UPDATE FOR ROYAL MAIL GROUP MEMBERS

We have made progress in our ongoing talks with Royal Mail and these are now at a crucial stage, although there are several outstanding issues.

CWU Branches and members will have seen the company’s half yearly results issued today. This confirms that whilst still in a challenging business environment, Royal Mail Group is now in a better place than originally projected and there has been strong revenue growth. This has been achieved because of the fantastic work that our members have carried out in meeting the needs of customers and wider society throughout the ongoing pandemic.

Talks are currently interrupted because of Royal Mail’s need to prepare their half yearly results and we expect them to reconvene either later today or tomorrow.

We are very focused on achieving an overall agreement on the future and in particular to ensure that our members rightfully receive a backdated consolidated pay award before Christmas. On the basis of the company’s half yearly results, we now anticipate an improved offer on pay.

We can confirm to our Branches, reps and members that whatever the position we reach, we will provide our reps and members with a full update next week.

Terry Pullinger Dave Ward
DGSP GS

Re: Fleet Maintenance HR1 – Redundancy Notice/Consultation

The Department have been made aware Fleet Maintenance have put out a
communication, attached at Appendix A, informing our members of potential
redundancies. We believe the reason the head of Fleet has put out this communication
is to create a state of fear and anxiety for our Fleet members.

Whilst we have received a legal HR1 notice for a headcount reduction of 45 full time
positions within Fleet Maintenance, the CWU do not accept there is a requirement for
the headcount reduction and will be opposing any unagreed reduction by all means
possible.

Fleet know they have not convinced the CWU of the need for the headcount reduction
as they have been unable to provide any information we have requested. The
information was requested in meetings prior to Fleet issuing the formal HR1 notice.
Fleet’s proposal is flawed, as they have been unable to provide the basic information
we have requested and we believe it is simply a cost reduction exercise.

The information requested which Fleet have been unable to provide includes:-

 Which external contractors they use
 How many vacancies we have
 How many agency workers we have
 Costings of external contractors and agency etc.
 Quality of service for Vehicles off Road
 How many hire vehicles we use
 What are the current productivity levels
 How much maintenance is outstanding

The fact Fleet have not been able to provide this information a week after it was
requested, shows their proposal is flawed. The full letter for information we
requested is attached at Appendix B. This is information which should have been
provided and considered as part of the proposal, not requiring us to ask for it.
Despite, not providing us with this information and to date, not engaging in the
formal consultation process, Sally Warren, Head of Fleet Maintenance, still saw
it as the right thing to do to go ahead and announce there will be redundancies
in Fleet.

This announcement comes at a time in the middle of the Coronavirus Covid-19
Pandemic, where no allowance is put into their proposals for the measures we
need to put in to keep our members safe.

Their proposal is also based across the current Monday-Friday. The union and
Royal Mail are discussing measures which will see vehicles used for longer during
the week and potentially at weekend. This will obviously mean more
maintenance, however, Fleet have not factored this into their proposal. At a time
when vehicles are going to be used more, requiring more maintenance, Fleet
put a proposal to reduce headcount!

We have written to Sally Warren giving our thoughts on her actions and
reminding Fleet of their legal responsibilities to negotiate with the Union. This
letter is attached at Appendix C.

We would prefer to be negotiating rather than sharing letters in the public arena.
However, Fleet decided to announce this without informing the Union and we
felt the need respond.

To date, we have had no response from Fleet on our request for information.
Our letters make it clear, if Fleet want to engage properly, we will consider their
proposal. If they do not, we will resist compulsory redundancy by all means
possible and conflict is inevitable.

Please ensure this LTB is circulated to our Fleet Maintenance Members. We will
keep branches updated.

All enquiries regarding the content of this LTB should be addressed to the PTCS
Department, quoting reference 404. Email address: khay@cwu.org.

Yours sincerely,

Carl Maden
Assistant Secretary (Acting) PTCS Department

20LTB555. Final

APP.A

APP.B

APP.C

TUC Health & Safety Reps Survey 2020:

This is the thirteenth biennial TUC Survey of Health and Safety Reps. It is designed to provide the TUC and individual unions with information about who Health and Safety Reps are, and what their experiences and needs are.

