RMG – Environment Week – RMG SHE Huddle FY22 015 & Posters:

Royal Mail Group (RMG) have circulated the attached documents this week to all managers, in all functions, during ‘Environment Week’. The SHE Huddle and Posters are intended to act as a focal point during the week and an ongoing reminder of the environmental ambitions of the business, looking to go further in taking action to reduce the waste generated by RMG and water used by 25% by 2030.

RMG states that it is committed to providing sustainable services for customers and communities as the organisation delivers for the nation.

SHE Huddle FY22 015 Vehicle Washing 

This staff briefing concentrates on ensuring that fleet vehicle cleaning is undertaken using the correct equipment, vehicles are cleaned in compliance with environmental legislation, the cleaning doesn’t pose health and safety risks to drivers or members of the public and that there is no effluent discharged into the drainage system.

Posters

There are also two posters being circulated:

• The first is Waste Recovery/Disposal of Non-hazardous waste
• The second is Waste Recycling Mixed Recyclables

Attachments

• A copy of RMG SHE Huddle FY22 010 is attached.
• Waste Recycling Posters (2).

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 118/22 – RMG – Environment Week – RMG SHE Huddle FY22 015 & Posters

SHE Huddle FY22 015 Vehicle Washing

RM Waste Signs_Residual Waste (v1.0)

RM Waste Signs_Dry Mixed Recycling (v1.0)

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RMP&FS Property Week – RMG SHE Huddle FY22 010

RMP&FS have circulated the attached document this week to all managers in all functions which is intended to act as an ongoing reminder of the property tasks that require regular attention by PiCs and managers in all Royal Mail Group units.

Contractor Safety & Environmental Guide  

The Royal Mail Group Contractor Health, Safety & Environmental Guide has been reviewed and re-published on the SHEMS (SHE Management System) as an appendix to SHE Instruction 7.1 Contractor and Supplier Management. A copy is available on the Compliance Records Database (CRD) for all contractors https://royalmail.info-exchange.com/Secure/App-5. All contractors are required to have a copy whilst they are undertaking work on RMG sites.

Fire

PiCs must:

• Ensure that the unit carries out a fire drill at least every 6 months, and they might need to schedule more drills to ensure that different shift patterns are all able to participate.
• Fire doors must remain closed at all times unless they are held open with an approved device linked to the fire alarm system.
• All fires, however small must be reported to the CPC.
• Ensure that Yorks and other equipment are never allowed to block or obstruct fire exits.

Asbestos 

PiCs must:

• Ensure the latest version of the Asbestos Register is contained within the Site Log Book. They can obtain a copy by contacting the National Service Centre (0333 005 0312) or downloading from the CRD https://royalmail.info-exchange.com/Secure/App-5.
• Remember it is the PiCs responsibility to carry out regular inspections of the buildings and general environment, noting on the condition of ACMs in the workplace in the Unit Workplace Monthly Inspection Checklist. If any damage (observed or suspected) is found, it must be reported immediately to the National Service Centre on 0333 005 0312 and restrict access to the area.
• PiCs must familiarise themselves with ‘StayCalm’ guidance so they know what action to take should they suspect asbestos has been identified and/or disturbed: https://staycalm.online/on-site/incident/asbestos/ 

Statutory Compliance Checks

PiCs must:

• Legionella: Ensure the latest Legionella Risk Assessment (LRA) is documented in the Site Logbook and that they have read and understood it. If the LRA identifies that little used outlets are present at the site, they should ensure they carry out the weekly flushing regime, as required, and keep the records in Section 3 of the Site Logbook using Form: PFS2_001l.
• Emergency Lighting: Ensure that monthly emergency lighting tests are undertaken, and results recorded in the Site Log Book. If any faults are identified report these to the National Service Centre.

Compliance Records Database – how to identify and address remedial actions 

• PiCs/Unit Managers, are responsible for closing out a number of actions for varying compliance areas, for example: fire and legionella risk assessments, ventilation assessments. To assist with this, a quick guide has been developed alongside the existing information on the Compliance Records Database. There is a Link for further information and a ‘Help section’ in the Huddle document.
• Additionally, there are several earlier remedial action instructions, including a short audio visual guide and another which shows users how to download a list of all actions for bulk updates.

