Royal Mail Group – Latest Updated Coronavirus/Covid-19 – Frequently Asked Questions and Answers Guidance Document (Version 86)

I attach for your information Version 86 of the Royal Mail Group, Managers’ Coronavirus/Covid-19 Frequently Asked Questions and Answers Guidance document, issued by the business on 14 April 2021.

At the commencement of the Coronavirus/Covid-19 outbreak, Royal Mail Group established a ‘Business Pandemic Team’ which includes all national heads of department and this team meets regularly to review the situation across Royal Mail Group and to issue update Questions and Answers information communications to all managers, which is cascaded throughout the business.

The Coronavirus Guidance, version 86 Q&A document has been shared with the Union’s Health, Safety & Environment Department and is hereby circulated for information and reference purposes for CWU Regions, Health and Safety Reps, Branch Reps, Divisional IR Reps and members.

The Q&A documents are circulated to all RMG managers and are also available to access through a link on the Royal Mail Group ‘Intranet’, in the ‘Managers Update Messages’ section.

Update Changes and Additions From Previous Version:

Please note that when update changes and additions are made from the previous version, they are normally highlighted in ‘Yellow’ and the update changes in this version No 86 are on page 13 and are in relation to questions regarding Covid-19 Lateral Flow Device Rapid Tests and the sterilisation process which used ‘Ethylene Oxide’.  In summary the two questions and answers are (full answer on P13):

• Q: Lateral Flow Devices are sterilised using ethylene oxide. What tests have been completed to check that they are safe for regular use?
  Lateral flow tests have been rigorously tested and are safe to use on a regular basis. LFD tests are approved for use by the MHRA, the UK’s regulator of medicines and medical devices, responsible for ensuring their safety, quality and effectiveness.
• Q: Is ethylene oxide used in the sterilisation of LFD tests and is this safe?
  Lateral flow tests have been certified safe to use both in the EU and UK. Ethylene oxide is used in the sterilisation of swabs only. Ethylene oxide is one of the most commonly used sterilisation methods in the healthcare industry.

RMG Covid-19 FAQ’s V86 Contents List:

1.HEALTH

1. Prevention
2. Self-isolation, testing and reporting
3. Cleaning and consumables
4. Travel
5. Support and advice

2.POLICY 

1. General guidance
2. Travel/and annual holiday
3. Caring for dependants
4. Sick pay
5. Attendance process
6. Vulnerable employees

3.OPERATIONAL

1. General Ops advice
2. NHS testing kits
3. Operational processes and reporting changes
4. Delivering and collecting from customers
5. Fleet and vehicles

4.ADVICE FOR CUSTOMERS 

Enquiries:

Any enquiries regarding this LTB or feedback on the RMG Q&A document should be directed to Dave Joyce CWU National Health, Safety & Environment Officer. Issues received in connection with the attached which are appropriate to other CWU/HQ Departments will be passed on the appropriate National Officer.

Attachment:

• Coronavirus Guidance Questions and Answers V86

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 160/21 – Royal Mail Group – Latest Updated Coronavirus Covid-19 – Frequently Asked Questions and Answers Guidance Document (Version 86)

Coronavirus Guidance Questions and Answers v86

View Online

JOINT STATEMENT BETWEEN ROYAL MAIL NATIONAL DISTRIBUTION AND THE CWU ON THE 2021 NATIONAL RECRUITMENT EXERCISE OF LGV DRIVERS

Branches and representatives will be aware that the Joint Statement between RM National Distribution and the CWU on the Deployment of the 2020/21 National Network Revision (LTB 115/21) contained the following commitment in relation to recruitment: 

In line with the commitment in the Pathway to Change agreement both parties are committed to fast track discussions on the terms of a Driver Recruitment and development program to reduce reliance on external resource and restore agreed resourcing arrangements.

Discussions with the business have been taking place for some time in relation to maximising the opportunities for internal candidates to progress in future recruitment campaigns.

During previous campaigns it had become apparent while individuals may hold the required licence the lack of CPC at the time of application for vacancies was creating a barrier to progression, which is contrary to the terms of the 2018 National agreements on Resourcing LGV and MGV Recruitment and Future Resourcing Principles. We have therefore been seeking to establish a commitment from Royal Mail that they will provide the opportunity for individuals to complete their CPC where it is required.

To support those discussions colleagues will be aware that a survey has recently been undertaken by Royal Mail to establish what vocational (LGV) licences are held and CPC status (LTB 090/21 refers).

