General Conference 2022 – Sunday 24th –Tuesday 26^stApril 2022

Attached with this Letter to Branches are motion forms for General Conference 2022.  Branches should note that the motion guide for submitting motions to General Conference 2022 has been attached. Submitting bodies are advised to read the guidance notes carefully prior to submitting motions to ensure your motions meet the criteria for submission.

At this stage it is expected that the Equality Day will be Monday 25^th April 2022. Whilst it is hoped that the content of motions submitted by the Regions on behalf of the Regional Equality Sub-Committee will be such that it is appropriate to be placed in the Equal Opportunities section of the agenda and heard on the Equality Day, motions will not automatically be placed there unless the content of the motion allows.

Entitlements In relation to the General Conference 2022:

• All Branches are entitled to submit three motions to General Conference.
• Regional Committees are entitled to submit three motions to the General Conference – however one of the motions must be from the Regional Equality Sub-Committee.
• Regional Health and Safety Sub-Committees are entitled to submit three motions on Health, Safety and Environmental matters to the Health Safety and Environment section of the agenda.
• Branches and Regions are entitled to submit one Rule Proposal to the rules section.

Branches/Regional Committees/Regional Health and Safety Sub-Committees are also reminded that the closing date for the submission of motions to General Conference is Midnight, Sunday 30^th January 2022.

Motions submitted by email and any other email correspondence must be sent to generalmotions@cwu.org and no other personal email address.

Submitting bodies ***Please note the new email address***

If sending Motions by post, Branches must ensure they use a signed for service which guarantees delivery by the closing date and time.

Motions received, will be acknowledged within 72 hours. If you do not receive notification of the receipt of your motions, contact generalmotions@cwu.orgor call Angela Niven at head office on 020 8971 7256 to confirm receipt.

Branches/Regions/Health and Safety Sub-Committees/Minority Conferences and the NEC are reminded that the Standing Orders Committee will not alter or amend any of the motions submitted therefore it is important that motions are checked before they are submitted.

Any queries regarding this Letter to Branches should be addressed to Angela Niven on 020 8971 7256 or by email to generalmotions@cwu.org

Yours sincerely,

A P Kearns

Senior Deputy General Secretary

LTB 547/21 – General Conference 2022 – Sunday 24th – Tuesday 26th April 2022

General Motion Guide 2022

General Conference Motion Form 2022

Rule Proposal Form 2022

HS Motion form GC 2022

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Coronavirus/Covid-19 – LFD Workforce Testing Scheme in Royal Mail Group – Update as of 13.12.21:

LTBs 183/21, 190/21, 197/21, 54/21 and 522/21 reported and updated Branches on the agreement reached with Royal Mail Group to introduce a ‘Workforce Home Testing’ scheme for Covid-19/Coronavirus and its progress.

This scheme is a positive, proactive way of improving ‘Covid-Secure’ safety workplace safety standards for everyone in Royal Mail Group (Royal Mail, Parcelforce, RM Engineering, RM Fleet, RM Property & Facilities Services, RM Specialist Services, RM Customer Experience etc.,) by combatting the spread and transmission of the virus in the workplace. The simple to use Lateral Flow Device (LFD) test kits are supplied to members at their workplace and they can then take them home to use in the privacy of their own homes. The fast result, quickly identifies those infected but asymptomatic (showing no symptoms) and gets them into self-isolation promptly.

This testing scheme firstly protects the individual and secondly reduces the risk of ‘unknown’ transmission of the virus to others, bearing in mind that many people, estimated as much as one in three, may be infected but are either ‘pre-symptomatic’ (infected but incubating and not yet showing symptoms) or totally ‘asymptomatic’ (infected by the virus but not showing or experiencing any ill effects). People in these positions will not know they have the virus but are transmitting it to others who then become ill and an outbreak can occur as more become infected from the unknown source.

Following initial discussions between the CWU Health, Safety & Environment Department, Royal Mail Group and Government Agencies the BEIS (Department for Business, Energy & Industrial Strategy and the HSE (Health and Safety Executive), agreement was reached and contracts signed with the DHSC (Department of Health & Social Care) and the MHRA (Medicines & Healthcare Regulatory Agency) in relation to securing participation in the Government’s Workforce Covid-19 Testing Programme Pilots.

A positive test early in the course of the illness enables individuals to isolate themselves, reducing the chances that they will infect others and allows them to seek treatment earlier, likely reducing disease severity and the risk of long-term disability, or death.

Since it is recognised that a third of all Covid-19 infections are transmitted by people who are not showing any symptoms, identifying infected individuals via testing while they are not symptomatic, via workforce testing in Royal Mail Group, one of the UK’s largest employers, could therefore play a major role in helping stop the virus spread.

