Latest from the Branch

PATHWAY TO CHANGE – THE BIG TRUST SURVEY 2022 HEADLINE RESULTS

PATHWAY TO CHANGE – THE BIG TRUST SURVEY 2022 HEADLINE RESULTS

Further to LTB 83/22 that was circulated on 25th February 2022, Branches and Representatives will be aware that this year’s Big Trust Survey commenced on 4th April and closed on 24th April 2022.

Royal Mail Group have now provided the headline results from this survey following their announcement to the financial markets on 19th May 2022. These are attached for the information of Branches.

The return rate for the survey was 69%, which is up 6% on last year, although this figure contains just under 6,000 managers. This return rate is also however 1% down on the aggregated interim survey returns. The number of frontline participants was 91,255 and figures are also listed to illustrate the exact way that people responded to the survey.

Branches and Representatives will note that the trust score (that is based on the five key questions) is 68%, which is 1% down on the average of the interim survey results.

Another point of note is that the question “I trust the senior leadership of this company” is the lowest scoring question with 42%. Whilst this is a 1% improvement on last year it is still 20% behind what Royal Mail Group have stated is the UK benchmark.

A cause for concern is that there are still only 48% of respondents that believe “action has been taken as a result of the previous Trust Survey in my work area” which suggests that either joint action plans are not being formulated or in some cases are still failing to be jointly monitored.

Branches will appreciate that despite the current climate it is still important that this joint work continues and the DGS(P) Department has continued to meet with management to discuss the survey and how this will evolve.

In closing I would like to thank Postal Executive members Katrina Quirke, Shelley Banbury and Rob Wotherspoon for their ongoing work on this matter.

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

Yours sincerely

Terry Pullinger
Deputy General Secretary (Postal)

22LTB236 PATHWAY TO CHANGE – THE BIG TRUST SURVEY 2022 HEADLINE RESULTS

LTB 236.22 ATTACHMENT 1 BTS 2022_Headline Results

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Update on Average Pay on Annual Leave (Holiday Pay) – Joint Statement Six Monthly Review

Update on Average Pay on Annual Leave (Holiday Pay) – Joint Statement Six Monthly Review

Further to LTB 504/21 circulated on 22nd November 2021, detailed negotiations have been ongoing in an attempt to resolve a number of remaining matters regarding the calculation for back pay, the outstanding Employment Tribunal withdrawals and the longer term IT solution system change.

I am now pleased to report to Branches and Representatives that the attached Joint Statement has been concluded and was unanimously endorsed by the Postal Executive, at a meeting held on 5thMay 2022. The terms of the Joint Statement contain an agreed way forward on all of the issues that have been raised in relation to back pay, as well as how the remaining Employment Tribunal claimants will have their back pay processed once they either withdraw their individual claims, or the claims are struck out. This Joint Statement coincides with the agreed six month review and builds upon our portfolio of holiday pay agreements. The agreed terms will undoubtedly result in further members receiving a back payment. Whilst the terms of the Joint Statement are self-explanatory the main points are listed below for the information of Branches and Representatives:

Outstanding ET/IT Claim Withdrawals and Back Pay

The last block payment to those who had withdrawn their Employment Tribunal (ET) claims was made in January 2022. The stage has now been reached where there are less than 500 members that are still to respond, following four letters from CWU Legal Services. As individuals provide notification that they wish to withdraw their ET claims Royal Mail Group (RMG) and the ET are being notified and payments are being progressed through the regularity calculation for back pay. This will also apply to those who have their ET claims ‘struck out’. Given the numbers now involved no additional mass payment dates are planned.

Clinically Extremely Vulnerable (CEV) Letter

In terms of members who received the ‘Clinically Extremely Vulnerable’ (CEV) letter from the Government, this issue has been the subject of ongoing talks in terms of the back pay calculation. Members who received this correspondence then had to shield and consequently this impacted upon their ability to meet the regularity threshold. RMG initially believed that the letter was advisory in nature and not mandatory, but during negotiations accepted the point that their own correspondence provided an instruction to stay at home. The Joint Statement allows for back pay calculations to be reviewed where an employee was recorded as ‘shielding self’ absence in PSP for more than two weeks within a financial period.

