Royal Mail Area Representative & Royal Mail Area Representative Substitute Elections – 2020

Branches will be aware that the Senior Deputy General Secretary is required to publish a standard election timetable for the RM Area Rep/Substitute positions. The timetable applies to positions that cover more than one branch area, i.e. those RM Area Rep elections, which are currently organised by the Regional Secretary. Accordingly the timetable for the 2020 RM Area Rep elections is as follows:

Nominations Open: 18^th November 2020

Nominations Close:  9^th December 2020 (3 week nomination period)

In line with the above policy I have asked Regional Secretaries to co-ordinate these elections and to contact branches and advise them of the arrangements for the positions which are subject to election within their respective areas.

Branches are reminded that candidates must have received the nomination of their own branch and if ballots are required we will advise the respective branches of the ballot timetable in due course.

Branches should also note that any ballots will be conducted on an individual member basis of those members eligible to vote and that the costs incurred for the ballots would have to be met from the relevant Branch(s) funds. The Regional Secretary will discuss the detail of this with the Branches.

Due to the current unprecedented circumstances we find ourselves in, branches should note that ballots for any elections that occur will be deferred into the New Year.

Also please note that it has been agreed that any candidates taking part in a ballot will be entitled to submit the following biographical and election information:

1. Biographical Details up to a maximum of 100 words.
2. An Election Statement of no more than 300 words.

Please note that the biographical details and election address will need to be provided to the respective Regional Secretary by the close of nominations on 9^th December 2020.  Any information received after this date will not be included with the ballot information. 

In addition, any elections will be conducted in line with the attached Guidelines and I would also take this opportunity to remind branches and candidates that they have a responsibility to treat fellow candidates with respect and they must ensure that no election material is published that could be deemed as either offensive or abusive.

Please note that elections for Area Representatives that fall wholly within one Branch boundary are the responsibility of the Branch, however if required, assistance can be sought from the Regional Secretary regarding these elections.

Any enquiries regarding this LTB 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

20LTB551

RM Area Reps Guidelines 2020

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Royal Mail Group – Latest Updated Coronavirus/Covid-19 – Frequently Asked Questions and Answers Guidance Document (Version 66):

I attach for your information Version 66 of the Royal Mail Group, Managers’ Coronavirus/Covid-19 Frequently Asked Questions and Answers Guidance document, issued by the business on 10 November 2020.

At the commencement of the Coronavirus/Covid-19 outbreak, Royal Mail Group established a ‘Business Pandemic Team’ which includes all national heads of department and this team meets regularly to review the situation across Royal Mail Group and to issue update Questions and Answers information communications to all managers, which is cascaded throughout the business.

The Coronavirus Guidance, version 66 Q&A document has been shared with the Union’s Health, Safety & Environment Department and is hereby circulated for information and reference purposes for CWU Health and Safety and Branch IR Reps.

The Q&A documents are circulated to all RMG managers and are also available to access through a link on the Royal Mail Group ‘Intranet’, in the ‘Managers Update Messages’ section.

Please note that changes and additions from the previous version are highlighted in ‘Yellow’.

NOTE: Please also note that these Q & A documents are ‘Royal Mail Group’ advice documents and all the contents are not agreed with the CWU.

Contents List:

1. HEALTH

1. Prevention
2. Self-isolation, testing and reporting
3. Cleaning and consumables
4. Travel
5. Support and advice
6. POLICY 

1. General guidance
2. Travel/and annual holiday
3. Caring for dependants
4. Sick pay
5. Attendance process
6. Vulnerable employees
7. POST & PARCELS 

1. General Ops advice
2. NHS testing kits
3. Operational processes and reporting changes
4. Delivering and collecting from customers
5. Fleet and vehicles

Any enquiries to this LTB or feedback on the RMG Q&A document should be directed to Dave Joyce CWU National Health, Safety & Environment Officer.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

20LTB553 Royal Mail Group – Latest Updated CoronavirusCovid-19 – Frequently Asked Questions and Answers Guidance Document (Version 66)

Coronavirus Guidance Questions and Answers v66

POST OFFICE: PAY CLAIM – STAGE 2 OF THE COLLECTIVE DISPUTE
RESOLUTION PROCEDURE

Further to LTB 542/20 dated 12th November 2020. Yesterday we met with Lee Kelly,
Employee Relations and Policy Director, in pursuit of our pay claim on behalf of our
members working for the Post Office. This meeting was held under the auspices of the
Collective Dispute Resolution Procedure (CDRP) and was effectively Stage 1 of this
process.

