Post Office Ltd Estate – Reinforced Autoclaved Aerated Concrete (RAAC):

Further to LTB305/23, in relation to RAAC in the Royal Mail Group estate, this subject matter was also raised with Post Office Ltd (POL) initially in November 2023 and this is an update on subsequent discussions and report back to the Union from the business. The most recent meeting which discussed the matter took place on 10 and 11 January with Martin Hopcroft Post Office Limited (POL) Director of Health, Safety, Environment & Business Continuity and Kate Giles (POL) Property Compliance, Operations and Contracts Manager.

An urgent and clear response was requested from POL as to what it intends to do to with regard to professionally competent commissioned surveys of the POL building estate to check for RAAC (Reinforced, Autoclaved, Aerated Concrete) and HAC (High Aluminium Concrete) which is a similar building fabric and from that details of any required remedial action plan as necessary.

We have stressed that this matter is now urgent and we need from POL their business’s policy and plan of approach to confirm the POL wide estate assessments and reports on any buildings containing RAAC or HAC, the condition of it and a plan of urgent remedial action to deal with it in order to avert any collapses and dangers from water damage and mould etc., or co-located asbestos with RAAC. A similar building fabric ‘High Aluminium Concrete’ (HAC) may also exist in some buildings and this needs condition checking also.

One of the important points made by CWU, although media reports have been centring on schools and hospitals, is that these materials, (RAAC and HAC) were subject to widespread use in ‘public buildings’ and at the time the building estates in Royal Mail Group and POL were public buildings and therefore many of those buildings may contain either of the building materials RAAC and HAC.

A national programme of structural engineering surveys by specialist engineers is underway in order to determine the presence or otherwise of these materials, the condition of them and any required remedial action plan.

We have received the following update from POL regarding a RAAC inspection programme which has been initiated with urgency.  A further update is awaited from ‘Atalian Servest’ POL’s Facilities Management (FM) company with confirmation of dates for a number of more building inspections during January and a further update from BNP Estates following the issue of a second letter to landlords.

A profiling of how many Directly Managed Post Office Branches and CVIT Supply Chain sites have been identified as higher risk and surveys have been completed or are scheduled, and an update and confirmation for those where POL is a tenant, including plans are to be checked over the coming weeks.

Overall POL reports that the risk remains low due to POL’s maintenance programme and there is no known or found degradation so far but POL will continue to monitor it closely. POL is also receiving updates from Royal Mail Group (RMG/RMP&FS) who are undertaking their own RAAC inspection programme on sites occupied by POL where RMG have responsibility.

POL aims to answer 4 questions:

• Does the property have RAAC?
• Is POL responsible?
• If POL is responsible, is it safe?
• If the landlord is responsible, has POL received assurance that the property is safe?

POL has 220 properties in their Estate.

Following a desktop survey 139 were identified as falling into the risk category for RAAC and of these:

• 13 freeholds – 12 have had visual inspections and 5 have been identified as needing further investigation by way of an intrusive survey which will be completed in January. One is scheduled in for the visual inspection this month.
• 17 fully repairing and insuring leases – 9 have had visual inspections and 3 have been identified as needing further investigation by way of an intrusive survey which will be completed in January. 8 are scheduled in for the visual inspection this month.
• 107 are landlord responsibility. All landlords were written to despite who’s responsibility it is. Where the landlord is responsible, POL has had 92 responses. 2 sites have been identified as having RAAC and the landlords are dealing with it (Grangemouth and Queensway). 28 landlords have confirmed there is no RAAC present. The remaining responses are a mix of answers including push backs on to POL, which POL are challenging.
• 2 licenses – both landlords have responded and confirmed no RAAC is present.
• POL has had some responses back from a legal letter sent to landlords in December. The responses are being collated and an update report produced for the POL Property Compliance, Operations and Contracts Manager for further consideration which will change the above numbers. Once the updates have been received next steps will be decided in cases where no response has been received or further information is required.
• POL conclude that the general situation is a low risk where further investigation is required in properties and where there is no degradation.
• There are a number of sites where Royal Mail Group and POL operations are co-located and joint discussions have been initiated in respect of any at-risk sites.