A ‘tripartite’ agreement was reached involving the CWU, Royal Mail Group and the Department of Health and Social Care for Royal Mail to introduce a Government initiative of regular weekly Covid-19 testing for Postal Workers which involves Lateral Flow Device (LFD) Test Kits provided to staff at work which they can take home to test themselves in the privacy of their homes, using the very simple test.

Royal Mail Group secured a stock of 300,000 LFD Test Kits from DHSC (Department of Health & Social Care) with the stock now held at Royal Mail Swindon Walk Bundling Centre ready for national distribution to workplaces requesting the kits in order that staff will be able to collect and take home, twice weekly, self-testing, test kit packs and then use the free, rapid coronavirus (Covid-19) tests twice a week at home.

The Scheme has been very successful showing that to date (13.12.21) – 70 LFD Positive Covid-19 Test Results have been found from 44 Units. These are subsequently confirmed by a PCR test and therefore Covid-19 outbreaks have been avoided over a number of Units as the benefit of getting infected workers into self-isolation blocked transmission of the virus to further individuals.

In total Royal Mail Group have had 3,113 orders for 96,387 LFD Test kits.

Results so far show:

• 70 LFDS confirmed as Covid-19 positive cases from 44 Units

Name of Operational Sites and Offices returning Positive Test Results:

1. Abergavenny DO
2. Abingdon DO
3. Airdrie DO
4. Aldershot PFW LD
5. Alresford (SO) DO
6. Bath DO
7. Bicester DO
8. Biddulph DO
9. Bristol North DO
10. Burton on Trent DO
11. Camberwell DO
12. Chester DO
13. Chester le Street DO
14. Chorley PFW NWPC
15. Coulsdon DO
16. Cowdenbeath DO
17. Dundee East DO
18. Edinburgh MC
19. Enfield DO
20. Exeter DO
21. Gloucester North DO
22. Grimsby DO
23. Hayes DO
24. Hendon DO
25. Manchester MC
26. Mid Rhondda Ganol DO
27. Newport West DO
28. Newtonards DO
29. Norwood DO
30. Preston Fleet Workshop
31. Perth Fleet Workshop
32. Rhyl DO
33. Salford DO
34. Sevenoaks DO
35. Sheffield City DO
36. Sheffield South East DO
37. Shrewsbury DO
38. Shrewsbury PFW LD
39. Stoke Contact Centre
40. Stowmarket DO
41. Swansea DO
42. Vale Of Glamorgan DO
43. Westbury on Trym DO
44. West Midlands Fleet Workshop

Please participate in Workforce Testing

The CWU is very strongly supporting the Covid-19 Workforce Testing and we need the help and support of every CWU Rep at all levels to encourage our members to participate and take up the testing option which is a positive benefit to all our members. 

Royal Mail Group and CWU are pleased to be working with the Government to deliver a workforce home testing programme. Participation in this is voluntary and is fully supported by Royal Mail, Parcelforce, CWU/HQ and Unite/CMA HQ. We want every member to take part in regular Lateral Flow Testing to help prevent the spread of Covid-19.

Royal Mail Group contact for unit managers if individuals in a workplace want to participate in workforce testing:

Carole Pearce Royal Mail Group Senior Operations Solutions Manager Mob: 07860847584Email: Carole.pearce@royalmail.com

Enquiries:

Any enquiries regarding this LTB should be directed to CWU/HQ Health, Safety & Environment Department.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 548/21 – Coronavirus Covid-19 – LFD Workforce Testing Scheme in Royal Mail Group – Update as of 13.12.21

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POST OFFICE: BEIS SELECT COMMITTEE MEETING & WESTMINSTER HALL DEBATE – HORIZON SCANDAL

I wish to advise Branches that there will be two parliamentary meetings held tomorrow, 14^thDecember, in relation to the Horizon Scandal – these are as follows:

• BEIS Select Committee Meeting – 10.30am – Oral Evidence Session. Witnesses include Alan Bates, founder of the Justice for Subpostmasters Alliance (JFSA), Dr Neil Hudgell, Executive Chairman, Hudgell Solicitors, Jo Hamilton and Paul Harry, former Postmasters. The event can be viewed live on parliament TV:

https://www.parliamentlive.tv/Event/Index/0c9e2335-fd0b-4886-9bbb-25b8b97f11f9

• Westminster Hall Debate – 11am: The Historic Shortfall Scheme – put forward by Liberal Democrat MP Alistair Carmichael. The Historic Shortfall Scheme (HSS) is the compensation scheme offering redress for current and former Postmasters who may have experienced shortfalls related to Horizon.  The HSS is estimated to potentially cost over £300m, which came to light via a Freedom of Information Request and a resultant BEIS “Partner Organisation Risk Analysis” document.  Seemingly, Post Office had privately budgeted just £35m to cover this matter.

