BRT&G AGREEMENT – OUTSTANDING POINTS OF CLARIFICATION ON PAYMENT OF £500 LUMP SUM & ONE OFF PAYMENT OF £1,007

Further to LTB 252/13 circulated on 4^thOctober 2023 and following further national representations, the clarification below has now been received in relation to the outstanding matters relating to qualification for the payment of the lump sums. In particular, it has been confirmed those leaving RMG on or after 5^th August (including those dismissed) are eligible for both payments.

The overriding conditions for payments qualification are:

1. For the £1,007, members need to have been employed on or before 26^th March 2023 and in employment on 4^th August 2023.
2. For the lump sum £500 payment members need to have been in an eligible grade in employment on 4^thAugust 2023.
3. Employees leaving RMG after 4^thAugust and / or on the payment date of 29^th September will be eligible for both payments.

Below are typical scenarios where members qualify / do not qualify for payments:

• Left before 4^th August – do not qualify for payments.
• Left on or after 5^th Aug (including those dismissed) – qualify for both payments.
• Paid family friendly leave (shared parental, maternity, paternity, adopted leave) – qualify for both payments.
• Career Break – payment made on your return to work upon request.
• Unpaid family friendly leave (shared parental, maternity, paternity, adopted leave) – payment made on return to work upon request.
• Precautionary Suspension – qualify for both payments.

From the enquiries received, we consider the above clarification covers the concerns raised.

Any enquiries should be addressed to the DGS(P) Department at fkelk@cwu.org.

Yours sincerely,
Andy Furey

A/Deputy General Secretary (Postal)

LTB 255/23 – OUTSTANDING POINTS OF CLARIFICATION ON PAYMENTS

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OPENREACH – Fibre Network Delivery ‘My Potential Trial’

Fibre Network Delivery (FND) have been working with your CWU Openreach National Team (NT) to improve support for engineers through a programme called ‘My Potential’ which has two main components:

• The first creating a culture changeacross the whole of FND, this should be provided by great conversations, great coaching and supporting people in the best way possible.
• The second is trialling a new metric in FND called ‘Customer Connections’ which will allow Openreach to fairly identify how they can best support our members and create positive, holistic interventions to further improve both their skills and knowledge.

Customer Connections is a measure that can be used to show average customer connections at UK, Director, team and individual level.  This will be tested over a four-week period across twelve patches.

The detail is shared below:

The Customer Connections metric will be trialled through a controlled test and learn phase which will commence 9 October and run until 3 November 2023.  The test and learn phase will:

• Trial the approach within twelve patch manager teams from across FND, with six teams trialling Customer Connections at individual level and six teams at team level only;
• Focus on coaching and gathering feedback on how to land coaching in the regions;
• Allow a representative group from within FND to test whether the delivered KPI enables good coaching and performance conversations;
• Enable the programme to understand impact on performance and wellbeing of exposing the KPI to individuals and to teams;
• At the end of the Test and Learn trial, review all feedback with your NT.  If there are clear gaps identified, then discussions will take place with the CWU on what can be done to further enhance support.

To be clear, there should be no reference to jobs per day, there is no jobs per day metric. 

Your Openreach National Team (NT) have also ensured that managers are not aware of the detailed working out behind Customer Connections.   This has only been shared within a small group of individuals in the CWU and Openreach and will be shared no further.

Patch Manager and Patch Lead briefing sessions for the test and learn patches started week commencing 25 September 2023.  The CWU has attended these sessions and you can see the attached slides which were presented.  We have had really positive and encouraging feedback so far.  The trial will launch 9 October 2023 for team members and we would ask for the impacted branches to stay close to your members and regional co-ordinator, who in turn will be working with the NT to ensure there is constant feedback on both positive and negative experiences/reactions from our members.

Below are the teams taking part in the trial, as outlined above there are six teams trialling a team based metric and six trialling an individual metric identified by UIN on the picture below.  

Depending on the outcome of the test and learn, if the Customer Connections metric does enable better support for engineers through coaching and development, your NT will be working with Openreach and will enter into consultation about a further rollout and introduction of a coaching and supportive method to the wider FND teams. 

There has been a commitment from Openreach that they ‘understand everyone has different capabilities, and we will help engineers by improving the support we offer; and enabling positive interventions to optimise their skills and knowledge, to achieve gradual and sustained improvements for our customers’.  Your NT has requested and again received a commitment to review and monitor any performance related cases.   Customer Connections should not increase the overall amount of performance related cases.

Any enquires regarding this LTB should be sent directly to me in the first instance.

Yours sincerely,

Fiona Curtis 

Acting Assistant Secretary

LTB 254/23

Att: Test Learn – Team Member Briefing Final

Att: CWU letter FINAL

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CWU Affiliation – STAMMA Charity

We are pleased to confirm that a National Affiliation has been set up by the CWU with STAMMA which allows CWU Branches and Regions to affiliate and support the charity.

