CWU Accounts 2022

Please find attached the Financial Statement required by Section 32A of the Trade Union and Labour Relations (Consolidation) Act 1992 as amended, for the period 1^st January to 31^st December 2022. 

Please can you ensure that this information is brought to the attention of the members of your Branch.

Also attached are the details of the monies that make up Branch Funds and including Regions.  The attached document lists each Branch with the brought forward balance from 2021 and the closing balance for 2022.  This demonstrates the movement in each account for the financial year 2022.

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

23LTB217

Statement 32A 2022

Statement 32a 2022 Auditors Report

2022 Branch Funds Year End Figures

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Royal Mail Group: BRT&G Agreement Section 6.4 – Sick Pay Arrangements

 Branches will be aware that the BRT&G Agreement included from 1^st August 2023 the equivalent of Statutory Sick Pay (SSP) for the second absence (2 days), third absence (4 days) and for the fourth and any subsequent absence (3 days).

Royal Mail have informed us, due to complexities surrounding the updating of the payroll system, they are unable to implement the sick pay arrangements in respect of deductions of pay until November 2023.  As a consequence of this situation we have agreed to revise the arrangements as follows and this is confirmed in the attached Joint Statement.

Any loss of pay will now apply from 1^stOctober rather than 1^st August coupled with the associated approach:

• If a member has a second or subsequent absence from 1^st Octoberand before the payroll system is updated, their pay will be retrospectively adjusted from January 2024 to reflect the new sick pay arrangements as follows:
• A maximum of £50 per week (£200 per month), pro-rata for part-timers will be stopped from pay from 1^stJanuary 2024 for the second absence and any subsequent that occurs from 1^st October until the new pay system is in place (expected to be November 2023).
• With a ceiling of £50 per week, for most members this will be spread over 3 to 4 weeks for the second absence.

A Joint Working Group (JWG) has been established and a crucial aspect of its remit is to monitor absence rates in line with our shared commitment to reduce the cost of absence.  Due to Royal Mail’s delay in implementing the new sick pay arrangements, we have agreed the 6-month reference period for monitoring absence rates as per Paragraph 6.4.1, and in particular the target of 5.5%, will commence from 1^st October 2023.  This is in keeping with the revised sick pay arrangements also applying from 1^stOctober rather than 1^st August.

Any enquiries should be send to the PTCS Department via email to khay@cwu.org

Yours sincerely

Andy Furey                                                                                            Carl Maden
Acting Deputy General Secretary (Postal)                          Assistant Secretary

23LTB216 Business Recovery, Transformation and Growth Agreement – Section 6.4 sick pay arrangements

21.08.23 Joint Statement – Section 6.4.1 Sick Pay

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Royal Mail Group: BRT&G Agreement Section 6.4 – Joint Statement and the Right to Representation

 Branches are advised we have concluded negotiations in respect of the Migration arrangements from the former standards to the new standards as part of Section 6.4 of the BRT&G Agreement and these have been endorsed by the Postal Executive.  We have also finalised the Terms of Reference to establish the Joint Working Group which provides for a structured approach with positive timeframes for engagement on a range of aspects associated with Section 6.4.

The attached Joint Statement details both the migration arrangements and introduces the right of appeal for both AR1s and AR2s.  We elaborate upon these matters below.

Migration Arrangements to the New Standards

Attendance Review (AR)1

• Members who have had an AR1 issued between 31^st January and 30^thApril 2023 who have not had an absence will come off the procedure.
• Members who have had 1 absence will continue with the original 6-month review period although the new standards of 3 absences or 12 days (compared to 2 absences and 10 days) will apply. If the absence is covered by the Equality Act, this will be discounted and the member will come off the procedure.
• Members who have received an AR1 since 1^st May 2023, will stay on the process and the new standards and extended timescales will apply.

Attendance Review (AR)2

• Members who have had an AR 2 issued between 31^st January and 30^thApril 2023, will revert back to an AR1, from the date of the original issue, with the new standards and extended timescales applying.
• Members who have received an AR2 since 1^st May 2023, will stay on the process and the new standards and extended timescales will apply.

We have secured improved migration arrangements for members who have been issued with either an AR1 or an AR2 prior to 1^st May.  The rationale for this approach is down to the fact the BRT&G Agreement was published on 21^st April and therefore our members wouldn’t have been aware of the new standards in regards to AR1s or AR2s issued prior to this date.  Following this logic, from 1^st May AR1s or AR2s issued would have happened against the backdrop of the new standards being communicated.

