Average Pay on Annual Leave (Holiday Pay) in Royal Mail Group – Joint Statement for Back Pay Arrangements (Christmas Peak Period) Covering SA Rate Payments for Pre-Scheduled Overtime & part-time to full-time Uplift

Further to LTB 294/21 circulated on 16^th July 2021, Branches and Representatives will recall that, just prior to the Branch ballot, an issue was highlighted during a social media Q&A session that related to the Christmas peak (Period 9) and in particular the pre-scheduled, non-contractual overtime being paid at scheduled attendance rate as well as temporary variations of contract.

The potential consequence was that this practice may prevent some members from meeting the regularity threshold of the six-month qualifying periods where Period 9 was included. Branches and Representatives will know that Christmas is the only time of the year where there is a wholesale adjustment to the National Scheduled Attendance Agreement in Royal Mail and Parcelforce although in the latter the arrangements are covered in the Autumn Pressure Agreement.

Therefore, in order to resolve this matter and obtain an agreed joint clarification of how this discrepancy can be resolved for the back pay calculation as well as in the future a series of meetings were held between the DGS(P) Department and the business.  During those talks it became apparent that whilst Royal Mail Group were able to use the PSP system to distinguish between scheduled attendance hours and those paid as pressure, they do not yet have the ability to separate the pre-scheduled hours paid over Period 9 as non-contractual scheduled attendance.

It was recognised early in the talks that the immediate problem this presented related to the manual calculation of back pay.  As there is already a demand from members to know when back payments will be made, this aspect had to take priority.  In addition, consideration was also given to scheduled attendance and bank holiday pay over Christmas, the part-time qualification for the Christmas supplement where there had been an agreed variation of contract and the underpin payment arrangements.

Whilst the matter under discussion was originally highlighted in relation to full-time, it also became evident that there is a significant impact upon part-time. Using 2019 as a representative year, due to Covid being prevalent in 2020, the statistics show that in excess of 6,600 part-time employees increased their hours in Period 9 with close to 4,000 varying their hours to full-time and above for more than two weeks.

The business originally proposed that Period 9 was removed altogether for everyone from the back pay regularity threshold.  This was rejected as without further clarification and guidelines there would undoubtedly have been an adverse impact on many members who then would have seen their normal rate overtime hours performed in Period 9 removed from the back pay calculation.

There have been a number of complexities to these talks however I am now pleased to report that at a meeting on 26^thAugust 2021 the attached Joint Statement was endorsed by the Postal Executive.

Branches will see that there is now an agreement to define the process for the calculation of back pay and in particular the impact of Period 9.  The estimated date for these payments to be made is late September/early October although a further clarification of the exact dates will be provided in the coming weeks.  In terms of the calculation itself, there are now conditions attached to the removal of Period 9.  This means that a failure to meet the regularity threshold due to the alternative pay arrangements during this period will not mean a disqualification from the regularity test.  Furthermore, if a member qualifies in the remaining monthly periods (7, 8, 10, 11 and 12) then for Period 9 any overtime hours paid as normal overtime rate or all part-time single rate overtime outside of agreed temporary contract variations are included in the calculation.

Members who have performed pre-scheduled overtime during the Christmas Period will meet the regularity test but earnings from hours paid at scheduled attendance rate will be excluded from the average pay calculation.  This is due to having received the higher pay rate and the average of the SA they have performed being paid to them for the Christmas Period Bank Holidays.  This principle will also apply to part-time members who by local agreement have a temporary increase to their conditioned hours to full-time for a minimum of two weeks in the Christmas Peak Period and qualify to receive the full amount of the £100 Christmas supplement and the £100 Colleague Share (underpin) payment.

National negotiations will now be held to agree a process for the calculation going forward including how Period 9 features and may well have to involve both Davie Robertson and Mark Baulch’s Departments. The data that emanates from the back pay calculations will help to inform these talks and the aim will be to reach a conclusion by 31^stOctober 2021, after which a further update will be provided to Branches.

