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Royal Mail Group Announcement – Merger of Royal Mail Group SHE (Safety, Health and Environment) Team and Royal Mail Group Property Risk, Compliance and Assurance Team

Royal Mail Group Announcement – Merger of Royal Mail Group SHE (Safety, Health and Environment) Team and Royal Mail Group Property Risk, Compliance and Assurance Team:

To: All Branches

Dear Colleagues,

The Health, Safety and Environment Department has been formally informed today by Dr. Shaun Davis Royal Mail Group‎ Global Director of Safety, Health,‎ Wellbeing and Sustainability that he and Martin Gafsen Director of Royal Mail Property and Facilities Solutions (and Romec Limited),‎ had concluded a review of the activities carried out in RM Group SHE (Safety, Health and Environment) and those carried out in the RM Group Property Risk, Compliance and Assurance, which had identified opportunities for improvements relating to operational effectiveness, delivery of efficiencies and improved synergies across both teams.

Following the review it has been decided that these two teams will merge under Shaun Davis’s leadership providing both Dr. Davis and Martin Gafsen with improved operational consistency, oversight and alignment on safety, health, environment and property safety related matters.

As a result of this merger Eloise Francis, Director of Property Risk, Compliance and Assurance, has decided to leave Royal Mail Group. Dr. Shaun Davis and Martin Gafsen said that Eloise has made a valuable contribution to the organisation and the Business wishes her well in her future career.

Richard Bennion will assume interim leadership of the Property Risk, Compliance and Assurance team, as a direct report to Shaun Davis and business partner to Martin Gafsen and his RMPFS leadership team.

Richard Bennion, Dr. Shaun Davis and Ron Symonds from RM Group SHE will work closely with Eloise Francis on transition and handover to the new set up.

Yours sincerely

Dave Joyce
National Health, Safety and Environment Officer

18LTB565 RMG Announcement – Merger of RMG SHE and Group Property Risk, Compliance and Assurance Teams

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TUC Health & Safety Guides and Reports for Health and Safety Reps

TUC Health & Safety Guides and Reports for Health and Safety Reps:

To: All Branches

Dear Colleagues,

The TUC produces a range of guides and reports for trade union safety reps.

In addition, guidance on most major issues can be found in the TUC/CWU “Hazards at Work” Manual – “Organising for safe and healthy workplaces”, the best-selling guide to health and safety at work.

For the information and assistance of CWU Health and Safety Reps, the full list of guides and reports the TUC has available are listed below with links:-

Guides and reports

Forms

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB562 TUC Health & Safety Guides and Reports for Health and Safety Reps

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WRAP’ (Walk Risk Assessment Platform) – Technical Fixes Guide

WRAP’ (Walk Risk Assessment Platform) – Technical Fixes Guide:

To: All Branches

Dear Colleagues,

It is important that Delivery Offices are compliant with their Walk Risk Assessment Platform (WRAP) database in order to ensure that all safety hazards on each delivery round, including problem dogs are logged, along with the appropriate risk controls information which is then readily available to staff performing the round in question.

Gary Millward Royal Mail Group Technical Safety, Health and Environment Systems Manager ‎has advised all Delivery Managers and PiCs that if they have a technical problem with ‘WRAP’ they should refer to the ‘Technical Fixes Guide’ which can be found on the SHE Knowledge Database under the ‘Popular Apps’ section of the Royal Mail Intranet. If any further assistance is needed they should contact their RM SHE Advisor to discuss the issues.

A copy of the ‘WRAP Technical Fixes Guide’‎ is attached for ASRs/WSRs information.

For any Delivery Office Managers having issues with ‘WRAP’ including Animal ID corruption, hills/stairs issues, etc., – a panel of trained RM SHE Advisors are available to assist. These are:-

* John English

* Kerry Whiteford

* Simon Handford

* Trevor Hamilton

They should be e-mailed with a copy of the ‘WRAP’ file with a description of the issue/problem.

