid on annual leave, whereas ad-hoc overtime was not covered by this agreement. For ease of reference a copy of the Pay Directive associated to the 2014 Improved Holiday Pay agreement and criteria for payments is attached (Annex B).
With the introduction of the 2021 agreement in relation to Regular Overtime Holiday Pay (Annex C), a complication regarding LGV holiday pay was identified due to the fact that each VOC has had a different system of recording overtime. Some VOCs have paid all overtime under the terms of the 2014 National agreement, whilst others have recorded the two types of overtime separately. It has not been easy to distinguish between the two on a historical basis.
The attached Joint Statement now provides an agreed definition for both pre-scheduled and ad-hoc overtime and, more importantly, an agreed verification process for calculating the historical arrears payments to our members. Due to the time that has passed, this now includes not just the four back pay periods but also the two interim blocks.
The verification process will be completed on a VOC by VOC basis, starting with the two interim periods covering:
27th September 2021 to 27th March 2022;
29th March 2021 to 26th September 2021.
Once the above has been completed, activity will then progress to the four additional back-pay periods:
28th September 2020 to 28th March 2021;
30th March 2020 to 27th September 2020;
30th September 2019 to 29th March 2020;
1st April 2019 to 29th September 2019.
This approach is designed to build some momentum due to the fact that the most recent data is the most reliable.
The VOC manager and CWU Representative will have to be satisfied that the verification process has been completed correctly prior to the submission of the data for these periods.
Going forward, from Monday 26thSeptember 2022, there will be changes to the inputting of overtime for LGV drivers, to reflect the agreed differentials and this should prevent similar problems from occurring in the future.
As the longer-term IT solution has been implemented in the rest of RMG covered by the National agreement, RMG are unable to add LGV drivers to the automated system part way through a financial year, due to the complications this would cause. It was therefore necessary to also reach agreement for a further two interim payments for our LGV members to cover the following periods and this is also reflected in the Joint Statement:
28th March 2022 to 25th September 2022;
26th September 2022 to 26th March 2023.
Branches and Representatives will appreciate that due to the length of time taken to resolve the issues relating to LGV Holiday Pay, there are likely to be voluminous enquiries from individuals about their payments, as such the Joint Statement also contains an agreed enquiry process.
Divisional, Area Distribution and LGV Representatives were briefed on Friday 22nd July 2022 in relation to the Joint Statement and activity to take place.
We thank Branches and Representatives for their patience, during what have been protracted and difficult negotiations in regard to this issue and we are sure that you will be pleased that our LGV members can have confidence that their regularity calculations are now going to be completed. We would ask that our LGV members are made aware of this LTB and the attached Joint Statement at the earliest opportunity.
Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org quoting reference: 202.09.
The purpose of this LTB is to advise Branches that an additional Residential Essential Skills One course has been scheduled for the 26th – 30th of September 2022, at The Elstead Hotel, 12-14 Knyveton Road, Bournemouth BH1 3QP.
Representative’s accommodation costs on a dinner, bed and breakfast basis will be met centrally.
Branches are responsible for student travel and any other appropriate expenses.
Branch Secretaries should email applications to courseadmin@cwu.orgcontaining the following:
Name of Officer/Representative Membership number
Applications close on Monday 15th of August, applicants MUST be registered as “Role” holders on the OLS with an up to date email address.
Release & Notice Paid release should normally apply where the union is recognised and/or in line with any existing agreements.
Please forward any enquiries relating to this LTB to courseadmin@cwu.orgin the first instance.
Yours sincerely,
Kate Hudson Head of Equality, Education & Development
Royal Mail Customer Service Points (CSP) – Review of Opening Times
The Outdoor Department has been in discussions with Royal Mail in regards to the above issue which has come about as a consequence of a review that the company has undertaken across the Customer Service Points (CSP) estate. This review by Royal Mail has concentrated on the footfall levels of customers using the CSP’s and the number of scanned transactions which have taken place during the period of Q4 (January-March) of this year.
