RMG/CWU Business Recovery, Transformation & Growth Agreement Appendix 1 Seasonal Variation – Updated FAQs

Branches and Representatives will recall LTB 213/23 (Letter To Branches) concerning the commitments against Appendix 1 – Seasonal Variation of the BRT&G (Business Recovery, Transformation & Growth) Agreement, as well as the joint FAQ (Frequently Asked Questions) document linked to its national rollout.

Since then, we have continued to review the application of Seasonal Variation with Royal Mail and as part of this, we have further agreed on the need to review and refresh this FAQ document.

Accordingly, please find attached a revised FAQs document, the bulk of which reflects former listed Questions and Answers issued in LTB 213/23. However, to assist, listed below are the key changes now set out in this updated version:

• Q&A 7: This confirms more local flexibility to move duties ‘out of scope’ from Seasonal Variation.
• Q&A 7/9: This confirms that new requests by individuals to be exempted from Seasonal Variation now need to be made via a Flexible Working application.
• Q&A 16: Confirms the application of Seasonal Variation against Network Window changes.
• Q&A 18: Updated confirmation of the application of Seasonal Variation against Annual Leave.
• Q&A 19: Updated confirmation of the application of Seasonal Variation in terms of Sick Leave pay (in line with the Joint Statement, section 6.4.1 BRT&G Agreement on Sick Pay – set out in LTB 056/24, issued 6^th February).
• Q&A 25: Updates that a formal Hours Reconciliation process has been established for employees that leave part way through the Seasonal Variation cycle (i.e. the process to correct any imbalance in hours either owed to Royal Mail or the individual at the point of leaving).
• Q&A 37: Updated confirmation of the application of Seasonal Variation in terms of Job Share arrangements and more local flexibility to move such duties ‘out of scope’ from Seasonal Variation.
• Q&A 43: Confirms the application of Seasonal Variation will not impact Pension arrangements.
• Q&A 44: Updated confirmation of the application of Seasonal Variation in terms of Bank Holiday arrangements.
• Q&A 45: Confirms the application of Seasonal Variation in terms of individuals on Maternity, Paternity and Adoption Leave.
• Q&A 46: Confirms the application of Seasonal Variation in terms of the Working Time Directive.
• Q&A 47: Confirms the arrangements where an individual has been incorrectly recorded in PSP against Seasonal Variation.

Additionally, listed from 48 to 53 are several functional Q&As, which are designed to offer further clarification in terms of the local application of Seasonal Variation and we feel their inclusion within the FAQs will assist in this regard and with local level enquiries etc.

Finally, it can be confirmed that this FAQ document will also be issued by Royal Mail to operational managers via ‘signpost’ to ensure consistency of approach.

In relation to the application of Seasonal Variation for 2025/26 calendar year, we have requested that discussions take place with the business in line with the previous joint statements to review the lessons learned and agree the appropriate reference points. Further communications regarding this will be issued in due course.

Any enquiries to the content of this LTB should be directed to the Outdoor Department, email address: Pharacz@cwu.org.

Yours sincerely,

Tony Bouch

Assistant Secretary

LTB 340/24 – BRTG Seasonal Variation – Updated FAQ

Attachment: SV National Jointly Agreed FAQs_Version 3

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IMPORTANT: ANTI-RACISM RALLY- SATURDAY 26^TH OCTOBER, CENTRAL LONDON

 Branches should note that the next Anti-Racism rally organised by Stand Up to Racism (SUTR) is taking place on Saturday 26^th October in Central London.

Branches will be aware that the CWU are strong supporters of the anti-racism movement, which is why we are calling for a show of CWU strength at this demonstration to oppose Tommy Robinson, who has called on his followers to assemble in Central London. The demonstration is also being supported by the TUC.

The General Secretary will be speaking at the event and will be calling for a more focused, trade union-led strategy/campaign to address these issues in a way that reaches all communities and our members.

Stand Up to Racism are organising coaches from all over the UK and we would encourage anyone interested in attending to check their website. The TUC block meeting point is on the corner of Jermyn Street & Regents Street/St James Street, assembling from 11:30am. SUTR have advised attendees to avoid Victoria Station, where far-right activists will be congregating. If you cannot avoid the station, please remove any insignia to ensure your safety. 

