Early Day Motion (EDM) 344:
To: All Branches
Dear Colleagues,
An early day motion has been put down in the House of Commons supporting the TUC campaign for a maximum legal working temperature in the workplace.
All Union National Health and Safety Officers met at TUC HQ recently to discuss this and other key issues following ‘Brexit’. It was agreed that it would be good to get a large number of MP signatures across all parties, to support the campaign led by the TUC and a number of Unions including the CWU.
The Early Day Motion is as follows:-
EDM 344 – STATUTORY MAXIMUM WORKING TEMPERATURE
Session: 2016-17

Date tabled: 18.07.2016

Primary sponsor: Ian Mearns MP.
“That this House notes that workers in the UK lack adequate legal safeguards from working in uncomfortably high temperatures, owing to the lack of a statutory maximum temperature at which employers would have to introduce control measures, such as breaks, access to water or air conditioning; further notes that this would correct an anomaly in current legislation where a legal minimum working temperature exists, but a corresponding upper limit does not exist in statute; appreciates that excessive heat in the workplace is responsible for heat stress and thermal discomfort, and can impact seriously on health, well-being and productivity; recognises that this is a matter of concern for workers in a wide range of workplaces including offices, schools, shops, bakeries, vehicles, trains, call-centres, theatres and construction sites; and calls on the Government to adopt the recommendations of the TUC and joint union Cool It campaign to introduce into law a maximum working temperature of 30 degrees Celsius or 27 degrees Celsius for those doing strenuous work, beyond which employers would have a statutory duty to introduce effective control measures.”
So far 8 MPs from 4 political parties have signed the EDM. Branches and Health and Safety Reps are requested to approach local MPs in the Branch Area requesting that they sign the EDM.
The TUC is calling on all Employers to help staff cope with the heatwave so staff can work through the heatwave as comfortably as possible.

 

With temperatures currently hitting the mid-30’s Celsius in the UK this week, the launch of EDM 344 is very timely.
For many years the TUC, CWU and many major Trade Unions have been pushing for a change in the UK’s health and safety regulations to introduce a new maximum indoor work temperature. The TUC wants this set at 30C or 27C for those doing strenuous jobs – with employers obliged to adopt cooling measures when the workplace temperature hits 24C.
Where people are working outdoors, employers should consider reviewing working times so that, where possible, work is performed outside peak sunlight and temperature periods in the middle of the day and otherwise providing breaks, water and sun protection when temperatures are highest.
The TUC says that this week employers can help their staff by working with their Trade Unions to examine and look at how best to minimise risks.
Working in sweltering conditions can be unbearable and dangerous. Apart from members working in buildings without effective ventilation and air conditioning which is intolerable, we have Postal Workers performing outside manual work in the hottest part of the day.

Employers and managers should ensure that staff are protected as far as is reasonably practicable. I’m not convinced that this is currently the case and I have today raised concerns with the Royal Mail Chief Operating Officer.
To keep work cool, the TUC would like to see employers:-
• Relax formal dress codes and allow staff with formal attire e.g. jackets and ties to be allowed to wear short sleeves, vest tops and shorts.

• Ensure that outdoor workers are supplied with sun-screen and water and are given advice on the need to protect themselves from the heat and sun.

• Distribute fans to indoor staff and provide portable air cooling cabinets.

• Install and maintain air conditioning systems, ensuring that it doesn’t break down during a heatwave.

• Allow more flexible working so that staff can have the option of coming in earlier and staying later to avoid the sweltering conditions of the rush hour commute.

• Move desks away from windows, draw blinds or install reflective film.

• Allow staff to take frequent breaks and provide a ready supply of cool drinks.
Although the current Health and Safety Law states that staff should work in a reasonable temperature, there is no legal maximum.
Employees are not expected to work when the temperature drops below 16C (or 13C if they are doing physically demanding work), but there are no similar restrictions for when the workplace becomes too hot.
The TUC would like to see the law changed so there is an absolute indoor maximum of 30C, with employers forced to introduce cooling measures when the temperature hits 24C.
The TUC’s advice on how to handle working through a heatwave is attached.
Yours sincerely

  

Dave Joyce

National Health, Safety & Environment Officer
Email Attachments – Click to download
Attachment 1 – 16LTB437 Statutory Maximum Working Temperature Campaign – House of Commons Early Day Motion (EDM) 344.