A list of common problems are dealt with in the attached guide.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB560 WRAP (Walk Risk Assessment Platform) – Technical Fixes Guide

Common Technical Issues

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Glyphosate – Weedkillers

Glyphosate – Weedkillers

To: All Branches

Dear Colleagues,

Glyphosate is a toxic herbicide used to kill weeds. Glyphosate is used in a large number of weedkillers. It is the most commonly used weedkiller in the world with about two-thirds of herbicide sales. It is sold by the original manufacturer, Monsanto, as “Roundup” although it is found in other brands such as Weedol, Bayer, Rosate and Rodeo. It is also used in a lot of supermarket and garden centre own-brands.

Is it dangerous?

There is no question that weedkillers containing Glyphosate are dangerous. If it gets on the skin it can cause irritation and dermatitis. It can also cause oral and throat discomfort if it is breathed in. Eye exposure may lead to mild conjunctivitis. If swallowed it may cause corrosion of the throat and can lead to kidney or liver failure.

It is also believed that it can cause cancer. In March 2015 the International Agency on research into Carcinogens (IARC) announced that Glyphosate probably caused a type of cancer called Non-Hodgkin Lymphoma. This was based on a study of agricultural workers who were exposed to the chemical, although it was backed up by tests on animals. However it is not known whether the cancer is being caused by contact through the skin or through breathing it, or both. It is therefore necessary to try to prevent any workers coming into contact with Glyphosate.

Independent research indicates that Glyphosate is not only possibly carcinogenic, but that it also affects the body’s endocrine system – causing problems in the liver and kidneys. Industry manufacturers and testers dispute this.

Who is at risk?

Glyphosate is commonly used in agriculture and gardening in the UK. Workers that could be exposed will include parks staff, agricultural workers, gardeners, and some forestry workers. It is not only those who are using the chemical who may be at risk, but also those working around them when the herbicide is being applied.

What does the law say?

All substances that could be hazardous to health are covered by the Control of Substances Hazardous to Health Regulations 2002 (COSHH). These state that the employer must try to prevent exposure totally. If that is not possible they should control it so the risk of harm is ‘as low as is reasonably practicable’. That means that they should first see what can be done to avoid using any chemicals by changing how they work. If it has to be used they should look at less dangerous substitutes, and if not possible, make sure that they are protecting the worker through things such as introducing new methods of working such as automation, and if that can’t be done they should provide personal protective equipment free of charge. They also need to provide information and training for all those who use the chemical or who may be exposed.

Whether there is a risk and how it needs to be controlled is decided after a risk assessment. There is also a requirement for the employer to consult with workers, (through the Union health and safety representatives where they exist).

Herbicides are also covered by separate regulations which say that employers must:

  • Take all reasonable precautions to protect human health and the environment;
  • Confine the application of the pesticide to the crops or area to be treated;
  • Ensure when using pesticides in certain specified areas, e.g. those used by the general public, that the amount of pesticide used and the frequency of use are as low as are reasonably practicable.

What does that mean for employers who use Glyphosate?

Given that the risks to the skin, lung and eyes have been known about for many years, employers should already have been taking action to prevent any contact to Glyphosate, even before there was evidence it causes cancer.

Now that there is new evidence that Glyphosate is likely to cause cancer, all employers must review their risk assessments, including their COSHH assessments. Where possible they should consider alternatives to the use of herbicides, but if that is not possible they must investigate whether there are safer alternatives. If there are alternatives then they should be introduced, regardless of whether they are more expensive. However they should not rush into substituting another herbicide for Glyphosate without ensuring that they know the risk from the substitute. All herbicides are likely to have some dangers to humans.

If they are going to continue to use Glyphosate then they should look at whether there are alternatives to how it is used now. Often it is sprayed from backpacks (which often leak) and are filled in an enclosed space. The employer must consider alternative ways of applying it and also look at how containers are filled, cleaned and the chemical stored and disposed of. They also need to provide training and information to the workers about the risk.

If, after that, any workers are still likely to come into contact with Glyphosate, they must provide protective clothing. That may include gloves, masks and protective overalls. This must be done free of charge, and arrangements need to be made for them to be stored and cleaned. The safety representatives should be involved in any discussion on the best protective equipment.