The survey was well received with over 760 responses. The results have provided insight as to how many individuals are looking to develop their driving career and are ready to apply now, or still need to complete their Driver Certificate of Professional Competence (DCPC) to get their DQC.

Discussions have therefore continued with the business on options available to provide support and training to the affected individuals, to enable them to apply for upcoming vacancies and allow them opportunity to progress where they wish to do so. It has now been agreed that Royal Mail will provide an online CPC training course utilising Advance Driver Coaches, for those individuals who hold the required licence but no CPC. The details are being finalised with the business in relation to the course at present and will be communicated when available. We can inform you however that the CPC training will be provided free of charge to individuals who wish to voluntarily participate but they will have to attend in their own time, release will not be given.

In advance of the courses taking place there will still however be a requirement to advertise vacancies in line with the Network Review activity. In this regard it has been agreed to recruit c464 drivers across two campaigns/waves at 29 VOC’s. Selection for all vacancies will be in line with the Nationally agreed process.

Adverts for Wave 1 are planned to go live on the 14th April 2021 inviting applications from internal candidates holding both an LGV (C+E) licence and valid DCPC (272 vacancies). Wave 2 adverts (c192 vacancies) will be released on the 14th June 2021, which will enable time for those individuals who wish to take the CPC course to do so. It should be noted that Wave 2 recruitment numbers may be flexed based on future workload volumes and this will be agreed with the CWU prior to the recruitment campaign commencing. 

A Joint Statement in respect of the recruitment activity has been concluded and is attached for your information.

The department believes that the Joint Statement outlines a positive position in relation to commitments that have been obtained from the business in respect of maximising internal recruitment opportunities.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.orgquoting reference: 211.07

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 159/21

Attachment 1 – Joint Statement on LGV Driver National Recruitment 13.04.21

View Online

As part of the ongoing work on changing the culture, DGSP Terry Pullinger and Royal Mail Group CEO Simon Thompson visited Bridgwater DO today. Below you can watch a short video message from Terry.

Also, keep an eye out for a big joint session we will be holding on this issue next week.

https://fb.watch/4Rz7PDr3Ju/

Post Office: Pension Scheme – Increasing Contributions

As part of the recently endorsed pay agreement a new top tier of pension contributions was introduced for our Post Office members.  This important element of the pay agreement allows for members to increase their contribution to 8% and, in return for this, the employer will pay 12% into the scheme.

At the weekend it was being reported by members on social media that they were experiencing technical difficulties with the system in place to allow for increases to pension contributions.  As a consequence, I made urgent representations to Lisa Cherry, the Group Chief People Officer, who has today responded positively.  I am extremely grateful for Lisa’s prompt and helpful attention to this matter.

Whilst the cut-off for increasing pensions contributions is ordinarily linked to payroll cut-off, Lisa Cherry has exceptionally put in place an extension this month as follows: “we can honour requests received by midday on the 15^th April at the absolute latest, due to our payroll timescales”.

To aid the above, the following temporary arrangements have been put in place on this occasion:

Colleagues who are unable to send requests through either their POL e-mail, or an e-mail address that they have previously registered on SuccessFactors as their private e-mail (for security reasons), can request changes by letter to the Bolton office, quoting their full name, payroll number and date of birth for verification.  All requests must be in writing for audit purposes.

The address for the Bolton office is:

People Shared Service Centre

Post Office Ltd 

Atria

Spa Road 

BOLTON 

BL1 4AG

Alternatively, the way to normally increase pension contributions is via the dedicated email address: POL.Pensions@Postoffice.co.uk

Lisa Cherry has also provided some excellent news in respect of members being proactive by increasing their pension contributions. In particular, I’m pleased to report the following: “We have had over 300 requests for colleagues to change their pension contributions since the result of the CWU ballot was announced and over 100 after the initial joint statement regarding the pay issue was first released pre-ballot.”

I am delighted so many members have responded to the opportunity to enhance their pension.  Hopefully these numbers will continue to rise in the coming weeks.  Indeed, it is imperative that we encourage members at every opportunity to have 20% of pay put into their pension (8% employee and 12% employer).

Branches and Representatives are urged to bring this LTB to the attention of our Post Office members.

Andy Furey

Assistant Secretary

LTB 158/21 – Post Office – Pension Scheme – Increasing Contributions

View Online

Are you registered to vote? There’s just one week left to do so if not!

Dear Member,

The deadline for registering to vote in the 6 May 2021 elections is fast approaching.

