Safe & Well – January 2019

Dear Colleagues,

Please see January’s edition of Safe and Well newsletter with contributions from our USRs and field teams. The newsletter will be running a reminder of “value of the USRs to your team” piece next month if there is anything you’d like to include in this or any newsletter just let Steve Mann know at smann@cwu.org.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

19LTB091 Safe & Well – January 2019

Safe and Well Issue 66 January 201

POST OFFICE: BODY WORN CAMERAS – SUPPLY CHAIN

I wish to advise Branches and members working in Supply Chain that following a successful trial of 6 Body Worn Cameras (BWCs) in our Manchester Supply Chain Depot, and subsequently in Chester, Birmingham and Hemel, we concluded a National Agreement for the roll-out of a further 112 of these devices for use in Depots/Areas that are deemed to be high risk.

The roll-out of body worn cameras will take place on a phased basis, with the aim of starting this month. Crucially our members will be fully trained on the use of the BWCs prior to the roll-out which will cover 10 depots, based on the considered risk in the areas in which they operate. At this stage that will be Belfast, Birmingham, Bristol, Chester, Glasgow, Hemel, Manchester, London, Newcastle and Sheffield. The deployment will remain under review and we will jointly consider making body worn cameras available within other depots should the level of risk change. Members will be supplied with lightweight vests as part of their uniform to enable the fastening and wearing of the cameras.

Attached to this LTB is a Joint Statement published today and also the National Agreement which has been unanimously endorsed by the Postal Executive. The Agreement makes it clear the purpose and joint aims of introducing this initiative is “to improve crewmember safety and reduce the risk of criminal robberies.” 

In broad terms, BWCs will provide our crewmembers with protection, particularly in the event of suspicious activity whilst assisting in the prevention and detection of crime and to act as a visual deterrent to criminals.

Our members have full control of the BWCs and are able to determine when to use the record function, which will primarily be during the higher risk transfer points (cross-pavement). Essentially our members, at any point where they may feel under threat or vulnerable, can activate the record function, including where suspicious circumstances are suspected.

Crucially, the Agreement confirms that BWCs:

• “will not be used as an employee surveillance system” 

• “Individuals have a right to privacy at work” 

• “Access to the data on the camera shall be restricted to the  purposes of uploading to Grapevine and images on the camera will not be viewed in the depot”. 

The above extracts from the National Agreement provide our members with the necessary assurances and safeguards.

We have agreed that a Joint Review will take place 6 months after the deployment of the 112 devices (BWCs) have been in use. This is necessary as it is important to get feedback on the effectiveness of this equipment and in particular how our members feel about wearing them and having to activate them. I am though confident this initiative is of overall benefit to our members, particularly with the safeguards outlined above.

We also intend to carefully monitor the situation to determine whether the BWCs should be extended further beyond the 112 devices the Agreement allows for. In this regard, we will clearly seek the views of our Unit Reps to inform any representations made.

Finally, I would like to thank our two Supply Chain Representatives, Dave Bowmaker and Rob Jones, who have provided their support and assistance during this process and in the drawing up of the National Agreement.

Further developments will be reported.

Yours sincerely

Andy Furey

Assistant Secretary

19LTB090 Post Office – Body Worn Cameras – Supply Chain

Attachment 1 to 19LTB090 – Joint Statement

Attachment 2 to 19LTB090 – National Agreement

AGREEMENT BETWEEN PARCELFORCE WORLDWIDE AND THE CWU ON THE NATIONAL DEPLOYMENT OF A REVISED PERTEMPS POST RTA TRAINING INTERVENTION

Branches and representatives are informed that trial activity has been taking place under our agreed Table of Success approach at a number of Parcelforce Worldwide Depots since October 2016 in relation to post intervention training interventions. Colleagues will be aware that under the 2014 agreed RTA Procedure one of the current post RTA interventions is a 4hr Pertemps training/assessment, the driver training supplier to RMG.

The trial activity, which was overseen by the Transport Working Group, reviewed the existing post RTA course, which was made up of 1 hour classroom and 3 hours driving with a view of achieving the following:

 Creating a real world intervention for the driver 

 Better utilization of the trainer/assessor time 

 To allow for more varied on the road coaching activities 

 To ensure the instructor has a better understanding of the job role under realistic conditions 

 Training that can be tailored to suit the individual driver to achieve and demonstrate the expected appropriate behaviours 

Overriding all trial activity was the key principles of “keeping drivers driving”, as contained in the 2014 Joint Agreement on the Road Traffic Accident Procedure’

Trial activity has now concluded with positive feedback from drivers being received and recommendation from the JWG that the revised training would be beneficial.

Discussions have therefore taken place at National level and an agreement has been concluded and endorsed by the Postal Executive which will enable the revised process to be deployed Nationally. A copy of the agreement is attached for your information.

