Royal Mail Driver Training Exigency Arrangements For New Recruit Light Commercial Vehicles(LCV)/Van Fleet Drivers

This is to update Branches, Area Safety Reps and Area Delivery Reps on interim arrangements that have been introduced by Royal Mail from this week as a short term driver training exigency across the business.

The Health, Safety and Environment Department were briefed on Friday 5 November by the Royal Mail Group National Road Safety Manager regarding an urgent and pressing situation facing the business with regards to the significant increase in recruitment for permanent drivers in Delivery Offices, leading, in turn, to a huge increase in driver training demand which has outstripped the ability of the training provider (Pertemps) to deliver the level being requested.

Whilst not ideal, after some discussion, I indicated no objection to the interim, short-term arrangements now proposed which are designed to alleviate the problem now facing Royal Mail.  There will be a temporary relaxation to the Royal Mail Group policy which is set out in Royal Mail Group (Safety Health & Environment (SHE) Instruction 8.2) which requires that new recruits receive RMG driver training before they are permitted to drive Royal Mail Vans.

It was pointed out by Royal Mail that short term agency drivers do not receive in-cab training before driving Royal Mail Light Commercial Vehicles/Vans and this temporary arrangement would be similar in that respect.

The temporary interim arrangements will involve, as an exception, allowing new recruits to drive vans immediately on starting employment with Royal Mail subject to:

1. The new external recruit drivers meeting the minimum Royal Mail standards on recruitment and full driving licence check.
2. The new external recruit drivers undergoing an online assessment which includes testing of their driving knowledge, experience and hazard perception.
3. The Pertemps training has to have been booked for new recruit drivers.
4. They have received the ‘Driving for Operational Cover’ e-learning, (this is used for agency drivers and was what was used for new starters during the RMG Covid secure restrictions).
5. They have had a familiarisation of the vehicle session with a Manager or Workplace Coach.

Royal Mail stress the importance of compliance with these requirements, and will track training bookings against recruitment.

Attachment: 

• Copy communication from the Royal Mail Group National Road Safety Manager.

All enquiries should be addressed to the CWU/HQ Health, Safety & Environment Department.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 472/21 – Royal Mail Driver Training Exigency Arrangements For New Recruit Light Commercial Vehicles(LCV)Van Fleet Drivers

Mark Bromhall Letter 

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AGREEMENT BETWEEN CWU & PARCELFORCE WORLDWIDE ON 2021 PEAK AND CHRISTMAS REMUNERATION PROPOSALS FOR ALL CWU GRADE DEPOT EMPLOYEES

Branches and representatives will be aware that in previous years, agreement has been reached with Parcelforce Worldwide in relation to incentive arrangements for volunteers to attend on the Saturdays and Sundays in Depots in the run up to Christmas.

With the continuing impact of Covid-19 on consumer habits, Parcelforce are anticipating high volumes and demand over the peak period. Given this, to provide proper incentive and reward for our members and in recognition both of their commitment and the size of the challenge, discussions have taken place with the business in line with tradition in relation to remuneration arrangements.

Attached for information is the agreement between CWU & Parcelforce Worldwide on 2021 Autumn Pressure and Christmas Remuneration Proposals for all CWU Grade Depot Employees, which has been endorsed by the Postal Executive.

As in previous years, the agreement defines incentive arrangements for volunteers to attend on the Saturdays and Sundays over the four weekends in the run up to Christmas. In light of the current traffic forecasts we have agreed that there will be three levels of incentive, as there were in 2020.

A standard commitment to two attendances (minimum six hours) mirroring previous years’ arrangements attracting a single payment of £38, the same amount as last year.

An enhanced commitment to three attendances (minimum six hours) attracting a single payment of £60. Both of these incentives will be available to employees volunteering to cover C&D, Indoor and Admin duties.

In addition, there will be a further enhanced commitment to perform C&D on three attendances (minimum eight hours) attracting a single payment of £100.

This opportunity will be available to all employees willing to drive and who have the necessary skills and training. The business has agreed to provide familiarisation training for any individual wishing to volunteer.

Only one payment can be received by any individual based on the level of commitment given. However, in all cases where the commitment is made and the hours are performed, each hour will attract an hourly rate of £22.30, which is equivalent to double the normal rate.

In respect to the Seasonal Traffic Recirculation, the additional payment for drivers who agree to follow the work remains at £38, the same as last year.

In addition alternative weekday resourcing options are being explored to provide additional incentive for Autumn Pressure 2021, but these are still subject to agreement and will be communicated separately as required.

