DEFERMENT OF CWU NATIONAL REPRESENTATIVE ELECTIONS 2023:
CWU National Executive Committee & Industrial Executives
CWU National Officers
CWU Regional Secretaries
Postal & Telecoms Standing Orders Committee
Retired Members Committee
Young Workers Committee
Branches will recall that LTB 016/23 dated 17th January 2023 set out the rationale and reasoning behind the NEC decision to defer the CWU General, Rules and Industrial Conferences until October this year.
Additionally, the NEC also agreed to defer the Elections of any National Representative positions that were scheduled to be conducted in January to March 2023 until after the CWU Conference(s) have been held in October 2023, and the purpose of this LTB is to provide formal notification of this decision.
The primary reason for the deferment of both of the Conference and the National Elections was so that the NEC could conduct a complete review of the relevant National Structures of the union. Unfortunately it has not been possible to conduct this work due to involvement of the NEC and Senior Officers in attempting to find a resolution to the current National disputes. Following the conclusion of the review it will then be the intention of the NEC to submit any required rule changes, etc. to the relevant rules of the union governing the composition and structures of the CWU Organisation.
Due to the above structural review taking place the NEC have also decided to defer the elections of the Regional Secretaries, Postal & Telecoms Standing Orders Committees, Retired Members Committee and Young Workers Committee, again until after the CWU Conference has been held in October 2023.
Branches will be provided with further details regarding the timetables for the above elections at a later date.
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.
IMPORTANT UPDATE FOR CWU MEMBERS IN ROYAL MAIL GROUP
Today, the CWU has written to the Royal Mail Group Board ahead of their meeting tomorrow making it clear that if they do not change course, we will serve notice for strike action. They must step back from their relentless attacks in the workplace and reach a national agreement with the CWU.
This is a hugely significant moment – the stakes have never been higher. We therefore want to tackle some of the most important issues in this communication.
ROYAL MAIL FINANCIAL POSITION
You will have seen reports in several media outlets that Royal Mail Group are ‘threatening’ to put the business into administration if they cannot reach agreement with the CWU. Most articles deal with the political and economic barriers to such a move, and it should be noted that the company haven’t given any statement on the record about the potential for going into administration.
The CWU acknowledges the serious state of the company’s finances, but the word of the employer is not enough. As such, we have requested independent access to their grounds for this claim. The truth is the senior managers who led us into the crisis have no right to lead us out of it.
Let us be clear – the CWU are a responsible union. It is our members who are the backbone of a once great company. We want an agreement, but it must be the agreement our members deserve, not one that is forced on you and gives you less security as a result of gross mismanagement at the highest possible level.
CURRENT STATE OF PLAY
Firstly, we have made progress in several areas – this is because of your outstanding support. But we are not in a position where we could recommend an agreement to our membership. The company has moved on some issues that are core to the dispute including on job security, later starts/finishes, performance management, and an optimised parcels network. But the fundamental problem remains: senior management’s obsession with its ‘our business to run’ mantra and removing the voice of postal workers in changes that will affect them.
Some members are saying ‘all the change has already happened’ – but nothing could be further from the truth. This document sets out a future that, if unchecked, will see Royal Mail Group turned into just another Uber-style gig economy employer. If we don’t win this dispute, this will be your future.
Pay: the offer on the table is not enough. Royal Mail Group have made a three-year offer, but it includes no further money to cover last year and no back pay. We will table a fresh proposal on pay to Royal Mail Group this week.
Network / Later starts: Royal Mail are pursuing a policy of demanding later starts / finishes well beyond where we believe they need to be and although there has been significant movement from their original proposals it is still not enough.
New Entrants: the company have indicated they are willing to look at a different approach to the imposed new entrants’ terms and conditions. However, this remains completely inadequate. We remain very concerned about this not just for new workers coming into the industry, but because it will undoubtedly lead to further attacks on the pay, jobs, and conditions of our existing members.
Sick Pay / Attendance Standards / Ill Health Retirement: The company’s position on all the issues related to absence and ill health remain unacceptable to the union. The union is preparing a fresh proposal on these issues.