Whilst the meeting was cordial and constructive with a good exchange of views,
unfortunately no real progress was made with the Post Office simply reaffirming its
earlier offer which we have rejected as inadequate as it undervalues in any material
way the necessary recognition required for the exemplary role our members have
undertaken during the pandemic as Key Workers.

In relation to next steps, both parties acknowledge we now need to move to Stage 2 of
the CDRP in pursuit of an agreed way forward. Essentially the matter is now referred
to the Group Chief People Officer with a further meeting normally taking place within
ten working days. Consequently, we are awaiting an offer of a meeting date and would
expect to arrange this in the coming days.

The rejected pay offer remains “closed” at this stage so we are unable to provide further
details; suffice to say we are endeavouring to secure a more realistic offer that we
would be comfortable in recommending to our members.

We had hoped to make progress yesterday; however, despite being unable to do so
both parties remain committed to establishing an agreement. Accordingly, I am grateful
for the patience being shown by our members who no doubt understand that we are
seeking a settlement that is deserving of their efforts and commitment.

Further developments will be reported.

Yours sincerely,
Andy Furey
Assistant Secretary

LTB 549/20 – Post Office – Pay Claim – Stage 2 of the Collective Dispute Resolution Procedure

National Terms of Reference for The Deployment of a Hydrogen Powered Van Trial

Branches are reminded of LTB 407/20 dated the 31st July 2020, advising of the trial of a CNG Iveco Van and the trial of gas powered motive unit at the Chorley Vehicle Operating Centre, both of which are trialling alternative fuels, as opposed to the various number of Electric Vehicles (EVs) on trial in deliveries.

The LTB further informed Branches that Aberdeen City Council has approached Royal Mail to trial a hydrogen powered commercial vehicle to use in the Altens Delivery Office, Aberdeen, free of charge. Hydrogen is high quality energy and is used to power fuel cell vehicles, unlike fossil fuels which mainly include petroleum and coal that provide for the major extent of energy needs around the globe today. Hydrogen, however, readily combines with other molecules and the most common way to liberate hydrogen is to use heat and catalysts to reform hydrocarbons. Hydrogen fuelled vehicles do not emit greenhouse gases or other pollutants, as during combustion hydrogen only produces water vapour, thus reducing the release of harmful gasses such as carbon dioxide and nitrous oxide into the atmosphere.

The vehicle to be deployed is a Euro 6 Ford Transit L3 H3 converted to run on hydrogen, which uses blends of hydrogen and diesel for performance and emissions reduction. The range of the hydrogen converted vehicle whilst running on hydrogen, is dependent on the specific duty cycle but has been estimated to be 120 miles. The Project as previously reported in LTB 407 is a result of the Council’s role within the EU funded ‘Civitas PORTIS’ project which looks at sets of sustainable mobility measures in port cities, to improve the attractiveness of the urban environment. The Council is committed to Aberdeen becoming a more maintainable, low carbon city. The Council want to encourage the uptake of low emission vehicles, particularly hydrogen vehicles within the private sector, as this is part of their solution to improving the city’s air quality and cutting carbon emissions which will have undeniably associated health benefits. The Council also want to continue to lead on hydrogen technology, with Royal Mail participating in the project; the intention will be to promote the involvement and willingness by the private sector to trial hydrogen vehicles.

Cross departmental discussions have therefore been undertaken in relation to an agreement to enable the activity to take place. The CWU will be fully involved in all aspects of the trial locally, to help promote the benefits and purpose of the trial. The trial will be jointly overseen and monitored by RM Fleet Innovation and Environment Manager, who will provide periodic reports to the CWU both locally and nationally. The activity will be the subject of a joint review six months after the commencement of the trial and periodically thereafter, as agreed by the Royal Mail Fleet Operational
Specification Group (RMFOS). Local Managers, CWU Representatives and drivers involved in the trial will also feed into this process. The attached visuals provide confirmation of the vehicle to be deployed in RM livery and branded with the cruciform, as well as a reference to hydrogen. Branding has now been signed off, including the safety documentation. The vehicle has also been checked for suitability of collection and delivery in Altens.

