CWU Statement on Russian invasion of Ukraine

Branches will understandably be concerned regarding the recent escalation of conflict in Europe. Trade Unions from across the globe have called for peace and for a negotiated solution to the end of the war to bring about a return to security for all in Europe, Ukraine, and Russia. The Communication Workers Union has joined these calls with the issuing of the attached statement, and we would urge branches to publicise this to members.

We stand in solidarity with the people of Ukraine, and importantly, with all of our members here in the UK who are from Ukraine who will be understandably concerned about the safety of their family, friends and their communities.

Any enquiries on the above LTB should be addressed to the General Secretary at jdunn@cwu.org.

Yours sincerely

Dave Ward
General Secretary 

22LTB088 CWU Statement on Russian invasion of Ukraine

UkraineRussian Statement

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POSTAL DEPARTMENT INDUSTRIAL TRAINING UPDATE AND BASIC ORGANISING WORKSHOP

Further to LTB 374/21 circulated to Branches and Representatives on 7^th September 2021, the purpose of this communication is to provide an update regarding some further developments in relation to Postal Industrial Training.

In response to LTB 330/21 circulated on 11^th August 2021, a total of thirty Reps put their names forward to attend the Train the Trainer courses. The first session was held in Birmingham on 27^th and 28^th October 2021 for the updated Dispute Resolution Procedure (DRP) / IR Framework training, as well as Conduct code. An additional online session was also held on 10^thNovember 2021 as a refresher, only for those industrial tutors who were to deliver the DRP training. The Attendance training did not feature at this stage, due to the ongoing policy negotiations and the possibility of changes near that time.

Undoubtedly, the Covid Pandemic impacted on the ability of the Postal Department to match the volume of face to face Industrial Training that was delivered pre-pandemic. The Postal Executive therefore recognised the importance of taking steps to re-energise face to face Industrial Training in 2022.

It is apparent that the number of available trained tutors varies from area to area and it is important that, as an initial first step, the gaps in training are highlighted going forward. Each Division has now identified a lead Divisional Rep for training, who will act as a conduit between the Field and the DGS(P) Department. They will also proactively liaise with Branches, to help ascertain their exact needs in terms of Industrial Training. The list of Divisional Training leads is attached (Attachment 1). This approach should also be used to notify the DGS(P) Department of further potential new trainers, so that the appropriate tuition is provided at an early stage.

Divisions and Branches are encouraged to have Industrial Education and Training as a standard agenda item for their meetings and the appropriate Branch training facilities should be identified by Division. This will enable Reps to attend the nearest site, when this proves to be beneficial in terms of numbers.

Branches should ensure that the names of all attendees of the various courses are relayed to Patryk Haracz (pharacz@cwu.org) so that an updated and ongoing list can be kept in the DGS(P) Department of all the trained Reps, together with their Branches and Workplaces.

In relation to the Postal Department Education and Training Sub-Committee, Branches will be aware that John Hunt has recently left the Business. I would like to thank John for all of his work in helping to establish the Postal Industrial Training programme. Saf Khan has agreed to now lead this Sub-Committee on behalf of the Postal Executive and will be supported by Divisional Reps Bob McGuire, Mark Bolton and Steve Wisely. There will also be DGS(P) Departmental support available for the sub-group, as required.

The Postal Executive have also now endorsed the content of an Industrial Organising Workshop that has been designed on behalf of the DGS(P) Department by Lynn Browne, Postal Executive member Saf Khan and Divisional Rep Bob McGuire. This is a bite-sized course to give our Local Representatives the confidence and skills to recruit non-members and new entrants on their shifts or in their units.

The course material will be stress tested with Reps from a number of locations, who are currently being identified. Once this has occurred, it is our intention to seek volunteers from the list of current industrial trainers to attend a further Train the Trainer event on this topic. This will help with the rollout of the workshop training and equip Reps with the tools necessary to help in delivering this initiative.

