Royal Mail Group the Pathway to Change – Terms of Reference for Joint Pro-active Culture Reviews and Interventions

Branches will recall the joint commitments contained within both the Four Pillars and Pathway to Change national agreements, to improve culture and the working environment within Royal Mail Group.

Harnessing the trust and appreciation on the doorstep gained by our members, particularly through Covid, has to be mirrored in the workplace, through improving culture and the local relationships. It is this measure that will have the most significance on our future success and therefore this work continues to remain at the top of the agenda for the Postal Executive.

Branches will be aware that there are a number of components to building trust, improving culture and the working environment. Whilst this will not occur overnight, the Main Culture Negotiating Group, as well as the sub-groups dealing with uniform, tools and equipment, health and well-being and the working environment, have continued to meet since the Pathway to Change Agreement was endorsed in February 2021.

In order to supplement this mutual interest activity and to illustrate that there are no units too difficult to be involved in our quest to improve culture, a number of joint visits have been conducted between the CEO and myself to workplaces that historically have been seen as high profile in terms of difficult industrial relations.

Recently, both Bridgwater and Whitechapel delivery units have had joint IR/ER reviews conducted for the Union by Postal Executive members Tony Bouch and Katrina Quirke respectively. Whilst there is still much to be done in both of the workplaces, good progress has been made and it has become apparent that there are some aspects of the joint activity that may be useful to adopt elsewhere.

Talks have been held with the Business around the possibility of conducting a trial, with finite timelines, of pro-active culture reviews and interventions. I am pleased to announce that the Postal Executive have recognised the is merit in this joint mutual interest activity and have now agreed the attached Terms of Reference based on the national trial agreement and the defined success criteria.

As a part of this initial joint trial, the work at Bridgwater and Whitechapel PDOs will be assessed. If seen as successful, those same aspects will also be extended to three additional units – Leeds VOC, Leyburn DO and Ware DO. Mahmood Ali will oversee the trial on behalf of the DGS(P) Department, due to commence in mid-August, with a full formal joint evaluation held during the week commencing 18^th September 2021.

Following this, the Postal Executive and the Main Culture Negotiating Group will be jointly briefed to detail the progress made in each of the trial locations, against the outputs from both the listening session and the action plan. At this time, consideration will also be given as to how each unit has fared against the agreed success criteria.

Branches and Representatives will recognise that the culture of a unit is not just determined by the volume of ‘flashpoints’ and ‘ballot requests’. A terrible culture may also exist and remain undetected, particularly in units not always seen as high profile in the industrial relations sense. The outputs from this trial, together with the results of the Trust Survey will help to structure a final agreed package of nationally agreed measures, that can be used for joint pro-active intervention work and be moulded to suit the local circumstances in an increased number of agreed units.

Branches will also be aware that our desire to improve workplace culture was never going to be easy, but it is vitally important that momentum is not lost. The need to make improvements to culture has been raised over the last few years during National and Branch meetings, as well as at the Divisional and Regional briefings, and continues to attract the most feedback. This is not an issue that we are going to let drift away and we will strive to agree further join activity until we have succeeded in making Royal Mail Group a place that you would recommend as a place to work to your family and friends. This mutual interest trial activity is another joint initiative that will help us meet that aim.

I would also like to encourage all Branches and Reps to be pro-active in challenging poor culture by resolving such cases with positive interventions and support in the first instance or by highlighting them through our field structures when resistance is met. Culture and trust must be a priority for us all.

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 331/21 – Royal Mail Group the Pathway to Change – Terms of Reference for…

LTB 331/21 – Attachment 1

LTB 331/21 – Attachment 2

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Postal Department Industrial Training Update

Further to LTB 370/20 that was circulated on 10^th July 2020, Branches are advised that numerous meetings of the Postal Department Education and Training Sub-committee have been held in order to assess the ongoing industrial training requirements.  In particular, the continually evolving situation regarding the Covid pandemic has had to be considered and it has been important to adopt a measured approach.

