Ballot for  Parcelforce Worldwide Area Health & Safety Representative/Substitute Area Health & Safety Representative – South East Region

It has been brought to our attention that there was an error within the data file used for the ballot for the above positions.

In discussion with the National Officer Davie Robertson and the Independent Scrutineer it has been agreed to extend the closing date for the ballot to Friday 8^th March 2024.

This is to enable those members who did not receive ballot papers adequate time to vote and return them to the independent scrutineer accordingly.

Branches should note that the closing date for this ballot is now First Post Friday 8^th March 2024.

Would branches ensure that this information is shared with your members.

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

24LTB076 Ballot for Parcelforce Worldwide Area Health Safety Representative Substitute Area Health & Safety Representative – South East Region

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Royal Mail Group New Starter Driver Training – Interim Safety Standards Variation Rules Non-Compliance – RMG SHE Huddle FY24 009

This LTB is being issued further to LTB 288/23 dated 10 November 2023 and my letter to all ASRs dated 21 October 2023.

Introduction:

SHE Huddle FY24 009 is intended to remind managers of their requirements when it comes to training new entrants following a relaxation of driving requirements.

Background – New Starter Driver Training

As detailed in LTB 288/23, Royal Mail initiated a huge ‘crash’ recruitment programme with circa 10,000 new employees being engaged in a short space of time.

One of the ‘knock-on’ effects of this exceptional current large scale staff recruitment programme condensed into such a short period of time was that it presented a ‘driver training’ predicament, that being the impossibility of getting all the newly recruited drivers through the Royal Mail ‘standard new driver training programme’ without an ‘interim variation’ to the process as ‘Pertemps’, Royal Mail’s accredited driver training provider were not able to train this large number of new recruits within the in-take time frame, in line with Royal Mail Group’s current policy as the number exceeds the maximum capacity of Pertemps’ driving instructors.

Therefore, a relaxation or variation in the RMG new starter driver training requirements had to be put in place, in order to maintain Royal Mail operations whilst at the same time taking steps to mitigate any safety impact of the change.

In short this means that where training lead-times exceed 2 weeks, new starters will be permitted to drive ‘Small Vans Only’ (e.g. up to Peugeot Expert size), pending training being delivered and for a period of up to a maximum of 6 months.

The ‘interim driver safety variation’ Royal Mail Group therefore made last November is a temporary change to the current driver training standards for new starters enabling them to drive in advance of taking their Royal Mail/Pertemps driver training course.

Two higher risk groups where the RMG Driver Training Standards requirements will not be relaxed by Royal Mail for driver training are in respect of new entrants that:

• Have held a drivers licence for only 12 months or less
• Are under the age of 25

For those allowed to drive under the new ‘interim driver safety variation’ arrangements, the following must apply:  

• They will only be allowed to drive small vans prior to being trained – for 6 months only – by which time they must go through the ‘New Starter Training’.
• They must be booked on a Pertemps new starter driver training course.
• They must have completed the driver e-learning and been briefed on the driving SSOW.
• They must be comfortable to drive under the new arrangements.
• The Unit Manager/PiC must complete the ‘Permit to Drive’ checklist (copy attached) which details each element of the alternative arrangements, including that a Pertemps course has been booked for a future date and file this in the employee’s personal file.
• Electric Vehicle (EV) Training and Post Collision/RTC Training remain unchanged.

Non-Compliance

A significant non-compliance problem has been discovered across the country with only 59% of the new starters having been trained or booked for training and many of the new recruits have now exceeded the maximum six months service without driver training dispensation. Further to this, the situation worsens as many of these new recruits have not even had the driver training booked, let alone attended the training. This non-compliant practice increases the risk of road traffic collisions and increases the risk of prosecution. The Royal Mail SHE Team are endeavouring to take action to improve the situation and have requested CWU support through ASRs and WSRs.

Road Traffic Accident Statistics

Royal Mail, Parcelforce, RMSS etc., vehicles were involved in over 8,500 collisions last year and the trend indicates that that the number of RTCs this year will top 9,000. As the business changes with more parcel duties, larger vans and increasingly electric vehicles, the risk to drivers increases and driver training is more important than ever.

