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

Further to LTB 378/21 that was circulated on 8^th September 2021, Branches will recall that the next phase of the interim Trust Survey commenced on 13^th September 2021 for the Northern Ireland and West Scotland, Yorkshire, Essex and Anglia, Home Counties South SDL areas and Engineering and Fleet.  The Chief Commercial Officer Area was also surveyed although this is mostly a managerial audience.

The headline results were supplied to the DGS(P) Department on 27^th September 2021 following the closure of the interim survey the previous day and are attached for the information of Branches and Representatives. These were also shared and discussed at the Postal Executive on 5^th October 2021.  The overall return rate for this interim survey was 72% compared to the previous Big Trust Survey of 48%.  In terms of the actual trust score (which is based on five particular questions) this was 68%.

As with all average scores, there is obviously a range from unit to unit and it can be seen that of the frontline units which returned results, the lowest score for a unit delivering a trust score was just 19%, whilst at the other end of the scale the best unit was at 98%.

Branches and Representatives will be aware that the need for action plans to be agreed in each workplace and shift continues to be of paramount importance.  The requirement to address the issues that have been raised, together with agreed timelines for resolution, forms a key part of our joint ambition to improve culture and the working environment.  In relation to the number of action plans that have been agreed by SDL (or equivalent) area, Braches should note that these latest interim results illustrate that awareness of this stands at 63% as opposed to the 67% in the August interim survey and that 85% believe that their unit is making progress against the action plan as opposed to 87% in August.  This demonstrates a slight decrease on both counts compared to the previous interim results whilst illustrating that there is still work to be completed in getting action plans agreed although the awareness of the agreed action plans is still at a high percentage.

The DGS(P) Department is still waiting for the unit by unit figures to be provided.  Once these are received they will then be circulated to the relevant Divisional Representatives and Area Representatives (or equivalents) therefore enabling them to jointly consider the results on a unit by unit basis.

It has also been agreed that a further deep dive briefing for SDL’s and Divisional Representatives will be held at 09:30am on 14^th October 2021with another session for Fleet and Engineering to be held after at 10:45am.  This process was previously followed for those areas involved in the first interim survey and will again allow for the results to be considered and a discussion held around what has been good and bad in terms of getting members in the respective areas involved in the survey.

These briefings will also enable dialogue to continue on identifying the units that have yet to produce an agreed action plan in each specific area or those that have not returned a response.  This will help in the process of planning joint remedial action which will undoubtedly contribute towards ensuring that local CWU Representatives are supported in concluding agreements that move the cultural issues that have been identified in the workplace in the right direction.

In order to start the process of identifying function specific issues and to commence a more detailed analysis of how national agreements are being implemented, the DGS(P) Department has also been involved in agreeing a number of tailored functional specific questions.  Royal Mail Group has experienced some challenges from a technical point of view in terms of making these specific functional questions available to only those in the relevant function and these have taken time to resolve.

I am however now pleased to report that it has been agreed that the October and November surveys will trial functional specific questions in Delivery and Collections that have been developed in conjunction with the Outdoor Department.  The business has confirmed that they can add these questions by utilising Operational Manager areas to identify those members eligible for the additional functional questions.

The output and results from these targeted functional questions will provide additional useful information that can then be used to drive further improvements to culture and the working environment in line with the joint commitments in our national agreements.  These questions provide an opportunity to measure how well our joint agreements are landing in the workplace.

Branches and Representatives should also note that the next interim survey is to commence on 11^th October 2021 to those in West Midlands, East Midlands & Peterborough, South Coast, Croydon & South East SDL areas and Parcel Operations.  It will be interesting to see how the results from these areas continue to compare when assessing the overall cultural picture and strategy going forward.

In closing, I would like to thank all Representatives for ensuring that our members continue to become involved in the Trust Survey Questionnaires and please be assured that your work is helping to ensure that the matters raised will be addressed.

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 424/21 – Pathway to Change Agreement – Culture and the Interim Trust Survey Headline Results

Attachment to LTB 424/21 – Trust Check-in_September_Headline Results

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CWU DEATH BENEFIT

In accordance with the terms expressed in CWU Rule 4.1.11 Branches are advised that from the 1^st October 2021 the CWU Death Benefit payment will be increased to £884.

