Earlier today Capita announced that the BBC contract for the TV Licence has been extended for a further five years until June 2027. It should be noted that Capita have operated this lucrative contract for the last 20 years since the Post Office lost it.
This five-year extension removes a degree of uncertainty for our members as there has been much political and media speculation regarding the continuation of the TV Licence. Clearly this is good news for our members as it will allow job security for a reasonable period.
Reproduced below is the Capita TVL communication from Paul Johnston, TVL Managing Director, confirming this positive development.
A message from Paul – we have agreed a new contract extension with BBC
Hi everyone,
I have some fantastic news to share with you.
We have secured a five-year contract extension to continue partnering with the BBC to administer the TV Licence in the UK.
The contract renewal will run from July 2022 until June 2027 and is testament to the hard work you have all been doing to support our partner for more than 20 years.
I want to say thank you for your continued support and let’s keep delivering first class services for our client and their customers!
TUC MARCH AND RALLY – SATURDAY 19th MARCH, BLACKPOOL – MOBILISING THE CWU
The TUC have called a march and rally in response to the ongoing cost of living crisis. The event will take place from 11:00 on Saturday 19th March in Blackpool.
The CWU have been pushing the TUC to be more proactive in both their opposition to this government and their support for our New Deal for Workers Campaign. On this basis, it is crucial that our Regions and Branches are well represented on the 19th March.
The march and rally will coincide directly with the Tory Party Spring Conference, which is being held in Blackpool at the same time. This is a great opportunity for a trade union led activity to gain media coverage and challenge the actions of this government.
Branches will be aware that this event clashes with the UN Anti-Racism Day rally in London. Branches will of course make the appropriate decisions about delegations to each event. We will also ensure that our block and branding at the TUC organised march in Blackpool reflects our already well established CWU against racism messaging.
We will share further details on the march and rally in the coming weeks. We want to see a large block of members, representatives, friends, and families protesting under the CWU banner. We will be using all means possible nationally to raise awareness of this event.
Branches will recall the BEIS Select Committee launched an inquiry into Post Office and the Horizon system in March 2020 which was described as examining “…the impact on sub-postmasters, its effect on the future viability of the Post Office, and examine the lessons the Government and Post Office Ltd have learned from a scandal.” We submitted both written and oral evidence to the inquiry; however, the second session of the inquiry scheduled for 26thMarch 2020, which was which was due to hear evidence from Paula Vennells, former CEO, Nick Read, current CEO, Fujitsu, the Minister and BEIS and UKGI officials was postponed due to Covid-19. The Committee continued to receive written evidence.
Following the Government announcement of the independent Horizon review led by Sir Wyn Williams in June 2020 which was subsequently declared a statutory inquiry, the BEIS Select Committee made the decision to pause their oral evidence sessions until after the review to “avoid creating conflicts between parliamentary and legal processes”. In the meantime, the Select Committee felt a very pressing issue was compensation for Postmasters and in particular the 555 who brought the Group Litigation against Post Office and won in December 2019. It has been well publicised that the Group litigants eventually settled for £57.75m; however, after taking into account legal costs of £46m, they only received on average around £20k each, which of course completely dwarfs their average losses which are estimated to be more than £100k each.
With this unfairness in mind, the Committee took oral evidence on the matter of compensation via sessions on 14th December 2021 and 11th January 2022. Whilst on this occasion we didn’t participate in the oral hearings, we nonetheless made a comprehensive written submission.
Accordingly, we are pleased that the BEIS Select Committee has today published an ”interim” written report on the issue of compensation. This contains 29 powerful conclusions/recommendations, the most critical of which is the following, which is a “demand” rather than a recommendation:
“We demand that the Government as a matter of urgency commit to ensuring that the 555 are fully compensated for all of their losses on the same basis as other victims of this scandal receiving compensation.”
The full report can be downloaded via the following link:
In the circumstances, we naturally welcome the BEIS Select Committee’s interim report and urge the Government to fully and fairly compensate the 555 former Postmasters who suffered so terribly at the hands of Post Office. We will obviously be keeping a close eye on further developments including any responses from both Government and Post Office.
EDM 882 – Post Office Horizon compensation scheme
On the same theme, the following EDM was tabled by Kate Osborne, Labour MP for Jarrow, on 6th January 2022 and has already gained 116 signatories from across all the major parties.