ASR Action – Message From the Royal Mail Group National Road Safety Manager Mark Bromhall

The Royal Mail Group National Road Safety Manager Mark Bromhall has requested the assistance of all CWU Area Safety Reps and Workplace Safety Reps to check compliance with the new starters ‘Driver Training Variation Standard’ in the Units within their postcode constituency, reporting any non-compliance to the Unit PiC OPL and SHE Team Safety Advisors without delay.

RMG SHE Instruction 8.2 – Drivers Minimum Standards

An additional point to be checked by ASRs/WSRs in respect of new starter drivers is the requirements as set out in RMG SHE Instruction 8.2 ‘Drivers’ Minimum Standards’. This states that;

• New drivers must have no more than 6 points on their drivers licence.
• New drivers must not have a TS99 (totting up) endorsement on their driver’s license.

Two drivers in one area were found to have licenses breaching these requirements – so please check them out.

See attached copies of:

• SHE Huddle FY24 009 – Driver Training
• Royal Mail –  Guidance for Using New Starter Training File
• Driver Training Relaxation – Permit to Drive Checklist
• Regional New Starter Training Completed and Training Booked Stats

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

24LTB075 Royal Mail Group New Starter Driver Training – Interim Safety Standards Variation Rules Non-Compliance – RMG SHE Huddle FY24 009

SHE Huddle FY24 009 Driver Training

New Starter Instructions

Driver Training Relaxation Permit v1.0 (1)

Regional New Starter Training Completed and Training Booked Stats

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UN Anti-Racism Day – Stop The Hate Demonstrations

Branches should note that the next UN Anti-Racism Day rallies organised by the TUC and Stand Up To Racism are taking place on Saturday 16^th March 2024 in London and Glasgow, with the Cardiff rally the following day. These rallies will make an important statement that trade unions and other organisations are opposed to racist and xenophobic rhetoric directed towards marginalised groups. With a General Election just around the corner, the Tory Government will be ramping up their attacks on migrant and minority communities so it is more important than ever that we stand united and say no to hate.

The meeting points for the rallies are in the process of being confirmed and we will communicate all of these as soon as we have them. For now, please put this important date in your diaries and make sure you make your plans to support the UN Anti-Racism Day.

The CWU are committed to combating racism and fascism and our union has had fantastic support at past events. We hope we can again demonstrate our solidarity as part of a global day of anti-racist protest. 

Branches and members in Wales and Scotland are encouraged to support their regional event and we will circulate flyers for these soon. You can find out more information about the demonstrations here.

Any queries relating to this LTB should be directed to equality&education@cwu.org         

Yours sincerely,

Dave Ward
General Secretary         

Kate Hudson
Head of Equality, Education & Development

24LTB 074 – UN Anti-Racism Day -Stop The Hate Demonstrations

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BBC PANORAMA – ROYAL MAIL: WHERE’S MY POST – MONDAY 26^TH    FEBRUARY 8PM

BBC Panorama will be broadcasting a special episode on Royal Mail on Monday 26^th February at 8pm on BBC One. The show will highlight the current state of play with regards to Royal Mail and the future of the postal service.

A wide range of customers, managers and politicians have been interviewed. The union has also been engaged in the programme but as always with these productions, editing will cut contributions down significantly.

What we know is the programme will spark a major debate on Royal Mail in the coming days and weeks and we will maximise our voice in that.

Branches should bring the planned programme to the attention of our members.

Yours sincerely

Dave Ward
General Secretary                                           

Martin Walsh
Deputy General Secretary (Postal)

24LTB073 BBC PANORAMA ROYAL MAIL WHERES MY POST MONDAY 26TH FEBRUARY 8PM 

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BBC Panorama – Royal Mail: Where’s My Post – Monday 26th February 8pm

Dear Colleagues,

BBC Panorama will be broadcasting a special episode on Royal Mail on Monday 26th February at 8pm on BBC One. The show will highlight the current state of play with regards to Royal Mail and the future of the postal service.

A wide range of customers, managers and politicians have been interviewed. The union has also been engaged in the programme but as always with these productions, editing will cut contributions down significantly.

What we know is the programme will spark a major debate on Royal Mail in the coming days and weeks and we will maximise our voice in that.

Branches should bring the planned programme to the attention of our members.

Yours sincerely,

Dave Ward
General Secretary

Martin Walsh
Deputy General Secretary (Postal)

Women’s Networking Event Registration – Reminder

Further to LTB 023/24 this is a reminder that Branches will need to register their representatives attending the Women’s Networking Event.