Any queries to the content of the above, please contact the Outdoor Department reference 300, email address: outdoorsecretary@cwu.org.

Yours sincerely,
Mark Baulch
CWU Assistant Secretary

LTB 548/20 – Deployment of a Hydrogen Powered Van Trial

Aberdeen Hydrogen Vehicle – Photo

CWU Consolidated Accounts 2019

Further to LTB 521/20 dated 2^nd November which invited questions to the 2019 CWU Accounts, at the closing time of 12:00 hours on Monday 16^th November following questions had been submitted by the Harrow and District Branch.

Q1)  It is noted that there has been a reduction of legal & medical costs from 2018 to 2019, can you provide a breakdown of these costs? 

These are contained in the table below:CodeHeading 20192018Variance5000Bandit Attack PMTS1,1894177725001Self-Insured Conditional Fees-20,454-25,9125,4585002Criminal Defence0432-4325003Disbursement Refunds-16,004-50,56234,5585004Disbursement Costs69,40670,982-1,5765005Referral Fees Income-1,920-4,5002,5805006Commission Income-69,5680-69,5685008Medical Fees1,3701,0782925009Medical Tribunals3301491815011Indemnity Insurance47,02741,7505,2775012Solicitors Fees53,02931,75221,2775014Department Expenses4,5696,906-2,3375015Defendants Costs40,92284,000-43,0785017BT Hearing Loss Referral fees0-3603605018BT Hearing Loss Conditional Fees-995-99505019BT Hearing Loss Disbursements0950-950TOTAL108,901156,087-47,186

Q2)  Has there been any income generated by the Legal & Medical Services in 2019 if so where is this recorded in the accounts?

Yes, there has been income generated from legal and medical services during 2019.  This income has been included as part of the total expenses contained in the Accounts on page 24, note H Central Services to Members, Legal & Medical Services.

The total income received during 2019 was £108,941 and in 2018 it totalled £82,329, resulting in a £26,612 year on year increase. The breakdown of this income is the sum of the following headings detailed in the above table; 5001, 5003, 5005, 5006, 5017, and 5018. 

Q3)  It is noted that there is an explanation of Unionline on page 1 of the report.  On page 24 under section H there is a considerable difference between 2018 and 2019 Unionline costs.  Can you provide a full breakdown of the Unionline costs for 2019 and an explanation for the difference in costs between 2018 and 2019? 

Breakdown of Unionline Costs:Heading 20192018VarianceGeneral Department Expenses                                       (directly related to ownership of Unionline)53,65621,89731,759Unionline Recharge2,584,388-1,022,3953,606,783TOTAL2,638,044-1,000,4983,638,542

The explanation provided on page 1 of the “Report of the Senior Deputy General Secretary” is, as the question sets out, the answer to the point raised.  That is, the impact on this particular set of accounts only is that, whilst those discussions continue at national level with the GMB, we have not yet finalised the issue of when we will take cash out of the business in time for that to be recorded in these accounts. Whilst we are of the opinion that the Union will receive repayment of the monies owed, we currently cannot do so with the certainty the auditors need to rely on (i.e. the timescale it will take us to recover the debt in full).  In light of this, we can no longer carry this debt forward.  In accounting terms, this is known as making a provision against an uncertain debt.

In summary, in not being able to specify exactly when amounts owed by Unionline will be repaid and therefore providing for the amounts outstanding we now show an operating loss of £1.04m and a total comprehensive expense of £4.75m.  If we could have specified exactly when the amounts would be repaid, no provision would have been necessary and we would have been reporting an operating income of £2.89m and a total comprehensive expense of £816k.  We want to be absolutely clear in repeating our previous messaging on this matter, this does not mean we have paid out this money in cash.  The total and only cash amount loaned to Unionline remains as it has for some years now at £273,250.

