Three Important Environmental Reports Released:

Three important Environmental Reports on Green issues have been recently published in the UK.

Green Jobs Task Force Report

First is the ‘Green Jobs Task Force Report’.

This report is to government, industry and the skills sector.  The GJTF, comprising of members from industry, academia, trade unions and the education and skills sector, was convened to advise government on the skills and training requirements for the green workforce of the future.

The report stresses the urgency of the need to tackle climate change which has become increasingly apparent and across the globe popular support for action is growing. In parallel, the potential economic opportunities of the transition to a low carbon economy are becoming clearer, with domestic and global markets in low carbon technologies estimated to be worth billions of pounds to the UK economy over the coming decades. All sectors of the UK will go through a transformation on the journey to net zero and this will impact the workers and communities they sustain.

The report states that the transformation is well underway. Across the UK there are already over 410,000 jobs in low carbon businesses and their supply chains, with turnover estimated at £42.6 billion in 2019, and the value of goods and services exported by UK low carbon businesses exceeding £7 billion.

Last year, in the wake of the Covid-19 pandemic, the government set out its Ten Point Plan for a Green Industrial Revolution. This plan will support up to 250,000 green jobs in 2030, by seeking to develop long-term advantage for the UK in new low carbon sectors. Investments in these sectors are expected to drive funding and jobs across the UK, from electric vehicle manufacture in the midlands, to construction and installation of offshore wind farms around the coast and the retrofitting of homes across the country.

However, the UK can go much further the report adds. The government has set an ambition for two million green jobs in the UK by 2030. The Green Jobs Taskforce was announced as part of the Ten Point Plan, bringing together industry, academia, trade unions and the skills sector, to independently advise the government, industry and the skills sector on how the UK can deliver this ambition and support our industries and workers in this transition. The Taskforce worked between November 2020 and July 2021. This report sets out its key findings and recommendations.

The Greener Jobs Alliance plan to devote a special edition of the GJA newsletter to publish views on various aspects of the report.

Full Report 

A copy of the Green Jobs Task Force Report is attached.

Decarbonising Transport – A Better Greener Britain

This report has been produced by the Department for Transport.

With the climate impact of transport, particularly cars and aeroplanes, extremely high profile in climate debates, it is clear that radical action is needed to transform how we travel (and how much).

The Report states that the UK is a climate leader: the first major economy to set legally binding carbon budgets, amounts by which greenhouse gas emissions must come down, and by when. The UK was the first major economy to legislate to end its contribution to climate change. By law the UK’s emissions must now be net zero by 2050.

The Report covers the UK’s ambitious roads programme, reflecting on the fact that in any imaginable circumstances the clear majority of longer journeys, passenger, and freight, will be made by road; and that rural, remote areas will always depend more heavily on roads. That is why the plan to decarbonise motor transport, the most ambitious of any major country, is so vital. In November, the UK announced that new diesel and petrol cars and vans would no longer be sold from 2030, and that all new cars and vans must be fully zero emission at the tailpipe from 2035, a plan that is only possible now the UK is no longer a member of the EU. Alongside this document, the UK has published a consultation on ending the sale of all non-zero emission HGVs from 2040, with lighter HGVs from 2035. There will be  consultation on setting phase out dates for all non-zero emission road vehicles, with 2040 as a backstop, setting a path to a time when every vehicle on the roads will be zero emission.

The Report adds that the UK has committed to including international aviation, and shipping, in the Sixth Carbon Budget, and proposes to set a high-ambition CO2 emissions reduction trajectory for it from 2025 to 2050 against which progress will be measured. A ‘Jet Zero’ consultation, published alongside this plan, sets out how in more detail. And a ‘Jet Zero Council’ will build on British leadership in sustainable aviation fuels to deliver truly guilt-free flying. The UK is already the home of the world’s first hydrogen aircraft and the UK has set the nation’s objective of flying the first zero emission flight across the Atlantic.