Branches and representatives will note that prior to any deployment a joint presentation will be provided to Regional Organisers, local representatives and managers to ensure that the agreement and revised process is fully understood.

The agreement also confirms that the process is to be used as a corrective and not punitive intervention, when required.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org or shayman@cwu.org quoting reference 102.08

Yours sincerely,

Davie Robertson

Assistant Secretary

LTB 088-19 – PFW Pertemps Post RTA Training – 07.02.19

Agreement on the Deployment of a Revised Pertemps Post RTA Training Intervention

We are building momentum for 16th March and the massive TUC backed anti-racism march in London.

It is absolutely vital that all branches turnout and, if you can invite friends and family to join us at BBC 12noon on the 16th.

We want to make it a carnival atmosphere so bring branch banners and wear your brightest colours.

We will be making sure the set-up when you arrive is as vibrant as possible.

Here’s a little video we’ve done as part of our promo work.

Royal Mail Footwear Reimbursement Policy (due to Medical/Health Reasons) and Reimbursement Arrangements for Individuals Covered Under the Equality Act

Dear Colleagues,

For some time now and as part of the Outdoor Department’s ongoing talks with Royal Mail on general uniform matters, representation has been made on the need to increase the limit of £30 linked to the Footwear Reimbursement Policy.

As a result of this representation, Royal Mail agreed to increase the limit under the Footwear Reimbursement Policy to £34, and whilst this increase falls well short of the CWU’s aspirations and the actual costs faced by members who for medical/health reasons are unable to wear Royal Mail issued footwear, it is nonetheless an actual increase of some 13 percent to the current reimbursement level. Equally, this increase in the level reflects the average costs to the company of non-safety footwear.

The updated Royal Mail Footwear Reimbursement process which set out the arrangements to be followed, is attached for the assistance of Branches and Representatives. It should also be noted that under the process, the company will pay any reasonable costs incurred by members in relation to providing the necessary medical supporting evidence, such as a GP, podiatrist or chiropodist letter.

Whilst the actual increase for footwear reimbursement was agreed back in October last year and was applied from that date in terms of individual applications made, there has been a delay in this development being formally reported to Branches due to further clarification sought by the Department in respect to Royal Mail policy on footwear reimbursement for members who are covered by the Equality Act, and the arrangements to be followed. This has now been given by the company and confirms that in the case of individuals covered under the Equality Act (and who therefore require a reasonable adjustment under the legislation) and have specialist footwear requirements (which could include any required footwear insoles), then the company will meet the full costs in respect to footwear reimbursement and above the £34 level set out in the Footwear Reimbursement Process.

In cases involving members covered by the Equality Act, applications on footwear reimbursement should be made via their local manager who can arrange for these to be purchased via the Royal Mail Disability Helpline. Again, and as with the Footwear Reimbursement process, members would be required to provide the necessary medical supporting evidence, with any reasonable costs incurred due to this being met by Royal Mail.

In the case of reported difficulties raised by members linked to the Footwear Reimbursement process, Branches and Representatives are advised to email the Royal Mail Uniform Team at: uniform@royalmail.com.

In the case of reported difficulties raised by members linked to the footwear purchase or reimbursement under the Equality Act, Branches and Representatives are advised to contact Royal Mail’s Disability Helpline on: 0800 0286142 (to arrange for a sign or language interpreter, call: 01142 414731).

As set out above, whilst the increase in the level of the Footwear Reimbursement Policy does not meet the CWU aspirations it does nonetheless mark an overall increase against the backdrop of years of no movement. It is therefore hoped that this limited increase is welcomed by Branches, Representatives and members alike in addition to the further clarification set out in relation to members covered under the Equality Act.

Any enquires in relation to this LTB should be directed to the Outdoor Department, reference 500, email address: outdoorsecretary@cwu.org.

Yours sincerely,

Mark Baulch

CWU Assistant Secretary

LTB 086.19 – Royal Mail Footwear Reimbursement Policy (due to Medical_Health Reasons) and Reimbursement Arrangements for Individuals Covered Under the Equality Act

Footwear Reimbursement Flowchart

Isle of Man Post Office

Further to LTB 701/18, I can advise Branches that CWU Members in the Isle of Man will be taking a further three days of Industrial Action commencing at 05:30hrs Thursday 14th February and concluding at 18:00hrs Saturday 16th February.

Colleagues will be aware that negotiations continued with the IOM Post Office until Thursday 13th December 2018 with further exchanges of correspondence taking place within the intervening period. I reported to the Union’s Postal Executive on Wednesday 30th January 2019 that over the Christmas break the CWU submitted a detailed response to the IOM’s proposal to effectively close the current DB Scheme to new members, introduce two-tier workforce and reduce the current USO from six to five days.

