Video Recording for CWU Branches
 
Dear Colleagues,
Following the successful decision to bring our video operation in-house, we are now in a position to offer this service to CWU Branches.
The studio, located at CWU HQ, can be booked by Branches alongside our equipment and the use of the team in the Communications department. We would encourage Branches to use the facility for any activity which will support you locally.
Additionally, Branches can, in some circumstances, request for the filming to take place locally. This would have to be agreed directly with myself.
Anyone wishing to book a slot or have a preliminary discussion should contact Marcia Murray mmurray@cwu.org
With over 500,000 views on our videos in the last 6 months, this has proven to be an effective form of communication with the membership. This is a great opportunity to grow that reach and creativity beyond CWU HQ.
 
Kind regards
 
Chris Webb
Head of Communications, Engagement & Media
Email Attachments – Click to download
LTB 093/17 – Video Recording for CWU Branches

CWU Conference – Bournemouth – 23rd – 27th April 2017
Crèche Facilities
We shall be making arrangements for the provision of crèche facilities at this year’s Annual Conference in Bournemouth.
If any member of your delegation would like to use these facilities they should contact Angela Niven on conferences@cwu.org for a crèche registration form as soon as possible and no later than Thursday 16th March 2017.
We require this information as early as possible to ensure that arrangements can be made to provide the correct number of staff to look after the children.
Procedures for Considering Requests for Bucket Collections
 
All requests for bucket collections to be taken during Annual Conference shall normally be submitted in writing to the General Secretary. Such written requests should include background material/information/full details on the organisation for which the collection is to be made. The officer to the General Conference SOC will be advised accordingly and will then make arrangements for the Union’s stewards to take such collections. The monies so collected will be counted by the Senior Deputy General Secretary’s Department and a cheque made out to the appropriate bodies.

 
The number of bucket collections to be taken during Annual Conference will only exceptionally exceed two.

 
Distribution of Documents at General Conference
 
All requests for the distribution of documents on delegates’ seats shall, in the first instance, be referred in writing to the General Conference SOC, together with a copy of the document(s) concerned, for consideration. Please send any requests to conferences@cwu.org

 
Any documents that have been agreed for distribution on delegates’ seats at General conference shall be delivered to the General Conference Administration office by no later than 5pm on the day prior to distribution.

 
Branches are reminded of the facility of the Conference Guide to publicise meetings and other events.

 
Seating at General Conference
 
If any member of your delegation requires an end seat due to special needs/disability they should contact Angela Niven on conferences@cwu.org as soon as possible stating the reason and no later than Thursday 16th March 2017.
 
Any queries regarding this Letter to Branches should be addressed to Angela Niven on 020 8971 7256 or by email to conferences@cwu.org
 
Yours sincerely,
 
 
 
 
A P Kearns
Senior Deputy General Secretary
Email Attachments – Click to download
LTB 091/17 – CWU Conference – Bournemouth – 23rd – 27th April 2017

