RMG Driver/Road Safety Briefing/Communication W/C 05.12.22 – ‘SHE Huddle FY22 069 Drink and Drug Driving’

Introduction

The Royal Mail Group Road Safety Manager‎ has informed the CWU HQ Health, Safety and Environment Department that the RMG Safety Health and Environment Team will be issuing a national driver/road safety briefing/communication SHE huddle, this week commencing Monday 5 December reminding the workforce about driving under the influence of ‘Drink and Drugs’ and this will be based on the attached SHE Huddle FY22 069 ‘Drink/Drug Driving’ which will be supported by a ‘None For The Road’ – Don’t Drink or Dug Drive slide on the RMTV Plasma screens throughout the business to support the road safety message to drivers.

Background

Regrettably and quite shockingly, recent evidence suggests that drink/drug driving is on the increase, despite decades of public road safety campaigns highlighting the dangers and consequences – hence this campaign.

Roadside drink and drug testing, backed up by severe court penalties and driving bans, plus campaigns highlighting accidents and injuries collectively built up the social unacceptability of drink/drug driving. Roadside testing for drug driving was subsequently introduced to identify drivers impaired by drugs. Drink and drugs sadly continues to be a problem on the roads with recent evidence suggesting it’s increasing with the UK Police confirming findings of a sharp increase in numbers last year.  Some facts:

• 8,000 killed or seriously injured by drivers impaired by drink or drugs.
• 24% of people killed were impaired by drink or drugs.
• 1 in 10 people driving for work, fail random drink and drug tests.

Police forces across the country are also launching a month-long annual ‘Drink and Drugs’ campaign today.

Drugs and Alcohol Effects on Driving 

Slows reaction times, impairs judgement, affects concentration, causes fatigue, leads to risk taking and erratic behaviour, causes confusion, muscle paralysis, hallucinations, agitation, panic attacks, memory impairment, blurred vision and drowsiness, reduces coordination and the ability to think clearly – Impairs ability to drive safely! 

Impairment through drink or drugs means a driver and passengers are more likely to die or be seriously injured in a collision. 

Prosecution and Penalties

Minimum 12 months’ driving ban, unlimited fine, up to 6 months in prison, licence endorsed for 11 years and causing death by dangerous driving whilst under the influence of drink or drugs results in up to 14 years in prison.

Other impacts:  

• May affect employment and employability.
• Increased car insurance costs.
• Difficulty obtaining Visa e.g., for travel to USA.

Morning After Effect 

Watch out for the morning after effect. Many drivers get caught out because alcohol stays in the system longer than most people think with many driving to work after a night’s sleep thinking the alcohol has cleared their system when it hasn’t!

Prescription and Over The Counter Drugs 

Drivers should take care with prescription or ‘over the counter’ drugs – check for any warnings that they may affect driving by causing drowsiness. If in any doubt, check with a doctor or pharmacist.

Supporting Information 

See supporting information on the Royal Mail screens and intranet.  Royal Mail Group support is available to help anyone with a problem with alcohol or drug dependency. All support is treated in strict confidence. Employees themselves or their managers can make a referral to the occupational health service by calling 0345 266 5060 or visiting www.rmgfirstclasssupport.co.uk or downloading the ‘Lifeworks’ App. New users of the website/App can sign up using a unique invitation code which is ‘RMG-‘ and their pay number, e.g., RMG-12345678. Full guidance and signposting to external support services is available in the Alcohol and Drugs Guide via the health policy and information pages on PSP.

Managers Actions

• Managers to brief drivers on the SHE Huddle FY22 069 content attached.
• Drivers to ensure that they drive in accordance with the Royal Mail Driving SSoW and the law.

ASR Action

Would ASRs support the briefing and ensure it is delivered in all units and cascade information.

Attachments:

• RMG SHE Huddle FY22 069 Driver Distraction
• RMTV/Plasma Screens Awareness Campaign Slide
• Road Safety Drinking & Driving Fact Sheet from RoSPA
• RMG Driving SSoW

(To All CWU Members – do have a safe and peaceful Christmas and New Year festive season. Our Best Wishes To You All.)

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

22LTB481 RMG Driver Road Safety Briefing Communication WC 05.12.22 – ‘SHE Huddle FY22 069 Drink and Drug Driving’

SHE Huddle FY22 069 Drink and Drug Driving

None For The Road

ROSPA-Road-Safety-Drinking-and-Driving-Factsheet

Driving-Royal-Mail-Operations-SSOW-v1.3

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ROYAL MAIL PROPERTY & FACILITIES SOLUTIONS – DISPUTE ON PAY AND ASSOCIATED ISSUES

Branches will be aware of the notified industrial action due to take place on Monday the 5^th December for RMPFSL Members.

The Postal Executive have taken the decision to stand down the action on the 5^th December and to notify the Business of our intention to take action on 15^thDecember 2022.

