CWU BAME Officers Seminar – Thursday 13th September 2018

Following LTB 278/18, we are writing to confirm details for the above seminar. Full details, including the timetable and speakers will be confirmed nearer the date.

Details for the event are as follows:

Date: Thursday 13th September 2018

Venue: CWU HQ

Time: Registration at 10.30am. Seminar 11.00am – 3.30pm

It will be an opportunity to meet members of the Race Advisory Committee and to gain some valuable guidance to maximise work around this role. The CWU is in the process of organising meetings with BAME Officers around the country with a view to going through their roles to ensure that our BAME Officers are empowered and engaged to minimise the fact that some are feeling isolated in that role.

As the CWU moves forward under the banner of redesign, it is clear that we need to ensure that there is a strong degree of uniformity across the CWU. This event is not just for BAME Officers, we are encouraging any BAME member with an interest in getting more involved with the CWU structures to attend.

Those who are interested in attending will need to request expenses etc from their Branch.

Please RSVP with the names of BAME Officers attending to dnoel@cwu.org

Any enquiries on the content of this LTB should be addressed to dnoel@cwu.org in the Equal Opportunities Department.

Yours sincerely

Dave Ward

General Secretary

18LTB390 – CWU BAME Officers Seminar 2018

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ANTI TRUMP RALLY FRIDAY 13TH JULY

The CWU is fully supporting the Anti Trump Rally and March on Friday 13th July and we would encourage as many as possible of our Reps, members, Branches and Regions to join us and take part in the protest on the day.

The March assembles from 14.00 at the BBC building in Portland Place, where there will also be a music festival. The March then moves onto Trafalgar Square and the Rally commences from 18.00. Full details of the March and Rally can be found at www.stoptrump.org.uk/london-protest-details/.

As Trump is given the red carpet treatment by Theresa May and her government, it’s very important that we make it crystal clear that his divisive politics of promising all things to the gullible, delivering all things to the powerful and blaming all things on the vulnerable, has no place in the UK or any society.

We are not just protesting about Trump – we are protesting against everything he represents and how this links to what we see in the UK. Trump stands for the same growing concentration of power and wealth into the hands of the few that is all too familiar in the UK. He is a threat to peace and economic stability across the world and he uses racist, xenophobic and sexist views to create division and advance his agenda.

We face a similar political landscape in the UK and the Rally is also an opportunity to hold this government to account for a lack of decent jobs, stagnating wages, the housing crisis, our creaking NHS and the scapegoating of migrants.

I will be speaking at the Rally to make it clear that we are on the side of working class people wherever they are from and that its time for the Labour Movement to come together, like never before, to rally against Trump, our own government and all they stand for.

Whilst completely understanding the difficult logistics involved, I would ask Branches to widely publicise the event and do your best to ensure the CWU is well represented.

A further LTB setting out the detail for where CWU will assemble will be sent out in due course

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

Yours sincerely

Dave Ward

General Secretary

LTB 385/18

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CWU/RM – National Terms of Reference – New Delivery Methods

Dear Colleagues,

Branches and Representatives will be aware the 2018 Guiding Principles Agreement, contained within the Delivery section (16.1.2) of the agreement, a commitment for both parties to undertake a joint review and trial of delivery methods against set success criteria, with a mix of agreed proposals and operational methods across 8 trial units for approximately 6 months to jointly evaluate and consider the following:

• Upstream presentation and levels of all mails including walk sequenced mail must be to an agreed level and quality standard on a regular/consistent basis.

• That all tasks have been undertaken safely, recognising the environment in the indoor operation provides the best opportunity for as many tasks to be completed, although it would not preclude outdoor methods being explored.

• Any new method must be simple to carry out and easy to understand based on the designated equipment utilised.

• Clarity on RM’s D2D automation strategy, along with product delivery specification and cold/warm calling.

• Impact to job security, earning opportunities, duty structures and attendance patterns.

• What the future job design and length of delivery span is and what can be achievable and sustainable in the long term which will be subject to joint evaluation and detailed study involving ergonomic expertise.