Branches will also appreciate that following the endorsement of the Pathway to Change Agreement, the revised Dispute Resolution Process (DRP) has had to be factored into the CWU one day IR Framework course material.  In line with the commitments contained in Section 2.9 of the Pathway to Change national agreement and ongoing negotiations, there is also the possibility that some of the content of the attendance and conduct courses may change in the not too distant future.

As restrictions continue to be lifted around Covid, it is evident that there is a growing demand to move back to some form of face to face classroom tuition although this has to be completed in a manner where everyone feels safe. At a meeting on 9^th August 2021 the Postal Executive endorsed revised course material for the face to face Industrial Relations one-day course as well as the supplementary content of the online teaching material.  As there are also imminent changes to the PFW procedural agreement, once finalised these changes will need to be reflected into a separate one-day CWU course.

The online tuition that was introduced last year was initially well received but it appears that since the turn of the year the full roll-out has been patchy.  This is not surprising given the volume of work that has been associated with the deployment of the Pathway to Change Agreement but if required the amended supplementary video course can also still be used going forward.

The Postal Executive remains conscious of the need to take one step at a time when delivering industrial training and has agreed that the revised face to face IR Framework industrial training course will be initially piloted in the Cleveland Amal and North Wales and the Marches Branches.  This training would be socially distanced and limited in terms of attendance however it will provide an opportunity to assess the viability of the revised course content.  Following this the next steps in relation to a wider roll-out will need to be agreed.

The Executive are conscious that due to Covid the database of industrial tutors needs updating therefore this LTB is also being circulated to confirm that the current tutors are happy to continue to deliver this industrial training and to seek further volunteers. This information should be sent to pharacz@cwu.org by no later than Friday 3^rd September 2021.  Following a successful outcome to the pilot events referenced above it will then be the intention to hold a further Train the Trainer session.

In closing I would like to convey my thanks to the members of the Postal Department Education and Training Sub-Committee for their continued work.  Further updates will be provided 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 330/21

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Update Of The Lifting Of Covid-19 Lockdown Restrictions In Wales Regarding Shared Vans, Face Coverings And Social Distancing

Branches will be aware that LTB 327/21 provided an update in respect of the lifting of Covid-19 lockdown restrictions in RMG.  At the time of issue, an announcement was still to be made in relation to arrangements for Wales.

That announcement has now been made and the attached RMG communication provides an update in respect of the following:

The position in Wales has now been confirmed by the Welsh First Minister as follows, effective from 7th August 2021.

In line with the approach used in England and Scotland, the legal lockdown restrictions, regarding social distancing have been lifted enabling a return to permitted shared vans in RMG Wales .

• Therefore, fully in line with the terms of the RMG/CWU Joint Statement of 20 July, Royal Mail Group and the CWU will adopt a gradual approach to the return to shared vans and LGVs, Managers in full consultation with CWU Area and Workplace Safety Reps, Delivery Reps and Distribution Reps, ensuring safe working instructions are applied and further infections are minimised. Both Managers and CWU Reps should commence discussions on Wednesday 11 August, based on the joint statement with a gradual re-introduction of shared vans and LGVs, dealing with any practical, operational and safety issues plus recognising any individual circumstances. Special consideration should be given to any Covid-19 high impact Offices. 
• Face coverings remain mandatory in Royal Mail Group in Wales. 

All changes will be undertaken in line with the principles contained in the Joint Statement issued via LTB 301/21, which ensures that a correct and supportive approach is adopted in all workplaces, which includes an agreed process for all the safety, operational, and individuals’ concerns and issues are being dealt with and resolved. Royal Mail Group and the CWU will adopt a gradual approach which aims to ensure that this will minimise further infections of the virus and any harm to the health of the workforce – maintaining our joint ‘safety first’ philosophy.

Both parties will continue to meet weekly at National level and review the measures outlined above in order to monitor arrangements.  This will include the monitoring of any local trends and increases in the spread of the virus and seeking to resolve any operational or individual issues that may be raised by either party.

