British Toilet Association (BTA) Campaign – CWU Support – Itinerant/Peripatetic Workers & Public – Access To Toilets

British Toilet Association (BTA) Campaign – CWU Support – Itinerant/Peripatetic Workers & Public – Access To Toilets

Following an approach by the Board of the British Toilet Association (BTA) requesting our support for their recently launched National campaign, the CWU National Health, Safety and Environment Department has given its full support to the BTA campaign, calling for:

  • All public authorities and publically owned organisations to create and implement a national and local strategy for the provision of toilets and local strategy for theprovision of toilets for the public (We have added ‘and for itinerant/peripatetic workers such as Postal and Telecom Workers).
  • A commissioner or ombudsman to be created with responsibility for overseeing such plan,s co-ordination and implementation.

The overwhelming majority of CWU members work away from a fixed workplace, in Royal Mail/Parcelforce, either on Royal Mail foot delivery work or in Royal Mail/Parcelforce vehicles carrying out deliveries, collections, distribution and haulage. Likewise, the majority of our BT members work outdoors in various locations. Therefore, toilet access is very important and in many cases it can be a challenging problem. When planning postal worker delivery rounds, a key component is assessing and building in and making arrangements for toilet access points.

In 2020 the CWU and TUC made representation to government agencies on this matter. See attached CWU Letter to Branches 355/20 and a letter jointly issued by the DOT and HSE in response to our representations made by the TUC, CWU and other trade unions regarding ongoing problems being experienced by driver members performing work or undertaking collections, deliveries, haulage etc. The response was a letter produced by the Department for Transport (DOT) and the Health and Safety Executive (HSE), to reassure drivers, and to remind businesses of their obligations under the Workplace (Health, Safety and Welfare) Regulations 1992, to provide suitable toilet and hand washing facilities to drivers visiting their premises.  (See copies attached for your information).

The CWU supports the promotion of toilet provision and access plus the highest possible standards of hygiene in all ‘away from home and away from work base’ toilet facilities across the United Kingdom.

We all need to use the toilet several times each day when we are away from our homes, at work, on holiday or simply commuting from place to place. This becomes even more urgent if you belong to one of the many specialist user groups who suffer from medical conditions that require you to have immediate access to the toilet. Having access to clean, hygienic toilets when we need one is both a basic human right, a health and safety at work right and it fulfils an important requirement.

Local authority spending on public toilets in England declined by 50 per cent in the decade 2009-19 according to a BBC analysis which showed a significant drop in the number of public toilets across the UK. (The information source being the Local Authority revenue expenditure and financing collection details published by the Ministry of Communities, Housing and Local Government).

While anyone can find themselves ‘caught short’, for some people this happens more than others. Women have more reasons and take longer to use the toilet than men, for example due to periods or pregnancy, and the lack of equality provision for Women is well-recognised.

For people living with bladder and bowel conditions, lack of facilities is a major problem. And if the toilet isn’t accessible then the impact is the same as no toilet at all. Transgender and gender non-conforming people, sometimes denied access or harassed in public toilets, may

avoid them due to safety concerns. Additionally, disabled people frequently encounter inaccessible toilets, including those that are intended to be accessible. This is also about the infrastructure around the toilet, for example the signage and general accessibility of the building.

This issue is not yet getting the attention it deserves. Talking about toilets tends to provoke discomfort for a variety of social and cultural reasons and people are often reluctant to talk openly about toilets. But going to the toilet is a universal human need, and the facilities available to us can have a significant impact on our health.

At an individual level, there are physical and mental health consequences when adequate public or alternative toilet facilities are not available. People report dealing with a lack of access to toilets by restricting fluid intake and ‘holding on’, leading to risk of dehydration, UTIs and potential kidney damage. For some disabled people, the lack of accessible toilets has led to otherwise preventable surgical interventions. There are also social impacts, where people are forced to plan ahead and restrict their outings to places they feel confident they will find a toilet. Others simply don’t go out, putting them at risk of social isolation. Itinerant workers have no choice as they have to go where their job takes them.