The TUC needs this information so that the TUC and unions can do more to help Safety Reps, and so that trade union Safety Reps’ views and experiences are better reflected in public policy debates and the work of the Health and Safety Executive (HSE).

The TUC will publish the results, and use them to campaign for better safety standards at work (including more rights for Health and Safety Reps).

Safety Rep responses are crucial to ensuring that this survey provides the information the TUC is seeking. Please answer as many questions as you can – but if they seem irrelevant to your experiences, ignore them.

This survey covers the last two years (from September 2018 to December 2020). Please answer the first half of the survey about your health and safety work in general over the whole period. The second half of the survey will ask specifically about the Covid-19 pandemic. Responses will help shape the future health and safety priorities of the TUC and refine how the TUC and affiliated unions support Safety Reps in future.

This survey will take approximately 15 minutes to complete. Your contribution is incredibly valuable, and it can only be used if you reach the end of the survey.

Survey Respondents will have the chance to be added into a prize draw:
1st Prize: a year’s subscription to Hazards Magazine plus a £150 Tesco e-Gift card
2nd Prize: a year’s subscription to Hazards Magazine

Collating the responses to this survey will be a time-consuming and expensive task, so the TUC cannot enter into correspondence arising from the survey. However, the TUC does want to know about any successes Health and Safety Reps have had in improving health and safety standards and if Reps want to send details, then please e-mail those details to: healthandsafety@tuc.org.uk.

Please complete the survey by 31 December 2020 when the survey will close.

The 2020 biennial TUC Survey of Health and Safety Representatives is now online so please complete the survey at:-https://www.surveymonkey.co.uk/r/HSReps2020

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

20LTB554 TUC Health & Safety Reps Survey 2020

Royal Mail Area Representative & Royal Mail Area Representative Substitute Elections – 2020

Branches will be aware that the Senior Deputy General Secretary is required to publish a standard election timetable for the RM Area Rep/Substitute positions. The timetable applies to positions that cover more than one branch area, i.e. those RM Area Rep elections, which are currently organised by the Regional Secretary. Accordingly the timetable for the 2020 RM Area Rep elections is as follows:

Nominations Open: 18^th November 2020

Nominations Close:  9^th December 2020 (3 week nomination period)

In line with the above policy I have asked Regional Secretaries to co-ordinate these elections and to contact branches and advise them of the arrangements for the positions which are subject to election within their respective areas.

Branches are reminded that candidates must have received the nomination of their own branch and if ballots are required we will advise the respective branches of the ballot timetable in due course.

Branches should also note that any ballots will be conducted on an individual member basis of those members eligible to vote and that the costs incurred for the ballots would have to be met from the relevant Branch(s) funds. The Regional Secretary will discuss the detail of this with the Branches.

Due to the current unprecedented circumstances we find ourselves in, branches should note that ballots for any elections that occur will be deferred into the New Year.

Also please note that it has been agreed that any candidates taking part in a ballot will be entitled to submit the following biographical and election information:

1. Biographical Details up to a maximum of 100 words.
2. An Election Statement of no more than 300 words.

Please note that the biographical details and election address will need to be provided to the respective Regional Secretary by the close of nominations on 9^th December 2020.  Any information received after this date will not be included with the ballot information. 

In addition, any elections will be conducted in line with the attached Guidelines and I would also take this opportunity to remind branches and candidates that they have a responsibility to treat fellow candidates with respect and they must ensure that no election material is published that could be deemed as either offensive or abusive.

Please note that elections for Area Representatives that fall wholly within one Branch boundary are the responsibility of the Branch, however if required, assistance can be sought from the Regional Secretary regarding these elections.

Any enquiries regarding this LTB 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

20LTB551

RM Area Reps Guidelines 2020

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Royal Mail Group – Latest Updated Coronavirus/Covid-19 – Frequently Asked Questions and Answers Guidance Document (Version 66):

I attach for your information Version 66 of the Royal Mail Group, Managers’ Coronavirus/Covid-19 Frequently Asked Questions and Answers Guidance document, issued by the business on 10 November 2020.

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 66 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 Health and Safety and Branch IR Reps.

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.

Please note that changes and additions from the previous version are highlighted in ‘Yellow’.

NOTE: Please also note that these Q & A documents are ‘Royal Mail Group’ advice documents and all the contents are not agreed with the CWU.