That this House believes that the 555 litigants, who won civil proceedings against Post Office Ltd in 2018-19, should not be excluded from the Post Office Horizon compensation scheme; that the exclusion of these litigants from the compensation scheme is having and will continue to have a direct and devastating impact on these individuals and their families, especially as they exposed the scandal against all odds and have been left with the legal bill for doing so; resolves that all those affected by this scandal, including the 555 litigants, must receive compensation that is commensurate with the suffering they have faced; and strongly urges the Government to put in place an external compensation scheme that is outside the scope of the Post Office and provide this group with the redress they not only deserve but are entitled to.
Branches can view the current signatories via the following link and are urged to contact their local MPs to encourage them to sign this important EDM if they have not already done so:
Sir Wyn Williams Inquiry – Evidence Sessions Began 14thFebruary
Last but not least, Sir Wyn Williams’ Horizon Inquiry has commenced its oral evidence sessions this week in relation to the “Human Impact” of the Horizon scandal and we have heard some harrowing stories from former Postmasters who were so badly treated by Post Office. The CWU will be giving evidence to the inquiry at a date to be confirmed.
As a consequence of these developments and activities, the Horizon scandal has received significant media attention over the past few days including the following articles:
It can only be hoped that with all the political scrutiny, along with the judicial inquiry, that the many hundreds of victims of Horizon will see justice done after so many years of campaigning and seeking to expose those responsible who must be held to account.
Royal Mail Group – ‘Let’s Talk Menopause’ Campaign – Launch of Enhanced Menopause Support Package For Women – Today 17 February 2022
Royal Mail Group currently has around 16,500 women employees who are likely to be experiencing menopausal and perimenopausal symptoms – so as one of the UK’s largest employers – it matters to them! Following discussions with the Royal Mail Group’s Head of Health and Wellbeing, we very much welcome and support the commitment of the business, through the new ‘Let’s Talk Menopause’ campaign, to significantly enhance the support afforded to women employees experiencing and indeed suffering menopausal symptoms.
Royal Mail stated in launching the new campaign that “Most women will come up against menopausal symptoms, but that’s not to assume every person’s experience will be the same. We want our people in Royal Mail Group to feel they can have the conversation and seek the support they need however the menopause is impacting them. We don’t want any woman in our business to feel that they’re unable to do their job or progress their career – we want everyone to feel at their very best.”
‘Wellbeing Of Women Workplace Pledge’ – Supporting Staff Through Menopause
Almost 900,000 women in the UK have quit their jobs due to the menopause. By signing up to the ‘Wellbeing For Women Menopause Workplace Pledge’ Royal Mail Group commits to making a difference and making the organisation a supportive and understanding place for employees going through the menopause. If people affected by menopause feel supported at work, it can help to increase staff retention, reduce recruitment costs, improve productivity, happiness and wellbeing, and ensure a more diverse workforce. In signing the Menopause Workplace Pledge, Royal Mail Group commits to:
Recognising that the menopause can be an issue in the workplace and women need support
Talking openly, positively and respectfully about the menopause
Actively supporting and informing employees affected by the menopause
Royal Mail Group (RMG) has signed the workplace pledge to strengthen the company’s commitment to a step change in menopause support.
Through the RMG ‘Let’s Talk Menopause campaign’, RMG aim to get the conversation going, raise awareness, encourage shared experiences, normalise menopause conversations and make a difference. The new RMG ‘Let’s Talk Menopause’ – ‘Workplace Group’ is now available to enable anyone affected by menopause to network with each other. RMG will set out the enhanced support available and will be making it clearer for employees to know how to access it. Over the coming months, there will be information on the below;
New Enhanced RMG Menopause Support
‘Meno-Mates’ local volunteers– Will help to raise awareness, listen and signpost their colleagues to available support while normalising menopause conversations. Information will be made available on how people can become a volunteer
Menopause guidance – Which outlines the symptoms that some women suffer when going through the menopause, how these symptoms can affect them at work, and provide practical advice and guidance.
First Class Support Menopause Toolkit – Confidential and available 24/7for employees seeking assistance, referrals, including direct access to counselling, support, managerial support, advice and guidance, conversations, articles, programmes, signposting, physical help, reasonable adjustments, modified duties, flexible working, quiet space etc., and a comprehensive new menopause toolkit.
Menopause awareness eLearning – Training for managers, ‘Meno-Mates’ and CWU Reps will be available from 21 March or earlier.