Yours Sincerely,

Dave Ward                                                 

General Secretary                                      

Kate Hudson

Head of Equality, Education & Development

LTB 338/24 – IMPORTANT – ANTI-RACISM RALLY – SATURDAY 26TH OCTOBER – CENTRAL LONDON

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ROYAL MAIL: BRT&G AGREEMENT – SECTION 6.4.1 – SICK PAY 

Branches and Representatives will recall that as part of the Business Recovery, Transformation and Growth (BRT&G) Agreement, we included within Section 6.4.1 a review clause in terms of the revised sick pay arrangements.  Essentially, Section 6.4.1 specifically states that sick absence levels will be measured over a six-month period and the levels need to be below 5.5% on average for that period for the former sick pay arrangements to be reinstated.

We have met with Royal Mail on a regular basis to discuss the absence rates and the trends since the new sick pay arrangements commenced on 1^stOctober 2023.  We also have in place a Joint Working Group (JWG), including Postal Executive members and Royal Mail management, who jointly monitor sick absence levels and discuss how steps can be taken to reduce it.  The JWG continues to meet regularly and overall it is moving forward in a positive way.

Six-Monthly Reviews – Outcomes

• The first monitored six-month period from the commencement of the new sick pay arrangements, 1^stOctober ‘23 to 31^st March ‘24, ended with an average sick absence rate of 7% (compared with 7.2% for the previous six months). Whilst this was a downward trend, the target of 5.5% was obviously not met.
• The second six-month period commenced on 1^st April ‘24 and ended on 30^th September and we can report an encouraging further improvement on sick absence rates with a six-month rolling average of 7%. Although the trajectory has been positive throughout the last six months, we have nonetheless not quite achieved the 5.5% threshold for triggering the restoration of full sick pay.  Whilst we are closer than we have ever been, the current sick pay arrangements in line with the BRT&G will continue going forward.

The JWG will continue to monitor progress and we hope that the outputs of this group and the plans put in place to help support our members and improve sick absences will enable us to continue to improve the trends in order to hit the 5.5% target. Further developments in this regard will be reported.

Yours sincerely,

Andy Furey                  

Assistant Secretary      

Bobby Weatherall

Acting Assistant Secretary

LTB 336/24 – RM – BRT&G Agreement – Section 6.4.1 – Sick Pay

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CWU SUCCESS IN POLITICAL FUND BALLOT

As branches will be aware, the CWU has successfully balloted our members to continue the CWU’s political fund, with 79.7% of members voting YES, on a 16.1% turnout.

This positive result for the union means that the CWU can continue to be a leading campaigner in the wider labour movement and play a significant role in shaping the political agenda of the new Labour government

Since the last ballot in 2014, the landscape of UK politics has been irrevocably shaped by a number of events. Brexit, the COVID-19 pandemic, the collapse of the Tory Government, the cost-of-living crisis and four general elections. Throughout this time, we have seen attacks on both trade unions and working people increase in ferocity, including the introduction of more anti-trade union laws and this has impacted trade union membership across both the public and private sector.

Despite this, the CWU has always remained a leading voice in our political sphere and has achieved tangible results for our members, as our focus has always been on building the connection between our industrial and political work. The new Labour Government has introduced the Employment Rights Bill just last week, based on the New Deal for Workers campaign that the CWU started over eight years ago. These new rights in the workplace and the repealing of anti-trade union laws can be directly attributed to the CWU’s political fund and our ability to campaign effectively, in Westminster and beyond.

As we look to the future, we will continue to campaign for the new Government to go further on their promises to transform the world of work and introduce wider collective rights for workers and trade unions. The CWU will also continue to build wide-ranging political support for our members, particularly as we face a period of historic change in our sectors- whether it is the takeover of Royal Mail or the rapid advancement of technology in the Telecoms sector.

I would like to thank all members and branches who played a role in this ballot and thank you for your continued support for the CWU’s political work.

Any enquiries on the above should be addressed to the General Secretary’s department jdunn@cwu.org. 

Yours Sincerely,           

Dave Ward                                                                                         

General Secretary                                        

LTB 335/24 – CWU SUCCESS IN POLITICAL FUND BALLOT

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RESULT OF THE CWU POLITICAL FUND REVIEW BALLOT 2024

Branches will be aware that the CWU’s Political Fund Review Ballot closed on the 15th October 2024. Following receipt of the attached report from the Independent Scrutineer it is confirmed that the results of the ballot are as follows:

Ballot papers despatched:                              161,887

Ballot papers returned:                                   26,099

Spoilt papers:                                                  40

Total number of papers to be counted           26,059

Votes cast YES:                                              20,777 (79.7%)

Votes cast NO:                                               5,282 (20.3%)

This represents a 16.1% return

Branches should ensure that the results of this ballot are brought to the urgent attention of their members through the usual channels.