Contents List:

1. HEALTH

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

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

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

Any enquiries to this LTB or feedback on the RMG Q&A document should be directed to Dave Joyce CWU National Health, Safety & Environment Officer.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

20LTB553 Royal Mail Group – Latest Updated CoronavirusCovid-19 – Frequently Asked Questions and Answers Guidance Document (Version 66)

Coronavirus Guidance Questions and Answers v66

POST OFFICE: PAY CLAIM – STAGE 2 OF THE COLLECTIVE DISPUTE
RESOLUTION PROCEDURE

Further to LTB 542/20 dated 12th November 2020. Yesterday we met with Lee Kelly,
Employee Relations and Policy Director, in pursuit of our pay claim on behalf of our
members working for the Post Office. This meeting was held under the auspices of the
Collective Dispute Resolution Procedure (CDRP) and was effectively Stage 1 of this
process.

Whilst the meeting was cordial and constructive with a good exchange of views,
unfortunately no real progress was made with the Post Office simply reaffirming its
earlier offer which we have rejected as inadequate as it undervalues in any material
way the necessary recognition required for the exemplary role our members have
undertaken during the pandemic as Key Workers.

In relation to next steps, both parties acknowledge we now need to move to Stage 2 of
the CDRP in pursuit of an agreed way forward. Essentially the matter is now referred
to the Group Chief People Officer with a further meeting normally taking place within
ten working days. Consequently, we are awaiting an offer of a meeting date and would
expect to arrange this in the coming days.

The rejected pay offer remains “closed” at this stage so we are unable to provide further
details; suffice to say we are endeavouring to secure a more realistic offer that we
would be comfortable in recommending to our members.

We had hoped to make progress yesterday; however, despite being unable to do so
both parties remain committed to establishing an agreement. Accordingly, I am grateful
for the patience being shown by our members who no doubt understand that we are
seeking a settlement that is deserving of their efforts and commitment.

Further developments will be reported.

Yours sincerely,
Andy Furey
Assistant Secretary

LTB 549/20 – Post Office – Pay Claim – Stage 2 of the Collective Dispute Resolution Procedure

National Terms of Reference for The Deployment of a Hydrogen Powered Van Trial

Branches are reminded of LTB 407/20 dated the 31st July 2020, advising of the trial of a CNG Iveco Van and the trial of gas powered motive unit at the Chorley Vehicle Operating Centre, both of which are trialling alternative fuels, as opposed to the various number of Electric Vehicles (EVs) on trial in deliveries.

The LTB further informed Branches that Aberdeen City Council has approached Royal Mail to trial a hydrogen powered commercial vehicle to use in the Altens Delivery Office, Aberdeen, free of charge. Hydrogen is high quality energy and is used to power fuel cell vehicles, unlike fossil fuels which mainly include petroleum and coal that provide for the major extent of energy needs around the globe today. Hydrogen, however, readily combines with other molecules and the most common way to liberate hydrogen is to use heat and catalysts to reform hydrocarbons. Hydrogen fuelled vehicles do not emit greenhouse gases or other pollutants, as during combustion hydrogen only produces water vapour, thus reducing the release of harmful gasses such as carbon dioxide and nitrous oxide into the atmosphere.

The vehicle to be deployed is a Euro 6 Ford Transit L3 H3 converted to run on hydrogen, which uses blends of hydrogen and diesel for performance and emissions reduction. The range of the hydrogen converted vehicle whilst running on hydrogen, is dependent on the specific duty cycle but has been estimated to be 120 miles. The Project as previously reported in LTB 407 is a result of the Council’s role within the EU funded ‘Civitas PORTIS’ project which looks at sets of sustainable mobility measures in port cities, to improve the attractiveness of the urban environment. The Council is committed to Aberdeen becoming a more maintainable, low carbon city. The Council want to encourage the uptake of low emission vehicles, particularly hydrogen vehicles within the private sector, as this is part of their solution to improving the city’s air quality and cutting carbon emissions which will have undeniably associated health benefits. The Council also want to continue to lead on hydrogen technology, with Royal Mail participating in the project; the intention will be to promote the involvement and willingness by the private sector to trial hydrogen vehicles.