Negotiations will also continue at a national level in order to be able to identify those hours above pre-scheduled overtime levels paid as ad-hoc overtime for LGV drivers.  It has been agreed that YDC will be used as a test unit where such data can be jointly evaluated. The objective will then be to reach agreement for a process that can be overlaid nationally.

Branches will recognise that the terms of the main national agreement centre on an agreed definition for the regularity of overtime together with the associated reference periods.  The agreement will prove significantly beneficial to our part-time members especially if used in conjunction with the national joint statement for resourcing, and recruitment and Branches are encouraged to utilise the terms of both agreements together.

When originally negotiating a national agreement of this magnitude, Branches and Representatives will know that it was never going to be possible to accommodate every single individual duty pattern.  Whilst the attached Joint Statement now provides further clarification around the calculation of back pay, it is possible that other issues may also emerge as this data is analysed.  Branches will recall that the main national agreement provides for joint reviews after six and twelve months.  It is therefore the intention to pick up any other outstanding issues that are identified as part of this activity at that stage.

Branches and Representatives will be advised of further developments as they occur.  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)      

LTB 370/21 – Average Pay on Annual Leave (Holiday Pay) in RMg – Joint Statement

Attachment to LTB 370/21 – Joint Statement – Annual Leave (Holiday Pay) Back Pay 120821 Signed 060921

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Improving Access to National Agreements and Information – DGS(P) Department Sharepoint Facility

Branches will be aware that in order to ensure Local Representatives have quick and easy access to information particularly in relation to revision activity, we have recently created a sharepoint facility that has a link to the CWU website and can be accessed through the use of a password.

Since the Pathway to Change national agreement was concluded earlier this year, there has been a drive to empower Local Representatives to reach agreements and develop local solutions. The Joint Dispute Resolution Training (Industrial Relations Framework) has highlighted this approach.

In order to build upon this work and to provide additional support at pace, the DGS(P) Department has been working with the Communications Department to develop a DGS(P) sharepoint site. Within this sharepoint there are various agreements and updates that relate to the deployment of the National Pathway to Change Agreement and the aspects that the DGS(P) Department are working to implement or those that have already been deployed.

There is also a quick link to the Four Pillars Agreement which is still relevant and complemented by the Pathway to Change Agreement and a huge part of our current direction and policy.

Branches and Representatives should be aware that the DGS(P) sharepoint can be accessed through the following link using the password **********. Those using a smart phone will also be able to use this to view the relevant information.

https://www.cwu.org/reps/national-agreements/share-point/

It is the intention to continue to add material to this sharepoint as and when further developments occur and new national agreements or Terms of Reference that relate to the DGS(P) Department are concluded.

In addition, Representatives will be able to download postal recruitment material whilst those industrial trainers that have attended the relevant train the trainer events will be able to view the most up to date and relevant industrial training material.

I am confident that the DGS(P) sharepoint facility will prove to be a useful tool in providing a swift link to our national agreements and other information from the Department and ultimately help representatives in the workplace. I would therefore encourage Branches to give this LTB the widest possible circulation so that all Unit Representatives are aware of this resource.

In closing I would like to thank Divisional Representative Bob McGuire and the Communications Department for their help in bringing this to fruition.

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)

LTB 369/21

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RMPFS IR FRAMEWORK AGREEMENT

Further to the National briefing earlier this week, Branches should be aware the Ballot for the above agreement will commence on Tuesday the 7^th of September 2021 and will close on Tuesday the 21^st of September 2021.

The Ballot papers will be sent to Branches electronically and the number of members in each Branch will be included on the Ballot paper.

The agreement has the endorsement of the Postal Executive and we would urge all Branches to participate in the Ballot.

Any queries to the content of the above should contact the Outdoor department quoting reference 120 email address njones@cwu.org or the PTCS department quoting reference 320 email address khay@cwu.org

Yours sincerely,

Carl Maden                                                           

Assistant Secretary                      

Mark Baulch

Assistant Secretary

LTB 365/21 – RMPFS IR Framework Agreement

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The Highway Code Revisions And Updates:

Introduction

The Highway Code undergoes regular revisions and with over two thirds of CWU members driving as part or all of their job plus the majority driving to/from work, it’s important to be aware of the latest version of the Highway Code book. While some revisions may be moderate, others will cover changes to important laws such as drink driving limits, and safety regulations.

