https://m.facebook.com/story.php?story_fbid=2158241937588607&id=981299138616232
Terry Pullinger and Dave Ward videos
Two important videos for you to share with members.
First one is DGSP Terry Pullinger launching the Unit Rep’s tour https://www.facebook.com/981299138616232/posts/2155278094551658?sfns=mo
Second one is GS Dave Ward using all branches to attend the UN Anti-Racism event on 16th March
Work Time Listening & Learning in Delivery Offices
Work Time Listening & Learning in Delivery Offices
In 2017, based on poor results from Royal Mails Employee Opinion Survey at that time regarding WTLL sessions, the CWU Delivery Training and Communications Working Group, which was set up as part of the Agenda for Growth Agreement, embarked upon a joint Review with Royal Mail on how these sessions were being conducted. It was recognised that we needed a better and more in-depth understanding of whether WTLL sessions were in any way meaningful and also what could be done to ensure that it was not just seen as a one sided management exercise used to disseminate the Companies message.
We also held the view that there was very little or no opportunity whatsoever for local CWU Representatives and Workplace Coaches to input. Therefore it was jointly agreed to examine how the WTLL sessions, their content and presentation were being delivered. One of our main aims was to ensure there was much more input from the CWU afforded within the locality.
Accordingly, having recognised that WTLL is very much a one sided affair, we conducted a jointly agreed survey of 120 offices (40 per region) throughout 2017, with a questionnaire containing approximately 20 questions. The questions were posed to the Local Managers, CWU Reps and OPGs.
Whilst some excellent feedback from the questionnaire and exercise was gained towards the end of 2017, these outputs were not taken forward at this time due to the dispute in relation the Four Pillars campaign along with the backdrop leading up to this, which eventually lead to a National Agreement.
Following the Four Pillars and Pay National Agreement, and as part of the joint commitments as part of the National Agreement we were able to re-establish the Training & Communications Group, allowing us to resurrect the WTLL Review this then presented the opportunity to finalise how WTLL sessions should now be jointly conducted.
Consequently the Joint Working Group focused not only on Royal Mail’s agenda, but also focusing and ensuring that going forward meaningful input from Local CWU Reps, Workplace Coaches and H & S Reps, would have the facility to input into the content along with issues that affect our members locally within the workplace and that these should also be considered within WTLL sessions.
Attached to this LTB are a Joint Statement and WTLL Toolkit that have been agreed between the CWU and Royal Mail, these have also been endorsed by the Postal Executive. Contained within these documents, you will also be able to access the electronic version of the Toolkit and also the video that was taken in Warrington Delivery Office of a WTLL session where the local CWU Rep and others were fully involved.
I would like to place on record my thanks to Bobby Weatherall, Postal Executive Member and the other members of the Training & Communications Group who dealt with this issue on behalf of the Outdoor Department.
Any enquires should be directed to the Outdoor Department, reference 230, email address: outdoorsecretary@cwu.org.
Yours sincerely,
Mark Baulch
CWU Assistant Secretary
LTB 126.19 – Work Time Listening & Learning in Delivery Offices
Royal Mail Group Holiday Pay
Royal Mail Group Holiday Pay
Branches will be aware that the Union has been attempting to conclude a collective National Agreement with Royal Mail Group in relation to the long-standing but extremely complex issue of holiday pay (average pay on leave).
We believe that the law requires holiday pay to be calculated on the basis of the relevant employee’s normal pay (including overtime pay that is regularly earned, whether the overtime is compulsory, voluntary or something in between). We are also extremely clear that a National Agreement will prove the easiest way to bring this matter to a successful conclusion.
It is evident that joint mutual interest activity emanating from the Four Pillars Agreement has already resulted in a significant number of part-time members receiving additional contracted hours. Whilst this has mitigated the matter to some extent and the Union has been pursuing further increased contract variations going forward, Royal Mail Group continue to drag their feet on this issue.