Cross departmental discussions have therefore been undertaken in relation to an agreement to enable the activity to take place. The CWU will be fully involved in all aspects of the trial locally, to help promote the benefits and purpose of the trial. The trial will be jointly overseen and monitored by RM Fleet Innovation and Environment Manager, who will provide periodic reports to the CWU both locally and nationally. The activity will be the subject of a joint review six months after the commencement of the trial and periodically thereafter, as agreed by the Royal Mail Fleet Operational
Specification Group (RMFOS). Local Managers, CWU Representatives and drivers involved in the trial will also feed into this process. The attached visuals provide confirmation of the vehicle to be deployed in RM livery and branded with the cruciform, as well as a reference to hydrogen. Branding has now been signed off, including the safety documentation. The vehicle has also been checked for suitability of collection and delivery in Altens.

Any queries to the content of the above, please contact the Outdoor Department reference 300, email address: outdoorsecretary@cwu.org.

Yours sincerely,
Mark Baulch
CWU Assistant Secretary

LTB 548/20 – Deployment of a Hydrogen Powered Van Trial

Aberdeen Hydrogen Vehicle – Photo

CWU Consolidated Accounts 2019

Further to LTB 521/20 dated 2^nd November which invited questions to the 2019 CWU Accounts, at the closing time of 12:00 hours on Monday 16^th November following questions had been submitted by the Harrow and District Branch.

Q1)  It is noted that there has been a reduction of legal & medical costs from 2018 to 2019, can you provide a breakdown of these costs? 

These are contained in the table below:CodeHeading 20192018Variance5000Bandit Attack PMTS1,1894177725001Self-Insured Conditional Fees-20,454-25,9125,4585002Criminal Defence0432-4325003Disbursement Refunds-16,004-50,56234,5585004Disbursement Costs69,40670,982-1,5765005Referral Fees Income-1,920-4,5002,5805006Commission Income-69,5680-69,5685008Medical Fees1,3701,0782925009Medical Tribunals3301491815011Indemnity Insurance47,02741,7505,2775012Solicitors Fees53,02931,75221,2775014Department Expenses4,5696,906-2,3375015Defendants Costs40,92284,000-43,0785017BT Hearing Loss Referral fees0-3603605018BT Hearing Loss Conditional Fees-995-99505019BT Hearing Loss Disbursements0950-950TOTAL108,901156,087-47,186

Q2)  Has there been any income generated by the Legal & Medical Services in 2019 if so where is this recorded in the accounts?

Yes, there has been income generated from legal and medical services during 2019.  This income has been included as part of the total expenses contained in the Accounts on page 24, note H Central Services to Members, Legal & Medical Services.

The total income received during 2019 was £108,941 and in 2018 it totalled £82,329, resulting in a £26,612 year on year increase. The breakdown of this income is the sum of the following headings detailed in the above table; 5001, 5003, 5005, 5006, 5017, and 5018. 

Q3)  It is noted that there is an explanation of Unionline on page 1 of the report.  On page 24 under section H there is a considerable difference between 2018 and 2019 Unionline costs.  Can you provide a full breakdown of the Unionline costs for 2019 and an explanation for the difference in costs between 2018 and 2019? 

Breakdown of Unionline Costs:Heading 20192018VarianceGeneral Department Expenses                                       (directly related to ownership of Unionline)53,65621,89731,759Unionline Recharge2,584,388-1,022,3953,606,783TOTAL2,638,044-1,000,4983,638,542

The explanation provided on page 1 of the “Report of the Senior Deputy General Secretary” is, as the question sets out, the answer to the point raised.  That is, the impact on this particular set of accounts only is that, whilst those discussions continue at national level with the GMB, we have not yet finalised the issue of when we will take cash out of the business in time for that to be recorded in these accounts. Whilst we are of the opinion that the Union will receive repayment of the monies owed, we currently cannot do so with the certainty the auditors need to rely on (i.e. the timescale it will take us to recover the debt in full).  In light of this, we can no longer carry this debt forward.  In accounting terms, this is known as making a provision against an uncertain debt.

In summary, in not being able to specify exactly when amounts owed by Unionline will be repaid and therefore providing for the amounts outstanding we now show an operating loss of £1.04m and a total comprehensive expense of £4.75m.  If we could have specified exactly when the amounts would be repaid, no provision would have been necessary and we would have been reporting an operating income of £2.89m and a total comprehensive expense of £816k.  We want to be absolutely clear in repeating our previous messaging on this matter, this does not mean we have paid out this money in cash.  The total and only cash amount loaned to Unionline remains as it has for some years now at £273,250.