A lack of adequate public toilets will therefore affect public health interventions that encourage people to go out and about locally, for example to increase physical activity and reduce obesity. Public toilets are a key part of our built environment and thus part of its impact as a wider determinant of health, an important feature of the places we live in, and having an influence on our health behaviours and lifestyles. It therefore makes sense that adequate public toilet facilities are part of efforts to improve population health.

A number of organisations and campaigns continue to call for more and better public toilet provision, set against the steadily decreasing funding in local authorities. No one body holds overall responsibility for public toilets and there is no compulsory provision in legislation. Campaigns have led to some additional national funding for Changing Places toilets (larger accessible toilets for severely disabled people, with equipment such as hoists, curtains, adult-sized changing benches and space for carers) in sites such as motorway services area, shopping centres and hospitals etc. With the exception of this, however, there appears to be very little activity on a national level from the relevant government departments and authorities. There does not seem to be a coordinated approach to addressing the reduction in public toilet facilities across the country. This seems like a missed opportunity to address an issue with a significant health impact.

Many local authorities have looked for alternatives to publicly maintained facilities, for example, community toilet schemes where businesses make their toilets available for the public in return for a financial incentive from their local council. However, concerns have been raised that these schemes are not adequately accessible and don’t meet the needs of a diverse population that includes people from different religious backgrounds, people of different ages and homeless people. Clearly there’s a need for more toilets and more access to those that already exist because there’s no argument about the inadequacy of current provisions.

The Royal Society for Public Health (RSPH) published a report entitled ‘Taking The P*** – (The Decline Of The Great British Toilet)’ in May 2019, on the findings of a survey that gave insight into public toilet access across the UK. A copy is attached. The key findings and and recommendations were:

Key Findings:

  • The increasing decline in public toilets is a threat to health, mobility, and equality.
  • The lack of public toilets disproportionately affects people with ill health or disability,
    the elderly, women, outdoor workers and the homeless.
  • Three in four of the UK public think there are not enough public toilets in their area.
  • Knowledge of lack of facilities nearby acts as a ‘loo leash’, deterring as many as one
    in five (20%) from venturing out of their homes as often as they would like. This rises
    to over two in five (43%) among those with medical conditions requiring frequent
    toilet use.
  • Over half (56%) of the public restrict fluid intake due to concern over lack of toilet
    Deliberate dehydration can seriously affect health and exacerbate existing
    medical problems.

 Report Recommendations:

  • The Government should make the provision of public toilets compulsory on a well planned and regulated basis.
  • Potty parity laws should be emulated in the UK to ensure fair provision for women.
  • The Government should reverse years of funding cuts to local authorities and invest in our civic infrastructure.
  • National and local government should pilot innovative new ways of financing public toilets, including a ‘spend a penny’ campaign.
  • Break down the toilet taboo: public loos and their role in assisting hygiene, hydration,
    exercise and more must be more freely addressed in public health discourse.

(A Copy of the report is attached for your information).

Researchers in ‘urban planning’ and disability studies have created various guides for good practice in toilet provision. Ensuring public toilets are consistently on health agendas would seem to be a key part of ensuring decent access for all.

‘Just Can’t Wait’ Cards

They are ‘credit card size’ and can be downloaded and printed. They can be ordered in plastic or cardboard versions and there is also a ‘free’ digital version available to download onto ‘smartphones’. These cards are promoted, produced and made available by a number of charities in various formats and can be obtained from these organisations, especially for those with bladder or bowel conditions.

The following stores have accessible toilets for those people who hold this card:

  • Co-Op (4,050 stores)
  • M&S (Over 950 stores)
  • Argos (over 800 stores)
  • Superdrug (over 800 stores)
  • Waitrose (349 stores)
  • B&Q (Over 300 stores)
  • White Stuff (Over 100 stores)
  • Zara (Over 100 stores)
  • Plus many others

These Toilet Access Cards:

  • Provide access to toilets not normally available to the general public.
  • Are a discreet, clear communication when you just can’t wait to use the toilet.
  • Are widely accepted at many cafes, restaurants, shops, entertainment venues and other businesses.
  • Are available in card, plastic versions or on a phone.
  • The ‘digital’ ‘Just Can’t Wait’ card is now available to download to smartphones on the ‘Bowel and Bladder’ Community Website. Fill out a few details and be guided to download the card instantly. All that’s needed is an Apple Wallet or Google Wallet. Alternatively, plastic cards can be purchased by post or printed locally on a standard colour printer onto card or paper.