This issue solely relates to the amounts we have recharged Unionline in recent years.  Accordingly, as can be seen, particularly under HQ expenses page 21, the inclusion of this provision against the monies owed to us is the primary reason for the change from a surplus in 2018 to a deficit in 2019. This does not imply that we have written any debts off permanently, but more so that we have agreed to be very cautious in our current assessment as to the recoverability of amounts owed in the short term.  Future recovery of any of these amounts owed will positively impact on our accounts in the future.

In short, the year on year difference is due to the Union not making a recharge to Unionline for the 2019 period.  As well and as explained above, in 2019 the Union included a provision for bad debts against prior year Unionline recharge income.  So in essence the 2018 accounts record income for Unionline in the form of a recharge and 2019 does not include any income, but instead writes off income from prior year recharges, creating the considerable difference year on year.

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

20LTB550

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COVID-19: Sick Pay – Clinically Extremely Vulnerable (CEV) Members

Since the Government announced that England would go into a second lockdown and
members who are in the Clinically Extremely Vulnerable (CEV) category have been
instructed to shield, the CWU have been pressing Royal Mail to amend the Sick Pay
Policy to take into account the exceptional circumstances of Coronavirus Covid-19.
Earlier today Royal Mail communicated their latest policy and it is attached to this LTB
as APP1.

During our meetings we have been expressing the view many of our members,
especially our CEV members will potentially be suffering severe financial difficulties due
to the result of the previous lockdown situation and will be more likely to be moving
towards half or nil pay. Our CEV members will by now have received a communication
from the NHS/Government advising them not to attend work and stay at home
‘shielding’ unless they can work from home.

The latest policy decision means Royal Mail sick pay will be extended to those CEV
members who are due to move onto half or nil pay, including those with less than 12
months service until the 2nd December 2020. Whilst this policy change from Royal Mail
will be very welcome news to CEV members, it is disappointing Royal Mail continue
with policies which are divisive and look at cost rather than the health of our
members/their employees, as this policy does not flow through to any member who is
not in the CEV category. Therefore, if you are contacted by track and trace or another
means and are told to self-isolate for a period of time, you will not continue to get full
pay should you fall into the half or nil pay category, due to exhausting your period of
full pay.

No matter what category of health you are in, members will have to face a very difficult
decision and may have to choose between attending work in defiance of the
Government request or accepting half pay or nil pay if they stay at home.
We do not believe this decision is easier for anyone who is not in the CEV category and
therefore believe the policy should apply to anyone who is contacted by Government to
shield or self-isolate.

Representatives and branches should also note the conditions this policy change has to
annual leave. The new policy insists any pre-booked annual leave has to be taken and
if there are any further lockdowns, any remaining annual leave has to be taken by 31st
March 2021, whether it overlaps with shielding or not, not even being allowed to carry
over the normal 5 days.

This policy decision only applies to CEV employees in England as Scotland, Northern
Ireland and Wales have their own devolved governments. When members are told to
shield going forward we will be discussing this with Royal Mail.

Whilst we want to acknowledge the positive moves for members who are in the Critically
Extremely Vulnerable category who are shielding, for members who have to self isolate
as a result of CV19 this will be seen as divisive and unfair. Many of these members will
be faced with the dilemma of having to choose between risking coming into work or
suffering a financial detriment through no fault of their own. The CWU will continue to
push for these members to be supported further by Royal Mail as we believe short term
cost savings on sick pay are not the right way to support employees through this
pandemic in exchange for the potential health risks involved.

We will continue our discussions with Royal Mail as we believe there will be further
lockdowns and this is only a short term fix. We want to agree a strategy with Royal
Mail which is fair to everyone and where members do not have to make the unenviable
decision of putting themselves, their families and their fellow colleagues at risk through
not being able to afford to stay away from work.

All enquiries regarding the content of this LTB should be addressed to the PTCS
Department, quoting reference 404. Email address: khay@cwu.org.

Yours sincerely,
Carl Maden
Assistant Secretary (Acting) PTCS Department

LTB 547/20
LTB 547/20 – Attachment

CWU DHL Parcel National Petition

To all CWU branches and activists,

Stop DHL Making a Covid Killing at Workers Expense

DHL Parcel UK’s response to the coronavirus pandemic has been shameful.

Due to greatly increased demand, the company have continued to see profits grow, while placing their own key workers in dire financial hardship.

