EASTERN No 5 BRANCH ELECTIONS 2020 / 2022 At the close of nominations for SET ONE
Romford Mail Centre – Property Update
Romford Mail Centre – Property Update
You will be aware that the department reported in June 2019 that we had been made aware of significant issues in relation to negotiations on the extension of the lease arrangements for Romford Mail Centre (LTB 370/19 refers).
On the basis of a possibility that Royal Mail may have had to vacate the site a Joint Cross Functional Working Group had been reviewing potential alternative operational solutions, while commercial discussions continued between Royal Mail and the landlord. We are aware that there has been some conjecture in relation to whether any revised solution would impact on other Royal Mail Sites and as such we believe that it is appropriate to inform Branches of the latest developments.
We can now inform Branches that discussions between Royal Mail and the landlord have concluded in an agreed lease extension until March 2023 as the final tenancy arrangement, with the site reverting to the landlord from that date.
Given these developments and the fact that the extension will allow for additional opportunity to consider options that may be available in line with the revised timelines, it has been agreed to cease the current consultation activity. In recognition of the revised timelines preparatory work will now be undertaken by the business for the commencement of new joint consultation activity in line with our agreed processes, early in the New Year.
It is hoped that these developments remove the immediate uncertainty for our members based at the Romford site and we would like to reassure them that we remain fully committed to achieving a viable alternative long term solution for Romford Mail Centre, beyond 2023.
Attached for the information of Branches is the Joint Statement agreed and communicated to our members at Romford Mail Centre.
Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: kgray@cwu.org quoting reference number: 722.01.
Yours sincerely
Davie Robertson
Assistant Secretary
General Conference 2020 – Second Edition of the CWU Diversity Calendar
General Conference 2020 – Second Edition of the CWU Diversity Calendar
Dear Colleagues
This LTB has been issued to give Branches a special opportunity to again sponsor our CWU Diversity Calendar. This initiative was really well received last year and we expect a similar response this year.
Diversity Calendar Sponsorship
The HQ Equality, Education & Development team are producing the Diversity Calendar, which will focus on a number of special days in the union’s year and which celebrate our unity and our diversity.
Branches and regions are invited to support the production of this calendar through the opportunity to sponsor a month in the new calendar at the unchanged price of £75 per page. Participating Branches will be able to display their Branch logo, provide 50 words about their commitment to equality and their Branch contact details, which will be displayed on their page. All enquiries should be directed to Fevzi Hussein in the Equality, Education & Development department (fhussein@cwu.org). The deadline to secure a sponsorship slot is Friday 31stJanuary 2020 and pages will be strictly awarded on a first-come, first-served basis. If your Branch is interested please contact us as soon as possible, as we expect the twelve pages to be booked up fast. The calendar will be available at Conference.
If sponsors have a photograph you would like us to consider using please ensure it is appropriately themed and it should be a minimum of 1MB in memory size.
Equality and Education Stall
The Equality, Education & Development Department will have a stall and will be available to help delegates and observers on all matters equality and learning. There will be competitions, information, advice and much more on the stall. More information will be issued closer to conference.
It would be appreciated if all Regions/Branches can ensure that this LTB is brought to the attention of their Equality Leads, Women’s and BAME Officers.
Yours sincerely
Kate Hudson
Head of Equality, Education & Development
19LTB713 – General Conference 2020 – Second Edition of the CWU Diversity Calendar
General Conference 2020 – Second Edition of the CWU Diversity Calendar
General Conference 2020 – Second Edition of the CWU Diversity Calendar
Dear Colleagues
This LTB has been issued to give Branches a special opportunity to again sponsor our CWU Diversity Calendar. This initiative was really well received last year and we expect a similar response this year.
Diversity Calendar Sponsorship
The HQ Equality, Education & Development team are producing the Diversity Calendar, which will focus on a number of special days in the union’s year and which celebrate our unity and our diversity.
Branches and regions are invited to support the production of this calendar through the opportunity to sponsor a month in the new calendar at the unchanged price of £75 per page. Participating Branches will be able to display their Branch logo, provide 50 words about their commitment to equality and their Branch contact details, which will be displayed on their page. All enquiries should be directed to Fevzi Hussein in the Equality, Education & Development department (fhussein@cwu.org). The deadline to secure a sponsorship slot is Friday 31stJanuary 2020 and pages will be strictly awarded on a first-come, first-served basis. If your Branch is interested please contact us as soon as possible, as we expect the twelve pages to be booked up fast. The calendar will be available at Conference.