This work is particularly timely given the focus on Recruitment and retention from both the General Secretary Department and Organising Department, as well as the national GROW campaign. This Industrial Training will also undoubtedly complement the overarching recruitment activity that is currently taking place.

Branches will appreciate the importance of rolling out this training package, if we are to give our Reps the best possible chance of recruiting both the 17,838 non-members in the Postal constituency, as well as the new entrants.

In closing, I would like to thanks Lynn Browne, Saf Khan and Bob McGuire for their work in developing the course material at pace and I have no doubt that this will prove to be beneficial to all of our Reps. Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.

Yours sincerely,

Terry Pullinger
Deputy General Secretary (Postal)

LTB 086/22 POSTAL DEPARTMENT INDUSTRIAL TRAINING UPDATE AND BASIC ORGANISING WORKSHOP

LTB 086/22 Attachment 1

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Benefit in Kind Tax – Change to P11D Process

The purpose of this LTB is to advise Branches and Representatives of a change that Royal Mail Group (RMG) are making to the way Benefit in Kind tax is to be processed in payroll and reported to HMRC. This is a change that RMG are making from the start of the new tax year on 6^th April 2022, in advance of HMRC making it mandatory in the near future.

The change relates predominantly to any Benefit in Kind tax on employee benefits either from My Bundle+ or on Company cars and Private Medical etc. This is currently reported to HMRC through an annual P11D report, but will be replaced by the real-time pay-rolling of benefits going forward.

Switching to real-time processing of changes in tax liability should eliminate the confusion that is sometimes a result of the 12 to 18-month delay in tax code changes through the current annual P11D process. The pay-rolling of benefits will happen automatically in Payroll, off the back of the weekly / monthly benefits pay deduction process, making it more efficient and reducing the risk for human error.

Attached is a draft communication (Attachment 1), which will be sent by the Business to all employees around 1^st March 2022 as part of the management’s My Bundle+ annual renewal home mailing initiative. Also attached is the FAQ document (Attachment 2) which will support the communication from RMG, that Branches and Representatives may be able to use to answer any questions that arise.

It should be made clear that My Bundle+, Company cars, Private Medical and so on are RMG initiatives and are not agreed with the CWU.

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

Yours sincerely,

Terry Pullinger
Deputy General Secretary (Postal)

LTB 085/22 Benefit in Kind Tax – Change to P11D Process

LTB 085/22 Attachment 1

LTB 085/22 Attachment 2

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CWU General Conference Agenda Pad

Branches would wish to know that the 2022 General Conference Agenda Pad has now been published on the website and can be accessed using the following link:

Click to access GEN-CONF-AGENDA-221.pdf

Pdf. copies have also been attached.    Hard copies of the agendas are in the process of being printed and will be distributed to branches when completed.

Any enquiries to this Letter to Branches should be addressed to conferences@cwu.org or call 020 8971 7256.

Yours sincerely

A P Kearns
Senior Deputy General Secretary

22LTB084 – CWU General Conference Agenda Pad.doc

GEN CONF AGENDA 22

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Pathway to Change Agreement – The Big Trust Survey 2022

Further to LTB 059/22 circulated on 9^th February 2022, Branches and Representatives will be aware that the final interim trust survey has now been held.

The 2021 Big Trust Survey was a departure from the previous paper-based employee survey and contained a reduced, more concentrated question set.  This theme has continued and the next annual Big Trust Survey is to be conducted online from 4^th – 24^th April 2022.  In advance of this and in order to continue our joint involvement, meetings have taken place with Royal Mail Group to discuss and agree the joint arrangements and messages prior to the survey being launched.

The survey will be accessible via QR code, weblink or the RMG People App and promoted jointly in order to maximise the number of participants.  This will ensure that all members have the opportunity to register their views and provide the information which will then be used locally to agree an action plan for their unit or shift.  At the time of writing, the ability to access the survey via the PDA is also being scoped and examined by the relevant technical team but may well require a small scale trial run to ensure that it does not interfere with the functioning of the PDAs.