To avoid any potential government fines, DHL has been insistent on reminding employees of their wider obligations should they test positive for Covid-19, or are contacted by the track-and-trace system.

There isn’t any doubt: self-isolation is an essential part of helping to tackle the virus infection rate.

But currently, DHL Parcel UK are paying limited or zero sick pay for workers forced to self-isolate, and are counting this as part of normal sick absences. This means that doing your duty as a citizen could trigger disciplinary processes, and that the company expects workers to pay the price for recovery.

Company policy claims to be reviewing all instances of self-isolation on a case-by-case basis. But in the course of our representing workers, the CWU has found no evidence of any review.

To make it clear: we believe DHL workers are suffering a gross injustice for following government guidelines on Covid-19. We believe that the company’s practice and process is deeply unfair. Nobody should be forced to choose between self-isolating for the common good, or feeding their families and paying bills.

Our petition calls for DHL Parcel UK to:

• Pay their employees sick pay if they, or a household member or person in their social bubble, displays Covid-19 symptoms;
• Manage any Covid-19 related absence outside of their sickness absence policy, as employees do not have a choice over self-isolation.

We are asking all CWU branches, members and friends to help widely distribute this petition online through email lists to workers and across social media.

The CWU is committed to creating fairness, equality and justice for all employees across the parcels sector. Our primary goal is to protect employment rights and narrow the gap between recognised and non-recognised companies.

This will enable us to protect terms and conditions within our core business and maintain the integrity of the service.

We need to make sure that all those who benefit from the CWU’s work become members of our union – and that is why wider support in this campaign is crucial.

Actions: 

1. Distribute the DHL Parcel COVID-19 petition from your social media accounts. We have suggested wording for your posts and images attached. There is also a poster for members to show their solidarity – please post photos of yourself holding this for social media, tagging the below CWU campaign accounts and hashtags
2. Distribute the DHL COVID-19 petition to CWU Members and activists via email
3. Engage in the debate with your own comments using #DHLCovid to show solidarity with DHL workers
4. Please email dhl@cwu.org to let us know about your progress in petition distribution.
5. Follow our social media accounts for the DHL Campaign:
   1. Facebook: /cwuatDHL  Twitter: @CWUatDHL

Suggested wording for social media posts are:

1. Tell @DHLParcelUK that their workers should not be forced to choose between self isolating for the common good or feeding their families #DHLCovid
   Sign the petition https://www.cwu.org/dhl-sick-pay-petition
2. Workers in @DHLParcelUK who worked throughout #COVID19 crisis should not be facing financial hardship, they deserve full sick pay for self-isolation, sign the petition now #DHLCovid https://www.cwu.org/dhl-sick-pay-petition

Yours sincerely,

Ray Ellis
Head of Recruitment and Organising

LTB 546:20 CWU DHL Parcel National Petition

06494 DHL solidarity poster (A4)

06494 DHL solidarity social graphic

Royal Mail Introduction of Mandatory Face Mask Wearing in Indoor Work Situations

In light of the recent worsening Covid-19 circumstances, Royal Mail and the Union have agreed this new measure and are urging full compliance by members, with the crucially important caveat that this must not replace other preventative, risk control measures.

In contrast to the first lockdown, the wearing of face masks is now commonplace in any under-the-roof area where people are together – be it on public transport or in shops.

So clearly we would support this as part of a holistic approach to the safety of our members to stop the spread of the virus and to save lives, and that people who are able to do so, wear masks in the workplace.

Therefore, the disciplines that were in place during the first lockdown should be rigorously enforced once again, along with the wearing of face masks for those able to do so i.e., high levels of hygiene, hand washing regularly, use of sanitiser and disinfectant wipes, two-metre social distancing, all PPE in place and high levels of cleanliness for all equipment and buildings.

The CWU supports all of these key, important safety measures being applied so long as they are applied with equal status, and local reps and members should be fully involved, keeping check and demanding that all of these safety measures are in place.

The CWU is supporting this decision, subject to ongoing discussions, for a number of very important reasons – as we have all seen and heard on the news of the nationwide rise in infections, deaths and hospitalisations and the return to lockdown in England, following on from many areas of the country imposing increased restrictions including Scotland, Wales and Northern Ireland.

