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Get involved with the CWU An introduction from Terry Pullinger, the CWU Deputy General Secretary Postal.

Get involved with the CWU

An introduction from Terry Pullinger, the CWU Deputy General Secretary

Thinking about becoming involved with the CWU?

But you’re unsure if you have the skills needed.

If you can answer yes to the following 4 questions you have all you need to get started

1 Do you want to help your colleagues at work?

2 Do you think it’s right that you and your work colleagues should have a say over what happens in your workplace?

3 Do you believe in fairness, equality, dignity and respect at work?

4 Would you like to learn new skills and use these to help others?

When deciding you want be involved you are not expected to know everything about the CWU. That’s why the CWU will work with you to help you gain the necessary skills and confidence to enable you to gradually develop and become active.

As well as being given training to help you build up the skills you need, you’ll get the support you need from reps across the CWU, within your region and from specialist departments from within the CWU.

Structure and roles within the communication workers union Royal Mail

There are a number of roles available for member of the CWU both at a local and national level – below is a list of how the CWU is structured:

• Postal Executive

• Divisional Reps

• Area Reps

• Local Reps

These positions sit in with the Industrial Relations Framework Agreement between Royal Mail and the CWU.

Role of the Postal Executive Members

The Postal Executive members deal with issues on a national basis for example they will be involved in negotiating National Agreements with Royal Mail on a range of issues. They also develop national strategy for the CWU.

Role of the Divisional Reps

The Divisional Reps are responsible for a number of branches who form a Divisional Committee. The Divisional Reps will deal with disagreements between the local branches and Royal Mail. They will also deal with discipline and grievance cases at the appeal stage.

Role of the Area Rep

There are 3 Area Reps within an Area:

• Processing Area Rep

• Delivery Area Rep

• Distribution Area Rep

The Area Reps deal with all issues which arise at that level. They also assist local Reps where needed. Area Reps will also deal with discipline and grievance cases, as well as negotiating locally, on issues such as duty revisions, Christmas arrangements etc.

Role of the Local Rep

The local rep will work in Deliveries, Processing or Distribution. The local rep will deal with day to day issues which arise in the Office or on shift. They can also deal with 1st stage discipline or grievance cases, and will be involved in local negotiations for example on duty revisions etc.

Parcelforce

There are a number of roles available for member of the CWU both at a local and national level – below is a flow chart of how the CWU is structured:

• Postal Executive

• Regional Organisers – Area Organiser Northern Ireland

• Area Rep Coventry Hub and International

• Depot Reps

• Hub Reps

• Admin Reps

These positions sit in with the Industrial Relations Framework Agreement between Parcelforce and the CWU.

Role of the Postal Executive Members

The Postal Executive members deal with issues on a national basis for example they will be involved in negotiating National Agreements with Royal on a range of issues. They also develop national strategy for the CWU

Role of the Regional Organisers and Area Organiser Northern Ireland

The Regional Organisers and Area Organiser Northern Ireland are responsible for a number of branches within each Region. The Regional Organiser and Area Organiser Northern Ireland will deal with disagreements between the local branches and Parcelforce. They will also deal with discipline and grievance cases at the appeal stage.

Area Rep Coventry

The Area Rep deals with issues which arise in both Coventry Hub and the international operation in Coventry. The Area Rep will deal with issue in both sections; they will also deal with discipline and grievance cases.

Depot Reps – Hub Reps – Admin Reps

These Reps deal with the day to day issues in their workplaces. For example negotiations in relation to shift patterns. They will also deal with 1st stage disciplines and grievances.

There are also a number of other positions which sit outside of the Industrial Relations Framework Agreement which are just as important:

• Branch Secretary

• Treasurer

• Branch Organiser

• Area Health and Safety Rep

• Local Health and Safety Rep

• Equality Officer

• Women’s Officer

• Youth Officer

• Black and Ethnic Minority Officer

• Branch Chair

• Lead Union Learning Rep

• Local Union Learning Rep

Role of the Branch Secretary

The branch secretary co-ordinates the activity of the Area and Local Reps. The role can also deal with administrating legal cases. Organising and Recruitment of new members is also a large part of the role. The role of Branch Secretary can vary from Branch to Branch so if in doubt contact your local Branch to find out in detail the work they carry out.