The event is taking place at CWU Headquarters on Tuesday 5^thMarch 2024, between 10:30am and 4pm and will be held in Conference Rooms 2&3, located on the 4^th floor.

It is important that attendees register so that preparations can be made for HQ visitor passes to be prepared in advance of the day.

Any enquiries relating to this LTB, or to register for this event should be directed to equality&education@cwu.org

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

LTB 072/24 – CWU Women’s Networking Event Registration – Reminder

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Royal Mail Property & Facility Solutions – Election of:

• 1 Regional Cleaning Representative – North Region

Further to LTB 031/24 dated 23^rd January 2024, please see below the result of the ballot that closed today.

NORTH REGIONNicola Booth53*ElectedSue Smith34Spoilt Ballot Papers0Total Ballot Papers Received87Total Ballot Papers Dispatched233

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

LTB 070/24 – Royal Mail Property & Facility Solutions – Election of Regional Cleaner Rep – North Region

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Government policymakers must dismiss new proposals to raise the retirement age to 71 as a fix-all for the UK’s ageing population.

The National Pensioners’ Convention believes pushing up the age we can claim our State Pension so high will make things worse not better. It would considerably add to the 2.1 million pensioners – 1 in 5 – already living in poverty and condemn even more to a miserable retirement, as well as increase pressure on already struggling public services.

Like former Pensions Minister Ros Altman* we think the suggestion from the International Longevity Centre** would be ‘unconscionable’ and only favours higher income groups. Especially so in the light of two new reports** that show how current state pensions provide well below the minimum income needed to cover a person’s basic needs.

NPC General Secretary Jan Shortt said: “It is time government policymakers sat down with public, private and third sector groups to develop a new, holistic plan to ensure no one falls into poverty as they age in our country, one of the richest in the world. 

“The latest proposal to push retirement up to 71 in no way reflects the harsh reality of getting older in the UK.  

“Although the number of people living longer has been rising, the number of those living with ill health and therefore not able to work longer, is also rising. So,making them wait to claim their pension for even longer would only increase poverty, and the demand on already creaking services such as health and care.

“It is not enough to say the country can’t afford the pensions bill for an ageing population – the nation won’t be able to afford an epidemic of elder poverty and illness in the next decade if they do nothing.

“That’s why we agree with Baroness Ros Altmann who says government ‘policy must consider other ways to save money to ensure greater fairness and flexibility’ in future.”

The NPC is already calling for the next scheduled retirement age increases to be shelved, with our 68 Is Too Late campaign in collaboration with Unite and the Scottish Pensioners’ Forum.  At present, the UK pension age of 66 is set to rise to 67 between May 2026 and March 2028. From 2044, it is expected to rise to 68. Today there are almost 11 million people aged 65 and over – 19% or nearly one in five of the total population. In 10 years time this will have increased to almost 13 million people or 22% of the population.

*Baroness Altmann’s paper, ‘12 Reasons Why Raising the State Pension Age to 71 is Unconscionable’-www.pensionsandsavings.com/12-reasons-why-raising-state-pension-age-to-71-should-be-unconscionable – outlines clearly the rationale against the further hike suggested by the International Longevity Centre.

Jan Shortt added: “It is wrong to assume every pensioner gets the new top rate weekly pension of £203.85 a week (rising to £221.20 from April). Most retirees – especially women – are on the older/lower rate, or less.  Even if they qualify for entitlements like housing benefit, or have small occupational pensions, their income still cannot keep pace with rising costs.”

**According to the pensions’ industry body, Pensions and Lifetime Savings Association (PLSA) –www.plsa.co.uk/Press-Centre/Press-Releases/Article/Latest-Retirement-Living-Standards-show-change-of-UK-public-expectations – a single person will need £31,300 a year for a moderate income in retirement. Using evidence from focus groups, the pensions’ industry body found the rising cost of food and energy costs, plus an expectation to offer financial support to grandchildren. PLSA estimate that a single person needs £14,400 a year for a minimum income and £43,100 a year for a comfortable retirement. Couples required a joint £22,400 at the minimum level, £43,100 at a moderate level, and £59,000 at a comfortable level.