The CWU’s strong view is that the 555 claimants (former Postmasters who were wrongly convicted due to faults in the Horizon system) in the Group Litigation Order settled out of court in 2019 should receive fair and reasonable compensation.  As the court settlement was deemed “full and final” they were not eligible to claim compensation via the HSS and as such are the biggest losers in this scandal.  We believe the Government must provide the £46m they are seeking to cover their legal costs.  Alternatively, the Government should compensate them properly through the HSS.

Post Office has stated it cannot afford to compensate victims of the Horizon scandal. Nick Read, CEO has called on the Government to compensate victims of the Horizon scandal, saying that Post Office “simply does not have the financial resources to provide meaningful compensation.”

If the Government refuses to properly fund compensation for victims, this could put the future of the Post Office network at risk. The BEIS response to the July FOI request mentioned above stated that, in assessing the sum of claims: “There is a risk that this would impact POL’s ability to operate as a going concern.”    The Government has written down the value of the Post Office to zero due to compensation payouts over Horizon.

Bill Taylor, Head of Research, has prepared a paper in relation to the HSS which is attached to this LTB for your information.  I would like to thank Bill for this quality document that summarises our concerns & objectives.

An LTB containing further detail will be published following the meetings tomorrow.

Yours sincerely

Andy Furey                             

Assistant Secretary

LTB 546/21 – Post Office – BEIS Select Committee Meeting & Westminster Hall Debate – Horizon Scandal

Attachment to LTB 546/21 – PO Horizon HSS Brief 10 12 21

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Ofcom Postal Review Consultation

Further to LTB 293/21 in July which advised of the Union’s submission to Ofcom’s Review of Postal Regulation – Call for inputs, Ofcom has now published a consultation on its regulatory proposals for the five year period from 2022 to 2027.  Alongside these proposals, Ofcom has published its Annual Monitoring Update on the Postal Market for the financial year 2020-21. These reports can be accessed via the links below.  

The CWU Research Department has produced a brief initial analysis of the positive and negative aspects of Ofcom’s proposals from a CWU perspective, as set out below. A more in-depth analysis will be undertaken which will be considered by the Postal Executive and the National Executive early in the New Year.    

Positives from Ofcom’s proposals:

• No reintroduction of price controls or binding efficiency targets on Royal Mail.
• Maintaining Royal Mail’s current commercial and operational flexibility to help support the universal service.
• No extension of access regulation to small parcels or other bulk letter services (e.g. business reply mail).
• Maintaining the requirements on Royal Mail to provide USO services for parcels weighing up to 20kg.
• Extending some complaints handling procedures to other parcel operators and requiring parcel operators to better meet the needs of consumers with disabilities.
• Retaining the current quality of service standards for Royal Mail under the USO.
• Ofcom to work with Government and the postal sector as needed to help meet the UK’s net-zero carbon target.

Negatives from Ofcom’s proposals:

• No mention of labour standards in parcels and little mention of pressure on delivery drivers.
• Additional requirement on Royal Mail to set and report against a five-year efficiency expectation. Ofcom will monitor performance against those expectations.
• No introduction of tracked products into the scope of the universal service.
• No additional regulatory incentives for parcel operators to reduce risk of parcels loss or damage.
• No increase in the delivery frequency requirement for USO parcels (i.e. no increase from 5 days to 6 days a week).
• No mention of Ofcom pushing for more powers and duties on labour and environmental standards as called for by CWU.

The closing dated for responses to Ofcom’s consultation is the 3^rdMarch 2022, with Ofcom’s final decision document expected in Summer 2022.  The DGS(P) Department  and Postal Executive will now in conjunction with the GS Department and Research Department work on a further response to Ofcom which will be circulated to Branches in due course.

Link to Ofcom’s Review of Postal Regulation Consultation: https://www.ofcom.org.uk/consultations-and-statements/category-1/postal-regulation-review   

Link to Ofcom’s Annual Monitoring Update on the Postal Market 2020-21:

https://www.ofcom.org.uk/postal-services/information-for-the-postal-industry/monitoring_reports

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

Yours sincerely,                                                                     

Dave Ward                                                              

Deputy General Secretary (Postal)

Terry Pullinger

General Secretary    

LTB 542/21 – Ofcom Postal Review Consultation

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Please share the CWU Christmas advert as far and wide as possible https://twitter.com/cwunews/status/1470468572006674433?s=21

Link to embed video in your own tweet https://twitter.com/CWUnews/status/1470468572006674433/video/1

Facebook https://fb.watch/9TkJ2vcred/

Research Report Concludes That Face Mask Wearing ‘Cuts The Risk of Catching Covid-19 By Up To 225 Times and is more Effective Than Social Distancing’

In a recently published research report German and US researchers found that wearing a face mask can lower the risk of catching Covid-19 by up to 225 times, compared to solely relying on a three-metre social distancing rule. This is the latest report to conclude that wearing a face covering offers ‘enormously high’ protection.’

