Royal Mail Collective Pension Plan (‘the Collective Plan”) – Election of Member Nominated Directors (MND) 

Further to LTB004/25 dated 14^thJanuary (attached).

Branches are advised that we were given an incorrect closing date by the administrators of the Collective Plan for applications to the CWU MND roles.

The closing date to submit your application is Friday 24^th January 2025.

All other information in relation to the application is as per LTB 004/25.

We would like to apologise to any potential applicants for any confusion caused by this error via the Collective Plan administrators – please contact the SDGS Department for an application pack and return forms via email to the Collective Plan collectiveplanexecutive@royalmail.comby 24^th January.

Any enquiries regarding this LTB should be addressed to afurey@cwu.org.

Yours sincerely,

Andy Furey

Assistant Secretary

LTB 007/25 – RMCPP – Election of Member Nominated Directors

Attachment: LTB 004/25

Attachment: Could you be a Member Nominated Director

Attachment: MND Role and Responsibilities

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Uplift in Part Time Contracts on Legacy Terms and Conditions

You will be aware that last year Royal Mail introduced a policy that meant part timers could only increase their contracted hours if they moved to the new entrants’ terms and conditions.  The CWU were determined to change this unacceptable and unfair policy.

We reached an agreement in December under the USO Pilots which stated, ” Any employee employed on “legacy terms and conditions ” (i.e. those employed before 1^st December 2022) currently completing a role through a temporary variation and or offered from January 2025 an increase in contracted hours will have the opportunity to accept that role on a permanent basis on their legacy terms and conditions.”   This means any part timer who is offered an increase in their contracted hours in the future can do so on their current terms and conditions.  In light of this, Reps and Branches should reengage in business-as-usual resourcing reviews on whether a part timer should be eligible for an uplift and ensure seniority is the deciding factor.

During the talks, Royal Mail informed the CWU that there were 10,573 part timers on a variation of contract, some dating back as far as 2017. We agreed that all of these individuals should have the opportunity to get a permanent contract. This is important as the USO will lead to a potential surplus in delivery units and those on a variation of contract may either lose this ability or not be considered within a resign, or if they wanted voluntary redundancy they would only be considered on their original contract.

All those part timers who got a variation of contract should have received this on the basis of seniority and this should have been overseen at local/area level.  In fact, we are receiving reports that some Reps and individuals believe they were on a permanent contract already. The clear lesson is in the future we must ensure that individuals get an actual contract that reflects the new contracted hours.

There will also be the opportunity for further uplifts in part time to full time under the USO pilots and reform, as the modelling is showing that there is an increase in part time to full time of between 15% to 20% when introducing the USO change.

The headlines are a great news story for those 10,573 part timers on a variation of contract who will now get the opportunity to accept a permanent position on their current terms.

The headlines nationally are:

• 8,529 part timers who are on a variation of contract will get the opportunity to confirm a permanent full time job on 37 hours.
• 1,701 part timers on a variation of contract will get the opportunity to accept an increased hourly contract on a permanent basis.
• 343 part timers on a 35 hour contract who were working 37 hours or above will now get the opportunity to have a 37 hour contract on a permanent basis.

There is a further piece of work being undertaken to identify those individuals who were capped at 35 hours full time after the Four Pillars agreement in 2018.  The aim will be to give those individuals an opportunity to move to 37 hours on a permanent basis. This does not mean we have given up on the union’s long-standing policy to achieve the 35-hour gross working week. Instead, it is a recognition that we have other priorities for now, such as improving basic pay, equalising new entrants’ terms and conditions, improving overtime and SA rates, improving sick pay arrangements and voluntary redundancy terms, as well as improving attendance patterns with less days at work along with fewer Saturdays.

It is also important for Branches and Reps at all levels to make sure we maximise the opportunity to recruit any non-members whilst carrying out the work of ensuring part timers are given an improved permanent contract. These permanent uplifts would never have happened without the union at all levels applying pressure to get Royal Mail to change their unfair policy.

Finally, please see attached important information to assist you in the task of achieving the permanent uplifts in part time contracts.