Below is a summary of numbers of POL Properties, broken down by site type, falling in risk period:Car Park (Garage)CTOCVITDMBTemp franchiseVacantSublettingNetworkAdmin OfficeVacant unit next to let unitVacant unit next to let Network branchGrand Total16127563328311139

Of which breakdown of site type in risk period where RMG is the Landlord:CVITDMBTemp franchiseVacantNetworkGrand Total221111944

POL will keep the CWU Health, Safety & Environment Department updated as the project progresses.

Attachments:

• RAAC Information Factsheet
• Statute of Structural Engineers – Reinforced Aerated Autoclaved Concrete (RAAC) – Investigation & Assessment Guidance.
• LTB 305/23 – RMG Estate – RAAC

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

24LTB020 Post Office Ltd Estate – Reinforced Autoclaved Aerated Concrete (RAAC)

Reinforced Autoclaved Aerated Concrete (RAAC) Information Fact Sheet

RAACs-2023-v9

23LTB305 Royal Mail Group Estate – Reinforced Autoclaved Aerated Concret…

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Royal Mail Group (SHE) Safety Flash FY24 001 – Royal Mail Van Roll Away Incident:

Introduction, Background and Description: 

Royal Mail Group’s Safety Team have issued ‘RMG SHE Safety Flash FY24 001 on the subject of ‘Royal Mail Van Roll Away Incidents’ which can be avoided by following the ‘HIT’ acronym process (‘HIT’ – Handbrake on, In Gear, Turn The Wheels).

The incident occurred when a Royal Mail postman driver was carrying out his regular delivery duty. The delivery round normal route was disrupted by a road closure causing the driver to make a 25-minute detour, which the driver reported had caused him some distress, becoming agitated and anxious as he needed to finish his duty on time. When parking the van at the next delivery point address following the diversion, the 3 point ‘HIT’ process was not followed. The handbrake was applied, but the wheels were not turned and the van was not left in gear. The van’s handbrake was faulty and did not hold the vehicle in place. The vehicle rolled backwards approximately 25 metres downhill, through road and street works, where it then collided with a parked BT Openreach van causing damage to both vehicles.

This SHE Flash has been issued to once again raise awareness of the need for drivers to follow ‘HIT’, highlight the risks of these types of incidents and to communicate the ‘HIT’ process to all Van drivers.

Impact/Injuries: 

Two vehicles were damaged but fortunately the two BT engineers working in the roadworks area were not in the path of the runaway Royal Mail van and so were uninjured.  The Royal Mail van postman driver has over 35 years of experience of driving for Royal Mail with no previous incidents or road traffic collisions. Due to the incident, the driver was suspended from driving duties pending an investigation. Had the runaway van struck someone, the consequences could have been much more serious.

The law:

• Employers and Managers are required by the Health and Safety at Work Act (S2) to ensure the health and safety of the workforce and to put in place a safe system of work.
• Employees/Drivers are required by the Health and Safety at Work Act (S7) to co-operate with the employer so far as is necessary to enable the employer’s health and safety duties and safe systems of work to be performed or complied with. These duties are mandatory by law. Secondly, the police can charge a driver whose van has rolled away with the offence of driving without due care and attention (careless driving) under section 3 of the Road Traffic Act 1988.

Key Messages, Learning Points, Advice and for PiCs, Managers and Workforce: 

Drivers should:

• Ensure they undertake pre-use checks of their van, including checking that the handbrake engages fully and correctly.
• Fully complete the ‘HIT’ process when parking their van – handbrake must be fully applied, vehicle to be left in gear, park the van with the wheels turned to/from the kerb or a point of safety.
• Remember that a correctly functioning handbrake will hold the vehicle if correctly applied, but even without the handbrake functioning, the rollaway in this case would not have occurred if the vehicle had been left in gear/park. Whilst there was no kerb present, turning the wheels would have meant the vehicle came to rest safely.
• Not allow external factors to influence or distract them from following driver safety procedures fully and correctly.
• Complete the mandatory pre-use vehicle checks and report any defects using the PMT1 process.
• Speak with their line manager if they feel unable to complete their duty in a safe manner.