Background – Highway Code For England, Scotland And Wales.

The Highway Code first appeared in 1931 and has been updated as vehicles, driving practices and laws have changed. The Highway Code UK covers England, Scotland and Wales. The aim of The Highway Code is to make the roads safer for everyone. The Official DVSA Highway Code can be browsed on line here:- https://www.gov.uk/browse/driving/highway-code-road-safety and the booklet can purchased online from the DVSA for £2.50 here:-https://www.safedrivingforlife.info/shop/official-dvsa-highway-code/ It can also be purchased from many online retailers and most bookshops.

The Highway Code For Northern Ireland

There is a separate edition for Northern Ireland. On the NI Direct Website is a complete pdf version of The Highway Code (NI) that can be downloaded, as well as its individual sections. The link is:- https://www.nidirect.gov.uk/articles/highway-code

The Highway Code Book (Summary)

The Highway Code Book is broken down into specific sections for different road users and instances:

• Rules for pedestrians.General guidance for people on foot, including how to cross the road, understanding different types of crossings and how to use them.
• Rules for powered wheelchairs and mobility scooters.Covers which types of mobility vehicles can be used on the road as well as on the pavement, and the rules to follow in each case.
• Rules about animals.For people using horses and horse-drawn vehicles, as well as people with dogs and other animals.
• Rules for cyclists.Laws for cyclists to follow, including how to handle junctions and roundabouts.
• Rules for motorcyclists.Covering legal requirements such as helmets and other safety issues, carrying passengers and driving at night.
• Rules for drivers and motorcyclists.Covers rules about vehicle conditions, towing, passenger safety, drink driving and more.
• General rules for all drivers and riders.Covers general rules and guidance, including signalling, stopping, speed limits and lane driving.
• Using the road.General rules on how to use the road safely, such as overtaking, junctions, roundabouts and crossings.
• Road users requiring extra care.A special section for especially vulnerable road users such as pedestrians and cyclists.
• Driving in adverse weather conditions.How to handle rain, fog, ice, high winds and storms.
• Waiting and parking.Rules on parking, waiting and parking enforcement.
• Rules on using motorways safely.
• Breakdowns and incidents.What to do in the event of a breakdown or traffic incident.
• Roadworks, level crossings and tramways.Guidance on how to navigate these specialised areas.
• Light signals controlling traffic.Understanding traffic lights, motorway signals and lane control signals.
• Signals to road users.How to signal correctly, and understanding others’ signals.
• Signals by authorised persons.Understanding arm signals from police and other authorised officials.
• Traffic signs.Understanding the myriad signs you’ll encounter on the road.
• Road markings.Helping you understand the different road markings and what they mean.
• Vehicle markings.What various vehicle markings mean, including hazard warning plates.

Those are the main areas. Additional sections give more detail on a range of subjects including penalties, first aid and other forms of guidance. There’s a lot to cover, but it’s important that drivers study it carefully and absorb as much as they can.

The Drink Drive Limit

There are strict alcohol limits for drivers, but it’s impossible to say exactly how many drinks this equals – it’s different for each person. The limits in Scotland are different to the rest of the UK. See below. The golden rule is don’t drink and drive and secondly beware of ‘the morning after effect’.Level of alcoholEngland, Wales and Northern IrelandScotlandMicrograms per 100 millilitres of breath3522Milligrammes per 100 millilitres of blood8050Milligrammes per 100 millilitres of urine10767

The Highway Code And Road Signs

The Highway Code has a large section on traffic signs, and covers the majority of them. There’s a lot of different road signs to remember, some are commonplace (speed limit signs, for example) or self-explanatory (the Stop sign), others are comparatively rare or could seem insignificant unless you know exactly what the symbols and colours mean. However, a full guide to every sign is available in a book entitled ‘Know Your Traffic Signs‘. The Highway Code has a section detailing the signs that give orders, warnings, directions, information, as well as signs you’ll encounter at road works. It’s vital to memorise these as fully as possible, because if you don’t know what to do in response to a road sign it could cause an accident.