1. Communication on the part time uplifts.
2. Headlines of the biggest units with the most part time to full time uplifts per ROD Area.
3. Details of every workplace listing in three categories part time to full time, increase in part time contracted hours and the numbers per unit who will get the opportunity to move from 35 to 37 hours.

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

Yours sincerely,

Martin Walsh

Deputy General Secretary (Postal)

LTB 006/25 – Uplift in Part Time Contracts on Legacy Terms and Conditions

LTB 006/25 – Att 1

LTB 006/25 – Att 2

LTB 006/25 – Att 3 (xl download)

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New Prototype Posting Peg Trial – RM/CWU National Joint Dog Awareness Working Group

Branches and members may recall LTB 216/24 which reported on the New Design Mk2 Posting Peg trial which had been developed via the RM/CWU National Joint Dog Awareness Working Group and which was then subject to a trial at the Derby, Swindon and Dore Delivery units from June to August of last year.

As means of background, the new design Mk2 Posting Peg was trialled based on feedback received that the current existing Red Posting Peg needed to be longer, be more flexible and have the ability to accommodate more letters in the Peg. The Mk2 design received positive feedback from the individuals involved in the trial, with 78% of those who replied saying they were more likely to use the Mk2 Posting Peg, however, the trial also reflected similar feedback to that of the current Red Posting Peg and the need for a longer and more flexible design, with the ability to fit more into it.

Accordingly, this feedback has been further reviewed by the RM/CWU National Joint Dog Awareness Working Group and a new prototype Posting Peg has now been designed and developed for further trial activity. The new prototype Posting Peg, in addition to seeking to address feedback given, also has multiple uses. Although its primary purpose remains a posting aid, to avoid fingers through the letterbox incidents, the updated design also provides:

• A holder for the P739 ‘Something for you’ cards
• Holds a pen
• Provides a flat surface to write on
• Can be used to hold/store elastic bands

The Posting Peg has been made using tough and durable materials and has been designed to fit in both Royal Mail cargo trousers and shorts.

The trial of this new prototype Posting Peg will take place at the Delivery units listed below, with each unit being issued with the outlined number of new prototype Posting Pegs to be tested in the live operational environment.

• Derby (DE) – 20 Posting Pegs
• Swindon (SN) – 5 Posting Pegs
• Chippenham (SN) – 5 Posting Pegs
• Dore (S) – 10 Posting Pegs (TBC)
• Rye (TN) – 10 Posting Pegs

The trial will commence from Monday 20^thJanuary and is planned to run for four weeks.

Derby, Swindon and the Dore Delivery units were trial locations for the Mk2 Posting Peg back in 2024 and have again been selected for this new trial to generate feedback on the new prototype against the former MK2 design.

As a means of further information on this trial, please find attached a SHE Huddle briefing due to be issued at each of the trial sites.

In advance of the trial activity being launched in each unit, remote meeting calls have been set up to outline the details and aims of the trial which will involve the relevant unit COMs, SHE advisors, and ASRs.

On completion of the trial, feedback will be sought directly from those involved via a QR code, with the feedback then being reviewed by the RM/CWU National Joint Dog Awareness Working Group in terms of the next steps.

From the CWU perspective, this trial of a new prototype Posting Peg is welcomed, as based on the latest figures shared by Royal Mail, circa 389 dog bites through the letterbox incidents were reported last year. Accordingly, I have no hesitation in encouraging our Safety and IR Reps, alongside members in the listed units, to fully support and engage in the trial and equally provide feedback via the QR code once issued.

Finally, and in setting out the above, it is relevant to remind Branches that letterbox bites are reportable as an offence under the Dangerous Dog Act (Section 3), which followed the Court of Appeal decision in 2022 whereby postal workers do have applied access rights at letterboxes and as such, are protected by the Act. Sadly, there remains some confusion in this regard and over trespassing laws, with even some Police Officers offering wrong advice on this issue if hands/fingers accidentally enter the letterbox aperture. The full details of the Court of Appeal ruling were set out in LTB 220/22.

Further updates in terms of this trial and outputs will be issued in due course, but in the meantime any enquiries regarding the content of this LTB should be directed to the Outdoor Department, email address: Pharacz@cwu.org.