Attachment 2 – Summer Heat

POST OFFICE: CROWN OFFICE PAY 2016 – UPDATE
Dear Colleagues
Branches and members will be aware we submitted a pay claim on 6th January for a one-year unconditional pay increase for Crown members of at least 1.9%, to achieve parity with year three of the three year pay agreement reached in December 2014 for members working in Admin & Supply Chain.
After much procrastination on the part of the Post Office, an improved offer was finally received on 14th July this offer is as follows
a 1.9% pay rise on basic pay, overtime rates and all pensionable allowances including London Weighting fully backdated to 1st April 2016

One major condition was placed on the pay offer as follows:
The offer above is contingent on the acceptance that the Christmas Eve Opening Hours dispute is resolved with immediate effect with the union accepting the position of the Post Office (this would mean a 16:00 closure on Christmas Eve going forward).
Rejection of the Conditional Pay Offer
As the prospect of a Post Office wide dispute becomes increasingly likely, it is totally inappropriate and outwith conference policy to agree a condition which has absolutely nothing to do with pay. The Post Office is simply being opportunistic and should instead seek to resolve the Christmas opening hours issue in a completely separate negotiation. As a consequence, the Postal Executive yesterday unanimously rejected this conditional offer.
The Christmas conditionality is principally unacceptable, especially given the Unite pay agreement for managers reached just last week which was also a 1.9% pay increase from the pay date of 1st June 2016 with absolutely no strings attached.
Last Friday we consulted with the Territorial and Area Representatives and the overall consensus amongst these Reps is supportive of the reject position.
Next Steps
Following the Postal Executive’s decision, we have written to the Post Office to formally reject the pay offer due to the conditionality around Christmas opening hours.
We have advised The Post Office
 
Any further developments will be reported to Branches and Crown members as appropriate.  
 
Andy Furey 
Assistant Secretary
Email Attachments – Click to download
LTB436/16 – Post Office: Crown Office Pay 2016 – Update

To East of England CLP Secretaries and Chairs, MPs and MEP, Labour Group Leaders and Secretaries, and members of the Regional Board 

All,

 

As you are aware a contest for the leadership of the Labour Party will take place. For your information, I wanted to highlight the procedures for the contest and further information regarding the reasons for suspension of meetings, which was circulated recently to CLP Secretaries (see below). 

 

From a CLP point of view, the key part of the process is the CLP supporting nomination. The procedures for organising and running supporting nomination meetings are available to download in the email below. Please note that your CLP does not need to make a supporting nomination, but if they wish to do so, the CLP should follow these procedures. CLP officers should feel free to share with us their plan for their CLP’s nomination meeting so we can support them in ensuring the process is followed correctly and you are comfortable with the procedures.

 

Any queries at all please get in touch with me or the team by email or on 01279 625860.

 

Best wishes,

 

Cameron

 

Cameron Scott

Regional Director

East of England Labour Party

 

@eofelabour

 

_____________________
 

Dear Constituency Labour Party Secretary,
I am writing to inform you that the National Executive Committee (NEC) has agreed the timetable for the election of the Leader of the Labour Party.
Today, there has been a further meeting of the Procedures Committee, established by the NEC, to oversee the contest. They agreed the remaining papers and procedures for the leadership election.
The election will conclude with a Leadership Conference on 24 September 2016 at which the results will be declared.
The following documentation can be downloaded at labour.org.uk/leadership-info

• A – Procedural guidelines, including balloting arrangements, and timetable for the election of Leader

• B – Candidate code of conduct

• C – Data protection

• E – Guidelines for the conduct of Leadership debates

• F – CLP supporting nomination guidelines
CLP meetings

In recent months there has been a marked increase in reports of intimidation and threatening behaviour taking place at party meetings. Whilst the NEC recognises that the majority of our members hold vigorous yet collegiate meetings, the NEC has a duty of care for individuals who feel that their safety is threatened. It was therefore saddened to have to take the decision to suspend all normal party meetings at CLP and branch level until the completion of the leadership election.
However, in recognition that there is some essential business which must be agreed by CLPs, the NEC has made a number of exceptions to this suspension while this timetable is in place. If there are any queries, please contact your Regional Director/General Secretary who will be able to provide guidance.
Meetings able to go ahead as agreed by the NEC include those:

• Meetings solely for the purpose of making a supporting nomination in the leadership contest and for essential Annual Conference business

• Campaign planning meetings for by-elections or devolved mayor campaigns

• Any other meetings (such as Executive Committee meetings or social or fundraising events) with the explicit permission of the Regional Director/General Secretary

Meetings which go ahead under these exceptions will not consider ordinary motions or other business, except as explicitly agreed by the Regional Director/General Secretary. This means any CLP meeting already scheduled should be postponed until after the completion of the leadership election. This will be with immediate effect.
Supporting nominations