Any queries to the content of the above please contact:

Deliveries/Collections: Outdoor Department reference 600, email address: njones@cwu.org

Processing/Distribution/Parcelforce: Davie Robertson, Assistant Secretary email: dwyatt@cwu.org, ref: 014.14

Yours sincerely  

Mark Baulch
CWU Assistant Secretary                   

Davie Robertson
CWU Assistant Secretary

Dave Joyce

National Health, Safety & Environment Officer

Health, Safety & Environment Dept.

LTB 329/21

Joint Comms – Lifting of Covid-19 lockdown restrictions in Wales – 10 Aug 2021

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Pension Salary Exchange Guidelines

Branches will recall the introduction of Pension Salary Exchange (PSE) at the start of August 2015, which was supported by the CWU.  It continues to cause confusion in the field with many enquiries still being received by the Department since its introduction.  The following guidelines are reproduced to assist Branches and members in understanding how PSE works and the potential advantages of taking part in it.  PSE introduced a way for eligible employees, who pay National Insurance Contributions (NICs), to increase the amount of money they take home each week or month without changing their pensionable pay, the overall level of contributions made to their pension or the RM benefits they receive.  By changing the way pension contributions are made, eligible employees who are enrolled into PSE can make a saving on their NICs.  This resulted in an increase in take-home pay, also known as net pay, equal to the NICs that would otherwise have been made on your pension contribution, with RM also paying a lower level of NIC.

If you are a member of the Royal Mail Pension Plan (RMPP) or the Royal Mail Defined Contribution Plan (RMDCP) you would have been automatically enrolled to take part in PSE from the launch date.  However, it is important to note that the following conditions should be clearly understood when claiming PSE, which must also meet certain thresholds.

Two checks are performed each time payroll is run to determine whether or not members of a Royal Mail pension plan are eligible to participate in PSE. The first confirms that the individual’s pay has not fallen below the participation threshold of £10,000 per annum (approx. £192 per week) and the second check confirms that the National Minimum Wage (NMW) threshold has been met.

The NMW rates from April 2021 are shown below:Age 23 & above£8.91Age 21 to 22£8.36Age 18 to 20£6.56Under 18£4.62Apprentice£4.30

Due to the rules of NMW, this check is carried out on pay that relates to the specific pay period only i.e. weekly or monthly. For someone receiving overtime, the check is calculated based on when the overtime was worked – not when it is paid.  Therefore, any overtime that is paid in the current week, which was worked in a previous week, is not included in the NMW check for PSE for the current week.  Instead, a reassessment of the week during which that the overtime was worked will also be carried out to check that the new overtime does not affect the check completed in the week it was worked, for example:

 Week 1 – employee does not receive overtime payment, employee works overtime.

Week 2 – employee receives payment for overtime worked during Week 1.

• In Week 1 the NMW check is carried out based on the earnings received that week;
• In Week 2 the NMW check (for Week 2) does not include the overtime (as this was worked in Week 1);
• A reassessment of Week 1 is also carried out to now include the overtime worked in Week 1;
• If the reassessment for Week 1, completed in Week 2, shows paying via PSE would breach NMW, the pension amount from Week 1 will be refunded as PSE and deducted as a net deduction instead;
• Assuming the check for Week 1 in Week 2 shows that paying via PSE would not breach NMW, two amounts will appear on the payslip under PSE on the Payments side (the normal deduction for Week 2 and the refund that relates to Week 1 reassessment) and an amount as non-PSE on the Deductions

Pay for NMW and Threshold check = pay relating to that period only, for example:Weekly Basic Pay£453.50RRIS Area 3£20.00Delivery Supplement£16.14Delivery Supplement£10.20£499.84

Hours:Basic38.00hrsOvertime2.17hrs40.17hrs

NMW Check = £8.91/hr

Pay divided by Hours = £12.44 above NMW.

PSE Threshold Check = £192/wk.