PiCs and Managers Key Actions:

• Ensure all drivers are shown and briefed on ‘RMG SHE Safety Flash FY24 001, Royal Mail Van Roll Away Incident.’ (Copy Attached).
• Brief all van drivers on SHE Huddle FY23 022 ‘Roll Aways.’ (Copy Attached).
• Promote and display the two ‘HIT’ safety posters. (Copies Attached).
• Ensure all van drivers are shown the short video ‘Why Hit Works’ which is at this link: https://vimeo.com/900843076

CWU ASR/WSR Actions:

• ASRs/WSRs please ensure that this Safety Flash is communicated and brought to the attention of all appropriate managers and van drivers, CWU members in Royal Mail and Parcelforce and that the SHE Flash actions are deployed by PiCs/Unit Managers. Additionally ensure all drivers are briefed on the SHE Flash, the SHE Huddle and that they watch the video on the above link.
• ASRs to concentrate attention on this matter during Workplace Safety Inspections and ensure members are briefed.

Conclusion:

Royal Mail has been averaging 150 van roll away incidents a year for the last decade. It is imperative for drivers to fully understand the correct procedures to protect themselves, the public and other road users. 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, slope or even on the slightest of inclines or gradients. Several campaigns have been repeatedly promoted to raise awareness amongst drivers and ASRs/WSRs are asked to campaign locally on this important driver and road safety issue – REMEMBER the acronym ‘HIT’ to help avoid more ‘rollaway’ incidents:

H – Handbrake firmly on

I – In gear (first gear uphill – reverse gear downhill)

T – Turn the wheels (away from kerb up hill – towards kerb downhill).

‘HIT Video’

See the HIT Video demonstrating the process at this link: https://vimeo.com/900843076

Attachment: 

• Royal Mail Group (SHE) Safety Flash FY24 001- ‘Van Roll Away Incident’.
• Royal Mail Group (SHE) Huddle FY23 022 – ‘Roll Aways’
• ‘HIT’ Posters.
• Crashed Roll Away Royal Mail Van Images

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 018/24 – Royal Mail Group (SHE) Safety Flash FY24 001 – Royal Mail Van Roll Away Incident

Att: SHE Flash FY24 001-Vehicle Roll Away

Att: SHE Huddle FY23 022 Rollaways

Att: HIT Posters

Att: Preventing Vehicle Rollaways Poster

Att: Royal Mail Van Roll Away Incidents Photos

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BRT&G Agreement – RM/CWU Joint Statement – Section 2.5 (Improving Quality of Service) and RM/CWU Joint Communication on Seasonal Variation

Branches and members will be aware of the commitments contained in the Business Transformation, Recovery and Growth Agreement and the fact that despite the agreement, actions by the business has seen a number of joint commitments stagnate and progress in relation to a number of Joint Statements had not been forthcoming.

As part of recent communications I have issued, I made it clear that in my role as the DGS(P) I would hold the business to account and provide a different style of leadership.

As such, last week a RM/CWU National IR meeting took place in which all outstanding issues were jointly discussed and a progressive foundation was put in place to make progress on all those areas.  Following intense meetings and exchanges of drafts, we have now agreed a Joint Statement in relation to Section 2.5 Improving Quality of Service and a Joint Communication on Changes to Seasonal Variation.

Branches, representatives, and members will no doubt note the positive progress with caution.  This is entirely understandable.  My style of leadership will be to never overplay a moment.  That said, there does feel like there has been a noticeable shift in how we are working together and changes in leadership on both sides has given us a chance for a fresh start.  I know this is irrelevant to members unless it is felt locally.  That has to happen off the back of these statements or the company has no prospect of rebuilding.

Attached to the LTB are full copies of the Joint Statement/Communication, the salient points are as follows:

RESTORING QUALITY OF SERVICE – Key areas of progress and change

• A key principle in reaching this Joint Statement is that both RMG and CWU agree it’s in everybody’s interest to move forward in the spirit of joint problem solving and a revised way of working in 2024 which reaffirms that adherence to Joint Statements will be honoured across all levels.
• We have agreed to cease 250 planned table top revisions in Delivery Offices to focus on restoring quality of service and overall unit performance.
• We have agreed a far more robust process for solving quality issues with engagement at every level of the company and CWU and regular meetings with the signatories of the statement.
• There will now be far more focus on local, area and divisional interventions and resolutions.
• We have identified 24 units for national support. We will use the outputs from this work to improve all offices.