You need to be registered by 11:59pm on 19 April to vote in the following elections on 6 May:

• local government elections and referendums in England
• Police and Crime Commissioner elections in England and Wales
• Scottish Parliament elections
• Senedd (Welsh Parliament) elections
• Mayor of London and London Assembly elections

In order to register, you must be aged 16 or over and must also be one of the following:

• a British citizen
• an Irish or EU citizen living in the UK
• a Commonwealth citizen who has permission to enter or stay in the UK, or who does not need permission
• a citizen of another country living in Scotland or Wales who has permission to enter or stay in the UK, or who does not need permission

You can register to vote online by following this link: https://www.gov.uk/register-to-vote

Once you have registered to vote, you may want to register for an early vote (postal vote) for the May elections. Whether you’re working from home, juggling work and childcare or working shifts on the frontline, the safest and easiest way to have your say is to vote by post.

Follow this link: https://postalvote.labour.org.uk/tu, fill in your details, print, sign and post your form to register. If you don’t have a printer, you can choose to be sent a printed form in the post to sign and return.

If you are registered to vote in England or Wales, your application form must arrive at your local Electoral Registration Office by 20 April at 5pm if you wish to vote by post on 6 May 2021 – so get it sorted today if you can! 

Please note that the postal vote deadline in Scotland has passed. You can still apply for a proxy vote in Scotland.

National Joint Statement for Future Collections Activity including the 2^nd Hour SWW Introduction

Branches and representatives are informed that in line with the commitments contained in the Pathway to Change Agreement, discussions have been taking place with the business in relation to progressing revision activity in Collections to deliver the 2^nd Hour reduction in the SWW.

The Pathway to Change Agreement states that both parties will jointly develop and agree the approach to the ongoing changing dynamics of declining letters and growth in parcels within the collection function. This approach will consider the collection approach for low volume letter postboxes, the increased use of priority postboxes, the expansion of the parcel postbox network and the growth in consumer collection services.

Discussions took place with Royal Mail regarding their proposal to move all non-associated postboxes to collections on delivery, which in essence meant only circa 15k postboxes would be deemed ‘associated boxes’ with a 4pm later collection. Those would primarily be associated with post offices, business/parcel boxes, Royal Mail operational units and a number of pre-determined key locations such as main railway stations/airports, national/regional parliaments/assemblies and in each collection unit area, a larger supermarket.

As you will all be aware prior to COVID, there was a continuing decline in stamped letters and increasing under-utilisation of the postbox estate; such is the level of under-utilisation that most postboxes now receive less than 10 items per day. In fact, a postbox needed to receive 46 items per day to cover the cost of a dedicated collection and 5 for a collection to be made on delivery. Therefore, the fact that circa 67,000 postboxes receive 5 or less items per day and circa only 6,000 postboxes fit the criteria (in terms of efficiency) in order to meet the cost of a dedicated evening collection is based on volume analysis.

As a result, the RM/CWU Collections JWG structure was reconvened to progress all of the above activities, along with previous commitments within the Four Pillars Agreement. This has led to numerous discussions with Royal Mail and a CWU counter proposal to their future plans being put forward, which has led to the conclusion of the of attached Joint Statement which includes:

A revised specification for postbox collections has been agreed. This will see a further expansion of collections on delivery (COLLOD), to be deployed through a programme of PBS revisions and local BAU changes. The approach maintains daily collections from all existing c.115.3k postboxes and will be deployed over three years and reviewed each year, to ensure the plans remain fit for purpose.

• From April 2021, the current volume and distance criteria will be removed and replaced by a core network of c. 35k postboxes that will retain predominantly 4:00 PM or later weekday collections and 10:30 or later Saturday collections.  These comprise of “associated” postboxes and “non-associated”postboxes that are currently designated as “Priority Postboxes” for Covid-19 test-kit returns. All other postboxes will be transferable to collection on delivery.
• From April 2022, the core network will reduce to c. 25k postboxes; comprising “associated” “postboxes and a reduced number of “Priority Postboxes”.  The number and location of the “Priority Postboxes” will be reviewed closer to the time, considering any prevailing requirements for Covid-19 test-kit returns.  All other postboxes will be designated for transfer to collection on delivery.
• From April 2023, the core network will further reduce to c. 15k postboxes; comprising only “associated” postboxes. Again, this will be reviewed closer to the time, considering any prevailing requirements for Covid-19 test-kit returns.

These changes are compliant with the regulatory requirements set out in the DUSP conditions and Ofcom has been notified of Royal Mail’s planned implementation.

The joint statement also includes the full involvement of the CWU throughout the process to ensure all information has been supplied and that the identification of boxes, deployment plans, challenge process, additional time for deliveries and the review of Saturday operations is included within the process.