The charity’s vision is to create a world that makes space for stammering, their mission is to empower those who stammer whilst challenging discrimination wherever it is found.

Branches attending the recent 2-day National Equality event in Nottingham will have heard first-hand the benefits of how this affiliation will work. STAMMA are able to offer specialist support for any members in the workplace who have a stammer, with practical guidance around reasonable adjustments to help navigate potential issues.

Any Branches and Regions choosing to affiliate will receive on-going support with active engagement from the charity through newsletters and updates on relevant best practice in the workplace. To contact the charity direct please go to hello@stamma.org or alternatively you can call them on 0800 8020002.

Any queries on this LTB should be directed to equality&education@cwu.org

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

23LTB 253 – CWU Affiliation – STAMMA Charity

BRT&G CLARIFICATION ON THE CRITERIA OF PAYMENT OF £500 LUMP SUM AND ADDITIONAL ONE-OFF PAYMENT OF £1,007

Numerous enquiries have been received from Branches and members in relation to the non-payment of either the £500 lump sum, the additional £1,007 lump sum or both payments.  As a result of these complaints, it was obvious these were not isolated incidents.  The enquiries predominately fell into the following categories:

• Members who are on precautionary suspension;
• Members on maternity/paternity leave;
• Members who have left RMG employment after 4^th August;
• Members who resigned prior to 4^th August but were in post at the end of September;
• Members on sabbatical / career break.

I ensured this matter was raised swiftly with the business, by writing to the Chief People Officer on 27^th September 2023 requesting an investigation into the queries we had received.  Naturally, I also sought that any outstanding monies should be paid to those who met the eligibility criteria.  Following this, a list of names has also been sent to the National IR Director on a daily basis providing a cross section of members falling into each category.

A positive response was received earlier today confirming the following is now being used for qualification of the £500 / £1,007 lump sum payments.

• For the £1,007, members need to have been employed on or before 26^th March 2023 and in employment on 4^th August 2023;
• For the lump sum £500 payment members need to have been in an eligible grade in employment on 4^th August 2023;
• Members leaving after 4^th August and before the payment date of 29^th September will be eligible for both payments.

 In addition, the following criteria for qualification/non-qualification of the payments is being used:

• Members on Precautionary Suspension qualify for both payments;
• Members who left the business before 4^thAugust – do not qualify for payments;
• Members who left on or after 5^th Aug – qualify for both payments assuming they are a good leaver (i.e. not dismissed);
• Paid family friendly leave (shared parental, maternity, paternity, adopted leave) – qualify for both payments;
• Career Break – payment made on the member’s return to work upon request;
• Unpaid family friendly leave (shared parental, maternity, paternity, adopted leave) – payment made on return to work upon request;
• Future leavers exiting with Voluntary Redundancy and Settlement Agreement package – qualify for the £500 lump sum only.

I am pleased to report RMG has now confirmed that all errors in processing these lump sums will be corrected in accordance with the eligibility criteria above with all outstanding payments being made on either 13^th October (weekly paid) or 31^stOctober (monthly paid).

Any enquiries in relation to the contents of this LTB should be addressed to the DGS(P).

Yours sincerely,

Andy Furey
A/Deputy General Secretary (Postal)       

23LTB252 – BRT&G CLARIFICATION ON THE CRITERIA OF PAYMENT OF LUMP SUM AND ESCROW MONEY                 

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IMPORTANT INFORMATION REGARDING THE ELECTION OF THE CWU DEPUTY GENERAL SECRETARY (POSTAL) AND CWU DEPUTY GENERAL SECRETARY (TELECOMS & FINANCIAL SERVICES)

Dear Colleague,

ELECTION OF CWU DGS (P) AND DGS (T&FS) 2023

Branches will be aware that following a long period of sick absence, Deputy General Secretary (Postal) Terry Pullinger has taken the decision to leave the union.  Branches were advised of this in LTB 232/23.

Therefore, there is now a vacancy for one of the most senior and important CWU Industrial National Officer Positions and accordingly an election will now be required for this vacant position.

In respect of the DGS (T&FS) position, regretfully Andy Kerr has now advised that he will not be seeking re-election in 2024 and would, subject to a suitable hand over period, be looking to vacate the DGS (T&FS) position immediately following CWU Annual T&FS Industrial Conference scheduled to be held in April 2024.  Therefore, an election for the DGS (T&FS) position is also going to be required.

These are clearly unprecedented and exceptional circumstances and rather than delay for a very significant period of time, the NEC believe it is essential for the democracy and leadership of the union to commence these elections as soon as possible, in accordance with the proposed timetable set out below.