Yours sincerely,

Tony Bouch
Assistant Secretary

LTB 005-25 New Prototype Posting Peg Trial – RMCWU National Joint Dog Awareness Working Group

SHE Huddle – Posting Peg Final

Royal Mail Collective Pension Plan (‘the Collective Plan”) – Election of Member Nominated Directors (MND)

Branches are aware that the new Collective Plan is managed by a Trustee Company called the RMCPP Trustees Limited.   The Trustee Company’s Board is legally responsible for running the Member Nominated Director (MND) election process.  The Trustee Board consists of 9 Directors comprising:

• 4 MNDs of which 3 are filled by CWU represented grades and 1 by Unite CMA represented grades
• 4 Employer Nominated Directors (ENDs), appointed by Royal Mail Group Ltd.
• 1 Additional Director appointed by Royal Mail Group with the agreement of the unions.

The Collective Plan launched on 7^th October 2024 and the Trustee Board is looking for MNDs to be elected for the 3 CWU posts by 31^st March 2025.  The term of office is 5 years.  The union is therefore seeking nominations to fill the 3 CWU MND vacancies.  Nominations for these positions can be from any individual who is a current member of the Collective Plan and employed in a CWU represented grade, irrespective of Union membership, or a deferred member of a former Royal Mail pension scheme who is currently employed by the CWU.

Whilst these 3 posts are technically vacant, Branches will no doubt wish to acknowledge that Alan Tate, Postal Executive member, and Kevin Carey, Area Delivery Rep, have, with the agreement of the Postal Executive, undertaken the MND roles on an interim basis during the period of scheme development and leading up to the launch of the Collective Plan.  Both Alan and Kevin have indicated, not least due to the knowledge and experience they have gained, that they wish to continue in these roles.  Therefore, they will be submitting nominations.

Trustee Directors play a vital role in supporting the members of the Collective Plan.  This position requires a reasonable time commitment, including preparing for and attending meetings, as well as participating in regular training.  Although Trustee Directors are not paid, reasonable travel expenses are reimbursed, and training for the role is funded by the Collective Plan.  Trustee Directors are also given time off work to undertake the role.

Although no prior pensions knowledge is required, to undertake the role, all Trustee Directors must acquire and maintain a basic understanding of pensions and how their scheme operates.  To do this, all nominees will need to complete The Pensions Regulator’s online Trustee Toolkit before the MND ballot.  The series of online tutorials provides a comprehensive understanding of a Trustee Director’s role and responsibilities.  You can access the toolkit at:

https://trusteetoolkit.thepensionsregulator.gov.uk/

For the first MND election, the term of office for each vacancy will be staggered to ensure continuity of knowledge and skills on the Trustee Board.  Further information on the MND election process is available in the attached leaflet – ‘Could you be a Member Nominated Director?’  Also attached is a leaflet on ‘Trustee Role and responsibilities’.

Anyone interested in standing in the MND election for one of the 3 CWU roles should contact the Senior Deputy General Secretary’s Department at CWU HQ to request a nomination pack.  The pack includes:

• An application form, where you are required to provide a personal statement (maximum 200 words) outlining why you are suitable to act as an MND.
• Guidance Notes on the MND process.

The closing date to submit your application is Friday 31^st January 2025.  After the closing date, candidates may be invited to attend a panel interview which would be for familiarisation purposes.  This will give candidates the opportunity to discuss who they are, why they are interested in the MND role, and the skills they can bring to the Trustee Board and will help candidates to confirm that they do wish to stand in the election.

All Collective Plan active members who are employed in a CWU represented grade will receive a ballot paper to vote for their 3 preferred CWU candidate(s).  As the Collective Plan only opened to active members on 7^th October 2024, there are currently no pensioners and deferred members eligible to vote in the ballot.

The 3 successful candidate(s) will be determined by a simple majority (i.e., the candidate(s) with the highest number of votes will be elected as the 3 MNDs).  After the ballot results have been counted, candidates will be notified of whether they have been successful or not.

Any enquiries regarding this LTB should be addressed to afurey@cwu.org.