Indoor Method Change: Royal Mail want trials on reducing the levels of indoor prep but even before those trials take place, they want the CWU to sign up to circa 20-25 minutes of indoor time being removed from every delivery duty on a daily basis. How can you sign up to the outcome of a trial before it has even taken place?
Owner Drivers: Royal Mail Group has started to move on the issue of owner drivers in Parcelforce and Royal Mail from their ‘best and final’ offer but are still refusing to give the commitments that we require to protect your future and ensure the company does not become another gig economy employer.
REVISIONS
The current revisions programme is a national embarrassment for the company. USO failures are rife, and the service is being sacrificed to kid the financial powers that savings are being made.
But you need to know that Royal Mail plans to commence yet another round of revisions imminently with the continued threat of imposition and even more unachievable targets.
We must once and for all change this approach as part of a new agreement or what you see and feel in the workplace right now is what you will see and feel for years to come. Any agreement must also give you the right locally to revise some of the disastrous plans managers have already implemented.
CONDUCT CASES
Hundreds of CWU members and representatives have been conducted on trumped up and coordinated charges in recent months. Some have already been disgracefully dismissed.
Ask yourself one question – is this the way that a company wanting to reach an agreement would behave?
We came into this dispute together. We will come out of it together. Any agreement must safeguard members and representatives who have been unfairly and disgracefully treated during this period. We don’t just need an independent review of all conduct issues to protect our members – we need it to expose the shameful actions of managers at the most senior level.
SUMMARY
The Royal Mail Group Board meet tomorrow, and they must choose between ending the disastrous approach that has alienated its own workforce which means reaching an agreement that is in the interests or our members, customers and company – or they continue along the path that will destroy the company.
Our members are under more pressure than ever, and we know many of you will be worried about the current situation. We hope that this update assures you we are striking the right balance between working to end the dispute but also refusing to let you pay the price for gross mismanagement.
Later this week we bring you video updates and a live briefing. We will also launch plans to embark on a series of gate meetings in every office in the UK.
Your resolve has moved the employer. Your continued backing will deliver the agreement you deserve.
In solidarity,
Dave Ward General Secretary
Andy Furey Acting Deputy General Secretary (Postal)
Click the link below to view and download the document
NATIONAL AGREEMENT ON ROYAL MAIL PROPERTY AND FACILITIES SOLUTIONS LIMITED (RMPFSL) REGULAR OVERTIME HOLIDAY PAY AGREEMENT
Further to LTB 079/23 published on 24thMarch 2023, we are writing to inform Branches due to circumstances beyond our control the timetable for the ballot has had to be altered.
The new timetable is as follows:
Ballot Papers Dispatched: Thursday 30th March 2023
Ballot Closes: Noon Wednesday 12th April 2023
Any enquiries to this LTB please contact: The PTCS Department reference 312, email address: hmaughan@cwu.org or The Outdoor Department reference 120.12, email address njones@cwu.org
Yours sincerely,
Carl Maden Mark Baulch Assistant Secretary Assistant Secretary
Branches will be aware that LTB 009/23 dated 9th January 2023 explained how the Retired Members Committee (RMC) and Retired Regional Leads (RRL) were considering the issues of recruitment to retired membership within the union.
The main concern of the RMC as well as the RRL is that the size of this group of members continues to decline and highlighted how important it is that we strengthen this section of our membership.
It is essential that work continues to ensure that ongoing recruitment remains a high priority for the union.
In order to help branches with recruiting retired members attached is a leaflet titled ‘Retiring soon? What are your plans?’ The leaflet sets out the benefits, reasons and the value of staying on as, or joining the CWU as a retired member and we would encourage branches to share this with their members.
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.
National Agreement On Royal Mail Property & Facilities Solutions Limited (RMPFSL) Regular Overtime Holiday Pay Agreement (Back Pay Arrangements & Frequently Asked Questions Bulletin)
Further to LTB (Letter To Branches) 079/23 issued on 24th March which confirmed that we have now finalised an agreement on Regular Overtime Holiday Pay for members in Royal Mail Property & Facilities Solutions Limited (RMPFSL).