Motion 139 (2015) – Royal Mail Managers Bonus Payments Linked to Accident on Duty Statistics:
To: All Branches
Dear Colleagues,
Motion 139 was carried overwhelmingly at the 2015 CWU Postal Conference and this LTB is to update Branches on the discussions with Royal Mail that have taken place since then and the present Managers’ Bonus Arrangements.
The payment of bonuses to operational managers linked to reductions in accidents on duty is an issue the Health, Safety and Environment Department, along with CWU Health and Safety Reps across the country have universally condemned and have been opposed to for several years. 
Managers’ Union Unite/CMA also do not support such bonus arrangements and in discussions with our Unite/CMA National Representative Colleagues, they confirmed that this was introduced without their agreement. 
CWU opposition to such bonus payments have been voiced at every opportunity, including in past face to face meetings with the Royal Mail Chief Operating Officer, Director of HR and Chief of Staff.
The reason for CWU opposition to such payments is quite obvious. It encourages managers not to report accidents and at the same time encourages managers to discourage our members from reporting accidents. As a result, under reporting of accidents had become endemic in recent years and we have done everything in our power to campaign against and counter the under reporting of accidents. This is a subject that has been debated several times at CWU Conference.
Our actions have included negotiating national agreements on accident notification, investigation and reporting of accidents with full involvement of CWU ASRs.
Following the carriage of Motion 139, the matter was raised again recently with Dr. Shaun Davis, Royal Mail Group Global Director of Safety, Health, Wellbeing and Sustainability in order to put across our Conference Policy and to establish the current position.
For this current year, I am pleased to report that Mr. Davis has confirmed that Royal Mail Group works on a Corporate Key Performance Indicator (KPI) Scorecard for Managers that looks across ten measures and which has Safety as one of those measures. The Corporate Scorecard covers all levels of managers in Royal Mail Group and together all ten measures are ‘bonused’ on delivering Royal Mail Group Performance Targets.
The current measure used for Safety performance is now ‘Road Traffic Collisions’ and this was changed from the previous ‘Lost Time Accident Frequency Rate’ last year to facilitate improvements in the key area of Road Safety and Road Traffic Collision reductions.
The annual performance improvement target for RTCs is a 7% improvement with a stretch target of a 12% improvement. Progress is monitored monthly. The primary objective is to improve driver performance and behaviour.
The above is based on the explanation and information Dr. Shaun Davis kindly provided to me.
RTC reductions is not a particularly good measure to make ‘bonus worthy’, however, it is far better than the previous ‘Lost Time Accidents’ ‘bonus worthy’ targets as clearly it is far more difficult, if not impossible in many cases, to not report or under report road traffic collisions for many obvious reasons.
Motion 139 (2015) is therefore discharged.
I trust this information answers enquiries received by CWU/HQ fully. 
See attached the RMG 2016-17 Corporate Score Card.
Yours sincerely
Dave Joyce

National Health, Safety & Environment Officer
Email Attachments – Click to download
Attachment 1 – LTB090/17 Motion 139 (2015) – Royal Mail Managers Bonus Payments Linked to Accident on Duty Statistics:

Attachment 2 – Corporate Scorecard 2016-17

Royal Mail/CWU Quarterly Road Safety Week, 20 —24 February 2017 – Focus on Handbrake Safety and Avoiding Vehicle Roll Away Accidents:
To: All Branches
Dear Colleagues,
Introduction:

During the February Quarterly Road Safety Week, Royal Mail Group will focus on Handbrakes and warning of the dangers of vehicle roll away accidents.  
This is to remind Branches and in particular Area Safety Reps (ASRs) that next week is the February Quarterly Road Safety Week (RSW), and that the CWU fully supports the week which is based on full CWU ASR involvement, participation and support.
During Road Safety Week ASRs are asked to focus Workplace Safety Inspections on a number of Units through daily activities, concentrating on high impacting units and to liaise with Operational Line Managers and Safety Managers to agree which Offices should be targeted and visited/inspected during Road Safety Week (RSW).
Background:

– There have been 112 handbrake incidents in the last 12 month and 533 over the last 4 years.

– Each year many road traffic collisions are handbrake-related. These include instances where the handbrake had not been applied, not fully applied or were reported as being faulty.

– These collisions can cause serious injuries and even fatalities to our drivers and the public as well as extensive vehicle and property damage.

– It is a legal requirement to apply the handbrake before leaving the vehicle. Drivers could place themselves at risk of prosecution of a serious motoring offence if they fail to follow the standards set out in the Highway Code Rule 252.
A van weighing several tons running away out of control can cause death, danger and significant damage to people and property – and we don’t want our members learning the hard way how important it is to park their vans safely on a hill or slope and even on the slightest of inclines or gradients.
Pressures on our drivers have never been greater and drivers are sometimes in a rush or have other things on their mind whilst performing their deliveries or collections working within a busy schedule but we want our members never to forget that safety is of paramount importance and must always come first. It’s imperative that our members fully understand the correct procedures to protect themselves, other road users and the general public.
Three Example Cases: 