A free copy of the Independent Scrutineers report is available on request from: Tony Kearns, Senior Deputy General Secretary, CWU HQ.

Please see the below notice, in compliance with our obligations under the law. 

CWU Formal Notice

EXEMPTION FROM CONTRIBUTING TO THE POLITICAL FUND- Trade Union and Labour Relations (Consolidation) Act 1992 (as amended)

A resolution approving the furtherance of political objects within the meaning of the above Act as an object of the union has been adopted by a ballot under the Act. Any payments in the furtherance of those objects will be made out of a separate fund, the political fund of the union.  

Every member of the union has a right to be exempt from contributing to that fund. A form of exemption notice can be obtained by or on behalf of any member either by application at, or by post from, the head office or any branch office of the union or from the Certification Office for Trade Unions and Employers Associations, by emailing info@certoffice.org. This form, when filled in, or a written request to the like effect should be handed or sent to the General Secretary.  

Northern Ireland

Northern Ireland members are exempt from contributing to the Political Fund unless they give written notice that they wish to do so. A form of notice indicating the wish to contribute to the Political Fund may be obtained from any branch in Northern Ireland.  

In compliance with Article 59 of the Trade Union and Labour Relations (Northern Ireland) Order 1995, members of branches in Northern Ireland are not required to make any contribution to the Political Fund unless they: 

1. have given notice in writing of their willingness to contribute to the fund; and
2. have not notified the Union in writing of withdrawal of such notice 

A copy of the full text of the CWU political rule is available from the General Secretary’s Department. To request a copy or if you have any further questions, please contact the General Secretary’s department at dlynch@cwu.org.

Yours Sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 334/24 – RESULT OF THE CWU POLITICAL FUND REVIEW BALLOT 2024

Attachment – Report of Voting – CWU Political Fund

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Health & Safety Policy Assistant

Salary: £57,162pa (£53,829 pensionable)

The CWU is a campaigning trade union at the forefront of workplace organising. Reporting to the General Secretary, we are seeking a policy assistant to provide central direction, guidance, advise and support to the relevant industrial sections representing CWU members on all health and safety matters aligned with legislative requirements and regulations as well as TUC directives.

This role that would suit someone who has experience of working in a health and safety role/environment covering large scale industries but specifically the telecommunications and postal industries

Key competencies

• A thorough knowledge of UK health and safety legislation, European health and safety regulations and the work of other outside health and safety agencies including HSC/HSE, TUC and other organisations
• Likely to hold a degree or a management or professional qualification in Health and Safety with a minimum of 3 – 5 years relevant professional health and safety experience in large scale industries

• Excellent interpersonal, verbal and written communication skills to research, analyse and produce high quality written work
• Ability to network and negotiate to successful conclusions, influencing change and actions
• Pro-active in engagement and promotion of CWU H&S campaigns and national and area level.

More information on this role including a detailed job description/specification can be obtained by emailing hr@cwu.org and should be sought before submitting your CV.  Further information on the CWU can be obtained www.cwu.org

Facebook: https://www.facebook.com/TheCommunicationsUnion/

X: https://x.com/CWUnews

Instagram: https://www.instagram.com/cwunews

Tiktok: https://www.tiktok.com/@cwunews

The closing date for receipt of CVs is 12noon Monday 4^thNovember although we reserve the right to end the closing date earlier subject to number of applications received.  Interviews are scheduled for Monday 18^th November 2024. 

We are committed to providing reasonable adjustments throughout our recruitment process and we will always endeavour to be as accommodating as possible.  If you would like to discuss any specific requirements, please email hr@cwu.org for a further discussion to be facilitated.

