Ken McKenzie Award for Lifelong Learning 2023

Branches will be aware of the policy adopted at General Conference 2010 to present the Ken McKenzie Award for Lifelong Learning, which is presented to a Union Learning Representative (ULR) or group of ULRs who have made a significant contribution to Lifelong Learning within the CWU. The award is presented each year at our CWU ULR National Networking Event. This year will follow tradition and be part of the agenda at this year’s event scheduled to be held in Glasgow over two days on the 1^stand 2^nd November 2023.

I am now inviting applications for the 2023 Annual Ken McKenzie award for lifelong learning. The award will be made in recognition of exceptional achievements and contributions to lifelong learning and training by a CWU ULR or a group of CWU ULRs.

Nominations can be made by Branches, Regional Learning Committees or Regional Committees via letter or email to my Department.

Nominations should include a précis of the nominated ULR or group of ULRs endeavours and achievements and sent to:

Michelle Simpson, Equality, Education & Development, CWU, 150 The Broadway, Wimbledon, London, SW19 1RX or email equality&education@cwu.org  

The closing date for nominations will be FRIDAY 13^th OCTOBER 2023.

Any queries relating to this LTB should be addressed to me via the Equality, Education & Development at equality&education@cwu.org  

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

LTB 207/23 – Ken McKenzie Award for Lifelong Learning 2023

View Online

Business Recovery, Transformation & Growth (BRT&G) Agreement – Paragraph 6.4 – Attendance

Branches will be aware, Royal Mail have announced the introduction of their new Attendance Procedure today.  Whilst the new standards are integral to this and have been agreed as part of the Business Recovery, Transformation and Growth (BRT&G) Agreement, the new procedure goes further and has been not agreed by the Union.

We have been engaging on this issue and a face to face meeting with Royal Mail senior managers has taken place today, where a frank exchange of views has been had.  The meeting concluded with both parties agreeing to meet tomorrow with the aim of attempting to find a resolution to all outstanding issues.

We will give Branches a full report following the Postal Executive meeting scheduled for Thursday.

Any enquiries to this LTB please contact: The PTCS Department reference 312, email address: hmaughan@cwu.org

Yours sincerely

Carl Maden                                                           Andy Furey
Assistant Secretary                                           A/Deputy General Secretary (Postal)

LTB203 Business Transformation Recovery and Growth Agreement Paragraph 6.4 Attendance

View Online

ROYAL MAIL NATIONAL ALLOWANCE REVIEW 2023

 On the evening of 10^th August it became apparent the deck of slides attached at appendix 1 entitled ‘National allowance review 2023’ were in circulation in the field. The nine slides in question outline an unagreed procedure for “managers to review allowances paid to employees” and also provides the detail of the various allowances to be reviewed. Additionally, pay protection and ‘common misconceptions around MtSF’ also feature in the content.

Branches and Representatives should be aware this presentation has not been shared with the Union and neither have we been asked for our input into the process.

As a result, I sent the correspondence attached at appendix 2 to the Chief People Officer on Friday 11^th August to express concern about the manner in which this initiative had come to light and asked why the Union had not been approached, given the joint commitment to improving employee and industrial relations in the Business Recovery, Transformation and Growth agreement.

In the past once a review of allowances has been completed a number of overpayment cases have been identified by RM with this in turn resulting in numerous instances of members being told to repay money.

To be clear the overpayments recovery process is covered by the national joint statement and nationally agreed process for an overpayment discussion attached at appendices 3 and 4. This is the procedure that should be adopted when supporting members who receive correspondence relating to alleged overpayments and was originally circulated via LTB 360/15 in June 2015

I have requested an urgent meeting to discuss the national allowance review and hope the Company will see the merit of maintaining the previous joint approach in respect of this activity.

Further developments will be reported in due course.

Yours sincerely,

Andy Furey

A/Deputy General Secretary (Postal)

LTB 210/23- ROYAL MAIL NATIONAL ALLOWANCE REVIEW 2023
Appendix 1 – National Allowance Review Guidance 2023
Appendix 2 – Letter to ZB re national allowance
Appendix 3 – Joint Statement
Appendix 4 – Final Process

View Online

CAPITA TVL: FIELD MEMBERS ENDORSE 2023 PAY AGREEMENT

Further to LTB 196/23 dated 21^st July, I am pleased to advise Branches that our Capita TVL Field members have voted overwhelmingly in favour of the 2023 pay agreement.