Other support available – Will be detailed – for example, RMG’s new partnership with the menopause organisation ‘GenM’ offering access to resources. Also ‘Henpicked’ and the ‘Daisy Network’. Details of these organisations below.
‘GenM’
‘GenM’ say that we ‘need to talk’ more openly about menopause and need to stop teaching women to make do and mend in this period in their lives. ‘GenM’ have published a report – The ‘GenM’ Menopause Invisibility Report’ (copy attached) which revealed the distinct lack of education and support for people going through the menopause. ‘GenM’ called upon companies and employers to open up the conversation and help normalize menopause for future generations. Royal Mail Group has signed up to that agenda.
‘GenM’ is seeking to make menopause a more positive experience for everyone. According to ‘GenM’ women going through the menopause often feel “alone and invisible” due to a lack of knowledge, as well as the lack of choices offered to them by employers. According to ‘GenM’s’ Invisibility Report, which was published last year, 87% of menopausal people feel overlooked by society and by employers. 97% feel employers should cater more to the needs and wants of menopausal people; and 91% have never seen specific advertising or marketing for menopausal products.
There are 15.5 million perimenopausal and menopausal people throughout the UK, and it’s abundantly clear that they are underserved, and deserve much better state ‘GenM’.
‘GenM’ has previously worked hard to improve the treatment of menopausal people in the workplace through its ‘Choose to Challenge campaign’. ‘GenM’ say that menopause is not just a workplace issue, but a societal one.
‘GenM’ state that there are 48 symptoms of menopause, yet most women can only name between three and five. So if women don’t even know the symptoms of their own menopause, how can we expect men to? How can we expect employers and organisations to? They want ‘brands’ to create products that cater to them, and market those products accordingly so that women know what is available to them?
‘GenM’ want major brands to cater to their menopausal customers and to normalise the conversation around menopause, as well as create and market products that will cater to the needs of menopausal people. Major brands including M&S and Boots have already joined ‘GenM’ in co-signing an open letter to the industry asking major brands from all sectors to pledge to better understand the needs of those going through menopause, use their platforms to normalise the conversation around the topic, and review how their policies, products and services can improve the menopause experience.
‘GenM’ also wants companies to develop their internal teams so they can support their menopausal employees.
‘Henpicked’ is one of the UK’s largest, fastest-growing websites for women, here to give women a place to have their say, sparking discussion, promoting healthy debate and, aiming to bring about positive change. ‘Henpicked’ is a dynamic community of women who want to help one another with news and views on a number of subjects with women supporting women.
‘Henpicked’ has a special website section on ‘Menopause in the Workplace’ covering awareness, toolkits and training and their menopause in the workplace experts provide line manager and colleague training, videos, eLearning, policy and communications expertise.
Daisy Network is a charity dedicated to providing information and support to women diagnosed with Premature Ovarian Insufficiency, also known as Premature Menopause.
The CWU has wanted RMG to become more menopause friendly throughout the organisation and to raise awareness, develop workplace information, management training, education, policies and practices and through the new campaign and enhanced support we will continue discussing and monitoring it. Everyone knows someone who is experiencing menopause or someone who will eventually go through menopause and we want Reps to ensure those members access and use the information and support available to make a difference.
The menopause is a natural stage of life and it can be a difficult and stressful time for those experiencing symptoms which can be quite severe, affecting people both physically and mentally. Those going through the menopause shouldn’t just be expected to put up with it and deal with it whilst suffering in silence. Enhancing the support available, raising awareness and creating a positive and open environment for those affected is encouraging and can help prevent stress, anxiety and depression, loss of confidence and feeling like they need to take time off work and hide the reasons for it. Normalising menopause conversations in the workplace, increasing awareness of the impact of menopause symptoms which can last a long time is therefore is an important, positive step forward. The CWU very much welcomes and supports the new campaign.
Attachments:
‘GenM’ – The Invisibility (Menopause) Report
Yours sincerely
Dave Joyce National Health, Safety & Environment Officer
HEART UNIONS WEEK – CWUMUG – ALL PROFITS TOUCU STRIKE FUND
We have linked up with Pellacraft to produce a new mug design, with all profits going directly to the UCU strike fund. University workers are currently in the midst of a 10-day strike over pensions with more action expected in the coming weeks on pay, terms and conditions. It is vital all unions stand with the UCU.
The ‘oversized’ mug would look great in any home or branch office and gives us the chance to raise funds for a crucial cause at the same time.
