CWU Consolidated Accounts 2022

The purpose of the LTB is to inform Branches that further to LTB 177/23 dated 10^th July 2023 which invited questions to the 2022 CWU Accounts, that at the closing time for questions to be submitted, today (Monday 24^thJuly) at 12 noon, no questions have been received.

Accordingly, there are no answers to be sent to Branches on this matter.

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 197/23

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Royal Mail Group: BRT&G Agreement Paragraph 6.4

Further to LTB 187/23 dated 17^th July.  Branches and Representatives are advised that on Friday 21^st July we met with RMG to discuss a number of areas relating directly to Section 6.4 of the BRT&G Agreement.  Specifically, these discussions focused on a problem solving approach around the issues of “migration” or the transition from the former standards to the new standards which are due to be introduced from 1^st August, along with the urgent establishment of the Joint Working Group which featured highly on our agenda.  To help make for a constructive meeting, the business presented a comprehensive slide deck of information and data that requires further consideration.

Both parties were clear in their respective positions regarding these matters and it is indeed disappointing that RMG has chosen to unilaterally send letters to our members who currently have been issued with an AR1 or AR2 warning about sick absence.  We have now been provided with these letters formally and these are being examined.

We need to be clear, these letters haven’t been agreed by the union.  In fact, we were not advised or made aware of the issuing of these letters prior to them being received by our members.  This is extremely disappointing, especially when all parties should be focused on jointly delivering our agreement.  These concerns have been expressed in the strongest possible terms.

On a positive note, the meeting was focused on seeking to arrive at an agreed position and overall it was relatively constructive and we have agreed that the talks have been adjourned and we will continue our dialogue with Adrian Porter, Reward & Performance Director.  Essentially, both parties have agreed this area needs to be treated as a priority and therefore we expect to meet again in the coming days.  We will also give a full report back to the Postal Executive so that next steps can be determined

Any enquiries to this LTB please contact: The PTCS Department reference 312, email

address: khay@cwu.org

Yours sincerely

Andy Furey              

Acting Deputy General Secretary (Postal)                                                                                         

Carl Maden

Assistant Secretary

LTB 198/23 – Royal Mail Group BRT&G Agreement Paragraph 6.4

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CAPITA TVL: 2023 PAY AGREEMENT, INCLUDING CONSOLIDATION OF COMMISSION MONIES, FOR FIELD MEMBERS

We are pleased to advise Branches the Postal Executive has unanimously endorsed a Pay Agreement for our Capita TVL Field members, which applies from 1^st April 2023.

New Basic Pensionable Pay of £30,000 Per Annum for Visiting Officers from 1^st September 2023

The vast majority of our Field members are Visiting Officers.  The pay agreement includes an increase to the basic starting salary for VO’s from £23,680 to £30,000 per annum, an increase of £6,320 (26.7%) on basic pay.  This increase is made up of a combination of new money and the consolidation of ALL commission scheme monies.  There are many different rates of pay for the various grades of Field members, making this a complex matter; the full details of what this means for our members are contained within the attached pay offer letter from Paul Johnston, Partnership Director dated 13^th July.

We have had a long-standing joint commitment with TVL management to review the Field commission scheme.  Our policy has always been for commission monies to ideally be consolidated into basic pensionable pay, and this was our primary objective in this year’s pay negotiations.  Therefore, we are pleased we have now reached agreement to wind up the Field commission scheme (from 31^st August 2023) and recycle ALL of the monies into base pay.  This means on average across the Field, the Agreement is worth 9.5% overall.

Lump Sum Payment of £650 (In Lieu of a Pay Rise from 1^st April to 31^stAugust)

As our members will earn commission scheme payments for April – August inclusive, and coupled with the fact the new pay rates are introduced from 1^stSeptember, the pay agreement includes a £650 one-off lump sum payment (pro-rata for part-timers).  This approach supports the migration from the old pay rates to the new pay rates and ensures our members do not lose out for the five-month period from the pay review date of 1^st April to the introduction of the new £30k pay rate (from 1^st September).  This one-off payment of £650 (pro-rata for part-timers) is equivalent to 6.75% for those on a standard salary.