If sponsors have a photograph you would like us to consider using please ensure it is appropriately themed and it should be a minimum of 1MB in memory size.
Equality and Education Stall
The Equality, Education & Development Department will have a stall and will be available to help delegates and observers on all matters equality and learning. There will be competitions, information, advice and much more on the stall. More information will be issued closer to conference.
It would be appreciated if all Regions/Branches can ensure that this LTB is brought to the attention of their Equality Leads, Women’s and BAME Officers.
Yours sincerely
Kate Hudson
Head of Equality, Education & Development
19LTB713 – General Conference 2020 – Second Edition of the CWU Diversity Calendar
Re-entering Negotiations with Royal Mail Group
Re-entering Negotiations with Royal Mail Group
Further to LTB 674/19, I can report that there have been developments in regards to re-entering negotiations with the company.
At the National Briefing held in Liverpool yesterday I advised colleagues that following an approach by the business, private discussions and an exchange of correspondence has taken place this week regarding how we can re-enter into serious negotiations to resolve this dispute.
Both parties have publicly expressed a desire to enter into talks but colleagues will be aware that in our open letter to Andy Good (Transformation Director) dated 15th November, we sought a number of assurances designed to create a positive environment for talks to take place and to rebuild confidence and trust that these talks will be a genuine effort to find a joint approach to the future.
The assurances we sought were as follows:
1.Both parties agree that we have completed the Dispute Resolution Process and met the terms of the legal contract, and that we will now move into direct negotiations on all of the issues raised in dispute by the CWU i.e. the CWU’s Specific Demands as detailed in the mediation packs and ballot papers.
2.Imminent unilateral action in regard to the TUPE of our Parcelforce members and the creation of Parcelforce as a separate limited company is removed subject to the outcome of our negotiations.
3.The negotiating structure for these negotiations should consist of one main negotiating group, supplemented by sub-groups with relevant additional expertise reporting back to the main group for sign-off.
4.From the outset of negotiations, one of the sub-groups should deal with all aspects in dispute in Parcelforce and this group should include Representatives of Parcelforce management and additional CWU expertise.
5.The mass un-agreed agency workforce that have been recruited, by RMG’s admission to clear any backlog work created by strike action, should be stood down as unnecessary and not brought into our operations by executive action.
6.Urgent Christmas arrangements to be agreed at both national and local level which should also ensure agreed resourcing arrangements and include the opportunity for part-time employees to extend their hours up to full-time, as well as earning packages for all employees, prior to agreed levels of extra agency resource being introduced.
7.An urgent agreement to be reached on the reward for election material which reflects this exceptional moment in time where by a general election has clashed with Christmas pressure.
The private exchanges that have taken place have been positive and RMG has agreed that all of our assurances will be met. However, for absolute clarity there is a need to test the interpretation of wording on some points raised in the aforementioned correspondence and we have therefore agreed to meet early in the new-year to address the outstanding points. If that meeting is positive we will then re-enter into structured negotiations to resolve our dispute.
Against that backdrop at a meeting on Monday 16thDecember 2019, the Executive agreed the following:
That the Executive agree in-principle, on the basis that the proposed positioning meeting in early January 2020 clarifies the outstanding points in correspondence exchanged between CWU and RMG, we will agree a period of calm for negotiations to succeed. That period of calm shall be until the end of February 2020, unless RMG pull out of the talks or take any executive action during that time. Equally during that period the CWU will not re-ballot in Royal Mail on the current in-principle dispute or announce any industrial action on the two current live ballots in Parcelforce.
To be absolutely clear we are only in this position because of the solidarity of our members and we will enter into these talks from a position of strength, in a positive and pragmatic manner, but should these talks not be successful we will not hesitate to re-ballot our members and continue our dispute.
Further updates will be provided in due course.
Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.
Yours sincerely,
Terry Pullinger
Deputy General Secretary (Postal)
Re-entering Negotiations with Royal Mail Group
Re-entering Negotiations with Royal Mail Group
Further to LTB 674/19, I can report that there have been developments in regards to re- entering negotiations with the company.
At the National Briefing held in Liverpool yesterday I advised colleagues that following an approach by the business, private discussions and an exchange of correspondence has taken place this week regarding how we can re-enter into serious negotiations to resolve this dispute.
Both parties have publicly expressed a desire to enter into talks but colleagues will be aware that in our open letter to Andy Good (Transformation Director) dated 15th November, we sought a number of assurances designed to create a positive environment for talks to take place and to rebuild confidence and trust that these talks will be a genuine effort to find a joint approach to the future.