The aim of this submission is to hopefully raise the bar and develop a genuine vision of the IOM Post Office along with repositioning the talks so an agreement can be achieved for IOM members that would reduce any long-term attacks on our members’ employment, standard of living and pension security.

To date, the IOM Post Office has shown no desire to move away in any meaningful sense from what is effectively a race to the bottom mentality that seems endemic throughout the current IOM Post Office administration.

In order for colleagues to have a better understanding of the attack taking place on our members in the Isle of Man, attached to this LTB is a copy of a notice that was featured in local newspapers during the Christmas period which has been successful in keeping the dispute in the public’s eye.

I know that Branches will once again be keen to show their support for our colleagues in the IOM via messages in social media etc. Financial assistance would of course also be welcome and we are aware that some Branches have already sent donations to CWU Headquarters.

Branches wishing to make donations to the strike fund should send cheques to the SDGS Department at CWU Headquarters made payable to the CWU General Fund along with any supporting correspondence clearly stating that it is for the IOM strike fund.

I can confirm that following the Union issuing the three day Industrial Action notice, further meetings will now be taking place with the IOM Post Office week commencing Monday 4th February 2019. Branches will be advised of developments in due course.

I would like to express my appreciation as well as that of the Postal Executive, CWU Officers of the IOM Branch and members for the messages of support and solidarity received.

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)

19LTB080 Isle of Man Post Office

Attachment 1 to LTB 080.19

National Hazards Campaign 2019 “Manifesto For a Health & Safety System Fit For Workers, Decent Jobs & Decent Lives”

The National Hazards Campaign has launched its 2019 “Manifesto For a Health & Safety’ System Fit For Workers, Decent Jobs & Decent Lives” in which it states that three factors could make UK workplaces safer and healthier at a stroke.

The three factors that could make UK workplaces safer and healthier at a stroke are:

• Strong H&S laws,
• Strict enforcement and
• Workplace safety pushed by strong, active trade unions.

According to the union-backed Hazards campaign, the UK health and safety system is ‘broken and needs fixing urgently.’ 

Work contributes to:

• A huge amount of public ill-health,
• Health inequality,
• Lower life expectancy,
• Fewer years of healthy life,
• The deaths of over 50,000 people in the UK each year,
• Makes millions ill,
• Injures over half a million and
• The quality of jobs contributes to poverty and ill-health.

The Hazards campaign concludes that all of this is preventable. The right framework of strong laws, strict enforcement and support for active worker and union participation will have massive payback for workers, employers and the whole economy.

The Hazards 2019 ‘Manifesto’ has three clear demands on the current and future governments.

The demands on government include a call for:

• The restoration of the notion of regulation and enforcement “as a social good”.
• The creation of “a health and safety system based on prevention, precaution and participation of strong active unions”.
• Real, enforceable employment and safety rights to ensure good health and safety through enforcement agencies working together.

To create a health and safety system fit for all workers at the heart of decent jobs and decent lives for all, the Hazards Campaign calls on government to: 

1. End Deregulation and restore regulation and enforcement as a social good
1.1 Reclaim regulation by collecting, collating and publicising evidence and make clear the extent of harm caused by work.
1.2 Disband all the ‘Better Regulation’ structures and bodies, repeal all legislation sustaining it and made under it and abandon derogatory rhetoric;

• End Business Impact Targets
• End Regulatory Impact Assessments
• End ‘one-in three-out’ approach to regulation
• End Growth Duty
• End Primary Authority Scheme
• End banning of proactive, preventative inspections
• End exemption of self-employed workers

2. Develop a health and safety system based on prevention, precaution and participation
2.1 Revamp the governance, organisation, purpose and funding of the HSE and Local Authorities

• Make Prevention, Precaution and Worker Participation the watchwords
• Appoint an explicit champion of worker health and lives to lead HSE
• Ensure HSE and LA are fully funded
• Reconstitute the HSE, made independent of political interference
• Reinstatement of effective tripartite consultative processes
• Restore enforcement as a major tool
• Implement Precautionary Principle for all workplace hazards
• Develop ‘Toxics Use Reduction’ measures to identify all hazardous substances
• Develop sex and gender sensitive risk assessments and research programmes
• Create a dynamic process for developing prevention resources and best practice, new standards, creative and innovative suggestions

2.2 Support and empower trade unions, safety reps and workers to take action to protect themselves at work

• Revision and extension of the SRSC Regulations 1977
• Establishment and recognition of roving or regional safety reps
• Establish ‘Shared Workplace’ safety committees
• A new right for safety reps to ‘Stop the job’
• An automatic right to reinstatement for safety representatives
• Establish the right to issue Provisional Improvement Notices
• Secure and sufficient funding for Trade Union Education for safety representatives