Whilst the terms of this agreement are now subject to a Branch ballot which will close on Thursday the 6th April, we have taken the decision to publish a Back Pay Arrangements & Frequently Asked Questions bulletin, given the number of enquires received on the terms and details of the agreement.
Clearly, it is not possible in advance to address all questions, but we hope this bulletin is of assistance to Branches and Representatives on what have been the key points raised to date.
We would further ask that the bulletin is widely circulated to RMPFSL members alike.
Any queries regarding the content of this LTB should be addressed to the PTCS Department quoting reference number 320 – email khay@cwu.org or the Outdoor Department, quoting reference 120.12 email address: njones@cwu.org.
ROYAL MAIL GROUP DISPUTE – NATIONAL ONLINE BRIEFING
Branches and Representatives will be aware that since the Joint Statement was concluded there has been an intense series of negotiations with RMG to reach an agreement.
Talks have been difficult and protracted, although some progress has been made; however, this is insufficient to conclude an agreement. The Postal Executive have met this evening and are supportive of the Officers’ rejection of the current position advanced by RMG. The Postal Executive have also taken an in principle decision in relation to strike action. It is therefore crucial we make significant progress in the coming days.
To reach an agreement, there has to be a genuine change in attitudes from management in the Field in relation to both Executive Action and the continued attacks via conduct and suspensions on our members and Representatives which must cease.
In view of the position facing the Union and its members in RMG, a national online briefing of Branches and Representatives will be held at 11:30hours tomorrow (Saturday 25thMarch). This will provide our activists with an opportunity to hear an overview of the negotiations as well as the in-principle decision taken by the Postal Executive to take further strike action after Easter.
Whilst acknowledging this is exceptionally short notice, it is vitally important that as many Branches and Representatives as possible are in attendance – the link to join will be sent via our Communications Department.
Yours sincerely
Dave Ward General Secretary Andy Furey A/Deputy General Secretary (Postal)
National Agreement On Royal Mail Property & Facilities Solutions Limited (RMPFSL) Regular Overtime Holiday Pay Agreement
As part of the Royal Mail Property & Facilities Solutions Limited (RMPFSL) Pay and Associated Issues negotiations, we agreed we would finalise an agreement on Regular Overtime Holiday Pay.
It was clear this agreement would take a little longer than the rest of the Pay and Associated Issues Agreement, therefore we took the decision to separate the Regular Overtime Holiday Pay agreement and allow the ballot to go ahead on the rest of the agreement, to ensure we would get any back pay in this financial year.
The agreement is similar to the Royal Mail Group agreement, including the learning from the original introduction. The agreement has now been endorsed by the Postal Executive and it is our intention to hold a branch ballot with the recommendation of accepting the agreement. The agreement is attached as an appendix to this LTB.
The timetable for the branch ballot is:-
Ballot Papers Dispatched – Tuesday 28th March 2023
Ballot Closes – NOON Thursday 6thApril 2023
We would appreciate Branches ensuring they return their ballot papers as quickly as possible.
We have spoken to RMPFSL management and they have confirmed the new system for payments to be made going forward is set up and therefore future payments will be automatically calculated. However, the back pay will need to be calculated manually. There is a commitment to get this done to be paid in April.
We want to place on record our thanks to Representatives, Members and Branches for your patience whilst we have been concluding this agreement.
We believe this agreement will be welcomed by our members in RMPFSL.
Any queries regarding the content of this LTB should be addressed to the PTCS Department quoting reference number 320 – email khay@cwu.org or the Outdoor Department, quoting reference 120.12 email address: njones@cwu.org.
Post Office Ltd – Handbrake Safety and Avoiding Vehicle Roll Away Accidents: (POL/CWU Joint Driver Safety Alert Communication Campaign):
Background and Raising Awareness
The attached Post Office Ltd/CWU jointly supported Safety Alert Communication is being issued to all fleet operational units this week for immediate communication to drivers. This follows a recent incident when an unattended 5 tonne Sprinter van rolled away backwards down an inclined pavement, crashing into a retail fast food outlet shop front, causing serious damage to the shop premises and substantial damage to the vehicle. Thankfully, no-one was hurt in the incident, but clearly there could have been a much more serious outcome had pedestrians or children been in the path of the runaway vehicle.