Treasurer

The Treasurer is responsible for the up keep of the Branch Finances on a day to day basis. The Treasurer also plans the finances on an annual basis to ensure that the branch can operate and support members

Area Health and Safety Rep

The Area Health and Safety Reps are trained to the highest level to ensure that CWU members work in a safe environment. They also deal with any issues flagged up by the local Health and Safety Reps

Local Health and Safety Reps

Again these reps are highly trained they look after safety in their local offices or shifts. Any issues of a safety nature which cannot be dealt with by the local health and safety rep are referred to the Area Health and Safety Rep

Equality Officer

The equality Officer is responsible for co-ordinating all issues of an equality nature. The Women’s Officer, Black and Ethnic Minorities Officer and the Youth Officer, all deal with issues relating to their position and work closely with the Equality Officer.

Branch Chair

The Branch Chair or Chairperson is responsible for ensuring the rules of the union are observed, they are also required to chair meetings of the Branch.

Lead Union Learning Rep

Coordinating the work and training (in consultation with the Branch Secretary) of the Branches ULRs (Union Learning Rep) Being Lead Negotiator on learning issues for the Branch with employers, learning providers and other appropriate bodies

Union Learning Rep

Encourage and support learning in the workplace and wider community as well as help people gain the confidence to learn. Develop learning centres or learning access points where sustainable

TRAINING IS GIVEN AT ALL LEVELS TO ENSURE THAT OUR REPS HAVE THE TOOLS TO CARRY OUT THIER REPRESENTATIVE ROLES

The above is just a flavour of the responsibilities of some CWU Reps if you require more detail please contact your local branch www.cwu.org/cwu-branches.html

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GDPR

GDPR

Branches will be aware that the General Data Protection Regulation (GDPR) was introduced on 25th May 2018. The GDPR expands the rights of individuals to control how their personal data is collected and processed and places a range of new obligations on organisations to be more accountable for data protection. It is imperative that all organisations are fully compliant of these new rules.

Royal Mail Group has already notified the CWU that in order to comply with these new regulations, personal data must only be shared with those who are authorised or have a legitimate reason. They have further confirmed that managers will assume accredited CWU Representatives (who are authorised to represent CWU members when dealing with workplace issues) will receive information on the following matters:

• Health and Safety

• Revision Planning

• New Recruits

There are also special categories of personal data that are classed as confidential and should no longer be shared in the same way, for example:

• Health Records

• NI Numbers

• Bullying and Harassment Cases

• Union Membership etc.

Whilst we are still able to receive certain levels of information, the use of what is typically described as “Confidential” will require the application of encryption to the email being sent by RMG, using a communication protocol called Transport Layer Security (TLS). If the recipient’s mail can support TLS, the email will be released and travel through the encryption channel, if not then the email will be retained and default to ‘Strictly Confidential’. The recipient must then access a security portal (Mimecast) in order to retrieve/respond to the email. The portal deployed by RMG to provide email risk

management has the ability to store corporate data and protect against sophisticated spear phishing and other advanced threats.

For our Representatives in the field to be able to bypass this encryption and receive protected personal data, email exchanges can take place using a RMG domain name (e.g. firstname.surname@royalmail.com) and password, which Royal Mail Group will encourage.

Members can still receive information to their personal email addresses as long as the same protocols of security are adhered to. Additionally, if personal email accounts are being used, then there will be a requirement on that individual to confirm that the email account is not shared or open to other members of their family.

For ease of operation going forward, there is a requirement to construct an agreed Code of Practice around how data is shared between CWU and RMG as soon as possible that is unambiguous and not open to local interpretation. RMG have issued their own GDPR update to all managers with employees in CWU represented grades (attached for information).