I wrote to the Business on 3rd August 2018 to request that a modern and fair solution be found in line with the clear direction of travel on this matter. This correspondence was communicated to Branches via LTB 472/18. Despite this reasonable proposal, the Business continues to insist that the issue of holiday pay is a grey area in law that remains unclear and therefore cannot be resolved via a National Agreement at this time. This formed part of a response from Mike Newby (ER/IR Director) that is attached for the information of Branches.
Since this time there have been further talks between the respective legal parties, but it is wholly evident that Royal Mail Group appears to have little incentive to conclude a timely National Agreement.
The financial state of the business may well have had an impact both on their willingness to meaningfully engage with the Union and the current state of flux. It is also evident that as the legal position has developed and time has passed, they have chosen to settle a limited number of claims on an individual basis.
In law, the holiday pay calculation only applies to the first twenty days of holiday each year, inclusive of Bank Holidays. The current impasse is not about the various grades or indeed a distinction between full-time and part-time but about additional regular overtime (and regular bonus payments in MDEC’s). Put simply, it is employer versus employee.
Despite our best efforts and continued pressure, Branches will see that we have still been unable to get Royal Mail Group to the table to resume reasonable discussions, in order to collectively resolve our justifiable claim for regular and reoccurring overtime to be included in the calculation for holiday pay. The matter of overtime and holiday pay has now meandered on for some considerable time through legal channels and regrettably we have been left with no option but to pursue this through different avenues.
In conjunction with the Legal Services Department an eleven step process has been drafted (attached). This will provide Divisional Representatives, Branches and PFW Regional Organisers with a step by step guide, illustrating how to take claims for the “non-payment of holiday pay” forward.
This will initially concentrate on submitting a test case from each postcode area throughout the Country. In the event that Royal Mail Group still refuse to negotiate, the intention is then to widen the strategy by grouping the cases raised in their respective postcode areas to be submitted as a collective claim against Royal Mail Group.
Clearly this is not an insignificant piece of work, given that in excess of 70,000 Royal Mail Group employees potentially perform regular overtime. Consequently this activity will require considerable co-ordination between CWU HQ, Branches, Divisional Representatives (who have been briefed on the process) and PFW Regional Organisers (who will be briefed on the process next week).
Unfortunately Royal Mail Group does not seem to appreciate the urgency of this matter, despite being given every opportunity to negotiate in a reasonable manner. The Union can wait no longer and it is therefore incumbent on Divisional Representatives (Lead Divisional Representatives listed below), Branches and PFW Regional Organisers to take this forward in line with the attached process.
In closing, I would like to thank Branches and members for their continued patience and input.
Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department and further updates will be issued in due course.
Yours sincerely,
Terry Pullinger
Deputy General Secretary (Postal)
19LTB123 Royal Mail Group Holiday Pay
Peterborough Women’s Festival Peterborough Town Hall Saturday 9th March 2O19 11am until 3pm
Peterborough Women’s Festival
Celebrating International Working Women’s Day
Peterborough Town Hall Saturday 9th March 2O19 11am until 3pm
BAME OFFICER ANNUAL REPORT
BAME OFFICER ANNUAL REPORT
Dear Colleague’s,
I would like to take this opportunity to thank you all for your continues support for the past year. The role of Black Asian Minority Ethnic officer is somewhat different, interesting and at times challenging from other union IR roles; challenging because it is not fully equipped and established yet, interesting because you learn so much about different ethnic culture’s and it’s not all about work, but also raising awareness of the challenges/barriers BAME people face at work or in the community. Since being elected as BAME officer I have been able to establish the role of BAME officer within the CWU branch in Peterborough mail centre. I had the privilege to help BAME members, all CWU members and especially Agency workers (future members) to make full use of their “working rights” which the UNIONS have fought for them over the years, to the best of my knowledge. Wherever possible, I have been able to direct them to right places to seek help/advice on issues such as immigration, housing, health and wellbeing, social and cultural activities etc, besides help on work related issues from other IR reps.