One of our Postman Driver members was killed when his van rolled away and ran him over after he had removed mail from the back doors. Another Postman Driver Member was crushed against a wall by his own delivery van which rolled down a hill, mounted the pavement and hit him. He sustained serious multiple injuries and fractures and had a leg amputated. A third Postman Driver Member sustained a broken wrist whilst sitting in his van, in a Delivery Office yard, his vehicle was struck forcibly by a colleague’s runaway delivery van which collided with his vehicle. These are just three examples of the many.
ASR Activity Guide:

ASRs are asked to follow the ASR activity guide and schedule for the week, a copy of which is attached. By carrying out the activities and safety inspections during Road Safety Week, ASRs can help to raise the profile of Road Safety and keep our drivers and members safe and free from injury and prosecution. ASR’s will be fully involved and consulted on joint RSW activities.
Posters and Leaflets giving information and advice have been produced by Royal Mail and will be distributed and displayed prominently in workplaces across the country throughout the week and this will also be flagged up during Worktime Learning Sessions.
ASR activities are:-
Agree with your Operational Managers/Safety Managers, which units you will jointly support during Road Safety Week, and;

a. Assist the Front Line Manager in delivering the WTLL.

b. Carry out Safety Inspections.

c. Use the Road Safety Week materials to talk to drivers about Road Safety Week.
Ask Drivers:

– If they’ve received the WTLL safety briefing for Road Safety Week?

– Do they understand the principles covered?

– Have they seen the Handbrake Video and Road Safety Week leaflet?
Ask Front Line Managers:

– What activities have they completed for Road Safety Week?

– Have they delivered the WTLL and made leaflets available?

– Have they completed a Driver/Vehicle SMAT concentrating on Handbrakes?
Observe Vehicles and Drivers:

– Observe drivers parking in the yard and check that handbrakes are applied, vehicles are left in first gear and wheels turned as required on inclines. Provide feedback to the Managers on safety performance.

– Observe drivers parking vehicles, encouraging the correct use of handbrakes and discuss with drivers the acronym ‘HIT’ going through the 3 steps.

– Discuss with drivers the importance of reporting any faults with handbrakes immediately?
Finally ASRs should:

– Ensure that Safety Inspection Reports are recorded and submitted using the agreed reporting processes.

– Ensure they’ve recorded their Safety daily Inspections using the agreed process and forms.

– Collate and summarise the findings and forward it to the Area, Sector and Plant Managers in the area to provide feedback on the Road Safety Week Activities.
The “HIT” Acronym:
Remember “HIT”
Handbrake On

In Gear

Turn the Wheels
And Follow these simple steps:
When parking UPHILL:

• Handbrake Firmly on

• In Gear (First Gear UPHILL)

• Turn the Wheels (Away From the Kerb UPHILL)
When Parking DOWNHILL

• Handbrake Firmly on

• In Gear (Reverse Gear DOWNHILL)

• Turn the Wheels (Towards the Kerb DOWNHHILL)
Royal Mail Vehicle Fleet Handbrake Safety Developments:

– The current specification for Royal Mail Light Commercial Vehicles (LCVs – Vans) is that they are supplied with a voice warning system that sounds on every 5th ignition turn off.
The warning states “Ensure handbrake is fully applied before leaving the vehicle”.
A new experimental system is currently under evaluation and this is an innovative new electronic hand brake warning device. This driver safety aid is designed to avoid insufficient application of the handbrake prior to exiting the vehicle. The device has been static tested on a Peugeot Partner and is about to be evaluated fully on a small number of operational trial vehicles, with the device consists of a handbrake sensor and warning system that switches off and at 5 handbrake ratchet clicks and locks out on 6 handbrake ratchet clicks which meets the required Royal Mail standard. There are 4 vehicles currently being modified with the device ready for evaluation trials. The ASRs covering the Offices where the Vehicles are to be located have been notified and will be fully involved in monitoring the trial vehicles when the Trials commence. The vehicles will be located in Milton Keynes, Woodbridge, Grimsby and Stoke. Further update reports to Branches and ASRs will be made in due course.