As you may know, each CLP and affiliated organisation is entitled to cast a supporting nomination for the position of Leader. The supporting nomination process opens at 5pm on Wednesday 20 July and supporting nominations must be received by 12 noon on Monday 15 August. Download your Supporting Nomination Guidelines here.
The MP and MEP nomination process opens on Monday 18 July and candidates, except the incumbent Leader, will require the support of 20 per cent of MPs and MEPs to go forward to the ballot. The Procedures Committee will declare all validly nominated candidates for Leader on Wednesday 20 July.
CLPs supporting nomination will be recorded on the website once received and in the candidate booklet enclosed with the ballot mailing.
One Person, One Vote

Since the adoption of the Collins Review at the Special Conference on 1 March 2014, Leadership Elections are conducted on a One Person, One Vote basis.
The Collins Review also established voting rights for Registered and Affiliate Supporters, as long as they are on the electoral register in the UK, support Labour’s aims and values and are not members or supporters of other political parties or organisations.
Members

As is standard with Labour Party selections procedures, members who joined the party at least six months prior to the freeze date will be eligible to vote. This means those who joined the party on or before 12 January 2016 will receive a ballot.
Members who are in arrears with their membership subscriptions must pay those arrears in full by 12 noon on Monday 8 August to be eligible to vote. Any member in arrears after this date will not receive a ballot paper. People can pay any arrears online by visiting renew.labour.org.uk or by calling 0345 092 2299.
Registered Supporters

Registered Supporters who pay a fee of £25 will be able to sign up online from 5pm Monday 18 July at labour.org.uk/leadership. The deadline for Registered Supporters to sign up is 5pm on Wednesday 20 July.
Affiliated Supporters

Tuesday 12 January is the last date to have joined the Labour Party or an affiliated organisation (Trade Unions and social societies) in order to vote in the leadership election. Affiliated organisations will have until Monday 8 August to submit new and updated affiliated supporters lists. The last date to register as an affiliated supporter is 12 noon on Monday 8 August.

Debates

The Labour Party will organise debates with the candidates. Dates and details of how you can take part will be available shortly on our website at labour.org.uk/leadership.

Leadership Conference

The results of the election for Leader of the Labour Party will be declared on Saturday 24 September. The Leadership Conference will be open to all delegates and ex-offico members already registered for Annual Conference at no extra cost. Due to space restrictions, however, delegate and ex-officio members places will only be held if you have registered to attend by Friday 9 September. Registration will open shortly on the Labour Party website.

Membership lists and data protection

Many people, including elected representatives, have access to Labour Party membership data to conduct the legitimate business associated with their role. I would like to remind everyone that on no account should data be given to other persons or organisations. It is particularly important during the leadership contest that no-one can be accused of misusing Labour Party membership data. No-one misusing data in this way will be supported in any case brought against them by the Information Commissioner and they may also be subject to Labour Party disciplinary procedures.
The NEC has agreed a moratorium on any access to membership lists by any office holder save for normal membership procedures.

Bullying, intimidation and harassment

No abuse of any kind by members or supporters will be tolerated in the Labour Party. All members and supporters must conduct themselves in a calm and polite manner and be respectful to each other at all times.
If you become aware of abusive behaviour from any member towards any other member, or if you yourself are subject to abusive behaviour, please let us know the details (such as names, specifics of incident, and any other details that may help) so that we can investigate. You can do this by emailing legal_queries@labour.org.uk
Yours sincerely
Iain McNicol

General Secretary

The Prime Minister has confirmed the appointment of Penny Mordaunt MP as the new Government Minister responsible for Health and Safety.
The full title of the role is “Minister of State for Disabled People, Health & Work” and the full list of the Minister’s responsibilities is:-
Oversight of the Health & Safety Executive & Office for Nuclear Regulation

Cross-government disability issues

Disability employment/halving the disability employment gap, including Disability Confident, Work Choice, Access to Work, the Work & Health Programme and mental health in the workplace

Support for those at risk of falling out of work, including Fit For Work and Statutory Sick Pay

Financial support for sick and disabled claimants, including within Universal Credit, DLA/PIP, ESA, AA, IIDB and CA

Specific welfare/health-related issues, including Mesothelioma Payment Scheme, Motability