• CWU ASSISTANT SECRETARY TFS (2 POSITIONS)
• CWU ASSISTANT SECRETARY POSTAL (OUTDOOR)

ELECTION OF:  

• CWU ASSISTANT SECRETARY TFS (2 POSITIONS)
• CWU ASSISTANT SECRETARY POSTAL (OUTDOOR)

Nominations for the above positions closed at 14:00 on 10^th October 2024

Please find below a list of accepted nominations and respective nominating branches.CWU ASSISTANT SECRETARY TFS (2 POSITIONS)  Fiona Curtis, Northern Ireland Telecom*Elected

Nominating Branches: Algus NationalMid Wales, the Marches and North StaffsBootle Financial ServicesMidland CountiesCapitalMidland No.1Central Counties and Thames ValleyNorth AngliaEdinburgh, Dundee and BordersNorth Wales and Chester CombinedGlasgow and MotherwellNorthern Ireland TelecomsGreater MerseyPortsmouth, West Sussex and IOWGreat WesternPreston, Brook, Bury and RetailIsle of ManScotland No.1Lancs and CumbriaSomerset, Devon and CornwallLincolnshire and South YorksSouth East CentralManchester CombinedSouth WalesMeridianTyne and Wear ClericalMerseyUTAW NationalCWU ASSISTANT SECRETARY TFS                                        (2 POSITIONS)  Ken Woolley, Portsmouth, West Sussex and IOW*Elected

Nominating Branches:Algus NationalMidland CountiesBootle Financial ServicesMidland No.1CapitalNorth AngliaCentral Counties and Thames ValleyNorth Wales and Chester CombinedEdinburgh, Dundee and BordersNorthern Ireland TelecomsGlasgow and MotherwellPortsmouth, West Sussex and IOWGreat WesternPreston, Brook, Bury and RetailIsle of ManScotland No.1Lincolnshire and South YorksSomerset, Devon and CornwallManchester CombinedSouth East CentralMeridianSouth WalesMerseyTyne and Wear ClericalMid Wales, the Marches and North StaffsUTAW NationalCWU ASSISTANT SECRETARY POSTAL (OUTDOOR)  Tony Bouch, Plymouth and East Cornwall Amal*Elected

Nominating Branches:Birmingham District AmalEdinburgh, Dundee and BordersBournemouth and Dorset AmalEssex AmalBradford and District AmalGlasgow and District AmalBristol and District AmalGlasgow and MotherwellCentral Counties and Thames ValleyGloucestershire AmalCheshire No.1 AmalGrampian and Shetland AmalColchester and DistrictGreat WesternCornwall AmalGreater Manchester AmalCroydon and Sutton AmalGreater Mersey AmalDerbyshire AmalGwent AmalDoncaster and District AmalHarrow and District AmalEast London PostalHull and East Ridings AmalEastern No.3Kingston AreaEastern No.4Leeds No.1 AmalEastern No.5London PhoenixEastern No.6London Regional MTLondon South West PostalSouth Central PostalMid Wales the Marches and North StaffsSouth East London Postal and CountersMidland No.1South East No.5Newcastle AmalSouth East Wales AmalNorth AngliaSouth Midlands PostalNorth EastSouth WalesNorth Wales and MarchesSouth West No.7North West Central AmalSouth West Wales AmalNorth West No.1South Yorkshire and DistrictNorthern Home Counties PostalSouthdowns, Weald and RotherNorthern Ireland Postal AmalSuffolk AmalNorthern/North West LondonUTAW NationalNottingham and District AmalWarrington Mail CentrePlymouth and East Cornwall AmalWest London PostalPortsmouth and District PostalWest YorkshireRomford AmalWestern CountiesScotland No.2Wolverhampton and District AmalShropshire and Mid WalesWorcester and Hereford AmalSomerset, Devon and CornwallYork and District AmalSouth and East Thames Amal

Any enquiries regarding this Letter to Branches should be directed to Senior Deputy General Secretary for the attention of Dave Wilshire on 0208 971 7368, or dwilshire@cwu.org

Yours sincerely,

Tony Kearns
Senior Deputy General Secretary

24LTB332 – Assistant Secretaries TFS and Assistant Secretary Postal Outdoor

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POST OFFICE: CHAIRMAN’S STRATEGIC REVIEW – FUTURE OF THE POST OFFICE

Branches are advised that Nigel Railton, the Interim Chair of Post Office (formerly CEO at Camelot and appointed at Post Office on 1^stMay by Kemi Badenoch) instigated a formal Strategic Review of Post Office, due to conclude by October.  A Business & Trade Dept press release on Railton’s appointment stated he will “be invited to give Ministers his views on the future direction of the Post Office”.  Furthermore, Badenoch stated he will “fix the issues of the past whilst transforming the company for the future”.