Employers should also be monitoring the health of all those who use Glyphosate (or any pesticide).

Role of Union health and safety representatives

No workers should be put at risk of exposure to any substance that can lead to cancer. Many employers will not know about the risks from Glyphosate, especially as the manufacturers still continue to insist there is no risk, despite the evidence. Health and safety representatives should make sure they bring the information to their attention.

Safety representatives must ensure that their employer reviews their risk assessments and shares the results with them. Safety Reps have the right to this information!

You should try to ensure that what the employer is doing is going to be effective in protecting your members. The measures outlined in the section on what the employer should do will help you in this, but if you need advice then you should contact your union.

Inform your members about what is happening, and why.

More information

Details of the IIRC study can be found at:

http://www.iarc.fr/en/media-centre/iarcnews/pdf/MonographVolume112.pdf

The HSE pesticides pages are at:

http://www.pesticides.gov.uk/guidance/industries/pesticides/home

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB561 Glyphosate – Weedkillers

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TUC Biennial Safety Reps Survey Report 2018: “Focus

TUC Biennial Safety Reps Survey Report 2018: “Focus On Health & Safety”

To: All Branches

Dear Colleagues,

The Survey 

This is the 12th biennial TUC survey of safety representatives. The report is analysed by senior TUC policy officials and union health and safety specialists in order to understand the changing experience of safety representatives at work and to help provide more support. The TUC also uses the survey report and outputs to inform public policy debates and in work with the Health and Safety Executive (HSE).

The TUC also wants Union Safety Representatives and Safety Committees to discuss and use the report to help with their ongoing work.

A total of 1,073 safety representatives responded to the questionnaire either on paper or online in the period March-July 2018, compared with 1,039 in the 2016 survey. The responses provide much information about the profile of safety representatives, the work they do to improve safety and the help (or otherwise) they get in this from employers and enforcement agencies.

In ‘Transport and Communications’, the industry covering the majority of CWU Safety Reps and members, twice as many Safety Representatives from Transport and Communications, including CWU Safety Reps, responded to the survey in 2018 compared with 2016, but their main concerns are little changed. Stress is still the most widespread concern but concern over long hours has slipped back from second to fifth place. Main concerns expressed by Safety Reps from this sector were; Stress 60% Bullying/harassment, 41% Slips Trips and Falls 39% Back strains 36% Long hours 35%.

Hazards 

The five most frequently cited hazards of main concern in 2018, across all Safety Reps in all sectors were stress, bullying/harassment, overwork, back strains and slips, trips and falls on the level. The first four are the same as in 2016 but slips, trips and falls has replaced long hours on the level in fifth place, returning the top five to the same position as in 2014. The most notable change since 2016 in the list of main concerns is the elevation of working alone, which jumped from 10th place to sixth place. One in four safety representatives (25%) cited it this year, compared with one in six (18%) two years ago.

  • Stress – once again stands out as the main dominant health and safety hazard of concern, identified as a top-five hazard by 69% of safety representatives in the survey.
  • Bullying/harassment – concern over this hazard has grown more widespread in recent years, with 45% of safety representatives putting it in their top five.
  • Overwork – still in third place, with 36% of respondents citing it in 2018. 
  • Slips, Trips and Falls – concern has risen slightly, from 28% to 31%.
  • Violence and threats – 23% citing it in 2018.
  • Managing health and safety – 8 in 10 safety representatives (80%) say their employer has conducted formal risk assessments but one in five safety reps felt they were inadequate. Fewer than half (47%) of all respondents in the survey felt their employer had conducted adequate risk assessments. 
  • Safety representatives’ rights – There has been a welcome increase in the number of employers who are automatically consulting health and safety representatives on health and safety issues, but it is still only 28% rather than the 100% that it should be. However, one in seven of all safety representatives in the survey say management has at some time refused them time off for training. 21% are never automatically consulted by their employer over health, safety and welfare matters – although that is down from the 28% saying so in 2016. 28% are frequently automatically consulted. This will continue to be a problem until such time as employers start to recognise the value of having union health and safety representatives.
  • Enforcement – The decline in inspection activity was once more reflected in the responses. The 2018 survey indicates that inspections by health and safety enforcement agencies remain low, and are perhaps worsening. Over half (52%) of safety representatives say their workplace has never, as far as they know, been inspected by a health and safety inspector, compared with 46% in 2016. Just 22% said there had been an inspection within the last 12 months (24% in 2016). Even amongst the workplace that received an inspection from health and safety enforcement, only 30% of the union health and safety representatives were able to speak to an inspector directly, despite all inspectors being expected to contact any health and safety representatives. The continued reduction in regular, proactive inspections by HSE and LAs makes the monitoring and subsequent improvement of workplace health and safety even more difficult to manage and the TUC, CWU and other Unions will continue to call for an increase in the number of inspections and for the HSE and local authorities to ensure that all inspectors automatically insist in meeting health and safety inspectors where they exist.
  • OH Services – There have been some positive trends in the types of OH services provided, including more widespread access to rehabilitation and more common provision of advice on prevention.