DWP/DH Joint Work and Health Unit sponsor

Penny Mordaunt has been the MP for Portsmouth North since 2010. From July 2014 she was a Parliamentary Under-Secretary of State at the Department for Communities and Local Government. In May 2015 she was appointed Minister of State for the Armed Forces at the Ministry of Defence. On 15 July 2016 she was appointed Minister of State for the Department for Work and Pensions.
Penny Mordaunt was elected Conservative MP for Portsmouth North in 2010. She was educated at Oaklands RC Comprehensive School and at Reading University where she read Philosophy. She worked for Conservative Central Office, becoming Head of Broadcasting under William Hague. In 2000 she served as Head of Foreign Press for George W. Bush’s presidential election campaign.
In Parliament, Penny served on the European Scrutiny Committee, Defence Select Committee, and as chairman of the APPGs for Life Science and for Ageing and Older People. In autumn 2013 she was appointed Parliamentary Private Secretary to the Secretary of State for Defence, Rt Hon. Philip Hammond MP. She served as Minister of State for the Armed Forces from May 2015 until July 2016. Outside Politics Penny Mordaunt has worked as an aid worker in post-revolutionary Romania before and during university. She was director of communications at Kensington & Chelsea Council and the Freight Transport Association and was a director of Diabetes UK, the Community Fund and the Big Lottery Fund. In 2004 she founded a media company, which she sold in 2010.
The Department of Work and Pensions Ministerial portfolio is attached.
Yours sincerely
Dave Joyce

National Health, Safety & Environment Officer
 
Email Attachments – Click to download
Attachment 1 – 16LTB434 New Government Minister Responsible for Health and Safety Appointment

Attachment 2 – MINISTERIAL PORTFOLIOS_FINAL (2).

CWU Union Learning Representatives Networking Event 2016#CWULearn16; #NotAPrivilege!
Dear Colleagues,
This year’s networking event will see an updated and refreshed agenda and will take place on the 16th / 17th November 2016 at:
St James Park, Barrack Rd, Newcastle upon Tyne, NE1 4ST.
This event will ensure that our ULRs can discharge their legally recognised responsibilities to great effect through networking with other educationalists. Over the two days, delegates will help develop strategies and initiatives to guarantee that CWU provided, first rate education and training opportunities can continue at a time when we are seeing massive cuts to adult education funding.
This year’s theme is ” Education: A Right Not A Privilege!” and will focus heavily on how we can safeguard and develop new and innovative methods in learning activities.
There will be opportunities:
· To meet with other CWU Union Learning Representatives

· To attend facilitated workshops

· To hear from high profile guest speakers

· To learn about the latest CWU learning developments

· And to celebrate your achievements!
Programme
Wednesday 16th November 2016, 12.50pm until 6.00pm

Registration from 11.30am, lunch from 12.00 noon – 12.45pm

Followed by Introductions, guest speakers and workshops.
Thursday 17th November 2016, 9.00am until 1.00pm

Main Event, Workshops and Panel Session

(Exact programme to be confirmed)
Conference Registration

Places are limited for this event so priority will be given to one ULR from each branch in the first instance but if you would like to send additional ULRs to this event please let us know.
Any additional places will be awarded on a first come first served basis and will be confirmed once the final date for registration application has closed.

Please note that CWU HQ will not be able to cover travel and subsistence or hotel expenses for this event. However, we will be providing lunch on the 16th November 2016.
Further detail – please read

ULRs can book a place by email in the first instance to learn@cwu.org with contact details including name, Branch, contact number and an email or postal address to which an application form can be sent or by contacting Michelle or Neil directly (as listed below). The form will be sent out to the individual ULR and this will need to be countersigned by the Branch Secretary. Delegates who have specific dietary needs or allergies must advise us of any requirements on the form.
To guarantee that your Branch is represented you must return your completed and signed application form to the Education and Training Department by Friday 30th September 2016. 

There are no specific conference hotels for the event as experience has shown that often better rates can be found on line than can be negotiated for group bookings. A list of hotels will be sent out in the confirmation letter.
Unfortunately, due to registration and accommodation not being linked, we will not be able to arrange substitutions for delegates. The Branch will need to contact both the Education and Training Dept. and the hotel directly to either notify of cancellation or replacement by another ULR from within the Branch.

This event is being supported by the CWU and the Union Learning Fund (England).
Release

This event should attract paid release for those accredited ULRs working for employers where the CWU is recognised. The event is specifically designed to meet the aims of ULR legislation and is fully supported through the Government Department for Business Innovation and Skills. The ACAS Code of Practice applies.
Any enquiries regarding this LTB should be addressed to Michelle Simpson or Neil Coleby by telephoning 0208 971 7340 (Michelle) or 07801 364088 (Neil) or by email to learn@cwu.org 
Yours sincerely,
 
Trish Lavelle

Head of Education & Training
Email Attachments – Click to download
LTB 433/16 – CWU Union Learning Representatives Networking Event 2016

Harassment Helpline – Change of Free Phone Number (0800 090 2303)
Please note the new Free Phone Harassment Helpline number is 0800 090 2303. This is now in operation.  
Could you please make as many members as possible aware of the new number? This number is a Monday to Friday, 9 to 5 number and outside of hours, there is an answering machine advising members what to do. Our website has been updated.