I have attended Branch committee meetings with reports, Black workers annual conference, CWU annual conference and BAME seminars. Locally, I established contacts with various minorities groups such as Peterborough Interfaith Council, refugees help centre, food banks, homeless charities etc. These are organisations who are helping community cohesions and improve lives in the local communities. I have used “Black history month” and other occasions to highlight the stories about contributions/differences made by Black people to the British society. Recent uncertainty over Britain’s exit from the European Union (Brexit) has not helped the BAME communities, but the ‘hate crime’ has not gone up as it was predicted it will near this time; even though last year has been full of news which exposed the shameful ‘Windrush generation’ scandal of the UK Government’s.
This year after independent review by Baroness McGregor-Smith into the issues effecting the BAME workers, it said up to £24 billion a year could be added to the British economy if opportunities are created for BAME workers to progress in their careers, the government has commissioned a research to find out what steps businesses are taking to promote more diversity at work and to combat the ethnic pay gap. Personally I don’t believe people should be given promotions just for the sake of political correctness, it’s not a long term solution for complex issues and could lead to ethnic segregation. Something the local Branch needs to be addressing on similar lines is, why the “equality group/committee” has not been functioning for years?, to help bring these issues in mainstream, our success ultimately depends on this.
I have carried this role with minimum expense to the branch doing most of the work in my own time. I have enjoyed my role as BAME officer. I like to take this opportunity to thank all my colleagues who have been positive and provided valuable information in their own capacity. I believe my role as first contact point has helped many BAME members to build confidence to seek help and advice from other IR REPS and to get involved, support /engage (four pillars campaign) and feel part of the CWU. CWU has a proud history of campaigning on equality issues. With your support I shall continue to fulfil this role for the rest of the year to the best of my ability. Thank you all for providing me with this opportunity to learn and serve. “Together we are stronger”.
Jasbir Singh
HENRY NICHOLSON: FUNERAL ARRANGEMENTS
HENRY NICHOLSON: FUNERAL ARRANGEMENTS
Branches were informed via LTB 117/19 on the 19th February of the passing of Henry Nicholson on Sunday, 17th February.
We can now advise Branches that the funeral arrangements are as follows:
Date: Wednesday, 6th March
Time: 11.45 am
Venue: St John’s Church, 2 Church Street, Shildon, DL4 1DW
The family has advised that flowers are welcome.
Any enquiries on the content of this LTB please forward togsoffice@cwu.org
Yours sincerely
Dave Ward
General Secretary
Roof Work Safety In Royal Mail Group Buildings – Maintenance & Repairs by RMPFS & Contractors
Roof Work Safety In Royal Mail Group Buildings – Maintenance & Repairs by RMPFS & Contractors
Working on roofs is a high-risk activity because it involves working at height. Roof workers make up a quarter of all workers killed in falls from height at work. Falls from or through fragile roofs account for more of these deaths than any other single cause. Not all those who are killed while working on roofs are trained roof workers. There are also many serious injuries, often resulting in permanent disabilities. Sadly there have been several roof fall fatalities and serious injuries in Royal Mail Group properties over the years and RMG/CWU jointly don’t want to see any more.
CWU Area Safety Reps should be involved and consulted at pre-start meetings prior to any works commencing in their postcode constituency areas and are right to insist that those managing and undertaking the roof work need to produce a Site Specific Risk Assessment and Work Method Statement for the work to be undertaken.
Royal Mail Property & Facilities Solutions (PFS) has recently tightened up its access arrangements for roof work. Using a roof as a platform to work from is inherently dangerous, and should be avoided wherever possible. There continues to be a significant risk from people falling from the leading edge of roofs or through fragile roof material e.g. skylights. Such incidents usually result in fatal or life changing injuries. In recognition of this fact Royal Mail Property & Facilities Solutions (RMPFS) has tightened up its access arrangements in relation to this matter and in RMG buildings. No contractor or consultant is allowed to set foot on a roof without prior RMPFS authorisation.