The benefit of the Migration arrangements for those members who fall into the 31^stJanuary – 30^th April timeframe is substantial in respect of numbers.  Indeed, thousands of members who received letters to their home addresses will be positively impacted by the Migration arrangements.

The Right of Appeal and Union Representation for Members Receiving AR1s and AR2s

Branches and Representatives will be acutely aware Royal Mail published a revised Absence Policy which effectively removed the right of representation.  This position was apparent from their wider communications, including training materials.  We strongly objected to this development which amounted to Executive Action.  The removal of the Union being able to support our members was obviously a blatant attempt to stop our influence in defending our members.

This fundamental issue has taken time to resolve, along with the various other aspects in Section 6.4.  We are now able to report the following, which has been endorsed by the Postal Executive:

Formal Appeals Against the Issuing of AR1s and AR2s

There will now be formal appeals against the issuing of either an AR1 or an AR2.  This approach will enable full Union representation whereby our members can, in a formal hearing, object to the issuing of the AR notifications.  The attached Joint Statement makes it clear this is a “right” for the member and the grounds for appeal are as follows:

1. An error has been made
2. New information has come to light concerning an absence which ‘counted’
3. An important factor leading to an absence that was not given due consideration
4. Another point of mitigation

We are convinced the introduction of formal Appeals provides a much stronger platform for members and Reps to air their concerns and objections to the AR1s and AR2s.  Indeed, the extension of the Welcome Back Meetings in the BRT&G Agreement in respect of counting absences, made the previously agreed arrangements whereby our Reps supported members prior to the issuing of the AR1s and AR2s exceptionally difficult to maintain.  As a consequence, we have adopted a different approach and in doing so have delivered on the conference policy of securing appeals against the issuing of AR1s and AR2s.

Revising the Collective Agreement for Attendance

As a consequence of the above, it is recognised by both parties the Collective Agreement on Attendance has been fundamentally changed following the BRT&G Agreement and subsequent Joint Statements.  We have therefore committed to negotiate a revised Attendance Agreement, hopefully by the end of September to reflect these changes.

Any enquiries should be send to the PTCS Department via email to khay@cwu.org

Yours sincerely

Andy Furey                                                                      Carl Maden
A/Deputy General                                                  Assistant Secretary

Secretary (Postal)

23LTB215 Business Recovery Transformation and Growth Agreement – Section 6.4

21.08.23 Joint Statement – Section 6.4.2 Migration and Standards

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CWU Retired Members Conference 2023 – Online Registration

Further to LTB 202/23 Branches would wish to know that the online registration is open to register their delegates and observers to the Retired Members Conference taking place at CWU Headquarters, 150 The Broadway, Wimbledon, London SW19 1RX on Thursday 26^th October 2023.

The link to access the webpage is as follows or this can be copied into the search browser:

https://conference.cwu.org

Registration for the conference will close on Friday 6^th October 2023.

Branches only with Retired members sections are entitled to send delegates to this conference.

The entitlement for each Branch is attached for your information.   Branches need to have a delegate at the conference to be able to move a motion.

Please note that once a delegate has been registered using the online registration an agenda, when prepared, will be sent via the branch office to the individual(s).  The agenda will also be published on the website nearer the date.

Any enquiries regarding this LTB should be addressed to Angela Niven by email to conferences@cwu.org

Yours sincerely,

A P Kearns
Senior Deputy General Secretary

23LTB214 – CWU Retired Members Conference 2023 – Online Registration

Retired Count and Section 2023

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

Further to LTB 191/23 (Letter To Branches) issued on the 18^th July, which advised Branches and Representatives in terms of moving forward 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.

For the ongoing information and attention of Branches, Representatives, and members alike, please find attached the following: –

Annex 1 – National Seasonal Variation FAQ (Frequently Asked Question) Document Version 2 

This is an updated version of the FAQ document attached to LTB 191/23, which includes a number of new FAQs based on initial feedback with the new Questions & Answers listed from 41 onwards.

Annex 2 – National Seasonal Variation WTLL Briefing Go Live Update

This is a further WTLL briefing to be issued and which confirms the ‘high season’ (under Seasonal Variation) will start on Monday 4^th Septemberand run until Sunday 17^th December, returning to the normal attendance patterns on Monday 18^th December 2023.

Again, and in setting out the above, 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,

Mick Kavanagh
Acting CWU Assistant Secretary

LTB 213/23 – Business Recovery Transformation And Growth Agreement Appendix 1 – Seasonal Variation

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

Annex 2 – National Seasonal Variation WTLL Briefing Go Live Update

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Greener Jobs Alliance (GJA) Newsletter No. 51 – August 2023:

Introduction:

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 ‘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/

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.