As well as the general situation, the incidents of workplace infections have, according to the TUC, risen by an alarming 125 per cent over the recent period and, with the imminent ‘Christmas Pressure’ period and the arrival of an estimated 30,000-plus seasonal casual workers soon to start in Royal Mail, this new measure is of extreme importance.

As well as insisting that the ‘mandatory masks’ measure is not an end in itself and does not replace other existing preventative, risk control measures, the union is also pressing for the urgent introduction of a workplace weekly testing regime which is currently under discussion with Royal Mail and government agencies. CWU/HQ has formally put this forward to Royal Mail Group in order to further improve safety, and reduce workplace transmissions and infections – as well as giving a huge reassurance to the workforce at this tough time.

It has been agreed that masks will not be compulsory while working outside – or when seated to eat or drink in rest rooms during breaks – that visors will be provided, that masks will be changed frequently and not limited, and that medical and other specified exemptions will be applied where appropriate.

There will also be appropriate arrangements for those who rely on lip reading, clear sound or facial expressions.

A video message on this subject featuring Dave Joyce CWU National Health and Safety Officer and Shaun Davis, Royal Mail compliance & sustainability officer can be viewed at this link on CWU Website: https://www.cwu.org/news/royal-mail-workers-wearing-masks-keeping-safe-keeping-healthy/

Further updates will follow.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 545/20 – Royal Mail Introduction of Mandatory Face Mask Wearing in Indoor Work Situations

RMG/CWU Joint Statement Dealing with Coronavirus/Covid-19 – Protecting and Putting Employees First and Introduction of Mandatory Face Masks

Discussions with Royal Mail Group on the subject of Covid-19 protection for the workforce and the deployment of face coverings/face masks has been subject to discussion with CWU/HQ over recent weeks. On Friday 30 October the Union was informed of the employer’s intention to change their policy from ‘Strongly Recommended’ to ‘Mandatory’. Proposals were then put to the Union, regarding the company’s intention to move to ‘Mandatory’ face covering/face masks for all staff from Monday 9 November with RMG requesting CWU support.

As the Coronavirus/Covid-19 transmissions and infection rate continues to rise, the country is also entering the flu season. At the same time 33,000 temporary, casual and agency workers are being taken on by the company to support Christmas peak workload. These additional workers will increase the risk of infection, if adequate controls are not in place and maintained. It is therefore now mandatory to wear a face covering in all Royal Mail Group indoor workplaces.

The company also supports and encourages the wearing of face coverings whilst outdoors in order to keep employee safe when engaging customers but it is not mandatory outdoors.

However, it is crucially important to recognise that Royal Mail Group and the CWU agree that face coverings do not replace other preventative measures such as increased hand hygiene, social distancing and increased cleaning; THESE MUST REMAIN IN PLACE.

Wearing a face covering can help workers stay safe by reducing the risk of infection. This is even more important in situations where social distancing is difficult, with the onset of the flu season and where employees meet new people, such as Christmas temporary workers over the Christmas peak in crowded workplaces. The key benefits of face masks/face coverings in the workplace is to prevent the spread of the viral infection and defend the workforce from being a pandemic victim of what is an airborne illness, protecting both the wearer and the surrounding people – giving risk reduction from droplet transmission during exhalation.

The introduction of mandatory face coverings in all indoor workplaces enhances existing preventative, risk control measures to protect the workforce from Coronavirus/Covid-19. This forms part of the RMG Coronavirus Risk Assessment, which is required under health and safety legislation.

CWU/HQ is supporting the initiative having considered the current and worsening Coronavirus/Covid-19 situation across the UK along with expert scientific and medical advice and recommendations. SAGE, the Scientific Group for Emergencies who provides scientific and technical advice to government decision makers during emergencies concluded that the public and workers should be advised to wear face coverings. At the end of September the chief medical officers for England, Scotland, Wales and Northern Ireland changed the view and recommended all four nations upgrade their coronavirus alert levels following the exponential rise in cases and in a powerful joint statement said that “If we are to avoid significant excess deaths and exceptional pressure in the NHS and other health services over the autumn and winter months, everyone has to follow the social distancing guidance, wear face coverings correctly, wash their hands regularly and improve cleaning.”