This information will also be published in the Voice.

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

21LTB423

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Royal Mail Group – Provision of Personal Attack Alarms (140db) To Postal Workers Plus Other Personal Security Issues Update – New PDAs and ‘Hollie Guard’ Personal Safety App, ‘Walksafe’ and New Entrants Guide:

CWU/HQ has continued to receive a heavy number of enquiries regarding the provision of ‘Personal Attack Alarms’ by Royal Mail Group over recent months and this is a progress report and update on the wider issue of personal safety discussions being undertaken.

The CWU HQ Health, Safety & Environment Department has been actively pursuing this matter for some time in fact but more so over the last year and a half during which time we have examined the statistics and nature of incidents of attacks on our members both on foot and in vehicles whilst on delivery and collection work.

The matter has been raised with Simon Thompson Royal Mail Group CEO and subsequent meetings have taken place with the Directors and Heads of RMG Security, RMG Assets, RMG IT, RMG Compliance and Sustainability and RMG Safety Programmes etc. The most recent meeting took place yesterday during which confirmation of the business decision was set out.

There have been around 450 reported attacks of various nature on CWU Postal members in the last three years and around 60 van thefts and robberies in the last two years. There have also been four recent, serious attacks on employees.

As a result, we have been looking at a number of options to improve safety and security and the provision of personal attack alarms has been one of them.

Personal Attack Alarms

I’m extremely pleased to report that agreement has been reached with Royal Mail to provide personal attack alarms. The type, design and specification has been concluded and the first order placed. Royal Mail has awarded a contract for the supply of personal attack alarms to ‘Dimensions’ the existing work-wear, uniform and PPE clothing equipment suppliers.

The personal attack alarms are black in colour with the Royal Mail red cruciform logo brand on them. Royal Mail has agreed that they will become a standard Uniform/PPE equipment provision channel item.

We have looked at the various types of personal attack alarms and the model provided will be of the type approved by the Police and Suzy Lamplugh Trust personal safety charity.

The first initial order for 5,000 alarms has been placed with manufacturers and is due to arrive within 5 weeks. Further orders will be placed once demand has been measured.

Dimensions will confirm the final details as soon as they are available on the Royal Mail Group online ordering portal. Dimensions has stressed that we need to bear in mind that the current situation with international shipments is very volatile and so a further communication will be issued once the actual date is confirmed. We are informed that at the moment, everything remains on track but we will be given confirmation as soon as the stock is delivered to Dimensions at their warehouse.

See attached the visual of the agreed personal attack alarm model and art work.

A further update LTB will be issued in due course.

Personal Attack Alarms Guidance

In the past when looking at this issue I discussed the matter with the ‘Suzy Lamplugh Trust’ and their guidance. The ‘Suzy Lamplugh Trust’ is a charity created in December 1986 by the parents of the 25-year-old estate agent Suzy Lamplugh. Suzy disappeared in July 1986. The Charity Trust offers personal safety training and advice to others, to help people be and feel safe. They stress that a personal attack alarm is only part of the solution. We have suggested that RMG consider working with the Suzy Lamplugh Trust and adopting the Charity’s guidance.

Walksafe

LTB170/07 reported on the introduction of the RM/CWU first nationally agreed Royal Mail Assaults (Policy) in 2007 named ‘Walksafe’ – ‘Walk Threat Risk Assessment For Delivery Routes’ on managing the risk of assaults on delivery.  It includes ‘Streetwise’, a presentation, the ‘Walksafe’ guide to managing the risks of assault on delivery staff, the ‘Walksafe’ Talkabout WTLL document and a ‘Walksafe’ Pocket Card as part of the ‘Walksafe’ Pack. We have requested a review, refresh and re-launch of the ‘Walksafe’ policy.

New Entrants Induction Guide

In line with the above, we have suggested the need to update the relevant sections of the RM/FWW new entrants guide.

Uniform

RMG have agreed that the personal attack alarms which are PPE safety equipment will become part of the uniform provision, like the delivery torch that is issued to outdoor delivery/ collection staff.  In that way, it will become a permanently available item that the workforce can order both initially and as a replacement/renewal item together with new batteries etc., as and when required.