The assurances we sought were as follows:
1. Both parties agree that we have completed the Dispute Resolution Process and met the terms of the legal contract, and that we will now move into direct negotiations on all of the issues raised in dispute by the CWU i.e. the CWU’s Specific Demands as detailed in the mediation packs and ballot papers.
2. Imminent unilateral action in regard to the TUPE of our Parcelforce members and the creation of Parcelforce as a separate limited company is removed subject to the outcome of our negotiations.
3. The negotiating structure for these negotiations should consist of one main negotiating group, supplemented by sub-groups with relevant additional expertise reporting back to the main group for sign-off.
4. From the outset of negotiations, one of the sub-groups should deal with all aspects in dispute in Parcelforce and this group should include Representatives of Parcelforce management and additional CWU expertise.
5. The mass un-agreed agency workforce that have been recruited, by RMG’s admission to clear any backlog work created by strike action, should be stood down as unnecessary and not brought into our operations by executive action.
6. Urgent Christmas arrangements to be agreed at both national and local level which should also ensure agreed resourcing arrangements and include the opportunity for part-time employees to extend their hours up to full-time, as well as earning packages for all employees, prior to agreed levels of extra agency resource being introduced.
7. An urgent agreement to be reached on the reward for election material which reflects this exceptional moment in time where by a general election has clashed with Christmas pressure.
The private exchanges that have taken place have been positive and RMG has agreed that all of our assurances will be met. However, for absolute clarity there is a need to test the interpretation of wording on some points raised in the aforementioned correspondence and we have therefore agreed to meet early in the new-year to address the outstanding points. If that meeting is positive we will then re-enter into structured negotiations to resolve our dispute.
Against that backdrop at a meeting on Monday 16th December 2019, the Executive agreed the following:
That the Executive agree in-principle, on the basis that the proposed positioning meeting in early January 2020 clarifies the outstanding points in correspondence exchanged between CWU and RMG, we will agree a period of calm for negotiations to succeed. That period of calm shall be until the end of February 2020, unless RMG pull out of the talks or take any executive action during that time. Equally during that period the CWU will not re- ballot in Royal Mail on the current in-principle dispute or announce any industrial action on the two current live ballots in Parcelforce.
To be absolutely clear we are only in this position because of the solidarity of our members and we will enter into these talks from a position of strength, in a positive and pragmatic manner, but should these talks not be successful we will not hesitate to re-ballot our members and continue our dispute.
Further updates will be provided in due course.
Any enquiries in relation to the content of this LTB should be addressed to the DGS(P)
Terry Pullinger after the CWU National Briefing in Liverpool 17/12/19
Terry Pullinger after the CWU National Briefing in Liverpool today over our current dispute. The Branch delegation will produce a report in the next couple of days.
NATIONAL BRIEFING LIVERPOOL
Terry Pullinger: ‘They approached to us for talks’ ‘They cannot move this business without us’
Period of calm till the end of February. Negotiations start after Christmas, no re-ballot at this point unless talks brake down or if there is no progress by end of February or they TUPE our Parcelforce members.
All members need to know we are negotiating from a very strong position the half year results and this unions collective strength and solidarity have forced Royal Mails hand we are going to talk but if RM are not forthcoming in talks that lead to an agreement that protects our members terms and conditions job security then this union will re-ballot it’s members for industrial action.
POST OFFICE: COLLECTIVE AGREEMENT – CONDUCT CODE
POST OFFICE: COLLECTIVE AGREEMENT – CONDUCT CODE
I would like to advise Branches that the Postal Executive has unanimously endorsed a Collective Agreement for a new Conduct Code. The National Agreement, which is attached to this LTB, is being introduced from today and replaces the 2010 Post Office Conduct Code Procedure.
The new Agreement includes a number of key improvements such as:
- Significant reductions in the time warnings are kept on an employee’s record:
a) Formal warning reduced from 12 months to up to 6 months
b) Final warning reduced from 2 years to up to 12 months
c) In cases of dishonesty 5 years Final Warning reduced to up to 2 years
d) Suspended dismissal remaining in force has changed from 2 years to up to 1 year.
The reductions in the time a warning is in place for is coupled with the inclusion of the key words “up to” to allow for even shorter time penalties. Furthermore “up to” removes the arbitrary nature of these time related penalties and allows for discretion to be used by managers and in turn provides our Reps with the ability to advocate lesser time for all penalties.