As a result of the above, both parties have been in discussions in order to identify what the agreed operational methods will include within this trial and an agreed terms of reference has now been concluded, which have been endorsed by the Postal Executive (copy attached). This is to ensure that the trial activity commences in line with the timescales contained within the 2018 Guiding Principles Agreement and achieve the first hour reduction of the working week in all units by October 2018, whilst also considering further reductions off the working week as a consequence of these different methods in any future Nationally agreed roll out in line with 19.3 of the National agreement.

The main attributes of difference between the trial activities are a mixture of the 5 concepts which will look at alternative indoor and outdoor methods of merging to support avoiding as much manual prep as possible. Additionally some of the trial units will receive machine-collated D2D whilst others will manually collate this product. In both instances the aim is to avoid prepping the D2D into the frame.

The aim of the trials is to evaluate the various working method options against the removal of the preparation of first wave sequenced letters. The outcome is therefore to determine which method(s) offer the efficient model ensuring that alongside this all tasks have been undertaken safely, and that any new method must be simple to carry out and easy to understand based on the designated equipment utilised.

We have also agreed that the various methods will be assessed by consideration against success criteria relating to Industrial Engineer outputs, Efficiency opportunities, Safety and Security impacts, Quality of Service, presentation of mails upstream and the associated impacts across all functions and the integration of the wider new delivery agreement around job design and all associated cost implications for any potential agreed new method to be embedded.

The Delivery Methods trial activity will take place in 8 Delivery Offices and trial the relevant method contained with Annex C. These Trial units have already been subject to joint Launch meetings within the respective units and updated on the specific method to be trialed in each of the units.

The trial will be overseen by National Leads for Royal Mail & CWU and both parties have agreed for each trial unit a Local Joint Working Group will be established and overseen for the CWU by a PEC Nominated Lead and for Royal Mail by a Pilot Deployment manager.

Full training will be provided for Work Place Coaches and all Delivery OPGs engaged in the trials including OPG reserves, as well as other impacted employees and managers. Each unit will focus on one method variation as contained in Annex C.

All units involved in the trials will continue to apply and adhere to all national agreements, guidelines and procedures. In addition both parties have agreed that during the trials there will be no structural changes to Duty Structures/AWD Duties or Scheduled Attendance arising from the activity.

Both departments are aware that the issue of Delivery Methods and the associated issues from the pipeline and upstream supply are challenging due to the sensitivities around changing the way our members undertake the roles they perform. As such, further discussions are taking place to establish how the activity contained in Annex A for discussions from the corresponding Mail Centre catchment area are included for the purposes of nominees to the cross functional working groups and upstream activity review.

This issue has been the subject of fairly detailed and lengthy discussions, not only during the national talks which led to the commitments contained within National agreement, but also in further discussions which have led to the construction of the agreed terms of reference document for the trial.

As Branches will note from the agreed document the explicit detail of the different methods for the trial units along with concepts and aims and objectives has been covered in some detail. Also encompassed within the document is that the trial is carried out fully in line with the Guiding principles agreement along with the necessary safeguards and with full CWU involvement along with formal National joint review before determining next steps in line with section 19 of the above National agreement.

Any queries to the content of the above, please contact the Outdoor Department, reference number: 555, email address: outdoorsecretary@cwu.org.

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 number: 054.01.

Yours sincerely,

Mark Baulch
CWU Assistant Secretary

Davie Robertson
CWU Assistant Secretary

LTB 381.18 – CWU_RM National Terms of Reference – New Delivery Methods

CWU_RM National Terms of Reference New Delivery Methods

Four Pillars Agreement – Resourcing Guidance and Resourcing Checklist For Network And Area Distribution

Dear Colleagues

Branches and representatives will be aware that Royal Mail and the CWU are working together to deploy the significant joint commitments contained within the Guiding Principles of Employment Security and Mutual Interest Approach, which include a review of current resourcing practices within all Functions. In other functions these commitments included the establishment of a framework and guidelines for the necessary resource realignment activity to deliver the 1st hour reduction in the working week in October 2018. However Branches will recall that in Logistics the enabler for the deployment of the SWW for Professional Drivers is the deployment of the National Network Review for Network Drivers and a PAD revision to deliver the LAT changes in October 2018 for Area Distribution Drivers.

The department can confirm that with the deployment of the Network Review on the 18th of June 2018, it has been agreed that the SWW enabler for Network Professional Drivers has been achieved and discussions are underway on the deployment of equivalent benefit through the restoration of payment to the first hour of Meal Relief each week from October 2018.