Supporting Information and links provide further information and guidance on the topics above: 

She Instruction 5.2 – Fire Safety Management

SHE Instruction 7.1 Contractor Management

SHE Instruction 9.3 Asbestos Management

SHE Instruction 9.4 – Legionella

https://royalmail.info-exchange.com/Secure/App-5

Asbestos

Attachment 

A copy of RMG SHE Huddle FY22 010 is attached. 

(NOTE: RMP&FS have apologised to the CWU/HQ Health, Safety & Environment Department for the late communication of RMG SHE Huddle FY22 010 but have stressed that the information is appropriate year round and not just during the launch week).

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

22LTB117 RMP&FS Property Week – RMG SHE Huddle FY22 010

SHE Huddle FY20 010 Property Week 2022

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Royal Mail Group (RMG) – Contractors Health, Safety & Environmental Guide

Following discussions and consultation with Royal Mail Property and Facilities Solutions (RMP&FS), a new RMG Contractor Health, Safety and Environment Guide has been produced and published W/C 7 March which has been distributed throughout Royal Mail Group (Royal Mail, Parcelforce, RM SHE, RMP&FS, RM Engineering, RM Fleet, RMSS, RMCE etc.) via various communication channels.

This is an important publication providing concise, brief but comprehensive and important guidance to help ensure the safety of Royal Mail Group workers and the contractors’ workers whilst contractors are working on Royal Mail Group sites, in and around the operation and staff.

The Health, Safety & Environment Department has had to deal with a number of complaints in the past where contractors have failed to follow site rules and safe working methods whilst on Royal Mail, and Parcelforce sites and this new guidance communicates a clear message and instructions to all concerned about what is required of contractors and what PiCs, managers and Union Reps need to do in the event of health, safety or environmental issues arising.

Any company, as with RMG, engaging contractors has legal health and safety responsibilities, both for the contractors and anyone else that could be affected by their activities. The contractors themselves also have legal health and safety responsibilities they must comply with. It’s important for the PiCs (Persons in Charge) of RMG offices and sites to ensure that everyone understands the part they need to play in ensuring and complying with health and safety.

Use of contractors in itself does not result in poor health and safety standards, but poor management and poor compliance with safe working methods can lead to dangerous occurrences, accidents, injuries, ill health, plus damage, costs and delays. Working closely with contractors will reduce the risks to Royal Mail employees and the contractors themselves.

It’s always important to remember that contractors may be at particular risk – they may be strangers to the workplace and therefore unfamiliar with Royal Mail Group’s organisation and procedures, rules, hazards and risks. Even regular contractors may need reminding. The level of control needed will, of course, be proportionate to the complexity of the tasks and work being undertaken, especially if high numbers of contractors come on-site to complete work over a period of time.

PiCs and Managers:

• Need to ensure the contractors have a site induction before beginning work on site.
• Need to obtain the contractor’s health and safety plans.
• Need to tell the contractors about any specific risks within the workplace, e.g. the location of asbestos containing materials, remembering that some of the risks in the workplace may not be obvious to the contractors.
• Need to share work method statements or safe systems of work.
• Need to tell employees and contractors about the risks, and make sure that the contractors provide information about any additional risks they will be introducing to the site whilst they are present.
• Need to communicate, co-ordinate and co-operate so that employees and contractors know what is expected of them and when, and everyone understands their individual roles.
• Need to be clear about the work expected by the contractors and standards of competence.
• Need to demonstrate the importance Royal Mail Group places on health and safety.
• Need to ensure short cuts are not taken.
• Need to ensure a pre-start meeting is held in order to ensure co-ordination and communication, pre-start planning, preparation and consultation with all stakeholders and CWU Reps takes place.
• Need to hold regular joint progress meetings involving CWU Reps and raise health and safety issues as they occur.
• Need to address health and safety failings by engaging directly with the contractors.
• Need to monitor the contractor’s health and safety performance.
• Need to include contractors’ activities in all safety inspections and checks.
• Need to ‘stop the work’ if there are serious health and safety concerns.
• Need to jointly investigate and address the root cause of any incidents, feeding back results of the investigation and remedial action to everyone involved. All workers should have clear lines of communication to report concerns.

