ROYAL MAIL GROUP DISPUTE – NATIONAL ONLINE BRIEFING

Branches and Representatives will be aware that since the Joint Statement was concluded there has been an intense series of negotiations with RMG to reach an agreement.

Talks have been difficult and protracted, although some progress has been made; however, this is insufficient to conclude an agreement.  The Postal Executive have met this evening and are supportive of the Officers’ rejection of the current position advanced by RMG.  The Postal Executive have also taken an in principle decision in relation to strike action.  It is therefore crucial we make significant progress in the coming days.

To reach an agreement, there has to be a genuine change in attitudes from management in the Field in relation to both Executive Action and the continued attacks via conduct and suspensions on our members and Representatives which must cease.

In view of the position facing the Union and its members in RMG, a national online briefing of Branches and Representatives will be held at 11:30hours tomorrow (Saturday 25^thMarch).  This will provide our activists with an opportunity to hear an overview of the negotiations as well as the in-principle decision taken by the Postal Executive to take further strike action after Easter.

Whilst acknowledging this is exceptionally short notice, it is vitally important that as many Branches and Representatives as possible are in attendance – the link to join will be sent via our Communications Department.

Yours sincerely

Dave Ward                                        
General Secretary
                      
Andy Furey
A/Deputy General Secretary (Postal)

LTB 080/23 – ROYAL MAIL GROUP DISPUTE – NATIONAL ONLINE BRIEFING

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National Agreement On Royal Mail Property & Facilities Solutions Limited (RMPFSL) Regular Overtime Holiday Pay Agreement

As part of the Royal Mail Property & Facilities Solutions Limited (RMPFSL) Pay and Associated Issues negotiations, we agreed we would finalise an agreement on Regular Overtime Holiday Pay.

It was clear this agreement would take a little longer than the rest of the Pay and Associated Issues Agreement, therefore we took the decision to separate the Regular Overtime Holiday Pay agreement and allow the ballot to go ahead on the rest of the agreement, to ensure we would get any back pay in this financial year.

The agreement is similar to the Royal Mail Group agreement, including the learning from the original introduction. The agreement has now been endorsed by the Postal Executive and it is our intention to hold a branch ballot with the recommendation of accepting the agreement. The agreement is attached as an appendix to this LTB.

The timetable for the branch ballot is:- 

Ballot Papers Dispatched – Tuesday 28^th March 2023

Ballot Closes – NOON Thursday 6^thApril 2023

We would appreciate Branches ensuring they return their ballot papers as quickly as possible.

We have spoken to RMPFSL management and they have confirmed the new system for payments to be made going forward is set up and therefore future payments will be automatically calculated. However, the back pay will need to be calculated manually. There is a commitment to get this done to be paid in April.

We want to place on record our thanks to Representatives, Members and Branches for your patience whilst we have been concluding this agreement.

We believe this agreement will be welcomed by our members in RMPFSL.

Any queries regarding the content of this LTB should be addressed to the PTCS Department quoting reference number 320 – email khay@cwu.org or the Outdoor Department, quoting reference 120.12 email address: njones@cwu.org.

Yours sincerely,

Carl Maden
Assistant Secretary

Mark Baulch
Assistant Secretary                     

LTB 079/23 – RMPFSL Regular Overtime Holiday Pay Agreement

NATIONAL AGREEMENT BETWEEN CWU AND ROYAL MAIL PROPERTY

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Post Office Ltd – Handbrake Safety and Avoiding Vehicle Roll Away Accidents: (POL/CWU Joint Driver Safety Alert Communication Campaign):

Background and Raising Awareness

The attached Post Office Ltd/CWU jointly supported Safety Alert Communication is being issued to all fleet operational units this week for immediate communication to drivers. This follows a recent incident when an unattended 5 tonne Sprinter van rolled away backwards down an inclined pavement, crashing into a retail fast food outlet shop front, causing serious damage to the shop premises and substantial damage to the vehicle. Thankfully, no-one was hurt in the incident, but clearly there could have been a much more serious outcome had pedestrians or children been in the path of the runaway vehicle.