Objectives in the Report:

• Increasing cycling and walking
• Decarbonising the railways
• Zero emission buses and coaches
• A zero emission fleet of cars, vans, motorcycles, and scooters
• Accelerating maritime decarbonisation
• Accelerating aviation decarbonisation
• Delivering a zero emission freight and logistics sector
• Maximising the benefits of sustainable low carbon fuels
• Delivering decarbonisation through places
• Hydrogen’s role in a decarbonised transport system
• Future transport – more choice, better efficiency
• Supporting UK research and development as a decarbonisation enabler

Full Report 

A copy of the Decarbonising Transport A Better Greener Britain Report is attached.

Fairness and Opportunity – A People Plan For The Green Transition

This new Report has been produced by the Institute for Public Policy Research for the Environmental Justice Commission.

The Environmental Justice Commission was established in May 2019 in recognition that action to address the accelerating climate and nature emergencies can be about more than staving off the worst; it can be about imagining a better world which can be built together.

The Report states that realising this vision will require a new approach which understands the inextricable link between addressing the climate and nature crises with the necessary speed and ambition, and simultaneously tackling economic and social injustice. The transformation must be rooted in fairness.

The Report states that a successful transition means that people must be at the heart of the policy making process, and those most affected by change must be the ones to shape it.

This final Report of the Environmental Justice Commission sets out a vision for the future of the UK. Part one defines the shifts needed in the UK’s approach to addressing the climate and nature crises and makes the case for a ‘new social contract’, to deliver a transition that is both rapid and fair. Part two, in five chapters, outlines the practical steps proposed by the EJC. Each contains proposals on what the EJC think needs to be done, when and by whom.

Full Report 

A copy of the Fairness And Opportunity Report is attached.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 363/21 – Three Important Environmental Reports Released

Att: GJTF Report

Att:Decarbonising Transport A Better Greener Britain

Att: Fairness and Opportunity Part 1

Att: Fairness and Opportunity Part 2

Att: Fairness and Opportunity References and Appendices

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JOINT STATEMENT BETWEEN ROYAL MAIL AND THE CWU COVERING THE DEPLOYMENT PROGRAMME FOR PARCEL SORTING MACHINES WITHIN THE MAIL CENTRE ESTATE/RDC ESTATE

Branches will be aware of the drive to increase Parcel Automation levels within the Mail Centre Network.  20 PSM’s have been deployed across 16 Mail Centres and the business have committed to a further program of deployment in phases taking the number to 33 within the next 2 years.

This is not an end state number and the expectation remains that the final deployment plan will see Parcel Automation introduced at all current Mail Centre sites.

The next phase (2A) is now ready to commence after a short delay and involves the deployment of four PSM’s at:

1. Chester MC
2. Medway MC
3. Nottingham MC
4. Tyneside MC

These machines are a different specification from previous deployments and have been designed with a smaller footprint for Mail Centres with less available floor space.  The changed layout requires the addition of an additional operator.

Attached for the information of Branches and Representatives is a Joint Statement covering the Phase 2A PSM deployment.  The Joint Statement reaffirms that the terms of the 2018 PSM Deployment agreement will continue to apply to this deployment and it is attached as an Annexe to the Joint Statement.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.orgquoting reference 732.01.

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 359/21

Att: Joint Statement PSM Deployment 27.08.21

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Election of: Capita Territorial and Substitute Territorial Representatives (TVL Contract) – 2021

Further to LTB 337/21 dated 13^thAugust 2021 at the close of nominations today, the following have been received:

NORTHERN TERRITORYCapita Representative* Ballot RequiredBryan CossarGlasgow & District AmalRobert FerrierGlasgow & District AmalCapita Substitute Representative* Ballot RequiredGraham PlluGlasgow District AmalWilhelmus Van MierloGlasgow District Amal

SOUTHERN TERRITORYCapita RepresentativeTrevor ClarkLondon Phoenix Branch*ElectedCapita Substitute RepresentativeNo Nominations Received

The timetable for the ballot is as follows:

Ballot Papers Despatched:  8^thSeptember 2021

Ballot Closes:  22^nd September 2021 (First Post)

Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary’s Department on telephone number 020 8971 7237, or email address sdgs@cwu.org.