The notice served on RMPFSL today is for All duties which start at or after 04.00 hrs. Thursday 15^th December 2022 and before 04.00 hrs. Friday 16^thDecember 2022

It is vital we now communicate further with our Reps, Branches and members to ensure everyone is aware of the action being stood down as well as ensuring everyone is fully prepared for the strike action on the 15^thDecember.

Detailed communications in relation the PFSL Dispute will be issued to Representatives and Branches in due course.

Any queries regarding the content of this LTB should be addressed to the PTCS Department quoting reference number 312– email snicholas@cwu.org or the Outdoor Department quoting reference 120.12email address njones@cwu.org

Yours sincerely,

Carl Maden                                           Mark Baulch
Assistant Secretary                          Assistant Secretary

Attachment 1: 22LTB478 – Royal Mail – Property & Facilities Solutions – Dispute on Pay and Associated issues

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EXECUTIVE ACTION: ROYAL MAIL – SUSPENSION OF FACE TO FACE APPEALS

We have received an email from Royal Mail informing us of executive action being taken in relation to all appeals now being heard virtually.

Branches, Representatives and Members will be aware of the very lengthy battle we had in reinstating the ability to have a face to face appeal following the lockdown rules during the pandemic.

We have attached for your reference and information the correspondence received from Royal Mail along with our formal response.

You will note the reason given for the suspension of face to face appeals by Royal Mail is the continued period of industrial action being taken by the CWU and its members.  Independent case managers are now apparently too busy delivering or driving vans in order to hear appeals in person. We do not believe this is their role.

Branches will note from our response, we believe virtual appeals to be discriminatory and detrimental to at least some of our members, especially those living with disabilities including poor mental health and/or who are covered by the Equality Act.

There is nothing in the email from Royal Mail which makes us think any circumstances have changed since we reached agreement on the joint statement on the 12^th of August to reinstate face to face appeals and therefore believe they should continue.

The other purpose of publishing our response is to assist any member who feels they are suffering a detriment as a result of a virtual appeal and who will be making an application for an employment tribunal via the early conciliation process and ACAS, may wish to use the letter as part of the process to show virtual appeals have not been agreed

Our advice to members and representatives is to continue making requests for face to face appeals in line with the joint statement of August the 12^thand should any member feel they have suffered a detriment to enter the early conciliation process.

The joint statement is attached for ease of reference.

Any enquiries to this LTB please contact: The PTCS Department reference 420, email address: snicholas@cwu.org

Yours sincerely,

Carl Maden
Assistant Secretary

Attachment 1: 22LTB479 – Executive Action – Royal Mail Suspension of Face to Face Appeals

Attachment 2: Attachment 1 to 22LTB479

Attachment 3: Attachment 2 to 22LTB479

Attachment 4: Attachment 3 to 22LTB479

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RMG Disputes – Claims for Unlawful Deductions from Pay & Trade Union Detriments

Further to LTB 448/22 dated 11^thNovember 2022, the Union are aware that the number of individual claims being submitted by members who believe they have been suffering a detriment due to either supporting industrial action or because of their Union membership are increasing and gathering traction across the UK

 A fact that will not be lost on representatives and members is the reference made as a condition of the union agreeing to Royal Mail’s counter proposal (surrender document) to the union withdrawing its support from our members who have submitted claims.

It is apparent that the company including this as a prerequisite to their proposal, view these claims as a serious risk to the IR reputation and illustrates that RMG have concerns they have possibly acted outside of the legal protections enshrined in both employment and other legislation and exposed the company to a significant level of risk.

The condition they wanted the union to support ignores the fact the Union has no authority to make a collective agreement which overrides individual Employment Tribunal claims, an action that would also expose the union to legal action by its members.

Branches will note that the non-exhaustive list for complaints of trade union detriment due to Industrial Action or Executive Action is as follows:

1. Members being instructed to attend sick absence interviews on strike days and at locations where they would be expected to cross a picket line with the threat of stoppage of sick pay in the event of not attending. Other stoppages of sick pay.
2. Denying members overtime opportunities in preference for agency and other workers; this may also impact upon whether a member meets the regularity threshold for holiday pay.
3. The removal of innovative duty patterns.
4. Suspending CWU Representatives for various allegations.
5. Changing duty start times and/or scheduled attendances at short notice;
6. Deducting pay before strike action has taken place.
7. Offering incentives that are only available to individuals who work during strike days.

It is therefore of the utmost importance that Branches/representatives ensure our members are made fully aware of the support and information the Union are providing to our colleagues who believe they have been treated in an unfair and or discriminatory way by their employer/local/workplace manager.

Judging by reports being received, it is quite possible that several thousand(s) have been potentially subject to detriments for lawfully supporting their Union, being a Union member and for taking part in lawful official industrial action and as a result entitled to receive restoration and possibly compensation for the detriment they have incurred.

In conjuction with Tony Rupa, Head of Legal Services, we have established a co-ordinated process that has been endorsed by the Postal Executive which will ensure a consistent approach and that support is provided to Branches and members who submit claims.