The Highway Code And The Law

Some elements of The Highway Code are legal requirements, and breaking these rules is a criminal offence that can be met with a fine, penalty points, loss of driving license or in some cases a prison sentence. Legal requirements are clearly marked with the words MUST or MUST NOT. Other guidelines in The Highway Code are not legally binding, but they will help drivers become safer drivers. Just be aware that if drivers don’t adhere to rules that have advisory wording in them and they are being prosecuted for a driving offence, then The Highway Code can be used against those drivers in court and will be taken seriously by judges.

Penalty Points, Fines And Driving Bans

Full details can be found at:- https://www.gov.uk/browse/driving/penalty-points-fines-bans

The Highway Code Revisions

To regularly monitor updates you can visit Gov.UK’s Highway Code updates page:- https://www.gov.uk/guidance/the-highway-code/updates Attached find a list of revisions with some details for the period 2015-2021. The full details can be found on the Gov.UK’s Highway Code updates page at the above link.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 367/21 – The Highway Code Revisions and Updates

Att: The Highway Code Updates – 2015-2021

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Virtual Special General Conference 2021 – Sunday 7^th– Tuesday 9^th November 2021

Further to LTB 344/21 which provided procedural information on the above Conference, including notice of the closing date for the submission of motions to the Virtual Special Conference 2021 of noon on Monday 13^th September 2021.

Please note that following discussions between the General Secretary and the Standing Orders Committee that the closing date has now been extended to noon on 15^thSeptember 2021.

Any enquires regarding this matter should be addressed to the Standing Orders Committee on conferences@cwu.org 

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 366/21

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CWU Accounts 2020

Please find attached the Financial Statement required by Section 32A of the Trade Union and Labour Relations (Consolidation) Act 1992 as amended, for the period 1^st January to 31^stDecember 2020. 

Please can you ensure that this information is brought to the attention of the members of your Branch.

Also attached are the details of the monies that make up Branch Funds and including Regions.  The attached document lists each Branch with the brought forward balance from 2019 and the closing balance for 2020.  This demonstrates the movement in each account for the financial year 2020.

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

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 364/21

Att: Statement 32A 2020

Att: Statement 32A 2020 Auditors Report

Att: 2020 Branch Funds Year End Figures

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Three Important Environmental Reports Released:

Three important Environmental Reports on Green issues have been recently published in the UK.

Green Jobs Task Force Report

First is the ‘Green Jobs Task Force Report’.

This report is to government, industry and the skills sector.  The GJTF, comprising of members from industry, academia, trade unions and the education and skills sector, was convened to advise government on the skills and training requirements for the green workforce of the future.

The report stresses the urgency of the need to tackle climate change which has become increasingly apparent and across the globe popular support for action is growing. In parallel, the potential economic opportunities of the transition to a low carbon economy are becoming clearer, with domestic and global markets in low carbon technologies estimated to be worth billions of pounds to the UK economy over the coming decades. All sectors of the UK will go through a transformation on the journey to net zero and this will impact the workers and communities they sustain.

The report states that the transformation is well underway. Across the UK there are already over 410,000 jobs in low carbon businesses and their supply chains, with turnover estimated at £42.6 billion in 2019, and the value of goods and services exported by UK low carbon businesses exceeding £7 billion.

Last year, in the wake of the Covid-19 pandemic, the government set out its Ten Point Plan for a Green Industrial Revolution. This plan will support up to 250,000 green jobs in 2030, by seeking to develop long-term advantage for the UK in new low carbon sectors. Investments in these sectors are expected to drive funding and jobs across the UK, from electric vehicle manufacture in the midlands, to construction and installation of offshore wind farms around the coast and the retrofitting of homes across the country.

However, the UK can go much further the report adds. The government has set an ambition for two million green jobs in the UK by 2030. The Green Jobs Taskforce was announced as part of the Ten Point Plan, bringing together industry, academia, trade unions and the skills sector, to independently advise the government, industry and the skills sector on how the UK can deliver this ambition and support our industries and workers in this transition. The Taskforce worked between November 2020 and July 2021. This report sets out its key findings and recommendations.