 

Any enquiries please refer to the Equal Opportunities Department.
Yours sincerely
 
Linda Roy

Assistant Secretary
Email Attachments – Click to download
LTB 432/16 – Harassment Helpline – Change of Free Phone Number (0800 090 2303)

Terms of Reference between Royal Mail and the Communication Workers Union for Joint Working Work Measurement and Planning Value Development 

Dear Colleagues

 

Branches and representatives will be aware of advice which has been issued by the department in relation to non-cooperation with industrial engineering activity since 2012 activity (LTB 162/12 and subsequently LTB’s 641/12, 366/13 and 640/14 refer).

 

During this time the department has been engaged in discussion with the business in relation to formalising an agreement in regard to Planning Values and Industrial Engineering in Mail Centres and RDC’s, in line with our agreed Progressive Agenda for Processing.

 

Historically in 2012 issues around industrial engineering activity arose when the business informed the department that they wished to use external Industrial Engineers, Scott Grant Ltd. to gather data across the RM pipeline which included Mail Centres and RDC’s. This came about due to a requirement for the business to convince the regulator that the costing and pricing approaches used in Royal Mail at that time were fair and competitive, hence the need to have independent verification of the key data that underpinned the pricing structure. In effect the key data being referred to was Data Bank Planning Values, derived from Royal Mail’s own industrial engineering assumptions.  

 

Since that time discussions have been taking place, although they have been somewhat protracted on both sides for various reasons. The business did agree in principle, as a show of good faith and commitment to the discussions, to provide training in Industrial Engineering techniques for four of our CWU Representatives in 2013. The training was completed in 2015 and the department now has 4 dedicated representatives who are fully trained and available to offer assistance in regard to measurement activities.    

 

The department can now inform you that an agreement which enables full involvement of our CWU Industrial Engineers in activity going forward and which details the processes and protocols to be applied has now been concluded and is attached for your information.

 

The attached agreement provides for:

 

➢ Transparency in relation to how data is being gathered, details of what data is being gathered and what it is being used for.

 

➢ That the IE’s will not report on individual performance.

 

➢ That any data gathered by IE’s during their visit/s will not be used for the purposes of either conduct or individual performance management, with such issues remaining proper to the role of line managers.

 

➢ The provision of the relevant kit/equipment for our IE’s to undertake measurement activity.

 

➢ The approach to be adopted by IE’s during site visits to undertake measurement activity.

 

➢ Recognition of the role of trained CWU representatives within the IE process and provision of adequate release time to participate with pay protection applying, in line with normal IR Framework arrangements.

 

➢ Review of agreement in 12 months.

 

The business has committed to make every effort to provide notification to the department prior to Industrial Engineering activity taking place and we will share any such information with representatives at sites affected. Therefore any activity that is proposed by the business at sites where notification has not been provided should be brought to the attention of the department.

 

In addition should any representatives require Industrial Engineering assistance they are asked to contact the department where any possible assistance will be afforded to them.

 

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: 730.03

 

Yours sincerely

 

 

Davie Robertson

Assistant Secretary

 Terms of Reference between Royal Mail and the Communication Workers Union for Joint Working Work Measurement and Planning Value Development

 

 

Introduction

 

Royal Mail and the CWU are committed to working together to deliver growth, stability and long term success and the Agenda for Growth Agreement sets out the agenda to achieve this. The programme of work commits us to develop transparent, fair and jointly understood approaches to performance measurement tools in support of planning and performance improvement activity, in order to enhance our joint objectives. By working together we will develop transparency, understanding and consensus on planning values.
To facilitate much greater joint understanding and ownership of productivity and workload measurement it was agreed that Royal Mail provide training for four CWU representatives in industrial engineering techniques. The CWU representatives that are trained in industrial engineering techniques will support our joint objective to develop a ‘Blue Print Vision’ for Royal Mail, Mail Centres and RDC’s, and provide advice to the CWU National Officer with responsibility for Processing, in order to inform policy making and add value to the growth and efficiency agenda.
This training has now been completed and four nominated CWU representatives have achieved the required standard for accreditation as Industrial Engineers. An integral part of this agreement is a commitment by Royal Mail to provide the necessary training to ensure performance rating for the CWU representatives is maintained on an annual basis to ensure their accreditation remains valid.
 

Background

 

In 2012 Royal Mail commissioned Scott Grant Ltd, a firm of specialist industrial engineers, to verify national planning values used in the business for planning, productivity and cost measurement. The work entailed industrial engineers visiting a number of Mail Centres, Delivery Offices and RDC’s to review the planning values for each product stream. Royal Mail used the industrial engineering values to inform product costing and confirm that its pricing is competitive and profitable.