To support the introduction of this new Agreement the following Joint Statement with Post Office and Unite is being published today:
We are pleased to be launching the revised Conduct Code which is a ‘National Collective Agreement’ across Post Office Limited with Unite and CWU.
This policy aims to help employees to achieve and maintain Post Office Limited standards of conduct and behaviour, while making sure employees are treated in the right way. It is a ‘National Collective Agreement’ between Post Office Limited, Unite and CWU and replaces all other previous conduct agreements to ensure that Post Office’s approach to conduct is fully aligned to the way we want managers, union representatives and employees to work together.
The Conduct Code Policy and toolkit have been developed jointly by Post Office, Unite and CWU and support an approach that emphasises informal resolution.
We want to let employees know in an informal and timely manner if their conduct or behaviour is causing concern, whilst recognising that there will be occasions when managers need to deal with an issue formally.
A key change in the process is the different approach to suspensions. In the past, employees were suspended too often, for too long and sometimes for issues that were not that serious. The updated policy asks managers to reflect on why suspension is being considered; looking at the risks and consequences for the business.
We have also shortened the period of time a warning will be live to align to ACAS best practice.
We hope you find this policy and procedure useful in helping you to maintain the required standards. We believe that the updated policy will benefit the business, our employees and union representatives.
Andy Furey – CWU Assistant Secretary
Mike Eatwell – UNITE Officer
Lee Kelly – Employee Relations & Policy Director, Post Office LTB
Our Representatives employed by the Post Office are attending a briefing on Friday 20th December during which we will have a discussion around the benefits of the new Conduct Code Agreement and they will have the opportunity to pose any questions the Reps may have in regards to the finer details.
It is our intention to carefully monitor the effectiveness of the new Collective Agreement which the Postal Executive believes will greatly enhance our Reps’ ability to protect members when faced with potential discipline. There are no downsides to the new Agreement, which contains only improvements.
In closing, I would like to thank Lynn Simpson, Postal Executive member, who was instrumental in bringing this negotiation to a successful conclusion.
A handbook is in the process of being designed by our Communications Department and if Branches require printed copies, please contact Lea Sheridan – lsheridan@cwu.org
Yours sincerely
Andy Furey
Assistant Secretary
GENERAL ELECTION RESULT
GENERAL ELECTION RESULT
The result of the General Election was extremely disappointing for the Labour Party, the union and in particular CWU members who stood as Labour candidates.
We want to thank CWU member Hugh Gaffney for the way in which he has represented our members and his constituents in the last couple of years. Hugh has been a credit to the union and we will ensure that he has our full support going forward.
On a positive note, we congratulate CWU member Tahir Ali from the Midland No. 1 Branch, who was elected in the Birmingham Hall Green constituency.
We have attached a CWU statement and press release which sets out our view on the reasons for the result and the role of the trade union movement moving forward.
Further information will be sent out next week. In the meantime, please distribute the statement as widely as possible
Yours sincerely
Dave Ward
General Secretary
CWU STATEMENT ON GENERAL ELECTION RESULT
Last night was a hugely disappointing result and the reasons for this are very clear.
On Brexit Labour got it wrong. Millions of people who know the economy, the world of work and politics in general isn’t working for them saw the move to a second referendum as a betrayal and the final straw.
We must also acknowledge that for a variety of reasons the Party leadership was a factor in this result. The truth is a prolonged assault from the media has assassinated the character of a man who has devoted his whole life to helping others. Equally we need to think seriously about where the campaign went wrong including the failure to have a clearer narrative. But what nobody can face away from is that we have seen four years of constant attacks on Jeremy Corbyn and the membership by some MPs and Labour’s old guard, who have openly put removing Jeremy ahead of securing a Labour government. These people have to own this result as well and the attempts to swerve any responsibility so far is indicative of the character of the individuals involved. What these people have in common with Boris Johnson is they have no real solutions to the problems this country faces and this is why we must fight to protect our policy agenda.
The distinct role of trade unions in the next five years will be more important than ever. We now become the first line of defence for working people and the CWU will be at the forefront of fighting for a new deal for workers, calling on the TUC to step up like never before and my simple message is this – join a union.
Finally, our movement is built on difficult moments. It’s not about getting knocked down. It’s about how you get back up again. We promise this government and our employers one thing – our union will not give you a moments rest.
Dave Ward
General Secretary
CWU Eastern No5 Branch 