Workers of the world unite; you have nothing to lose but your chains. Karl Marx.
Some press coverage of the deal to share
Sky News https://news.sky.com/story/landmark-deal-to-end-dispute-at-royal-mail-12170128
Telegraph https://www.telegraph.co.uk/business/2020/12/22/posties-win-inflation-busting-pay-deal-royal-mail/
FT https://www.ft.com/content/d7380a80-eefe-42a5-a1ea-eef08b3913a0
CityAM https://www.cityam.com/royal-mail-settles-industrial-dispute-over-pay-and-operational-changes/
RMG & CWU KEY PRINCIPLES FRAMEWORK AGREEMENT
(THE PATHWAY TO CHANGE)
We are pleased to announce that at its meeting yesterday today, the Postal Executive unanimously endorsed the negotiators’ agreement reached with the Royal Mail Group on Friday 18th December 2020 last Friday.
This agreement marks the end of our two year dispute with Royal Mail Group and brings closure to one of the most adversarial periods of our history. It builds upon and does not replace our previous agreements including the spirit and intent of the 2018 Four Pillars Agreement and Agenda for Growth. It reflects and re-positions a joint philosophical approach to the future based on growth and not decline, opportunity and optimism, and a re-designed Royal Mail Group, importantly including Parcelforce, thriving in the modern day.
It has been negotiated during the most unpredictable circumstances in a generation, with Royal Mail Group predicting between a £400 – £800m loss this year and 10,000 to 14,000 job losses over the next three years. We have seen businesses closing, jobs being lost, workers’ terms and conditions being attached attacked and record numbers of unemployment unemployed.
However, as the year has gone on the circumstances and opportunities for RMG have changed. Those circumstances have massively advanced the change anticipated in our previous agreements in parcel growth which has placed huge pressure on our current design and our members. It has illustrated the challenge going forward and the real need to change and expand our operations to seize the opportunity and determine a positive future out of adversity, protect this great public service and our member’s’ employment, standard of living and retirement security.
Be in no doubt this agreement could not have been achieved without the amazing support of our members, the dedication and work of our Representatives at all levels, and the astonishing human effort by postal workers keeping the country connected during this pandemic.
We now need a sustained period of pragmatic progress and industrial peace and we must be clear with our members that change carried out at pace and in line with this and our other agreements is the route to a positive future.
The Agreement
A full copy of the agreement can be found on here:
Click to access Joint-draft-KEY-PRINCIPLES-FRAMEWORK-AGREEMENT_18_12_20_Final.pdf
A summary of the key points, as laid out under each heading in the document, are set out below.
Introduction
This is an important scene setter that represents a major shift from the previous narrative of managed decline – to a clear recognition that through the efforts of the workforce during the pandemic and despite continuing letter decline, there are now enormous opportunities to grow the business.
The Strategy and Future Direction of the Company
This confirms the future strategy that the company and the CWU will now jointly pursue and represents a reversal of the direction the company were taking under the previous senior management, which without doubt would have led to parcel growth being pursued through separate structures, whilst leaving Royal Mail to wither on the vine. The union can now justifiably claim that through this agreement we have shaped the future direction of the company including;
• Confirmation that the existing workforce and infrastructure will now be at the heart of all plans for future growth and that the company will no longer limit its ambitions just to parcels.
• To secure and grow Royal Mail Group’s position as the UK’s number 1 parcels company.
• A new strategy to expand the role of postal workers beyond letters and parcels by exploring new commercial markets, supporting communities and developing new local to local services. This will be achieved by tapping into the knowledge of frontline workers and building on the trust that they have with customers.
• Confirmation that letters and the USO will continue to be an important part of our future.
Culture
The agreement accepts that to be successful in the future we must change the culture within the business, particularly on the frontline. This is all about ensuring that local managers, CWU Representatives and employees are encouraged and empowered to agree local solutions on day to day operational issues. We all know that changing culture is ultimately a matter of actions not words and the union has made it clear that we will work tirelessly to ensure that genuine local empowerment becomes a reality throughout the business.