Pay numbers are not required but the unit or shift where the feedback has occurred will be identified through the QR code.  This will allow further joint analysis to take place and can lead to intervention (where required) by the local parties in the first instance.

It is worth noting that the 5 key questions that make up the Royal Mail Trust Score have a gateway of 70% on a national basis for managerial bonuses.  This is a massive departure from the previous surveys and will be the first time that our members have a genuine opportunity to express a view on how they feel they are treated in the workplace which can reflect on how they are positively or negatively managed, which could have an impact on managerial reward.  The results of this survey will therefore provide the best indication to date whether trust is improving.

 Joint Communications 

Joint communications are currently being planned and discussed and will start to land week commencing 28^thMarch 2022.  The agreed joint communication plan will include leaflets to workplaces, joint events with Simon Thompson (Chief Executive Officer of Royal Mail) and myself through Facebook live and other channels as well as a jointly agreed postcard to home addresses.  The survey will also be promoted through emails from Royal Mail, via messages on the PDA, printed on payslips and through additional joint communications in the workplace.

The Divisional Representatives and the equivalent Field Officials in the other RMG business units will continue to have a key role to play by ensuring that the Big Trust Survey is placed as a standard item on the meeting agenda with their respective Managers and is discussed at Divisional meetings.

Action Planning

Whilst there may be an element of cynicism amongst some members, the continued importance of the joint action plans to improve trust, culture and the working environment cannot be underestimated.

It was evident that the challenging revision timetable in 2021 did not provide Representatives in some units with the space and time to fully engage in this process.  There is however, an opportunity to refresh this approach in 2022 and the intention is to highlight examples of workplaces where this has been successful through joint communications.

The requirement for agreed action plans will be a central point of the joint communications plan with a renewed focus on jointly attempting to pick out and resolve issues of concern that are highlighted in the workplace.

Local Representatives can effectively use the information and associated timelines for resolution as a means of securing progress on the specific issues that members raise in the workplace.

Branches and Representatives will appreciate that the most improved areas of the interim surveys were those where there was open and honest communication as well as a joint approach with CWU Representatives and Managers working together to create the right environment for cultural improvement.  It is also crucial that the action planning that takes place is conducted jointly with genuine input from members and is not seen simply as a ‘box-ticking’ exercise by Managers.  Representatives should continue to challenge where this is not the case.

 Question Set 

Whilst specific functional questions have jointly been seen as a success and will be included again in the interim surveys later in 2022, due to the technical difficulties in breaking these down over the entirety of the workforce, such questions will not be included in the Big Trust Survey.

Improving Culture and Trust 

In the 2021 Big Trust Survey there was the option to include comments on the question ‘What would you like to see change where you work to help build better relationships?’  Over 20,000 individual comments were received which were then broken down by theme.

The most common feedback was around managerial credibility and was summarised as “Common themes emerged around Managers lacking interpersonal skills and not being approachable.  Different Managers say different things, or go back on what they’ve said which depletes trust levels.  Not being present or not being there for their people drives a them and us culture.”

In terms of units with continually bad scores or that have become considerably worse, these areas should be an obvious focus for joint work to identify and improve problems on a local basis.  Where appropriate and following the conclusion of the trial that is currently underway, pro-active cultural reviews of the type that have proved successful at Bridgwater and Whitechapel DOs may be considered.

Branches and Representatives will understand that improving culture, trust and the working environment continues to remain central to growing the business and ensuring a successful future.  This will help to enhance the terms and conditions of our members going forward.  It should continue to be the ambition of all Representatives who wish to encourage an accurate picture of the offices they represent to ensure that as many members as possible take part in the survey and provide honest feedback.

In closing, I would like to thank Postal Executive members Katrina Quirke, Shelley Banbury, and Rob Wotherspoon for their continued work on the Trust Survey.