Colleagues will also note that exceptionally this year, Parcelforce Worldwide will be closed for business on Saturday 25th December and Sunday 26th December, and the Xmas & Boxing Day Bank Holidays will be taken on the Monday 27th and Tuesday 28th Decemberrespectively. Parcelforce will also be closed for business on Saturday 1st & Sunday 2nd January 2022, and the New Year Bank Holiday will be taken on the 3rd January (& 4th January in Scotland). In line with the “No Claw Back” principles established across RMG in 2004/05 (including PFW), employees contracted to attend on these days will not be required to attend and will not be required to make up the hours. 

Obviously, given the significant increases in remuneration this year, the business is very keen to stress that this agreement does not necessarily set the benchmark for future years and as such we have agreed that the arrangements will be subject to joint review.

The department believes that the attached agreement,will be welcomed by our Parcelforce Representatives and members.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.orgquoting reference: 106A.12.

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 471/21

PFW Peak & Christmas Remuneration 08.11.21

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Royal Mail Dog Attack Compensation Scheme – Extension to Parcelforce and a Reminder About The Scheme:

Previous Letters to Branches LTB 498/18 and 271/21 refer.

Discussions have been taking place to resolve an anomaly in the Royal Mail Dog Attack Compensation Scheme and I’m pleased to report that the matter has been resolved with agreement that the scheme has now been formally extended to cover Parcelforce members with immediate effect.

The Dog Attack Compensation Scheme historically refers to Royal Mail and in the past, Parcelforce have told employees who are unfortunate enough to be attacked by a dog that the scheme is for Royal Mail postmen and women only and doesn’t apply in Parcelforce for parcel collection and delivery staff going to the same addresses.

A REMINDER TO ALL!

It often comes to our attention in the Health, Safety & Environment Department that many Branch Reps and members who are injured in dog attacks and are subsequently off work with injuries sustained in dog attacks are not aware of this scheme and do not make applications for Dog Attack Compensation which they may be entitled to benefit from.

If injured and off work sick as a result of a dog attack, benefits are available to members under the Royal Mail and Parcelforce ‘Dog Attack Compensation Scheme’. The scheme pays compensation amounting to the difference between full rate sick pay and an individual’s average weekly earnings over the previous 13 weeks prior to the dog attack incident.

This is paid out regardless of any personal injury litigation compensation which may be recovered by the Union solicitors acting for the member.

The updated Royal Mail and Parcelforce – ‘Dog Attack Compensation Scheme’ claim form is attached which branches can print off and keep available in the branch office for members when needed.

The form can also be located on Royal Mail Group’s PSP system or by contacting HR Services. If a manager requires a copy of the form they can type in ‘Dog Attack Compensation’ on the company intranet system and the form will appear under the searches.

Royal Mail and Parcelforce ‘Dog Attack Compensation Scheme’ Conditions are:

• 1 week minimum sick absence must be incurred in order to qualify to submit a claim.
• A maximum of 13 weeks average earnings will be paid out whilst an individual is off work sick following a dog attack.
• Christmas and summer pressure periods and annual leave periods will be excluded from the average earnings calculation.

REMEMBER AND IMPORTANT:

• Report all dog attacks to management.
• Following dog attack injuries, suspend deliveries.
• Report all dog attacks to the Security Helpdesk 020 7239 6655 or email: securityhelpdesk@royalmail.com.
• Record details of every dog attack on the ‘USO SharePoint site’.
• Record all dog attack injuries on ‘ERICA’.
• Report all dog attacks to the Police and get a ‘Crime Number’.
• Report all dog attacks to the Local Authority Dog Warden or officer responsible for Dog Nuisance and Anti-Social Behaviour issues.
• Update WRAP (Walk Risk Assessment Platform) and the Walk Log at the Delivery Office.
• If the member is injured, complete a CWU LS3 Form and submit it to the Union’s Legal Services Department who will instruct the Union’s lawyers to investigate and consider making a compensation claim.
• Make an application under the Royal Mail Dog Attack Compensation Scheme (application form attached).
• IMPORTANT: If victims are asked by the Police to agree that the dog owner can be dealt with via an ‘informal’ Warning’ or ‘Community Resolution’ without recourse to formal criminal justice sanctions – they SHOULD NOT AGREE TO IT. A number of members who have agreed to such sanctions shortly after a dog attack have later changed their mind but have been prevented from allowing the matter to be taken further via a formal prosecution of the dog owner. 

All enquiries regarding the above should be sent to Dave Joyce CWU National Health and Safety Officer at CWU/HQ.