 

 

Industrial Engineering Activities

 

As part of their normal duties towards developing and maintaining the planning values, industrial engineers will regularly carry out work study tasks to collect data on the operation, including measuring distances, times for tasks, container fills and other flows of work to ensure the Royal Mail values used for traffic weighting and product costing are reliable. This activity will be supported by CWU trained industrial engineers to enable Royal Mail and the CWU to confirm that the work measurement is inclusive and up to date.

 

Planning values that have been validated or developed for standard or new operating procedures for indoor processing activities specific to Mail Centres and RDCs will include industry standard, recognised contingency and rest allowances where applicable.

 

 

 

 

 

Methodology

 

All relevant equipment, such as study tablets and measuring wheels, required to undertake measurement activity will be provided to the CWU IE’s by Royal Mail on an as required basis depending on the nature of the task and the level of involvement. Full familiarisation training will be delivered to ensure that they are fully conversant with all functionality.

 

Key measurement activity will be jointly undertaken where practically possible. It is neither a requirement nor will it be feasible for the CWU IE’s to take part in all studies. The proposed programme of IE activity will outline the key measurement activity that is to be jointly undertaken. Allocation or alignment of resource from the CWU trained representatives will be the subject of agreement at National level in advance of the activity taking place. This process will afford the CWU IE’s the opportunity to be made aware of study work and provide the ability for them to express a preference in relation to activity that they would like to participate in. Equally and in line with the agreed joined up approach, where the CWU IE’s are made aware of sites/issues that may benefit from studies taking place they will have the opportunity to propose relevant activity and all such requests will be considered by Royal Mail.

 

The CWU will have access to all data gathered as part of the studies that take place. Prior to industrial engineers visiting a site employees based there will be briefed to make them aware of the visit(s) and the purpose.

 

When the industrial engineer(s) arrive they will be met by the unit manager who will introduce them to the local CWU representative(s) and staff involved as well as other managers where applicable. They will then be shown around the office to familiarise them with the layout and processes at the unit concerned.

 

Observations will be made on processes compliant with agreed standard operating procedures, Safe Systems of Work and local/National agreements. Standard operating procedures, Safe Systems of Work and local/National agreements should be adhered to at all times.

 

The IE’s will not report on individual performance and are employed to assess how long tasks take and whether these may be improved. Data gathered by IE’s during their visit(s) will not be used for the purposes of either conduct or individual performance management. Individual performance management remains the role of line managers working with their teams.

 

Work study activity may also involve photography or filming, and employees will be asked in advance if they have any objection in participating, if they prefer not to be included they will not be filmed. The information and data is primarily designed for National use. Local feedback on the methods, layout, equipment etc. and overall unit performance (but not individuals’ performance) may be discussed with the managers and the CWU representative(s) where there are opportunities for improvement. Where this is the case then the full terms of existing National agreements, joint statements and guidelines will apply including the IR Framework.

 

Local CWU representatives will be advised in advance of a planned visit to their site and a CWU liaison representative will be nominated and afforded reasonable release to discuss and participate in the activity to reassure CWU members of the commitments and protocols contained in this document. Employees will be jointly briefed by local managers and CWU representatives before the visit commences to advise them of the purpose of the IE activity.  

 

 

Data Gathered

 

Following work study activity data gathered will be analysed by the industrial engineering team. All data will be shared and discussed with the trained CWU representatives for their feedback into agreed outputs.

 

Information resulting from the study work will be discussed and shared with the CWU Nationally either at pre-arranged meetings or at the National Processing Group (NPG).

 

 

Concluding Principles

 

The whole approach is underpinned by a commitment to deliver cultural change, which is designed to align the interests of customers, the workforce and the company.

 

The role of the CWU representatives trained in industrial engineering techniques within these processes is fully recognised, as is the requirement for appropriate release in order for them to meaningfully prepare, participate and obtain the views of CWU Representatives and members during site visits.  

 

Once the requirement for release has been agreed between the National parties it is anticipated that local managers will facilitate this release and that all reasonable requests will be granted. When preparing for, participating in or assessing work study or measurement activities, pay protection will apply in line with normal IR Framework arrangements.

 

 

Review

 

A review of the way of working in relation to this agreement will take place 12 months from the date of this agreement, to ensure it is working productively in the interests of improved industrial relations and efficiency.

 

Any questions of interpretation, implementation or application of this document shall be referred to the respective headquarters for resolution.