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 362/21

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POST OFFICE: CROWN VR PROGRAMME – PHASE 2

Further to LTB 351/21 dated 20th August.

As previously indicated we were due to meet with Post Office management to discuss further VRs to be offered under Phase 2.  This has transpired and an agreed way forward has been jointly determined.

In keeping with Phase 1 the primary emphasis was to review those Crowns which had seen the highest level of customer decline since the start of the pandemic.  Consequently, we have now agreed to a further 24 VR offers from across 19 Crowns.  These VR offers will be made from tomorrow and impacts on 8 full-time and 24 part-time members.  All VR offers have been made in accordance with MTSF and in strict seniority order.  A list of the 19 Crowns is attached.

When combining Phase 1 and 2, this provides in total for 66 VR offers from 38 Crowns.  This overall number is important as we have agreed to a maximum of 120 VRs across the Crown Network.  Accordingly, it should be noted that we have agreed there will be no further VRs taking place this side of Christmas.  We will however continue to jointly review the situation with the aim of identifying where there are opportunities for further VR offers for headcount reduction post-Christmas.

In regards to the above, we are communicating these developments via three Joint Statements agreed as follows:

• Joint Statement 1 is aimed Crowns where NO VR offers are being made at either Phase 1 or 2
• Joint Statement 2 is specifically directed at the original 19 Crowns who formed Phase 1
• Joint Statement 3 impacts solely on the 19 Phase 2 Crowns with VR offers being made tomorrow

All of the above arrangements and details have been shared with our full-time Reps who will now start to make arrangements for the construction of new duties to be introduced simultaneously to the VRs.

Further developments will be reported.

Yours sincerely

Andy Furey

Assistant Secretary

LTB 361/21 – Post Office – Crown VR Programme – Phase 2

Attachment 1 to LTB 361/21

Attachment 2 to LTB 361/21

Attachment 3 to LTB 361/21

Attachment 4 to LTB 361/21

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NATIONAL AGREEMENT BETWEEN RM RELAY AND THE CWU – DEPLOYMENT AND USE OF DRIVER BEHAVIOUR TECHNOLOGY IN THE LIGHT COMMERCIAL FLEET

Branches will be aware that Telemetry technology has been fitted to much of the Royal Mail Vehicle Fleet. In Distribution Isotrak is fitted to heavy LGV vehicles, Microlise to 7.5t MGV vehicles and Trimble has been fitted to the light fleet in Delivery.

Although these technologies have been established for a number of years RMSS/Relay has not sought to introduce Telemetry, however the business has now proposed to introduce Trimble to the Relay Fleet and all new vehicles will be fitted with the technology.

Discussions have therefore centered on a National agreement to support the deployment of the technology in Relay, ensuring that the long established principles and protections established in previous agreements flow through to this deployment.

Attached for the information of Branches and Representatives is the National Agreement covering the deployment of Trimble in RMSS/Relay.

The business aspiration is that the use of the self-correction aspects of the technology may produce a fuel efficiency benefit in the region of 10%.

The CWU will be fully involved in the deployment and the agreement includes the established safeguards around visibility, the sharing of data and the caveat that the outputs should not be used for either individual performance or management of conduct.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.orgquoting reference 218.12.

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 356/21

Att: RM Relay Telemetry Agreement 26.08.21

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ELECTION OF NATIONAL REPRESENTATIVE POSITIONS – 2021

• CWU Retired Members Committee – Vacancies

Further to LTB 320/21 dated 4^thAugust 2021 at the close of nominations on the 26^th August 2021 the following were received:

1 Retired Member living in Wales Joan MoxonNorth Wales & The Marches*Elected

2 Retired Members living in England Rodney DowningSouth East No 5Ballot RequiredJohn FarnanEastern No 6Damian IbisonSouth West Middlesex AmalJohn KavanaghSouth Midlands Postal Sean (John) RyanEast London Postal Colin WinsbyGreat Western 

The timetable for these ballots is as follows:

Despatch ballot papers:  2^ndSeptember 2021

Ballot closes:  21^st September 2021 (14:00)

Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary’s Department on telephone number 020 8971 7237, or email address sdgs@cwu.org.