The alarms can be clipped on to the stormproof jacket ring which we have ensured is retained on the new uniform or it can be carried in a pocket. Clipping the alarm to the ring will make it easy to activate. The ring can also be used for the ‘clip-on’ torch that is an agreed part of the provision.

Hollie Guard App

We have additionally asked Royal Mail to investigate and consider the installation of the ‘Hollie Guard App’ on the new PDAs. ‘Hollie Guard’ is a new smartphone app that provides enhanced levels of personal protection for those working and travelling alone. It can be set in ‘Deterrent Mode’ or ‘Stealth Mode’.  The idea of ‘Deterrent Mode’ is to make it clear to anyone in the surrounding area that an alert has been raised and to reduce the risk of an attack. The phone will display an obvious red alert screen capturing the GPS location of the individual, as well as audio/video footage that may be used to assess danger and collate evidence. With a second shake of the phone it will generate a high-pitched alarm and a flashing light to attract help. Alternately, ‘Stealth Mode’ allows the holder to raise an alert silently. The Royal Mail IT Team are currently looking at the technical aspects of this App in respect of the new PDA.

Police forces are supporting the App and are encouraging people to download this free personal safety App to their smartphones to help them feel safe.

Hollie Guard is an App that can track a person’s location as they work or make their way home, as they’re out jogging or cycling, or simply going about their day today work or tasks.

If they feel unsafe, all they need to do is shake their phone to send an alert to specified contacts to warn them that they may be in danger. Once the phone has been shaken, it will then start recording both audio and visual footage of what’s happening around them.

This will be saved and sent to their contacts so they can see what is happening, and they can call the police or ambulance service if they are required.

If the phone is shaken again, a flashing light and high-pitched beeping will start coming from the phone to alert people nearby that that person may be in danger.

Key features of the ‘Hollie Guard’ App Include:

• Journey – Allows a person to safely and confidently travel, by providing their emergency contacts with real-time updates of their movements as they move between two places.
• Meeting – This function allows the person to identify when they are going to a potentially dangerous meeting or working alone. An alert will automatically be created if the timer expires or they do not cancel the meeting.
• Man Down – Man Down will send an alert to a dedicated contact to make them aware if a person hasn’t moved in a while. The App will flag sudden non-movement and impact, for example if someone has been assaulted or fallen down.
• Duress Pin – If a person is being forced to cancel an alert they can enter the Duress Pin of 9999. The alert will appear to have been cancelled, but will remain active on Hollie Guard’s secure server, so they will know the person has been forced to cancel an alert.

With thousands of users already, Police forces are supporting this App to help people in the country to feel safe as they are out in their communities.

The free App was set up in memory of 20-year-old murder victim Hollie Gazzard, who was stabbed to death in 2014 at the salon she worked at in Gloucestershire by a jealous ex-boyfriend who couldn’t accept that she had ended their relationship. The App was set up by Hollie’s father.

RMG IT are currently investigating this proposal and further updates will be provided.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 422/21 – Royal Mail Group – Provision of Personal Attack Alarms (140db) To Postal Workers

Personal Alarm Art work black with RM Logo in red

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Royal Mail Group – 2021 Free Flu Voucher Scheme Offer – Update & Reminder:

Further to LTBs 341/21 and 346/21, as previously reported, discussions have taken place on the above and Royal Mail Group has agreed there will be a 2021 ‘Free Flu Voucher Offer’ this year to all employees.

The Royal Mail Group Flu Voucher Scheme has now been formally launched. Letters were dispatched and delivered to all employees’ home addresses with all deliveries due to have been completed by Friday 1^st October.

The letter to homes provides full details of the scheme plus a ‘link’ and code number in order to access an online ‘digital Flu jab voucher.’

Members will be able to redeem their ‘free Flu Jab voucher’ at 4,000 locations, including pharmacies and supermarkets, which is over 2,200 more flu jab providers than last year.

Where the distance between a member’s home and the nearest pharmacy exceeds 15 miles, the Unit Manager will be able to authorise use of another, alternative flu jab provider up to the maximum cost of £15. This is claimed through the travel and expenses process.