The New RMG Contractors Health, Safety & Environmental Guide.

A copy of the new guide is attached for the ASRs and WSR to use as an important information and quick reference tool when contractors are coming on site to undertake any works either planned or reactive.

Subjects covered are:

• Arrival on site
• Emergency arrangements
• Hazard Information
• Safe working requirements
• CDM and Construction Work
• Permit To Work
• Roof Work – Work at Height
• Electricity
• Vehicles
• Asbestos
• Confined Spaces
• Incidents or Accidents
• Where to report any issues related to contractors or engineers which is the RMP&FS National Service Centre on: 0333 005 0312.
• All accidents, injuries, environmental incidents or dangerous occurrences are to be reported via ERICA, in addition to the National Service Centre.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

22LTB116 RMG – Contractors Health, Safety & Environmental Guide

RMG_Contractor Health Safety Environmental Guide

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UKRAINE – CWU HUMANITARIAN AID

Further to LTB 088/22, in which we issued a CWU statement in support of the people of Ukraine.  We have been contacted by CWU Humanitarian Aid who have advised that they are looking at a number of ways to assist with the relief program to help Ukrainian refugees in Poland, Romania and Moldova and they are initially asking for donations, which will enable them to purchase aid.

CWUHA are looking to Royal Mail or Parcelforce to supply vehicles, which will enable them to transport aid direct to the aid stations.  Failing this they will be looking to work with organisations in the various countries to ensure our aid reaches the refugees.

If your branch would like to make a donation to support the CWUHA Refugee appeal – you can either do a BACs to the account below or send a cheque made payable to ‘CWUHA’ to Carl Webb, CWU, 302a Barlow Moor Rd, Manchester, M21 8AY.

Bank: Unity Trust

Sort Code: 60 83 01

Acc no: 20031169

Ref: Ukraine

If you would like to make a personal donation, the charity has set up a JustGiving site www.Justgiving.com/campaign/cwuhaUkraineAppeal

Every penny donated will be spent on purchasing aid and the charity will only deliver items that are needed and of good quality.

Any enquiries on the above LTB should be addressed to the General Secretary at jdunn@cwu.org.

Yours sincerely

Dave Ward
General Secretary 

22LTB097 UKRAINE CWU HUMANITARIAN AID

CAPITA TVL: PAY 1^STJANUARY 2022 – IMPASSE REACHED

Further to LTB081/22 dated 22^ndFebruary.  Branches are advised that a further meeting was held with Paul Johnston, Managing Director, Capita TVL on 9^thMarch.  During the meeting I reiterated the Union’s position, which is that we are seeking a fair and reasonable pay rise in line with the rising cost of living and in particular the huge increases in utility bills along with the imminent 1.25% increase in National Insurance contributions.  A cordial and constructive discussion was held around various pay related matters along with a suggestion for a couple of general improvements to ways of working for our members.  However, despite both parties wanting to reach agreement, it is clear that the pay offer currently on the table falls significantly short of our aspirations, especially with inflation forecast to continue rising.

Annual Report & Accounts for 2021 – Significant Profit Growth

Capita Group yesterday announced its results for the year to 31^st December 2021.  The company has undertaken an extensive transformation programme, with total cost savings of more than £425m (£123m of this being in 2021).  This restructuring is now complete and Jon Lewis, CEO stated in the Group’s financial statement “These cost savings were a major driver of our profit improvement in 2021”, profits which now stand at £285.6m having risen significantly from a £49.4m loss in 2020 – an increase of 678%.

A summary of yesterday’s financial results drawn up by our Research Department is attached for information.

Jon Lewis also noted Capita “…will continue to focus on driving investment in our people….” And crucially he admitted “None of this would have been possible without our people, whom I would like to thank for all their hard work, commitment and professionalism.”