 

​

Graham Baker​Davie Robertson

Head of Industrial Engineering​Assistant Secretary Royal Mail ​CWU        

HSE 2015/2016 Work Related Accident and Fatality Statistics – Workplace Deaths Increase to 144:
To: All Branches
Dear Colleagues,
The HSE have published annual data for work-related fatal accidents in Great Britain’s workplaces.
The HSE states that the long term trend has seen the rate of fatalities more than halve over the last 20 years. However, this year’s figures indicate that 144 people were killed while at work in 2015/2016 – up from 142 in 2014/2015 and the number of work related accidents and cases of ill health remains high.
The fatal injury figures do not include fatal at work road accidents or work-related deaths from fatal diseases.
In each of the last five years, the number of fatal injuries has been:-
2014/15 – 142 workers died

2013/14 – 136 workers died

2012/13 – 150 workers died

2011/12 – 171 workers died

2010/11 – 175 workers died

2009/10 – 147 workers died
The Health and Safety Executive has called on employers in all sectors to learn lessons and to ensure that their workers return home safe from work each day.
One death at work or life needlessly shortened, is one too many and behind every statistic lies a real story of loss and heartbreak and families left to grieve.
The HSE and UK government continue to boast that Great Britain has one of the best health and safety systems in the world, but we should always be looking to improve and to prevent incidents injuring workers or that cost workers’ lives.
Whilst proclaiming how good the UK’s Health and Safety record is, the anti-health and safety Tory government and ‘puppet’ HSE should remind themselves of the key work-related accident and ill health figures for Great Britain for last year (2014/15):-
1.2 million working people suffering from a work-related illness, 2,515 Mesothelioma deaths due to past asbestos exposures, 144 workers killed at work, 76,000 injuries to employees reported under RIDDOR, 611,000 injuries occurred at work, according to the Labour Force Survey, 27.3 million working days lost due to work-related illness and workplace injury, £14.3 billion estimated cost of injuries and ill health from current working conditions, Stress accounted for 35% of work-related ill health cases.
This year the HSE travelled the country asking industry representatives, employers, trade unions and others to work together to ‘help GB work well’ in order to reduce work related accidents and ill health and help keep Britain’s workers alive!
The new HSE figures show the rate of fatal accidents in key industrial sectors as follows:-
43 Construction

27 Agriculture

27 Manufacturing  

6 Waste and Recycling

103 Members of the Public (36 of those occurring on railways)
The highest fatal accident rates across all UK countries and regions were:- Wales – 0.93 per 100,000 workers; Scotland – 0.60 per 100,000 workers; Yorkshire and the Humber – 0.58 per 100,000 workers. The three were also the highest when averaged across the last five-year time period to 2014/15.
However, it should be noted that differences are strongly influenced by variations in the mix of industries and occupations. For example, in Scotland and Wales compared to England there are relatively more workers in higher-risk industries. Also, in London and the South East, there is a much higher proportion of workers in low-risk occupations than across the rest of England.
The HSE states that the latest statistics confirm the UK to be one of the safest places to work in Europe, having one of the lowest rates of fatal injuries to workers in leading industrial nations. When combining Great Britain and Northern Ireland data on fatal injuries, figures for the UK compare as follows with other EU member states:-
Germany (0.81)

Italy (1.24)

Spain (1.55)

France (2.94)
The HSE has also released the latest available figures on deaths from the asbestos-related cancer Mesothelioma, contracted through past exposure to asbestos and one of the few work related diseases where deaths can be counted directly. Mesothelioma killed 2,515 people in Great Britain compared to 2,556 the previous year.
A more detailed assessment of the data will be provided as part of the annual HSE Health and Safety Statistics release in early November.
Further information on these statistics can be found at http://www.hse.gov.uk/statistics/fatals.htm
The Health and Safety Executive is Britain’s national regulator for workplace health and safety. Its role is to reduce work-related death, injury and ill health. It does so through research, information and advice, promoting training, new or revised regulations and codes of practice, and working with local authority partners by inspection, investigation and enforcement.
The reporting of health and safety incidents at work is a statutory requirement, set out under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR). A reportable incident includes: a death or major injury; any accident which does not result in major injury, but the injured person still has to take seven or more days off their normal work to recover; a work related disease; a member of the public being injured as a result of work related activity and taken to hospital for treatment; or a dangerous occurrence, which does not result in a serious injury, but could have done.
Yours sincerely
Dave Joyce

National Health, Safety & Environment Officer
Email Attachments – Click to download
Attachment 1 – 16LTB429 HSE 2015-2016 Work Related Accident and Fatality Statistics