A copy of the final report is attached for your information.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB557 TUC Biennial Safety Reps Survey Report 2018 Focus On Health & Safety

TUC Safety Reps Survey Report 2018

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National and Regional RMG SHE Team/CWU Area Health & Safety Reps Meetings: (“Fixed Focus & Grow” – FFG Meetings)

National and Regional RMG SHE Team/CWU Area Health & Safety Reps Meetings: (“Fixed Focus & Grow” – FFG Meetings):

To: All Branches

Dear Colleagues,

Discussions have taken place between Dr. Shaun Davis, Royal Mail Group Global Director of Safety, Health, Wellbeing and Sustainability and the CWU Health, Safety and Environment Department to review the current structure of National and Regional ‘Fix, Focus and Grow’ (FFG) events/meetings and their effectiveness in the current format.

After considering the options and having given the matter a great deal of thought, we have collectively reached the decision that the time has come to make some changes to these events. The changes take into account feedback from ASRs over the last couple of years and are born out of a need to make the meetings as productive as possible and maximise both ASR input as well as make the best use of everyone’s time.

To this end we have agreed to change the approach to the usual October events. Rather than having one big, national event, inviting all CWU Area Health and Safety Reps in Royal Mail Group from across the UK, held in Central London, we will now hold a number of smaller, geographically-based events – ensuring these meetings are both effective and engaging, allowing ASRs to input and raise any issues they wish for debate with more time available.

The new approach will we think be beneficial for the following reasons:‎-

1 It responds to ASR feedback about “everything always being London based”, the start/finish times being disruptive and too much travel involved for those located in the far reaches of the UK.

2 It allows improved, better quality consultation with both the CWU and Unite CMA Area Health and Safety Reps.

3 The new approach gives ASRs more of a two-way debate opportunity to input, be consulted and to have a voice that can be heard – as opposed to a front led lecture style update/briefing.

4 It makes more productive use of everyone’s time as events are closer to hand with less time spent travelling.

5 The events will cover both national issues but also be regionally focussed and more pertinent so more specific issues can be discussed.

6 Three FFGs will be established, North, Midlands and South with each meeting quarterly. Every ASR from all businesses and business units will be invited to attend their local event.‎

7 The Royal Mail Group Global Director of Safety, Health, Wellbeing and Sustainability, Dr. Shaun Davis and his Senior Leadership Team/direct reports, along with the CWU National Health, Safety and Environment Officer and Policy Assistant are committed to a joint ‘roadshow’ attending one each of these events North, Mids and South.

Dates and venues are currently being considered for the new style joint regional events and Dr. Shaun Davis and his team, plus the CWU Health, Safety and Environment Department and the Unite(CMA) Health and Safety Lead are committed to these very important safety, health, wellbeing and environmental events and Health, Safety and Environment issues collectively.

A decision has also been made by Dr. Shaun Davis, Royal Mail Group Global Director of Safety, Health, Wellbeing and Sustainability that after ten years, the annual Allan St. John Holt OBE Memorial Lecture has come to a natural end. This decision has not been taken lightly and the matter has been discussed at length with both joint sponsors RoSPA and with Allan’s widow. To preserve Allan’s legacy, the business will be introducing a memorial trophy “The Allan St. John Holt Memorial Trophy” that recognises the work of the SHE community. Allan’s widow has confirmed she is very supportive of this approach.