In a previous study published in the British Medical Journal (BMJ), an international team of researchers found face mask wearing cut Covid-19 transmission by 53 per cent and social distancing reduced the virus spread by 25 per cent. The academic paper comes after a review of six real-world studies on masks, concluding that widespread face mask use can cut Covid infection rates.

The latest research paper, published in the journal PNAS, measured the size and amount of respiratory particles that exhaled with various masks on.

It found a 90 per cent chance of catching Covid-19 if a person stands across from an infected person for five minutes and neither wear a mask, even with a gap of three metres in place.

However, it would take 30 minutes for the risk to be that high if someone was to wear a face mask, even if it does not fit ‘perfectly’ on the face.

Experts from the Universities of Göttingen and Cornell who did the study said their finding “makes face masks more important than social distancing”.

This latest research paper, published in the journal PNAS (Proceedings of the National Academy of Sciences), measured the size and amount of respiratory particles that come out of people’s mouths with various masks on.

Scientists calculated the risk of a person inhaling respiratory particles from various distances and lengths of exposure.

The scientific researchers and authors of the latest study found that the risk of infection without wearing masks is enormously high after only a few minutes, even at a distance of three metres, if the infected persons have the high viral load of the Covid-19 virus.

Masks were last week made compulsory in England again on public transport, shops and other indoor settings in response to the new highly infectious Omicronvariant, which was first identified in South Africa.

The Health and Safety Executive (HSE) state that face coverings can reduce the risk against the spread of infection because they cover the nose and mouth, reducing the spread of droplets and aerosols carrying Coronavirus (COVID-19). This limits the amount of the virus being released when people talk and breathe.

Ventilation is also important! Someone who has Coronavirus breathes out small particles (aerosols) of the virus. Adequate ventilation reduces how much virus is in the air, so it reduces the risk of breathing in the virus. In ‘stuffy’ poorly ventilated rooms the amount of virus in the air can build up, increasing the risk of spreading Covid-19, especially if there are lots of people in a crowded room. Good ventilation helps prevent the spread of Covid-19 by introducing fresh air into indoor spaces while removing stale air. Letting fresh air into indoor spaces can help remove air that contains virus particles and help prevent the spread of the virus.

Finally, hand washing! – To prevent the spread of Covid-19, people should also regularly wash their hands with soap and water for at least 20 seconds or use a hand sanitizer when they can’t use soap and water. Clean hands BEFORE and AFTER: Touching eyes, nose, or mouth, entering and leaving a public place, touching items or surfaces that are frequently touched by other people, such as doors, handles, tables, tools, equipment, trolleys etc.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 545/21 – Face Mask Wearing Cuts The Risk of Catching Covid-19 By Up To 225 Times

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TRADES UNION CONGRESS 2021: CWU DELEGATION REPORT

The 2021 Trades Union Congress took place online from Sunday 12th September to Tuesday 14th September 2021.

All unions were entitled to submit two motions to the agenda.  The CWU National Executive Council agreed the following motions:-

MOTION 1: NEW DEAL FOR WORKERS MOBILISATION STRATEGY

It has never been more important in the history of our movement for this generation of trade union leaders and all trade unions to campaign and take action together in pursuit of shared industrial and political demands.

TUC policy is firmly established in this area and in 2020 we agreed to mobilise for the New Deal for Workers Campaign and we must now urgently up the ante on this by taking the following actions:-

1. The existing TUC New Deal Charter must be sharpened with simple overarching demands and a contemporary narrative. 
2. A mobilisation strategy must enable each union to pitch their key issues to their own members, whilst also linking this to the overarching demands and narrative of the New Deal Campaign.
3. A national rally will be held in spring 2022. In advance of this there will be a national tour and town hall style meetings to strengthen the campaign and the turnout for the rally.

4. All unions and their Branches, TUC regions and Trade Councils will be asked to make the New Deal Campaign an ongoing key agenda item, including a coordinated communications/engagement strategy in advance of the rally.
5. We will build a social movement in support of the New Deal Campaign by engaging community and appropriate national membership organisations.

The New Deal mobilisation plan will be agreed by the General Council by October 2021 and will include an ongoing programme of action beyond the rally. 

MOTION 2: BUILDING COLLECTIVISM 

We face some of the most difficult circumstances in the history of the Labour movement.

As we grapple with the challenge of building a post- Covid and Brexit future, we do so knowing that prior to the pandemic there were deep structural imbalances of wealth and power in the world of work, the economy and wider society, that were decades in the making.