Bowel & Bladder Community Website:

Or Email: Email:help@bladderandbowel.org

(Copy of ‘Just Can’t Wait’ Card Attached)

Other organisations offering these Cards;

Attachments:

  • Letter from BTA Board Member
  • LTB355/20
  • Letter from DFT & HSE
  • RSPH Report ‘Taking The P—-‘
  • Just Can’t Wait Card – Card & Digital Images

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer 

24LTB064 British Toilet Association (BTA) Campaign – CWU Support – Itinerant Peripatetic Workers & Public – Access To Toilets

Coun.Stephen Mercer (BTA) Public Toilet Access 26.01.24

LTB355-20-DOT-&-HSE-Letter-To-All-UK-Businesses-Re- Access-To-Toilets-&-…

DFT-HSE-letter-access-to-toilets-hygiene-facilities-for-visiting-drivers…

RSPH-Report-Taking-The-P…-The-Decline-of-the-Great-British-Toilet-May-…

Just Can’t Wait Card Images – Card & Digital

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JOINT STATEMENT BETWEEN RM NATIONAL DISTRIBUTION AND THE CWU ON THE DEPLOYMENT OF THE 2024 PAD REVISION

JOINT STATEMENT BETWEEN RM NATIONAL DISTRIBUTION AND THE CWU ON THE DEPLOYMENT OF THE 2024 PAD REVISION

Branches and Representatives are informed that in line with the commitments contained in the Business Recovery, Transformation and Growth (BRT&G) agreement, discussions have been taking place with the business in relation to progressing arrangements for the 2024 PAD Revision activity.

Branches will be aware that activity this year is required to align with the scheduled Network Window changes and flight removals in June 2024. As such, both parties have concluded an agreed Joint Statement to enable the early commencement of the “Data Gathering” activity in line with the tried and tested process.

Building on the processes developed in previous reviews, this year’s discussions have retained aspects of the data gathering process to recognise the increasing fluctuations in workload by modelling across an agreed week rather than a single day, as was previously the case. While at the request of Royal Mail the document has been restructured with the process now appearing in an annex, effectively all aspects of the process will mirror previously agreed arrangements. Attached for information is a Joint Statement covering the details and process for the deployment of this year’s review, which has been endorsed by the Postal Executive.

As with the previous PAD Joint Statements, the process fully recognises the role of the CWU at all levels and all activity will be overseen by the Area Distribution Working Group.

Colleagues will note that the Stage 1 Data Gathering will commence on 12th February 2024 and representatives are therefore requested to engage with management accordingly in relation to the activity and release arrangements.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: shayman@cwu.org quoting reference: 054.06.

Yours sincerely,

Davie Robertson
Assistant Secretary

063-24 – JS on Deployment of 2024 PAD Revision 09.02.24

JS Deployment of 2024 PAD Revision 09.02.24

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Royal Mail/CWU Joint Communication Covering Seasonal Variation (RMG/CWU Business Recovery, Transformation and Growth Agreement – Appendix 1) Peak Period Christmas 2024

Royal Mail/CWU Joint Communication Covering Seasonal Variation (RMG/CWU Business Recovery, Transformation and Growth Agreement – Appendix 1) Peak Period Christmas 2024

Further to LTB 017/14 (Letter To Branches) issued on 15th January, whch covered the Business Recovery, Transformation and Growth Agreement – RM/CWU Joint Statement – Section 2.5 (Improving Quality of Service) and RM/CWU Joint Communication on Seasonal Variation.

Branches and members will recall that the Joint Communication on Seasonal Variation issued with this LTB also included the following outstanding point:

It is also agreed that the peak period for 2024, where full time employees will typically increase their hours to 39 hours, will be reduced to a period of 5 weeks. Both parties will jointly agree the dates for the 5 week period by 31st January 2024.

Accordingly, we have now reached an agreement with Royal Mail on the dates for this 5-week period, which is set out in this attached further Joint Communication.