Finally, Dr. Shaun Davis has assured CWU/HQ and would also like to assure all CWU ASRs, WSRs and members of his ongoing commitment to trade union health, safety and environment consultation and engagement.

We jointly believe that we have built a very strong working relationship based on consultation and engagement over recent years. We would like to build on this and continue to take this relationship forward.

To this end, Dr. Shaun Davis is happy to consider invitations to attend and speak at ASR events planned regionally and locally. Shaun stated that he very much supports the great work CWU ASRs perform across all parts of Royal Mail Group.

[The contents of this LTB have been agreed with Dr. Shaun Davis, Royal Mail Group Global Director of Safety, Health, Wellbeing and Sustainability].

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB556 National and Regional RMG SHE TeamCWU Area Health & Safety Reps Meetings (Fixed Focus & Grow – FFG Meetings)

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TSO Safety, Health & Environment Newsletter – September 2018

TSO Safety, Health & Environment Newsletter – September 2018

To: All Branches

Dear Colleagues,

Please see attached the September edition of TSO Safety, Health & Environment Newsletter. In this month’s issue there are articles on the following:-

• 1000v tool kit –product alert

• Contractors behaving badly

• Working at Height

• World mental health day

• Greater focus on health and safety for BT’s suppliers

• Near miss of the month candidates

• Near Miss Reporting

• No smoke without fire

• New fire alarm panels

• NISM stickers –fire risk

• Steps 1A update

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB555 TSO Safety, Health & Environment Newsletter – September 2018

SHE Newsletter September 18

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CWU/RMG Joint Statement – Shorter Working Week

CWU/RMG Joint Statement – Shorter Working Week

Please find attached a Joint Statement between the CWU and RMG which sets out how the shorter working week is being implemented and how the revised pay arrangements (i.e. increased hourly rate and subsequent flow through to other pay elements) will take effect.

The Four Pillars Agreement is a progressive response to the challenges of our time in regard to the Fourth Industrial Revolution, the Gig economy, unfair competition and unprecedented insecurity for working people. Yes it is about protecting our members’ employment, standard of living and retirement security, but it is also about protecting this great public service and it is essential that we keep our eye on the prize and keep moving forward as we modernise and adapt our working time, benefits, product offerings and operations with mutual interest.

The Agreement made clear that we were targeting October 2018 for the first one hour reduction (or equivalent benefit) and CWU Representatives at all levels have been working hard to achieve this. It was a monumental aspiration to get every unit, function and grade in position to deploy the hour reduction given the sheer scale of our operations and taking account of the many differing relationships, unique functional and local problems and start points.

However, you will see from the Joint Statement that there has been an excellent response and a massive effort by all involved and we thank everyone for their hard work. Unfortunately, not everyone has got over the line yet but we are offering as much support as possible to ensure our Agreement is deployed in those units at the earliest opportunity.

Whilst it was anticipated that some units would deploy sooner than others, we did not know how the PSP system would respond. The Statement therefore confirms that:

• The vast majority of units, functions and grade Agreements are now in place to deploy the first hour (or equivalent benefit) from 1st October 2018. This will benefit 119,500 employees.

• Those sites that completed all the necessary paperwork by 12th September will ‘go live’ with the first hour reduction on 1st October, with all pay rate changes reflected in PSP immediately.

• Those units and functions that were able to complete their Agreements by 21st September will also ‘go live’ on 1st October 2018 but payroll changes via PSP will not catch up until 29th October and will therefore be backdated to the implementation date.

• We have also secured protections for those who reach Agreement but cannot deploy for operational reasons.

Although implementation of the first hour reduction is clearly a positive message, we also recognise that there are still many reported problems out in the field around resourcing and culture and we are determined to work just as hard to resolve these issues and fully deploy the spirit and intent of our Agreements.

Any further 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)

LTB 553.18 Attachment 1 CWU RMG SWW Joint Statement

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