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 358/21

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Ballot of: Parcelforce Worldwide Substitute Area Health & Safety Representative – North Region

Further to LTB 312/21 dated 29^thJuly 2021, please see below the ballot results:

SUBSTITUTE AREA HEALTH & SAFETY REPRESENTATIVENorth RegionDouglas Edwards107*ElectedSimon Smith51 

Spoilt Ballot Papers

0Total Ballot Papers Received158Total Ballot Papers Dispatched1563

Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary’s Department on telephone number 020 8971 7237, or email address sdgs@cwu.org.

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 355/21

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POST OFFICE: HORIZON SCANDAL – SURVEY OF POSTMASTER MEMBERS

Further to LTB 324/21 dated 4^thAugust which confirmed the CWU had been designated as a “Core Participant” for the purposes of the Horizon IT Inquiry.  Branches are advised we will be conducting a short online survey to be emailed to our Postmaster members in relation to the following two points in Sir Wyn Williams’, Chair of the Inquiry, letter to me of 3rd August:

“the extent of any organisational and cultural changes implemented within Post Office Limited (“POL”) since the conclusion of the Post Office Group Litigation…” 

“…the suitability of existing arrangements between POL and subpostmasters to enable the latter to operate their businesses effectively”

Working in conjunction with Liam Kennedy, Research Department, and Mark Baker, Postmasters Branch Secretary, we have specifically designed 7 survey questions to gain important feedback from our Postmaster members around whether anything has materially changed culturally for the better since the Horizon group litigation order and whether they are satisfied with the current arrangements between themselves and Post Office.  It should be noted the questions have multiple-choice answers.

The primary purpose of this initiative is to use the survey results to support our supplementary submission to the Inquiry.  The survey also invites our Postmaster members to indicate if they are happy to be interviewed so we can use direct experiences/case studies to support our submission to the Inquiry as appropriate.  We are optimistic of achieving a good level of participation and confident of receiving some powerful statistics to support our submissions to the Inquiry.

Yours sincerely

Andy Furey

Assistant Secretary

LTB 357/21 Post Office – Horizon Scandal – Survey of Postmaster Members

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NATIONAL AGREEMENT BETWEEN PARCELFORCE WORLDWIDE AND THE CWU – PILOT DEPLOYMENT AND USE OF DRIVER BEHAVIOUR TECHNOLOGY

Branches will be aware that Telemetry technology has been fitted to much of the Royal Mail Vehicle Fleet. In Distribution Isotrak is fitted to heavy LGV vehicles, Microlise to 7.5t MGV vehicles and Trimble has been fitted to the light fleet in Delivery.

Although these technologies have been established for a number of years in Royal Mail, Parcelforce had not sought to introduce Telemetry, however the business have now proposed to introduce Trimble to their fleet and all new vehicles will be fitted with the technology.

Discussions have therefore centred on a National agreement to support the deployment of the technology in Parcelforce, ensuring that the long established principles and protections established in previous agreements flow through to this deployment. This technology is now being fitted to vehicles in the PFW Solent Depot where the deployment will be piloted prior to onward roll out. This will be closely monitored by the Transport JWG. The onward plan is to fit the telemetry system to all new PFW vehicles as part of the current fleet replacement program.

Attached is a copy of the final National Agreement covering the deployment of Trimble in Parcelforce Worldwide.

The business aspiration is that the use of the self-correction aspects of the technology may produce a fuel efficiency benefit in the region of 10%.

The CWU will be fully involved in the deployment of this Agreement. The document includes the usual safeguards around visibility, the sharing of data and the caveat that the outputs should not be used for either individual performance or management of conduct.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.orgquoting reference 102.12.

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 354/21

Att: PFW Telemetry Agreement 25.08.21

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Royal Mail Group – Introduction of ‘Whole Workplace/Office’ Stress Risk Assessment Process Tool and Updated Stress Toolkit, Guidance and Joint Statement (Stress Toolkit Includes Individual Stress Risk Assessment Process Also)

Introduction and Background:

Mental health problems are widespread, at times disabling, yet often hidden. Research by the mental health charity the ‘Mental Health Foundation’ found that three quarters of UK adults had felt ‘overwhelmed or unable to cope’ in the previous year, with one in three having suicidal feelings as a result of stress.