Ø In order to meet the Guiding Principles commitments with regard to establishing proper resourcing practices discussions have been taking place between the department and Logistics management to agree standard disciplines in relation to daily, weekly and monthly meeting arrangements for the Network and Area Distribution functions. In addition a Resourcing Checklist has also been agreed, which should be included in weekly resourcing meetings. These discussions have centered on measures to establish that the Weekly Resourcing Meetings will be the local forum for jointly reviewing past and current resourcing requirements and the means to deliver on an ongoing basis the joint commitments to achieve:

Ø A reduction in the reliance on Agency Resource

Ø A review of Reserve Levels to ensure that there are sufficient reserves to provide robust cover.

Ø A review of the contractual status of part-time workers

Ø A review of FTC Contracts with consideration to making substantive where workload is ongoing

Ø A review of loans and borrows including Driver Career Path candidates to deliver permanent solutions

Discussions have now concluded and the attached Resourcing Guidance (Annex A) and Resourcing Checklist (Annex B) have been agreed with the business and endorsed by the Postal Executive.

Colleagues should note that the attached documentation has been designed to supplement existing arrangements for Network and Area Distribution, who are already subject to annual revision activity.

Given the deployment of the Network Review in Network and the pending PAD activity in Area Distribution it has been agreed that use of the checklist as an audit document would not be of value at this time and that instead, the documents are intended as a continuous reference point for ongoing resourcing activity.

Colleagues will note that the attached documentation will assist representatives by providing a constant checklist and stable foundation in relation to resourcing that is out with annual revision activity. The processes contained in the attached documentation should therefore be fully utilised by representatives, in order to enable ongoing monitoring and engagement in respect of resourcing requirements in both of the functions concerned.

Any enquiries in relation to this LTB should be addressed to: Davie Robertson, Assistant Secretary, Email Address: dwyatt@cwu.org or shayman@cwu.org quoting reference: 211.13

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 378-18 – Guidance & Checklist Network & Area Distribution – 29.06.18 

Annex A – Weekly Resourcing Meetings – Guidance Document

Annex B – Resourcing Checklist – Network

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Royal Mail Outdoor Workers – Provision Of Water Bottles or Bottled Water in Hot Weather:

To: All Branches

Dear Colleagues,

At the request of the Health, Safety and Environment Department, the Royal Mail Safety Health and Environment Team have issued further updates on “Sun Safety” via internal communications and to managers on how and when to order water bottles or bottled water.

The RMG SHE Team has issued reminders on the “Sun Safety” policy through Courier, Plasma screens and to managers through the royal mail intranet via WTLLs on staying safe in the sun in April with a further reminder due to be issued in July. This followed the RMTV launch on the topic in April and there will be another episode later in the summer, in August.

With regard to the provision of water bottles or bottled water where required, Delivery Offices can request them through the “Demand Challenge” process, via the region.

The RMG Head of Health has also issued the following advice to all Managers in a recent communication that was circulated:-

Hydration – water plays a critical part of maintaining a healthy body. Experts recommend drinking 8-10 glasses of water each day to maintain good health. Almost every cell in the body requires water to function, even more so during periods of increased activity or when temperatures rise. Drinking facilities can be found in all Royal Mail sites for both indoor and outdoor workers.

During hot weather, managers should complete a severe weather risk assessment. Provision of water should be considered and where deemed necessary bottled water may be purchased locally.

It is important to drink more water than usual and to ensure that you carry water and/or fluids with you at all times.

Area Health and Safety Representatives should use the above information in local representations where necessary and problems should be progressed via the Health and Safety Disputes Escalation process as set out in RMG SHE Standard 5.1.

Yours sincerely

 

Dave Joyce
National Health, Safety & Environment Officer

18LTB377 Royal Mail Outdoor Workers – Provision Of Water Bottles or Bottled Water in Hot Weather

Joint Statement Regarding Resource Realignment in Mail Centres, Regional Distribution Centres and Walk Bundling Centres to Support Deployment of Guiding Principles of Employment Security and Mutual Interest Approach to Future Challenges and Opportunities and the Shorter Working Week

Dear Colleagues

Branches and representatives will be aware that Royal Mail and the CWU are working together to deploy the significant joint commitments contained within the Guiding Principles of Employment Security and Mutual Interest Approach, which include a review of current resourcing practices within the Processing Function. This included the provision of a framework and guidelines for the necessary resource realignment activity to deliver the 1st hour reduction in the working week in October 2018.