New recruits and agency staff will again be included in the ‘Free Flu Jab’ scheme this year.

For the first time this year it has been agreed that ‘on-site flu jab clinics’ will be available at 110 of Royal Mail Group’s (Royal Mail and Parcelforce) largest sites.

The Vouchers may be redeemed up until 31 December 2021.

The flu jab will also be available free of charge from the NHS for people where there is a risk of severe illness from catching flu, for those with certain defined conditions and expanded age groups, e.g. over 50 year olds.

In summary: 

All of the Royal Mail Group workforce will have received a letter delivered to their home before 1 October 2021.

To obtain a free flu jab voucher and arrange a flu vaccination, members need to follow the steps below:

1. Visit www.digitalflu.co.uk(Google Chrome browser preferred) and enter the code RMG83672 
2. Complete the pre vaccination consent form. Over 50 year olds will be advised to continue and book a free NHS flu vaccination without downloading a voucher.
3. Enter their post code to search for participating outlets.
4. Enter their email address (either work or personal email) to request a voucher, which will be emailed to them.
5. Book an appointment with a participating outlet (direct through the website in most cases, for some), they may need to telephone the outlet direct (contact details will be provided).
6. To receive a free flu vaccination, members will show their voucher, either printed or on their phone plus their Royal Mail Group ID to the provider.

(Any individual needing any assistance in obtaining a voucher should ask their line manager for support and assistance).

Influenza (flu) is one of the most significant causes of illness during the winter months. Flu is a respiratory illness caused by a virus, which is highly contagious and can lead to severe ill-health. In 2017 a large number of the Royal Mail Group workforce, over 31,000 employees were affected by flu which was a 31% increase on the previous year with over 127,000 days lost to the flu. Those unfortunate enough to catch flu suffered debilitating pain, nausea, high fever, headache and muscle aches, cough, sore throat, tiredness and discomfort plus time away from work. This meant that in addition to members being unwell, the service to customers was badly affected.

Considering the risk of flu and Covid-19 co-circulating again this winter, Royal Mail Group and the CWU are jointly encouraging all members to take up the opportunity to have the flu jab and in doing so reduce their risk of getting flu, becoming unwell and passing it onto family, friends and work colleagues.

Would all Area and Unit Reps please remind all members to seriously consider taking up the ‘Free Flu Jab’ offer before the closing date of 31 December 2021. Thank you.

See attached copies of: 

• RMG Free Flu Voucher Offer – Letter to Home Addresses
• RMG Flu Voucher Scheme Q&As
• RMG Free Flu Voucher Scheme Poster
• NHS Flu and Flu Vaccination Information Web Pages

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 414/21 – Royal Mail Group – 2021 Free Flu Voucher Scheme Offer – Update & Reminder

Flu voucher colleague home mailing FINAL 10 September v11

Flu 2021 Common Questions and Answers 21.09.21

Flu 2021 Digital Voucher Workplace Poster

NHS Flu Vaccination Information Pages

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POST OFFICE: ROAD TRAFFIC INCIDENTS (RTI’s) – DRIVER AWARENESS CAMPAIGN FOR CREW MEMBERS IN CViT

Branches are advised that Post Office Supply Chain management brought to our attention a number of serious incidents of RTI’s involving our Crew members whilst delivering and collecting cash and valuables from Post Offices. Specifically, these RTI’s involved official vehicles striking third-party vehicles in the rear, at speed.

As a consequence, we proposed to Russell Hancock, Supply Chain Director that we commit to working together to address any issues of concern and jointly arrive at an agreed position whereby we engage with members via educational activities designed to raise awareness of what is acceptable when driving and, more importantly, what isn’t. Essentially, we would jointly promote what good looks like.

I am pleased we have reached a way forward which is aimed at re-enforcing good driving behaviours via an awareness campaign that will focus on training and coaching. Attached is a Joint Statement which outlines the key principles and next steps.

Thankfully, the overall number of RTI’s is relatively small; however I believe that education which focuses on good driver behaviour is the right thing to do, as these incidents could easily have led to a more serious outcome.