 SEASONAL VARIATIONS – Key areas of progress and change 

• FT Members will work 5 weeks at 35 hours from 22^ndJanuary 2024 until 25^th February 2024. This will mean Delivery employees will start 14 minutes later and finish 10 minutes earlier during this period.  This will return 2 hours of owed annual leave from the high period in 2023 to employees prior to the end of the financial year (end of March) and pro-rata for PT members.
• The 15 weeks of 35 hours in the summer will mean members will finish 10 minutes earlier each day. This will help to partially mitigate any later starts that are being deployed as a result of network changes.  At this point our members will owe Royal Mail hours for the first time.
• We have managed to reduce the peak increased hours from 15 weeks to just 5 weeks in late November 2024. Both parties will jointly agree the dates for the 5-week period by 31^st January 2024.
• Both parties also recognise the initial 15-week period for high and low seasons can be a reduced number of weeks going forwards as such we will finalise this reduction for seasonal variation to be applied in 2025/2026 by no later than 31^st March 2024.
• It has been agreed that Seasonal Variation will have no impact on annual leave deductions in the financial year 2023/24. As a result of Seasonal Variation commencing in the ‘high-period’ of its cycle, there is a need to address the misalignment of hours in the PSP system during the 2023 High Season period (from 4^thSeptember to 17^th December 2023)
• Accordingly, Royal Mail (Human Resource Services) will make adjustments to the PSP system to issue back the extra hours worked for all employees whose attendance patterns were varied under Seasonal Variation. Employees should see the realignment in hours to their personal leave entitlement before the end of the Annual Leave year (24^th March).

SUMMARY

Concluding the above position has only been possible due to the positive talks with the business and I want to thank Postal Officers, Davie Robertson and Mark Baulch in helping to secure the Joint Statements.

In the next few days, we will fully brief our representatives on these developments and Davie Robertson and Mark Baulch will continue discussions with the business on finalising the activity linked to the future revision activity in Upstream Areas and future revision activity & indoor preparation methods in Delivery as well as issuing additional communications as required to support the Joint Statements.

In addition, wider negotiations with the company continue and we now believe we have the platform to speedily resolve several outstanding issues including:

1. Fleet
2. Supernumeraries
3. Sick Pay Calculations
4. The outstanding issues from the Lord Falconer review
5. Revisiting the Dispute Resolution Process and gaining absolute commitment to the Industrial Relations Framework and the agreed achieving agreement process.

Thank you for your support and we will issue wider communications later this week which will hopefully further signal a new relationship is being developed and that 2024 will bring about a tangible change in Industrial Relations, culture and actions in the workplace.

Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.

Yours sincerely, 

Martin Walsh

Deputy General Secretary (Postal)

LTB 017/24 – BRT&G Agreement – RM-CWU Joint Statement – Section 2.5 (Improving Quality of Service) and RM-CWU Joint Communication on Seasonal Variation

Att: Appendix 1 – RM CWU Joint Communication Seasonal Variation 15th January with signatures FINAL

Att: Q of S Resourcing Productivity Checklist 200623 CWU.220623 delivery

Att: Section 2.5 Joint working on improving Q of S_Final version with signatures FINAL

Att: SV_3rd_WTLL_Low Spring Season FINAL (00000002)

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CWU Young Workers Conference 2024 – Agenda Pad

Branches would wish to know that the agenda for the CWU Young Workers Conference has now been published on the website and can be accessed by opening the attachment or pasting the link into your browser:

Branches are reminded that delegates and observers to the Young Workers Conference which is taking place in Manchester on 31^stJanuary MUST be registered prior to the conference using the online registration system https://conference.cwu.org beforeFriday 19^th January 2024.    Not registering causes a delay in registering and affects the seating at the venue and catering.