The reason I am running for the position as one of your divisional reps is based on a few things, which I believe are concerns for all.
I believe that we should all have the opportunity to progress and I also believe that we as a union should look for people to support and encourage into new positions. There should be a continued line of succession, so we don’t fail our members through a lack of support.
In have a proven track record of battling with the business. In my own office revision the business wanted to take out 1300 hours per week which equalled over 30 jobs and all SA’s;
After negotiation, using the tools and agreements provided they got 550 hours which includes 140 for the shorter working week. We started with 126 full time people and now we are up to 140… 36 leave reserves, of which 15are full time and 21 are on 32 hours.
We moved away from being a ‘union’, which is what the business wanted, by letting each function perform its own revisions, and no care was shown to the knock-on effect, which has meant that we have a membership that is divided in opinion, and worse, the length of the working week. I will work tirelessly to reunite the members and the functions.
I like reading and I am methodical, if the detail is wrong, I am not afraid to challenge!
If elected I will make sure that all reps receive the relevant training and support required to carry out the role
I am always contactable, and if cannot answer your call, I will always get back to you, at the earliest opportunity.
We held a National Briefing in Birmingham earlier today and I’m pleased to report the general feedback from Branches and Reps was very positive and all indications are that the members fully understand the reasons for the dispute and we are optimistic that a healthy Yes vote will be delivered. However, we are not taking this for granted and it is therefore important for Reps to continue to engage with the members via face to face visits and gate meetings together with our other channels. In this regard, we are working closely with our Communications Department and plans are being developed for Facebook Live events and a Zoom rally of impacted members. Further details including dates for these activities will be advised in due course.
Strike Ballot Timetable
Branches are advised the timetable below, which has previously been endorsed by the Postal Executive, was announced at the National Briefing earlier today:
Notice Served Monday 28thFebruary
Ballot Papers Despatched Monday 7th March
Ballot Closes Monday 28thMarch
It should be noted the above timetable has been influenced by the feedback from our Reps who reported that annual leave in March is quite high amongst our members due to accruing leave during Lockdowns etc. Consequently we have allowed for a slightly longer period for ballot papers to be returned.
We are taking the unusual step of publicising the timetable earlier than the legal requirements as we are keen to explain to members the sequencing of events and provide them with an explanation as to why we are not serving notice for another 12 days. In essence, as Branches will be aware, we are in the middle of a membership verification exercise which is an important activity. Branches are reminded that any changes need to be notified to Lisa Parrett – lparrett@cwu.org SDGS Department by no later than Tuesday 22nd February. Branches are encouraged to work with our Post Office Reps to ensure this activity is completed in good time.
Membership Communication
Helpfully, Post Office last Friday 11thFebruary published a “One Digest” article (attached) regarding the extreme cost of living being experienced by people today entitled “Two in five Brits forced to make impossible decisions”. Laura Joseph, Customer Experience Director, expanded upon this position when saying “…hunger and poverty in the UK is a very real issue that we all need to come together to tackle head on, especially in these unprecedented times .”
The Post Office communication, whilst laudable in its support and promotion of the Trussell Trust, simply adds insult to injury when viewed against the imposed pay freeze on our members. Crucially, Post Office has made a compelling argument for a good pay rise for our key worker members. I have therefore written to Nick Read, CEO, to challenge these double standards and have specifically called upon him to do the right thing by his employees and abandon the indefensible and unrealistic pay freeze policy.
In this regard, a home mailing is in the process of being sent to our members highlighting the irony of this situation. A copy is attached for information.
Finally, Branches are urged to bring the contents of this LTB to the attention of our Post Office members.
RMG Coronavirus Update – Further Easing of Covid-19 Restrictions in Northern Ireland:
Further to LTBs 002/22, 031/22, 033/22, 036/22 and 43/22, the Northern Ireland Government Health Minister announced yesterday the further additional easing of Covid-19 control measures and restrictions in so far as remaining Covid-19 restrictions in Northern Ireland will be lifted and an order would be made to that effect.
The remaining restrictions being removed include requirements to wear face coverings. There will no longer be a requirement to wear a face covering in any enclosed public areas, including shops, restaurants, cafés, bars and pubs, public transport, driving instruction and close contact services etc. The N.I. Government will remove the regulations and instead move to a position of face coverings being ‘strongly recommended’ for enclosed indoor settings.