Further developments will be reported.

Yours sincerely

Andy Furey

Assistant Secretary

LTB 421/21 – Post Office – Road Traffic Incidents (RTI’s) – Driver Awareness Campaign for Crew Members in CViT

Attachment to LTB 421/21

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Royal Mail Group (Royal Mail & Parcelforce) – Lifting of Covid-19 Secure Restrictions and Re-Introduction of Standard Operating Procedures/Business As Usual (SOP/BAU)

 Joint Communication/Statement

Further to LTBs 301/21, 327/21 and 329/21 and the Joint Statement of 20^th July 2021, this is to inform all Regions, postal branches and representatives of the agreed joint communication being issued today regarding the above.  A copy is attached and follows that which is set out below.

Throughout the pandemic Royal Mail and the Unions have worked very closely to ensure we jointly develop and maintain high standards of Covid secure safety controls in order to keep the workforce safe while continuing to meet Government’s requirements and operate the nation’s essential postal service, playing our full part as key workers within the fabric of the country.

Recent announcements by the Prime Minister and First Ministers of Scotland, Wales and Northern Ireland have set out and progressed the Government’s step by step roadmap, easing and removing lockdown restrictions in order to provide a route back to a more normal way of life with the vaccination programme and Covid testing at the heart of the plan.  Each step has been assessed by Government medical and scientific experts before restrictions have been eased, with a review and decision at each stage, based on the Covid-19 infection case data.

Royal Mail, the CWU and Unite have maintained at every stage a cautious approach.  As the country has been progressing along the Government’s roadmap out of lockdown, we have already seen tasks that were completely suspended, successfully re-introduced.  Those suspended range of tasks included shared vans, first aid and driver training.  As the country moves forward the UK Government and devolved administrations have continued to focus on restrictions being lifted.

In July and August 2021, the Government and devolved administrations (England, Scotland and Wales) removed social distancing regulations but in Royal Mail Group we jointly agreed to maintain those controls for a further period. Northern Ireland have also now followed the rest of the UK in easing Covid restrictions. Despite the lifting of controls by UK Government, social distancing controls were maintained in Royal Mail Group throughout July, August and September 2021 as a precaution.

Covid-19 confirmed cases amongst the Royal Mail Group workforce in January 2021 was over 2000. That number has since dropped by 65% to 700 open absences last week.  Whilst carefully monitoring this number and tracking the UK Governments medical and scientific guidance and regulations, collectively Royal Mail and Parcelforce with the CWU and Unite/CMA, believe that it is now safe to start to remove the remaining social distancing Covid controls, with the built in safeguard of being ready to react and re-introduce Covid-secure controls should the need arise if the infection situation should deteriorate.

Having monitored the significant fall in workforce absences, it has now been agreed that Royal Mail Group management in consultation with local Union Representatives will now prepare to cautiously remove the remaining controls across England, Scotland, Wales and Northern Ireland from Monday 11^th October 2021.

Managers and CWU/Unite Representatives should now commence preparations through local consultation and joint communications with the workforce on the plans for the gradual return to normal.  Royal Mail/Parcelforce will provide further updates and guidance to assist these conversations and where appropriate, risk assessments for changing operational tasks will be updated to reflect the changes.

Underpinning the change however, Royal Mail Group and CWU and Unite are agreed that local infection rates will be monitored alongside any Government guidance and using an agreed established mechanism. The agreed aim is to monitor and keep infection rates under control in the workplace as best we can through maintaining high cleaning standards and good ventilation and space standards plus wearing masks where required but if infection rates should rise to a level of concern, or if outbreaks occur, restrictions can and will be re-imposed in order to help stop the spread and transmissions as far as is practicable.

As a reminder the wearing of face coverings in England remains as strongly recommended although the Prime Minister has stated that it could become ‘mandatory’ again, depending on infection rate developments but in Scotland, Wales and Northern Ireland it remains mandatory when in Royal Mail premises at present. This will be reflected within the risk assessments.