Coordinating roles will be undertaken by Rob Wotherspoon, Saf Khan and Luke Elgar from the Postal Executive, which will also involve Postal Branches and Senior Field Officials.  The group each Postal Executive member is covering is attached to this LTB.  Dialogue is also continuing with the Communications Department with a view to the wider circulation of this information amongst members which can be circulated via the national WhatsApp group and social media platforms.  The aim is to further promote the use of the online claim form previously circulated to Branches and representatives in LTB 448/22.

To support the communications strategy, we will also brief the appropriate Senior Field Officials on Tuesday 6^th December 2022 on the claims process detailed below and answer any questions they may have.  We will also circulate forms received through the online claim portal at https://www.cwu.org/rmg-ia-claim to the relevant Branches for their action/attention.

 ET Claim Process

Within 7 days of receipt of the email from the Postal Executive member, Branches will need to submit early conciliation forms to ACAS (all of the information necessary for this will be provided on the email received) including the Branch Secretary or Legal & Medical Secretary as the member’s representative.  This will allow Branches to track the process.

Branches/Representatives, having received the Early Conciliation Certificate and having concluded the Early Conciliation process without reaching a resolution, should then assist members to submit their ET1 form which must also include their ACAS reference number they have been issued with.  The representative listed will again need to be the Branch Secretary or Legal and Medical Secretary to ensure that Branches are kept informed around the progress of the case.  For all of the cases that are related to the issues referenced in the above LTB, the relevant PE members should also be informed of all emails from the Tribunal Service (this is not required for any normal tribunals not related to Industrial Action or Executive Action).

The relevant Postal Executive members will compile a central database from this information which will be used to track the progress of claims.  Branches are reminded that the processes attached are time sensitive due to the time limit on the submission of employment tribunals, therefore it is vital that cases are tracked and the work is carried out in a timely fashion.

Colleagues will also recall during the average holiday pay dispute, members in Scotland and Northern Ireland submitted claims to their respective jurisdictions, Employment Tribunals (Scotland) and Industrial Tribunals Northern Ireland and possibly Fair Employment Tribunals, which deal with alleged unlawful political and religious discrimination. Claims from members in these parts of the UK should be submitted to their respective tribunal jurisdiction office(s)

Branches will remain the primary contact point for any enquiries from members but the relevant PE member will be available to answer questions and assist Branches with the process.

The three Postal Executive members have also started work on resources for Branches in order to avoid duplication of effort.  Some helpful resources have already been circulated in LTB 383/22.

Whilst this process will undoubtedly produce additional work for Branches and Senior Field Officials, the importance of assisting our members to challenge any alleged discriminatory and or unlawful practises undertaken by the employer and or local manages to punish representatives and CWU members for being a union member, supporting their union and taking industrial action cannot be underestimated. Neither will the national union be found wanting when it comes to supporting/defending our members who believe they have suffered a detriment or discrimination at the hand of their employer or their agents (local/area/regional managers).

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

Yours sincerely,

Andy Furey
Acting Deputy General Secretary (Postal)

LTB 477-22 – RMG Disputes 2022 – Claims for Unlawful Deductions from Pay and Trade Union Detriments.docx

Attachment to LTB 477-22 – CWU Branches

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2022 Dispute Relating to Royal Mail Group Breaking the “Pathway to Change” and Associated National Agreements and Protections for CWU Represented Grades Employed by Royal Mail Group Consisting of Royal Mail, Parcelforce and Fleet

Branches and Representatives will know that negotiations with Royal Mail Group on our disputes are currently at a stalemate and despite various exchanges of letters between the parties in the last few days no talks are planned at this stage.  We expect this position to change; however, in the meantime, in order to keep the pressure on, it was important that the union today served the statutory notice of discontinuous strike action to RMG as follows:

The strike will cover all duties and scheduled attendance commencing between the period at or after 04:00 on Wednesday 14^th December 2022 and before 04:00 on Thursday 15^th December 2022. The industrial action will be discontinuous.

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

Yours sincerely,

Andy Furey
Acting Deputy General Secretary (Postal)     

LTB 474.22

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2022 Dispute Relating to Royal Mail Group Breaking the “Pathway to Change” and Associated National Agreements and Protections for CWU Represented Grades Employed by Royal Mail Group Consisting of Royal Mail, Parcelforce and Fleet

Branches and Representatives will know that negotiations with Royal Mail Group on our disputes are currently at a stalemate and despite various exchanges of letters between the parties in the last few days no talks are planned at this stage.  We expect this position to change; however, in the meantime, in order to keep the pressure on, it was important that the union today served the statutory notice of discontinuous strike action to RMG as follows:

The strike will cover all duties and scheduled attendance commencing between the period at or after 04:01 on Thursday 15^th December 2022 and before 04:00 on Friday 16^th December 2022. The industrial action will be discontinuous.

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

Yours sincerely,

Andy Furey
Acting Deputy General Secretary (Postal)      

LTB 476.22

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