Branches and Representatives may recall through previous documents and communications, including the last RM/CWU National Joint Communication To Update On The Customer Service Point (CSP) Opening Hours And Standardisation, issued on the 19th of May 2021, that we have had a long running issue with Royal Mail in terms of the provision and the type of services that the CSP’s offer and the Unions view that this facility could be better used and should be expanded to provide further commercial offerings. This in order to generate innovation along with income for the company, whilst also providing job security and improved terms & conditions for our members. However, the narrative which is seemingly coming from senior Royal Mail Managers is that they do not see the value of CSP’s overall and therefore regard any hourage used in this area as wasted cost and a drain on the company’s finances.
Representatives may also recall we have also consistently challenged Royal Mail over their continued position of wanting to reduce opening hours which was initially driven by the Covid Pandemic as a vehicle to reduce the service times. Accordingly, the discussions thus far have centred around Royal Mails data of reduced footfall and scanned transactions within CSP’s locations and the company’s desire to reduce opening times against the current reduced mail volumes and customers using the service offering. There has also been a push from the regulator (Ofcom) to standardise the opening times overall and to introduce different categories dependent on the size of the unit and the volume of transactions that take place.
There is nevertheless a clear element of realism for the reductions in customer footfall which is being driven through reduced parcel volumes due to the cost of living crisis and also the increases in FTD (First Time Delivery) rates due to changes in customer behaviours, which is primarily due to Inflight & Safeplace customer enhancements, which we have supported as these are standard customer services offered by other parcel competitors.
Against this background, we have now secured a National Statement covering this review of CSP’s opening times which is attached and self-explanatory.
In setting out this Joint Statement, it should be noted that Royal Mail’s initial position and proposal was to reduce the current weekly opening times significantly and across the board, including the closure of a substantial number of CSP’s on Sunday and removing the current late opening on Thursday.
Through discussion we have amended those proposals considerably as follows:
From a total of 64 offices that Royal Mail had proposed would jump two categories from Category 1 to 3, it has now been agreed by Royal Mail that 17 of those will stay in category 2.
Out of the 168 Sunday CSPs Royal Mail had originally planned for closure, based on a footfall formula of 10 or fewer items and customers per hour. Royal Mail has now accepted to adjust this to 7 items per hour. This has resulted in 88 Sunday CSPs out of the initial 168 now remaining open
To summarise, our negotiations and counter-proposals have reduced the wider impact of Royal Mail’s initial starting point markedly and have cut the potential hours reduction by some 19% (2546 hours total).
We have debated amongst ourselves internally within the Outdoor department and within the Postal Executive the merit of engaging with Royal Mail on this subject matter given the current climate and our Reps and Branches perception and views, as this is clearly not a good news story despite the improvement made via our talks.
We have concluded, however, that we are better placed with a National Joint Statement that provides our representatives with an agreed framework to engage with local management, which further ensures any wider duty/individual members issues resulting from the reviewed CSP’s opening times are dealt with via the MTSF agreement, in addition to the safeguards in place for individuals within units who are covered by the Equality Act.
Any queries to the content of the above please contact the Outdoor Department reference 532, email address: njones@cwu.org
Greener Jobs Alliance (GJA) Newsletter No. 39 – July/August 2022:
Introduction
The Greener Jobs Alliance 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.
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 came into existence as a result of funding from Battersea and Wandsworth TUC.
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 last year and has 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.
In this edition Paul Atkin in his editorial argues that it’s more and more apparent that the labour and trade union movement has to step up, not just to get a voice in the green transition, but to try to make sure that we have one at all. This latest GJA Newsletter aims to be a tool to help activists do just that Paul states. Issue 39 has reports on models of transition bodies in local authorities in the North East and Oxford; and stresses the need for union involvement. The recent GJA Newsletter special edition “getting the union voice heard” provides activists with a set of questions for local authorities; which local unions can use to begin to get into the room – or even the zoom- where it happens. Paul urges TU’s to use this material in Unions and with others locally, and in trades councils to make a joint approach to LAs. The North East project looks like a good model for engaging and mobilising communities around transition that could be adopted elsewhere.
See attached copy of the GJA Newsletter No.39 for July/August 2022.