The Greener Jobs Alliance plan to devote a special edition of the GJA newsletter to publish views on various aspects of the report.

Full Report 

A copy of the Green Jobs Task Force Report is attached.

Decarbonising Transport – A Better Greener Britain

This report has been produced by the Department for Transport.

With the climate impact of transport, particularly cars and aeroplanes, extremely high profile in climate debates, it is clear that radical action is needed to transform how we travel (and how much).

The Report states that the UK is a climate leader: the first major economy to set legally binding carbon budgets, amounts by which greenhouse gas emissions must come down, and by when. The UK was the first major economy to legislate to end its contribution to climate change. By law the UK’s emissions must now be net zero by 2050.

The Report covers the UK’s ambitious roads programme, reflecting on the fact that in any imaginable circumstances the clear majority of longer journeys, passenger, and freight, will be made by road; and that rural, remote areas will always depend more heavily on roads. That is why the plan to decarbonise motor transport, the most ambitious of any major country, is so vital. In November, the UK announced that new diesel and petrol cars and vans would no longer be sold from 2030, and that all new cars and vans must be fully zero emission at the tailpipe from 2035, a plan that is only possible now the UK is no longer a member of the EU. Alongside this document, the UK has published a consultation on ending the sale of all non-zero emission HGVs from 2040, with lighter HGVs from 2035. There will be  consultation on setting phase out dates for all non-zero emission road vehicles, with 2040 as a backstop, setting a path to a time when every vehicle on the roads will be zero emission.

The Report adds that the UK has committed to including international aviation, and shipping, in the Sixth Carbon Budget, and proposes to set a high-ambition CO2 emissions reduction trajectory for it from 2025 to 2050 against which progress will be measured. A ‘Jet Zero’ consultation, published alongside this plan, sets out how in more detail. And a ‘Jet Zero Council’ will build on British leadership in sustainable aviation fuels to deliver truly guilt-free flying. The UK is already the home of the world’s first hydrogen aircraft and the UK has set the nation’s objective of flying the first zero emission flight across the Atlantic.

Objectives in the Report:

• Increasing cycling and walking
• Decarbonising the railways
• Zero emission buses and coaches
• A zero emission fleet of cars, vans, motorcycles, and scooters
• Accelerating maritime decarbonisation
• Accelerating aviation decarbonisation
• Delivering a zero emission freight and logistics sector
• Maximising the benefits of sustainable low carbon fuels
• Delivering decarbonisation through places
• Hydrogen’s role in a decarbonised transport system
• Future transport – more choice, better efficiency
• Supporting UK research and development as a decarbonisation enabler

Full Report 

A copy of the Decarbonising Transport A Better Greener Britain Report is attached.

Fairness and Opportunity – A People Plan For The Green Transition

This new Report has been produced by the Institute for Public Policy Research for the Environmental Justice Commission.

The Environmental Justice Commission was established in May 2019 in recognition that action to address the accelerating climate and nature emergencies can be about more than staving off the worst; it can be about imagining a better world which can be built together.

The Report states that realising this vision will require a new approach which understands the inextricable link between addressing the climate and nature crises with the necessary speed and ambition, and simultaneously tackling economic and social injustice. The transformation must be rooted in fairness.

The Report states that a successful transition means that people must be at the heart of the policy making process, and those most affected by change must be the ones to shape it.

This final Report of the Environmental Justice Commission sets out a vision for the future of the UK. Part one defines the shifts needed in the UK’s approach to addressing the climate and nature crises and makes the case for a ‘new social contract’, to deliver a transition that is both rapid and fair. Part two, in five chapters, outlines the practical steps proposed by the EJC. Each contains proposals on what the EJC think needs to be done, when and by whom.