In addition, the joint statement also ensures the growth agenda related to new high footfall postboxes, parcel posting boxes, consumer collections, LAT (PM delivery) and Same Day products will form part of the future agenda and reviews into the use of collection duties in performing those tasks, as well as reviewing the productivity measures.

Both parties have also agreed to review the existing planner-led and unit-led revisions process in order to simplify the procedure where possible and ensure both aspects are fit for purpose. This activity is already in progress and is hoped to be completed in due course.

Finally, also included in the Joint Statement is the inclusion of the framework and guidelines for the revision activities required to deliver this commitment and the introduction of the second hour reduction in circa 117 dedicated Collection Hubs/Units by October 2021. However, the process of local discussions will commence immediately with a target completion date of the 31^st July 2021 to produce a jointly agreed outcome. In addition, it has been confirmed that subsequent revision activity will commence from April 2022, as part of the 2^nd year activity in the 3-year flightpath.

As such the Postal Executive believe that the attached Joint Statement not only meets all of the objectives with the Pathway to Change Agreement, but also deals with the huge challenges in collections, as a result of declining stamped mail volumes in a pragmatic way and via a flightpath, alongside the opportunity to review the plans and the growth agenda.

Yours sincerely

Mark Baulch
CWU Assistant Secretary

Davie Robertson                                               
CWU Assistant Secretary  

LTB 157/21 – Future Collections Activity April 21

JS Collections Approach – April 2021 FINAL V1.0

JS Introduction for Collections Final v2

PBS Plan – 21-22 planner led revisions 20210409                                         

View Online

ROYAL MAIL: MDEC TRANSFORMATION – PATHWAY TO CHANGE AGREEMENT

Further to LTB 141/21 dated 31^st March.

Following the National Agreement reached with MDEC management with regards to delivering the Pathway to Change agreement and the Shorter Working Week, our discussions have continued this week in relation to the preference exercise for the Farnworth, Stoke and Plymouth units.

We have now agreed the three separate preference forms which have been tailored for each unit’s circumstances and these are being despatched to members’ home addresses today with a return date of Wednesday 28^th April.  To support this exercise we have also agreed two separate Joint Statements, one for Farnworth and Stoke (closing units) and one for Plymouth which are attached for information.  All of these documents have been shared with our MDEC Representatives earlier today and we plan to hold engagement sessions with the Reps next week in order to provide answers to questions and appropriate advice and guidance.

This preference exercise is being conducted fully in line with MTSF principles and the emphasis will be on finding suitable redeployment opportunities for those who wish to retain employment with Royal Mail.  With regards to next steps, we will be holding further national meetings to discuss the outcomes of these activities with the aim of ensuring that no stone is left unturned in finding opportunities for all members wishing to be redeployed within other functions such as Customer Experience, Finance or Operations.

Further developments will be reported.

Yours sincerely

Andy Furey

Assistant Secretary

LTB 156/21 – Royal Mail – MDEC Transformation – Pathway To Change Agreement

Attachment 1 to 21LTB156

Attachment 2 to 21LTB156

View Online

POST OFFICE: CUSTOMER ADVISOR GRADE HARMONISATION TO POSTAL OFFICER & REMEDY TO ADDRESS HISTORICAL PAY PROGRESSION ARRANGEMENTS

Branches are advised that the Postal Executive earlier today endorsed a Collective Agreement (attached) with the Post Office to harmonise the Customer Advisor (CA) grade within the Service & Support Team in Chesterfield to Postal Officer (PO).

The harmonisation in grade from CA to PO will create greater opportunities for upskilling and development and takes affect from 1^st April 2021 with those impacted receiving a variation to their contract detailing the enhanced harmonisation terms.  With the exception of improved pay (where applicable), all other contractual terms & conditions such as working hours and location remain the same.

The table below demonstrates how the agreement will financially benefit our members:CA levelsCA Grade PO ProgressionPO Grade% increaseLevel 1£20,560.84Entry£21,768.835.87%Level 2£21,066.07Mid point£23,319.9610.7%Level 3£24,077.84Max point£26,848.9411.51%

Historical Pay Progression Arrangements – Agreed Remedy

During the grade harmonisation negotiations, it came to light that a significant number of CAs (c.90) had not had the opportunity to progress through the pay increments.  Seemingly this situation has existed since 2013 and applies to all new entrants from this date.  Essentially, this meant the CA members had been denied the ability to progress up the pay scales and as a consequence had been financially disadvantaged.

