Actual Hours Data Capture Equipment – Site Surveys 

Dear Colleagues,

Branches and representatives are informed that the Automated Hours Data Capture trial activity has concluded and is currently subject to review at National level, in line with the agreed Terms of Reference (LTB 295/18 refers).

We have however been informed by Royal Mail National Management that they may be undertaking a number of site surveys, in order to identify and establish where in future the equipment and kit associated with this project could be installed, and to understand the associated projected costs.

Royal Mail have stated that this is necessary in order to inform the future Business case if the decision is made to pursue deployment of this initiative. They are also stating that at this stage the Business case decision has not been made to deploy or roll out the use of AHDC equipment Nationally and therefore as such the site survey activity is purely a preparatory exercise.

From the CWU perspective we have made it absolutely clear to the company that the trial activity in relation to this initiative has not been fully and jointly reviewed and evaluated in line with the Nationally agreed Terms of Reference. Therefore any National rollout or deployment is subject to further National discussion and agreement prior to any deployment taking place.

Branches and representatives will of course be updated as developments occur. However, in the meantime you are requested to monitor the situation and ensure that should there be any managerial attempts to introduce AHDC that this is challenged via the IR Framework and the relevant department is notified immediately. 

Any enquires in relation to this LTB should be directed to:

Deliveries: Outdoor Department, reference 230.03, email address: outdoorsecretary@cwu.org.

Or

Processing & RDC’s: Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org or shayman@cwu.org quoting reference number: 730.13.

Yours sincerely,

Mark Baulch – Assistant Secretary 

Katrina Quirke  – Acting Assistant Secretary 

LTB 096.19 – Actual Hours Data Capture Equipment – Site Surveys

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