Full Report 

A copy of the Fairness And Opportunity Report is attached.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 363/21 – Three Important Environmental Reports Released

Att: GJTF Report

Att:Decarbonising Transport A Better Greener Britain

Att: Fairness and Opportunity Part 1

Att: Fairness and Opportunity Part 2

Att: Fairness and Opportunity References and Appendices

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JOINT STATEMENT BETWEEN ROYAL MAIL AND THE CWU COVERING THE DEPLOYMENT PROGRAMME FOR PARCEL SORTING MACHINES WITHIN THE MAIL CENTRE ESTATE/RDC ESTATE

Branches will be aware of the drive to increase Parcel Automation levels within the Mail Centre Network.  20 PSM’s have been deployed across 16 Mail Centres and the business have committed to a further program of deployment in phases taking the number to 33 within the next 2 years.

This is not an end state number and the expectation remains that the final deployment plan will see Parcel Automation introduced at all current Mail Centre sites.

The next phase (2A) is now ready to commence after a short delay and involves the deployment of four PSM’s at:

1. Chester MC
2. Medway MC
3. Nottingham MC
4. Tyneside MC

These machines are a different specification from previous deployments and have been designed with a smaller footprint for Mail Centres with less available floor space.  The changed layout requires the addition of an additional operator.

Attached for the information of Branches and Representatives is a Joint Statement covering the Phase 2A PSM deployment.  The Joint Statement reaffirms that the terms of the 2018 PSM Deployment agreement will continue to apply to this deployment and it is attached as an Annexe to the Joint Statement.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.orgquoting reference 732.01.

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 359/21

Att: Joint Statement PSM Deployment 27.08.21

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Election of: Capita Territorial and Substitute Territorial Representatives (TVL Contract) – 2021

Further to LTB 337/21 dated 13^thAugust 2021 at the close of nominations today, the following have been received:

NORTHERN TERRITORYCapita Representative* Ballot RequiredBryan CossarGlasgow & District AmalRobert FerrierGlasgow & District AmalCapita Substitute Representative* Ballot RequiredGraham PlluGlasgow District AmalWilhelmus Van MierloGlasgow District Amal

SOUTHERN TERRITORYCapita RepresentativeTrevor ClarkLondon Phoenix Branch*ElectedCapita Substitute RepresentativeNo Nominations Received

The timetable for the ballot is as follows:

Ballot Papers Despatched:  8^thSeptember 2021

Ballot Closes:  22^nd September 2021 (First Post)

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

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 362/21

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POST OFFICE: CROWN VR PROGRAMME – PHASE 2

Further to LTB 351/21 dated 20th August.

As previously indicated we were due to meet with Post Office management to discuss further VRs to be offered under Phase 2.  This has transpired and an agreed way forward has been jointly determined.

In keeping with Phase 1 the primary emphasis was to review those Crowns which had seen the highest level of customer decline since the start of the pandemic.  Consequently, we have now agreed to a further 24 VR offers from across 19 Crowns.  These VR offers will be made from tomorrow and impacts on 8 full-time and 24 part-time members.  All VR offers have been made in accordance with MTSF and in strict seniority order.  A list of the 19 Crowns is attached.

When combining Phase 1 and 2, this provides in total for 66 VR offers from 38 Crowns.  This overall number is important as we have agreed to a maximum of 120 VRs across the Crown Network.  Accordingly, it should be noted that we have agreed there will be no further VRs taking place this side of Christmas.  We will however continue to jointly review the situation with the aim of identifying where there are opportunities for further VR offers for headcount reduction post-Christmas.

In regards to the above, we are communicating these developments via three Joint Statements agreed as follows:

• Joint Statement 1 is aimed Crowns where NO VR offers are being made at either Phase 1 or 2
• Joint Statement 2 is specifically directed at the original 19 Crowns who formed Phase 1
• Joint Statement 3 impacts solely on the 19 Phase 2 Crowns with VR offers being made tomorrow

All of the above arrangements and details have been shared with our full-time Reps who will now start to make arrangements for the construction of new duties to be introduced simultaneously to the VRs.

Further developments will be reported.

Yours sincerely

Andy Furey

Assistant Secretary

LTB 361/21 – Post Office – Crown VR Programme – Phase 2

Attachment 1 to LTB 361/21

Attachment 2 to LTB 361/21

Attachment 3 to LTB 361/21

Attachment 4 to LTB 361/21

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