The CWU Health Safety and Environment Department has been working with Royal Mail Group on introducing a revised, updated Stress Risk Assessment Process, Toolkit and Guidance for CWU members. Through this new approach RMG recognise work-related stressors as a potential hazard to health and are jointly committed to managing work related stress in a proactive manner to reduce the personal impact on RMG employees – now both for individuals and across whole workplaces, involving a process used to measure population based stressors when we assess all the staff in a workplace e.g., a Mail Processing Centre, a Delivery Office, a Distribution Centre, a Depot, a Hub, a Workshop, an Admin Unit etc., for example.

Work-related stress is recognised as one of the main ill health concerns in the workplace and the launch of the new Royal Mail Group/CWU agreed ‘Whole Workplace, Whole Office or Whole Work Group’ Stress Risk Assessment Tool adds a new dimension to the Royal Mail stress standard. Through this new additional process, collective workforce stress can be recognised and risk assessed. Working together, managers, CWU representatives and employees can jointly assess stress levels amongst the workforce in a workplace and develop solutions and ideas on how to tackle it effectively.

The management and reduction of stress is an important part of a changing culture in Royal Mail and if implemented properly can significantly reduce levels of mental and physical illness caused by work-related stress and anxiety.

Through the ‘Because Healthy Minds Matter’ Strategy, Royal Mail Group have committed to implement effective support strategies and tools that can make a positive difference to the Royal Mail Group workforce who are directly or indirectly affected by mental ill-health.

Royal Mail Group state that protecting the health, safety and welfare of employees remains the number one priority. Royal Mail Group are on record as recognising that workplace stress is a health and safety matter and acknowledge the importance of identifying and reducing workplace stressors.

This updated Stress Toolkit can be a major component in the vision for a workplace with good mental health for all and prevention is at the heart of it.

The RMG Updated Stress Toolkit (Copy Attached):

The new Group Stress Risk Assessment Tool and user guide become part of the Royal Mail Group (RMG) Stress Toolkit along with the Individual Stress Risk Assessment/Guided Conversation and ‘Preventing and Managing Stress Guidance’ designed to help prevent and manage workplace stress. The Stress Toolkit emphasises the importance of effective line management and the behaviours needed to successfully manage the causes of stress at work. It is now on the RMG Health and Wellbeing intranet pages (an electronic copy is attached to this LTB).

The Preventing and Managing Stress Guide (Part of the Stress Toolkit – Copy Attached):

This outlines roles and responsibility in Royal Mail for stress.

• Provides advice on signs and symptoms.
• Gives directions for carrying out a Stress Risk Assessment using the HSE principles.
• Provides guidance on when each of the risk assessments should be used.

The ‘Two-Level’ Stress Approach:

The new approach being jointly launched is very much focused on the ‘two level’ stress approach. This two-level Stress Risk Assessment process is supported by a helpline and website offering advice and wellbeing guidance called the ‘First Class Support’ service. The CWU very much welcomes this positive initiative which we helped shape through positive involvement and consultation at every stage and includes:

• The individual stress risk assessment called the ‘Guided Conversation for Stress’ and
• The ‘Whole Workplace/Office/Group Stress Risk Assessment using the full HSE Stress Management Standards Risk Assessment Indicator Tool Questionnaire.
• This two-level Stress Risk Assessment process is supported by a RMG ‘First Class Support’ helpline and a ‘Feeling First Class’ website offering advice and guidance.

Individual Stress Risk Assessment

In October 2016, Royal Mail Group together with the CWU and Unite CMA jointly launched the first Royal Mail Group Stress Toolkit, which includes guidance to help prevent and manage workplace stress including the ‘Guided Conversation’ which is an individual Stress Risk Assessment.