Those controlling and managing roof work must plan for safety and determine who will supervise the job ‘on site’ and check that the system is effectively controlling risks, how they will ensure workers are trained and competent and that they work to the ‘method statement’, taking account of fragility, safe access to the roof, that there’s a safe system and safe place of work on the roof and that falls can be prevented. Weather conditions need to be taken into account. They need to take account of electricity, ensure there’s an escape route in case of fire, that there is Fall Arrest Systems Equipment, Scaffolds are erected safely, there is safe use of any mobile access equipment and ladders, only trained and competent staff must be used and that CDM requirements are met.
RMG Roof Work Communications Issued This Week:
Roof Access Arrangements
Royal Mail Property & Facilities Solutions (PFS) has recently tightened up its access arrangements for roof work. Using a roof as a platform to work from is inherently dangerous, and should be avoided wherever possible. Significant risks exist in relation to falling from the leading edge of roofs or through fragile roof material such as skylights – these incidents usually result in fatal or life changing injuries. PFS has therefore communicated updated roof access rules to all PFS employees, the contracts team and RMG suppliers. It is important that PIC’s are aware of the risks surrounding roof work and in particular that roof work is now only permitted in daylight hours in RMG owned sites:
PICs in RMG Owned Buildings
All contractors or consultants must have prior PFS authorisation before being allowed to set foot on a roof. No contractors or consultants are allowed to set foot on a roof between sunset and sunrise (times available from www.timeanddate.com). PIC’s must not allow any roof work to be carried outside of daylight hours. All workers accessing roofs, (including those undertaking surveys and short duration work) must be trained specifically in work at height and accessing roofs. Contractors must have a ‘Risk Assessment and ‘Work Method Statements’ that are specific to the site. (Generic Risk Assessments are not adequate or acceptable). These will have already been checked and authorised by persons appointed by RMPFS but the PIC must ask the contractor to explain their work method statement. The PIC must also discuss any risks to people on site and how this will be managed during the work. Similarly PIC’s must also advise the contractors of any RMG activity that may impact upon them and their safety whilst on site.
PICs in leased Buildings
Where RMG is a tenant in a building and therefore not the landlord, some different arrangements apply. If RMP&FS have commissioned the work, they will have obtained the landlord’s consent to carry out the work and the above rules then apply. Where the landlord has commissioned the work, the landlord is responsible for authorising how the work will be carried out and establishing rules for roof access. In this instance, RMPFS must liaise with the PIC to ensure that adequate arrangements are in place to protect RMG staff and the public for the duration of the works.
Remember that the PIC is authorised and permitted to stop a contractor working if they are working unsafely – in this instance it must be reported to the PFS Helpdesk.
Advice is also available from the local RMG SHE Advisor.
CWU ASRs will be fully involved and consulted pre-start and during any roof work.
See attached:
- RMG SHE Standard 10.1 – Selection and Working with Contractors Guide
- RMG Contractors Health & Safety Guide/Pocket Card
- RMPFS Roof Work Communication Jan 2019
- HSE Health & Safety in Roof Work HSG33
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
HSE Health Safety in Roof Work HSG33
RMPFS Roof Work Communication Jan 2019
Selection + Management of Contractors Guidance (Appendix 2) (v1.1)
Defibrillators To Be Provided In All Public Places Campaign – Change.Org Petition
Defibrillators To Be Provided In All Public Places Campaign – Change.Org Petition
As previously reported Alison and Kevin Cooney started a petition to the Prime Minister Theresa May MP after their son Tom Cooney died at the age of 28. He was playing rugby when his heart stopped beating. The post mortem showed that he suffered from an undiagnosed genetic heart condition, Arrythmogenic Right Ventricular Cardiomyopathy. Between 10 and 12 young people aged 18-35 die every week from this and other undiagnosed heart problems. Often such deaths occur when playing competitive sports. Tom’s friends tried to give him CPR but it didn’t work. In cases like these CPR is only effective 6% of the time.