The GDPR is an important legal change and any information acquired by either the CWU or RMG must be in line with the new requirements as detailed above or risk the penalty of a heavy fine along with a number of legal consequences.

If Branches have any comments relating to the application of GDPR within their locality, it would be appreciated if they could be forwarded to Alan Tate, Postal Executive, (atate@cwu.org) who is leading on this issue on behalf of the DGS(P) Department.

Yours sincerely,

 

Terry Pullinger

Deputy General Secretary (Postal)

18LTB529 – GDPR

LTB 529.18 Attachment 1 – RMG GDPR Update – 03.07.18

Positive Male Mind: Overcoming Mental Health Problems” Paperback (From The Positive Wellbeing Series) – Published ‪20 September 2018‬ by Dr. Shaun Davis (Author), Andrew Kinder (Author) From LID Publishing of London:

Positive Male Mind: Overcoming Mental Health Problems” Paperback (From The Positive Wellbeing Series) – Published 20 September 2018 by Dr. Shaun Davis (Author), Andrew Kinder (Author) From LID Publishing of London:

To: All Branches

Dear Colleagues,

Dr. Shaun Davis Global Director of Safety, Health, Wellbeing & Sustainability at Royal Mail Group has teamed up with Andrew Kinder Chartered Counselling Occupational Psychologist and the Professional Head of Mental Health Services at Optima Health, to write a book on Men’s Mental Health. The Paperback, entitled “Positive Male Mind – Overcoming Mental Health Problems” which is to be published on 20th September is timed to coincide with World Suicide Prevention Day 10 September 2018 and World Mental Health Day 10th October 2018 during which time the book is being widely promoted.

Mental health problems affect 1 in 4 and while many suffer from it, few seek help or speak about it. This is especially true for men who are less likely than women to do so, as they find it difficult to feel ‘vulnerable’.

‘Positive Male Mind’ covers how employees can improve mental health if the workplace is the root of their difficulties, including areas such as:

– A positive workplace

– Establishing boundaries

– Avoiding judgemental terminology and language

– Promoting healthy work-life practices

The book sends out an important strong message – ‘Mental Health at Work – Open Up and Talk About It’

Written by Dr. Shaun Davis (well known to all CWU Area Health and Safety Reps) and Andrew Kinder, both of whom are leading experts on this topic, Positive Male Mind aims to inspire positive dialogue around male mental health in a practical way, to help address this taboo topic in the personal and corporate spheres.

While it is geared towards a male audience, this book is designed to also help friends, colleagues, and partners support and aid their male relatives and friends with solutions, advice and tips for better wellbeing.

Authors: Dr. Shaun Davis is Global Director of Safety, Health, Wellbeing & Sustainability at Royal Mail Group and Andrew Kinder is a Chartered Counselling Occupational Psychologist and the Professional Head of Mental Health Services at Optima Health.

The “Positive Wellbeing Series” of books from “LID Publishing” is, states the publishers, a series of books by expert authors from the sector, designed to empower and guide individuals to enhance their own wellbeing – and therefore find happiness and fulfilment at work by becoming more productive and successful. The series aims to provide employers with a resource to develop greater wellbeing among their employees and therefore increase quality, performance and efficiency. They say it is now widely recognised that wellbeing is a major factor in business. From an individual perspective, wellbeing has broad implications for a person’s performance, success and fulfilment at work. From an organisation’s perspective, the wellbeing of its staff has a direct impact on business efficiency and productivity. Governments and employers are now convinced that wellbeing in the workplace is an important issue. Individual employees who want to be successful in their work – but are also seeking satisfaction and fulfilment generally in their lives – also now believe enhancing their own wellbeing to be a major priority. The publishers conclude that this ‘cutting-edge series of books’ is designed to make wellbeing accessible to everyone who works. In line with current thinking in workplace wellbeing, as well as new ideas and innovations, the series will provide a touch point for individuals, organisations and wellbeing practitioners.