Accordingly, the NEC has agreed the election timetable and regulations for the CWU Deputy General Secretary (Postal) and CWU Deputy General Secretary (Telecoms & Financial Services).

The timetable for these National Officer elections is as follows:

Nominations Open:                                         05 October 2023

Nominations Close:                                         26 October 2023 (14:00)

Ballot Papers Dispatched:                             09 November 2023  

Ballot Closes:                                                    30 November 2023 (First Post)

The Election Regulations stipulate that a copy of the regulations for these elections must be distributed to all branches in advance of the nomination process.  A copy of the Election Regulations is therefore attached and I would be grateful if you could ensure that these are brought to the attention of the members of your branch.

The regulations will also be published on the CWU website and a copy will be issued to all candidates nominated to stand in the Election(s).

Please note that in accordance with the election regulations the nomination forms for these elections will be sent to eligible branches by email prior to the opening of nominations.

Any enquiries regarding this LTB should be addressed to Senior Deputy General Secretary Department, CWU HQ, for the attention of Peter Metcalfe.  Telephone: 0208 971 7368, or email: pmetcalfe@cwu.org

Yours sincerely,

Tony Kearns
Senior Deputy General Secretary

23LTB251

DGS(P) & DGS(T) Officer Election Regulations 2023

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CWU DEATH BENEFIT

In accordance with the terms expressed in CWU Rule 4.1.11 Branches are advised that from the 1^stOctober 2023 the CWU Death Benefit payment will be increased to £1,031.

This information will also be published in the Voice.

Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary’s Department on telephone number 020 8971 7237, or email address sdgs@cwu.org.

Yours sincerely,

Tony Kearns
Senior Deputy General Secretary

23LTB250

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United Friends & Family Campaign (UFFC)

Branches that attended the 2-day National Equality Event in Nottingham will have been moved by the session on ‘Deaths in Custody’ where Marcia Rigg spoke passionately about her family’s efforts to get justice in relation to the death of her brother Sean Rigg. 

As part of our broader vision around collectivism and engaging more with different communities, the CWU would like to encourage as many branches as possible to attend the United Friends & Family Campaign Annual Memorial Procession, which this year takes place on Saturday 28^th October from 12 noon at Trafalgar Square in Central London.

Branches attending are encouraged to bring their banners. 

Any queries on this LTB should be directed to equality&education@cwu.org         

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

LTB 249/23 – United Friends & Family Campaign

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ROYAL MAIL GROUP – NEW OCCUPATIONAL HEALTH PROVIDER

Royal Mail Group are changing their Occupational Health provider. The new supplier is a company called Health Partners and Royal Mail have positioned the new provider as better placed to deliver a wider range of services than the current supplier, Optima.

We hope this will lead to greater support for our members and part of the service is a ‘hotline’ for managers to have direct contact with a practitioner, which should ensure the manager is getting correct information and should also reduce the amount of time members have to wait for an appointment.

We will also have direct access to the lead for Occupational Health and this should allow us to resolve any issues with Occupational Health much quicker.

Attached to this Letter to Branches (LTB) is a Joint Statement which gives information on the new contract and also makes members aware of the Help@hand support available.

There is a handover process in place for members who may be using the current provider and this should be seamless for members.

Help@hand is a confidential ‘self-referral’ service which was launched last year and was discussed this as part of the new OH Service Provider.

Some of the services it provides, include: –

• Access to a GP for you and your immediately Family
• Counselling
• Physiotherapy

All parts of the service of Help@hand are confidential and should be a benefit to our members.  There is a link to the full services provided in the joint statement attached.

Any enquiries to this LTB please contact: The PTCS Department reference 420, email address: khay@cwu.org.

Yours sincerely,

Carl Maden

Assistant Secretary

LTB 248/23

Joint Statement – Occupational Health Provider.29.9.23

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Royal Mail Property & Facilities Solutions Limited (PFSL) & CWU National Joint Communication – Your Pension Contact Details

Over the past number of weeks, both departments have received a steady but constant number of enquiries from Branches, Representatives, and members alike in terms of the current Pension contact details, which seemingly have been as a result of the Royal Mail Property & Facilities Solutions Limited (PFSL) & CWU National Joint Statement Covering Pay and Associated Issues – 2022/23 & 2023/24, which secured an increase in pension contributions to both the L&G (Legal & General) and NEST schemes.

To confirm, the Agreement on Pay and Associated Issues for members in RMPFSL resulted in an increase in pension contributions, moving the NEST scheme contribution from 3% to 4% and the L&G to a minimum 6% contribution for all. The agreement also included an extension and improvement in death in service provision.

This was raised with RMPFSL and it was agreed that a Joint Communication should be issued outlining the Pension schemes contact details to assist all employees in this regard.