The Post Office accepted this error and as a result agreed to retrospectively pay in full each employee’s backdated pay.  Depending on their length of service, this will mean a sizeable lump sum for many.  Members have been informed of this development via the attached Joint Statement.

Effectively, the Collective Agreement means our members will benefit from a higher basic pensionable pay in the future and will also receive past monies they are due.  The increase in pay and pay progression arrears will be paid to members with the May salaries.

Team Preference Exercise – Job Allocation by Seniority

The grade harmonisation is an integral part of the Post Office restructure of the Service and Support Optimisation function with all Postal Officers working to the same job description albeit different teams.

All impacted members have completed options forms to indicate which teams they would be interested in working in.  We are working jointly to ensure every effort is being made to accommodate as many people as possible with their first choice, this will however not be possible in all cases.  Where there is oversubscription to a particular team, the selection criteria will follow the principle of seniority.

Finally, I would like to thank Lynn Simpson, Postal Executive member, for her assistance in these negotiations and for helping to deliver the positive outcome.

Yours sincerely

Andy Furey

Assistant Secretary

LTB 155/21 – Post Office – Customer Advisor Grade Harmonisation To Postal Officer & Remedy to Address Historical Pay Progression Arrangements

Attachment 1 to 21LTB155

Attachment 2 to 21LTB155

View Online

Global Asbestos Awareness Week 2021 – Uniting in The Fight Against Asbestos and Related Diseases:

This week is Global Asbestos Awareness Week (GAAW) which is dedicated to increasing awareness of asbestos and preventing exposure by bringing together experts and victims from around the world to share, learn, and take action.

The week is organised by the Asbestos Disease Awareness Organization (ADAO), the largest independent non-profit making organisation in the USA, dedicated to preventing asbestos exposure, eliminating asbestos-related diseases, and protecting asbestos victims’ civil rights through education, advocacy, and community initiatives.

Worldwide, asbestos is the biggest cause of occupational cancer, claiming more than 230,000 lives a year worldwide, and around 125 million people are still exposed to it at work. 70% of the world still legally using asbestos, in particular within construction, ship building and the automotive industry.

Today in the UK, asbestos is the biggest occupational disease risk to construction workers, and asbestos can be found in buildings built before the year 2000.

Since asbestos accumulates in the body over time, the effects of exposure are often only seen later in life. There are around two-thirds of cancer deaths in the industry, which are caused by asbestos.

Asbestos can cause two types of cancer; Mesothelioma and Asbestos-related lung cancer. Alongside this, asbestos is also linked to serious lung diseases such as; Asbestosis and Diffuse Pleural Thickening. Despite bans on the use of this harmful material in the UK, exposure to asbestos is still a high risk.

For the past 16 years, Global Asbestos Awareness Week has been a time for Mesothelioma advocates, doctors, scientists, victims, and their friends and families to come together to spread awareness about the dangers of asbestos and asbestos-related diseases. This week provides a platform for people to share new medical knowledge, plan future legislative efforts, and provide community and support for those impacted by this deadly material.

It is 2021 – and asbestos is still not banned in the USA – despite having been banned in the UK for over 20 years. The UK banned chrysotile (White Asbestos) on 24 August, 1999. Chrysotile had been the only type of asbestos permitted in the UK since amosite (Brown Asbestos) and crocidolite (Blue Asbestos) were banned in 1985. Europe banned the use of asbestos in 2005 but half of the rest of the world still use asbestos.

While many other countries around the globe have been successful in their efforts to ban asbestos, the United States is far behind.  In fact, by some measures, the country is moving backward. In 2018, American imports of raw asbestos doubled to more than 750 metric tons.

Countless American schools, factories, machines, and homes still contain asbestos in their walls, paint, and insulation. Although past efforts from Mesothelioma advocates have impacted the way the USA uses asbestos, it’s clear that the fight goes on. Asbestos-related diseases cause more than 39,000 U.S. deaths each year.

Mesothelioma is a rare and aggressive cancer caused by the inhalation or ingestion of asbestos fibres and is one of the most notorious asbestos-related diseases. There is no known cure for Mesothelioma, and the median life expectancy after a Mesothelioma diagnosis is only one year.

Manufacturers of asbestos-containing products in the USA have known about the deadly consequences of asbestos exposure, yet lobby members of Congress each year to be allowed to continue using the material in their products. These companies have shown time and time again that when it comes to choosing human life over short-term profits, they’ll choose to put profits above people.