Climate change and the fourth industrial revolution will also accelerate the growing sense of insecurity and anxiety that people are feeling over the future. 

Against this background, the fundamental question facing all trade unions is how to unite working people, end inequality and build a coalition of support across race, gender and class to deliver change.

This should be a 1945 moment with a new social settlement, not only to rebuild from a crisis but to tackle the very same issues we face today that the Beveridge report highlighted then.

Trade unions must now join together and lead the way through the collective power of campaigning and action to make change happen on the ground.

Congress calls on the General Council to agree a plan before the end of 2021, for cross-union action – as part of a mobilisation strategy for a New Deal for Workers – to stop and reverse the privatisation of the NHS, defend public services, guarantee everyone a living income through the welfare system, establish a fully funded National Care Service and promote a national mission to abolish in-work poverty.

The CWU was also entitled to submit two amendments.  These were as follows:-

Amendment to UCU Motion:

Insert new paragraph 7: “Congress notes that the growth of automation has brought new urgency to this debate. We must strive for workers to benefit from new technologies and associated productivity improvements through a shorter working week with no loss of pay.”

Amendment to RMT Motion:

In paragraph 5, sub-paragraph iii., delete “highlighting this issue” and replace with: “that brings together affiliates and community organisations in order to recognise the wider role that key workers play in providing vital service to their communities.”

COMMUNICATION WORKERS UNION 

2021 TRADES UNION CONGRESS – ONLINE

MINUTES OF THE TUC DELEGATION MEETING 

HELD AT CWU HEADQUARTERS

150 THE BROADWAY, WIMBLEDON SW19 1RX

ON SUNDAY 12^TH SEPTEMBER AT 11.30 A.M. & 

MONDAY 13^TH SEPTEMBER

AT 9.30 A.M.

___________________________________________________________________

PRESENT:                            Karen Rose (Chair), Dave Ward (General Secretary), Tony Kearns (SDGS), Andy Kerr (DGS T&FS), Andy Furey (Acting DGS Postal), Maria Exall (ex officio), Steve Croke, Huge Gaffney, Keith Hamilton, Armajite Singh, Michelle Bailey, Jacky Morrey, Trish Vollans, Mel Wilson, Ken Woolley, Emma Garner, Mick Kavanagh

IN ATTENDANCE:               Bill Taylor, Lionel Sampson, Liam Young, Janina Dunn, Kate Hudson

1       WELCOME – INTRODUCTIONS & APOLOGIES

The Chair welcomed all CWU delegates to the meeting, in particular those who were attending the TUC Congress for the first time and asked the delegation to introduce themselves.

Apologies were received from Jane Loftus (family bereavement).

2          GENERAL SECRETARY OVERVIEW

The General Secretary welcomed all CWU delegates to Headquarters for the TUC online Congress and thanked them for making the journey under the current circumstances.

The General Secretary gave a brief overview of the two CWU motions submitted to TUC Congress.

3          EXPLANATION OF TUC DOCUMENTS

Bill Taylor and Liam Young provided an explanation of the TUC pack provided at the meeting which included:

• General Council Report 2021
• Final Agenda 2021
• General Purposes Committee Report and Consolidated Final Agenda 2021
• Programme of Business and General Council members’ responsibilities for motions and report paragraphs.
• Summary of CWU Conference Policy 2019
• CWU – TUC Congress 2021 Policy Positions.