This Safety Alert Communication reinforces the ‘mandatory controls’ required when parking Post Office Ltd vehicles, to eliminate vehicle roll-away incidents. All drivers must adopt the safety standards to prevent vehicle roll-away incidents which can and have caused very serious injuries and even fatalities, involving other companies’ fleet vehicles and drivers.
In many rollaway accidents, investigations into the cause have found that drivers generally do apply the handbrake in most cases but it’s not always fully applied and the drivers don’t leave the vehicle in gear or turn the wheels as an added safety precaution. If the driver makes an error applying the handbrake, if the handbrake is not fully applied or the handbrake fails, the vehicle can then roll away. There have been a worrying number of vehicle roll-aways.
This safety communication is to raise awareness of all drivers, urging drivers to follow the ‘HIT’ Acronym ‘Handbrake On, Vehicle in Gear, Turn The Wheels’ when parking their vans. A slight incline or even just an uneven road surface can be enough to start a vehicle moving. It’s important that the ‘HIT’ safety controls are ALWAYS applied, even on level ground to develop good practice and good, safe driving habits.
Case Studies
Drivers can additionally place themselves at risk of prosecution by the Police for serious motoring offences action if drivers ignore and fail to comply with safety control instructions and road traffic act law.
Case 1:
At Sevenoaks Magistrates’ Court Van driver 48-year-old Anthony Smith pleaded guilty to causing death by dangerous driving and was sentenced to 12 weeks’ imprisonment and was disqualified from driving for 12 months after Smith failed to apply the parking brake and his vehicle rolled away killing a nearby road worker who was unable to get out of the way and was trapped and crushed between the two vehicles. He sustained major head injuries and died at the scene.
Case 2:
At Southwark crown court, 52-year-old Van driver Larkland May was handed a 32-week prison sentence, suspended for two years, ordered to complete 150 hours of unpaid community work, disqualified from driving for 3 years and ordered to pay £700 costs after he failed to apply the handbrake of his parcel delivery van which rolled away down a slope, crushing and killing two pedestrians as it struck a wall in Pudding Lane, near Monument in London. Both were declared dead at the scene.
The ‘HIT’ Acronym
The attached Safety Alert Communication is being issued to ‘raise the profile of this risk’ to all Post Office Ltd Delivery Drivers and to promote ‘HIT’.
Handbrake On
In Gear
Turn the Wheels
Remember and Think ‘HIT’
The three controls required to fully and safely secure a vehicle so that it doesn’t roll away are:
ALWAYS apply the handbrake firmly – do not press the button when applying the handbrake.
ALWAYS leave the vehicle in a low gear – use first gear if facing uphill or on level ground, and use reverse if facing downhill. Select Park in automatic vehicles.
ALWAYS turn the wheels – if a kerb is present turn away from it when facing uphill, and towards it if downhill. If there is no kerb turn towards the point of least danger (usually the side of the road).
Caution
If drivers suspect a vehicle handbrake is faulty, the vehicle must be taken out of service and booked into the Workshop immediately, using the defect/fault report process.
Drivers should never try to physically stop a rolling vehicle.
CWU Reps Action
Can all CWU Representatives carry out safety spot checks to ensure that managers have communicated the Safety Alert message to all staff that drive Post Office Ltd vehicles please.
We are pleased to report a resolution has been reached to end the pay dispute via a three year pay agreement with Post Office covering the years 2021/22, 2022/23 and 2023/24, which has been unanimously endorsed by the Postal Executive. The attached Joint Statement and pay letter from Jane Davies, Group Chief People Officer, confirm the details of the agreement.