Those wishing to purchase a copy of the book can order a copy on line at the following link: https://lidpublishing.com/book/positive-male-mind/

CWU members can purchase the book at a discount of 35% off the original price by using the following discount code: POSITIVE35.

Attached is a copy of the book cover.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB526 Positive Male Mind – Overcoming Mental Health Problems – Paperback

Suicide Rate Among UK Men at Lowest Since 1981 – ONS ‘Suicides in UK’ Report Published and Samaritans ‘Suicide Statistics’ Report Published

Suicide Rate Among UK Men at Lowest Since 1981 – ONS ‘Suicides in UK’ Report Published and Samaritans ‘Suicide Statistics’ Report Published:

To: All Branches

Dear Colleagues,

The Office of National Statistics ONS has published its annual report on suicides in the UK, which shows that there were 5,821 suicides registered in the UK in 2017. Last year saw a decrease in the number of male suicides, which is now at the lowest rate for more than 30 years. Still, however, the statistics show that males account for three-quarters of all suicides registered last year, which has been the case since the mid-1990’s, the report says.

In 2017, there were 4,383 male suicides and the rate was 15.5 per 100,000 men – down from 20 in the late 1980s, the Office for National Statistics data reveals. Although the male rate is falling, men still account for three-quarters of suicides in the UK.

There were 1,438 female suicides. The female suicide rate has remained stable for the past 10 years.

Men aged 45 to 49 are the age group with the highest suicide rate, of 24.8 deaths per 100,000, the ONS figures show.

The data summarising deaths registered in 2017 also found:

• Among women, 50 to 54-year-olds had the highest suicide rate – 6.8 deaths per 100,000.

• There had been 5,821 suicides in the UK last year, 1,439 among women – a rate of 4.9 per 100,000.

• The English region with the highest suicide rate was the North East and the region with the lowest rate was London.

• Scotland had an overall suicide rate of 13.9 per 100,000 population – higher than England (9.2) and Wales (around 12) in 2017. Northern Ireland figures for 2017 are published later this year.

• Scotland had its lowest suicide rate in 2017 since 1981 and, in recent years, it has seen one of the largest decreases in the male suicide rate.

The Government updated the National Suicide Prevention Strategy in 2017 to strengthen its key areas for action, including expanding the scope of the strategy to include addressing self-harm as an issue in its own right. Through the Five Year Forward View for Mental Health, the Government has promised to invest £25m in suicide prevention over the next three years. The new figures show that the number of suicides in England has reduced for the third consecutive year, and the national ambition is to reduce suicides by 10% by 2020/21. The Secretary of State for Health and Social Care also announced a zero suicide policy ambition in January, which will see every mental health trust implement a suicide prevention policy this year.

The Charity Samaritans who provide emotional support to anyone in emotional distress, struggling to cope, or at risk of suicide throughout the UK – have published their own annual suicide statistics report and have said the focus in recent years on suicide prevention to tackle the higher rates in men and efforts to prevent suicides had helped but although the figures were “encouraging”, every death was still one too many. Samaritans add that reducing stigma around men’s mental health and encouraging men to open up and seek help when they are struggling has been beneficial also.

Every single suicide is a tragedy and, despite this welcome reduction, the number of people who die by suicide remains too high. That is why suicide prevention remains a priority for everyone. We need to see the reduction repeated and sustained. In the meantime we must all continue to target expertise and resources at preventing men from taking their own lives and to reduce suicide across the board. We need to work harder at understanding who is taking their own lives and why, and what support and interventions work to save lives.

If you, a family member, friend, work colleague or branch member is struggling to cope, call Samaritans free 24 Hour Helpline on 116 123 (UK and Ireland).