ATTACHMENTS:

• Dog Attack Compensation Claim Form
• Schedule of Authorised Allowances Guide

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

21LTB474 Royal Mail Dog Attack Compensation Scheme – Extension to Parcelforce and a Reminder About The Scheme

Dog Attack Compensation Claim Form

Schedule of Authorised Allowances Guide

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Royal Mail, Parcelforce and RM International Christmas Operations 2021 – Temporary Dedicated Parcel Sort Centres (PSCs), Outhouses and Marquees – Health and Safety

This is to inform and update Branches and Area Health and Safety Representatives that for the eleventh year running, Royal Mail Opps, Parcelforce Worldwide and Royal Mail International are setting up and opening a dedicated, nationwide network of temporary ‘outhoused’, parcel sort centre hubs and outhouses, overflow, relief sites as part of the 2021 Christmas operations, to deal with and handle the significantly increased traffic volumes and to sort a significant proportion of the parcels/packets Royal Mail handles before distribution around the UK and final delivery. The sites will be opening on a phased basis from November.

The temporary network will handle a significant proportion of the additional parcels/packets from the normal sorting network of Mail Centres and Regional Distribution Centres, enabling Royal Mail to cope adequately with the increased volumes of parcel/packet traffic as a result of the continued growth of online retail shopping as effectively as possible, providing Royal Mail with increased capacity and flexibility needed as well as reducing the potential for congestion in Mail Centres and Regional Distribution Centres that sort parcels, cards and letters at the busiest time of the year. The set up will also enable the operation to cope better in the event of any severe weather conditions.

Discussions have taken place with Royal Mail Group in relation to Health and Safety at the Temporary Outhouse Christmas Sort Centres and Satellite Offices and the Joint Statement attached has been agreed with the Royal Mail Group Global Director of Compliance and Sustainability. This applies to all temporary offices and operations and ensures the full access and involvement of CWU ASRs in order to be fully consulted and to undertake Health and Safety inspections, pre-start and ongoing safety spot-checks once operational and to be fully involved, working with the RMG Safety Team, Property Team and Operational Management, to deal with any Health, Safety, Welfare and working environment issues both before and during occupation. All the relevant safety documents agreed with CWU by the Royal Mail Group Central Safety Team are attached.

The agreed Royal Mail Group (Including Parcelforce Worldwide and RM International)/CWU Joint Statement provides a strong commitment to maintaining a safe and healthy workplace, safe work methods and safe equipment at the Temporary Outhouse Offices, Hubs, Marquees etc., for all staff, and ensures the provision of information, training, supervision and fit for purpose equipment needed to achieve this.

Operational Management supported by the RMG Safety Team will take responsibility for health and safety procedures, working with CWU Area Safety Representatives.

RMG/CWU Joint Statement:

The Joint Statement covers: staff safety training and information including site induction training, statutory Health and Safety notices in place, manual handling training, new/temp employees and visitors, safe systems of work, environmental controls, adequate heating and lighting safe place of work, risk assessment, housekeeping, safe machines, plant and equipment, fault reporting, noise and dust control, fire safety and evacuation plan, first aid, ensuring all accidents and near misses are reported and investigated, emergency procedures, joint workplace safety inspections and monitoring. Site access and involvement of CWU Safety Representatives, workplace transport and yard risk controls, continued effective vehicle and pedestrian segregation on site, PPE, emergency procedures and workplace monitoring are also included.

Safety Documents:

I also attach several safety documents agreed with us by the Royal Mail Group Central Safety Team which have gone out to all Royal Mail Regions, and Safety Teams which they have been asked to complete when introducing additional Outhouses or Temporary Structures to support their Christmas operation. These are:

(1) Safety Assessment and Concurrence (SAC1) Unit Level Action Plan

(2) Temporary Accommodation Health & Safety Checklist

(3) Temporary Accommodation Health & Safety Checklist Marquees on existing sites

(4) Guidance Note For Persons In Control (PIC) Where Temporary Heating is Provided

SAC1 & Risk Assessments:

Completion of the SAC 1 in particular may lead to the requirement to review a number of risk assessments in light of changes being introduced, for example:

• Yard – Primarily to ensure continued effective vehicle and pedestrian segregation on site.
• Workplace – To identify and record any other significant risk issue inside the building.
• First Aid – Some of these sites can be remote and require first aid provision to be made.
• PPE – Potentially a number of risks at the site in terms of vehicle/pedestrian segregation and with adjacent properties who share the yard.
• Work Equipment – Normal work equipment may not suit some premises/environments.
• Fire Risk Assessment including fire evacuation plans – essential.