Yours sincerely,

Martin Walsh    

Deputy General Secretary (Postal)    

Andy Furey

Assistant Secretary

LTB 004/25 – RMCPP Election of Member Nominated Directors

LTB 004/25 – Att 1 – Could you be a Member Nominated Director

LTB 004/25 – Att 2 – MND Role and Responsibilities

CAPITA TVL: PAY AGREEMENT 2024 & 2025 – BALLOT RESULT

Further to LTB 395/24 dated 18^th December.  Our TVL members have endorsed the two-year Pay Agreement with Capita.  The result is:Yes Votes13170%No Votes5630%Turnout39%

Capita has been advised of this outcome and has confirmed that Field members will receive the minimum 5.5% pay uplift with January salaries.

Shorter Working Week – Bristol & Darwen (one-hour off the Working Week)

Plans will now be drawn up to ensure the hour off the working week from 1^st April 2025 is introduced in a consistent and fair way.  Our Senior Reps in both Units will have responsibility for delivering this important benefit for our members.  The following principles have been agreed with Capita:

• The vast majority of members have their attendance managed in the Aspect system. A small number of people (Field Business Centre for example) have more fixed attendance patterns.
• The Planning team will update all members’ working week to 36.5 hours from the agreed start date.
• Revised attendance patterns will be visible to each individual, showing their start/finish times and they will be able to see that their working week adds up to 36.5 hours.
• Capita management will work with the Senior Reps to achieve the best balance in respect of where to apply the one-hour reduction.
• There will be a myriad of preferences, from later starts, earlier finish, 15 mins spread over 4 days, the whole hour on a particular day etc. In some areas this will be easier to accommodate than others.  For example, in Back Office, when the work is undertaken isn’t as time critical as it is in the Contact Centre, as Capita and the BBC need to have the right availability across the opening hours.
• However the implementation is achieved, it will be completely transparent through the scheduling system to each individual, as it is currently.
• There will be no changes to attendance patterns for part-timers and no reduction in their hours. They will, however, receive a benefit by virtue of an enhanced hourly pay rate.

Improved Annual Leave Entitlement

Members are reminded that from 1st January 2025, members with more than five years’ service, including the TUPEd members, will move to a new maximum annual leave entitlement of 29 days (an increase of one day).

Conclusion

In closing, the reality is, this Pay Agreement was only possible once the members voted overwhelmingly for Industrial Action.  I would like to thank our TVL members for their support in achieving this outcome after what was a very challenging pay negotiation.  The next pay review date is 1^st April 2026.  

Yours sincerely,

Andy Furey

Assistant Secretary

LTB 003/25 – Capita TVL – Pay Agreement 2024 & 2025 – Ballot Result

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CWU CONSOLIDATED ACCOUNTS 2023

The purpose of the LTB is to inform Branches that further to LTB 390/24 dated 13^th December 2024 which invited questions to the 2023 CWU Accounts, that at the closing time for questions to be submitted, 2^nd January 2025 at 12 noon, no questions have been received.

Accordingly, there are no answers to be sent to Branches on this matter.

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 002/25 – CWU Consolidated accounts 2023

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Royal Mail: Drugs & Alcohol Support & Rehabilitation Services and For-Cause Testing Pilot for Drivers in Wales

Further to LTB 343/24 dated 25^thOctober.  The Postal Executive has given serious and careful consideration to these matters over the last few weeks and has now endorsed three documents which included the following agreements:

• Colleague Guide: Support and Rehabilitation Service
• Agreed Terms of Reference for the For-Cause Drugs and Alcohol Pilot for Royal Mail Drivers in Wales
• Colleague Framework: For-Cause Testing Pilot Approach(containing 34 agreed Q&As, designed to ensure that where For-Cause testing takes place during the Pilot, it is done in a consistent and empathetic way)

The For-Cause Pilot will commence on Monday 13^th January 2025 for eight weeks and will be applicable to Drivers only, in Wales (excluding Parcelforce).  We have built into the ToR joint weekly checkpoints with management and a mid-pilot joint review on Monday 17^th February.