The key headlines are as follows:
A consolidated pay increase of 9% from 1stApril 2023 flowing through to all allowances, overtime, SA rates and London Weighting
Lump-sum payments to cover arrears as follows:
A £650 lump sum payment for all members currently on a basic pay of less than £24,000 (not pro-rata for part timers)
A £500 lump sum payment for all members whose basic pay is currently more than £24,000 (not pro-rata for part-timers)
A further lump sum payment (pro-rata for part-timers) with the amount dependent on members’ current base pay as per the following bands:
Less than £24,000 – £1,325
£24,000 to £26,000 – £1,425
£26,000 to £28,000 – £1,600
£28,000 to £30,000 – £1,725
£30,000 to £36,000 – £2,000
£36,000 plus – £2,500
For a full-time member (working outside of London), the total payments will therefore be as follows:
Lump Sum
Further Lump Sum
TotalLess than £24,000
£650
£1,325
£1,975£24,000 to £26,000
£500
£1,425
£1,925£26,000 to £28,000
£500
£1,600
£2,100£28,000 to £30,000
£500
£1,725
£2,225£30,000 to £36,000
£500
£2,000
£2,500£36,000 plus
£500
£2,500
£3,000
London Weighting one-off lump sum payments (pro-rata for part-timers) in addition to the payments described above as follows:
Inner London – £300
Outer London – £219 In addition, the following benefits will apply from 1st April 2023
Annual leave – maximum of 30 days annual leave entitlement to apply after 7 years’ service rather than 10
Scheduled Attendanceto be rolled out across Supply Chain Cash Centres for Postal Assistants and Postal Officers (SA is already in place in the Depots)
Family policies will be improved as follows:
Paternity leave to increase from 2 weeks to 3 weeks fully paid
Parental Bereavement leave to increase from 2 weeks to 3 months
Removal of the entry rate for a Counter Clerk. This means an extra pay uplift (on top of the 9% from 1st April) for members currently with less than six months’ service, and will also benefit new starters
Night Duty Allowance in Supply Chain to be paid for all eligible time worked within the 19:00 – 07:15 window rather than the current 1-hour minimum before becoming eligible.
The next pay review date is 1st April 2024.
Sick Pay
During Covid-19, Post Office agreed to temporarily suspend its policy on sick pay whereby new entrants would receive Company Sick Pay from day 1 rather than SSP. The full pay policy has continued to date. We have agreed as part of the overall pay agreement that new entrants will now receive SSP for the first 6 months of employment and Company Sick Pay thereafter. This is the only conditionality attached to the three year pay agreement.
Ballot Timetable
The pay agreement will now be the subject of an individual members’ ballot and if ratified by the members, Post Office have confirmed every effort will be made to process the pay uplift and lump sum payments with April salaries. The ballot timetable is as follows:
Ballot papers despatched by 1st class post – Tuesday 28th March
Ballot closes – Tuesday 11th April
Conclusion
We would like to thank our Post Office members for their support throughout the dispute. This agreement could not have been reached without their unwavering commitment. We would also like to thank our Representatives for their valuable assistance. This agreement is the best that can be achieved via these negotiations and as such, the Postal Executive is recommending our members support the agreement by voting YES in the forthcoming ballot.
The purpose of this LTB is to advise branches that a full review of the Fair and Equal course has now been concluded and a new style course is complete and ready to be delivered in branches and regions.
Amongst the changes is the pre-course activity, which has been scaled back and reduces the amount of own time learning by students in advance of classroom training. Although some pre-course activity does still exist, it is now more relevant to a representative’s role and will complement the work they do within their branch and region.
All of the activities have been redesigned and cover the following essential elements:
Similarities & Differences
Terminology & Language
The Protected Characteristics and the Law
Stereotyping & Prejudice
Why is equality a Trade Union Issue?
What if…?
The new course will remain a one day course (2 days in Northern Ireland).
Due to changes in funding the course in England can no longer run as an accredited course, however, it is still a CWU mandatory course and will only be delivered by CWU aligned tutors who are willing to assist in the classroom. Student participation rates will also continue to be monitored by my department.
The aim is to now pilot the course over the next 6 months and review the new style approach with CWU tutors at the end of this period.
Any enquiries regarding this LTB should be addressed to the Equality, Education & Development Department by email to equality&education@cwu.org
Yours sincerely,
Kate Hudson Head of Equality, Education & Development
CWU Eastern No5 Branch 