The ballot result is as follows:

YES VOTES 76 72%NO VOTES2928%  

TURNOUT79%

I have notified Paul Johnston, Capita TVL Partnership Director, of the ballot result and he has confirmed that the £650 one-off lump sum payment (in lieu of a pay rise from 1^st April – 31^stAugust) will be made with August salaries and the pay increase will commence from 1^st September.

My thanks go to our Reps and Field members for their patience and support whilst the negotiations have taken place to reach the 2023 Field pay agreement.  The next pay review date is 1^st April 2024.

Yours sincerely

Andy Furey

A/Deputy General Secretary (Postal)

LTB 209/23 – Capita TVL – Field Members Endorse 2023 Pay Agreement

View Online

RMG/CWU Business Recovery, Transformation And Growth Agreement: Seasonal Variation (Exceptions Process)

Further to LTB 191/23 (Letter To Branches) issued on the 18^th July, which updated Branches and Representatives in terms of moving forward the commitments contained in the Business Transformation, Recovery and Growth Agreement in relation to Appendix 1, Seasonal Variation, and the very challenging timelines linked to this aspect of the agreement.

Since this LTB was issued and despite the subsequent ODM 16/23 (Outdoor Department Memo), issued on the 24^th July, we have continued to receive reports that there remains confusion and uncertainty amongst Branches and members on the Exception Process for Seasonal Variation.

As such, please find attached the Royal Mail & CWU Joint Guidance on the Exception Process for Seasonal Variation, which confirms that this process is directly linked to the national rollout in September. Members will still be able to apply for Flexible Working/Family Friendly arrangements and where they have a Seasonal Variation exception request rejected following the outlined appeal, this can be challenged via the Individual Grievance Procedure.

It should also be noted that this process is for Seasonal Variation only and is separate from the further required Exception Process linked to the outlined changes to start and finishing times, under the Network Window section of the BTR&G Agreement due in 2024.

In issuing this LTB on the Exception Process, it is also important to further remind Branches, Representatives, and members alike that where individuals wish to submit an Exception Process request, they should not delay in doing so and should submit that request as a matter of priority, (noting that members currently on sick or other leave will have 5 working days from the date they return to work to submit such a request).

In closing, can Branches and Reps please ensure this LTB is given the widest possible circulation with members, noting that Royal Mail is currently undertaking an internal audit of their managers to confirm that all employees in deliveries have received the National Seasonal Variation WTLL Briefing, which in addition to other points, also sets out the Exception Process and its linked timelines.

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

Yours sincerely,  

Mark Baulch
CWU Assistant Secretary

LTB 208/23 – Business Recovery, Transformation And Growth Agreement – Seasonal Variation – (Exceptions Process)

Royal Mail & CWU Joint Guidance on the Exception Process for Seasonal Variation

View Online

Mail Centre Supernumerary/Surplus Issues Update

Further to the contents of LTB 167/23 on Mail Centre Revision PIR Activity issued on the 29^th June 2023 and the updates given at the National Briefing in Leeds on the 25^th July 2023, Branches will be aware of the continuing widespread concern and uncertainty resulting from Royal Mails unacceptable approach to managing surplus situations and the adoption of an unagreed Redeployment Process.

As discussed at the National briefing the CWU believe that the approach adopted by the company represents a breach of the agreed MTSF processes and indeed the reaffirmed commitments in the Business Recovery Transformation and Growth (BRT&G) agreement to adhere to the MTSF agreement.

Of particular concern has been the unagreed methodology for identifying surplus employees, the proposed creation of Redeployment Pools, including the removal of employees from the workplace, the engagement of a third party company to manage redeployment or outplacement, the non-adherence to MTSF compensation terms and the treatment of part time employees with regard to the options available to them.

While this is not a Mail Centre specific issue, as it does affect members in other functions, we are well aware of the pressure the actions of the business have placed on our members in Mail Centres.  Given this, resolution of these issues was one of two priority matters pursued during two days of high level talks this week.  During those talks focus was placed on the areas where the Union believe that Royal Mail is in fundamental breach of the BRT&G, MTSF and Section 2.5 Joint statement.

Some progress was made in those discussions and a further high level meeting has been arranged for Monday, 7^th August 2023 with a view to resolving the outstanding issues.  A further update will be provided following that session and we remain committed to ensuring that the terms of our National agreements and commitments in relation to managing surpluses hold the field and that our members are treated with respect and are afforded the protections that those agreements provide.