Accordingly, please find attached the Royal Mail Property & Facilities Solutions Limited (PFSL) & CWU National Joint Communication – Your Pension Contact Details. In addition to confirming the direct Pension scheme contract details, the Joint Communication also includes the different contribution rates for both the L&G and NEST schemes, how members can increase contribution levels in the L&G scheme, and details on the Lump Sum Death in Service Benefit.

It is hoped that the attached Joint Communication is of direct use to members in RMPFSL and whilst the details set out is not pension advice, members are reminded that there are differences between the two schemes and their contribution levels, and therefore the benefits that individuals will receive at the point of retirement or accessing the schemes.

Any enquiries on this LTB should be sent to Nickie Jones njones@cwu.org and Kerry Hay khay@cwu.org

Yours sincerely,

Mark Baulch – Assistant Secretary  

Carl Maden – Assistant Secretary                                                                                  

LTB 246-23 RMPFS CWU National Joint Communication Your Pension Contact Details

RMPFSL CWU Joint Communication on Pensions September 2023 final

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BRT&G Agreement – Key Principles – Mail Centre Supernumeraries & Surpluses – Dispute Resolution Procedure

Further to LTB 227 circulated on 8^th September, Branches and Representatives will be aware that national negotiations have been ongoing aimed at achieving an agreement to cover the Key Principles in respect of supernumeraries and surpluses in Mail Centres.  These negotiations were designed to complement and ensure that the MTSF agreement and processes would apply in full and without exception.

Whilst it has often appeared in these talks there has been little between us, when it comes to finalising an agreement the words proposed by RMG fail to reflect what is said in the room and in essence, in the view or the CWU, RMG are attempting to circumnavigate the MTSF agreement and as a result the specific commitments contained in Para 3.1.3 of the BRT&G Agreement.

Though these talks have remained incredibly difficult progress was made, which enabled the Postal Executive to endorse the terms of an agreed set of Key Principles of 25^th September 2023.  Unfortunately, just a day later, a further amended draft was received from RMG that removed fundamental protections and materially worsened what was endorsed by the Postal Executive. Management’s revised words effectively amended the position that had been agreed, and as such are viewed as unacceptable by the Postal Executive.  We have therefore rejected RMG’s latest position.

To be clear, if accepted, the revised proposals from RMG would bind the CWU to a redeployment process that effectively replaces the terms of the MTSF Agreement and is most certainly not in the best interests of our members.    Additionally, there are obviously far wider implications to all other functions where surpluses arise if this unagreed process remains unchallenged.

Royal Mail are attempting to reset the responsibility for identifying redeployment opportunities from the company to the individual.   It follows that the ‘re-deployment pools’ management have established are specifically designed to place pressure on our members to “voluntarily” accept jobs that would otherwise be deemed as unreasonable due to the nature of the work and/or the attendance patterns.  This approach effectively means that without the necessary safeguards we were trying to establish, our members will be at risk of undue pressure to accept redeployment into unsuitable roles.  This could equally apply to members who are deemed surplus through the closure of Customer Service Points (CSP’s) in delivery units as well as those seen as surplus following any future revision activity.

It is simply incredible that management are attempting to designate our members as surplus when there is such a heavy and regular reliance upon Agency workers.  RMG’s priority should be to cease Agency workers and identify suitable jobs for any substantive employee without a role.

Further to the advice issued in LTB 227/23 and on the basis of Royal Mails’ commitment to MTSF Processes in section 3.1.3 of the BRT&G agreement, Members and Representatives are reminded of the following:

• No employee can be subject to compulsory redundancy.
• No employee can be forced to reduce their contracted hours or grade. Should any individual choose to do so then Buy Down compensation must apply.
• Under no circumstances should our members be compelled to apply for external jobs, if they wish to remain in Royal Mail employment.
• Under the terms of MTSF the responsibility for identifying reasonable alternative redeployment opportunities lies with the business. It is not the responsibility of the individual to search for alternative internal vacancies.
• Any redeployment offers must be progressed in line with MTSF processes and the onus is on management to make suitable job offers.

As we have broken down in negotiations, it is necessary to escalate this matter.  We have therefore written to Grant McPherson, Chief Operational Officer and Zareena Brown, Chief People Officer, seeking an urgent meeting with the aim of concluding an acceptable agreement on the Key Principles for surpluses.

Our members are facing a serious situation which has to be resolved through agreement.  All of the CWU efforts are concentrated on concluding a negotiated settlement but in advance of this we would ask you to engage directly with all members, both those who are surplus and those who have a role, to determine how best to put pressure on RMG to do the right thing.  In this regard, the Postal Executive will support all requests for ballots for strike action.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: shayman@cwu.org quoting reference: 733.02.

Yours sincerely,

Andy Furey                                                                   Davie Robertson
A/Deputy General Secretary (Postal)          Assistant Secretary

23LTB245 BRT&G Agreement – Mail Centre Surpluses

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