Conclusion:

Finally, this important Safety Issue is not just for Road Safety Week alone! The issue needs to be monitored continually and be part of Safety Inspections and spot checks on a regular periodic basis, flagging up all shortcomings as soon as possible.
Road Safety Week provides a high profile, awareness raising, special focus on an important Driver and Vehicle Safety matter.
ASRs may wish to further discuss the above with the local SHE Team Managers and Advisors and at Health and Safety Joint Committees to suggest some further ongoing joint attention and initiatives and how to maintain vigilance and attention to issues highlighted during the week.
Every 30 seconds someone somewhere in the world is killed in a road crash. The misery of road death and injuries caused by vehicles is a shameful epidemic that we should all try to reduce. Road Safety Week is the beginning of a campaign to reduce accidents and injuries.
Can I thank all ASRs, WSRs and Branch Officials for their support.
Attachments:

 – RMG/CWU/Unite Handbrake Leaflet

 – RSW Activity Plans (ASR, Front Line Managers, Other Managers)

 – RMG Handbrake Safety Alert

 – RMG Handbrake Safety Poster

 – Royal Mail Vehicle Roll Away Photos
Yours sincerely
Dave Joyce

National Health, Safety & Environment Officer
Email Attachments – Click to download
Attachment 1 – LTB088/17 Royal Mail/CWU Quarterly Road Safety Week, 20 —24 February 2017

Attachment 2 – Handbrake Leaflet RSW Feb 2017 Final

Attachment 3 – RSW February 2017 ASR Activity Plan

Attachment 4 – RSW February 2017 Front Line Manager Activity Plan

Attachment 5 – RSW February 2017 Other Managers Activity Plan

Attachment 6 – GPSA 2015 003 Handbrake Safety

Attachment 7 – Handbrake Poster

Attachment 8 – RM Vehicle Roll Away Photos

Royal Mail Group Safety Health & Environment Team/CWU and Unite CMA ASRs Regional Events – (Fix Focus & Grow FFG):
To: All Postal Branches & All Royal Mail Group Area Health & Safety Reps
Introduction:
Further to my 27th and 30th January and 1st February communications to all ASRs, this is to confirm the final details and Agendas for the above meetings to which ALL Royal Mail Group ASRs are invited.
Three Regional, Royal Mail Group (RMG) Safety, Health and Environment (SHE) Team and CWU/Unite CMA Area Health and Safety Reps (ASRs) meetings will now take place in March 2017 as previously confirmed and the Agendas are now published and reproduced in Appendix 1. 
The Regional Events will be:-
7th March – West Region (Wolverhampton Mail Centre)
8th March – North Region (Tyneside Mail Centre)
9th March – East Region (Stevenage Delivery Office)
As previously agreed, regional FFG meetings will be organised quarterly and a national meeting of the whole SHE Team and all ASRs will take place during EU Health and Safety Week. Therefore, the next round of quarterly FFG meeting for each Region should take place around June/July time (TBC).
Royal Mail Reorganisation Announcement:
Please note that the recently announced Royal Mail re-organisation in which Royal Mail will move from three to four Regions will not affect these March 2017 meetings as the new structure doesn’t come into effect until 1 April. Any future similar meetings will be based on the new structure of North, East, West and South Regions. A Head of Safety Health and Environment will be appointed for the new South Region in due course.
National Event:
A National Event involving the RMG SHE Team and ALL CWU and Unite CMA ASRs will take place during EU Health and Safety Week in October with the final date and details to be published in due course. Provisional date is October 17th or 18th (TBC).
Shaun Davis, RMG Global Director of Safety, Health, Wellbeing and Sustainability:
Shaun Davis, RMG Global Director of Safety, Health, Wellbeing and Sustainability will be attending these three meetings to give ASRs a presentation on the RMG Business and SHE Update. I will also be in attendance at all three events.
Logistics and Commercial (PFWW/RMSS/International):
Dates/arrangements will also be made for FFG or equivalent events for Logistics and Commercial (PFWW/RMSS/International) before the end of the financial year. 
Royal Mail Group Property:
ASRs will know from LTBs, reports to Regional Health and Safety Forums and communications to ASRs that the Health, Safety and Environment Department has been in regular dialogue, discussions and consultation with the RMG Head of Property Risk Compliance Eloise Francis and her team with discussions being very productive in dealing with a number of major projects and initiatives as well as separate matters raised through the escalation process with the team. At our request the RMG Property Risk and Compliance Team agreed to undertake a series of Face to Face Regional Presentations and Q&A sessions with ASRs and in response, it was agreed with Eloise Francis and Shaun Davis that these initial sessions would be included in the Regional FFG Meetings. The RMG Property Risk Compliance Team is also prepared to arrange further sessions in future.
Agendas:
Please see at Appendix 1 the Agendas for the three Regional Events plus the RMG Property Risk Compliance Team Agenda which will be part of each event.
Conclusion:
In terms of future arrangements, Shaun Davis has confirmed that he is fully committed to these FFG meetings and has agreed to continue the approach for the current year during 2017/18. 
ASRs Open Forum Session:
Further to discussions with ASRs and requests for a session to be included for ASRs to raise any issues of concern or questions for the Global/National SHE Director, Regional Heads of Safety and SHE Team in general, it has been agreed that these sessions will be included and I would urge ASRs to ensure that they utilise these sessions to the full.
Attendance:
Would ASRs make every effort to attend these events and participate fully.
Yours sincerely
Dave Joyce