Capturing Parcel Growth
The agreement recognises that capturing parcel growth is essential to our future and that the opportunity to do this is here now and will be at a premium over the next two years. This will mean all of us accepting the need to introduce change at a greater pace, including;
• Revision activity (driven by local solutions) to rebalance letters from parcels, reflecting the change in volumes between the two. These revisions will also focus on maintaining the USO (Q of S) and improving overall efficiency across the business, whilst taking full account of the ongoing implications of the Covid-19 pandemic.
• The need to maximise parcel capacity in our existing networks.
• The development of a 24/7 operation and the introduction of Sunday deliveries (initially on a voluntary basis).
• The introduction of new automated parcel hubs and the creation of an enhanced network through a major joint review of the whole operation, whilst ensuring there is no reduction in the existing Mail Centre and RDC estate.
• A commitment to maintain and invest in the Parcelforce brand, whilst improving productivity and developing synergies with the rest of the Royal Mail Group.
• Agreement that use of owner drivers in Parcelforce will not spread to the rest of Royal Mail.
Job Security
The agreement recognises that in the current Covid and economic climate job security is crucial to employees and the union has secured the following commitments from the company.
• As change is deployed we will avoid compulsory redundancies and the next joint review of this commitment will be in May 2023.
• Our existing MTSF voluntary redundancy terms will continue to apply and the next joint review will be in May 2023.
• The legal agreement that protects us from the break-up of the company and replacing existing terms and conditions with insecure employment models will now be extended and the next joint review will be in May 2023.
Technology
The agreement recognises the need for the greater use of technology and agrees the rollout of Scan in/Scan out and restarts the trial of Resource Scheduler. In agreeing this technology, the union has secured ground-breaking protections for employees and CWU Representatives. These protections will ensure that as technology is rolled-out we will not allow the exploitative practices that bear down on workers (as seen in companies that operate in the wider post and logistics sector), will not de-humanise the workplace and ensure that the key decision makers in the workplace are the local
manager and local representative and not the technology.
Improving Efficiency/Productivity
The agreement recognises that to secure our future as we introduce change, it is also important that we improve overall efficiency within the business. This will be done on the basis of recommendations from the relevant Joint Working Group that was established under the previous Four Pillars agreement. This will also support greater fairness and
manageable workloads.
As part of this commitment we have agreed a new productivity measure (WIPWH) and further work will be undertaken by the JWG to agree relevant standards across the operation and a three-year flightpath programme to achieve these.
Pay
The union has now secured a two year pay and conditions deal that represents a vast improvement on all of Royal Mail’s previous offers and that in the current climate will be seen as one of the best settlements around.
In achieving this, there is no doubt that the work our members have done throughout the pandemic in meeting customer and societal needs significantly improved the company’s financial position and this has facilitated the following;
• Year 1 – April 2020 to 2021 – a 2.7% pay increase backdated to April 2020 and flowing through to all appropriate elements of pay.
• April 2021 to March 2022 – a further 1% pay increase flowing through to all appropriate elements of pay, plus the introduction of the second hour reduction of the Shorter Working Week. The second hour reduction to be introduced by October 2021 through the local revision activity set out in the agreement.
• For part time employees and those on the new 35 hour contracts, the Shorter Working Week element will be reflected through increased hourly rates.
• All business units within the Royal Mail Group will receive the same two year deal, or the equivalent value of this in regard to the Shorter Working Week.
• Additionally, we have reached agreement to develop new local incentive schemes that will support plans for growth and increased revenue.
Working Together
This section recognises the need for us to restore relationships and to work together in a way that introduces change more quickly. This includes a commitment to a new trials process and revised Dispute Resolution Procedures. These will continue to be based on our existing IR Framework and will protect all current CWU interfaces, whilst also ensuring that the union continues to negotiate on all issues that impact on our member’s’ terms and conditions.
Next Steps
Following the publication of this LTB, in conjunction with the Communications Department, we will be developing a plan to engage with Branches, Representatives and members to explain the terms of the agreement and allow space for an open and transparent debate. The plan includes the following:-
• A Senior Field Officials Briefing is taking place today at 12pm.
• A live Facebook session will be held today at 4:30pm
• An online National Briefing for CWU Representatives in January 2021
• A National Ballot of CWU members in January 2021, timetable to be sent out in due course.
Conclusion
This agreement meets the demands in our dispute and maintains the high standard the union has always set itself in protecting its members, we believe it faces up to the challenges of our time and is an excellent agreement.