The BBC contract extension (announced in February – refer to LTB077/22) was also highlighted in the financial report as a positive under the heading “Growth” as follows:

“Good start to 2022 in Experience with £456m five-year BBC TV licensing extension announced in February”

Clearly, our members working on the TV Licencing contract are playing a vital part in the growth strategy of the newly streamlined Capita Group and it naturally follows they should be rewarded in a meaningful way for their hard work and commitment.  Unfortunately, the pay offer as it stands doesn’t do this.  Therefore, if the CEO genuinely believes in “driving investment in our people”, he should ensure they are given a decent pay rise to enable them to cope with the extreme cost of living.

Next Steps

In view of the prevailing situation, whereby achieving an agreement is looking problematic, we have organised a meeting with our Capita TVL Reps on Monday 14^th March to discuss next steps.

Further developments will be reported.

Yours sincerely

Andy Furey
Assistant Secretary

22LTB115 Capita TVL – Pay 1st January 2022- Impasse Reached

Attachment 1 to 22LTB115

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Queen’s Jubilee Weekend Working Arrangements

Following the attached communication received earlier today from the Operations Development Director in relation to the working arrangements for the Queen’s Jubilee weekend, a number of enquiries have been received in the DGS(P) Department regarding predominantly whether Saturday 4^th June 2022 will be classed as a non-service day, have been subject to discussion with the Union.

Representations were made to Royal Mail Group (RMG) earlier this year and in particular the question was asked as to whether the business intended to appeal to Ofcom for a non-service day on the Saturday in question.

Having considered this matter, the business are of the view that as many customers will have a normal working day on 4^th June and Post Office Limited also plan to open as normal, Ofcom would not be in favour of such a request especially having already granted an additional non-service day in January.

Branches and Representatives will be aware that the Union has fought vigorously to defend the Universal Service Obligation (USO) in recent times as well as pursuing the move to a 24/7 operation in order to reinvent Royal Mail Group for the next generation.  It is evident however that many people will still be working on Saturday 4^th June and therefore many customers will still expect a service from Royal Mail.  In respect of this exceptional occasion, the company have decided that it will be dealt with in a similar manner to Easter arrangements.

In relation to the operational staffing arrangements over the Jubilee weekend, the National Officers will be holding meetings with RMG to work through the proposed arrangements to ensure that the exact details are finalised and then subsequently agreed.

Further developments will be reported in due course.

Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.

Yours sincerely,

Terry Pullinger
Deputy General Secretary (Postal)       

LTB 114-22 Queen’s Jubilee Weekend Working Arrangements

Attachment to LTB 114-22

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EUREST PAY CLAIM 2022 AND BALLOT ARRANGEMENTS

Branches and representatives will be aware that the pay review date for our Eurest catering grade members was moved to April each year, in order to align with the annual review of the National Minimum Wage.

As in previous years both parties have been committed to early discussions in 2022 to ensure that any agreed arrangements could be concluded to meet the April deadline. Discussions have been complicated this year due to the effects of the Covid-19 pandemic on the business and the prevailing financial climate. However, while the aforementioned issues could have presented a barrier to concluding an acceptable deal, further to positive discussions an agreement has now been reached with Compass Group/Eurest on a pay settlement for 2022.

In the view of the department, the agreed settlement rewards the ongoing commitment of our members while also recognising the commercial realities of the impact of the Covid-19 period and current economic climate.

The deal is straightforward and consists of:

 A 6% increase in basic pay (not NDA) rates for all grades, effective 1st April 2022. 

 The retention of the previously agreed differential on Premium/Overtime rates pitching those rates at £1 above the standard rate for each grade. 

 The next pay review date will be April 2023. 

For our Grade C members the deal meets the CWU aspiration of maintaining the current level of differential over the National Minimum Wage, which we have been seeking over recent pay deals to maintain or grow.

The Postal Executive has endorsed the pay offer for recommendation to our Eurest members. We have therefore been consulting with the SDG(S) department in relation to arrangements for an individual members’ ballot, which have now been finalised.