**The NOW: Pensions’ Report – www.nowpensions.com/about-us/fair-pensions-for-all/gender-pensions-gap – has found that women ‘need to work an ‘extra 19 years typically to close pensions gender gap.’ Researchers found that labour market inequalities, including differing working patterns and the gender pay gap, contribute to the pension gap. Women retire on average with pension savings of £69,000, compared with £205,000 for men, says the research by pensions provider. By their late 50s, women have average pension savings worth less than two-thirds of men’spensions savings.

** The International Longevity Centrewww.ilcuk.org.uk/ageing-populations-forced-to-increase-state-pension-age-to-71-by-2050-to-maintain-dependency-ratio suggests the retirement age will have to rise to 71 for middle-aged workers across the UK, after research into the impact of growing life expectancy and falling birth rates on the state pension. The ILC argues that the UK state pension age would need to be 70 or 71 compared with 66 now, to maintain the status quo of the number of workers per state pensioner. The Centre says if you bring preventable ill health into the equation, the age would have to increase even more.

According to the Office for Budget Responsibility, pensioner benefits will cost the UK government £136bn in 2023-24, of which £124bn will be spent on state pensions.

ENDS

 

FOR FURTHER INFORMATION CONTACT:

Beverley Morrison

National Public Affairs Manager

National Pensioners Convention

Marchmont Community Centre, 62 Marchmont Street

London  WC1N 1AB

​Telephone: 020 7837 6622  Mobile: 07588 779515

bevmorrison@npcuk.org     www.npcuk.org

Greener Jobs Alliance (GJA) Newsletter No. 57 – February 2024:

Introduction & History – The GJA:

The Greener Jobs Alliance (GJA) came into existence as a result of funding from Battersea and Wandsworth TUC. The GJA was launched to promote skills training and job creation to meet the needs of Britain’s rapidly growing low carbon sectors and to green the whole economy. The transition to a low carbon and resource efficient economy can drive sustainable economic recovery and job creation in every part of the country as well as making existing jobs more secure. But this requires a more strategic national and local approach to deliver the workforce skills needed and to stimulate demand for clean energy and energy efficiency services.

The Greener Jobs Alliance liaises at a national and local level to build the broadest possible support for the policies, investment, partnerships and commitments needed to drive the transition to a low carbon economy.

The Greener Jobs Alliance liaises with training bodies, colleges, universities, employers, local and national Government, trade unions, housing associations, campaign and community groups – to build the policies, investment and partnerships needed to drive the transition to a low carbon economy.

GJA Founder Graham Petersen: The founder GJA Secretary and Newsletter editor was Graham Petersen who is well known to the CWU and has a long standing working relationship with the Union. He is a former TUC tutor and course designer who created safety reps training courses and the successful TUC Occupational Health & Safety Diploma Course. He was the head of the Trade Union Studies Centre at South Thames College before retirement from the post and has been a visitor and guest speaker at CWU events and meetings. After 30 editions, Graham stood down at the GJA AGM and handed over to Paul Atkin as newsletter editor and Tahir Latif as GJA Secretary. Graham remains a GJA Steering Group member and is now working part time for the Wales TUC having recently written a publication for them ‘Greener workplaces for a just transition – a Wales TUC toolkit for trade unionists’ which was circulated by the CWU Health, Safety and Environment Department.

GJA ‘Free’ Courses:

The GJA runs a number of ‘free’ courses on the environment for Trade Union Reps in different parts of the UK which have been attended by a number of CWU Reps with details published in the newsletter.

The GJA now offer three ‘on-line’ courses as follows:

1. Climate Change Awareness

This short introductory course is aimed at trade unionists and anyone wishing to develop their understanding of the issues around climate change.  The course is divided into 4 modules.  The modules contain background information, short videos, graphs and illustrations.

• Module 1: Climate Change Explained
• Module 2: International Responses
• Module 3: Trade Union Responses
• Module 4: Getting Involved

At the end of each section, there are references and links to additional materials if you want to go further. There are no formal tests and you can work through the materials at your own pace but there are optional quizzes to check your understanding at the end of modules 1, 2 and 3.

2. A Trade Union Guide to Just Transition

Social justice must be at the heart of the development of a net-zero carbon economy. The course covers:

• The meaning and history of the term just transition
• Why it should be a priority issue
• UK and international policies and case studies
• Ideas for developing an action plan

It is aimed at trade unionists and anyone wishing to improve their understanding of why just transition should be central to climate change policy.