We have now established a set of principles on pay, Shorter Working Week, job security, change and the future direction of the company that will give us the best opportunity we have ever had to secure our future.
Finally, in thanking our members and Representatives for their continued support, it’s vital we now throw the whole weight of the union behind delivering this agreement.
Yours sincerely,
Yours sincerely
Terry Pullinger – Deputy General Secretary Postal
Dave Ward General Secretary
Andy Furey Assistant Secretary
Davie Robertson Assistant Secretary
Mark Baulch Assistant Secretary
Carl Maden Acting Assistant Secretary
Click on the link below to view and download
ltb-607.20-rmg-and-cwu-key-principles-framework-agreement-the-pathway-to-change.pdf
Romford Mail Centre – Property Update
Further to the contents of LTB’s 370/19, 715/19 and 317/20, Branches will be aware that the lease on the Romford Mail Centre site was previously extended until March 2023 as the final tenancy arrangement, with the site reverting to the landlord from that date.
Discussions have been taking place in line with the Refining the Processing Footprint Agreement on potential options in regard to the future of the Romford Mail Centre operations since the announcement in relation to the lease extension was made. This has included, in line with Section 7.6 of the agreed process, the CWU presenting a comprehensive proposal for an alternative site in Barking to accommodate the Mail Centre operation following the closure of the current site. These groundbreaking proposals, which were worked up by the CWU Cross Functional Working Group, were presented in late October 2020 and have been the subject of ongoing discussions with the business.
In the past two weeks however Royal Mail informed the CWU that the Landlord of the Romford site had reconsidered his position and had indicated that he was willing to consider a longer extension to the current lease. We are therefore delighted to report that the business has today confirmed that the commercial discussions between Royal Mail and the Landlord have culminated in a new lease extension being agreed, which will safeguard the future of Romford Mail Centre on its existing site until March 2031.
Our members in Romford have gone through 18 months of uncertainty and we hope that today’s announcement will be a significant boost to morale and provide certainty and security over their future.
All current functions based at the site will continue to operate out of Romford Mail Centre and discussions will recommence in the New Year in relation to improvements that can be made at the site now that the future has been secured.
We would like to place on record our thanks to the CWU Working Group led by the Anglia Divisional Representatives for their considerable efforts and dedication in representing the interests of our members at Romford throughout the consultation period.
Any enquiries in relation to this LTB should be addressed to:
Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org quoting reference : 727.03,
Mark Baulch, Assistant Secretary: Outdoor Department, email: outdoorsecretary@cwu.org quoting reference number: 230.03.
Carl Maden, Acting Assistant Secretary; PTCS Department, email: khay@cwu.org quoting reference number 041.
Yours sincerely
Davie Robertson – Assistant Secretary
Mark Baulch – Assistant Secretary
Carl Maden – Acting Assistant Secretary
POST OFFICE: COVID-19 – JOINT STATEMENT ON CLINICALLY EXTREMELY
VULNERABLE
Branches are advised that we have today agreed the attached Joint Statement with
regards to our Clinically Extremely Vulnerable members. The headlines are as follows:
This is obviously a positive development for our Clinically Extremely Vulnerable
members’ well-being in these difficult times and credit should go to the Post Office for
their swift and responsible reaction to the government’s tightening of restrictions across
various areas of the nation due to the changing nature of the virus.
I wish to extend my thanks to Lynn Simpson, Postal Executive member for her
endeavours in immediately engaging with the Post Office to secure this position for our
Clinically Extremely Vulnerable members.
Further developments will be reported.
Yours sincerely
Andy Furey
Assistant Secretary
20LTB605 Post Office – Covid-19 – Joint Statement on Clinically Extremely Vulnerable
Royal Mail Group – Mandatory Mask Wearing – CWU Compliance Survey (Dec 2020)
This update is being issued further to LTB No. 544/2020 issued on 13 November 2020.
See attached for the information of all Postal Representatives, Branches and Regions a copy of the results of a national survey of ‘Mandatory Mask Wearing’ support and compliance as conducted via the CWU Regional Health and Safety Sub-Committees and Area Safety Reps.
This is a matter that has been discussed at the weekly RMG/CWU National Joint Coronavirus Operations Group meetings.