We can now confirm that the ballot timetable will be as follows:

Ballot Papers Despatched: Tuesday, 15th March 2022

Ballot Closes: Tuesday, 5th April 2022 (first post)

Branch Secretaries are requested to ensure that our members are made aware of the content of this LTB and that every effort is made to encourage our members to use their vote when their ballot papers are received.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org quoting reference 301.11.

Yours sincerely

Davie Robertson
Assistant Secretary

22LTB113

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POST OFFICE: PAY DISPUTE – ESSENTIAL TO DELIVER A STRONG YES VOTE

Branches are advised ballot papers have started to arrive from today.  Reports from Reps suggest we are on track to deliver a healthy Yes vote.  However, we will not be complacent; accordingly, Branches are encouraged to continue making every effort to engage with members with the key message being the importance of returning ballot papers to ensure we surpass the legal threshold.  The ballot paper communication is attached.

Late last week Post Office published the attached communication.  Bizarrely they said they were “disappointed” we had instigated the strike ballot.  This disappointment pales into insignificance compared to the outrage being expressed by many members who evidently feel a pay freeze is an absolute insult.

It was revealing to discover Government has provided Post Office with very nearly £1.2bn in subsidy since March 2021.  This eye-watering sum of money needs to be considered against the backdrop that just £5m extra on the pay bill shared amongst our members would resolve this pay dispute.  Therefore, the excuse of affordability cannot be proffered as a reason for the pay freeze.

Additionally, Post Office has unsurprisingly delayed the publication of its Annual Report & Accounts for 2020/21, although we are given to understand that when finally published, a healthy profit will once again be declared.  This further demonstrates the issue of affordability is not a barrier to a pay agreement.  It is likely the Report & Accounts will also provide information in regard to the millions of pounds that has been wasted defending the indefensible in respect of the Horizon scandal – money that could have been used to improve members’ terms and conditions.

We are naturally committed to reaching a negotiated settlement, which we aim to secure following our members delivering what will hopefully be a powerful Yes vote.

Yours sincerely

Andy Furey
Assistant Secretary

22LTB112 Post Office – Pay Dispute – Essential to Deliver a Strong Yes Vote

Attachment 1 to 22LTB112

Attachment 2 to 22LTB112

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NATIONAL TUC RALLY BLACKPOOL 19^TH MARCH – POSTPONED

The purpose of this LTB is to advise Branches, reps and members, that the TUC have today postponed the National Rally planned for Blackpool on the 19^th March.

We have attached a statement from the TUC which was endorsed at a TUC Executive Committee meeting earlier today.

From a CWU perspective, we do understand the reasons for the postponement, although we made it clear that the CWU were ready to deliver a big turnout.

We know that CWU Branches will be disappointed at this postponement and that you had already put a lot of work into mobilising for the March rally, and we thank you for your efforts.

However, as part of the discussion today, we are pleased that the TUC have firmed up their commitment to the National New Deal tour and the National New Deal mobilisation taking place in summer 2022.

In prioritising the New Deal Campaign later this year, we are confident that the whole of our movement will be redoubling our efforts to ensure we see the biggest mobilisation of working people for decades.  Further details on this will be released in due course.

In the meantime, please ensure that the contents of this LTB are conveyed to our representatives and members and advise that we will still be focusing on the CWU mobilising for the UN Anti-Racism day on the 19^thMarch.  We strongly encourage Branches to attend one of the Anti-Racism events that are taking place around the UK on that day.

Any enquiries on the above should be addressed to the General Secretary at jdunn@cwu.org.

Yours sincerely

Dave Ward
General Secretary

To all members of the TUC General Council and all General Secretaries of affiliated unions:

Dear Colleague

This morning the Executive Committee agreed to postpone the mobilisation that was due to take place in Blackpool on 19 March.

Over the coming fortnight we will be mobilising trade unionists in support of the ITUC day of solidarity with Ukraine on 15 March(more details to follow tomorrow). And we will support the mobilisations in London and around the UK for the UN Antiracism Day on 19-20 March – particularly as this government refuses to properly support and welcome refugees from Ukraine and other conflict zones into the UK.