Any enquiries regarding this LTB should be addressed to Angela Niven by telephoning 020 8971 7256 or by post to head office or by email to conferences@cwu.org

Yours sincerely,

A P Kearns

Senior Deputy General Secretary

LTB 016/24 – CWU Young Workers Conference 2024 – Agenda Pad

Young Workers Agenda 2024 Full

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CWU RESTRUCTURING PROGRAMME

Further to LTB 345/23 sent to Branches on the 22^nd December 2023, the purpose of this LTB is to confirm arrangements for our National Briefing and provide an outline of the scope of the restructuring programme.

CWU Restructuring National Briefing – Tuesday 30^th January – The Mercure Hotel Manchester – 11:00 to 15:00 

The above date and venue has been confirmed for the National Briefing and Branches are asked to make this a priority commitment.

Attendance is extended to senior Branch representatives, including Health and Safety. 

Given the Young Workers Conference is being held the following day at the same location; we would encourage Branches to also bring their young workers’ delegates to the National Briefing.

The full agenda will be sent out nearer the briefing date and will include a session for all Branches on recruitment and organising.

Scope of the Restructuring Programme

As mentioned previously in LTB 345/23, the NEC has agreed that the following key principles will provide the framework for a significant element of our proposals.  This means Branches can expect papers and appropriate rule changes from the NEC on all the key principles set out below:-

1. An overall headcount reduction and cost savings in the National Executive.
2. An overall headcount reduction and cost savings in the Postal Executive.
3. An overall headcount reduction and cost savings in the Telecoms and Financial Services Executive.
4. An overall reduction in the cost and number of CWU Regions.
5. A material reduction in the current rate of Branch rebate.
6. A restructuring of our approach to Health, Safety and the Environment
7. A restructuring of our approach to Legal Services and involvement in Unionline

Additionally, the report to Conference will also cover the following:-

• A clear vision for the future of the CWU as a sustainable independent trade union.
• A financial plan for the future of the CWU.
• The introduction of further changes at CWU Headquarters.
• A strategic review of recruitment and organising.
• The ongoing approach to Equality, Training and Education.
• How we will build on our approach to communications and engaging members.

We will provide more detail on all the above at the National Briefing. 

Proposals to Change and Reduce Branch Rebates

Any proposals to change and reduce the current rebate will need to assess the impact such changes will have and how we can support those Branches that could possibly find themselves with some difficulties financially, this could require a phasing in of any agreed new arrangements.  We will also take the opportunity to consider the overall fairness of the current system, taking into account geographical differences.

CWU Headquarters

At the National Briefing, we will explain the approach we are taking to introduce further changes at CWU Headquarters and provide an update on future plans to relocate to a new building. 

Financial Update

The Briefing will provide the opportunity for a financial update, including information setting out the clear need for a future membership subscriptions increase. 

Restructuring on a Phased Basis

The restructuring programme will be in two phases.

Phase 1 – this will include proposals and rule changes deemed essential to be agreed at the Special Conference in April.

Phase 2 – this will cover the issues where we believe a more structured approach is required over the next 12 months.  In the second phase we will launch a series of wider consultations, including a review of CWU Branch structure and consistency/standards of membership representation across the union.

Summary

Whilst we recognise that we are working to difficult timescales, we will make clear at the National Briefing that the restructuring programme will be presented in a way that offers Branches very clear choices.  As such, the content of this LTB should enable Branches to consider the principles agreed by the NEC and commence internal discussions on any changes you believe may need to take place in the areas identified.

Finally, following further discussions with the SOC, more information will also be sent out in due course on the arrangements for the Special Restructuring Conference and the publication of the overall report.

Any general enquiries should be addressed to the GS office on jdunn@cwu.org, any specific enquiries on conference arrangements should be addressed to the SDGS sdgs@cwu.org.

Yours sincerely

Dave Ward         

General Secretary                                                                                     

Tony Kearns                                      

Senior Deputy General Secretary   

LTB 015/24 – CWU RESTRUCTURING PROGRAMME

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Royal Mail Processing Engineering Territorial Representative’s Election

Nominations are now open for the Royal Mail Processing Engineering Territory Representatives election. There are 6 positions up for election and these will be elected on the basis of 3 from the North and 3 from the South. 