Covid LFT Testing & Vaccinations

We continue to strongly recommend that the workforce, our members participate in the agreed workforce LFT testing initiative, which has so far successfully detected positive cases of members with no symptoms in 45 Units and in effect has avoided transmissions and outbreaks. We additionally strongly recommend members consider Covid and Flu vaccinations when offered.  The 2021 ‘Free Flu Vaccination Scheme’ in Royal Mail Group has now been launched with on-site clinics at 110 of the largest Royal Mail and Parcelforce sites being organised, plus vaccinations available from 4000 local providers across the UK, doubling availability from last year – We ask that all CWU Reps promote these schemes to protect our members.

Private Cars on Delivery

It has been agreed that All Private Cars on Delivery use must be withdrawn from Monday 11^thOctober 2021.

Process for Monitoring Covid-19 Infection Rates at Local Level Based on Confirmed Cases

The agreement on lifting of Covid-secure restrictions also required Royal Mail to establish a mechanism that will allow local infection rates to be monitored by Unit managers and CWU/Unite reps. This has been finalised by Royal Mail Group and shared with both CWU and Unite National Officers, with instructions on how this must be applied through ongoing joint monitoring and reviews by Managers and local Union Reps.  A copy of the process is attached.

Yours sincerely

Dave Joyce

National Health, Safety & Environment Officer

Mick Kavanagh

Assistant Secretary (Acting)

Outdoor Department

Davie Robertson

Assistant Secretary 

Processing, Logistics, Parcelforce, International, Quadrant Department

LTB 420/21 – Lifting of Covid-19 Secure Restrictions and Re-Introduction of Standard Operating Procedures – 05.10.21

Joint Communication – Social Distancing – Sept

Process for monitoring local infection rates based on confirmed cases

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Pathway to Change Agreement – Productivity Joint Working Group (PJWG) Joint Communication

Further to LTB 192/21 circulated to Branches and Representatives on 12^th May 2021, which set out further joint and comprehensive recommendations from the Productivity Joint Working Group (PJWG), this communication is designed to provide a further update of their continued activity.

Following on from those joint recommendations and as a means of keeping Branches updated on the ongoing work of the PJWG, the attached Joint Communication has been agreed with the Business and was unanimously endorsed by the Postal Executive at a meeting on 27^thSeptember 2021.

The PJWG has continued to meet with Royal Mail Group to move forward the joint recommendations in line with Section 2.6 of the Pathway to Change Agreement. The nature and complexities of these talks on productivity and the interlinked issues do not allow for quick and fast outcomes. However, there is a full awareness of the demand by Branches and Representatives to be kept informed and engaged on the wider issues around productivity.

As such, this Joint Communication is designed to provide a refresh on the key productivity joint recommendations and, in addition, set out the main areas of the ongoing work of the PJWG covering the following:

• A training program on WIPWH. Whilst the principle of WIPWH is going to be consistent, there will be targeted literature specific to Mail Centres, RDCs and Delivery Offices, which have completed a table top review and those who are performing a full structural revision;
• Deep dives into the WIPWH performance of five Mail Centres (Sheffield, Peterborough, Swansea, Manchester and Plymouth), a Distribution Centre (YDC) and the following seven Delivery Offices – Mumbles, Dronfield, Great Yarmouth, Bolsover, Cupar, Birmingham East and Wallington;
• The aim of these will be to produce an easy to follow process for every Mail Centre, RDC and Delivery Office to enable them to carry out their own deep dive and validation exercise to ensure that the WIPWH actually reflects their office. This will aim to address anomalies and create the agreed baseline. Once this is completed, offices will then have an agreed base to begin productivity discussions based upon the flight-path;
• The PJWG is going to agree a process where offices attached to single cost centres will be able to ensure that their individual office is able to use the WIPWH metric to accurately reflect the performance of their resourcing unit. A process will be agreed, aiming to separate cost centres where possible to be able to show real performance by resourcing units. This process will be designed for those offices, which currently carry out both revisions and resourcing as separate units within large cost centres. Offices that do not undertake resourcing and revisions separately will continue to report WIPWH as a complete unit;
• The PJWG is going to continue to work on the details regarding how and when delivery offices will remove the unmeasured work hours from the calculation for WIPWH and how this is reflected in the reporting of WIPWH, including the development of the Delivery Opportunity Model;
• We have agreed that Area Processing and Delivery Representatives, who currently have access to Royal Mail Group’s intranet, will be given access to QlikView in order to access the data within the Mail Centre Opportunity Model, as well as the Delivery Opportunity Model, once it has been fully developed. We are currently discussing how this may be further rolled out, thereby enabling all representatives the opportunity to access this information (it should be noted that this has now been achieved for the vast majority of Area Processing Representatives and a communication had been issued to support the remainder getting access);
• We will be reviewing current core Planning Values, the current level of frequency applied to such core values, RCS codes and unmeasured workload / activity, which fall within current measured codes and other aspects of WIPWH to ensure it is as fair as possible against local measures and factors whilst recognising it is not a precise measure.