The wages and bills crisis is about to bite. The TUC and the whole trade union movement demand action.  So we will be bringing our campaign to win pay rises and a new deal for workers to a town or city near you soon, and hosting a national mobilisation in London this summer.  Dates and details to be announced soon.

Paul Nowak
TUC Deputy General Secretary

22LTB111 NATIONAL TUC RALLY BLACKPOOL 19TH MARCH POSTPONED (003)

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Royal Mail & CWU National Joint Statement Scan In, Scan Out (SISO) in the Delivery Function – Evaluation of PDA Solutions

As Branches will be aware one of the commitments contained within the ‘Key Principles Framework (Pathway to Change) Agreement’ at 2.5 Technology, was the introduction of SI/SO for employees to log in and out when an individual starts/finishes work.

Whilst Royal Mail, with CWU involvement has deployed Scan In, Scan Out (SISO) for the processing functions, the company are now looking at device and other solutions for the Delivery Function.

Consoles were the preferred option in Mail Centres and Regional Distribution Centres, as these are overall relatively uniform buildings and have the required space without impacting on the Operation. However, it is recognised that the wider use of consoles within Delivery Units may not be suitable and prove to be difficult in a number of locations due to the diversity of Delivery Units, space constraints and other limitations. In response to this, we have agreed to undertake a limited evaluation process to explore a possible PDA based solution which has the same inputs and outputs as found in the Processing Function, whilst not impacting on the layout of the Delivery operation.

Within this initial evaluation process the PDA will have the SISO Application.  The barcode scanner will be activated when the user selects either Attendance Start or Attendance Finish.  The Holder (mount) will be affixed to the signing-on desk (See Annex for images of the Static PDA solution).

Evaluation Objectives

The primary objective is to gather feedback from the selected Delivery Units as to whether the PDA solution is fit for purpose and is a user-friendly application.

Royal Mail and the CWU will evaluate the PDA solution within six Units which have been jointly selected in order to gain first-hand feedback:

• Plymouth
• Plympton
• Plymouth North
• Plymouth West Park
• Dumfries
• Newark

The Units selected contain different ranges of delivery options (e.g. Town, Rural, HCT etc). The details of the evaluation process will be briefed within the selected Units.

OPGs within these Units will have the opportunity to test the process using the PDA solution by being asked to select the ‘Start / Finish’ option, and then scanning via their name badge.  OPGs will also be asked about the PDA solution around ease of use: –

• Are you able to select Start / Finish easily on the PDA screen? If no, what was the issue?
• Was scanning your ID card easy? If no, what was the issue?

Both parties have agreed that the data produced from Scan In/Scan Out will not be used for any resourcing practices or operational aspects during the evaluation within the six selected Units. The evaluation is limited to whether the PDA solution is fit for purpose only.

The evaluation will be carried out over a 2-week period for the 6 Units from week commencing 14^th of March 2022.  At the end of the evaluation, feedback will be jointly secured from the Units (including direct feedback from the Local CWU Representative and DOM) on this initial evaluation process by the relevant Royal Mail and CWU national leads.

Review and Next Steps

Royal Mail and the CWU will review the feedback nationally from this evaluation exercise, which will determine any future equipment and deployment programme. Additionally, the evaluation will also determine the next steps and jointly agreed activities necessary, which may include future trials or pilots before consideration of any further or wider National roll out of SI/SO within delivery units.

Following the completion of the evaluation process the units involved will remove the PDA solution application subject to further national discussion and wider agreement around SISO.

Any queries to the content of the above please contact the Outdoor Department reference 540 , email address: njones@cwu.org

Yours sincerely, 

Mark Baulch                                                                                       

CWU Assistant Secretary

LTB 110-22- SISO in the Delivery Function – 09.03.22

SISO Delivery Function Evaluation Joint Statment v3.docmb – final

Appendix A SISO Static PDA User Evaluation Unit Brief v1

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