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB527 Suicide Rate Among UK Men at Lowest Since 1981

Samaritans Suicide Statistics Report 2017 (Inc data for 2013-2015)

Suicides in the UK 2017 – ONS Report

Royal Mail Group – Flu Inoculation Voucher Campaign

Royal Mail Group – Flu Inoculation Voucher Campaign:

To: All Branches

Dear Colleagues,

Further to LTBs 488/18 and 497/18 a number of questions were raised.

Two of the main enquiries are answered as follows:-

• New Recruits are included in the ‘Free Flu Jab’ scheme.

• Any member 15 miles or over from a Lloyds Pharmacy can use an alternative company Chemist more conveniently located to obtain the Flu Jab and will be reimbursed on provision of a receipt, paid via T&S.

There were also requests for two NHS posters; ‘Catch it. Bin it. Kill it.’ and ‘Guidance for Hand-Washing’ which are attached to this LTB.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB525 Royal Mail Group – Flu Inoculation Voucher Campaign

NHS Winter Health

Wash_Your_Hands

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Dave Ward on LBC Tuesday 18th September 8pm #TheCWU

On Tuesday 18th September at 8pm General Secretary Dave Ward starts a show on LBC.

Dave will debate the world of work today and be a voice for millions of trade union members.

Please share and ring in on the night!

You can listen to LBC nationwide on DAB and online

Please share this graphic on your social media pages

CWU Mental Health Strategy – A Way Forward

CWU Mental Health Strategy – A Way Forward

To: All Branches

Dear Colleagues,

The purpose of this LTB is to outline progress in developing a comprehensive CWU Mental Health Strategy (CWU MHS), as required by Motion 69 carried at General Conference 2018.

The motion instructs the NEC to work with the Young Workers National Committee and appropriate HQ departments including Health & Safety and Equality Departments, to assist in developing such a strategy. It states that the project should consider:

• Developing a working relationship with organisations/charities to develop and execute the strategy

• A joined up training programme

• The most effective methods of communicating with branches, reps and members on the issue

• Support for reps who deal with members who have mental health issues

• Support for reps affected by the increasing stress of the job

• Measures to ensure the strategy is working effectively

As highlighted in the motion, the CWU has done some excellent work at branch, regional and national level to raise awareness of mental health and its impact on individuals.

The NEC has discussed this matter at a recent meeting, and noted that the work we have done to date and the approach going forward is in itself a good example of how we would see CWU future strategy being developed in a more joined up way. There is no doubt that the issue of mental health impacts on the general work of the union, our industrial constituency work, how we support all our representatives and how we address these issues in wider society. Therefore, the most effective approach will be to build an overall strategy together, and as part of this the industrial constituencies will then take responsibility where appropriate.

A Project Team has been set up, under the direction of the General Secretary, to develop, implement and monitor the CWU Mental Health Strategy. Its inaugural meeting was held on 28/8/18.

Its core members are:

Health & Safety Dept. – Dave Joyce (Lead Officer)

Health & Safety Dept. – Gerard Harkin (Policy Advisor Support)

Research Dept. – Bill Taylor

NEC: T&FSE x 2 – Tracy Fussey and Tom Cooper

PEC x 2 – Steve Jones and Carl Maden

Equality Dept. – Fevzi Hussein

Education & Training Dept. – Paul Dovey

Young Workers Dept. – Jo Thair

Steve Jones will Chair the Project Team.

As work progresses on the strategy, the output will be reported to the NEC by the General Secretary.

The Project Team is aware that there have been some excellent local and Regional mental health initiatives and believes that a greater knowledge of this activity could greatly assist their work. Branches and Regions are therefore requested to feed back local initiatives to the Project Team through Dave Joyce (djoyce@cwu.org).

Attached for information is the GC Motion 69 2018 and NEC Document 124/18.

Yours Sincerely,

Dave Joyce – National Health, Safety & Environment Officer

Dave Ward – General Secretary 

18LTB516 CWU Mental Health Strategy – A Way Forward

Amended CWU Mental Health Strategy Document

MOTION 69 CATEGORY A GENERAL CONFERENCE

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