Our Post Office members are aware that there have been some well-informed press articles in this week’s national press that indicate significant numbers of job losses are being planned by Post Office as a result of the Chairman’s Strategic Review.  These articles are obviously very troubling for our members who are now facing an uncertain future.  As would be expected we have received enquires as to what the Union’s stance is on this matter.

We are clear that the immediate focus needs to be on reducing costs amongst the multiple layers of senior managers that have incrementally increased in recent years.  In fact, there appears to have been an explosion of managerial jobs and it would be fair to say that empire building is rife.  There is also concern that many “managers” do not even have line manager responsibilities.  Obviously, Post Office’s bloated management structure is unsustainable, as indeed are the unnecessary and multiple tiers of management that slows down decision making, accountability and in all probability creates duplications by the operation of silo working.

Equally, the Union is adamant that there should be no attack on front line operational jobs that are customer facing or those necessary jobs that provide crucial support for Postmasters.  This includes cash provisioning via Supply Chain which must remain an in-house operation.  The Union would naturally oppose outsourcing of key jobs and roles and if necessary this would include industrial action.

The Chairman’s Strategic Review is evidently a challenge to the Union and our members, particularly as it focuses on cost reduction.  However, it should be understood by all concerned that the grotesque mismanagement of Post Office in recent years, and in particular the approach taken to litigation surrounding the Horizon scandal, has led to the squandering of hundreds of millions of pounds in legal fees in a futile attempt to defend the indefensible.  This included a robust defense of Horizon itself when Post Office sought to defeat the Group Litigation claim by the Justice for SubPostmasters Alliance.

Clearly Post Office is in a long-term crisis of its own making and this situation has been exacerbated by the inertia and the lack of innovation shown by the Board in recent years.  Indeed, what is abundantly clear is that internal fighting amongst the leadership of Post Office and the obsession with Nick Read, former CEO, to receive more money via pay rises and enhanced bonuses has been the focus rather than trying to make the business a viable concern in the future.

Therefore, the Union is adamant that our members must not be associated victims of Horizon and their jobs mustn’t be viewed as collateral damage by the new Leadership of Post Office.  Whilst there is a case for reforming Post Office and definitely growing products and services, we must do everything necessary to ensure that our members’ jobs are safeguarded for the future.  It follows that our members may have to be prepared to fight for their jobs.

Finally, Post Office, at a very senior level has already confirmed it actively wants to engage with the Union and arrangements are being made to ensure we have regular dialogue over the coming weeks and months.  During these discussions we will naturally be seeking to influence the outcomes arising from Strategic Review, with the dual aims of protecting our members’ jobs, whilst ensuring Post Office has a sustainable future.  Post Office, for its part, has declared its determination to bring about a long-term commercial success for Postmasters and in doing so provide better renumeration which in turn will protect the social value for communities.  The Union fully supports better pay for Postmasters which is absolutely vital to stop further closures.  A Post Office communication from Neil Brocklehurst, Acting CEO regarding the Strategic Review is attached for information.

Further developments will be reported.

Yours sincerely

Andy Furey
Assistant Secretary

Attachment 1: 24LTB331 PO- Chairman’s Strategic Review – Future of the Post Office

Attachment 2: Attachment to 24LTB331

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CWU NATIONAL EXECUTIVE COUNCIL (NEC) – 2024

CWU POSTAL INDUSTRIAL EXECUTIVE – 2024 

Further to LTB 253/24 and 309/24 please find below the list of nominations for the NEC including the Equality Strands, Retired Member Sector and the NEC Postal Young Workers positions.

Additionally, please see below the nominations received for the Postal Constituency NEC positions and the nominations for the Postal Constituency Industrial Executive positions.