The department has therefore been engaged in extensive discussions with the business in relation to an overall resourcing strategy for the Processing function (Mail Centres), RDC’s and WBC’s, who also now fall under the remit of Processing line management.

The resourcing discussions centered on the following commitments in regard to the functions concerned:

 Establishing the current state of resourcing in line with current agreements through the deployment of a resourcing checklist.

 Establishing and deploying best practice with regard to Weekly Resourcing Meetings as standard.

 Agreeing Guidelines for the Resourcing Realignment activity to deliver the 1st hour reduction in working time.

 Agreeing a Quality Checklist.

CWU expertise from the field was utilised as part of a Working Group process and discussions have now concluded with a number of documents being agreed and endorsed by the Postal Executive, which the department believe fully support the CWU agenda, will establish resourcing best practice and will assist Branches and Representatives in ensuring that the 1st hour reduction in the SWW is delivered in full in October 2018.

Colleagues will appreciate that while Mail Centres, RDC’s and WBC’s all fall under the Processing banner there will be some differences in relation to the data and processes in each of the functions. Therefore the attached Joint Statement contains two Appendices containing the relevant documentation.

In respect of Mail Centre Resourcing activity and arrangements the relevant documentation can be found at Appendix 1 to the attached Joint Statement:

Annex A – A Guide for Mail Centre Resourcing Realignment.

Annex B – Guidance Document Mail Centres Resourcing Meetings.

Annex B1 – Mail Centre Weekly Resourcing Meeting (Agenda/Template).

Annex C – Resourcing Checklist – Processing

Annex D – Quality Checklist for Processing.

In respect of RDC and WBC Resourcing activity and arrangements the relevant documentation can be found at Appendix 2 to the attached Joint Statement:

Annex A – A Guide for RDC/WBC Resourcing Realignment.

Annex B – Guidance Document RDC/WBC Resourcing Meetings.

Annex B1 – RDC/WBC Weekly Resourcing Meeting (Agenda/Template).

Annex C – Resourcing Checklist – RDC/WBC.

Annex D – Quality Checklist for RDC’s/WBC’s*

*Note: Discussions are currently ongoing in relation to finalising the RDC/WBC Quality Checklist and it will be the intention to share this and append to the attached Joint Statement in the near future.

Colleagues will note that the attached Joint Statement and Appendices clearly reaffirms the contents in the Guiding Principles of Employment Security agreement with regard to re-establishing proper resourcing practices across the Processing Functions and includes commitments:

 To maximise Full Time Working.

 To fair and manageable workload, balancing customer needs with employee aspirations in regard to earnings and work life balance.

 Reduction in the reliance on Agency Resource.

 A review of the contractual status of part-time workers.

 To minimise employee disruption – movement between shifts should be avoided.

 That the Weekly Resourcing Meetings will be the local forum for jointly reviewing past and current resourcing requirements.

 A process for the review of contractual hours in March and September with sign off by the Process/Collections Director/CWU Divisional Representative.

The documentation provides clear guidance on the full range of aspects to be considered in any resourcing realignment activity designed to deliver the 1st hour reduction in working time for the functions concerned. It also establishes a process for weekly updates from each unit to the Process Director and Divisional Representative. This document is directly supported by the additional Guidelines to the process contained in Annex A of both Appendices (including a Model Week formula in respect of Mail Centres only).

At Annex B and B1 are new guidance documents designed to standardise the format, contents and outputs of the Resourcing Meetings. Annex B includes clear guidance on the purpose of the meetings, the activities and actions required, the attendees and the data required to properly agree resourcing requirements. Annex B1 creates a standard template for the display of the meeting outputs.

Annex C contains the agreed Resourcing Checklist, which will initially be used to establish the current state but will also be used as a continuous reference point for the ongoing resourcing activity established as part of this process.

Annex D provides a Quality Checklist which again will be used as a continuous reference point for the ongoing resourcing activity established as part of this process.