This issue solely relates to the amounts we have recharged Unionline in recent years.  Accordingly, as can be seen, particularly under HQ expenses page 21, the inclusion of this provision against the monies owed to us is the primary reason for the change from a surplus in 2018 to a deficit in 2019. This does not imply that we have written any debts off permanently, but more so that we have agreed to be very cautious in our current assessment as to the recoverability of amounts owed in the short term.  Future recovery of any of these amounts owed will positively impact on our accounts in the future.

In short, the year on year difference is due to the Union not making a recharge to Unionline for the 2019 period.  As well and as explained above, in 2019 the Union included a provision for bad debts against prior year Unionline recharge income.  So in essence the 2018 accounts record income for Unionline in the form of a recharge and 2019 does not include any income, but instead writes off income from prior year recharges, creating the considerable difference year on year.

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

20LTB550

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COVID-19: Sick Pay – Clinically Extremely Vulnerable (CEV) Members

Since the Government announced that England would go into a second lockdown and
members who are in the Clinically Extremely Vulnerable (CEV) category have been
instructed to shield, the CWU have been pressing Royal Mail to amend the Sick Pay
Policy to take into account the exceptional circumstances of Coronavirus Covid-19.
Earlier today Royal Mail communicated their latest policy and it is attached to this LTB
as APP1.

During our meetings we have been expressing the view many of our members,
especially our CEV members will potentially be suffering severe financial difficulties due
to the result of the previous lockdown situation and will be more likely to be moving
towards half or nil pay. Our CEV members will by now have received a communication
from the NHS/Government advising them not to attend work and stay at home
‘shielding’ unless they can work from home.

The latest policy decision means Royal Mail sick pay will be extended to those CEV
members who are due to move onto half or nil pay, including those with less than 12
months service until the 2nd December 2020. Whilst this policy change from Royal Mail
will be very welcome news to CEV members, it is disappointing Royal Mail continue
with policies which are divisive and look at cost rather than the health of our
members/their employees, as this policy does not flow through to any member who is
not in the CEV category. Therefore, if you are contacted by track and trace or another
means and are told to self-isolate for a period of time, you will not continue to get full
pay should you fall into the half or nil pay category, due to exhausting your period of
full pay.

No matter what category of health you are in, members will have to face a very difficult
decision and may have to choose between attending work in defiance of the
Government request or accepting half pay or nil pay if they stay at home.
We do not believe this decision is easier for anyone who is not in the CEV category and
therefore believe the policy should apply to anyone who is contacted by Government to
shield or self-isolate.

Representatives and branches should also note the conditions this policy change has to
annual leave. The new policy insists any pre-booked annual leave has to be taken and
if there are any further lockdowns, any remaining annual leave has to be taken by 31st
March 2021, whether it overlaps with shielding or not, not even being allowed to carry
over the normal 5 days.

This policy decision only applies to CEV employees in England as Scotland, Northern
Ireland and Wales have their own devolved governments. When members are told to
shield going forward we will be discussing this with Royal Mail.

Whilst we want to acknowledge the positive moves for members who are in the Critically
Extremely Vulnerable category who are shielding, for members who have to self isolate
as a result of CV19 this will be seen as divisive and unfair. Many of these members will
be faced with the dilemma of having to choose between risking coming into work or
suffering a financial detriment through no fault of their own. The CWU will continue to
push for these members to be supported further by Royal Mail as we believe short term
cost savings on sick pay are not the right way to support employees through this
pandemic in exchange for the potential health risks involved.

We will continue our discussions with Royal Mail as we believe there will be further
lockdowns and this is only a short term fix. We want to agree a strategy with Royal
Mail which is fair to everyone and where members do not have to make the unenviable
decision of putting themselves, their families and their fellow colleagues at risk through
not being able to afford to stay away from work.

All enquiries regarding the content of this LTB should be addressed to the PTCS
Department, quoting reference 404. Email address: khay@cwu.org.

Yours sincerely,
Carl Maden
Assistant Secretary (Acting) PTCS Department

LTB 547/20
LTB 547/20 – Attachment