Transition Payment of a Minimum of £500 for VO’s

We have been assured via data and modelling shared by management that c.75% of VO’s will either be positively impacted by the new arrangements of £30k basic pensionable pay or will see no change to their overall earnings.  To assist those members who earnt higher commission payments in 2022 there will be a one-off “transition” payment representing 15% of the reduction in pay based on 2022 earnings.  This is underpinned with a safety net of a minimum £500 one-off payment.  Those members who lose more than £500 get the 15%.

Company Car

The Agreement allows for the provision of a Company Car, Car Allowance (£3,700 per annum, pro-rata for part-timers) or retention of the private mileage option for those who qualify.

Ballot Timetable

The following ballot timetable has been agreed with the SDGS Department:

• Ballot papers despatched Monday 24^th July
• Ballot papers returned and result declared Friday 11^th August

The above timetable will allow for the £650 lump sum payment to be made with the August salaries.

Darwen & Bristol – Contact Centres & Admin

Due to the entirely different nature of the work for our members working in the Bristol Admin Unit and Darwen Contact Centre (and the relevance of Capita’s policy in regards to the Real Living Wage which impacts upon the majority of these members) these pay negotiations are taking place separately.  Capita has made a pay offer for these members which we will be reviewing.  This does not involve any commission scheme monies as these members don’t earn commission.  Further developments in this area will be reported.

Conclusion

Commission scheme payments are not guaranteed, not pensionable and they are not paid for sick or annual leave and in reality the high earners essentially perform many additional unpaid hours over and above their contracted hours in order to earn high commission payments.  The obvious benefits of consolidating commission scheme monies include all of these factors, along with the hourly rate increasing which flows through to the overtime rates.  Due to the nature of the commission scheme (which was based on an individual’s performance) and the variations between the amounts earned across the membership, the new arrangements mean there will be significantly more winners than losers with the consolidation.

This new pay agreement will support Capita’s plans to recruit another 70 VO’s and it is essential they offer a more competitive pay & reward package.  Coupled with the new £30k basic pay rate will be the offer of a company car.

The Postal Executive believes that the consolidation of ALL commission scheme monies leads to a fairer and more equitable distribution of earnings for the work performed by all VO’s.  We also believe there will be an improvement in work-life balance as our members won’t need to work over and above their conditioned hours in pursuit of commission payments and crucially they will have the benefit of the increased basic pay, which is guaranteed.  By incorporating the scheme monies into the basic salary we are safeguarding all current earnings for the future.

Yours sincerely

Andy Furey

A/Deputy General Secretary (Postal)

LTB 196/23 – Capita TVL – 2023 Pay Agreement, Including Consolidation of Commission Monies, for Field Members

Attachment to LTB 196/23

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Royal Mail’s Customer Service Points (CSP) – Further Advice to Branches and Members

Further to LTBs (Letter To Branches) 166/23, issued on the 29^th June updating Branches and Representatives of Royal Mail plans to further reduce Customer Service Points (CSPs) opening times. These plans have now been rolled out nationally on the 10^th of July.

These changes to CSP arrangements are the worst possible outcome, short of Royal Mail’s previous and initial plans to close near on half of all current CSPs. Equally, Royal Mail has been clear that there will be no opportunity to review or revise these opening times to reflect any local circumstances or local customer demand.

Sadly, and due to this approach by Royal Mail, we needed to set out in LTB 166/23 some initial advice on how to deal with such planned business-driven change. Based on the feedback now received in terms of the ongoing local impact resulting from the changes in CSPs opening times, we need to offer the following further advice to Branches, Representatives, and members alike: –

• Where as a result of the local changes in CSPs arrangements, this has resulted in a surplus staffing situation, this would need to be addressed fully in line with the MTSF Agreement, which includes the requirement for local management to fully engage with the CWU. 

To confirm, this would cover the direct points of any possible redeployment of individuals to other duties, the offering of VR (Voluntary Redundancies) voluntary Buy-Down in hours, and where there are any unresolved local surplus staffing situations. This would also include any possible pay protection issues resulting from this business driven-change. Any failures on the part of local management to apply the direct terms of the MTSF Agreement should be raised directly at Divisional level and in line with the IR Framework.