To confirm, the agreed arrangements for Seasonal Variation and the Christmas/Peak period of 2024 will run from Monday 18th November (week 34) and will end on Sunday 22nd December (week 38).

This communication also confirms that this peak period of Seasonal Variation will apply as it did last year (September to December of 2023), whereby Full-timers (including 35-hour contracts) will see a 24 minutes per day variation increase applied before their start time. Part-timers will see a 10 minutes’ variation before their start time.

The conclusion of this Joint Communication now closes down this outstanding aspect and equally confirms that attendance patterns between the Eves will not be affected in terms of applying the ‘high-season’ changes of Seasonal Variation.

Any queries to the content of the above please contact the Outdoor Department reference 532, email address: JRODRIGUES@cwu.org.

Yours sincerely,

Royal Mail Group: BRT&G Agreement Section 6.4.1 – Sick Pay Arrangements

Royal Mail Group: BRT&G Agreement Section 6.4.1 – Sick Pay Arrangements

Further to LTB 056/24 dated 6th February.  We are aware that since this week’s payslips have been received there have been enquiries from members starting to repay monies owed due to the changes to sick pay as per the BRT&G Agreement.  We recognise the process and calculation for repayment is complex however Royal Mail have provided assurances that, in line with our Agreement on the application of the new sick pay arrangements, they have deducted no more than the £50 maximum in this week’s wage.  That said, Royal Mail acknowledge there are a very small number of cases where issues have been identified and these will be made good via BACS payments to the appropriate members this week.

A further Joint Statement (attached) has been agreed to provide reassurance and clarity and this includes an explanation of how the repayment of monies are reflected on payslips.  Additionally, the FAQs have been updated.  Branches and Reps are encouraged to ask members impacted to access the Sick Pay Recovery tile on the People App for guidance on how overpayments are being managed.  The tile enables individuals to see the total overpayment amount, the rate of recovery per pay period and the number of pay periods before the overpayment will be cleared.  Members can also call the Payroll Helpline on 03456 060 603 for assistance.  The Joint Statement also enables members to retrospectively seek an exception in line with the Agreement.

As a reminder, the maximum deduction will be £50 per week for full-time members and pro-rata for less than full-timers.  If there are any cases that exceed this amount, please ensure this information is provided to the DGS(P) Department as a matter of urgency so that representations can be made to address concerns.

Yours sincerely,

Martin Walsh
Deputy General Secretary (Postal)        

Andy Furey   
Assistant Secretary

LTB 062-24 – Royal Mail Group BRT&G Agreement Section 6.4.1 – Sick Pay Arrangements

Appendix 1 – Joint Statement CWU on Sick Pay 08022024

Appendix 2 – Sick Pay Changes_FAQs 

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CWU Online Course Applications

CWU Online Course Applications

Branches will be aware that the new Membership Portal is now LIVE.

The full 2024 Core Programme is now available in the Portal and Branch Admins are able to apply for courses for role holders in their Branch.

A “How to” video is available here https://www.youtube.com/watch?v=zwx1lSN3XVA

When applying for courses Branch Admins should make every effort to ensure, the contact email for the applicant is up to date or this will cause delays.

All applications that have already been made have been uploaded to the Portal.  After course cut-off dates, successful applicants and Branch Secretaries will be emailed with details and authorisation forms in the normal manner. 

Previous courses undertaken are in the process of being added to the new system.

Proportionality Data:

Branches will continue to be able to view their Branch Proportionality figures and now have the ability to have specific views of their data which we hope will be useful. 

Please forward any feedback or enquiries relating to this LTB to courseadmin@cwu.org in the first instance.

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

24LTB 061 – CWU Online Course Applications

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Save Clapham Crown Post Office – March and Rally – Saturday 10th February

Save Clapham Crown Post Office – March and Rally – Saturday 10th February

This Saturday at 10:30am, a march and rally will be held in the campaign to save Clapham Common Crown Post Office.

In the aftermath of the Horizon scandal and following some excellent local work, we are anticipating a large turnout from the local community, politicians and the media.  It is vital this is matched by CWU members and representatives.