Jury Service

Some of our members through no fault of their own have to attend for jury service for lengthy periods and this may also have a detrimental impact upon their ability to hit the agreed regularity threshold, both in terms of back pay and future payments. There is now agreement that where jury service results in an absence exceeding two weeks in a single period, that period will qualify as a ‘free pass’. This process will also be used when assessing holiday pay for those who have to attend for jury service in the future.

 Paternity Leave

As paternity pay is only paid for two weeks, the negotiators were unable to convince the business that those taking this leave would suffer a detriment in their ability to meet the regularity threshold. There is however agreement for a further review in the event of changes to legislation that may increase the level of paternity leave.

Longer-Term IT Solution

In terms of the longer-term IT solution system change, talks are ongoing with further joint updates to be provided. It is the intention to move the holiday pay program into PSP in May/June 2022, backdated to the start of the 22/23 holiday year, although this is subject to further testing. This will hopefully then allow for those who have met the regularity threshold to receive their holiday payment in the week or month that their holiday falls. The only change required will be that the regularity assessment periods for monthly paid will now operate with reference to calendar months, as opposed to the broad monthly periods that will continue to apply for weekly paid. An example of how this will apply is included in the Joint Statement, as well as a list of the broad monthly dates for weekly paid members for the 2022/23 leave year.

It can be seen that there is still work to be completed to get the longer-term IT solution up and running and further updates will be provided in due course.

Second Interim Payment Date

Branches and Representatives will be able to see that the second interim payment will be made to weekly paid employees on 27th May and in May salaries for monthly paid. This is of course subject to meeting the agreed regularity criteria.

In closing, colleagues will see that together with the Wallington Joint Statement that was circulated in LTB 224/22, the vast majority of the issues that have been raised in relation to back pay have now been successfully resolved.

I would like to thank Postal Executive member Bobby Weatherall for his ongoing assistance in relation to the first six month holiday pay review and for helping to conclude this Joint Statement.

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

Yours sincerely,

Terry Pullinger
Deputy General Secretary (Postal)      

225LTB22 Update on Average Pay on Annual Leave (Holiday Pay) – Joint Statement Six Monthly Review

LTB 225.22 Annex 1 Joint Statement between the CWU and RMG Update on Average Pay on Annual Leave (Holiday Pay)

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Average Pay on Annual Leave (Holiday Pay) in Royal Mail Group – Joint Statement for Wallington Duties and Back Pay

Average Pay on Annual Leave (Holiday Pay) in Royal Mail Group – Joint Statement for Wallington Duties and Back Pay

Further to LTB 504/21 circulated on 22nd November 2021, Branches and Representatives will be aware that the DGS(P) Department has been in dialogue with Royal Mail Group on various issues that were highlighted following the acceptance of the national holiday pay in Royal Mail Group (RMG) agreement. These talks have coincided with the first six month joint review.

Branches will recall that one of the matters that had been highlighted related to Wallington duties and the regularity calculation for back pay. Representations were made to RMG and numerous meetings have been held with the business in order to seek an agreed resolution. Royal Mail Group figures illustrate that there are circa 2,000 employees on Wallington rotations, although the composition of Wallington duty patterns varies throughout the Country.

The four back pay reference blocks in the June 2021 national agreement each consisted of six broad monthly periods. During the talks the negotiators stressed the point that individuals performing a one in five or one in six Wallington duty pattern, who only performed overtime during the rest week, may well have been disadvantaged by the agreed back pay qualifying criteria, as people on these duty patterns were not aware of the regularity requirement at the time and therefore had no chance to alter the way they performed non-contractual overtime.

Whilst joint evaluations from a number of sites were not conclusive either way, Royal Mail Group accepted the logic for the back pay period only, as going forward everyone is aware of the terms of the national agreement in relation to regularity and what is needed to meet the agreed threshold.

I am pleased to inform Branches and Representatives that the attached Joint Statement (Annex 1) has now been concluded that provides an agreed position on back pay and a revised calculation for Wallington duties that have thus far not received back pay under the regularity calculation contained within the June 2021 agreement. This Joint Statement was unanimously endorsed by the Postal Executive at a meeting on 5th May 2022.

The Joint Statement relates to those on a one in six week off, or one in five week off Wallington schedule. The revised calculation applies only to individuals who were on a Wallington duty pattern for the entirety of the back pay period and have not already qualified for an arrears payment.