• In the case of individuals covered with protected characteristics, caring, family, medical or other personal consideration, including those covered under the Equality Act (Disability, Discrimination Act in Northern Ireland) and that are displaced under these Royal Mail changes, it is mandatory that any such change in duty arrangements should have been carried out in line with the required legislation in such matters, and in advance of the change happening.

This means that ‘person specific risk assessments’ have been undertaken, whereby vulnerable and disabled workers (or workers covered by a reasonable adjustment arrangement) should be subject to robust reviews of their reasonable adjustment needs and workplace arrangements. This is done to ensure any protective measures and agreed reasonable adjustments are maintained or improved through the process of any workplace change activity. This should have been undertaken in advance of any change and fully documented to demonstrate the ongoing reasonable adjustment needs. (The Health & Safety Executive (HSE) guidance states: ‘Risk assessments are a working document and, as your business experiences change, this information should be recorded and updated’.)

Where there are any outstanding issues, concerns or non-compliance in terms of the above, including person specific risk assessments, this should be raised via the Workplace/Area Safety Reps and via the RMG/CWU Health & Safety Dispute and Escalation Process, as set out in LTB 692/19.

• Additionally, where a member has protected characteristics, caring, family, medical or other personal consideration, including those covered under the Equality Act etc, and has been subject to redeployment or displaced under these Royal Mail changes, but in the absence of local management undertaking, the required risk assessment (including possible OHS referral), should now consult with their Branch on the need to submit an Individual Grievance on the grounds of a breach in the required process and possible discrimination.

To confirm, the removal of ‘reasonable adjustments’ to an individual’s duty/working arrangements without following the required process and in the absence of such required adjustments being replaced, based on a person’s needs, could be classed as unlawful under Employment Law. This could include being displaced and not aligned to specific and defined activities during your working day, including being referred to by Royal Mail as a ‘supernumerary or spare’. 

• Given this, Branches, Representatives, and members are reminded that any consideration of an Employment Tribunal application based on believed ‘personal detriment’ for individuals covered by protected characteristics and the Equality Act (DDA in Northern Ireland) as a result of Royal Mail’s CSPs changes, will need to be logged within 3 months, less one day, of the point the detriment occurred.

Where this is a consideration, Branches and Reps who require further or particular advice in terms of members with caring, family, medical, or other personal considerations, (including those covered under the Equality Act/DDA), should not delay in contacting the Equality, Education & Development Department by email equality&education@cwu.org

In setting out the above, all members who have been impacted as a result of these changes by Royal Mail are directly and equally covered by the commitment of no ‘compulsory redundancies’, as set out in the RMG/CWU Business Recovery, Transformation And Growth Agreement. In the event that there are attempts to exclude such members from the security agreement, these again should be raised via the IR Framework. 

Additionally, and to be clear, whilst there is a separate process and aspects for our IR and Safety Reps in terms of supporting members and dealing with any issues resulting from Royal Mail’s changes to CSPs opening times, both the IR Framework and Safety Dispute and Escalation Process should be used in parallel and it is not a case of one versus the other.

As set out before, the CWU would have much preferred to be in a position whereby we could offer a joint approach to what would under any circumstances be a difficult and challenging matter, but given the position of Royal Mail, this has not been possible. However, any group or individual members impacted as a result of this business-driven change of CSPs arrangements are covered by our collective agreements as outlined above, in addition, to wider employment protection in the case of members covered under the Equality Act.

Finally, we will continue to press Royal Mail on these wider changes to CSPs which we feel are both unnecessary and commercially short-sighted and we also believe that the CSP issue should be progressed in line and consistent with section 2.3 of the RMG/CWU BRT&G Agreement, “Achieving Growth” as part of expanding the role of postal workers along with exploring commercial services.