If pay for this period is less than £192/wk, less pension deductions, then this will not meet the threshold.Pay£499.84Normal Pension Contribution£28.40AVC£690.00Below Threshold Check-£218.56

 NB– the pension contribution amounts are unaffected by this and the right amount is paid into the pension pot.  It can be confusing when overtime is worked every week as due to the above check an employee could see this type of adjustment regularly.

 Not all the overtime is pensionable – only the Single Standard Pay Rate (SSPR) element is pensionable for RMDCP and RMPP Pensions.  For the P&FS DC Plan, overtime is excluded altogether.

 Participation Threshold Check

 The participation threshold is £192.00 for weekly and £833.00 for monthly pay.  This checks that after pension and Additional Voluntary Contributions (AVCs) have been deducted from the pay received, the amount does not fall below the threshold.  If it does, the pension and AVC will be deducted as net deductions and not PSE.

Commonly, when a member increases the amount of an AVC to a high amount, this will cause the net pay amount to fall below the threshold.  Therefore, the Pension contributions will fail the check and not qualify for PSE in that week.  In the following week, if this is recalculated due to overtime being paid, the employee now does not fail the check, a refund of the original non-PSE deductions is made under the Deductions side of payslip (it shows as a negative amount) and a positive arrears amount as PSE on the Payments side.

Members are encouraged to click on the following link (please ensure you press Ctrl while clicking on it) for further information on the Royal Mail guide to Pension Salary Exchange:

https://www.myroyalmail.com/sites/default/files/document_library/PSE%20brochure_a4%20WEB.pdf

Members are also reminded they can access the Royal Mail Media Library (by pressing Ctrl whilst clicking on the link below) where there are a number of video animations which provide short ‘explainers’ about how the RMPP works and how to understand the annual benefit statement for employees.

https://www.royalmailpensionplan.co.uk/section-ab/media-library

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 328/21

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Royal Mail/CWU National Joint Statement Covid-19 Pandemic – Next Steps in Easing Lockdown Restrictions in Royal Mail Group and Re-Introduction of Shared Vans and Large Goods Vehicles (LGVs) – Update

Branches will be aware that LTB 301/21 Royal Mail/CWU National Joint Statement/Covid-19 Pandemic – Next Steps in Easing Lockdown Restrictions in Royal Mail Group and Re-Introduction of Shared Vans and Large Goods Vehicles (LGVs) provided information in respect of the changes associated to the easing of Covid-19 lockdown restrictions. 

At the time of issue the Joint Statement highlighted the following and that measures in some of the devolved nations were still to be announced:

The return to Shared Vans and LGVs will therefore commence from (taking account of any individual and operational issues which must be jointly resolved in each unit beforehand) as follows: 

o England w/c 19th July 2021. 

o Northern Ireland w/c 26th July 2021 (subject to final confirmation on the 22nd July 2021). 

o Wales 7th August 2021 (subject to final confirmation). 

o Scotland 9th August 2021. 

The attached Royal Mail Communication now provides an update in respect of the following:

Scotland

The position in Scotland has now been confirmed by the Scottish First Minister as follows, effective from 9 August 2021:

•In line with the approach used in England, the legal lockdown restrictions, regarding social distancing have been lifted enabling a return to permitted shared vans in RMG Scotland. 

•Therefore, fully in line with the terms of the RMG/CWU Joint Statement of 20 July, Royal Mail Group and the CWU will adopt a gradual approach to the return to shared vans and LGVs, Managers in full consultation with CWU Area and Workplace Safety Reps, Delivery Reps and Distribution Reps, ensuring safe working instructions are applied and further infections are minimised. Both Managers and CWU Reps should commence discussions on Monday 9 August, based on the Joint Statement with a gradual re-introduction of shared vans and LGVs, dealing with any practical, operational and safety issues plus recognising any individual circumstances. Special consideration should be given to any Covid-19 high impact Offices.

•Face coverings remain mandatory in Royal Mail Group in Scotland. 