Paul Atkin Editorial GJA Newsletter Issue 51 – ‘Editorial: “All Maxed Out”:

Editor Paul Atkin centres his editorial on the failures and contradictions of PM Rishi Sunak and the Tory government – backing off from Net Zero commitments.  In response to being asked about the climate crisis last year, Rishi Sunak said that his young daughters were always asking, “what are you doing about the environment Daddy?” Paul says that an honest answer might be, “Nothing that affects the profitability of the oil companies darling” and Paul adds that Rishi Sunak has declared himself “the motorists friend” by;

• Opposing 20 mph speed limits and Low Traffic Neighbourhoods.
• Opposing ULEZ.
• Rushing through 100 new permits for oil and gas fields in the North Sea.
• Cutting the UK carbon price under the EU level.
• Complicity and culpability at every level – boosting fossil fuels.
• The Sunak family business (infosys) doing deals with BP and direct personal benefit.

Read the full editorial in Edition 51 attached.

TUC Fringe Meeting Announced by GJA: “The case for a National Climate Service: reorganising the state for the climate emergency, people and public ownership.”

Sunday 10 September. 6:30 – 7:45

Chair:

Tahir Latif Greener Jobs Alliance

Speakers:

John Maloney PCS,

Stephen Smellie UNISON

Suzanne Jeffery CACCTU

The impacts of climate breakdown are intensifying: more than ever, a rapid transition away from fossil fuels is needed. But this government’s failure to address the crisis have left ordinary people facing soaring energy bills, and crucial infrastructure like public transport failing, while energy giants pocket obscene profits. A transformation is needed. A National Climate and Biodiversity Service could deliver on decarbonisation and biodiversity targets at the pace and scale demanded by science. By providing coherence and coordination across government, including devolved, regional and local government, an NCS will organise, plan, train and deliver the huge number of jobs required for a rapid and far reaching transition that puts economic and social justice for workers and communities at its heart.

Contents GJA Newsletter 51:

• Editorial: Maxed out
• PCS slams PM
• TUC Fringe Meeting
• Rail jobs are green jobs – public transport fit for the climate emergency
• Moving journeys from planes to rail
• Birthday buses
• Better buses week
• Union Conference Round Up; UNITE, BFAWU.
• Campaigning for better climate education
• Step into your future week
• Forthcoming Climate Campaigning Events
• Green Bites

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 Declaration signed 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

I am a major investor here. If I see this country steering itself over a cliff

backing fossil fuel, I am going to start pulling out…I must invest where I know

I have proper leadership, not leadership that is on a clickbait cycle.

Andrew Forrest (Australian Mining Magnate)

 Much more in the GJA Newsletter No 51 attached.

The Skills for a Jobs Transition July 2023 Report Published – GJA Assessment

In addition to the GJA Newsletter, the Greener Jobs Alliance has published its assessment of a new report entitled “The Skills for a Job Transition”, published and issued in July under the banner ‘Future Energy Skills Programme’ and produced by a collection of organisations, led by Centrica (the British multinational, international, energy services and solutions company and parent company of British Gas) and GMB, and also including TUC, Unite, Unison and Prospect, as well as Rolls Royce and others. This report puts trade unions front and centre of the discussion, but the presence of Centrica, Rolls Royce and other employers will raise alarm bells with many, conjuring visions of ‘joint management/union statements’ that never quite seem to work out for workers. Read the GJA Assessment attached and read the full 55 page “The Skills for a Jobs Transition July 2023 Report” here:- https://www.centrica.com/media/6332/future-energy-skills-the-skills-for-a-jobs-transition-sml.pdf

Attachment: 

• GJA Newsletter No.51 for August 2023.
• The Skills for a Jobs Transition July 2023 Report – GJA Assessment.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 212/23 – Greener Jobs Alliance (GJA) Newsletter No. 51 – August 2023

Att: GJA-Newsletter-51-August-2023

Att: GJA Reviewing ‘The Skills For A Jobs Transition Report’

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Ken McKenzie Award for Lifelong Learning 2023

Branches will be aware of the policy adopted at General Conference 2010 to present the Ken McKenzie Award for Lifelong Learning, which is presented to a Union Learning Representative (ULR) or group of ULRs who have made a significant contribution to Lifelong Learning within the CWU. The award is presented each year at our CWU ULR National Networking Event. This year will follow tradition and be part of the agenda at this year’s event scheduled to be held in Glasgow over two days on the 1^stand 2^nd November 2023.