4. CWU POLICY POSITION ON MOTIONS AND AMENDMENTS The SDGS went through the CWU policy positions.

1. Responding to Covid-1901 UNISON

02 NASUWT
amend NEU
amend Community

70 CWU
amend UNISON

03 PCS

04 EIS

05 CSP
amend Usdaw
amend RCM

06 POA

07 AEPComposite 01
Recover and rebuild: a post-pandemic plan for public services and safety at work

CWU – SUPPORT08 TUC Disabled Workers ConferenceStands

CWU – SUPPORT2. The economy09 GMB
amend Unite

10 Prospect
amend FDA

12 Community

15 ASLEFComposite 02
The climate emergency, defending jobs and a just transition

CWU – OPPOSE11 UCU
amend NASUWTStands
accepted

CWU – SUPPORT13 ASLEF

14 TSSAComposite 03
Rail cuts, climate change and a post-pandemic recovery

CWU – SUPPORT16 Community
amend UCU
amend TSSA

17 Nautilus InternationalComposite 04
Tackling the UK skills gaps and boosting maritime training

CWU – SUPPORT18 Equity
amend AUE

19 MU

20 FDA
amend Prospect

21 AUE

22 AUE
amend PCSComposite 05
Support for the cultural sector

CWU – SUPPORT23 Prospect
amend CommunityStands
accepted

CWU – SUPPORT24 RMT
amend CWUStands
accepted

CWU – SUPPORT25 FBUStands

CWU – SUPPORT26 UCU
amend CWU
amend RMTComposite

CWU – SUPPORT27 Accord
amend FDAStands
accepted

CWU – SUPPORT28 Nautilus InternationalStands

CWU – SUPPORT29 TSSA
amend RMTStands
accepted

CWU – SUPPORT30 AegisStands

CWU – SUPPORT31 UsdawStands

CWU – SUPPORT32 BFAWU
amend Unite

33 BDAComposite 06
Right to food

CWU – SUPPORT34 MUStands

CWU – SUPPORT3. Respect and a voice at work35 Unite
amend GMB

37 UsdawComposite 07
End fire and rehire; redundancy rights now!

CWU – SUPPORT36 TUC Young Workers ConferenceStands

CWU – SUPPORT38 NUJStands

CWU – SUPPORT39 RCPStands

CWU – SUPPORT40 PFA
amend CSP
amend RCM
amend AccordComposite 08
Online abuse: time for real change

CWU – SUPPORT41 NASUWT
amend Prospect
amend FBUComposite 09
Strengthening regulatory bodies

CWU – SUPPORT42 UNISON
amend CSP

43 RCP

44 HCSA
amend GMBComposite 10
Tackling structural racism, inequalities and the ethnicity pay gap in medicine following the Covid-19 pandemic

CWU – SUPPORT45 TUC Black Workers ConferenceStands

CWU – SUPPORT46 NEUStands

CWU – SUPPORT47 RCMStands

CWU – SUPPORT48 TUC Women’s ConferenceStands

CWU – SUPPORT49 TUC LGBT+ ConferenceStands

CWU – SUPPORT50 Unite
amend PCS

51 FBU
amend UNISONComposite 11
Tory attacks on our rights: defend democracy, trade unions and the right to protest

CWU – SUPPORT52 TUC Trades Councils ConferenceStands

CWU – SUPPORT4. Good services53 UNISON

54 CSP
amend FBU

55 RCM

56 BDA
amend RCP

57 GMB
amend UNISONComposite 12
Invest in public services

CWU – SUPPORT58 PCS

59 EIS
amend NASUWTComposite 13
Public sector pay and pensions

CWU – SUPPORT60 HCSAStands

CWU – SUPPORT61 NAHTStands

CWU – SUPPORT62 FDAStands

CWU – SUPPORT63 NapoStands

CWU – SUPPORT64 NapoStands

CWU – SUPPORT65 Equity

66 NUJComposite 14
Defending public service broadcasting and saving Channel 4 from privatisation

CWU – SUPPORT5. Winning more for workers67 Unite
amend RCP

68 RMT
amend UniteComposite 15
Defending and supporting union reps and winning rights for union equality reps  

CWU – SUPPORT69 CWU
amend NEU
amend UCU

71 AegisComposite 16
Increasing membership in the private sector and mobilising for a New Deal for all workers

CWU – SUPPORT72 NEU
amend TSSAStands
accepted

CWU – SUPPORT73 POA

74 BFAWUComposite 17
Colombian government violence; justice for Colombia

CWU – SUPPORT

The above policy was agreed.

5          CWU MOTIONS AND AMENDMENTS – SPEAKERS

TUC Congress was held online this year and normal speaker arrangements were suspended.  Owing to the fact that there were no debates on motions no speakers could be selected from the delegation.  However, representatives from the union’s leadership were approved to move and/or second motions.  These were Dave Ward, Tony Kearns and Karen Rose.

6          ELECTIONS

Section D

We are entitled to cast up to 192 votes for each of up to four candidates in Section D (Women Members).  We propose casting 192 votes for Jane Loftus (CWU), 192 votes for Annette Mansell-Green (BDA), 192 votes for Fran Heathcote (PCS) and 192 votes for Sue Ferns (Prospect).

Section H

We are entitled to cast up to 192 votes for one candidate in Section H (Disabled Members). We propose casting 192 votes for Dave Allan (Unite).

General Purpose Committee

We are entitled to cast up to 192 votes for each of up to five candidates for the General Purpose Committee.  We are proposing casting 192 votes for Sharon Wilde (GMB), Michelle Rodgers (RMT), Tony Wilson (UNISON), Linda McCulloch (Unite) and Dave McCrossen (USDAW).

General Council Statements

General Council Statement 1 – After the pandemic, a trade union action plan for a just, resilient future – Policy – Support 

General Council Statement 2 -Taking forward the work of the TUC’s Anti-Racism Taskforce – Policy – Support.

The recommended candidates were agreed.
 

ANY OTHER BUSINESS

There was no other business.