National Health, Safety & Environment Officer
Email Attachments – Click to download
Attachment 1 – LTB083/17 Royal Mail Group Safety Health & Environment Team/CWU and Unite CMA ASRs Regional Events

Attachment 2 – Appendix 1

JOINT STATEMENT REGARDING REALIGNMENT OF WORKLOAD IN RELATION TO TRAFFIC SMOOTHING IN THE PROCESSING FUNCTION AND MAIL CENTRE WORKPLAN

Dear Colleagues

Branches and representatives will be aware that the department have been in discussions for some time on issues relating to the Processing Workplan and business aspirations to smooth the flow of traffic and avoid pinch points in the Pipeline, in particular in the RDC Network.

From a CWU perspective concerns had been raised with the department that the business were attempting to advance 2c items onto the night shift using the rationale of White Book Staffing contingency arrangements. Discussions culminated in an interim position being reached on a Joint Statement Regarding Mail Centre Workplan and Christmas Arrangements for the Processing Function circulated in LTB 647/16 on the 2nd November 2016.

That Joint Statement covered seasonal arrangements to protect the Pipeline during peak and committed both parties to further discussions on longer term, mutual interest solutions. It was stipulated that should no final position be reached by 17th January 2017 then the agreed pre-Christmas arrangements at each site should be reinstated, which happened as talks had not concluded.

It has become apparent that changing customer requirements, traffic streams and volumetrics are all impacting on our Pipeline and available capacity at our RDC’s at certain times of the day and that there are operational benefits in despatching available volumes of Outward 2c and Tracked earlier.

Discussions have continued on these issues with the department also pursuing an agenda based on ending any misuse of White Book contingency arrangements to advance traffic and the achievement of the current Conference Policy in relation to 2c and Workplan:

Motion: 22 – 2015

This Conference instructs the Postal Executive that the National Workplan should be altered to protect early shifts in Mail Centres as the emphasis on doing 2nd class traffic on late shift and night shift is having a detrimental effect on the early shifts.

Newcastle Amal

These discussions have now concluded with the attached Joint Statement which we believe does enable discussions on a smoothing of traffic flows across the Pipeline through realignment of workload across the 24 hour period and includes the achievement of a number of significant commitments in regard to the protection of early shifts across the Mail Centre Network. These include:

➢ A statement confirming that both parties recognise the historic impacts of workload and traffic changes on early shifts in Mail Centres and that the processing of a non-premium product, i.e. 2c on the night shift is not cost efficient and should be avoided.

➢ A further statement recognising that work should not be realigned from early shifts to night shifts solely due to under-utilised contingency arrangements.