From day one of the introduction of mandatory face coverings/masks in Royal Mail Group, there has been widespread strong and solid support for the policy from CWU ASRs, IR Reps, Branches and Regions and the CWU/HQ Health, Safety and Environment Department wishes to thank all our Reps for that support in what is an important ‘Covid-Secure’ safety measure.
Through telephone interviews and written feedback from Area Health and Safety Reps, the following was fed back:
With the weekend’s announcement by the Prime Minister/First Ministers/Chief Medical Officer Prof. Chris Whitty/Chief Scientific Advisor Sir Patrick Vallance etc., regarding the rapidly rising Covid-19 infection rate and the significantly more infectious new virus strain, the Health Safety and Environment Department has called on the Royal Mail Executive Board to re-double efforts and compliance commitment to ‘Hands (hygiene) – Face (Masks) – Space (2 Metres not 1M+) – Cleaning (Higher Standards) – Weekly Workforce Covid-19 Testing roll out’.
A Joint Workplace Inspection Programme was initiated jointly involving the RMG Safety Health and Environment Team along with CWU ASRs and this is currently working well, involving CWU ASRs and WSRs and we have called on Royal Mail to keep this going, mobilising the SHE Advisors and Business Partners across the Country. However, it has to be said that the 25% cut in SHE Advisors about to be initiated could not have come at a worse time and needs to be re-thought!
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
20LTB603 Royal Mail Group – Mandatory Mask Wearing – CWU Compliance Survey (Dec 2020)
Royal Mail Group Mandatory Mask Wearing Compliance Survey (Dec 2020)
Royal Mail Withdrawal of Shared Vans – Following Covid-19 Tier 4/Lockdown Announcements in England, Scotland, Wales and Northern Ireland:
Background
Branches and Reps will be aware that over the weekend a series of announcements were made in relation the introduction of new tougher Tier-4 Coronavirus/Covid-19 lockdown restrictions across the UK. Tier-4 is the toughest of the county’s five tiers of restrictions (0-4). For those affected, Tier-4 will essentially be a return to the full lockdown.
The UK Government for England and devolved administrations of Scotland, Wales and Northern Ireland have been prompted to take urgent action following rapidly increasing Covid-19 infection rates and concerns over a new strain of Coronavirus which is believed to spread more quickly, is significantly more infectious and is up to 70% more transmissible than the old variant, so affecting more people. This is judged to be the reason for the rapidly rising infection rates in the South East and elsewhere. COVID-19 cases have been nearly doubling in London over the past few weeks, while in the East and South East of England cases have continued to rise significantly.
The Government has urged people to continue to get vaccinated against Covid-19 as over the coming weeks and months, the number of vaccination clinics and centres will be set up and could see two million people a week being vaccinated.
Royal Mail Shared Van Policy Change
As a result of the weekend’s announcements from the UK Governments regarding the introduction of the ‘Tier-4 Lockdown’ arrangements to tackle the rapidly rising Covid-19 infection numbers and faster transmission rate of the newly detected Covid-19 Virus strain, the Royal Mail Executive Board have decided, as an ‘emergency measure’ to withdraw their current shared van arrangements which they state is on the basis of putting the safety of the workforce and communities Royal Mail operates in first. The Union certainly welcomes that prompt reaction to the Government announcements as the Union’s position has remained that shared vans should not have been reintroduced in the first place (See LTB No. 489/20 dated 6 October 2020).
Royal Mail state that that this is a ‘temporary cessation’ of the use of shared vans in Tier-4/Lockdown areas which will be kept under review.
This means shared vans should stop in the England listed Tier 4/Lockdown areas and all of Wales, with immediate effect. Shared vans should cease in mainland Scotland and Northern Ireland from 26 December.
Royal Mail add that they will be keeping this decision under close review as more information from Government and public health bodies becomes available.
Dr Shaun Davis Royal Mail Group Global Director Compliance & Sustainability concludes the communication on behalf of the Executive Board – Royal Mail emphasise in the meantime, please ensure that all safety measures are being followed in your units, and you and your teams continue to follow Government guidelines.
A copy of the communication is attached.
In summary:
England:
The following areas of England entered Tier-4/Lockdown from 20 December:
Wales
The whole of Wales has entered Lockdown from 20 December.
Scotland.