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

Yours sincerely,

Terry Pullinger
Deputy General Secretary (Postal)      

LTB 083-22 Pathway to Change Agreement – The Big Trust Survey 2022

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Coronavirus Update – Further Easing of Covid-19 Restrictions in Scotland:

Further to earlier LTBs, the Scottish Government First Minister announced on Tuesday the easing of a number of Covid-19 control measures and restrictions in Scotland, in respect of the ending of legal requirements for face masks and Covid vaccine passports as part of a sustainable return to a normal way of life.

Face masks will no longer be legally required to be worn in indoor settings from Monday 21 March. The First Minister stated that the wearing of face coverings in shops and other indoor public places will still be “strongly recommended” but voluntary.

Covid Vaccine Passports for nightclubs and major events etc., will end a month earlier on 28 February.

The Scottish First Minister Nicola Sturgeon also said in Tuesday’s announcement that while legal requirements would be removed for face masks and Covid Passports, rules around testing and self-isolation will remain in place, currently either 7 or 10 days depending on vaccination status but will remain under review. For now, people who test positive for Coronavirus will still be asked to self-isolate in Scotland.

Although the scrapping of free lateral flow tests is imminent in England, lateral flow tests and PCR tests will remain free in Scotland for the time being, during the transition period.

Those in Scotland who have Covid symptoms are still advised to get a PCR test, while lateral flow testing recommendations will be relaxed to ask people to test twice a week rather than before going out to mix with others or socialise.

Scotland will relax many of its remaining rules in March, and measures are also gradually easing in Wales and Northern Ireland.

All remaining Covid legal restrictions in England have been removed as of today 24 February as part of the Prime Minister’s ‘Living with Covid’ plan.

It means people who test positive for Covid in England are no longer legally required to self-isolate, although they are still advised to do so.

See attached interim message extract from Dr. Shaun Davis Royal Mail Group Director of Safety‎ issued yesterday regarding Scotland with a further message to follow which should confirm the removal of mandatory face masks in Royal Mail Group Scottish workplaces. A further LTB will be issued covering this in due course.

Royal Mail Group will continue to supply face masks to those members wishing to continue wearing them, both disposable and three ply cotton washable types.

Royal Mail Group in consultation with the CWU continues to monitor announcements across the UK.

Note; that in the event of any Unit Covid outbreaks/case clusters Covid secure restrictions and controls may be re-introduced following the Covid Unit Risk Assessment and control process in consultation with the CWU.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

22LTB082 Coronavirus Update – Further Easing of Covid-19 Restrictions in Scotland

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An important pay claim update for members in Royal Mail Group (including parcelforce).

Please share this video from DGSP Terry Pullinger as far and wide as possible.

Facebook https://fb.watch/bng7pTIriQ/

Twitter https://twitter.com/cwunews/status/1496837100242710531?s=21

CAPITA TVL: REJECTION OF INADEQUATE PAY OFFER

Branches are advised that following the submission of our formal pay claim for our Capita TVL Licence members, we have been in discussions with Paul Johnston, Managing Director, TVL and this has resulted in a formal pay offer for our Capita TVL members who have a pay review date of 1^st January 2022.

At today’s Postal Executive meeting, we gave consideration to the offer and came to the conclusion that it fell significantly short of our aspirations in these difficult times.  Consequently the Postal Executive unanimously supported my recommendation to reject the pay offer.  Subsequently, we have responded to Capita outlining the reasons for the rejection, which in essence is due to the paucity of the headline pay increase being significantly below RPI inflation (7.8% for January) or for that matter CPI (5.5%).

In today’s climate, with astronomical increases in utility bills, coupled with the rising cost of petrol/diesel and the knock on effects to food prices, along with the pending Government increase to National Insurance contributions (+1.25%), we clearly need to secure a good pay increase so our members’ living standards do not deteriorate.  The offer from Capita failed to address the extreme cost of living in these unprecedented times and would amount to a pay cut in real terms; hence the Postal Executive decision.

In view of the above, we are seeking further negotiations to see if there is any scope to improve the offer to a more realistic position.  We have also arranged a briefing of our Capita TVL Reps to discuss next steps.

Further developments will be reported.