Royal Mail will also be ensuring the following points have been considered: 

• Site induction training – Everyone will be new to the premises.
• Statutory Notices in place – See the new Health and Safety notice board standard.
• Accident reporting procedure – Arrangement in place to allow reporting of accidents and near misses.
• Heating – RMPFS directive followed for temporary heating.
• Housekeeping standards – To minimise the risk of slip and trip accidents.
• Manual handling training – For all the temporary staff.

This set of clear arrangements will help overcome problems experienced in the past with Christmas ‘Outhouses’, ensuring better Health and Safety standards, joint working and problem solving.

Attached are the Royal Mail Opps, Parcelforce Worldwide and Royal Mail International locations of the Christmas Outhouses and additional buildings and Marquee Accommodation being used for the Christmas period 2021.

Attachments:

• RMG/CWU Christmas Joint Statement 2021
• Guidance Document for Temporary Heating (Guidance to Person In Control)
• Temporary Outhouses Health and Safety Checklists
• SHEI 5.3 Change Management
• SAC1 Unit Level Action Plan (SHEI 5.3) Appendix
• Marquees on Existing Sites – Health and Safety Checklist
• Change Management SAC1 (SHEI 5.3) (Appendix 1)
• Checklist for Use of Temporary Heating Appliances
• Royal Mail Opps, Parcelforce Worldwide and Royal Mail International list of Additional Accommodation Christmas 2021

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

21LTB473 Christmas Operations 2021 – Temporary Dedicated Parcel Sort Centres (PSCs), Outhouses and Marquees

Change Management Guidance SAC1(SHEI 5.3)(Appendix 1)

Christmas 2021 – Additional Accommodation

Christmas Joint Statement 2021

PFS2_350_Temporary Outhouses

PFS2_355_Marquees on Existing Sites

PFS2_360a_Temporary Heating Person in Control Guide

PFS2_360b_Checklist for Use of Temporary Heating Appliances

SAC1 Unit Level Action Plan (SHEI 5.3) (Appendix 3)

SHEI 5.3 Change Management (v1.0)

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Election of CWU Delegates to the TUC Equality Conferences 2022

Please find attached the Regulations, Nomination Forms, and Candidate Consent and Biographical Details Form for the above conferences.  The details of which are as follows:

TUC Women’s Conference

Date:  9^th – 11^th March 2022

Venue: TUC Congress House, London

TUC Disabled Workers Conference

Date:  22^nd – 23^rd March 2022  

Venue: BIC, Bournemouth

TUC Black Workers Conference

Date:  6^th – 8^th May 2022

Venue: TUC Congress House, London

TUC LGBT+ Workers Conference

Date:  30^th June – 1^st July 2022

Venue: TUC Congress House, London

The Timetable for the elections is as follows:

Nominations open:  8 November 2021         

Nominations close:  23 November 2021 (14:00)

Dispatch ballot papers from: 25 November 2021

Ballot closes:  9 December 2021 (14:00)

Reminders:

• All candidates for election to the TUC Women’s Conference must be women.
• All candidates require the nomination of their own Branch.

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,

Tony Kearns

Senior Deputy General Secretary  

LTB 470/21

Regulations TUC Equality Conferences 2022

Nomination Forms 2022

Candidates Consent & Biographical Details Form

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CWU Virtual Special General Conference 2021 – OBSERVERS

Delegates that have been registered for the conference by the Branch Secretary will have received their zoom registration link along with the “magic link” to access the voting platform for the conference.

Delegates will need to register themselves on zoom using the link that was sent to them prior to the conference. An information leaflet was also attached which explains how the voting platform operates. If anyone has any difficulties or not received their links then please contact aoneill@cwu.org before Friday 5^thNovember 2021.

Branches are reminded that delegates should log out after of each session.

All Field Officials have been registered by CWU HQ and should have also received the links they require to access the conference.

Anyone not registered can view the conference when the conference goes live via the following link:

https://www.youtube.com/c/CWULive

Any enquiries on this LTB should be directed to Angela Niven on 020 8971 7256 or email conferences@cwu.org

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 469/21 – CWU Virtual Special General Conference – Observers

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Membership Subscription – Retired & Retired Associate Members – from 1^st January 2022

CWU Rule 11.5.2 contains the following instruction:

“The rate for retired and retired associate members shall increase on 1 January each 

year by the same percentage increase as the known CPI at the time.”