This Safety Alert Communication reinforces the ‘mandatory controls’ required when parking Post Office Ltd vehicles, to eliminate vehicle roll-away incidents. All drivers must adopt the safety standards to prevent vehicle roll-away incidents which can and have caused very serious injuries and even fatalities, involving other companies’ fleet vehicles and drivers.

In many rollaway accidents, investigations into the cause have found that drivers generally do apply the handbrake in most cases but it’s not always fully applied and the drivers don’t leave the vehicle in gear or turn the wheels as an added safety precaution. If the driver makes an error applying the handbrake, if the handbrake is not fully applied or the handbrake fails, the vehicle can then roll away. There have been a worrying number of vehicle roll-aways.

This safety communication is to raise awareness of all drivers, urging drivers to follow the ‘HIT’ Acronym ‘Handbrake On, Vehicle in Gear, Turn The Wheels’ when parking their vans. A slight incline or even just an uneven road surface can be enough to start a vehicle moving. It’s important that the ‘HIT’ safety controls are ALWAYS applied, even on level ground to develop good practice and good, safe driving habits.

Case Studies

Drivers can additionally place themselves at risk of prosecution by the Police for serious motoring offences action if drivers ignore and fail to comply with safety control instructions and road traffic act law. 

Case 1:

At Sevenoaks Magistrates’ Court Van driver 48-year-old Anthony Smith pleaded guilty to causing death by dangerous driving and was sentenced to 12 weeks’ imprisonment and was disqualified from driving for 12 months after Smith failed to apply the parking brake and his vehicle rolled away killing a nearby road worker who was unable to get out of the way and was trapped and crushed between the two vehicles. He sustained major head injuries and died at the scene.

Case 2: 

At Southwark crown court, 52-year-old Van driver Larkland May was handed a 32-week prison sentence, suspended for two years, ordered to complete 150 hours of unpaid community work, disqualified from driving for 3 years and ordered to pay £700 costs after he failed to apply the handbrake of his parcel delivery van which rolled away down a slope, crushing and killing two pedestrians as it struck a wall in Pudding Lane, near Monument in London. Both were declared dead at the scene. 

The ‘HIT’ Acronym

The attached Safety Alert Communication is being issued to ‘raise the profile of this risk’ to all Post Office Ltd Delivery Drivers and to promote ‘HIT’.

• Handbrake On 
• In Gear 
• Turn the Wheels 

Remember and Think ‘HIT’

The three controls required to fully and safely secure a vehicle so that it doesn’t roll away are:

• ALWAYS apply the handbrake firmly – do not press the button when applying the handbrake.
• ALWAYS leave the vehicle in a low gear – use first gear if facing uphill or on level ground, and use reverse if facing downhill. Select Park in automatic vehicles.
• ALWAYS turn the wheels – if a kerb is present turn away from it when facing uphill, and towards it if downhill. If there is no kerb turn towards the point of least danger (usually the side of the road).

Caution

• If drivers suspect a vehicle handbrake is faulty, the vehicle must be taken out of service and booked into the Workshop immediately, using the defect/fault report process.
• Drivers should never try to physically stop a rolling vehicle.

CWU Reps Action

Can all CWU Representatives carry out safety spot checks to ensure that managers have communicated the Safety Alert message to all staff that drive Post Office Ltd vehicles please.

Attachment 

• Vehicle Rollaways – Joint POL/CWU Driver Safety Alert and awareness raising Campaign Communication.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 078/23 Post Office Ltd – Handbrake Safety and Avoiding Vehicle Roll Away Accidents POL CWU Joint Driver Safety Alert Communication Campaign

Att: Vehicle Rollaways – POL – CWU Safety Alert V2

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POST OFFICE: PAY AGREEMENT

We are pleased to report a resolution has been reached to end the pay dispute via a three year pay agreement with Post Office covering the years 2021/22, 2022/23 and 2023/24, which has been unanimously endorsed by the Postal Executive.  The attached Joint Statement and pay letter from Jane Davies, Group Chief People Officer, confirm the details of the agreement.