Yours sincerely

Andy Furey
Assistant Secretary

Attachment 1: 22LTB081 – Capita TVL – Rejection of Inadequate Pay Offer

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NATIONAL BRIEFING 28^THFEBRUARY AT 1 P.M. – NEW DEAL FOR WORKERS AND TUC RALLY

An important National Briefing will be held virtually on Monday 28th February at 1p.m. to update Branches on the New Deal for Workers campaign and the how crucial it is we mobilise the whole union for the TUC rally in Blackpool on Saturday 19th March.

Every CWU Branch needs to join the National Briefing where we will set out our mobilisation plan and the importance of a big CWU turnout on the day.

In the meantime, due to the Tory Spring Conference, hotel accommodation is relativity low. Branches are encouraged to book hotels, if needed, as soon as possible.  Many unions and Branches have already done this and chosen to stay in neighbouring areas and travel into Blackpool on the day.  The rally on the 19th will assemble at 11a.m. We will release the exact details nearer the day.

The log in details for the briefing are below.  We look forward to seeing you on the 28th at 1pm.

https://cwu-org.zoom.us/j/86302289961?pwd=MjAwTEdmUXZtOWhoaE01Z2dsZVR0Zz09

Meeting ID: 863 0228 9961

Passcode: 152322

Yours sincerely

Dave Ward
General Secretary 

22LTB080 NATIONAL BRIEFING 28TH FEBRUARY AT 1 P.M. – NEW DEAL FOR WORKERS AND TUC RALLY

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British Heart Month – Become A BHF Lifesaver – Learn CPR In Just 15 Minutes And On-Line Training And New Digital App (Revivr):

The survival rate for out of hospital cardiac arrests in the UK is less than one in 10, and every minute without CPR or defibrillation can reduce the chances of survival by up to 10 per cent. Anyone can now learn how to save a life by performing CPR in just 15 minutes with a new British Heart Foundation on-line training tool which has been launched this month as part of the British Heart Foundation (BHF) Heart Month 2022.

The British Heart Foundation have asked major UK employers to help promote the on-line free training tool and a digital App to assist understanding of CPR and the use of defibrillators.

‘RevivR’ is the trade mark of the free, easy to use, digital training tool to teach people the essential elements of CPR, in just 15 minutes. There is no need for specialist equipment – just a mobile phone or tablet, some floor space, and a firm cushion to practice on. ‘RevivR’ will be officially launched in April 2022, but Royal Mail Group have been asked to participate in the testing phase during February and March 2022 helping the British Heart Foundation to perfect their training tool.

Many people witness a cardiac arrest – whether in the community, in the street, at work or at home – this campaign is to raise awareness and get more people ready for that day should it occur.

Everyone in Royal Mail Group is invited to take 15 minutes to complete the CPR and Defibrillator on-line training and provide feedback via the short questionnaire at the end.

Every year more than 30,000 people in the UK have an out-of-hospital cardiac arrest. Currently, less than 1 in 10 people survive.  CPR and defibrillation, provided by a member of the public, can more than double a person’s chance of survival.

The British Heart Foundation has been working with its medical training partner to develop this new on-line, digital CPR training tool – ‘RevivR’ – to provide everyone with the necessary skills to give lifesaving CPR and feel confident about using a defibrillator.

To promote the campaign, the British Heart Foundation have sent out posters to the largest 200 RMG sites to display on their notice boards (copies attached).

Royal Mail will also be running awareness of the training through Workplace, Plasma Screens, Courier Newspaper and through the SHE news on line pages.  The training can also be accessed by switching to camera on your phone and hovering over the QR code displayed on the poster or simply follow this – Learn CPR in 15 Minutes Link:

https://www.bhf.org.uk/how-you-can-help/how-to-save-a-life

The Health, Safety & Environment Department would like all CWU Reps to access the training and give it a go – you never know as one day it could help to save the life of a friend, colleague, family member or community member.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

22LTB079 British Heart Month – Become A BHF lifesaver – Learn CPR In Just 15 Minutes And On-Line Training And New Digital App (RevivR)

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