The whole of mainland Scotland will enter Tier-4/Lockdown from Boxing Day, Saturday 26 December.
Northern Ireland.
The whole of Northern Ireland will enter Lockdown from Boxing Day, Saturday 26 December.
A separate LTB covering a summary of the changes being introduced in relation to the Tier-4 Lockdown Rules as they apply across the UK and where to obtain further information is being circulated in a separate LTB.
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
Covid-19: New Tiers and Lockdown Rules Announced in England, Scotland, Wales and Northern Ireland
Branches and Reps will be aware that over the weekend a series of announcements were made in relation the introduction of new tougher Tier-4 Coronavirus/Covid-19 Lockdown restrictions across the UK. Tier-4 is the toughest of the county’s five tiers of restrictions (0-4). For those affected, Tier-4 will essentially be a return to the full Lockdown. The Government stated that “throughout the public health emergency, they have had to respond quickly to the rapid changes, which have been so typical of Coronavirus. New information has required an immediate response.”
In summary:
England
London and much of south-east England has been put into Lockdown (known as Level 4 or Tier-4) which came into force from Sunday 20 December. The measures will remain in place for at least two weeks, with a review at the end of that period to decide if it needs to be extended, with the prospect of a possible full National Lockdown to follow in the new year.
The areas affected are:
Wales
The whole of Wales has entered another lockdown from 20 December for 3 weeks.
Scotland
The whole of mainland Scotland will begin a new Tier-4 lockdown for three weeks from one minute after midnight on Boxing Day morning on Saturday 26 December.
Northern Ireland
The whole of Northern Ireland begins a six-week lockdown on Boxing Day Saturday 26 December.
Christmas
The planned relaxation of Covid-19 rules for Christmas have in the main been scrapped for large parts of south-east England (as listed) and cut to just Christmas Day for the rest of England, Scotland and Wales. In Northern Ireland, no changes have been made to Christmas restrictions, with three households allowed to meet from 23 to 27 December.
The Reason for the Changes and New Lockdowns
The action was prompted by Government concerns over a new strain of Coronavirus – known as VUI 2020/01 – which is believed to spread more quickly than the original strain and is judged to be the reason for rapidly rising infection rates in the south east of England and elsewhere.
The New and Emerging Respiratory Virus Threats Advisory Group (NERVTAG) suggests the new more aggressive strain is significantly more infectious and is up to 70% more transmissible than the old variant, spreading more quickly and affecting more people.
While the expert advisory group of scientists are fairly certain the variant is transmitted more quickly, there is no evidence to suggest that it is more lethal or causes more severe illness.
There is also no evidence to suggest the vaccine will be any less effective against the new variant.
COVID-19 cases have been nearly doubling in London over the past few weeks, while in the east and south east of England cases have continued to rise significantly.
Over 60% of infections in the capital have been the new variant, which is thought to have emerged in mid-September.
The Government has urged people to continue to get Covid-19 vaccinations. 350,000 people across the UK have already had their Covid-19 vaccine jab. In the coming weeks, the number of vaccination clinics should increase six-fold, following which the plan is for mass vaccination centres to be set up in sports stadiums and conference centres. That could see two million people a week being vaccinated.
Tier 4 Lockdown Rules Summary
The Full Tier-4 Government Guidance Rules can be found at:
England: https://www.gov.uk/find-coronavirus-local-restrictions
Scotland: https://www.gov.scot/check-local-covid-level/
Wales: https://gov.wales/covid-19-alert-levels
Northern Ireland: https://www.nidirect.gov.uk/articles/coronavirus-covid-19-regulations-guidance-what-restrictions-mean-you
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
Dear colleague,
As many of you will know, yesterday evening the Government announced Tier 4 restrictions in areas across the South East. This includes all of London, and many of the surrounding counties. You can see a full list of which areas are impacted here. You can also find more information here.Additional measures have also been taken in parts of Scotland, Northern Ireland and Wales and you can find more information on those areas here.Most of the changes came into effect this morning.
Following an Executive Board call this morning and updated information on a new strain of COVID-19 that is transmitting faster than previous strains, we have decided to step back from shared vans as we continue our policy of putting the safety of our people and the communities we operate in first. It is important to note that current medical advice is that this new strain is not any more dangerous than previous strains, and vaccines will still be as effective.