It has been agreed to synchronise the release of the attached Joint Communication to Branches, Representatives and Royal Mail Group managers alike today. To further support this, a programme of Divisional-based presentations (which could be either face to face or via remote meeting format) of Divisional Representatives and Area Representatives is being arranged. This will enable the PJWG to outline in more detail the actions and next steps contained in the Joint Communication. In advance of this, the Postal Executive will also be taken through the presentation for feedback and relevant information.

This evolving and proactive work on productivity is going to play a key part in our future operational planning and will enable excellent ‘fair day’s work for a fair day’s pay’ performance. It will also protect our members from the information generated by technology, which would otherwise drive the high-pressure, continuous improvement model that was previously preferred by the Employer.

I would like to place on record my thanks to the Productivity Joint Working Group, who have already completed a vast amount of work in a short period of time, whilst continuing to develop and refine our joint approach on this issue. This will ensure that the spirit and intent of the Pathway to Change Agreement is delivered and honoured.

Further information on this activity and outputs of the PJWG will be circulated to Branches and the field in due course. Any enquires on the content of this LTB and the attached Joint Statement should be referred either to the DGS(P) Department or the appropriate operational department.

Yours sincerely,

Terry Pullinger
Deputy General Secretary (Postal)

LTB 416/21 Pathway to Change Agreement – Productivity Joint Working Group (PJWG) Joint Communication

LTB 416/21 Attachment 1

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END FIRE AND REHIRE CAMPAIGN – BACK BARRY GARDINER MPS PRIVATE MEMBERS’ BILL!

Branches may be aware of Barry Gardiner (Labour) MPs current campaign to end the practice of fire and rehire that is being utilised by employers across the country. This is a campaign that has a real chance of succeeding, as Barry’s efforts will culminate in a vote on his Private Member’s Bill in Parliament on the 21^st of October.

A Private Member’s Bill is a public bill introduced by a MP who is not in government.  Only a minority of these bills every become law and are generally used to create publicity around an issue.  Ballot bills have the best chance of becoming law, as they get priority in Parliament for the limited amount of debating time that is set aside for these types of bills. The names of MPs who apply for a bill are drawn in a ballot.  Therefore, Barry Gardiner’s Bill about fire and rehire has a good chance of passing, as on Thursday 20 May, his bill was drawn second in the ballot out of 459.  The other reason that Barry’s Bill has a good chance of passing is that Boris Johnson and other Conservative Cabinet members have called out the practice of fire and rehire on the record, and there are now serious attempts to reach a cross-party consensus on outlawing the practice.

What can CWU Branches and members do to support the Bill?

Barry’s Bill will have its second reading in Parliament this month. To get as much support as possible, we are encouraging members to write to their MPs urging them to vote for the Bill when it comes to the House of Commons. Usually we would provide a link or a template email for members but Barry has requested that members write their own personal messages to their MPs as a way to ensure that they get a response on this important issue. The easiest way to find the contact details of your MP is to follow this link and type in your postcode: https://members.parliament.uk/FindYourMP.  Once you have done this you should be given their full contact information.

We have also organised for an online session to be held with branches where I will be joined by Barry to discuss the campaign, the introduction of the Bill and what it means as part of the wider New Deal for Workers campaign.  Information about this session will be communicated later, but it will be held prior to the second reading of the Bill and within the next fortnight.