Until such time as a resolution is achieved, Branches and Representatives should continue to refer matters to the IR Framework, where they believe that the terms of MTSF or the Section 2.5 Joint Statement have been breached

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

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 205/23 Mail Centre Supernumerary/Surplus Issues Update 04.08.23

CWU Retired Members Conference – Thursday 26^th October 2023

The CWU Retired Members Conference will be held on Thursday 26^th October 2023 at CWU Head Office, 150 The Broadway, Wimbledon, SW19 1RX.

a) Delegates 

Only Branches with Retired members Sections are entitled to send Delegates.

Branch delegate entitlement to this Conference as agreed by the NEC is as follows:Number of Retired  MembersDelegate

entitlement1-2491250-4992500 and above3

Retired Members Regional Committee Secretaries shall attend the Retired Members conference with the right to speak and move motions on behalf of their Retired Members Regional Committee but not to vote. Funding for Retired Members Regional Committee Secretaries to attend Retired Members Conference shall be from the General Fund.

In order that we can cater for any delegate with special needs such as seating, dietary requirements etc., it is important that you advise us in writing of the name of the delegate(s) and the particular requirement by return but no later than Friday 13^thOctober 2023.

b) Motions

Each Branch is entitled to submit onemotion for consideration to be included on the agenda of the Conference. Motions should be submitted electronically to conferences@cwu.org using the attached template. Confirmation of receipt of motion will be sent to branches within 72 hours. Should confirmation not be received within this time branches are asked to contact Angela Niven on 020 8971 7256   Branches who do not have this facility may request paper motion forms by contacting the Angela Niven on 020 8971 7256.

Branches, Regions and the Committee are reminded that the Standing Orders Committee will not alter or amend any of the motions submitted therefore it is important that motions are checked before they are submitted.

Each Retired Members Regional Committee is entitled to submit one Motion to the Retired Members Conference.

The Retired Members Committee are entitled to submit up to three motions to the Conference, standing in their name.

Motion forms must be returned by NOONTuesday 12^th September 2023.   Anything received after this date will not be accepted.   All sections of the form must be completed.

If Motions are being sent electronically they will only be accepted to the above email address.

As with previous Conferences, the agenda will be structured in such a way as to maximise debate and participation by delegates. There will be 2 sections to the agenda, one for motions which are eligible for consideration for submission to General Conference, and one for motions that in the view of the Standing Orders Committee would not be admissible to the General Conference agenda.

Branches will be aware that the Retired Members’ Conference has the entitlement under the rules of the union to submit 2 motions to stand in the name of the conference to General Conference. It is therefore important that if branches wish their motions to be in this category, they must contain policy that is capable of being discharged by the NEC, as opposed to either of the Industrial Executives.

The 2 motions for submission to the General Conference agenda will be decided from amongst those motions adopted at the Conference. A ballot to select the 2 motions will be held at the Conference.

c) Election of Delegates to General Conference

As you will know, the Retired Members’ Conference will select two delegates to represent the Retired Members to attend General Conference 2024.

The Standing Orders for the Retired Members’ Conference will advise a ballot to select these two delegates will be conducted during Conference itself.

Additionally, individuals must be willing to accept nomination, and must have the nomination of their own branch and/or the Retired Members’ Committee, to be eligible.

The exception to this are members of the Retired Members’ Committee themselves who may be proposed for these positions but need to have the nomination of the Retired Members’  Committee and/or any Regional Committee.

Any enquiries regarding this LTB should be addressed to Angela Niven either by post to head office or by email to conferences@cwu.org

Yours sincerely,

A P Kearns
Senior Deputy General Secretary

23LTB202 – CWU Retired Members Conference – Thursday 26th October 2023

RM Guidance 23

RM Motion 23

RM Nomination Form 23

Copy of Retired Count and Section July 2023

View Online

Recruitment Drive – New Entrants in Royal Mail Group

Further to the National Briefing at the Queens Hotel, Leeds on 25^th July where the profile of Recruitment was raised.  Branches and representatives will appreciate the importance of ensuring this activity across all Royal Mail Group workplaces, remains a high priority.

This is necessary more so than ever, as RMG have informed us they have embarked upon a significant recruitment drive and have already employed 1200 new starters in the past two weeks.  It is crucial every effort is now made to recruit these people into the CWU and plans are put in place by all Branches to achieve this aim.  Alongside this, Organising and Recruitment must feature prominently as an agenda item for all business based and Branch meetings.