➢ A commitment that any agreed arrangements to advance 2c to achieve the aspiration of 50% by 10.00 should retain the work on the early shift and is conditional that arrangements maintain viable alternative workload in the post 10.00 period through the realignment of other work streams.

Branches will note that in addition the Joint Statement also contains commitments that any revised arrangements should:

➢ Maximise full time employment across all shifts with efficient alignment to workload.

➢ Reduce to a minimum, reliance on agency or casual resource.

➢ Maintain meaningful workload and earnings opportunities by aligning resources appropriately across all shifts.

In recognition that at some sites our Representatives have negotiated arrangements which go beyond the 50% 2c aspiration on the basis that they were mutual interest, the Joint Statement allows for such agreements as long as there is no adverse affect on early shift duty numbers or earnings opportunities.

We have also confirmed that where the 50% of 2c by 10.00 has already been achieved then no further activity is required.

Branches and representatives should also note that this agreement does not change National Workplan and that any proposed realignment of workload should support National Workplan and Core Standards.

The department believes that the discussions have produced some significant concessions and in line with the spirit and intent of the Conference Policy provide real commitments to the protection of early shifts in Mail Centres. The Joint Statement should also provide real clarity on what is in scope in any realignment of Processing workload. Moreover the Joint Statement, for the first time in many years, commits the business to measures designed to protect early shifts across the Mail Centre Network.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org or shayman@cwu.org quoting reference number: 722.01.

Yours sincerely

Davie Robertson
Assistant Secretary

Click on the links below to view

17ltb081

17ltb081attachment-1-js-traffic-smoothing-in-the-processing-function-mail-centre-workplan

 

Members Bulletin

The Fight To Save Our Pension

PENSION UPDATE   

 
Dear Colleague
Royal Mail have now announced the legal consultation process needed in order to close the Defined Benefit Scheme.
Royal Mail have confirmed in their communication that they wish to close the Defined Benefit Scheme and either transfer all Defined Benefit members into the current Defined Contribution Scheme or set up a new Defined Contribution Scheme.
Royal Mail have confirmed that in the future they will only pay in the future 10% into the Defined Contribution Scheme. This is a reduction of 7.1% on what they currently pay into your Pension Scheme. This will mean from 1st April 2018 that the following sums of money which makes up your basic pay will not count towards your pension. Royal Mail’s decision to reduce the percentage that they pay into your pension from 17.1% to 10% equates to the following amounts:

           

National pay £28.86 = £1,500.72      

Outer London £34.27 = £1,782.04             

Inner London £36.20 = £1,882.40
SHIFT PAYMENTS NO LONGER PENSIONABLE

In addition, the new Defined Contribution Scheme will no longer include the following pensionable allowances.
All shift payments include Dawn £27.94, Early 1 £14.68, Early 2 £7.33, Evening £20.95, Late £44.31 and £44.31 on a night allowance.
Ex PHG allowances 20% above OPGs, Advanced TPM £25.14 per week, MGV driving of vehicles plated 3.5 tonnes to 7.5 tonnes (outside of the professional driving grade) £32.13, Leadership allowance £34.94, Coaching allowance £36.04, Additional pensionable payment for Sunday conditioned hours £5.25 per hour. PHG UPAP payment £20.00.
The non inclusion of pensionable allowances will save the business millions but will cost those currently in receipt of those allowances a huge reduction in their pension.
Royal Mail’s decision not to include pensionable allowances will threaten the future of pay protection under MTSF. Pay protection is only currently paid on the basis of loss of pensionable pay.
THIS IMPACTS ON US ALL, NOT JUST SENIOR PEOPLE

Royal Mail have proposed a new Defined Contribution Scheme in the full knowledge that it is inferior to the current Defined Benefit Scheme and that individuals under a Defined Contribution Scheme would have to work longer in life to achieve a reasonable pension return.
Remember, Royal Mail’s strategy is to automate and thereby reduce indoor workload, meaning for delivery staff potentially longer spans to work the hours that they are contracted to do. In addition, parcel automation will reduce jobs in Mail Centres and RDCs.
There are currently 90,700 members in the Defined Benefit Scheme. Of that number 72,000 are between 40 and 59 years of age. Even more stark, is that 42,000 are between 45 and 54 years of age.