During the negotiations a further complication arose due to the fact that each back pay reference period of twenty-six weeks was not exactly divisible by either five or six week blocks. An alternative solution was therefore required that was not perceived as advantageous to those on Wallington duties. The agreed back pay calculation differs for one in five and one in six Wallington duties but is still broken down into four different reference periods.

For those on a one in five duty set, the first reference period is from week 1 to week 25, then week 26 through to week 2, then week 3 to week 27 and finally week 28 to week 52. These are each broken down into five lots of five week blocks with the exception of the last reference period that contains a final six week block. A member would have to perform 10 hours in each block, with the exception of the last six week balancing period where 12 hours would need to be performed to meet the regularity threshold. Weeks 36-39 are excluded from the reference period.

For those on six week Wallington duties, each reference period is broken down into six week blocks from week 1 to week 24, week 25 to week 52, then week 1 to week 24 and week 25 to week 52. The regularity threshold for one in six Wallington duties would increase to 12 hours in each six week period. Once again the period 9 weeks from 36-39 are excluded from the calculation.

The negotiations on this matter have been convoluted and multifaceted. Although it has taken time to conclude a way forward, I am confident that the agreed process will now mean that many more members on these duty patterns will receive back pay. It is the intention that these payments will be made by the end of July 2022, as the focus from the business is to get the second interim payments made before this calculation takes place.

Colleagues will see that this Joint Statement is another that builds upon the suite of agreements already concluded on holiday pay. In closing I would like to thank Branches and Representatives for their patience regarding this matter and Postal Executive members Bobby Weatherall, Tony Bouch and Darren Glebocki for their assistance in bringing this issue to a successful conclusion.

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

Yours sincerely,

Terry Pullinger
Deputy General Secretary (Postal) 

224LTB22 Average Pay on Annual Leave (Holiday Pay) in Royal Mail Group Joint Statement for Wallington Duties and Back Pay_

LTB 224.22 Annex 1 Royal Mail CWU Joint Statement Overtime Holiday Pay Arrears for Wallington Week Workers

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POST OFFICE: PAY DISPUTE 2021/22 – OFFICIAL STRIKES SATURDAY 4THJUNE (CROWNS) AND MONDAY 6TH JUNE (ADMIN & SUPPLY CHAIN)

POST OFFICE: PAY DISPUTE 2021/22 – OFFICIAL STRIKES SATURDAY 4THJUNE (CROWNS) AND MONDAY 6TH JUNE (ADMIN & SUPPLY CHAIN)

Following the successful strike action held on Tuesday 3rd May, Branches are advised the Postal Executive has authorised further strike action and the two-week legal notification has been served on Post Office today as follows:

  • Saturday 4th June – Crown members
  • Monday 6th June – Admin & Supply Chain members

Further strike action is necessary as Nick Read, CEO continues to blatently disregard the strong case for a pay rise for 2021/22 and the democratic voice of our members.  Our full-time IR Reps, along with the Supply Chain Unit Reps fully support the strike dates, which coincide with the Queen’s Platinum Jubilee bank holiday weekend.

The Post Office’s overdue Annual Report & Accounts was published earlier this week which confirmed a healthy £35m profit was made for 2020/21 (during the pandemic).  Our Key Worker members contributed to this profit and deserve to share in this success.  With Post Office continuing with its unreasonable pay freeze position, we have been left with no choice other than to serve notice for further strike action.

The 40-year high for the cost of living, with inflation rising to 11.1% (April RPI) further strengthens our resolve in respect of securing a fair and reasonable outcome on behalf of our members.  We are therefore confident the dispute will be well supported by our members who, as Key Workers, worked throughout the pandemic and obviously deserve a fair pay rise.