Banning asbestos in the United States would mean tens of thousands of Americans would be saved from needless diseases and premature death. This is why we continue campaigning and trade unions continue the fight against asbestos use and negligent manufacturers. The CWU, TUC and other UK trade unions continue to fully support their campaign as we did in our support for the campaigners and trade unions in Canada in the successful international campaign to stop the re-opening of asbestos mines and restarting of asbestos production in Canada which eventually stopped mining asbestos in 2011 and banned the importation, manufacture, sale, trade or use of products made with the toxic mineral on 30 December 2018 (30 years after the World Health Organisation declared asbestos as a ‘human carcinogen’).

Asbestos is the biggest occupational cancer killer, claiming at least 233,000 lives a year worldwide – probably many, many more. In Britain alone around 5,000 people die from work-related asbestos exposure.

The risk from asbestos is considered to be so serious that more than 60 countries, including the UK and those in the European Union, have banned its use and have specific laws to protect workers and others who may be exposed to it.

However, asbestos is still used and imported into many countries, and there are still many thousands of tonnes of asbestos-containing materials (ACMs) in buildings, and in industrial plant and equipment, all over the world. Workers therefore remain at risk from breathing in asbestos fibres.

The TUC and CWU are part of an all UK unions campaign to remove asbestos from all UK buildings.

Use free resources to find out more about asbestos.

IOSH ‘No Time To Lose” Occupational Cancer (Asbestos) Campaign:

Since 2014, IOSH has been campaigning for occupational cancer prevention through its ‘No Time To Lose’ (NTTL) Campaign to which both the CWU and Royal Mail signed up to the campaign pledge.

Worldwide, work-related cancers claim at least 742,000 lives a year – that’s more than one death a minute. These cancers are caused by exposure to carcinogens including asbestos, silica dust, solar radiation and diesel engine exhaust emissions.

The No Time to Lose campaign aims to:

• raise awareness of a significant health issue facing employees,
• offer businesses free practical, original materials to help them deliver effective prevention programs,
• secure commitments from organizations to improve preventative measures.

Through the campaign, IOSH launched a number of new materials to help raise awareness of asbestos and how to manage it. These include a fact guide, leaflet, pocket card for employees and posters plus presentations and ‘Duty to Manage’ flowcharts for employers.

IOSH is also encouraging more organisations to support the campaign and sign-up to its pledge. The pledge is a six-step plan which captures the key actions an organisation is already doing, or planning to do, to manage carcinogenic exposures within its workplace.

More than 400 organizations from 40 countries signed up to supporting the campaign and have agreed to raise awareness of occupational cancer, and 150 leading businesses signed up to the pledge to manage carcinogens in the workplace.

HSE ‘Hidden Killer’ (Asbestos) Campaign:

The Health and Safety Executive’s (HSE) successful ‘Asbestos: Hidden Killer’ campaign was launched in 2008. 

During the campaign, there were a number of phases and the HSE evaluated the impact. The campaign was particularly targeted towards trades people and construction workers. Overall, the HSE used a variety of media and promotional outlets to promote the campaign and it is supported by a dedicated website and resources.

The campaign objectives were to:

• Support the policy objective to reduce the overall number of workers dying from asbestos-related diseases.
• Inform and educate the target audience that the risk from asbestos is current and relevant to them and the work that they do.
• Encourage the target audience to actively seek information about asbestos and the ways they can protect themselves by undertaking a tailored call to action.

The successful HSE campaign was followed up with HSE directing attention at legal ‘Dutyholders’; Maintenance Contractors; Premises Owners and Facilities Managers, following the ‘Hidden Killer’ Campaign.

The asbestos campaign includes articles; leaflets; information and media broadcasts directed at legal ‘Dutyholders’; Maintenance Contractors; Premises Owners and Facilities Managers,  to assess what is being done to ensure the legal requirements to ‘manage’ the risks associated with asbestos on premises were fulfilled.

Managing the risk means making sure that as far as reasonably practicable, no-one can come to any harm from asbestos on the premises – Approved Code of Practice L127.

A legal ‘Dutyholder’ means… “every person who has, by virtue of a contract or tenancy, an obligation of any extent, in relation to the Maintenance & Repair of non-domestic premises, or any means of access thereto or egress therefrom” –  Control of Asbestos Regulations 2012.