3. Air Quality – a trade union issue

The following issues will be explored in this free online course. It is made up of 3 modules,

• Module 1: The Causes and Health Impacts of Air Pollution
• Module 2: The Law and Government Policy
• Module 3:  Trade Union Responses and Campaigns

Link to GJA on-line Courses:https://greenerjobsalliance.co.uk/courses/

TUC Green Rep Courses:

The TUC has announced a series of new ‘free’ to attend ‘Green Rep Training Courses’ for 2024 as follows:

All union reps and officers are welcome, new or experienced, and whether in any Union role. All trade unionists can benefit from understanding what the TU movement can do to protect and empower Union members during the climate crisis.

• Stockport College Online 5, 12,19 Feb ‘24
• City of Bristol College In-person 11,18, 25 Jun ‘24
• Newcastle College In-person 11,18, 25 Jun ‘24

Link to the TUC ‘Green Rep’ Courses:-https://www.tuc.org.uk/training/TUCcourses

Paul Atkin Editorial GJA Newsletter Issue 57 – 

Paul focuses this issue’s editorial on ensuring that Labour is pressed on delivering on environmental commitments and a solid green industrial plan in the middle of the current climate emergency and as stated in the ‘Guardian’ this month – “Voters want to know that Labour will change the country for the better rather than just muddling on.” It has to be foundational for any politics that is adequate or relevant for the times we are actually in! Paul points out that at a time when even the CBI is calling for £50 billion to be invested in transition by 2030, the Labour leadership’s needs to up its investment proposals remembering that politically, their environmental pledge was Labour’s second most popular policy and at the same time ‘kick-start’ growth in the economy. The GJA’s letter to shadow minister Rachel Reeves sent in October still awaits a response! 75% of Labour Party list members oppose any watering down of Labour’s original environmental plan and commitments!  Read the full editorial & Newsletter Edition 57 attached.

Contents GJA Newsletter 57:

• Editorial: “Ambition were made of sterner stuff”: The £28 billion pound question.
• IEA projects massive acceleration of Renewable Energy
• Grantham Institute: why £26 Billion annual investment is needed
• Port Talbot motion
• Proposed “Future Homes” standards fall well short
• GKN factory occupation and union delegation
• GJA: Response to the interim report of the London Climate Resilience Review
• UCU: Mainstreaming the climate and environmental emergency
• COP Report back meeting
• TUC Green Rep Courses
• Yorkshire and Humber Just Transition Network
• And Still We Rise Festival
• Green Bites

Green Bites:

• £43Billion – The cost of fitting CCUS to all 4 Biomass units at Drax power station. This is estimated to add £1.7 billion to overall annual fuel bills across the UK. Drax is already subsidised at £600 million a year.
• 1 – The number of 1.3 MW wind farms needed to offset the gas that would be lost if no new licences were awarded in the North Sea.
• 500,000 – Number of trees planted in London since Sadiq Khan took over from Boris Johnson.
• 28 – The number of insurance companies that have already refused cover for the East African Crude Oil Pipeline.
• 1954 – The year that fossil fuel and car companies first knew about the effect of greenhouse gases.
• 60% – The projected cut in demand for fossil fuels by 2050 just from the domino effect of reduced costs and increased efficiency of electric batteries, making them stranded assets whatever they do.

What is a just transition?

A just transition seeks to ensure that the substantial benefits of a green economy transition are shared widely, while also supporting those who stand to lose economically – be they countries, regions, industries, communities, workers or consumers.

A rapid increase in the speed and scale of actions required to reduce the risks of climate change will create new economic opportunities.

Whilst a just transition is mainly based on environmental considerations, it is also shaped by other structural changes affecting labour markets, such as globalisation, labour-saving technologies and the shift to services.

A just transition is an integral part of many of the global commitments adopted by countries. The Paris Agreement acknowledges “the imperatives of a just transition of the workforce and the creation of decent work and quality jobs in accordance with nationally defined development priorities” and highlights the importance of workers in responding to climate change.

Furthermore, the just transition concept links to 14 of the 17 United Nations Sustainable Development Goals, explicitly drawing together SDGs No 12 – climate action, No 10 – reduced inequalities, No 8 – decent work and economic growth, and No 7 – affordable and clean energy.