Group Stress Risk Assessment

Building on the earlier agreement and following trials at 15 Units in 2019, Royal Mail Group are now enhancing the ‘Stress Toolkit’ further by introducing the new ‘Group Stress Risk Assessment’ designed to assess collective work-related stress levels across all employees in a workplace, office, depot, hub, plant, workshop, centre or a workgroup.

Developed by the Health and Safety Executive (HSE) as part of the HSE Stress Management Standards, the Group Stress Risk Assessment Tool has been designed to gather the opinions and feedback of the workforce as a whole in a given workplace, work unit, work groups or employee etc., through a survey, following which the responses are collated, aggregated and analysed to provide a collective, broad indication of the stress levels in that workplace and how well or badly the risks associated with work related stress are being managed or not. From there solutions and a remedial action plan can be developed and initiated. The objective is to get the most meaningful assessment and picture of stress levels and identification of the stressors and causes of stress in the workplace. In summary the results and outcomes of the stress survey will be jointly analysed and discussed by management and CWU Reps in order to jointly develop and introduce a remedial action by:

• Exploring problems and developing solutions.
• Developing and implementing action plan/s.
• Monitoring and reviewing action plans and assessing effectiveness.

Group Stress Risk Assessment Tool User Instructions (Part of the Stress Toolkit – Copy Attached) – Summary of CWU Reps Involvement:

Para 1. Background 

• The Trade Union Area Health and Safety Representative and other Representatives should be engaged and fully involved in the process.

Para 2. When should the Group Stress Risk Assessment Tool be completed? 

• The Stress Risk Assessment survey can be initiated following an Area Health and Safety Representative’s safety inspection report.
• The Stress Risk Assessment process can be discussed at the joint Health and Safety Committee

Para 3. Getting a good response rate 

• Use joint communications with Trade Union Area Health and Safety Representatives and other Union Representatives. 

Para 4. Checklist

• Step 1: Inform all relevant stakeholders, Trade Union Area Health and Safety Representatives and other Representatives who should form a working group to agree and plan activity, including who will become the survey coordinator responsible for leading activity.
• It is recommended that an existing formal channel such as the Health and Safety Committee Meeting, or an ad-hoc meeting/conference call is arranged to complete this activity.

Para 6. Analysing Results 

• It is important to appreciate that the results of the survey alone can only provide an indication of performance in managing work-related stress, and you will need to share and discuss the outcomes of the survey with employees and their Trade Union Area Health and Safety Representatives and other Representatives, and explore any issues raised in more detail. The intention is that all the data you collect can be used to promote a system of continuous improvement.

Appendix A: 

• A covering communication/message which can be provided along with the Stress Survey. This can be signed by the local or area manager and jointly signed with Union Representatives.

Appendix B: 

• Group Stress Risk Assessment Tool – Activity Plan.

Activity.

Point 2 – Inform Trade Union Area Health and Safety Representative and other Representatives.

Point 10 – Share survey reports with Trade Union Area Health and Safety Representative and other Representatives and discuss improvement activity plan.

Point 12 – Review progress against the plan involving Trade Union Area Health and Safety Representative and other Representatives.

HSE’s Management Standards represent a set of conditions that, if present:

• Demonstrate good practice through a step-by-step risk assessment approach.
• Allow assessment of the current situation using the survey tool and other techniques.
• Promote active discussion and employers/managers working in partnership with employees and the trade unions representatives, to help decide on practical improvements that can be made.
• Help simplify risk assessment for work-related stress by:
  • identifying the main risk factors.
  • helping employers focus on the underlying causes of stress and their prevention.
  • helping organisations in tackling the key causes of stress.

HSE Guidance On Stress and Stress Risk Assessment:

To help workplaces work together to address stress the HSE has identified six key areas (or risk factors) that can be causes of work related stress. These are:

• the demands of your job;
• your control over your work;
• the support you receive from managers and colleagues;
• your relationships at work;
• your role in the organisation;
• change and how it’s managed.