The key headlines are as follows:

• A consolidated pay increase of 9% from 1^stApril 2023 flowing through to all allowances, overtime, SA rates and London Weighting 
• Lump-sum payments to cover arrears as follows:

• A £650 lump sum payment for all members currently on a basic pay of less than £24,000 (not pro-rata for part timers)
• A £500 lump sum payment for all members whose basic pay is currently more than £24,000 (not pro-rata for part-timers)
• A further lump sum payment (pro-rata for part-timers) with the amount dependent on members’ current base pay as per the following bands:
• • Less than £24,000 –        £1,325
  • £24,000 to £26,000 –      £1,425
  • £26,000 to £28,000 –      £1,600
  • £28,000 to £30,000 –      £1,725
  • £30,000 to £36,000 –      £2,000
  • £36,000 plus –                £2,500 

For a full-time member (working outside of London), the total payments will therefore be as follows:

Lump Sum

Further Lump Sum

TotalLess than £24,000

£650

£1,325

£1,975£24,000 to £26,000

£500

£1,425

£1,925£26,000 to £28,000

£500

£1,600

£2,100£28,000 to £30,000

£500

£1,725

£2,225£30,000 to £36,000

£500

£2,000

£2,500£36,000 plus

£500

£2,500

£3,000

London Weighting one-off lump sum payments (pro-rata for part-timers) in addition to the payments described above as follows:

• Inner London – £300
• Outer London – £219
  
  In addition, the following benefits will apply from 1^st April 2023

• Annual leave – maximum of 30 days annual leave entitlement to apply after 7 years’ service rather than 10
• Scheduled Attendanceto be rolled out across Supply Chain Cash Centres for Postal Assistants and Postal Officers (SA is already in place in the Depots)
• Family policies will be improved as follows:
• Paternity leave to increase from 2 weeks to 3 weeks fully paid
• Parental Bereavement leave to increase from 2 weeks to 3 months
• Removal of the entry rate for a Counter Clerk. This means an extra pay uplift (on top of the 9% from 1^st April) for members currently with less than six months’ service, and will also benefit new starters
• Night Duty Allowance in Supply Chain to be paid for all eligible time worked within the 19:00 – 07:15 window rather than the current 1-hour minimum before becoming eligible.

The next pay review date is 1^st April 2024.

Sick Pay

During Covid-19, Post Office agreed to temporarily suspend its policy on sick pay whereby new entrants would receive Company Sick Pay from day 1 rather than SSP.  The full pay policy has continued to date.  We have agreed as part of the overall pay agreement that new entrants will now receive SSP for the first 6 months of employment and Company Sick Pay thereafter.  This is the only conditionality attached to the three year pay agreement.

Ballot Timetable

The pay agreement will now be the subject of an individual members’ ballot and if ratified by the members, Post Office have confirmed every effort will be made to process the pay uplift and lump sum payments with April salaries.  The ballot timetable is as follows:

• Ballot papers despatched by 1^st class post – Tuesday 28^th March
• Ballot closes – Tuesday 11^th April

Conclusion

We would like to thank our Post Office members for their support throughout the dispute.  This agreement could not have been reached without their unwavering commitment.  We would also like to thank our Representatives for their valuable assistance.  This agreement is the best that can be achieved via these negotiations and as such, the Postal Executive is recommending our members support the agreement by voting YES in the forthcoming ballot.

Yours sincerely

Andy Furey
A/Deputy General Secretary (Postal)    

Dave Ward
General Secretary

LTB 076/23 – Post Office – Pay Agreement

Attachment 1 to LTB 076/23

Attachment 2 to LTB 076/23

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Equality, Diversity & Inclusion in the CWU

The purpose of this LTB is to advise branches that a full review of the Fair and Equal course has now been concluded and a new style course is complete and ready to be delivered in branches and regions.

Amongst the changes is the pre-course activity, which has been scaled back and reduces the amount of own time learning by students in advance of classroom training. Although some pre-course activity does still exist, it is now more relevant to a representative’s role and will complement the work they do within their branch and region.