Whilst we will keep Branches and Representatives advised of developments, any queries to the content of the above please contact the Outdoor Department reference 532, email address: njones@cwu.org

Yours sincerely,

Mark Baulch
CWU Assistant Secretary

LTB 194/23 – Royal Mail’s Customer Service Points (CSP) – Further advice to Branches Members

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POST OFFICE: PAY AGREEMENT 2023 – CSC PAY PROGRESSION FROM ENTRY LEVEL TO FULLY COMPETENT LEVEL

Branches will be aware that a key component of the Post Office Pay Agreement reached in March this year (please refer to LTB 076/23) was a commitment for Post Office and CWU to work together via a Joint Working Group to deliver the CSC Pay Progression aspect of the Agreement.

The Joint Working Group has now reached a positive outcome in respect of a new process to facilitate the removal of the entry rate for a Counter Clerk.  This means that within a year of employment (rather than the previous two years), the maximum pay level can be reached, linked to the trial.  This will, of course, benefit new starters considerably.

A Joint Statement has been agreed, which is attached to this LTB for your information.

Yours sincerely

Andy Furey

A/Deputy General Secretary (Postal)

LTB 195/23 – Post Office – Pay Agreement 2023 – CSC Pay Progression from Entry Level to Fully Competent Level

Attachment to LTB 195/23

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APPOINTMENT OF NEW GROUP CEO INTERNATIONAL DISTRIBUTIONS SERVICES

Dear Colleagues, 
 
After a significant period where the company has been without leadership and direction, the appointment of new Group CEO Martin Seidenberg is cautiously welcomed. 
 
We also await with interest, the forthcoming appointment of the Royal Mail CEO. 
 
The truth is though, this is not a time for words. It is a moment for actions. If we do not see a complete shift from the attitudes and approach of the current senior management team then this company has no future. 
 
We are now well beyond the fall out from an industrial dispute. We are into the territory where the strategy of the company’s current leadership is destroying quality of service and the universal service obligation, has completely eroded the trust of the workforce and put Royal Mail in the most serious position in it’s 500 year history. 
 
CWU members overwhelmingly endorsed the Business Recovery, Transformation and Growth agreement little over a week ago. They are seeing and feeling no change at local level. We have seen breaches of the agreement both material and in spirit. This is unprecedented so early into an agreement. Whilst our members want to move on from the dispute, senior management cannot shake off their union busting mentality. The new CEO has to oversee a significant change in both personnel and approach. 
 
We are absolutely committed to working with the new CEOs and improving industrial relations but the union must also focus on our own actions. We cannot just sit back hoping for better. 

Our strategy will be built upon the following key principles:

1. Immediate re-engagement with our reps and members in the workplace. 
2. How we counter and challenge Royal Mail senior managements approach. 
3. Putting forward CWU solutions to turn around the fortunes of the company.

Yesterday, we held a senior field officials briefing and on Tuesday we have a national briefing which will bring together representatives from every branch in the UK. 
 
We are putting in place plans to brief all of our local representatives. 
 
We are going to organise, recruit and drive the positive change we want to see in every workplace. 
 
Our Postal Executive and Divisional Reps will oversee the restoration of the IR Framework alongside the development of our own agenda. We will not be sitting back and waiting for Royal Mail to table their plans. We will be on the front foot and demanding things such as more innovative attendance patterns.
 
Once we have met all of our representatives we will host an open session with our members where you will be able to input into this strategy but crucially we will give you a role too. We need reps in every office. We need union committees in every office. We need CWU advocates in every office and we need all new entrants to join the union.Every single one of us has a role to play in winning in the workplace. 
 
Yours sincerely,

Dave Ward
General Secretary

Andy Furey
Acting Deputy General Secretary (Postal)

Disability Rights Leaflets: Hidden Disabilities & Declaring Your Disability

We are pleased to confirm that a series of new Disability Rights leaflets have been produced and signed off by our Disability NEC and Regional Leads.

The first is designed to give you an insight into understanding how important it is to recognise that ‘Hidden Disabilities’ is an issue that CWU representatives are dealing with more and more in the workplace. The second leaflet talks about the importance of declaring your disability as there are strong rights under the Equality Act 2010 and for people to maximize the scope of protection it is important to disclose your disability.