We realise recruitment of new entrants on inferior pay terms and conditions is a new challenge.  The Union is fully committed to securing improvements and fairer terms and conditions on a par with those recruited prior to 1^st December 2022.  The more new-entrants joining the CWU the better the chance of achieving success.

In terms of the wider organising and recruitment strategy, including a review of all supporting communications and recruitment literature, this work is ongoing at Headquarters.  Once our plans have been finalised the intention is to hold a launch event via a national zoom call with all Branch Secretaries.

Recruitment into the Union is the responsibility of representatives at all levels and must be treated as a priority.

Yours sincerely,

Dave Ward                                           Andy Furey
General Secretary                             Acting Deputy General Secretary (Postal)

23LTB201

View Online

Business Recovery, Transformation & Growth (BRT&G) Agreement – Paragraph 6.4.3 – Leaving Royal Mail through Ill Health (LTBIH)

During the recent National briefings, reports were received there was a belief Royal Mail are deliberately delaying the authorisation of cases involving leaving the business through ill health (LTBIH) / Ill health retirement and preferring to wait until 1^st August 2023 when the new terms are enacted.

Royal Mail are saying there is no policy of delaying LTBIH cases, however, if any representative has evidence to the contrary then please ensure the situation is immediately put into the Dispute Resolution Procedure (DRP) as a disagreement, ensure our member raises a grievance and also forward any evidence to the PTCS Department, where we will take the cases up with Royal Mail for our members who are due to leave on ill health with a lump sum prior to 1^st August 2023, to receive the correct compensation.

Any enquiries to this LTB please contact: The PTCS Department reference 312, email address: khay@cwu.org

Yours sincerely                                               Yours sincerely

Carl Maden                                                     Andy Furey
Assistant Secretary                                     A/Deputy General Secretary (Postal)

23LTB200

BRT&G Agreement – New Imposed Terms & Conditions, Part-time to Full-time, Internal Transfers and Job Share

Branches and Representatives will be aware that Section 9 of the BRT&G Agreement was clear in stating the company introduced new terms and conditions for new entrants from 1^stDecember 2022.  Equally, our position is clear that these arrangements are not agreed with the union.

Since the agreement was endorsed on 11^th July 2023 many enquiries have been received that relate to moves from part-time to full-time, transfers between units and job-shares.  The answers to the points are addressed below:

Part-time to Full-time

In relation to the move from part-time to full-time hours, Stuart MacDonald, IR Director has confirmed the following:

“I am writing to give confirmation that we have agreed to deal with the ‘Part Time to Full Time’ topic separately, therefore further discussions will be scheduled in line with our normal national procedures.

For clarity, this means that Royal Mail will in the meantime honour existing agreements and the status quo will apply.”

This is clear the status quo will continue to apply; therefore, those on the old terms and conditions maintain these in the event they move from part-time to full-time or increase their contracted hours for that matter.

Internal Transfers 

We have been made aware that in some areas of the country RMG are using the following policy:

BAU Internal Transfers are where employees apply for vacancies through Success Factors, and the most senior internal applicant is successful.  New vacancies are advertised on new terms, so we are unable to progress the BAU internal transfers.  Therefore, there is an exception process which means they would remain on existing terms (e.g. moving due to family circumstances) and those that fall under this category should be progressed through HRBP (policy shown from attached Transfers Guide).

There is no longer a transfer list therefore members who want to either increase their hours and/or move to another office have to apply for those internal jobs via ‘Success factors’ meaning they are applying for jobs which are being advertised on new terms and conditions. This is a contradiction that has to be addressed as does the exemption process and this matter will be raised with RMG immediately. Reports have also been received of transfers being blocked in certain locations and this is completely inappropriate given the number of vacancies which currently exist.  We ask Branches and Representatives to raise these cases through the IR Framework.

Job-Shares

For the avoidance of doubt, the situation in relation to those moving to job-share is exactly the same as if two members are on the old terms and conditions they would retain these on a personal rights basis in the event of moving to a job-share.

In conclusion, further communications will follow once there is a joint clarification regarding the latter two areas above but prior to this Branches and Representatives must ensure they highlight these matters locally through the IR Framework and if necessary use the full Dispute Resolution Process.

Yours sincerely,

Andy Furey

A/Deputy General Secretary (Postal)      

LTB 199/23

View Online