The HSE states that it wants to ensure ‘Dutyholders’ are complying with the legal asbestos requirements, in accordance with all the Control of Asbestos Regulations 2012 and the HSE intention is to proactively enforce the legal requirement for legal Dutyholders to ‘manage’ asbestos correctly, as well as ensuring Premises Owners and Facilities Managers are fully implementing the correct level of asbestos inspections before any refurbishment or demolition project, as well as ensuring that all contractor operatives have Asbestos Awareness Training before coming onto site. The HSE states that it does not take non-compliance very sympathetically. In addition, breach of the regulations can lead to criminal prosecution; financial penalties and even imprisonment. If a fatality occurs due to the malpractice of ‘Dutyholder’ responsibilities, employers can also be prosecuted under the Corporate Manslaughter & Homicide Regulations 2008. The HSE prosecutes organisations and provides a ‘name and shame’ bulletin once conviction has been confirmed, causing huge marketing restrictions in the future and reducing professional reputation.

Action Mesothelioma Day 2021:

Action Mesothelioma Day is Friday 2 July 2021. Mesothelioma is a deadly cancer caused by breathing in asbestos dust. Mesothelioma takes a long time to develop. It’s normal for people to get the first symptoms 30 to 40 years after they were first exposed to asbestos. The annual Action Mesothelioma Day was set up to raise awareness of and pay tribute to people suffering with the asbestos-related cancer Mesothelioma. This year, it is being held on Friday 2 Julyacross the country. The UK has the world’s highest rate of Mesothelioma, with more than 2,700 people diagnosed with the disease each year – and this number is only increasing. The rising number of people being diagnosed with Mesothelioma has been directly linked to the UK’s continued import and use of deadly asbestos well into the 1990s. Each year, hundreds of people gather in cities across the UK to raise awareness of Mesothelioma, to call for better treatment and care for people living with Mesothelioma, for prevention of exposure to asbestos and to ban the import and export of asbestos around the world. Further information on Action Mesothelioma Day will be published in due course.

All-Party Parliamentary Group (APPG) on Occupational Safety & Health – Asbestos Report & Recommendations:

The CWU, TUC and other unions attend and participate in open meetings of the House of Commons APPG on Safety and Health which has been considering the issue of asbestos. Following on from its excellent October 2015 report, the All-Party Parliamentary Group on Occupational Safety and Health (APPG) continued to call for the accelerated removal of all asbestos from Britain’s buildings. The APPG believes that the time has come to put in place regulations requiring the safe, phased and planned removal of all the asbestos that still remains in place in Britain. Along with the TUC, CWU and other unions and asbestos campaign groups, the APPG is calling for legislation with a timetable for the eradication of asbestos in every workplace in Britain. It also wants a national programme of asbestos surveys and all home-buyers’ surveys to include asbestos reports.

Among its report recommendations were:

• All commercial, public, and rented domestic premises should have to conduct and register with the Health & Safety Executive, a survey done by a registered consultant that indicates whether asbestos-containing material is present, and, if so, where it is and in what condition. This should be completed no later than 2022.
• Where asbestos is identified in any premises, all refurbishment, repair or remedial work done in the vicinity of the asbestos-containing material should include the removal of the asbestos. Where no such work takes place or is planned within the foreseeable future, the duty holder must develop and implement a plan for the removal of all asbestos which ensures that removal is completed as soon as is reasonably practicable but certainly no later than 2035. In the case of public buildings and educational establishments, such as schools, this should be done by 2028.
• The HSE, local authorities and other enforcing agencies must develop a programme of workplace inspections to verify that all asbestos-containing material identified is properly marked and managed and that asbestos eradication plans are in place and include, as part of the plan, an acceptable timeframe for the eradication. Resources should be made available to the enforcing agencies to ensure that they can ensure that all workplaces and public places are complying with the regulation relating to management and removal, and that disposal is being done responsibly and safely before any house sale is completed, a survey should be done which includes a survey of the presence of asbestos. Any asbestos-containing material should be labelled. Information on the presence of asbestos should be given to any contractor working on the house.

The All Party Parliamentary Group concluded that there is far too much complacency about the asbestos which can still be found in hundreds of thousands of workplaces, buildings and schools where children face exposure to this killer dust. The Group believe that the Government needs to start now on developing a programme to ensure that asbestos is safely removed from every workplace and public place so that once and for all this dreadful legacy which has killed so many people can be ended, because it will continue to kill until asbestos is eradicated.

The CWU and TUC welcomed the APPG’s report which demonstrates that new regulations are urgently needed in order to ensure that workers, children and the public are protected.