Below are some of the key statistics: Heart and circulatory disease causes more than a quarter (26 per cent) of all deaths in the UK; that’s nearly 160,000 deaths each year – an average of 435 people each day or one death every three minutes.
- There are around 7 million people living with heart and circulatory disease in the UK: 3.5 million men and 3.5 million women.
- Coronary heart disease (CHD) is the most common type of cardiovascular disease.
- Coronary heart disease is the most common cause of heart attack. In the UK there are 188,000 hospital visits each year due to heart attacks: that’s one every three minutes.
- An estimated 915,000 people alive in the UK today (640,000 men and 275,000 women) have survived a heart attack.
- Over half a million people in the UK are living with heart failure.
- There are more than 30,000 out-of-hospital cardiac arrests in the UK each year. The overall survival rate in the UK is less than 1 in 10.
Defibrillators or (AEDs – Automated External Defibrillators) are devices that can dramatically improve the chances of survival in this situation. Tom Cooney might still be alive today if there had been a defibrillator at the sports club he was playing at and this story is repeated many times over.
Survival rates as high as 75% have been reported where CPR and defibrillation are delivered promptly.
Some schools and sports grounds have taken it upon themselves to get a defibrillator, but there is nothing that makes it compulsory in law.
In 2017 a Bill was presented to Parliament which would have made Defibrillators compulsory in schools, leisure centres, sports centres and major public places, but due to the 2017 election the Defibrillator (Availability) Bill was tabled never became law.
To avoid other families going through the heartbreak of the loss of a loved one Tom’s parents, Alison and Kevin Cooney started a petition to introduce defibrillators in public places.
In line with CWU Conference Policy decisions calling for defibrillators to be installed in all workplaces, we have been supporting this petition and campaign.
So far 516,537 have signed the Petition.
Arrangements are being made to deliver the petition to Downing St. this coming Saturday, 23rd February at 11.30. This would have been Tom Cooney’s 30th birthday and it had been decided that it would be a good way to mark the occasion. The family have been overwhelmed at the amount of support received and have thanked the CWU amongst others for their support.
A Representative from the British Heart Foundation will be with Alison and Kevin Cooney along with the late Tom Cooney’s partner plus family and friends will be there. Hopefully there will be media interest also.
The next reading of the Defibrillator (Availability) Bill in the House of Commons is due on 15th March so the petition should give added support to the Bill.
There will be a short video on social media for supporters to see.
Please sign the petition at:- https://www.change.org/p/uk-government-cardiac-defibrillators-to-be-provided-in-all-public-places
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
19LTB120 Defibrillators To Be Provided In All Public Places Campaign – Change.Org Petition
RICHARD BRUCE – Former POSTAL EXECUTIVE MEMBER AND Branch Secretary – MOUNT PLEASANT Branch
RICHARD BRUCE – Former POSTAL EXECUTIVE MEMBER AND Branch Secretary – MOUNT PLEASANT Branch
It is with great sadness that I write to inform you that Richard Bruce, former Postal Executive Council member suffered a massive heart attack and passed away on Monday, 18th February.
Richard joined the CWU in January 1980, he was a Secretary of the Mount Pleasant Branch and Area Processing Rep from June 1992 to 1997 and a Postal Executive Council member from 1996 to early 2000’s. He was a very committed Representative who always put the members first.
Richard will be cremated at a private ceremony, which is being held today in New York.
On behalf of the CWU I would like to convey our deepest sympathies and condolences to Richard’s wife Leslie, his family and friends at this very sad time.
Richard will be sorely missed by members, colleagues and friends within the union and the wider labour movement.
Any enquiries on the content of this LTB please forward togsoffice@cwu.org
Yours sincerely
Dave Ward
General Secretary
19LTB122 Richard Bruce – Former Postal Executive Member and Branch Secretary – Mount Pleasant Branch
CWU Eastern No5 Branch 