I am now inviting applications for the 2023 Annual Ken McKenzie award for lifelong learning. The award will be made in recognition of exceptional achievements and contributions to lifelong learning and training by a CWU ULR or a group of CWU ULRs.

Nominations can be made by Branches, Regional Learning Committees or Regional Committees via letter or email to my Department.

Nominations should include a précis of the nominated ULR or group of ULRs endeavours and achievements and sent to:

Michelle Simpson, Equality, Education & Development, CWU, 150 The Broadway, Wimbledon, London, SW19 1RX or email equality&education@cwu.org  

The closing date for nominations will be FRIDAY 13^th OCTOBER 2023.

Any queries relating to this LTB should be addressed to me via the Equality, Education & Development at equality&education@cwu.org  

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

LTB 207/23 – Ken McKenzie Award for Lifelong Learning 2023

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Business Recovery, Transformation & Growth (BRT&G) Agreement – Paragraph 6.4 – Attendance

Branches will be aware, Royal Mail have announced the introduction of their new Attendance Procedure today.  Whilst the new standards are integral to this and have been agreed as part of the Business Recovery, Transformation and Growth (BRT&G) Agreement, the new procedure goes further and has been not agreed by the Union.

We have been engaging on this issue and a face to face meeting with Royal Mail senior managers has taken place today, where a frank exchange of views has been had.  The meeting concluded with both parties agreeing to meet tomorrow with the aim of attempting to find a resolution to all outstanding issues.

We will give Branches a full report following the Postal Executive meeting scheduled for Thursday.

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

Yours sincerely

Carl Maden                                                           Andy Furey
Assistant Secretary                                           A/Deputy General Secretary (Postal)

LTB203 Business Transformation Recovery and Growth Agreement Paragraph 6.4 Attendance

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ROYAL MAIL NATIONAL ALLOWANCE REVIEW 2023

 On the evening of 10^th August it became apparent the deck of slides attached at appendix 1 entitled ‘National allowance review 2023’ were in circulation in the field. The nine slides in question outline an unagreed procedure for “managers to review allowances paid to employees” and also provides the detail of the various allowances to be reviewed. Additionally, pay protection and ‘common misconceptions around MtSF’ also feature in the content.

Branches and Representatives should be aware this presentation has not been shared with the Union and neither have we been asked for our input into the process.

As a result, I sent the correspondence attached at appendix 2 to the Chief People Officer on Friday 11^th August to express concern about the manner in which this initiative had come to light and asked why the Union had not been approached, given the joint commitment to improving employee and industrial relations in the Business Recovery, Transformation and Growth agreement.

In the past once a review of allowances has been completed a number of overpayment cases have been identified by RM with this in turn resulting in numerous instances of members being told to repay money.

To be clear the overpayments recovery process is covered by the national joint statement and nationally agreed process for an overpayment discussion attached at appendices 3 and 4. This is the procedure that should be adopted when supporting members who receive correspondence relating to alleged overpayments and was originally circulated via LTB 360/15 in June 2015

I have requested an urgent meeting to discuss the national allowance review and hope the Company will see the merit of maintaining the previous joint approach in respect of this activity.

Further developments will be reported in due course.

Yours sincerely,

Andy Furey

A/Deputy General Secretary (Postal)

LTB 210/23- ROYAL MAIL NATIONAL ALLOWANCE REVIEW 2023
Appendix 1 – National Allowance Review Guidance 2023
Appendix 2 – Letter to ZB re national allowance
Appendix 3 – Joint Statement
Appendix 4 – Final Process

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CAPITA TVL: FIELD MEMBERS ENDORSE 2023 PAY AGREEMENT

Further to LTB 196/23 dated 21^st July, I am pleased to advise Branches that our Capita TVL Field members have voted overwhelmingly in favour of the 2023 pay agreement.

The ballot result is as follows:

YES VOTES 76 72%NO VOTES2928%  

TURNOUT79%

I have notified Paul Johnston, Capita TVL Partnership Director, of the ballot result and he has confirmed that the £650 one-off lump sum payment (in lieu of a pay rise from 1^st April – 31^stAugust) will be made with August salaries and the pay increase will commence from 1^st September.

My thanks go to our Reps and Field members for their patience and support whilst the negotiations have taken place to reach the 2023 Field pay agreement.  The next pay review date is 1^st April 2024.

Yours sincerely

Andy Furey

A/Deputy General Secretary (Postal)

LTB 209/23 – Capita TVL – Field Members Endorse 2023 Pay Agreement

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