Joint launch activity took place for Plant Managers and Divisional/Area Representatives at Birmingham Branch Offices on the 20th June 2018 so that onward cascade of the process could be communicated.

As communicated at the National Launch Event, both Royal Mail and the CWU have confirmed that the realignment activity will be based on an assessment of requirement at each site and will not necessarily require a full duty revision, however the realignment will include the removal of time required to deploy the SWW.

Given the huge variation in operational arrangements across the Processing estate it has been agreed that the manner in which working time will be reduced will not be determined centrally. Branches and representatives therefore have autonomy to agree locally the manner in which the reduction in working time will be deployed across all shifts and duties at their site.

Both parties have also reaffirmed that there are no budgetary or aspirational productivity targets as part of the Resource Realignment process and that the realignment activity will be based on the established current actual throughputs at each site.

The department believes that the contents and processes defined in the Joint Statement on Resource Realignment and the supporting documentation contained in the Appendices provide the necessary guidance and support structure for our Representatives to ensure that the commitments in the Guiding Principles agreement with regard to Resourcing and the SWW are delivered in full.

Colleagues should note that the attached documentation does not apply to Royal Mail International. As conveyed at the representatives briefing on the 20th June 2018, discussions relating to specific documentation on resource realignment activity in RMI is currently ongoing. The outputs of those discussions will be shared with Branches in due course.

Any enquiries in relation to this LTB should be addressed to: Davie Robertson, Assistant Secretary,

e-mail: dwyatt@cwu.org or shayman@cwu.org quoting reference 722.01.

Yours sincerely

 

Davie Robertson

Assistant Secretary

18LTB374

Attachment 1 – Resource Realignment Joint Statement

Appendix 1 – A Guide for Mail Centre Resourcing Realignment

Appendix 2 – A Guide for Regional Distribution Centre and Walk Bundling Centre Resourcing Realignment

Divisional Pension Training

The Postal Executive recently endorsed the content of a new training package on pensions. The training covers the new pension arrangements for RMG employees that took effect from the 1st April this year. Specifically the training covers:

• The closure of the Royal Mail Pension Plan (RMPP) and its impact on accrued pensions

• The structure of the new Defined Benefit Cash Balance Scheme (DBCBS)

• The changes to the Royal Mail Defined Contribution Plan (RMDCP) for members with 5 years’ service and for those with less than 5 years

• An introduction to the end state Collective Defined Contribution (CDC) Scheme with the defined benefit lump sum (DBLS)

• Guidance on the recent Royal Mail Pension booklet and associated forms.

As the content of the training has now been agreed, the CWU will be rolling out the training to our Divisions. Paul Kennedy and Phil Browne (both current pension scheme trustees) will be conducting the training on behalf of the CWU.

To facilitate the training, we are therefore asking each Divisional Committee and Regional Parcels Committee to consult with Paul to agree a date for a special Divisional/Regional Parcels Committee where the training will be provided. Branch Secretaries and Royal Mail Engineers should also be invited to attend.

For ease of reference, Paul’s contact details are set out below:

Paul Kennedy, Divisional Representative

Email: paul.a.kennedy@royalmail.co.uk

Office: 0121 503 4669

Mobile: 07702 526 665

The new pension arrangements that took effect on the 1st April 2018 affected all current pension scheme members in Royal Mail Group. It is therefore important that we explain the changes to all our key Divisional, Regional and Branch Representatives to try and raise awareness of the issue and ensure our members are clear about how the changes will affect them both now and in the future.

Your early assistance in this matter would therefore be greatly appreciated.

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)

18LTB367 – Divisional Pension Training

RM/CWU Joint Statement – LAT Product Growth Introduction Update

Dear Colleagues,

Branches and representatives will be aware that the 2018 Guiding Principles Agreement committed RM and the CWU to work together in relation to the introduction of Industry Leading LAT product offerings that would involve a Midnight last collection time with an agreed ratio of LAT traffic injected at the RDC locations no later than 01.30.

Cross departmental discussions have taken place with the business in relation to the necessary measures required to collect, process and distribute the items through the network in sufficient time to ensure that the delivery of the items can be completed by 19:00 in line with the national agreement.