New Deal for Workers

Ending the practice of fire and rehire is an important part of our wider campaign for a New Deal for Workers.  It is fundamentally wrong that workers across the country are threatened with the sack and told that they will be re-employed to do the same job only if they accept less money and poorer conditions.  The CWU must stand up and be counted in this debate, just as we have in showing solidarity with striking GMB workers in British Gas before.  It is vital that trade unions continue to work together across both political and industrial issues, playing a wider role in society to bring about change now.  This is a very practical way to be engaged in supporting those who are taking on the practice of fire and rehire, and we urge branches and members to get involved in the campaign and write individual messages to their MPs requesting that they support the Bill when it comes to a vote in Parliament.

Regards

Dave Ward
General Secretary

21LTB419 END FIRE AND REHIRE CAMPAIGN – BACK BARRY GARDINER MPS PRIVATE MEMBERS BILL

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Resourcing and Recruitment

Further to LTB 248/21 published on 17^th June 2021, colleagues will recall that the Joint Statement agreed between Royal Mail Group and the CWU heralded the commencement of an on-going process to evolve a joint resourcing and recruitment strategy to match our growth agenda, improve the opportunities for existing employees, create career paths and development opportunities and attract the next generation of postal workers.

These are very unusual times we are living in and we need to ensure that the policies of resourcing, recruitment and retention match the pace of change not only in our own Organisation, but also the wider challenges of the post-Brexit world.

Some solutions are required immediately and the attached Joint Statement seeks to respond to that challenge, as well as give local managers and representatives more autonomy to react to their staffing needs.

It is important to note that following this document, which reiterates the joint commitments from the June Joint Statement and outlines some new immediate changes, there will be on-going discussions about constantly evolving the recruitment, resourcing and retention strategy to ensure our performance expectations are met.

We hope the new adjustments, as detailed in the Joint Statement, provide speedier opportunities / options to support resourcing solutions at local level.

Given this is a moving piece of work, the DGS(P) Department will continue to have a dialog with the Postal National Officers and Executive going forward and we would welcome any feedback from colleagues in the field, which could assist our on-going discussion.

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 415/21 Resourcing and Recruitment

LTB 415/21 Attachment – Recruitment Resourcing and Retention Joint Statement

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CAPITA TVL: MEMBERS ENDORSE 2021 PAY AGREEMENT

 Further to LTB380 dated 8^thSeptember 2021.  I am pleased to advise Branches that our TVL members have voted overwhelmingly in favour of the 2021 pay agreement covering Bristol, Darwen and the Field.  Due to the varying aspects of the agreement, two ballots took place and the results are as follows:

FieldYES VOTES9094%NO VOTES66%TURNOUT52%

Bristol/DarwenYES VOTES8684%NO VOTES1616%TURNOUT26%

Paul Johnston, Partnership Director, has been notified of the ballot result and the arrears of pay backdated to 1^st January 2021 and the pay increase will be made with October salaries.  We expect this to be confirmed in a Joint Statement to be published early next week.  We will also write directly to our TVL members, informing them of the result.

Branches will be aware that we secured a Shorter Working Week (reduction of 1 hour) for our Field members from 1^st October 2021. This was a major breakthrough as it is the first reduction in the working week achieved with Capita TVL in c.20 years of negotiating with them and is a step towards our longer-term aim of reducing working hours to 35 hours net per week in line with our TUPEd Field members. We believe all of our members deserve a better work-life balance and we will continue to pursue this matter in our 2022 pay claim which we plan to submit in December, prior to the next pay review date of 1^st January.

Pensions will be an important aspect of our claim as we fundamentally believe that Capita has a very real responsibility to ensure employees are well rewarded both at work and also into their retirement.  We are strongly of the opinion that Capita’s current employer pension contribution levels are woefully inadequate and need to be drastically improved.  Pensions are a Group issue across Capita; therefore, we have sought a meeting with the Capita Group Head of Pensions at the earliest opportunity.

Finally, my thanks go to members and Reps for their patience and support whilst this year’s negotiations have taken place.

Yours sincerely

Andy Furey
Assistant Secretary

Attachment 1: 21LTB417 Capita TVL – Members Endorse 2021 Pay Agreement

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