Contents GJA Newsletter 39:
Editorial
Use this Newsletter
Tories go off the rails
Insulation
TUC – Future proof our schools
Just Transition
Overcoming Just Transition barriers in the North East
Unions need consulting on climate policies
Offshore workers have the solutions for energy transition
It don’t have to be this way
A zero-carbon construction industry must be inclusive
Oxford Zero Carbon Partnership
Cop27
ITUC Advocacy demands just out
TUC warns of Egyptian Government Greenwash
Union Conference Round Up
UCU, UNISON, GMB
GJA at Glastonbury
Green Bites
Car Free July
STATS & graphic of the month
Quote of the Month:
“No progressive vision of society can be built on the fossil economy because the fossil economy is death”
(Gustavo Petro, Newly elected President of Columbia)
Attachment:
GJA-Newsletter-39-July/August 2022
Yours sincerely
Dave Joyce National Health, Safety & Environment Officer
Air conditioning is a system within a vehicle that allows the driver to cool the interior air of the vehicle in hot weather, providing for a cooler and more comfortable environment for the driver and occupants.
Because the UK has had a temperate climate in the past, many fleet operators have thought that air-conditioning in their vans and trucks would be a rarely-used luxury and not worth any extra costs. But climate change and the recent very hot summers, including this week’s record-breaking heatwave reaching 40C/104F means the benefits of air conditioning are now generally accepted and appreciated.
The safety aspect of air conditioning is often overlooked but is very important. Air conditioning provides efficient cool air in the summer and in winter it can provide warm, dehumidified air – quickly helping demist steamed-up windows. Also the cleaner, fresher air (with lower humidity) can enhance driver awareness and help prevent drowsiness.
As well as filtering out pollutants and airborne particles, air conditioning keeps the atmosphere in the vehicle cleaner and can also help alleviate the seasonal symptoms of hay fever and not forgetting – air conditioning can provide a more pleasant and odour-free environment for both driver and passengers.
Discussions have taken place this week with Royal Mail Group Fleet regarding the air conditioning systems in the RMG Fleet and the present position is as follows:
All 17t vehicles and above, including MU’s, etc., have air conditioning fitted as standard.
All new electric vehicles have air conditioning fitted.
All older small diesel light commercial vehicles (vans) do not have air conditioning (there may be the odd exception).
All 7.5t distribution fleet vehicles do not have air conditioning (there may be the odd exception).
Royal Mail Fleet have agreed that the move to electric vehicles will now see air conditioning as standard on most of the small fleet and RMG Fleet will now amend the procurement specification to also include air conditioning in the standard specification when purchasing all vehicles, if it isn’t a standard specification on the models concerned.
RMG Fleet will amend the standard specification for all 7.5t distribution fleet vehicles to have air conditioning going forward.
Attachment:
Confirmation letter from Paul Fletcher Head of Fleet Engineering, Supply & Lifecycle dated 18 July 2022
Yours sincerely
Dave Joyce National Health, Safety & Environment Officer
On 18th July Ofcom published a statement setting out its decisions on the regulation of postal services from 2022 to 2027. This follows a review process that began with an initial ‘Call for Inputs’ in March 2021 and then a consultation on Ofcom’s proposals in December 2021, as reported on under LTB 293/21 and LTB 542/21. The CWU made a submission to each stage of Ofcom’s review, both of which can be found on the CWU’s website and on Ofcom’s website (links to these are included below).
The CWU Research Department has produced an initial summary and brief analysis of Ofcom’s statement, as set out below.
Statement summary
Ofcom’s statement says that broadly the current postal regulatory framework is working well, allowing the postal market to meet the needs of its users. Consequently, Ofcom has decided that a root-and-branch review of the frameworkis not necessary, and so it will continue the current approach.
Ofcom’s statement is in line with its proposals as reported on in December 2021 under LTB 542/21. In brief, Ofcom has made the following decisions on the regulatory framework for post:
Maintain the current overall framework, including price caps on basic universal services and quality of service standards.