In line with the above a Joint Statement has now been agreed and endorsed by the Postal Executive to enable the introduction of the new LAT products to commence from the 9th July 2018.

Colleagues are informed however that despite mitigating the upstream Pipeline/Network and processing elements as much as possible to ensure the product is delivered by 19:00, there are a small number of postcode areas where it is not possible to achieve this. As such in these exceptional circumstances it has been agreed that delivery of the items can be extended to 19:30. The affected Hub Locations/Postcodes are as follows:

 Altens DO –

AB10-12,99

Inverness DO –

IV1-3

Dundee West DO –

DD1-8

Perth DO –

PH1-4,10,14

Galashiels DO –

EH43-46, TD1-4, TD6-9

Dunbar DO –

TD5, TD10-14, EH31-35, EH39-42

Kirkcaldy DO –

KY1-3, 6-9

Falkirk DO –

FK1-16

 

The extension of the delivery window at the above offices has been jointly agreed on an exceptional basis and does not set any precedent in relation to future activity. There will be no extension or inclusion of any other units, outside of those locations listed above and this arrangement is considered a temporary measure and will remain the subject of ongoing National review.

Any queries in relation to the content of this LTB should be addressed to:

Deliveries & Collections: Mark Baulch, Assistant Secretary, e-mail: outdoorsecretary@cwu.org quoting reference: 530.

or

Mail Centre Processing & MC Collections/Network/ Area Distribution: Davie Robertson, Assistant Secretary, e-mail: dwyatt@cwu.org or shayman@cwu.org quoting reference number: 709.02.

Yours sincerely

 

Mick Kavanagh – Acting Assistant Secretary

Davie Robertson – Assistant Secretary

LTB 372.18 – RM CWU Joint Statement LAT Product Growth Introduction Update

LAT Product 1930 Units Joint Statement – 27 06 18_Final

RMPFSL April 2018 Pay Review

Further to LTB339, following rejection of the previous pay offer from RMPFSL further talks have taken place and an improved offer has been received which the Postal Executive is recommending for acceptance in an individual member ballot of all members employed in RMPFSL, commencing on 11th July 2018.

The offer provides for:

• 2.5% increase in basic pay for all CWU represented grades (other than cleaners on entry and midpoint who have already received an increase on 1st April) from 1st April 2018, flowing through to London Weighting, Scottish Distant Island Allowance and Pensionable Allowances.

• £120 lump sum payment to cleaners (other than those on entry and midpoint who have already received an increase on 1st April) paid in December, consolidated into basic pay at the end of the year in March.

• Consolidation of addition to basic pay (ABP) for Engineers and Admin Grades from 1st April 2018.

• Increase in stand by and call out payments for BFM staff to match payments to BES Engineers backdated to 1st  April 2018.

• Introduction of overtime multiplier for cleaning grades from 1st April 2018 as follows:

Weekday overtime x 1.2 hourly rate

Saturday overtime x 1.5 hourly rate

Sunday overtime x 2 hourly rate

• Cleaners remaining on weekly pay to move to monthly pay over a six month period beginning February 2019, using the standard Royal Mail transitional process.

Summary

The annual cash value of the offer for a cleaner on full point including the £120 lump sum is £595.47, equivalent to 3.25% of basic pay. The significant improvement in overtime rates deals with a major issue of concern for cleaning members in a positive way going forward.

The value of ABP for Engineering and Admin Grades is 0.93% of basic pay. Whilst consolidation does not improve the cash value of the offer on basic pay, it produces benefit by increasing the hourly rates for overtime and pension purposes.

Harmonisation of standby/call out payments between BFM and BES Staff significantly improves rates for BFM staff on call out.

Overall against a difficult negotiating background the Postal Executive believes that this is an offer worth recommending to our members, which will clear the way for a more considered review of the pay and terms and conditions package next year following a proposed RMPFSL Policy Forum in the autumn.

All enquiries regarding the content of this LTB should be addressed to the PTCS Department, quoting reference 301. Email address: khawkins@cwu.org

Or

To the Outdoor Department quoting reference 120.12, email address: outdoorsecretary@cwu.org.

Yours sincerely

Ray Ellis – Assistant Secretary

Mick Kavanagh – Acting Assistant Secretary

18LTB371