All of the activities have been redesigned and cover the following essential elements:

• Similarities & Differences
• Terminology & Language
• The Protected Characteristics and the Law
• Stereotyping & Prejudice
• Why is equality a Trade Union Issue?
• What if…?

The new course will remain a one day course (2 days in Northern Ireland).

Due to changes in funding the course in England can no longer run as an accredited course, however, it is still a CWU mandatory course and will only be delivered by CWU aligned tutors who are willing to assist in the classroom.  Student participation rates will also continue to be monitored by my department.

The aim is to now pilot the course over the next 6 months and review the new style approach with CWU tutors at the end of this period.

Any enquiries regarding this LTB should be addressed to the Equality, Education & Development Department by email to equality&education@cwu.org

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

LTB 075/23 – Equality, Diversity & Inclusion in the CWU

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ROYAL MAIL PROPERTY & FACILITIES SOLUTIONS LIMITED (RMPFSL) – PAY AND ASSOCIATED ISSUES AGREEMENT – FURTHER POINTS OF CLARIFICATION

Further to Letter To Branches (LTB 072/23) issued on 14^th March which announced that our members in Royal Mail Property & Facilities Solutions Limited (RMPFSL) had overwhelmingly accepted the Pay and Associated Issues Agreement.

Following a number of enquiries, we are now able to provide Branches and members with further information linked to the improvements within the Agreement. These have been confirmed by RMPFSL as follows:-

I am a cleaner in the London area, how will I know if I am entitled to a bridge payment?

This will depend on the total percentage increase you received in base pay over two years. You will receive confirmation of what this means for you by the end of the month, if not sooner.

I understand that the arrears to pay will be paid on 31^st March 2023. But when will the London bridge payment be made?

The London bridge payment will be paid on 28^th April 2023, as the focus has been on processing and ensuring that back pay is paid at the end of March.

I am currently entitled to 20 days annual leave, when will my annual leave entitlement change to the improved 22.5 days per annum? 

This will be effective from 1^st April 2023 (pro-rata for part time workers). The additional entitlement will be visible on PSP or the People App from May onwards.

When will the change to Maternity, Adoption, Paternity & Shared Parental Leave pay come into effect?

We will harmonise to the Royal Mail Group Maternity, Adoption, Paternity & Shared Parental leave policy for all CWU grades from 1^st April 2023. This means any new periods of leave starting from 1^st April onwards will benefit from these enhanced terms.

What are the changes to pensions and when do they take effect?

We are uplifting the first level company contributions for PFSL DC Scheme and the NEST company contribution by 1%. This means NEST members will now benefit from 4% company contribution and entry level to the DC scheme will benefit from 6% company contribution. These changes will take effect 1^st April 2023.

Any queries regarding the content of this LTB should be addressed to the PTCS Department quoting reference number 320 – email khay@cwu.org or the Outdoor Department, quoting reference 120.12 email address: njones@cwu.org.

Yours sincerely

Mark Baulch                                                  

Assistant Secretary                                            

Carl Maden

Assistant Secretary

LTB 074-23 RMPFSL Pay and Associated Issues Agreement Further Points of Clarification

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Royal Mail Group – New Workforce Health and Wellbeing Support Booklet – Home Mailing To All Employees:

Further to LTB 513/2022 published on 22 December 2022, Royal Mail Group have informed the CWU HQ Health, Safety and Environment Department of the publication of a new concise, quick reference, easy read booklet, with the cover title ‘Free Health and Wellbeing Support For You And Your Family’. Distribution of the booklets by way of a home mailing to all 120,000 Royal Mail Group Employees is underway.

This initiative is a continuation of the launch of a new ‘Health and Wellbeing Campaign’ launched by Fiona McAslan who joined Royal Mail Group on 3 October 2022 as the newly appointed Royal Mail Group Head of Health and Wellbeing.

The aim of the campaign being to reach out and better support employees and their families by ‘dialling up’ and communicating better the Health and Wellbeing resources that Royal Mail Group has available to the workforce, as well as adding improvements through a new ‘Wellbeing Hub’ and ‘Help@Hand’which is a new service providing employees and their immediate family with fast, direct access to free health and wellbeing support through one easy-to-use app. This is set out on page one of the booklet (see pdf copy attached).