The term of office will be for two years.

FIELD OFFICER ELECTIONS (Royal Mail Engineering Territory Representatives)

NORTHERN TERRITORY         –          (3 Positions)

SOUTHERN TERRITORY         –          (3 Positions)

The nomination form and election regulations are attached to this LTB. Completed nomination forms must be signed by the Branch Secretary and Branch Chair (or accredited deputies) and the nominee before being returned no later than 14.00 25^th January 2024 via email toelections@cwu.org  Only branches with Royal Mail Processing Engineers in membership are entitled to nominate.

All candidates must return the nomination form, signed candidates consent and biographical details form and any biographical detail information via email to the above email address.

The timetable for nominations is as follows:

Nominations open:                  11^thJanuary 2024

Nominations close:                 25^thJanuary 2024 (14.00)

Any enquiries to this LTB please contact: The PTCS Department reference 312, email address: khay@cwu.org or hmaughan@cwu.org

Yours sincerely                                                                                                                                

Carl Maden                                                                 

Assistant Secretary               

LTB 012/24 – Royal Mail Processing Engineering Territorial Representative’s Election

Att: Election Guidelines 2022 – pdf

Att: Nomination Form – worddoc

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Lord Falconer Independent Review – The Collective Agreement Update and Next Steps

Further to LTB 344/23 dated 20^th December.  We wish to provide an update regarding the extensive work that has taken place to deliver the terms of the ‘Collective Agreement’.  We are pleased to report that in the main, most of the developments have been relatively positive and these are outlined below.

Three dismissals referred back to Lord Falconer for a decision (Paragraph 5.1 Collective Agreement)

Lord Falconer on 23^rd December announced his conclusions on the three dismissals agreed to be referred back to him for a decision.  In two of these cases the dismissals were overturned.  The third case will be subject to further consideration by Lord Falconer following witness interviews.  The two Reps who had their dismissals overturned were notified of their positive outcomes on the same day and subsequently have decided to return to work rather than take the enhanced package.

Our thanks go to Divisional Representatives Ralph Ferrett and Ian Taylor and Regional Secretary Kevin Beazer who assisted in providing detailed supporting submissions for these three cases.

Eight Cases Disputed by RMG as Being in Scope (Paragraph 5.3 iv of the Collective Agreement)

 The decision on the eight cases (all dismissals) disputed by RMG as being in scope was received from Lord Falconer on 5^th December 2023 and of the eight, he ruled:

• One case was deemed to be in scope and therefore covered by the Collective Agreement. This person subsequently opted to take the enhanced package to leave RMG.
• Three cases were upheld by Lord Falconer as being out of scope and these are now subject to a final internal appeal in line with Paragraph 5.3 (vi). PE members Luke Elgar, Steve Halliwell and Bobby Weatherall, will be representing these members.

Branches and Representatives should note that crucially the managers hearing these appeals are not the normal Appeals Managers as the Collective Agreement stipulated:-

“Exceptionally, RMG will ensure any such cases are dealt with independently of the normal managerial line and the panel of Appeals Managers”.  

• Of the remaining four cases (all members not Reps), Lord Falconer felt he was unable to make a determination at this stage and therefore has afforded both CWU and RMG the opportunity to make further submissions as to why the cases should be deemed to be in or out of scope. Accordingly, we have made our submissions in this regard.

Once again support was provided from Divisional Representatives Ralph Ferrett, Paul Kennedy and Ian Taylor and Regional Secretary Kevin Beazer who completed an additional critique of the cases.  These were narrowed down to arguments as to why they should be in scope (meaning dispute related) and were not aimed at addressing whether dismissal was a fair penalty.

Dismissals (Paragraph 5.1 of the Collective Agreement)

We previously reported that 35 members/Reps had decided to return accepting the position of reinstatement (the actual number is now 36 and will extend to 38 with the two new cases referred to above).  Beyond this, a further 82 people that were dismissed opted for the enhanced financial package to leave RMG employment.