Yours sincerely

Andy Furey
Assistant Secretary

22LTB235 Post Office – Pay Dispute 2021-22 – Official Strikes Saturday 4th June (Crowns) and Monday 6th June (Admin & Supply Chain)

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POST OFFICE: PAY DISPUTE 2021/22 & PAY 2022/23 – REVISED PAY OFFER RECEIVED & REJECTED

POST OFFICE: PAY DISPUTE 2021/22 & PAY 2022/23 – REVISED PAY OFFER RECEIVED & REJECTED

Today we held the first meeting with regards to pay 2022/23 since we rejected the “interim” offer from Angela Williams, Group Chief People Officer dated 1st April 2022.  During the meeting, Lee Kelly, Employee Relations & Policy Director made a marginally revised offer as follows:

  • From 1st April 2021 – Pay Freeze (no change)
  • From 1st April 2022
    • 5% consolidated pay increase flowing through to all allowances (up from 2%)
    • One-off £500 lump sum payment (unconsolidated and non-pensionable) (revised from £250)

It was made clear to management that a legal trade dispute remains over the pay freeze for 2021/22 and that a fair and reasonable pay offer needs to be made to our Key Worker members to settle this dispute.

Additionally, for 2022/23, a 2.5% consolidated pay offer plus a £500 one-off lump sum is simply insulting to our members who are struggling to cope with a 40-year high inflation rate (RPI of 11.1% for April).  The offer was rejected as being woefully inadequate and we made it clear that a huge gap exists between us.  Post Office must considerably improve the offer if they wish to reach an agreement.  It is evident they can afford to make a more realistic offer, bearing in mind the declaration earlier this week of a £35m profit for 2020/21 financial year (during the pandemic).  

Further developments will be reported.

Yours sincerely

Andy Furey
Assistant Secretary

22LTB234 Post Office – Pay Dispute 2021-22 & Pay 2022-23 – Revised Pay Offer Received & Rejected

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Royal Mail Group Wide (Royal Mail, Parcelforce, RMSS, RMP&FS, RM Fleet etc) – Driver/Road Safety ‘Seatbelts’ Campaign – W/C 23 May 2022 (RMG SHE Huddle/Briefing FY22 025 – Seatbelt Safety)

Royal Mail Group Wide (Royal Mail, Parcelforce, RMSS, RMP&FS, RM Fleet etc) – Driver/Road Safety ‘Seatbelts’ Campaign – W/C 23 May 2022 (RMG SHE Huddle/Briefing FY22 025 – Seatbelt Safety):

Introduction:

During this Road Safety Campaign, Royal Mail Group and the CWU are once again raising awareness of the vital importance of wearing seatbelts at all times whilst driving. Not wearing a seatbelt can lead to serious injury or death and Royal Mail and Parcelforce drivers place themselves at risk of prosecution if they drive an official fleet vehicle without wearing the seatbelt.

Seatbelt Urban Myth:

It is an ‘urban myth’, still circulating within the organisation, that collection and delivery vehicle drivers are ‘exempt’ from seatbelt wearing when in fact nothing could be further from the truth – there is no exemption – so the message is to CWU members who are drivers – DON’T LEARN THE HARD WAY! 

All Royal Mail and Parcelforce drivers, as well as those working for RMSS, RMP&FS, RM Fleet and RM Engineering, have a responsibility to drive safely and minimise risk to both themselves and the public. As part of a business-wide focus on seatbelts during this road safety communications campaign week, Royal Mail Group and the CWU are jointly sharing a collection of road safety messages, materials, resources and visuals with drivers in all functions on seatbelts during the week commencing Monday 23 May.

Background and context: 

It is compulsory to wear a seatbelt at all times when driving a Royal Mail Group vehicle – that message cannot be emphasised and repeated enough. The law and Royal Mail Policy applies to all drivers and passengers of all fleet vehicles who must wear their seatbelts at all times.

Facts and Figures: 

  • Seatbelts are reported to save over 2,000 lives per year.
  • In the event of a serious collision you are twice as likely to die if you are not wearing a seatbelt.
  • Sadly, people die on the road every year because they weren’t wearing a seatbelt – DON’T LET IT BE YOU NEXT! 
  • A third of those killed in road crashes were not wearing a seatbelt which could have saved their lives.
  • Road safety charity ‘BRAKE’, RoSPA, the RAC and AA inform us that wearing a seatbelt reduces a driver’s chances of being killed by 50% and serious injury by 45%.
  • General Police figures have recorded over 3,500 inside the vehicle offences and one of the most common offences was drivers not wearing their seatbelt.
  • Seatbelts keep people in their seats and so prevent or reduce injuries suffered in a crash. Even at low speeds they ensure that as little contact as possible is made between the occupant and vehicle interior and at higher speeds, they prevent you being thrown from the vehicle.