On this basis, we are asking as many Branches as possible to make the effort to attend with a particular request being made of our Branches in London and the surrounding areas.

The march will set off from Voltaire Road (outside Clapham High Street Station) at 10:30am and head down Clapham High Road before finishing at Temperance Fountain on Clapham Common where we will hear from several speakers.

Thank you in anticipation of your support.

Yours sincerely,

Martin Walsh
Deputy General Secretary (Postal)                      

LTB 058-24 – Save Clapham Crown Post Office – March and Rally – Saturday 10th February              

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Successful Trial And Launch Of Maternity Trousers Into Uniform Range (Royal Mail)

Successful Trial And Launch Of Maternity Trousers Into Uniform Range (Royal Mail)

Further to LTB 092/22 (Letter To Branches) which announced an agreed trial of a new style and designed Maternity Trousers.

Whilst the trial and its joint conclusion have been subject to prolonged delay, it can be confirmed that following positive feedback from frontline colleagues the new Maternity Trousers are now available to employees through the normal process for acquiring uniform.

Accordingly, please find attached a Royal Mail/CWU National Terms of Reference – Uniform Maternity Trouser, that confirms the details and feedback from this trial.

The Department would like to place on record our thanks to those who took part in the trial and gave feedback, which led to alterations and improvements prior to the Maternity Trousers launch.

Any queries to the content of the above please contact the Outdoor Department reference 500, email address: JRODRIGUES@cwu.org.

Yours sincerely,

Mark Baulch
CWU Assistant Secretary

LTB 060.24 – Successful Trial And Launch Of Maternity Trousers (Royal Mail)

Royal Mail CWU National Terms of Reference Maternity Trouser

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CWU Online Course Applications

CWU Online Course Applications

Branches will be aware that the new Membership Portal is now LIVE.

The full 2024 Core Programme is now available in the Portal and Branch Admins are able to apply for courses for role holders in their Branch.

A “How to” video is available here https://youtu.be/TTtxH7w6Of4.

 When applying for courses Branch Admins should make every effort to ensure, the contact email for the applicant is up to date or this will cause delays. 

 All applications that have already been made have been uploaded to the Portal.  After course cut-off dates, successful applicants and Branch Secretaries will be emailed with details and authorisation forms in the normal manner. 

Previous courses undertaken are in the process of being added to the new system.

Proportionality Data:

 Branches will continue to be able to view their Branch Proportionality figures and now have the ability to have specific views of their data which we hope will be useful. 

Please forward any feedback or enquiries relating to this LTB to courseadmin@cwu.org in the first instance.

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

24LTB 061 – CWU Online Course Applications

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TUC LGBT+ WORKERS CONFERENCE VISITORS – 27TH – 28TH JUNE 2024

TUC LGBT+ WORKERS CONFERENCE VISITORS – 27TH – 28TH JUNE 2024

The TUC LGBT+ Conference 2024 is being held from Thursday 27th – Friday 28th June 2024 at the TUC, Congress House, Great Russell Street, London WC1B 3LS.  The Conference sessions will be as follows:

Thursday 27th June          10.00 – 18.00

Friday 28th June               09.30 – 17.30

The CWU are allowed a limited number of visitors to attend the above Conference and places will be allocated on a first come, first served basis.  Due to the need for extra security at all TUC Conferences, names and addresses of those wanting visitor tickets must be supplied and tickets are not transferable.

Anyone interested in attending will need to contact their Branch initially for funding, to include a £15 visitor ticket fee. The easiest way to pay the £15 fee will be for us to transfer it directly from your Branch’s account through the rebate system, therefore please contact Angela Niven on conferences@cwu.org  with details of which Branch the individual belongs to on application.  Alternatively you can send a cheque (made payable to ‘CWU’) addressed to Angela Niven at CWU HQ with a covering letter.  Please note that places will not be reserved until the £15 fee is received.

Please let me know if you would like to attend the Conference as a visitor by no later than midday on Wednesday 28th February 2024

Any further enquiries with regards this please contact conferences@cwu.org or Angela Niven on 020 8971 7256.