Mandating of face coverings is a view shared by regulatory bodies such as the Health and Safety Executive and many local authorities. A number of Royal Mail offices (mail centres and delivery offices) have already introduced the wearing face coverings indoors, following outbreaks which made workers there realise the risk and uptake has been good.

The agreed Joint Statement covers off the important issue of the company’s approach to compliance, agreeing a compliance process and a robust exceptions process as well as CWU involvement at all levels. The CWU is supporting this decision, subject to ongoing discussions and regular joint reviews, for a number of very important reasons:

• The Virus infection rate continues to rise. 33,500 new cases were reported yesterday with nearly 600 deaths.
• The high daily number of new cases being recorded has been running at 20,000 to 25,000 a day for the last month.
• Hospital admissions are increasing.
• A 125% increase in workplace outbreaks, reported by the TUC.
• 33,000 Christmas casuals/agency workers about to join the RM/PFWW workforce.
• Local and regional restrictions being imposed across large parts of the country.
• A second national lockdown in England is now in place with similar restrictions in Scotland, Wales and Northern Ireland.
• The risk of a flu epidemic alongside the virus pandemic.
• The number of weekly Coronavirus deaths is at its highest since June.
• The number of patients admitted to hospital has jumped by more than 60 per cent in 10 days.
• Hospital patients needing a ventilator has also increased by 50 per cent.
• Following several Coronavirus/Covid-19 outbreaks/case clusters in Royal Mail and Parcelforce offices, Public Health Authorities, the HSE and local councils have recommended that Royal Mail and Parcelforce should introduce the ‘Mandatory’ wearing of face coverings/face masks in indoor workplaces.
• A third of UK workers are worried about catching Coronavirus in their workplace.

It is fully agreed that the introduction of the new ‘Mandatory Masks/Face Coverings’ measure is not an end in itself and does not replace other preventative, risk control measures. It must be seen as one of the steps to safer working and a ‘Covid-19 Secure Workplace’.

Mandatory masks is one important component to a ‘five-pronged’, fully committed drive that’s now needed with both RMG and CWU in agreement. These are:

• Improving Hygiene.
• Mandatory Face Coverings.
• Social Distancing (2M).
• Improved Cleaning (premises and vehicles).
• ‘Workforce Testing’ (The CWU has also requested the introduction of regular workforce testing which Royal Mail Group have accepted and are in talks with the DHSC on this matter.

RMG and CWU are in full agreement that ‘Mandatory’ face masks/coverings are not a substitute for social distancing (2M), increased/improved cleaning and improved hygiene standards.

The CWU Health, Safety & Environment Department is keen to get a workplace weekly testing regime implemented and have formally put forward a proposal to Royal Mail Group to consider the introduction of regular workplace Covid-19 testing which we strongly believe would improve safety, reduce transmissions and the infection rate plus give a huge reassurance to the workforce at this tough time.

A number of important associated issues have been raised by the Union in order to secure our support and commitment to the ‘Mandatory Masks/Face Covering’ initiative and these have been included in the Joint Statement. These are in summary:

• Safety will be the No1 priority.
• Masks per person not to be limited and supplies to be sufficient to enable them to be changed frequently.
• Masks to not be compulsory whilst working outside.
• Visors to be provided to supplement the face masks/coverings if employees request them.
• CWU ASRs to be fully involved in the process with managers and the SHE Team to work together spot-checking/inspecting social distancing and Covid-Secure compliance.
• A ‘supportive’, non-punitive, mask wearing compliance process in line with the RMG/CWU PPE National Agreement 3-step process.
• A robust ‘exceptions process’ – this includes (but is not limited to) staff with underlying medical, physical or mental health conditions. Where this is the case, members will inform their manager that they are unable to wear a face covering and their manager will accept it. Management will not refuse to accept exemption for these workers and managers will not request that individuals provide evidence to prove that they are exempt. Exempt workers may wear an exemption card or badge if they so wish but it is not mandatory. Exempt workers do not need to request a letter from a medical professional about the reason for being exempt from wearing a face covering.
• Employees may remove face coverings when seated to eat or drink in staff mess rooms, rest rooms, restaurants or cafes.
• Arrangements will be put in place for those members who rely on lip reading, clear sound or facial expressions to communicate.
• In line with the RMG Five-Year Mental Health Strategy, RMG will, with the full support and involvement of the CWU, support and assist those members in distress with mental health problems. Mental wellbeing will continue to be promoted to minimise the risk of widespread and long-term problems as a result of the pandemic.