Many countries have recognised the challenge that this transformation entails and are taking measures to protect those that are most vulnerable and affected by the changes, including across the European Bank for Reconstruction and Development (EBRD) regions.

• The European Union’s Just Transition Mechanism is integral to the EU’s Green Deal, targeted at ensuring “a fair transition to a climate-neutral economy, leaving no one behind” and aims to mobilise at least €150 billion over the period 2021-2027;
• The Solidarity and Just Transition Silesia Declarationsigned by 50 countries at COP24, which states that: “a just transition of the workforce and the creation of decent work and quality jobs are crucial to ensure an effective and inclusive transition”;
• Climate Action for Jobs Initiative, co-led by the International Labour Organisation, Spain and Peru, with 46 countries committing to develop “national plans for a just transition and create decent green jobs”.
• The UNFCCC Gender Action plan, whereby parties to the UNFCCC have recognized the importance of involving women and men equally in the development and implementation of national climate policies that are gender-responsive.

Quote of the Month

“The optimal time to increase public investment is
precisely when an economy driven by market forces is
not working. That time is now.”

D.Abbott MP – Morning Star

 Much more in the GJA Newsletter No 57 February 2024 attached.

Attachment: 

• GJA Newsletter No.57 for February 2024.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 069/24 – Greener Jobs Alliance (GJA) Newsletter No. 57 – February 2024

Att: GJA-Newsletter-57-February-2024

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BRT&G Agreement – Network Window – RM/CWU Joint Communication

Dear Colleague,

Branches and members will be aware that the CWU has been actively seeking to provide updates in relation to Network Window and the publication of the Delivery Office start and finish times that will be published on Monday 19^th February on Delivery Office notice boards.

As such talks have continued between Royal Mail and the CWU as we jointly recognise that the revised Network Window represents one of the biggest changes to the operation and its associated impact on employees’ start and finish times.

It is jointly recognised that there has been a lot of good joint working at all levels which have helped mitigate start and finish times in the vast majority of the UK, achieving a much improved position from that originally envisaged when the BRT&G Agreement was signed.

The headlines are as follows:

• 1000 Delivery Units below 60 minutes
• 360 Delivery Units with less than 15 minutes change
• 610 Delivery Units with less than 30 minutes change
• 82% of Delivery Units last letter by 15:30.
• 96% of Delivery Units last letter by 16:00.

Both Parties however recognise that the impact on start and finish times is a concern for employees in a small number of units where the start time has moved by over 60 minutes.

As such we have agreed a further Joint Statement which is attached that confirms the following key principles:

• Royal Mail and CWU have agreed the facility for a unit to take 15 minutes meal relief between wave 1 and 2. This will help mitigate the start and finish time by 15 minutes. This option must have the support of the Delivery employees, local CWU representative, and local manager within the unit. This option only applies to those units who are over 60 minutes.
• Both Royal Mail and the CWU are continuing to explore options in Scotland to advance the flow of work from other Mail Centres into the Inward Mail Centres in Scotland. The aim of this work is to try to find further mitigation to start times. In addition, Royal Mail will also continue to look at a small number of other sites where further mitigation may be possible.
• Both parties remain committed to working together at all levels to try and find pragmatic and workable solutions from the impact of the Network change on employees and CWU members. We will closely review the implementation of the Network Window changes through the first 12 weeks of live operations and additionally post peak 2024.
• For the avoidance of doubt, the start times published on 19 February are your new start times. If they do change then these will be published in your unit. We would like to jointly remind you that the Exceptions Process opens on 19 February 2024.

In addition to the above we have also issued a CWU communication which confirms that you early next week, the CWU will:

• Call an all reps briefing online on Monday.
• Produce our own online spreadsheet where members can see details of the proposed changes for their offices.
• Hold multiple live events for with the members next week.
• Produce a range of other communications.

I know this is a very difficult and challenging issue. However what is absolutely clear is the interventions of the union and the support of you as members continue to put pressure on the company to put further mitigation on the table.

Any enquiries in relation to this LTB should be addressed to DGSP department.

Yours sincerely,

Martin Walsh
Deputy General Secretary (Postal)

24LTB068 Network Window Joint Statement

Network Window Joint Statement 24LTB068

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