 

In terms of length of service, 50,000 of the 90,700 in the Defined Benefit Scheme have less than 20 years service. Only 13,000 have more than 30 years service.
Whilst we all lose from the Royal Mail’s pension attack, the fact is that Royal Mail have an ageing workforce with the majority of staff under 20 years of service who will potentially have to work later in life on a far more labour intensified job without knowing what their pension will be.
WHAT ARE THE IMPACTS ON;

SECTIONS A, B AND C PENSION SCHEMES?

There are less than a dozen members in the Section A Pension Scheme which was the old Civil Service Scheme pre 1971.
There are 13,100 employees in the Section B Scheme who earn less than £30,000 per annum, including pensionable allowances. These employees would have been in the post prior to 31st March 1987.
However, the biggest majority are those who earn less than £30,000 per annum and are in the Section C Scheme, which was set up from 1st April 1987. There are 70,000 members in this Scheme.
All Sections A, B, and C members will see a reduction in total pension after the proposed changes which demonstrates that the average pension loss of the current Defined Benefit Scheme members is 19% of their total pension, if they were to retire at 60. If they were to retire at 65 the average loss would increase to 28%.
The scale of the loss is dependent on the individuals age and their closeness to retirement. Those closest to retirement will see smaller losses but those who are further away will see the biggest losses.
For those in Section C there is a further sting in the tail as not only will they see a reduction in their future pension, they will also have to pay a slightly higher contribution rate due to the lower earning reduction. Based on £20,000 pensionable pay you would have to pay an additional £8 per month into your pension. The higher your pensionable salary the bigger the increase.
In the booklet Royal Mail sent you, they provided examples which include the State Pension within. Below are real examples without State Pension added:-
Section B Member

Pay £25,000 and retirement at 60.

Age 55 with 35 years pensionable service in 2018.
Before Changes

Pension of £12,198 p.a. – £234.57 per week.
After Changes

Pension of £11,362 p.a. – £218.50 per week.
Total annual loss of £836 and £16.07 per week.
Section B Member
Pay £25,000 and retirement at 65.

Age 60 with 35 years pensionable service in 2018.
Before Changes

Pension of £13,138 p.a. – £252.65 per week.
After Changes

Pension of £12,002 p.a. – £230.80 per week.
Total annual loss of £1,136 (9%) p.a. – £21.84 per week.
Section C Member
Pay £25,000 and retirement at 60.

Age 50 with 20 years pensionable service in 2018.
Before Changes

Pension of £10,216 p.a. – £196.46 per week.
After Changes

Pension of £8,128 p.a. – £156.30 per week.
Total annual loss of £2,088 (20%) p.a. – £40.16 per week 

(You will also pay an increase in pension contributions)

Section C Member
Pay £25,000 and retirement at 65.

Age 50 with 20 years pensionable service in 2018.
Before Changes

Pension of £14,532 p.a. – £279.46 per week.

After Changes

Pension of £10,140 p.a. – £195.00 per week.
Total annual loss of £4,392 (23%) p.a. – £84.46 per week.