The Health and Safety Law:
All employers have a legal responsibility under the Health and Safety at Work Act 1974 and Management of Health and Safety at Work Regulations 1999 to ensure the health safety and welfare at work of their employees. The Health and Safety Executive (HSE) state that this includes minimising the risk of stress-related illness or injury to employees. There are lots of ways of doing this and can include having a structured safety programme, a workplace wellbeing programme and by carrying out Stress Risk Assessments.

The Royal Mail Group (RMG) 5-Year Mental Health Strategy:

Through the Royal Mail Group five-year strategy ‘Because Healthy Minds Matter’ launched in 2017, Royal Mail Group (RMG) have committed to implement effective support strategies and tools that can make a positive difference to the workforce who are directly or indirectly affected by mental ill-health. Royal Mail Group has also committed to protect the health, safety and welfare of employees, recognising that workplace stress is a health and safety issue and acknowledge the importance of identifying and reducing workplace stressors. (See attached copy of Joint Statement). The Royal Mail Group (RMG) 5-Year Mental Health Strategy to date has included:

• The signing of the Time to Change Pledge – jointly signed by RMG and CWU;
• Development of 5 mental health support videos with the Mental Health Foundation;
• Introduction of the Mental Health First Aid Awareness one-day course for all Managers, Physical First Aiders and CWU Health & Safety Reps;
• Launch of the five-year strategy and underpinning plan ‘Because Healthy Minds Matter;
• Creation of the ‘Because Healthy Minds Matter’ mental health e-learning;
• Mental health support ‘z-cards’ with CWU sent into all units;
• Launched Mental Health & Wellbeing Ambassadors;
• Agreed with CWU an approach to upskilling 5,500 Physical First Aiders to include Mental Health First Aid;
• Increased promotion of RMG’s ‘Feeling First Class,’ and ‘Employee Assistance’ programmes;
• Continued activity through mental health charity partnerships including the ‘Everyday People’ video.
• Launch of the RMG Stress Toolkit, individual stress risk assessment process.
• Introduced ‘Whole Office/Unit/Group’ Stress Risk Assessment process addition to the RMG Stress Toolkit.

Royal Mail Group ‘Helpline’ and other available employee assistance support:

• The RMG First Class Support Service is free, confidential and available 24/7 for all employees including direct access to counselling services. Call 0345 266 5060:
• RMG members can also visit rmgfirstclasssupport.co.uk or download the ‘Lifeworks’ app. New website/app users can ‘sign up’ using a unique invitation code, which is RMG- and then their payroll number, e.g., RMG-12345678.
• Digital services available via the Royal Mail Group Website and App include an instant online chat facility as well as various media content, toolkits, manager support articlesand health and wellbeing assessments and personal care programmes.
• CWU Reps, Health and Wellbeing Ambassadors, can work with employees and managers locally to provide mental and physical health promotion and signposting to support and a range of tools and services on the RMG Intranet to support mental health.

Attachments:

• Royal Mail Group (RMG) Whole Workplace/Office/Group Stress Risk Assessment Tool Launch – RMG/CWU Joint Statement
• Royal Mail Group (RMG) Launch of the Group Stress Risk Assessment Tool Communication
• Royal Mail Group (RMG) Stress Tool Kit (Zip File which includes):
  • RMG SHE – Preventing and Managing Workplace Stress Guidance
  • RMG SHE – Individual Stress Risk Assessment – Guided Conversation
  • RMG SHE – Group (Whole Workplace) Stress Risk Assessment Guidance, Questionnaire/Survey Tool, Collation Tool & Action Plan proforma.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 353/21 – Royal Mail Group Introduction of Whole Workplace Office Stress Risk Assessment Process Tool

1. Preventing and Managing Workplace Stress Guide

2. Guided Conversation for Stress

3. Group Stress Risk Assessment User Instructions

4. Stress Risk Assessment Questionnaire

5. Group Stress Risk Assessment Collation Tool TEMPLATE

6. Group Stress Risk Assessment Collation Tool EXAMPLE

7. Group Stress Risk Assessment Action Plan Template

Group Stress Risk Assessment Tool comms July 2021 updated 27.07.21

RMG Whole-Workplace-Office-Group Stress Risk Assessment Tool Joint State…