Workplace Intense Cleaning Following Cases of Covid-19 Positive Tests

It is confirmed that following the diagnosis of positive cases in Royal Mail Group workplaces, intense virucidal, antimicrobial cleaning will take place of both the workplace and vehicles.

Reducing the Risk of Covid-19 Coronavirus Transmission in the Workplace 

RMG and the CWU recognise that the introduction of the mandatory use of face coverings in indoor settings is part of a package of government control measures to reduce the risk of Coronavirus transmission and must not be treated in isolation as a ‘catch-all’ solution. RMG therefore is fully committed to the need to:

• Maintaining social distancing of 2m.
• Promoting increased hygiene standards, frequency of hand washing, hand sanitising and the use of disinfectant wipes.
• Increase cleaning standards in workplaces, toilets, washrooms, changing rooms, restrooms etc., and vehicles plus surface cleaning, including disinfecting frequent touch points.
• Keeping the activity time involved as short as possible.
• Using screens or barriers to separate people from each other.
• Reducing the number of people each person has contact with.
• Following government and HSE guidance.
• Making it understood that face coverings alone are no substitute for all of these above measures.
• Visors can be worn and will be provided on request (to be worn in conjunction with a face covering).
• Face coverings will not be compulsory whilst working outside.

Exemptions

To reiterate the important point made above; RMG recognise that some people are unable to wear face coverings for various reasons.  A robust ‘exceptions process’ is now in place. This includes (but is not limited to) staff with underlying medical, physical or mental health conditions. Where this is the case, members will inform their manager that they are unable to wear a face covering and the manager will accept it. Management will not refuse to accept exemption for these workers and managers will not request that individual provide evidence to prove that they are exempt. Exempt workers may wear an exemption card or badge if they so wish but it is not mandatory. Exempt workers do not need to request a letter from a medical professional about the reason for being exempt from wearing a face covering.

Video Update

There is a video update from Dr. Shaun Davis, Royal Mail Group Global Director Compliance & Sustainability and Dave Joyce, CWU National Health, Safety & Environment Officer available to view on the following links –please bring this to the attention of members:

https://royalmailcommunications.newsweaver.com/ldi3fqlw6h/1dn3qmvrypt19wxbbsj1na/external?email=true&a=5&p=5855414&t=2325166

https://royalmailcommunications.newsweaver.com/ldi3fqlw6h/kk2qcc2g20919wxbbsj1na?email=true&lang=en&a=5&p=5855414&t=2325166&autoPlay=VIMEO-475969938

CWU Representatives Involvement

RMG will encourage everyone to support this policy. CWU Representatives will be fully involved at all times with their input taken into account. There will be strong local CWU involvement and employee engagement to ensure better understanding of the policy and the reasons for the ‘Covid-Secure’ risk control measures. Managers and CWU representatives will work together to ensure that this policy is deployed in a supportive manner, providing encouragement, assistance and help – not a punitive approach. SHE Business Partners and CWU ASRs will be fully involved, consulted and available to advise and support unit managers with any queries about the Covid-Secure controls and compliance with them.

Attachments:

• Joint Statement
• PPE 3-Step Compliance Process
• Mandatory Face Coverings poster
• Mandatory Face Coverings and Masks – Frequently Asked Questions and Answers Version 2 (this will continue to be updated)
• Guidance for managers on mandatory face coverings in indoor workplaces
• Colleague Update on mandatory wearing of face coverings in indoor workplaces

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 544/20 – RMG CWU Joint Statement Protecting and Putting Employees First and Introduction of Mandatory Face Masks

Face Coverings Frequently Asked Questions and Answers V2

Mandatory Face Covering – Guidance For Managers v1

Mandatory face coverings poster

PPE Agreement 3-Step Compliance Process

RM_COLLEAGUE UPDATE_Face Coverings

RMG-CWU Joint Statement – Mandating of Face Covering in Indoor Workplaces._ Final