SeatBelt Laws and Royal Mail Standard: 

  • All occupants of a vehicle are legally required to wear a seatbelt – it only takes seconds to belt up.
  • Drives face a fine of up to £500. In Northern Ireland drivers also get three penalty points added to their driving licence and there are plans to add three penalty points to the punishment in the rest of the UK.
  • It’s a myth that Royal Mail and Parcelforce drivers are exempt from seatbelt laws. The law and Royal Mail’s mandatory policy means that you must wear a seatbelt at all times – NO EXEMPTIONS! 
  • Failure to wear your seatbelt is also a breach of Royal Mail rules and Business Standards.

Damaged Seatbelts: 

  • Drivers must carry out their vehicle pre-use checks and check the seatbelts as part of those vehicle checks.
  • Any damage or fault found must be reported immediately to the Manager and the PMT1 fault report submitted and process followed.
  • Drivers must not drive a vehicle with a faulty seatbelt! The vehicle must be repaired before being returned to service.

Interactive Polls and Communication Channels:

During the seatbelt driver safety campaign week there will be interactive polls on the Royal Mail intranet testing drivers’ knowledge and facts about wearing seatbelts. It’s intended to raise awareness, spread the word and generate debate.  A number of videos will also be aired on Royal Mail Group communication channels, intranet, RMTV and unit plasma screens with the Chief Operating Officer speaking on the importance of wearing a seatbelt and a Royal Mail employee talks about his experience of a road traffic accident in which the seatbelt saved his life.

Managers Actions During The Week: 

Carry out spot-checks in the yard, check for vehicles with seatbelts plugged in and hold driver briefings/safety conversations with drivers ensuring they understand the importance of wearing their seatbelt, the rules and the law.

ASR Actions

  • ASRs will be fully involved in the Road Safety Week Campaign.
  • ASRs’ full support and participation would be much appreciated by Royal Mail, Parcelforce Worldwide and CWU HQ.
  • Check that the Front-Line Manager has delivered the Huddle/briefing.
  • Check that Unit Managers/PiCs have made all drivers fully aware of seatbelt safety and requirements.
  • Carry out a safety inspection.
  • Check that drivers are aware of the seatbelt campaign.
  • Have they seen the slides?
  • Are they aware of and follow Royal Mail policy and the law on wearing a seatbelt at all times whilst driving?
  • Carry out gate checks on drivers leaving and entering the unit to see if seatbelts are being worn, and remind drivers of the requirement.

Attachments:

  • RMG SHE Huddle/Briefing FY025 22 – Seatbelt Safety.
  • Copy of the ‘Buckle-Up’ campaign slides that appear on unit plasma screens/RMTV etc.
  • ‘Wear Your Seatbelt’ campaign posters.
  • 2019 CWU Article – how a seatbelt saved the life of CWU member and 7.5t Parcelforce lorry driver Carl Prendergast.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

22LTB233 Royal Mail Group Wide Driver Road Safety ‘Seatbelts’ Campaign – WC 23 May 2022

SHE Huddle FY22 025 Seatbelt Safety

699946_15_Buckle_Up_Campaign_Screen_1360x768px_v2

ROYAL-MAIL-PARCELFORCE-CWU-UNITE-PERTEMPS-SAFETY-SEAT-BELT-POSTER-2018

SAFETY-SEAT-BELT BELT-UP-POSTER-2019

Seat-belts-save-lives-mine-saved-me – The Carl Prendergast (Parcelforce …

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£758m profit and pleading poverty? No thanks.

Commenting on Royal Mail Groups end of year financial results, CWU Deputy General Secretary (Postal), Terry Pullinger said

“Clearly this is a narrative worked on for weeks a not for employees but for the market analysts.

However, it also clearly reports what an amazing performance key postal workers have put in over the last year.

Every single penny of the £758 million profit was from letter, parcels and test kits collected, processed, distributed and delivered by key postal workers, not by Board members and not by shareholders, but by our members.

It is an outstanding effort delivered during unprecedented times from key workers that have a massive vocational sense of purpose.

The CWU are immensely proud of our members and even more determined than ever to get them the reward, recognition and pay rise that these results prove they deserve.”

Forget the markets day. We will be live with our DGSP Terry Pullinger DGSP around 11am today. We know most of you will be working but it will be available on catch up later on.

£758m profit and pleading poverty? No thanks.

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