Royal Mail Group would ultimately like to roll out Drugs & Alcohol For-Cause testing across all grades in the UK.  In these circumstances the Postal Executive felt that a Pilot was the best way to deal with these matters, supported by an agreed Terms of Reference with proper safeguards.

Crucially, for the Pilot, there will be no discipline arising from positive tests, providing members in these circumstances agree to participate in the new Support and Rehabilitation programme.  In essence, this means that any member who fails a drugs or alcohol test during the Pilot and who takes up the offer of the Support and Rehabilitation service will not be taken down the Conduct route.  There are two caveats to this – a positive drug/alcohol test on the roadside following an accident/incident where the police are involved, or an individual being found in the possession of illegal drugs in the workplace.

We are sure Branches will recognise the above was a key safeguard for the union to secure, to enable the Pilot to take place with our co-operation.  It should also be noted that we have a Postal Executive policy surrounding our opposition to Random Testing for drugs & alcohol and we have informed Royal Mail management of this position.

We recognise the Pilot will be an extremely complex activity and we therefore felt it was appropriate to have a Postal Executive member overseeing the Pilot and to be the liaison point for Branches and Representatives.  Rob Wotherspoon has agreed to undertake this commitment.  Also, there will be a dedicated go-to Divisional Rep who will assist and support Reps.  Ralph Ferret (South Wales) and Paul Dugdale (North Wales) will undertake these roles and will work in conjunction with Rob Wotherspoon.

Briefing of Representatives in Wales

There will be a briefing of our Branch Secretaries and Area Representatives in Wales, including Areas Safety Representatives on Wednesday 8^thJanuary, during which we will run through the full details of the Terms of Reference for the Pilot and the protections and safeguards we have secured for our members in both the ToR and the Colleague Framework document.  Obviously, there will be an opportunity for a Q&A session at the Briefing.

Finally, without wishing to prejudge the success or otherwise of the Pilot.  If Royal Mail seeks to roll out For-Cause testing on a National basis (for Drivers-only), we would naturally aim to secure a suitable National Agreement with appropriate safeguards for our members and this would be placed before the Postal Executive for consideration.

The Postal Executive will be closely monitoring the Pilot and all Branches will be kept informed of any key developments as the Pilot progresses.

Yours sincerely,

Martin Walsh                                                                   

Deputy General Secretary (P)            

Andy Furey

Assistant Secretary

Davie Robertson          

Assistant Secretary                                             

Bobby Weatherall

Acting Assistant Secretary                                                 

Tony Bouch

Assistant Secretary

LTB 001/25 – RM – Drugs & Alcohol Support & Rehabilitation Services – Pilot for Drivers in Wales

Attachment: Colleague Guide Support and Rehabilitation Service – Final

Attachment: Agreed Terms of Reference for the For-Cause Drug and Alcohol Testing Pilot for Royal Mail Drivers in Wales

Attachment: For Cause Testing – Colleague Framework

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Election of CWU Delegates to the TUC Equality Conferences – 2025

Further to LTB 388/24 dated 10^th December 2024, please find detailed below the results of the ballot.

TUC DISABLED WORKERS CONFERENCE

Postal

4 Lay Members (1 Woman)Adam AlarakhiaLeicestershire28,036*ElectedEsther RobertsonEastern No 415,472Sajid ShaikhBirmingham District Amal31,227*ElectedTony SneddonScotland No 533,751*ElectedLaura SnellEastern No 427,181*Elected (Woman Criteria)Lee Starr-ElliottBristol & District Amal27,748  

The branch analysis for the above elections is attached to this LTB.

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

24LTB401 – Election of CWU Delegates to the TUC Equality Conferences 2025

Ballot Returns

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RMG/CWU Business Recovery, Transformation & Growth Agreement: Appendix 1

Seasonal Variation – 2025 Arrangements

Dear Colleagues,

Branches and Representatives will recall that in LTB 340/24, issued on 21^stOctober, which details a revised FAQ (Frequently Asked Questions) document linked to Seasonal Variation, it was also reported that we had sought discussions with Royal Mail on the application of Seasonal Variation for the 2025/26 calendar year.