In light of the Government announcement and the uncertainty around the new strain, we have taken the decision to temporarily cease the use of shared vans in full lockdown or Tier 4 or above areas. This means shared vans should stop in the areas listed here, and all of Wales, with immediate effect. Changes should be made in mainland Scotland and Northern Ireland from 26 December. For more information on the rules in mainland Scotland please click here and for Northern Ireland, please click here.
I know how important this week is to the business, and I understand that this will place additional pressure upon you. However, our first priority must always be the safety of our people.
We have taken this decision as an emergency measure, and will be keeping this under close review as more information from Government and public health bodies appears. In the meantime, please ensure that all safety measures are being followed in your units, and you and your teams continue to follow Government guidelines.
Dr Shaun Davis
Global Director Compliance & Sustainability
CWU members have kept the country connected in 2020 – watch and share this video to thank them #MerryChristmas
ELECTION OF:
The above elections were scheduled to take place during in early Autumn 2020 however as a result of the Covid-19 pandemic and the revised operational arrangements at CWU HQ it has not been possible to conduct these elections in the usual manner.
Following discussions between the DGSP and SDGS Departments, arrangements have now been agreed to allow for these above elections to be conducted, albeit with revised and specifically designed election arrangements.
Clearly the democratic principles of the CWU are founded on our ability to ensure that the elections are conducted in a fair and equitable way and specifically that members of the union, via their own branch nomination, are given the opportunity to put themselves forward as a candidate. These guiding principles have been included in the revised arrangements a summary of which is set out below in advance of the election process.
Election Timetable
It is necessary for the election timetable to be significantly longer than normal. This will allow branches sufficient time to seek nominations from their members and to then subsequently agree on which candidates(s) they intend to nominate for election and, once the list of candidates is known to then decide which candidate(s) will receive the branch vote.
Nomination Process
In respect of seeking nominations branches will need to put in place a robust system and use all reasonable methods at their disposal to publish suitable notification throughout the branch area, to allow members the opportunity to submit their name for nomination. Following this the branch would need to put in place arrangements to hold a membership meeting to decide which candidate(s) will receive the branch nomination.
On the basis that no face to face member meetings are currently allowed then this would need to be conducted via a suitable video conferencing platform such as Zoom or Skype, etc. that provides the opportunity for large numbers of members to take part if required.
Branches will need to allow for members who do not have video conferencing facility to join the meeting by phone again should they wish to do so.
The timeline for the meeting would need to be agreed in advance and notification provided to members at least 7 days prior to the meeting taking place.
Dispatch and Return of Nomination Forms to CWU HQ
Nomination forms for these elections will be sent to branches electronically via an LTB prior to the opening date of the nomination period. It will be our intention to set up a specific dedicated election email address where branches should return completed nomination forms to.
Nomination Forms will need to be returned by the advertised closing date to be included with the list of candidates.
The revised system will avoid the necessity to return forms via the postal system, which of course may be subject to delay during the current Covid-19 crisis.
Dispatch and Return of Voting Papers
Where individual member ballots are required voting papers will be sent by the appointed independent scrutineer to member’s home addresses. Members will need to return the voting paper by the advertised closing date.
Where branch ballots are required branches will be sent the relevant voting paper by email to the address that we hold on file. Branches should return the completed voting papers by email to the advertised CWU election email address. It will the responsibility of the branch to ensure that voting papers are returned to the correct email address. Notification will be sent to individual branches confirming receipt of the voting papers.
To be included in the ballot voting papers must be returned by the advertised closing date and time.
Branch Voting Recommendations
Clearly we are in unique and challenging times and whilst branches would normally arrange mandating meetings to decide which candidates to vote for in the respective elections we do not believe that this is either practical or necessary during the current crisis. Therefore, on this occasion this decision can be made by the Branch Committee and the decision subsequently notified to members of their branch accordingly.
Election Timetable and Term of Office
The election timetable for the above will be as follows:
Nominations Open: 11 January 2021
Nominations Close: 9 February 2021
Ballot opens: 16 February 2021
Ballot closes: 16 March 2021
The term of Office for the above positions will commence from 16 March 2021 for a period of 2 years.
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
CWU Eastern No5 Branch 