Wales

•The situation in Wales is to be announced by the Welsh First Minister on 6 August. Whilst RMG await final confirmation of lockdown restriction changes for Wales, which are now expected to be effective from Saturday 7 August 2021, there remains no change. Therefore there is no return to shared vans plus mandatory masks and social distancing remains in place. RMG will await the outcome of the Welsh Government. 

Northern Ireland

•Social distancing restrictions remain in place in Royal Mail Group in Northern Ireland. 

•Facemasks remain mandatory in Royal Mail Group in Northern Ireland. 

•There will not be a return to shared vans in Royal Mail Group in Northern Ireland currently and we await further updates from the Northern Ireland administration. 

•Royal Mail Group in consultation with the CWU and Unite will review this again on 12 August 2021 in line with the next Northern Ireland Government review. 

All changes will be undertaken in line with the principles contained in the Joint Statement issued via LTB 301/21, which ensures that a correct and supportive approach is adopted in all workplaces, which includes an agreed process for all the safety, operational, and individuals’ concerns and issues are being dealt with and resolved. Royal Mail Group and the CWU will adopt a gradual approach which aims to ensure that this will minimise further infections of the virus and any harm to the health of the workforce – maintaining our joint ‘safety first’ philosophy.

Both parties will continue to meet weekly at National level and review the measures outlined above in order to monitor arrangements. This will include the monitoring of any local trends and increases in the spread of the virus and seeking to resolve any operational or individual issues that may be raised by either party.

Any queries to the content of the above please contact:

Deliveries/Collections: Outdoor Department reference 600, email address: njones@cwu.org

Processing/Distribution/Parcelforce: Davie Robertson, Assistant Secretary email: dwyatt@cwu.org, ref: 014.14

Yours sincerely

Mick Kavanagh – CWU Assistant Secretary (Acting)

Davie Robertson – CWU Assistant Secretary

Dave Joyce – National Health, Safety & Environment Officer, Health, Safety & Environment Dept.

Attached Comms

05 August 2021

Update of the lifting of Covid-19 Lockdown Restrictions in Scotland, Wales & Northern Ireland Regarding Shared Vans, Face Coverings and Social Distancing:

This follows the communication issued on 23 July and the RMG/CWU Joint Statement dated 20 July.

Scotland

The position in Scotland has now been confirmed by the Scottish First Minister as follows, effective from 9 August 2021.

•In line with the approach used in England, the legal lockdown restrictions, regarding social distancing have been lifted enabling a return to permitted shared vans in RMG Scotland.

•Therefore, fully in line with the terms of the RMG/CWU Joint Statement of 20 July, Royal Mail Group and the CWU will adopt a gradual approach to the return to shared vans and LGVs, Managers in full consultation with CWU Area and Workplace Safety Reps, Delivery Reps and Distribution Reps, ensuring safe working instructions are applied and further infections are minimised. Both Managers and CWU Reps should commence discussions on Monday 9 August, based on the joint statement with a gradual re-introduction of shared vans and LGVs, dealing with any practical, operational and safety issues plus recognising any individual circumstances. Special consideration should be given to any Covid-19 high impact Offices.

•Face coverings remain mandatory in Royal Mail Group in Scotland.

Wales

•The situation in Wales is to be announced by the Welsh First Minister on 6 August. Whilst RMG await final confirmation of lockdown restriction changes for Wales, which are now expected to be effective from Saturday 7 August 2021, there remains no change. Therefore there is no return to shared vans plus mandatory masks and social distancing remain in place. RMG will await the outcome of the Welsh Government.

Northern Ireland

•Social distancing restrictions remain in place in Royal Mail Group in Northern Ireland.

•Facemasks remain mandatory in Royal Mail Group in Northern Ireland

•There will not be a return to shared vans in Royal Mail Group in Northern Ireland currently and we await further updates from the Northern Ireland administration.

•Royal Mail Group in consultation with the CWU and Unite will review this again on 12 August 2021 in line with the next Northern Ireland Government review.

As a result of the lifting of social distancing legal restrictions in England, Scotland and Wales Royal Mail, CWU and Unite will continue to discuss how that impacts on the wider operational tasks, with a view of working together and consider operational tasks that are currently restricted.