See attached message from Dr. Shaun Davis RMG Director of Safety that is being issued to all managers in Northern Ireland today.
The message confirms that the wearing of face coverings in all Royal Mail Group (Royal Mail and Parcelforce) buildings in Northern Ireland is no longer mandatory and instead, face coverings are now ‘strongly recommended’ at this time.
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.
There are no further changes at this time but further announcements are expected at the end of February from the UK Government and the devolved administrations.
Royal Mail Group in consultation with the CWU continues to monitor announcements across the UK and expect in a few weeks’ time to be able to update the workforce on the lifting of further coronavirus restrictions all together.
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
Royal Mail Group Joint Health & Safety Committee Meetings – Message From Dr. Shaun Davis Director Safety, SRSC Regulations 1977, National Health and Safety Representation and Consultation National Agreements and RMG SHE Standard 2.3:
Under Regulation 9 of the Safety Representatives and Safety Committees Regulations 1977, employers are required to establish and maintain health and safety committees by law.
The National Health and Safety Representation and Consultation Agreements between all Royal Mail Group Businesses and the CWU Health, Safety & Environment Department along with Royal Mail Group Safety Health and Environment (SHE) Standard 2.3 and Safety Policies set out the ‘Mandatory’ requirement for joint health and safety committees.
The primary purpose of a health and safety committee is to facilitate cooperation between the employers, departments, managers, Trade Unions and their appointed Health and Safety Representatives to identify, address, and resolve health and safety issues and concerns.
Health and safety committees have a crucial role to play in translating worker Safety Representative involvement into practice.
Where workplace health and safety management is poor, the health and safety committee provides a highly effective way in which to hold the management to account and to secure improvements and remedial actions.
Even where standards of occupational health and safety appear to be adequate, safety committees can do much to promote a climate in which safety issues are seen as inherent to the success of the organisation and not merely as a list of areas which must be checked in order to avoid legal action.
Well established safety committees will often go beyond checking passive compliance with health and safety law, by playing a pro-active role in the fostering and development of a positive health and safety ‘culture’ within the workplace.
Joint health and safety committees can empower health and safety reps’ involvement and engagement in order to play a significant role in decisions made about health and safety at work.
Independent research has shown that workplaces with union health and safety representatives and joint health and safety committees had significantly better safety records and accident records than those with no effective consultation mechanisms.
In carrying out their functions around the organisation, health and safety reps become extremely knowledgeable about the safety hazards and risks that the workforce may encounter in the course of their duties. Such expertise is invaluable and the health and safety committee is a prime conduit through which that input can flow proving that greater health and safety rep participation in workplace health and safety brings big benefits to the workforce, employers and managers.
It was brought to the attention of the CWU Health Safety and Environment Department that during the pandemic, the management in some areas and units in Royal Mail Group had taken it upon themselves to cease Health and Safety Committee meetings – which in fact they had no authority to do as it was both in breach of the law and in breach of National Agreements and company mandatory policies.
At our request the Director of Safety has issued communications to all managers across all parts of Royal Mail Group that joint Health and Safety Committee meetings MUST take place.
The communication from Shaun Davis Royal Mail Group Director of Safety is attached.
NOTE: Under the CWU/RM National Health and Safety Representation and Consultation Agreement, the ASR can attend ALL Health and Safety Committees in his/her constituency area.
ASR ACTION:
Please ensure all Joint Health and Safety Committees are functioning and meeting regularly (as per the above and attached), producing minutes and remedial action plans, operating to the model agenda as a minimum. Any areas not resolved should be escalated as per the attached process.
Attachments:
Health and Safety Committee Meetings – Message From Dr Shaun Davis Safety Director
RMG SHE Instruction 2.3 – SHE Consultation in Day To Day Operations Guidance Document
Appendix 1 She Standard 2.3 – Safety, Health and Environment (SHE) Committees Structure & Suggested Attendees (Appendix1)
RMG SHE Instruction 2.3 – Consultation and Participation
Appendix 3 – Safety Health and Environment Committee Agenda
RMG SHE Instruction 2.3 SHE Committee Meeting and Dispute Resolution Guidance Document
Appendix 2 – SHE Standard 2.3 Dispute Resolution Flowchart
Appendix 6 – SHE Standard 2.3 Dispute Resolution Template
Yours sincerely
Dave Joyce National Health, Safety & Environment Officer
CWU Eastern No5 Branch 