The various elements of the RMG ‘Employee Assistance Programme’are set out in the booklet which comprises of a free, independent and confidential support service for the workforce, for employees in need of help whether that be ‘in the moment’ support or something more complex.

The services detailed in the booklet include:

• A 24/7, 365 days of the year ‘Employee Assistance Programme’.
• An online GP Service with UK-based GPs at a time that suits employees.
• A physiotherapy service to aid recovery from an injury, operation or illness.
• A medical second opinion service from a Consultant to discuss health concerns.
• A mental Health Counselling and Consultation Service.
• Cancer Assist (confidential) support and guidance. Addressing concerns, providing physical, emotional, financial, social and professional support and information on post-treatment recovery etc.
• Long Covid rehabilitation programme for people who are finding it difficult to recover from the long-term effects of Covid-19.  This is also available to extended family members.
• The Wellbeing Hub which offers advice to employees on how to look after their wellbeing and on building a daily routine to keep well.

Also covered are financial wellbeingadvice and debt management and life event resources guidance.

There’s a section in the booklet on the British Heart Foundation’s ‘RevivR’ training where you can learn lifesaving CPR online, for free, in just 15 minutes. (See LTB No. 079/2022 dated 21 February 2022).

The final page of the booklet also refers to the ‘RMG Wellbeing Ambassador’s Programme’ which invites anyone interested to volunteer to become an Ambassador. ‘RMG Wellbeing Ambassadors’ receive training and regular wellbeing support and resources in order to confidently support work colleagues and signpost them to the right information or professional help and assistance. (Many CWU ASRs, WSRs, Reps and First Aiders are RMG Health and Wellbeing Ambassadors).

The Head of Health and Wellbeing wishes to make sure that the workforce is aware of all the wellbeing support available including the Occupational Health Support Programme and that employees know where to go for wellbeing support during these difficult times which is of the utmost importance.

Accessing support early when in need is really important whether it be physical or mental health support – many people who do seek support often say they wish they had done so sooner. Whether it’s for your mind, body or something going on in your life, the ‘Wellbeing Hub’ directs employees straight to information, guidance and support services that can start to help right away. Employees are encouraged to register for ‘Help@hand’ now so they are all set up and ready to use the service when it’s needed.

Would ASRs take the opportunity to ensure that they raise awareness of the new booklet/guide and App covering the new RMG ‘Help@Hand’service for members and their families which provides fast, direct access to the free, independent, health and wellbeing support package, signposting members to the service when needed.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 073/23 – Royal Mail Group – New Workforce Health and Wellbeing Support Booklet – Home Mailing To All Employees

Att: RMG Feeling First Class – Free Health Wellbeing Support For Employees …

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ROYAL MAIL PROPERTY & FACILITIES SOLUTIONS LIMITED (RMPFSL) – BALLOT RESULT.

We are pleased to announce our RMPFSL members have overwhelmingly accepted the RMPFSL Pay and Associated Issues agreement.

The ballot result was an 87% YES vote with a 61.31% return, thank you for all members who voted.

The full figures for the ballot are attached to this LTB.

We would like to thank all members for the support they have given us during the RMPFSL dispute, which has undoubtedly got us to the final position.

We will now be working with RMPFSL to ensure the agreement is implemented in full.

Arrears of Pay will be paid on 31^st March 2023.  There is a joint statement with RMPFSL attached to this LTB.

We have also agreed a negotiators agreement on Improved Holiday Pay.  We will be presenting this to the Postal Executive in due course and if endorsed by the executive we will then put out to a branch ballot for endorsement.

This is a further benefit to our RMPFSL members and further details will be circulated in due course.

Any enquiries to this LTB please contact: The PTCS Department reference 312, email address: hmaughan@cwu.org or The Outdoor Department reference 120.12, email address njones@cwu.org

Yours sincerely,

Carl Maden                       Mark Baulch
Assistant Secretary          Assistant Secretary

23LTB072 – RMPFSL Ballot Results

Joint Statement 14.03.2023

T1040_1_CWU_Consultative

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