Any enquiries on the above LTB should be addressed tojdunn@cwu.org

Yours sincerely,

Dave Ward

General Secretary

LTB 543/21 – Trades Unions Congress 2021 – CWU Delegation Report

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IT IS VITAL THIS UPDATE FROM DGSP TERRY PULLINGER IS SHARED IN EVERY OFFICE IN THE UK

Revisions, Resourcing, Earnings Packages and Vans

Increasing local level autonomy to allow local managers and CWU Representatives to agree and decide local solutions to the daily challenges rather than have to wait and rely on someone distant from the problem to make the decision, is a major part of our strategy in deploying the Pathway to Change Agreement.

The revision programme we agreed was always ambitious, deployed from a standing start and historically unprecedented in scale and timelines. That strategy was always going to expose any weakness in respect of systems and decision-making, but what it has also exposed is genuine managerial capability issues. Inaccurate data, inadequate planning and poor / slow decision-making has made life really difficult for Postal Workers. In the dispute years, these failings were disguised, however deploying the Agreement has forced them to come to the surface, allowing us to combat them one by one.

In contrast, Postal Workers have shone and put in an extraordinary effort. One thing is for sure and that is that none of the failings recently prominent in the media are the fault of Postal Workers, who have been exceptional.

Trying to maintain a great public service throughout the pandemic has been incredibly difficult for everybody, especially whilst deploying major changes and considering the great annual challenge of the Christmas period pressure.

Whilst our members have been absolutely brilliant, Postal Workers and the Public we serve deserve better. This LTB is being circulated to acknowledge this and to assure all CWU Representatives that we have been addressing these issues and agreeing a series of interventions to give local managers and CWU Representatives the tools and autonomy to respond locally and at pace, in order to tackle the current challenges.

1/ To ensure that local negotiations are not constrained by local managers insisting that we only deliver T24 and T48 products, we published the following in a Joint Statement on 29th November 2021:

‘Royal Mail Group is committed to the USO and the delivery, collection and processing of letters, packets and parcels with equal status of importance and where we are experiencing challenges it is important that any required contingencies are agreed locally and must include all commercial and USO products and not priorities T24 and T48 parcels’.

If your local manager is not discussing and agreeing coverage and contingences in line with the above, the IR Framework / Dispute Resolution Procedure (DRP) should be used to ensure an appropriate agreement is reached.

2/ If resourcing issues are a problem then we have agreed to speed up the recruitment process by utilising ‘friends and family’ referrals, as well as local advertising and social media groups, to accelerate what was a far too elongated and centralised HR process.

If your local manager is refusing to adopt these strategies in an effort to relieve the pressure on the local workforce and maintain Quality of Service, then the IR Framework / DRP should be used to ensure an appropriate agreement is reached.

3/ Regarding the lack of vans, local CWU Representatives should not accept ‘jam tomorrow’ promises from managerial sources further up the line. If firm supply dates cannot be given, Representatives should insist that local managers work with them to source local suppliers where possible.

If local managers refuse to respond pro-actively in this regard, the IR Framework / DRP should be used to ensure an appropriate agreement is reached.

4/ In respect of earnings packages, which would ensure robust coverage and maintain Quality of Service, any proposals from the local CWU Representative should be considered and not be unreasonably rejected.

If local managers are refusing to respond to potential solutions addressing Quality of Service failures and robust resourcing arrangements by utilising our own skilled workforce, the IR Framework / DRP should be used to ensure an appropriate agreement is reached.

5/ In respect of the 70hrs cap, the following has been communicated to all local managers.

‘We do communicate that there is a 70hrs cap and local managers should not automatically plan above this (including Peak). However, where there is an agreed need in a specific location the cap can be exceeded. So it’s a needs based approach, locally agreed via a sensible and pragmatic approach. There is definitely not an edict to not exceed the 70hrs cap’.

If local managers are refusing to respond to reasonable proposals aimed to maintain Quality of Service, ensure robust resourcing arrangements and taking the pressure off our members by utilising the above, the IR Framework / DRP should be used to ensure an appropriate agreement is reached.

Hopefully this combination of interventions will strengthen the ability of local managers and CWU Representatives to make the right decisions where it matters, in the workplace on a daily basis. The failure of not doing all that we can to support Postal Workers through these very difficult times will further impact on the workforce morale and result in Customers and the Public not receiving the service they deserve.

We encourage all local Representatives to push hard for the most robust possible arrangements and contingencies to be put in place in order to ensure the best achievable Quality of Service, even if this means using the IR Framework / DRP when local managers are failing to adequately respond.

In closing, we wish to thank all CWU Representatives and our members for their magnificent daily efforts throughout one of the most difficult times in our history. Do not let the failings of systems, data or managerial capability define you. You all do any excellent job and it is a future worth fighting for. We will address all of these barriers and weakness, in order to deliver a Royal Mail Group fit for the next generation.