Introduce new targeted consumer protections, requiring parcel operators to have policies and procedures for the fair and appropriate treatment of disabled consumers. Ofcom will also issue new guidance for parcel operators on complaints handling.
Continue to ensure that Royal Mail has commercial flexibility so that it can meet the challenges of providing a financially sustainable universal service.
Require Royal Mail to provide Ofcom with a view of the financial sustainability of the universal serviceover a longer period than currently requirede. five years rather than the current three year period.
Require Royal Mail to provide and publish a five-year view of its efficiency expectations and reportagainst actual performance. This includes a high level overview of its efficiency ambitions and an insight into the expected operational efficiency of frontline staff. Ofcom has decided that it would not be appropriate or proportionate to impose price controls or set efficiency targets for Royal Mail.
Provide a stable regulatory framework, to support investment by all postal operators and ensure Royal Mail competes on a level playing field. This includes not extending access regulation into the parcels market, and not requiring tracking in the Universal Service Obligation (USO), as Ofcom considers that doing so could be damaging to competition.
Main CWU concerns
Labour standards in parcels
It is very disappointing that Ofcom has not proposed any measures in response to the CWU’s call for regulation to address the exploitation of workers in the unregulated parcels sector. We argued that Ofcom has a role to play in this given the connection between employment standards and service quality. We said that Ofcom should start by levelling the playing field on mail integrity and consumer protection, whilst also pushing for more powers and duties on labour standards.
Ofcom’s statement says “In response to CWU’s comment concerning the employment models of parcel operators,Ofcom does not regulate parcel operators’ employment models, and this extends to RoyalMail also. We note that CWU would like Ofcom to push for more powers from theGovernment to regulate parcel operators in order to improve quality of service and protectparcel workers.”
Whilst Ofcom notes the CWU’s point on pushing for more powers in this area, they make no further comment on this and there is no commitment to take this forward.
Consumer protection in parcels
It is a concern that Ofcom has decided not to extend mail integrity requirements to all parcel operators other than Royal Mail, which the CWU argued would help to improve quality of service standards. It is also disappointing that Ofcom has only decided to issue guidance for parcel operators other than Royal Mail on complaints handling, as opposed to new rules. The CWU said that voluntary guidance is not sufficient and that rules are needed for all operators to ensure that customer complaints are handled effectively and to provide proper redress for customers when things go wrong. In addition, whilst Ofcom will introduce a new condition for parcel operators to have policies in place for consumers with a disability, unfortunately it will not set minimum requirements on this as called for by the CWU.
Tracking on universal service products
It is disappointing that Ofcom has decided not to allow Royal Mail to offer tracking on universal service products. Ofcom has concluded that extending regulation to include tracking on First and Second Class USO parcel services could harm the further development of competition in the C2X (Consumer to Anywhere) segment. However, as the CWU and Royal Mail have argued, the C2X market is already highly competitive.
Royal Mail has released a statement on Ofcom’s decision on this issue, saying that tracking should be a feature of a modern postal Universal Service in 2022, and urging Ofcom to reconsider its decision.
Welcome decisions
Although there are some clear areas of concern for the CWU, Ofcom has also made some decisions we can welcome, including:
Not to reintroduce price controls or binding efficiency targets on Royal Mail, which we argued would threaten the future financial sustainability of the USO.
Not to extend access regulation to small parcels or other bulk letter services (e.g. business reply mail), which we argued would adversely impact Royal Mail’s revenues and the security of the universal service.
To maintain the requirements on Royal Mail to provide USO services for parcels weighing up to 20kgwhich we said is important in meeting the needs of citizens and consumers.
We will be doing some further analysis on Ofcom’s statement to help inform our next steps in making representations to Ofcom and influencing postal regulation in the interests of our members.
Ofcom’s Review of Postal Regulation Statement, consultation documents and all stakeholder responses, including the CWU’s responses, can be found here:
We have today served notice on Royal Mail Group for a second national ballot on change. Papers will land from next Thursday. That means we have one week to meet every member.
This is a challenge like no other but if any union can do it then it’s us.
CWU Eastern No5 Branch 