2.3 Just treatment for the victims of health and safety crime and ensuring fair treatment for all workers harmed by work

• Ensure a multidisciplinary, worker oriented, free NHS occupational health service
• Fair and just financial compensation for workers hurt or made ill by work
• Fair and just treatment for families of those killed by employers’ negligence
• Ensure all workers have equal rights to employment protection and health and safety protection from day one
• Set up US style whistleblower hot line and protection unit within HSE with its own penalties
• Repeal all anti-trade union legislation including Trade Union Act 2016

2.4 Changes to specific laws and full compliance with the highest international standards of health and safety

• Corporate Manslaughter and Corporate Homicide Act 2007 and Health and Safety at Work Act 1974 must be reviewed and amended to add positive Directors Duties
• Guarantee full ratification and compliance with all ILO Conventions on occupational health and safety
• Guarantee that post Brexit, no existing health and safety regulation, standards or laws on workers’ rights will be removed or reduced
• Ensure that all post-Brexit trade treaties will include the highest and enforceable standards
• Ban forced zero hours and other insecure contracts and implement a living wage of at least £10 hour
• Use public spending power to drive up health and safety standards
• A Just Transition policy and unit
• Ensure Employment Tribunal Fees are not reintroduced

3. Provide real, enforceable employment and safety rights to ensure good health and safety in low paid precarious work via enforcement agencies working together

• Revision and extension of the SRSC Regulations 1977
• Establishment and recognition of roving or regional safety reps
• Establish ‘Shared Workplace’ safety committees
• A new right for safety reps to ‘Stop the job’
• An automatic right to reinstatement for safety representatives
• Establish the right to issue Provisional Improvement Notices
• Secure  and sufficient funding for Trade Union Education for safety representatives

Poor health and safety costs society and the economy an estimated £60 billion a year as employers shift the cost of their profit-saving risks to workers, their families and the state. The current health and safety system based on laws, access to justice, enforcement and active participation of workers and their unions, has been broken by neoliberal ideology of deregulation and austerity cuts which led directly to the Grenfell fire, and the continuing unacceptable workplace toll of up to 140 people a day killed at and by work.  It has been debased by lying about its value to workers and the public, changing the regulatory environment to make workers’ lives and health explicitly subservient to business interests, slashing funding for its enforcement, commercialising, privatising and monetising it. To make work safer and healthier we need to reclaim health and safety regulation, reframe it as a basic human right, a social good – we love red tape because it is better than bloody bandages – end its ideological deregulation, restore effective enforcement and remove all restrictions on trade unions to organise, educate, agitate to protect workers lives and health as a huge body of evidence attests to their impact on making work both safer and healthier.  And it is also essential that the HSE/LA system is revamped as a powerful, independent occupational health and safety preventative system, linked with agencies that enforce employment laws with good health and safety conditions at its heart.

A copy of the Manifesto is attached and goes into detail on the above summary headings and bullet points. It is an excellent, detailed piece of work drawing together all the key issues and areas of concern that the TUC and Trade Unions including the CWU have Conference policy on and have campaigned on over the years under the TUC’s ‘Protecting Health and Safety’ campaign banner and more recently the TUC’s ‘Protecting Health and Safety after Brexit’ campaign. The Manifesto will both raise awareness and provide an important focus on the key areas of the health and safety agenda we must continue to fight to achieve and protect.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

19LTB079 National Hazards Campaign 2019 Manifesto

Hazards Campaign Manifesto 2019

REVISED BRANCH MODEL CONSTITUTION

Please find attached a revised copy of the CWU Branch Model Constituency (BMC).

The revised BMC was approved by the NEC at their meeting held 31^st January 2019 and replaces the previous BMC as published in LTB 664/16.

The primary reason for issuing the revised BMC is to incorporate the required changes necessary in respect of Retired Members entitlement to stand for and vote in certain Branch positions such as Branch Treasurer/Financial Secretary and Political Officer. Additionally the BMC has been amended to reflect the CWU policy that Branches should now elect a Retired Members Section Committee and shall ensure that a place on the Branch Committee is reserved for a representative of the Retired Members Section Committee.

At this point in time no other changes have been made to the previously issued BMC.

For ease of reference the changes to be made to the BMC are in red italics.

Branches will be aware that in accordance with the rules of the union that adoption of the BMC approved by the NEC is mandatory and branches should now take steps to amend their BMC at the earliest possible opportunity and to then forward an electronic version to the General Secretary’s Office gsoffice@cwu.org. .

Any enquiries on the above LTB should be addressed to gsoffice@cwu.org.

Yours sincerely

Dave Ward

General Secretary

19LTB078 – Revised Branch Model Constitution

Branch Model Constitution