We are attaching two versions of each leaflet. One is the non-tinted background version which we recommend you use if you want to distribute hard copies. A dyslexia-friendly digital version is also attached and we recommend Branches use this one if they are sharing digital copies.

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

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

LTB 192/23 – Disability Rights Leaflets Hidden Disabilities & Declaring Your Disability

Att 1 – 06743 Disability advice booklet 2022 – dyslexia friendly

Att 2 – 06743 Disability advice booklet 2022

Att 3 – 06816 – Hidden Disabilities booklet 2022 – dyslexia friendly

Att 4 – 06816 – Hidden Disabilities booklet 2022

RMG/CWU Business Recovery, Transformation And Growth Agreement – Appendix 1, Seasonal Variation

Branches and Representatives will be aware of the commitments contained in the Business Transformation, Recovery and Growth Agreement in relation to Appendix 1, Seasonal Variation, and the very challenging timelines linked to this aspect of the agreement.

In line with this part of the agreement talks needed to start early with Royal Mail in moving forward with the initial pilot activity which started on the 26^th of May, for 10 sites, one per Division and listed here:

• Falmouth DO – South West/South Wales
• Felixstowe DO – Anglia
• Sheerness DO – South East
• Porthmadog DO – North West/North Wales
• Motherwell DO – Scotland
• Sheffield DO – North East
• Ruislip DO – South Central
• Omagh – Northern Ireland
• Burton Upon Trent – Midlands
• East Finchley – London

To support the initial pilot activity, a joint WTLL briefing and FAQ document was developed for the selected sites and weekly catch-up/review sessions were established involving the Local Rep/COM, ADR/OPL, and Divisional Reps/RODs, with these meetings continuing to be held and due to conclude in August.

In parallel with this pilot activity, we have also continued to hold discussions with Royal Mail in regard to the actual wider national rollout of Seasonal Variation within Deliveries, particularly given its September start date. These talks have also covered a number of other and relating points linked to Seasonal Variation including Hours Reconciliation, for employees who leave employment during the Seasonal Variation cycle or who have moved from full time (or 35 hours) to part time, an Exception Process for those who cannot amend attendance patterns due to their specific personal circumstances. These discussions have also factored in and included a number of learning points from the pilot sites.

We have now resolved the key issues listed above and addressed a number of unforeseen early learning issues with Royal Mail which surfaced in the pilot sites. Based on this and the overall timelines set out on Seasonal Variation, the Postal Executive has now agreed that we move forward with joint launch events for local Reps and COMs, (based on ADR/OPL areas), as of the week commencing the 17^th of July.

In line with these joint launch events, we have agreed and developed the following documentation: –

Annex 1 – National Seasonal Variation FAQ (Frequently Asked Question) Document.

Annex 2 – National Seasonal Variation WTLL Briefing.

These joint launch events will start this week and will also be attended by ADRs, and Divisional Reps. In addition, further wash-up sessions will also take place for those CWU Reps who have been unable to attend the initial launch events.

Whilst we have agreed to move forward with launch events linked to Seasonal Variations in run up to September, we will continue to review feedback received from the pilot sites, in addition, to monitoring the application of the Exception Process ongoing and which is a new arrangement designed solely for this national roll out of Seasonal Variation within Deliveries.

In setting out the above, and whilst the terms of the BTR&G Agreement have been endorsed by members in an individual ballot, it is clear that there remains a number of wider questions from members in terms of Seasonal Variation. Therefore, we believe that the attached FAQ will assist in answering any of these outstanding questions and further offer clarification on what Seasonal Variation is, and what it is not. It is also important to further remind ourselves that Seasonal Variation is far removed from Royal Mail’s Annualised Hours and Total Flexibility plans, which were a key aspect of the National dispute.

Any queries to the content of the above please contact the Outdoor Department reference 532, email address: njones@cwu.org

Yours sincerely,

Mark Baulch
CWU Assistant Secretary

LTB 191-23 – Business Recovery Transformation And Growth Agreement Appendix 1 Seasonal Variation

Annex 1 – National Seasonal Variation FAQ (Frequently Asked Question) Document

Annex 2 – National Seasonal Variation WTLL Briefing

Dog Law for Professionals Seminars – New Developments in 2023:

Specialist dog law solicitor Trevor Cooper has contacted the CWU/HQ Health, Safety & Environment Department to announce the details for his 2023 autumn seminar series which have now been finalised and announced so ‘Dog Law’, Trevor’s company are open for bookings.