By way of a reminder:

•A further Royal Mail Group/CWU and Unite joint communications will follow – once England and the devolved nations of Scotland, Wales and Northern Ireland make further announcements on Covid-secure controls.

•Royal Mail Group will continue to reflect Government (central and devolved nations) and their agencies advice and guidance.

•Royal Mail Group will support Government messaging through internal communications and engagement strategy.

•Royal Mail Group risk management and risk assessment procedures will be jointly reviewed and be regularly monitored with full CWU and Unite ASR/WSR involvement and engagement across all Units.

•Royal Mail Group will retain contingency measures. Infection rate data will be monitored and Shared Vans/LGVs may be removed and other controls put in place should the infection rate rise to a level considered to require that course of action, if assessed to be a necessary infection control measure either locally or nationally.

•Royal Mail Group strategy will continue to review World Health Organization (WHO) Covid-19 guidance.

•Further Royal Mail Group, CWU and Unite joint communications will follow as the devolved nations update their positions on such things as face coverings, social distancing and other Covid-secure controls.

The National Joint Statement of 20 July should be read in conjunction with the previous CWU Joint Statements and Joint Communications (plus attachments) on returning to Van Sharing, issued on 11th and 17th June 2021 and the joint commitments to Health & Safety, approach to Individuals, along with the Operational issues contained within these National documents which must be fully applied in all workplaces.

Royal Mail Group, CWU and Unite will continue to meet regularly at National level and review the measures outlined above in order to monitor infection rates, and any local trends and increases in the spread of the virus, along with resolving any operational or individual issues that are raised by either party.

LTB 327/21

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Election of CWU National Trustees 2021

The NEC has agreed the arrangements for the election of the CWU National Trustees.

Please note that the term of office for these positions is from September 2021 to the end of April 2023.

Accordingly please find enclosed the Regulations, Nomination Forms and Candidate Consent and Biographical Details Form for these positions.

The Timetable for the election is as follows:

Nominations open               9 August 2021                           

Nominations close               23 August 2021                         

Dispatch ballot papers        26 August 2021                         

Ballot closes                          9 September 2021                 

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 326/21

CWU Trustee Election Regulations 2021

CWU Trustee Nomination Forms 2021

Candidate Consent & Biographical Details Form

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CWU NEC & National Representative Elections 2021

Please find attached a copy of the Independent Scrutineer’s report for the above elections.

Please can you ensure that the results are brought to the attention of the members of your Branch.

The detailed Branch analysis will follow as soon as it is available.

Any enquiries regarding this matter should be directed to the Senior Deputy General Secretary’s department for the attention of Peter Metcalfe:

Telephone:  0208 971 7368

Email:  pmetcalfe@cwu.org

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 325/21

Att: ROV CWU Officers, NEC & Industrial Executives Elections 2021

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POST OFFICE: HORIZON SCANDAL – CORE PARTICIPANT STATUS CONFIRMED

Further to LTB305/21 dated 23^rd July.  Branches are advised we have now received formal confirmation from Sir Wyn Williams, Chair of the Horizon IT Inquiry that the CWU has been designated as a “Core Participant” for the purposes of the inquiry.

Sir Wyn notes the following in his confirmation letter:

“The matters which are likely to be of particular interest to the CWU include the extent of any organisational and cultural changes implemented within Post Office Limited (“POL”) since the conclusion of the Post Office Group Litigation, together with the suitability of existing arrangements between POL and subpostmasters to enable the latter to operate their businesses effectively.”

We are obviously pleased with this development and have already started working with the Research Department on a further written submission to the inquiry and will also be in contact with Sir Wyn Williams’ team to discuss and agree next steps in terms of our participation in the next phase of this critical inquiry.

Further developments will be reported.

Yours sincerely

Andy Furey

Assistant Secretary

Attachment 1: 21LTB324 Post Office – Horizon Scandal – Core Participant Status Confirmed

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