All back pay was received by 22^nd December 2023 with a payslip provided to both leavers and returners.  This included the enhanced settlement payment for those who have decided to leave RMG employment.  The payslips provided a detailed breakdown of all payments due and this enabled individuals to check for accuracy.  Since then we have been working through a number of payroll enquiries with RMG relating to the arrears and, where appropriate, discrepancies are being rectified.

COT3 Settlement Forms

Following many detailed exchanges of correspondence and various meetings between our respective legal representatives with the involvement and input of ACAS, collective COT3 settlement forms were agreed in the first instance for those who opted for reinstatement and those leaving the business with the enhanced settlement.  Further work took place to agree the terms of the COT3 for those who received a penalty of less than dismissal and this was finalised on Friday 22^nd December.

Refresher Session (Paragraph 8 of the Collective Agreement)

Following dialogue with RMG, we agreed there was no need for the joint session/broadcast, to “refresh the understanding of what is expected on the Royal Mail Conduct Code and Business Standards”.  As an alternative, it was agreed to have a low-key reintegration back into the workplace via an informal welcome back meeting conducted by the local manager and Rep.

ACAS Session (Paragraph 8 of the Collective Agreement)

Negotiations continue regarding the ACAS session to assist in identifying and discussing the lessons learned from the Independent Review and the dispute.  Now we have made significant progress in most other areas of the Lord Falconer Independent Review and the Collective Agreement, this particular component of the Agreement will be a primary focus.

Conclusion

 An immense amount of work has been undertaken to ensure the terms of the Collective Agreement were jointly implemented.  The vast majority of our Reps and members who were wrongly targeted by RMG during the 2022/23 national disputes have now been reinstated or received the enhanced settlement.  Additionally, all warnings for those who received penalties less than dismissal have now become time expired.

Whilst there is still work to be completed, some major milestones have been reached.  We will obviously continue to provide support and representation to those who have cases still to reach a conclusion.

Lastly, we would like to thank everyone who has contributed to the success of the Independent Review and the delivery of the Collective Agreement.  Our unified efforts have undoubtedly ensured justice has been delivered for those who RMG wrongly targeted through their aggressive use of an unagreed conduct procedure during the national disputes of 2022/23.

Further developments will be reported.

Yours sincerely

Dave Ward                                              

General Secretary          

Martin Walsh

Deputy General Secretary (Postal)

Andy Furey

Assistant Secretary

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STEVE MANN – CWU T&FS SAFETY OFFICER

The General Secretary’s Office has recently been notified of the very sad news of the death of Steve Mann retired CWU T&FS Safety Officer.

Steve played a full and active role in the CWU joining the UPW in 1970 as a Postman at Muswell Hill Delivery Office. He transferred to Post Office Telephones in 1974 and became a member of the POEU. He was elected to various positions both in the POEU and the NCU. He was appointed as CWU T&FS Safety Officer in 2000 and retired in 2020.

Steve was also a member of the Labour Party, elected as a Councillor in Wood Green, Haringey in 2014. He also served as Deputy Mayor of Haringey from 2016 to 2018 and served as Mayor from 2017-18.

Information regarding the funeral arrangements and donations are detailed below and the family have requested that there be no flower tributes instead donations to Steve’s charities are requested.  

The Funeral Mass

The Funeral Mass will be held at 10:30am on Monday 15^th January at:

St. Peter in Chains Roman Catholic Church

Wormesly Road

London N8 9AE

The Burial

The burial will be a private family burial which will be held after the funeral.

The Wake/Reception

A gathering will be held at 1pm at:

The Three Compasses Public House

62 Hornsey High Street, London N8 7NX 

(There are coffee shops and pubs close by to use between events).

Dress Code

Dark colours with an optional splash of red (for Arsenal FC).

Optional Donations

The family asks that people donate to the charities Steve supported instead of flowers (Mind Haringey, Studio 306 as well as St.Joseph’s Hospice where he spent his final days).  You can do so via this link:  https://stephen-mann-1949-2023.muchloved.com/TributePages/Contribute. Please feel free to upload any pictures or videos you have of Steve on the Tribute Website.

Yours sincerely

Dave Ward                                                                 

General Secretary                

LTB 010/24 – STEVE MANN CWU TFS SAFETY OFFICER

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