The known rate for CPI is currently 3.2% therefore in accordance with the rules of the union from 1^st January 2022 the membership subscription rates for Retired and Retired Associate Members will be as follows:CWU Contribution RatesWeekly ContributionsMonthly Contributions– from 1 January 2022“I” Rate £“O” Rate £“I” Rate £“O” Rate £Retired Members1.471.276.365.49Retired Associate Membersn/an/a4.944.07

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,

Tony Kearns

Senior Deputy General Secretary

LTB 468/21

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Pathway to Change Agreement – Culture and the Latest Interim Trust Survey Results

Further to LTB 424/21 circulated on 7^th October, Branches and Representatives will recall that the next phase of the Interim Trust Survey commenced on 11^thOctober 2021 for the West Midlands, East Midlands and Peterborough, South Coast and Croydon and South East SDL areas, as well as the Parcels Operations, Royal Mail International (RMI) and the Property & Facilities Solutions (P&FS) Business units. Also included was the Transformation Office, however in the main this relates to management grades.

After this latest Interim Trust Survey closed, the headline results were supplied to the DGS(P) Department on 25^thOctober 2021 and considered at a meeting of the Postal Executive in Birmingham on 2^nd November 2021. These are attached for the information of Branches and Representatives (Attachment 1). The overall return rate for this Interim Trust Survey was 65%, compared to 72% for the previous one, although the number of people surveyed this time was higher at 21,582. The return rate improved significantly across each SDL area compared to that of the Big Trust Survey, apart from the East Midlands and Peterborough. Returns also increased in Parcelforce Operations, RMI and P&FS.

In terms of the actual trust score, that continues to be based on five particular questions. The score for this latest Interim Trust Survey was 68%, which is identical to that of the last survey. The lower quartile of the frontline units surveyed had a trust score of 57% and below, with the lowest unit delivering a trust score of just 19%. At the other end of the scale, the best score was 100%.

In relation to the awareness of action plans that have been agreed by SDL area (or equivalent) and the knowledge of making progress against the action plan, Branches and Representatives will note that these latest results illustrate that this stands at 61% and 87% respectively across the returns, compared to the September survey figures of 63% and 85%.

The unit by unit figures have been provided by SDL area and Operational Manager units by Royal Mail Group. They will be circulated to the relevant Divisional Representatives in the near future to help inform their discussions with their relevant managers. The PFW depot results are also expected soon, as are the breakdowns for RMI and P&FS.

The Business have also agreed to hold a further deep dive briefing for SDLs and Divisional Representatives on 4^th November 2021 at 9:30am and an additional session for Parcelforce Regional Organisers and their respective managers on 8^th November 2021 at 12:00pm. At the time of writing, the dates for RMI and P&FS are still being arranged.

Branches will also be aware that it was agreed to also include tailored, function-specific questions in the October and November surveys by Operational manager area, following input from the Outdoor Department. The headline results of these five questions are also attached for the information of Branches and Representatives (Attachment 2) and the unit results will also be circulated to Divisional Representatives.

A further Interim Trust Survey started on 1^st November 2021, to those in the South Midlands, South Yorks and Lincs, Central & East London and Thames Valley SDL areas, as well as National Distribution and Processing, RDCs, and Walk Bundling Centres. This will be the final survey for CWU grades in 2021.

The Interim Trust Survey results continue to provide an insight into a number of key questions and, over time, will help to identify those workplaces where positive change is occurring and where the terms of our national agreements are being applied.

In closing, I would like to thank all Branches and Representatives for their ongoing work in promoting the Interim Trust Survey and ensuring a high level of participation. This work is helping to highlight the areas that need to be addressed in a pro-active way to improve culture and the working environment. Additional updates will be provided as and when further developments occur.

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 467/21 Pathway to Change Agreement – Culture and the Latest Interim Trust Survey Results

LTB 467/21 Attachment 1

LTB 467/21 Attachment 2

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Update from DGSP Terry Pullinger on the progress of the National Agreement

LABOUR PARTY CONFERENCE 2021: CWU DELEGATION REPORTS

The 2021 Labour Party Conference was held in Brighton from Saturday 25^th to Wednesday 29^th September 2021.

For your information the below attachments are reports on the decisions taken by the CWU delegation at their meetings.

Any enquiries on the above LTB should be addressed to the General Secretary’s office dlynch@cwu.org.

Yours sincerely

Dave Ward

General Secretary

LTB 466/21 – Labour Party Conference 20121- CWU Delegation Reports
MINUTES LP CONF 2021 (25.09.19)
MINUTES LP CONF 2021 (26.09.19) 
MINUTES LP CONF 2021 (27.09.19)

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