The list of the nominations for the Telecom and Financial Services Constituency positions will be published on 15^th October 2024.NEC NOMINATIONS EQUALITY STRAND POSITIONSWomen Jean SharrocksNorth EastElectedLGBT+   *Ballot RequiredMaria ExallGreater London CombinedRosalind WhiteHighland AmalBAME Ali MoosaMidland No.1Elected Disability  Mark Anthony BastianiLondon South West PostalElectedRETIRED MEMBERS SECTOR Norman CandyLondon PhoenixElected
POSTAL CONSTITUENCY NEC NOMINATIONSNOMINATIONS FOR POSTAL CONSTITUENCY CHAIRMick KavanaghSouth Midlands PostalElected NOMINATIONS FOR POSTAL CONSTITUENCY – NEC REPRESENTATIVE Katrina QuirkeSouth East Wales AmalElected (Women Quota)Angela WhitterCroydon and Sutton AmalElected (Women Quota) *Ballot Required  Mahmood AliBirmingham District Amal Owain BeaumontScotland No.2 Ian CorrinGreater Mersey Amal Luke ElgarEssex Amal Darren GlebockiNottingham and District Amal Stephen HalliwellNewcastle Amal Andrew HatchPlymouth and East Cornwall Amal Andrew HoppingSouth Central Postal Saf KhanNorth West No.1 Mole MeadeSouth East London Postal and Counters Matthew RiddallSouth and East Thames Amal Alan TateLondon Regional Motor Transport Bobby WeatherallNorthern Ireland Postal Amal Lee WenbanSouth East London Postal and Counters Rob WotherspoonBristol and District Amal NOMINATIONS FOR POSTAL CONSTITUENCY – NEC YOUNG WORKER  Benjamin SpencerWessex South CentralElectedNOMINATIONS FOR POSTAL CONSTITUENCY – POSTAL INDUSTRIAL EXECUTIVE *Ballot Required  Mahmood AliBirmingham District Amal Owain BeaumontScotland No.2 Ian CorrinGreater Mersey Amal Luke ElgarEssex Amal Darren GlebockiNottingham and District Amal Stephen HalliwellNewcastle Amal Andrew HatchPlymouth and East Cornwall Amal Andrew HoppingSouth Central Postal Steve JonesLondon Postal Engineering Saf KhanNorth West No.1 Mole MeadeSouth East London Postal and Counters Matthew RiddallSouth and East Thames Amal Alan TateLondon Regional Motor Transport Bobby WeatherallNorthern Ireland Postal Amal Lee WenbanSouth East London Postal and Counters Rob WotherspoonBristol and District Amal 

Any enquiries regarding this Letter to Branches should be directed to the Senior Deputy General Secretary for the attention of David Wilshire on 0208 9717368 or at dwilshire@cwu.org

Yours sincerely

Tony Kearns

Senior Deputy General Secretary

LTB 330/24 – Elections of CWU National Executive Council and Postal Industrial Executive

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Royal Mail: Pensions – The Collective Plan Successfully Launched

Further to LTB 324/24 dated 3^rdOctober. The Collective Plan was successfully launched on Monday 7^thOctober and all payroll processes are in place to reflect the 6% employee contribution.

Branches and Representatives are advised that pensionable pay is different in the Collective Plan to the previous schemes. This will have a relatively minor impact on the amount of money associated with pension contributions and in turn this will have a small impact on take-home pay for most people.

In the Collective Plan, more elements of pay are pensionable, so most members in some circumstances will see an increase in their Pensionable Pay. This means members impacted will see a small increase in their contributions, and a small decrease in their take-home pay after tax relief. However, crucially, Royal Mail’s contribution and the benefit members receive from the Collective Plan are also based on this new, higher, Pensionable Pay.  This is explained further in the attached slides produced by Royal Mail.  Branches are urged to refer to these slides when receiving enquiries from members about changes to their take-home pay.

• those who joined Royal Mail after 2008 and were in the RMDCP
• those who joined Royal Mail before 1987, were in Section B of RMPP and contributed to DBCB
• those who joined Royal Mail between 1987 – 2008, were in Section C of RMPP and contributed to DBCB
• those who joined Royal Mail between 2008 – 2024, were in Section F of RMPP and contributed to DBCB

Branches and Representatives may also receive enquires from members as to why their AVCs have not been taken from payroll this week.  The explanation for this is that the member hasn’t instructed Royal Mail to start a fresh AVC as part of the Collective Plan, which is the requirement of the Trustees.  Essentially, as previously advised, AVCs linked to former schemes have now ceased and new AVCs will have to be set up (this can be done via the People App).

Please ask members to visit the Royal Mail Collective Plan website for further information and FAQs: www.myroyalmail.com/collective-plan

Yours sincerely,

Martin Walsh    

Deputy General Secretary (Postal)       

Andy Furey

Assistant Secretary

LTB 329/24 – Royal Mail Pensions – The Collective Plan Successfully Launched

LTB 329/24 – Attachment 1 Understanding Pensionable Pay

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