Accordingly, discussions have been held with the business to conclude this matter and the following details can now be communicated in terms of the Seasonal Variation design for 2025, which has been endorsed by the Postal Executive.

In terms of the overall duration of Seasonal Variation for next year, it has been agreed to reduce this to two 5-week periods (from the initial two 15-week cycles), as follows:

• Low Season – 5 weeks: Week 17 to 21 (21^st July to 24^th August 2025)
• High Season – 5 weeks: Week 34 to 38 (17^th November to 21^stDecember 2025)

While it has been agreed to change the duration of Seasonal Variation next year, it has also been agreed to maintain the daily changes in attendance times to mirror the original design and its current application. Therefore, the additional time aligned during the High Season will be at the start of the duty, with the reduction in time in the Low Season being taken from the start and end of the duty, as set out in the diagram attached.

In outlining the above, we are aware that for some individuals Seasonal Variation remains one of the controversial aspects of the Business Recovery, Transformation & Growth Agreement since its introduction in September 2023.

It is therefore hoped that the agreed reduction in the overall duration of applicable weeks in 2025 alongside retaining the High Seasons application at the front end of duties should be broadly welcomed by our Branches, Reps and members alike.

In addition, subject to the ongoing developments linked to the EP takeover and future discussions regarding USO reform, we will continue to review the agreement for 2025 to ensure it remains fit for purpose in respect of any future ways of working.

Any enquiries to the content of this LTB should be directed to the Outdoor Department, email address: Pharacz@cwu.org.

Yours sincerely,

Tony Bouch 

Assistant Secretary

LTB 400/24 – BRTG Appendix 1 Seasonal Variation – 2025 Arrangements

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USO Pilots

As reported at the national briefing we have been in discussions with Royal Mail over piloting their preferred USO reform model.

The pilot will take place from February 2025 in 37 units across the UK.  34 of these units were selected by Divisional Representatives and 3 by Royal Mail.

The pilots will test the method change assumptions linked to the USO change.

Royal Mail’s preferred USO change titled ‘the Optimised Delivery Model’ is based on the following:

• 1^st Class and parcels will be delivered to every address Monday to Saturday.
• Non priority (DSA, 2^nd class) will be delivered to an address every other day Monday to Friday.

The key principles state that the pilots must:

• Maintain or improve quality
• Must deliver fair and manageable workload and address fatigue.
• Must improve attendance patterns with fewer Saturday attendances.
• Will improve culture, morale and confidence in the workplace.

We have now secured both a Terms of Reference for the pilots and an agreed statement on moving forward some issues.

Within the statement we have now agreed that circa 11,000 part timers will from 1^stJanuary 2025 have the ability to increase their contracted hours, including up to full time, on the legacy terms and conditions.  This commitment is ongoing and applies to any further increase in part time contracted hours.

We have also ensured that no surplus employees will be moved from the pilot sites and scheduled attendance will be maintained.

We have also improved the attendance procedure.  Stats show that only 2.2% of the 33 charged individuals who are issued an AR1 appeal and that when they do 52% are successful.  There is only 5.5% of the 6467 individuals who are issued an AR2 that appeal.  Yet out of 358 individuals who appeal 208 win their appeal.

The issuing of an AR1 or AR2 are not done at Welcome Back meetings.  The manager at the Welcome Back meetings decides whether an absence counts towards an AR warning but the AR warnings are generated centrally.  Evidence shows 19% of absences are discounted.

 We have therefore made the following improvements.

3. All managers will be reminded that they have the full authority to discount absences counting towards AR warnings.
4. That we will highlight to employees that they have the right to appeal an AR1.
5. That they will get an automatic appeal at AR2.

We will then look to address some further issues and achieve an agreed attendance procedure.

We will report further developments on the USO pilots in due course.

Yours sincerely,

Martin Walsh
Deputy General Secretary (Postal)

Andy Furey
Assistant Secretary

Davie Robertson
Assistant Secretary

Tony Bouch
Assistant Secretary

Bobby Weatherall
Acting Assistant Secretary

LTB 398-24 – USO Pilots

Attachment 1 – ToR USO Pilots Signed 18.12

Attachment 2 – Enablers Letter Signed 18.12                              

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