(Section C members will pay a slightly higher pension rate under the new Scheme.)
IMPORTANT – THESE FIGURES DO NOT INCLUDE THE STATE PENSION
WHAT IS THE UNION’S POSITION?
The CWU have made it crystal clear that it wants a united Defined Benefit Scheme for CWU members in Royal Mail.
In 2010, Royal Mail imposed by executive action a new Defined Contribution Scheme for new employees. There are currently around 40,000 members in the Defined Contribution Scheme. That number includes new starts from 2010 and those who have been auto-enrolled into a pension scheme due to the Government changing the law on workplace pensions.
Within the 40,000 are 14,000 individuals who have either taken their pension at 60 or taken their pension early with a 5% per year reduction. The CWU wants to ensure all those in the current Defined Contribution Scheme are not condemned to live in pension poverty in retirement.
The Defined Contribution Scheme comes a very poor second to the current Defined Benefit Scheme and needs to be rejected.
The CWU’s position is to persuade Royal Mail to have a new Defined Benefit Scheme for all those in the current Defined Benefit Scheme as well as those in the Defined Contribution Scheme.
The CWU has one of the leading pension experts in the UK advising them and they believe that the CWU proposal for a United Defined Benefit Scheme has enough safeguards for Royal Mail concerning their ability to afford the Scheme moving forward. The new United Scheme will also set Royal Mail’s pension contributions at 17.1%.
The United Scheme is affordable for Royal Mail. Their decision to either accept or reject the union’s proposal will demonstrate if they really are concerned with safeguarding our pension or is this really just another cost cutting exercise?
It is strange that whilst our pensions are under attack Moya Greene’s and the Company Directors could not be in a better position.
Last year Moya’s salary rose from £510,000 to £548,000. Her annual cash bonus (lucky for some!) rose from £433,000 to £448,000, additional benefits were £31,000 and her long term incentives were £302,000. Moya’s pension contributions remain at £200,000.
The last thing Moya will worry about is pension poverty.
In contrast, Royal Mail have offered a £750 one off carrot to staff for them to accept a worse pension. For part timers it is pro rata.

 

STATE AGE RETIREMENT
The current state pension age is:-

65 for men born before 6 December 1953;

Between 60 and 65 for women born between 6 April 1950 and 5 December 1953.

It will change to:-

66 for people between 2018 and 2020 and will affect people born between 6 October 1954 and 5 April 1960;

67 for people born between 6 March 1961 and 5 April 1977;

68 for people born on or after 6 April 1978.

The above is subject to Government review.

 
WHAT HAPPENS NOW?
It is important that members do not panic. Your pension is safe up to 2 April 2018. No changes will be introduced until then.
The pension consultation is still in play and closes on 10 March 2017.
The union is, and will be negotiating with Royal Mail covering four headings which are Pensions, Pay and shorter working week, Extension of legal guarantees and changes to the pipeline.
It is important you support the CWU in getting the best agreement.
If you are not a member, you do not have a collective voice at the negotiating table on things which will impact on your future. For just £3.56 per week, pro rata for part timers, you can have the security of knowing your union is fighting for you.

 
WHAT IF THE CWU AND ROYAL MAIL CANNOT REACH AGREEMENT?
Whilst we should hope for the best, the CWU must also prepare for the worst. While strike action and industrial action ballots should always be a last resort, it is a fact that Royal Mail over many years often only listen to its workforce when we mobilise for a fight.
In February 2007 when Adam Crozier wanted to close the Final Salary Scheme it was only the threat of strike action which ensured that all your service up to 2008 would continue to be paid based on your Final Salary. That was not on the table prior to strike action.
In addition, in 1994, prior to the Employee Agenda discussions, basic pay stood at just £10,000 (£192.30 per week) and 86% of employees were on a 6 day week.
Today the national rate with the delivery supplement of £23.96, the processing and collection supplement of £9.30 and the RDC supplement of £12.79, stands at:-
        National rate £21,439 = £412.30

        Outer London £25,428 = £489.00

        Inner London £26,893 = £517.17
Yes we have seen change, but we have fought for a bigger slice of the cake. Whether it is pensions, pay, paid annual leave, sick leave, MTSF, paid meal reliefs, shift allowances, delivery supplements, RIS payments, all of these have been improved and protected as a result of union negotiation and industrial struggle.
If we are to once again have to fight for a better future, then make sure you support the CWU.
In 2012 when the union last balloted for strike action a strike was not needed as the power of the ballot was enough to achieve what is viewed as one of the best agreements to defeat the impact of privatisation. Every single Branch in the UK achieved a yes vote in 2012, so if we organise, we will deliver.
IN THE WORDS OF BOB CROW

“If you fight you might lose.

If you don’t fight you will always lose.”

Support the CWU. Support the fight to stop Royal Mail condemning its workforce to pension poverty.
A communication by the Fight to Save Our Pensions Committee