Dave Ward
General Secretary

24LTB059 – TUC LGBT+ WORKERS CONFERENCE VISITORS – 27TH – 28TH JUNE 2024.doc

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Royal Mail Group: BRT&G Agreement Section 6.4.1 – Sick Pay Arrangements

Royal Mail Group: BRT&G Agreement Section 6.4.1 – Sick Pay Arrangements

Branches will be aware from LTB 216/23 dated 21st August that the payroll system needed to be developed to take account of the new arrangements which were applicable from 1st October 2023.  Consequently, we have been in negotiations with Royal Mail to arrive at a position in respect of sick pay calculations that can be deployed in a consistent way whilst ensuring an equitable and fair approach for all.  Obviously these negotiations had to take into account many variable, such as gross hours versus net hours which apply amongst the different grade groups, differing attendance patters with long and short days and seasonal variations.

Branches will appreciate that this has been an extremely complex matter hence why it has taken a considerable time to get to an agreed position.  Yesterday the Postal Executive endorsed the attached National Agreement that will be deployed immediately.  To support this position a Joint Statement (also attached) along with some Q&As have been agreed to explain the details.

Reduced Occupational Sick Pay – ROSP

The new arrangements introduce ROSP for the reduction in sick pay for the first two, four or three days of a second, third, fourth or subsequent absence within a 12 month rolling period from the first absence.  This is in accordance with Section 6.4.1 of the BRT&G Agreement.  Crucially ROSP will be paid as a proportion of the number of scheduled hours (excluding SA and overtime) members are contracted to work.  Only working days are included in the calculation and part day absences are excluded.  In these circumstances, Statutory Sick Pay (SSP) will be paid.  This is based on the current weekly rate of £109.40 and payroll will automatically adjust pay to ensure that no member is paid less than SSP where applicable.

For members who work net hours (with unpaid meal reliefs) we have ensured that the ROSP calculation excludes the unpaid meal relief.

Fundamentally, ROSP is based on the appropriate proportion of hours to ensure fairness for those members who work fewer, longer days thus avoiding an otherwise larger reduction in sick pay.  Examples of this are provided in the agreement to demonstrate how it will work in practice.  We have also ensured there are no detrimental impacts arising from the operation of Seasonal Variations.

Exceptions

With the introduction of ROSP there will be in certain circumstances where exceptions apply meaning that normal occupational sick pay will continue to be paid.  These exceptions will be overseen by the HR Shared Services unit to ensure consistency and fairness.  These exceptions include Pregnancy related absences, non-blameworthy accidents at work, Equality Act absences and other serious incidents. Naturally, these exceptions will be based on individual circumstances and if the decision is made to not grant an exception this can be challenged visa the lodging of a grievance.

Joint Review

It is jointly recognised with Royal Mail that these entirely new arrangements may not be perfect and might require modification in their light of working experience.  This will include updating and releasing frequently asked questions on a regular basis.  Therefore, it was obviously of paramount importance to include within the agreement a clause to allow for a joint review.  This approach will enable us to modify the application of the agreement if we find in practice there are anomalies or legitimate concerns raised that haven’t been taken into account during the negotiations

Additionally the agreement includes the key principle that issues of interpretation or application should be referred to the signatories for resolution.

Next steps

The payroll system has been updated and the changes described in the National Agreement will be made automatically from 3rd February 2024.  Also as previously agreed for any second or subsequent absence since 1st October and 2ndFebruary will now start to be repaid via a payroll sick pay adjustment.  The maximum deduction will be £50 per week or £200 per month for full time members and will be pro-rata for less than full-time members.  These adjustments will start on 9thFebruary for weekly paid members and the 29thFebruary for those monthly paid

As Branches would expect we will discuss this matter at the National Briefing this Thursday and will include a Q&A session.  Alternatively if you have any questions on the new National Agreement please write to the DGS(P) department.

Yours sincerely,

Martin Walsh
Deputy General Secretary (Postal)                      

Andy Furey
Assistant Secretary

LTB 056-24 – Royal Mail Group BRT&G Agreement Section 6.4.1 – Sick Pay Arrangements

Appendix 1 – Agreement on application of sick pay 06022024

Appendix 2 – Joint Statement CWU on Sick Pay 06022024

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