Mike Newport – SPDO – POL Closures/SPDO Relocations
Dear Colleague
Branches will be aware that the Outdoor Dept appointed Mike Newport to interface with Royal Mail Nationally on the ongoing SPDO issues referred to above. Unfortunately, Mike has had to make an emergency visit to Australia and he is likely to be there for approximately one month.
However following discussions within the department and due to the importance of the SPDO Project Mike has agreed to continue dialogue with CWU Representatives and Royal Mail whilst away in order to maintain continuity on behalf of the Union. Royal Mail has also accepted this arrangement.
Obviously, Mike will not be able to attend any meetings whilst away, but should occasions arise where Branches require a representative from CWUHQ to attend any important meeting(s) specifically regarding the SPDO Project, we will do our best to provide a PEC member from within the department to attend. In the meantime all correspondence should continue to be sent to Mike and copied into the Outdoor department.
Mike can be contacted via the normal email channels, and should you wish to speak to him directly he can be contacted on his mobile phone number, albeit that it will need to be through the ‘WhatsApp’ phone call option, as this will use Wi-Fi and will not incur any international phone charges. ‘WhatsApp’ should be able to be downloaded and installed to any IOS, Windows or Android phone. If you wish Mike to call you on ‘WhatsApp’ then please email him requesting this and supplying your phone number. You will also need to be mindful of the time difference between the UK and where Mike is in Australia which is UK time +9 Hrs.
Representatives, who contact Mike whilst he’s away, will be informed by him when he will be returning to the UK and available to undertake his normal role. At the time of constructing this LTB, Mike is planning to be available in the UK w/c 15th August 2016.
Mike’s contact details and the preferable time to contact him by phone are listed below;
Email: mike.newport@cwuessex.org
Mobile No: 07884 454547 (WhatsApp only)
Time to contact by phone: 10:00 – 13:00 (UK time)
 
Any enquiries to Bob Gibson’s Office, quoting reference 535.17
Email address:outdoorsecretary@cwu.org
 
 
Yours sincerely                                                            
Bob Gibson
CWU Assistant Secretary – Outdoor
 
Email Attachments – Click to download
LTB 411/16 – Mike Newport – SPDO – POL Closures/SPDO Relocations

Terms of Reference between Royal Mail and the Communication Workers Union for Joint Working Work Measurement and Planning Value Development
Dear Colleagues
Branches and representatives will be aware of advice which has been issued by the department in relation to non-cooperation with industrial engineering activity since 2012 activity (LTB 162/12 and subsequently LTB’s 641/12, 366/13 and 640/14 refer).
During this time the department has been engaged in discussion with the business in relation to formalising an agreement in regard to Planning Values and Industrial Engineering in Mail Centres and RDC’s, in line with our agreed Progressive Agenda for Processing.
Historically in 2012 issues around industrial engineering activity arose when the business informed the department that they wished to use external Industrial Engineers, Scott Grant Ltd. to gather data across the RM pipeline which included Mail Centres and RDC’s. This came about due to a requirement for the business to convince the regulator that the costing and pricing approaches used in Royal Mail at that time were fair and competitive, hence the need to have independent verification of the key data that underpinned the pricing structure. In effect the key data being referred to was Data Bank Planning Values, derived from Royal Mail’s own industrial engineering assumptions.
Since that time discussions have been taking place, although they have been somewhat protracted on both sides for various reasons. The business did agree in principle, as a show of good faith and commitment to the discussions, to provide training in Industrial Engineering techniques for four of our CWU Representatives in 2013. The training was completed in 2015 and the department now has 4 dedicated representatives who are fully trained and available to offer assistance in regard to measurement activities.  
The department can now inform you that an agreement which enables full involvement of our CWU Industrial Engineers in activity going forward and which details the processes and protocols to be applied has now been concluded and is attached for your information.
The attached agreement provides for:
Transparency in relation to how data is being gathered, details of what data is being gathered and what it is being used for.

That the IE’s will not report on individual performance.

That any data gathered by IE’s during their visit/s will not be used for the purposes of either conduct or individual performance management, with such issues remaining proper to the role of line managers.

The provision of the relevant kit/equipment for our IE’s to undertake measurement activity.

The approach to be adopted by IE’s during site visits to undertake measurement activity.

Recognition of the role of trained CWU representatives within the IE process and provision of adequate release time to participate with pay protection applying, in line with normal IR Framework arrangements.

Review of agreement in 12 months.

The business has committed to make every effort to provide notification to the department prior to Industrial Engineering activity taking place and we will share any such information with representatives at sites affected. Therefore any activity that is proposed by the business at sites where notification has not been provided should be brought to the attention of the department.
In addition should any representatives require Industrial Engineering assistance they are asked to contact the department where any possible assistance will be afforded to them.
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: 730.03
Yours sincerely
Davie Robertson
Assistant Secretary
Email Attachments – Click to download
LTB 428/16 – Terms of Reference between Royal Mail and the Communication Workers Union for Joint Working Work Measurement and Planning Value Development

Attachment 1 – TOR for Joint Working Work Measurement and Planning Value Development