Attachments:

• IOSH NTTL Campaign Asbestos Leaflet
• HSE HK Campaign Leaflet

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 151/21 – Global Asbestos Awareness Week 2021 – Uniting in The Fight Against Asbestos and Related Diseases

Asbestos Leaflet IOSH NTTL

Asbestos Hidden Killer Work Safely Leaflet

View Online

PATHWAY TO CHANGE – CULTURE AND THE JOINT BIG TRUST SURVEY

Branches will be aware that the business recently held an independent online Trust Survey throughout Royal Mail Group from 22^nd February to 2^nd March 2021.  Whilst the Union had input into the questions set and the length of the questionnaire, the advanced publicity and timing of the survey dictated that the Union’s involvement was late in the day and limited to discussions about the questionnaire therefore it was considered inappropriate for us to jointly promote this initiative.

The Trust Survey had a 16% response rate which included various levels of managers and the results were presented to the Postal Executive at a meeting on 17^th March 2021 by Rachel Blackett, Head of Engagement at Royal Mail Group.  Whilst 80% of respondents felt proud to work for the company, only 36% felt valued by Royal Mail Group and only 37% had trust in the Senior Leadership.

Clearly the new CEO, Simon Thompson has placed trust and culture at the centre of ongoing strategy and we, the CWU have made it clear that they are crucial factors in deploying our agreements successfully.  The identification of those issues being joint priorities throughout the engagement at all levels and especially in the workplace is totally consistent with our policies and illustrate a marked change in managerial thinking.

The results of the first and independent trust survey had a far more honest and authentic feel to them and were quite brutal in the exposed thinking and feelings of the employees in RMG.  Culture was a fundamental issue in our disputes over recent years and at last there was evidence that the surface had been scratched.

We fully appreciate people will be very cynical that surveys and questionnaires never result in action however we are determined to change the culture and we have to start somewhere and this is an early opportunity to influence and move that policy forward.

Against that backdrop, the Postal Executive agreed that joint activity of this type and encouraging the greater participation of our members could well be an important catalyst for improving culture, trust and the working environment going forward.  As a result, further meetings were held with the business in order to have input into an additional survey that could be jointly promoted.

Royal Mail Group is committed to conducting an annual research exercise to inform both their Annual Report & Accounts submission as well as their Annual Corporate Social Responsibility Report.  Historically this data has been gathered through the Employee Survey (ES) that the Union has had little opportunity to shape.  Whilst the business has continued to conduct the ES across the whole of RMG and some of the questions are mandatory in terms of benchmarking with external companies, it has had little credibility with our members or link with our joint agenda to improve both culture and the working environment.

On behalf of the DGS(P) Department, Postal Executive members Shelley Banbury, Katrina Quirke and David Wilshire met with Rachel Blackett, RMG and her team on both 23^rd and 26^th March 2021 to discuss how an agreed, revised and slim-line survey could be jointly conducted and supported.

The attached questionnaire has now been agreed and the survey is due to run from 19^th April until 9^th May 2021.  Branches will appreciate that this Big Trust Survey is far removed from the previous Employee Survey with the twenty-four questions (attached) being under half the previous size.  The survey is accessible via QR code, weblink or the RMG People App and is being promoted jointly in order to maximise the number of participants.  Whilst pay numbers are not required this time, the unit or shift where the feedback has occurred will be identified through the QR code therefore allowing for future joint targeted questions and analysis to take place with additional joint work where certain themes are identified.

Examples of some of the agreed joint briefing material to be used locally are also attached and Branches will see that in line with the joint commitments in the Pathway to Change Agreement these contain the key messages about improving culture, the working environment and trust.  The joint questionnaire includes our key culture question that was asked during the joint workplace visits to circa 65 sites in 2019 “I would recommend RMG to family or friends as key place to work”.

The results from this survey will enable us to drill down into every single site in the country and it is therefore important that the participation from our members is maximised.  Branches should note that time will be allowed during work time for members to complete the Big Trust Survey and that a postcard containing the unique unit code will be sent to home addresses.  In addition, a joint Facebook Live Session will take place in the same week as when the survey begins.

The data that is gathered and jointly assessed will help to inform our goal of delivering improved culture and trust and enhancing the workplace environment for our members.  In advance of this, further discussions are continuing to agree a protocol for developing joint action plans at a unit or shift level in order to address the issues that relate to the specific workplace.

The intention is to follow the main annual survey with smaller joint pulse surveys and the DGS(P) Department are also in discussions regarding how joint activity of this type can be taken forward and utilised on a quarterly national basis or at a regional, divisional and local level if required.

We believe it is very important to promote this survey and encourage as many of our members as possible to express their views with the confidence that they will not be identified as individuals and can absolutely help us make a difference.

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 154/21

Attachment 1 to LTB 154-21

Attachment 2 to LTB 154-21

Attachment 3 to LTB 154-21

Attachment 4 to LTB 154-21                     

View Online