Each Seminar will last half a day (9:30am to 1pm) and the theme of this tour and programme of events is “Doglaw for Professionals – New Developments for 2023”.

These highly recommended UK dog law seminars are hosted by UK top dog law lawyer Trevor Cooper (Solicitor), the well-known principal lawyer of Cooper & Co. (Solicitors).

The 2023 dates and locations for the new roadshow of dog law seminar events, covering 3 venues in England are as follows:

• Bristol – 25 September 2023
• Frodsham (near Runcorn) – 2 October 2023
• Maidstone – 16 October 2023

The Seminars will be presented by Trevor Cooper.

The 2023 seminars cover a range of dog law topics, new developments and subject matter including:

• The Microchipping of Cats & Dogs (England) Regulations 2023
• The Animal Welfare (Electronic Collars) (England) Regulations 2023
• The Renters (Reform) Bill – regarding keeping of pets in rented accommodation
• The Animal Welfare (Responsibility for Dog Attacks) Bill
• The Cooper & Co. stray dog survey
• The 2023 Sentencing Guidelines for Animal Welfare Act 2006 offences
• The consultation on the Animals (Penalty Notices) Act 2022

The content is being kept fluid to take into account changes implemented/being proposed right up to the talk taking place.  Additional topics could include legislation (if announced) on:

• Dog theft/pet abduction
• Livestock worrying
• Dangerous dogs laws
• Restrictions on importation of dogs

The seminars cost £80 per person to attend, (includes a Certificate of Attendance) which continues to represent good value for money.

No prior legal knowledge is necessary.

To book a place by debit/credit card, this can either be done on line at the DogLaw Website at this link: https://www.doglawsos.co.uk/doglaw-for-professionals-seminars/ or by telephone on 0800 999 3647 during normal office hours or by cheque/post using the attached flyer/application form.

These seminars are organised by Doglaw Ltd and are aimed at entertaining the audience as well as to educate and inform. The feedback received from these talks is consistently positive.

Trevor Cooper’s seminars are recommended by the CWU Health, Safety & Environment Department.

See attached ‘DogLaw’ flyer containing full details and information on the seminars programme as well as the Terms & Conditions.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

23LTB190 Dog Law for Professionals Seminars – New Developments in 2023

Doglaw-New-Developments-in-2023-Seminars-Leaflet App.Form

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BT Business: Proposed Changes in Field Services (Job Cuts)

 We have been advised by management that they are proposing to cut forty-two roles from a pool of seventy-two field engineers. The in-scope population is based on individual utilisation levels, i.e. the amount of time an engineer spends doing actual field work.

Management has advised us that those in scope all have a utilisation level below 60%.

The selection criteria for getting this figure down from 72 to 42 are still awaited and selection will take place via a desk top assessment.  Of those in-scope 19 are TM2s (Specialist Engineers) and 53 TM3s (Senior Specialist Engineers).

Management have said that this reduction is due to customer demand, increasing their utilisation requirement to 90% and to meet their part of the £6m cost challenge.  So it is confirmed that part of the cut rests on the remaining field engineers working harder.

The unions has major concerns around some aspects of managements approach and the union believes that at least some of the reasons provided are arbitrary.

Those exempt from the cuts are;

• The CE (TM1) grades which is apparently reflective of current and future work demand
• Dedicated contract engineers where we have a contractual obligation
• Control function and Support function areas along with manager grades

Again, Business are refusing to implement an EOI phase in this process because of two ‘recently’ held voluntary release schemes, one in mid-December last year and one in April of this.  They have also provided the standard wording about looking for alternative roles.

I have attached the slides used in the presentation to the union and further LTBs or briefings will be issued as necessary.

Yours sincerely

Allan Eldred
Assistant Secretary

Attachment:

189.2023
189.2023a

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