Yours sincerely,

Terry Pullinger

Deputy General Secretary (Postal)

Revisions, Resourcing, Earnings Packages and Vans

Increasing local level autonomy to allow local managers and CWU Representatives to agree and decide local solutions to the daily challenges rather than have to wait and rely on someone distant from the problem to make the decision, is a major part of our strategy in deploying the Pathway to Change Agreement.

The revision programme we agreed was always ambitious, deployed from a standing start and historically unprecedented in scale and timelines. That strategy was always going to expose any weakness in respect of systems and decision-making, but what it has also exposed is genuine managerial capability issues. Inaccurate data, inadequate planning and poor / slow decision-making has made life really difficult for Postal Workers. In the dispute years, these failings were disguised, however deploying the Agreement has forced them to come to the surface, allowing us to combat them one by one.

In contrast, Postal Workers have shone and put in an extraordinary effort. One thing is for sure and that is that none of the failings recently prominent in the media are the fault of Postal Workers, who have been exceptional.  

Trying to maintain a great public service throughout the pandemic has been incredibly difficult for everybody, especially whilst deploying major changes and considering the great annual challenge of the Christmas period pressure.

Whilst our members have been absolutely brilliant, Postal Workers and the Public we serve deserve better. This LTB is being circulated to acknowledge this and to assure all CWU Representatives that we have been addressing these issues and agreeing a series of interventions to give local managers and CWU Representatives the tools and autonomy to respond locally and at pace, in order to tackle the current challenges.

1/ To ensure that local negotiations are not constrained by local managers insisting that we only deliver T24 and T48 products, we published the following in a Joint Statement on 29^thNovember 2021:

‘Royal Mail Group is committed to the USO and the delivery, collection and processing of letters, packets and parcels with equal status of importance and where we are experiencing challenges it is important that any required contingencies are agreed locally and must include all commercial and USO products and not priorities T24 and T48 parcels’.

If your local manager is not discussing and agreeing coverage and contingences in line with the above, the IR Framework / Dispute Resolution Procedure (DRP) should be used to ensure an appropriate agreement is reached. 

2/ If resourcing issues are a problem then we have agreed to speed up the recruitment process by utilising ‘friends and family’ referrals, as well as local advertising and social media groups, to accelerate what was a far too elongated and centralised HR process.

If your local manager is refusing to adopt these strategies in an effort to relieve the pressure on the local workforce and maintain Quality of Service, then the IR Framework / DRP should be used to ensure an appropriate agreement is reached. 

3/ Regarding the lack of vans, local CWU Representatives should not accept ‘jam tomorrow’ promises from managerial sources further up the line. If firm supply dates cannot be given, Representatives should insist that local managers work with them to source local suppliers where possible.

If local managers refuse to respond pro-actively in this regard, the IR Framework / DRP should be used to ensure an appropriate agreement is reached. 

4/ In respect of earnings packages, which would ensure robust coverage and maintain Quality of Service, any proposals from the local CWU Representative should be considered and not be unreasonably rejected. 

If local managers are refusing to respond to potential solutions addressing Quality of Service failures and robust resourcing arrangements by utilising our own skilled workforce, the IR Framework / DRP should be used to ensure an appropriate agreement is reached. 

5/ In respect of the 70hrs cap, the following has been communicated to all local managers.

‘We do communicate that there is a 70hrs cap and local managers should not automatically plan above this (including Peak). However, where there is an agreed need in a specific location the cap can be exceeded. So it’s a needs based approach, locally agreed via a sensible and pragmatic approach. There is definitely not an edict to not exceed the 70hrs cap’.

If local managers are refusing to respond to reasonable proposals aimed to maintain Quality of Service, ensure robust resourcing arrangements and taking the pressure off our members by utilising the above, the IR Framework / DRP should be used to ensure an appropriate agreement is reached. 

Hopefully this combination of interventions will strengthen the ability of local managers and CWU Representatives to make the right decisions where it matters, in the workplace on a daily basis. The failure of not doing all that we can to support Postal Workers through these very difficult times will further impact on the workforce morale and result in Customers and the Public not receiving the service they deserve.

We encourage all local Representatives to push hard for the most robust possible arrangements and contingencies to be put in place in order to ensure the best achievable Quality of Service, even if this means using the IR Framework / DRP when local managers are failing to adequately respond.

In closing, we wish to thank all CWU Representatives and our members for their magnificent daily efforts throughout one of the most difficult times in our history. Do not let the failings of systems, data or managerial capability define you. You all do any excellent job and it is a future worth fighting for. We will address all of these barriers and weakness, in order to deliver a Royal Mail Group fit for the next generation.

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 541/21 Revisions, Resourcing, Earnings Packages and Vans

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