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

Nominations are invited from Branches with Members in the respective Capita Territories for the following Capita Territorial Representative & Substitute positions;

• Northern Territory
• Southern Territory

The term of office for the above positions is two years and the successful candidates will take up office on 23^rd September 2021.

A Nomination form is attached to this LTB. If additional forms are required they are available on request from the Senior Deputy General Secretary Department. Completed forms which must be signed by the Branch Secretary and Branch Chair or accredited deputies and the nominee, should be returned to Tony Kearns, Senior Deputy General Secretary, on the following email elections@cwu.org by 1^stSeptember 2021 (14:00).

The timetable for the election is as follows:

Nominations Open:                      16 August 2021

Nominations Close:                      1 September 2021 (14:00)

Ballot Papers Despatched:          8 September 2021

Ballot Close:                                   22 September 2021 (First Post)

If Ballots are required, these will be conducted on an individual member ballot basis of the relevant eligible CWU members and will be conducted in accordance with the election guidelines for CWU Senior Regional/Field officials, a copy of the guidelines are attached for your information.

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 337/21

Election Guidelines

Nomination Form

Nomination Form (Substitute)

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Re: RM Property and Facilities Solutions Ltd and CWU Recognition & Industrial Relations Framework Agreement
National Briefing : Tuesday 31st August 2021

As advised in LTB 335/21 arrangements are being made to hold a National Briefing on Tuesday the 31st of August 2021 to discuss the above agreement.

The briefing will commence at 10.30 a.m. and will conclude no later than 13.30 p.m. and will be conducted via Zoom conference call.

Representatives should use the following link in order to access and attend the briefing.
https://cwu-org.zoom.us/j/88578457321?pwd=dGxFbGdyY3lIelRZd05BSUVLZDlOdz09

Meeting ID: 885 7845 7321
Passcode: 341074

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Meeting ID: 885 7845 7321
Passcode: 341074

The following representatives are invited to attend the briefing

Up to two Branch Representatives
One Divisional Representative per Division
National RMPFS Representatives
Regional Representatives – Engineering
Regional Representatives – Cleaning
Parcelforce Regional Organisers
RMPFS Admin Representative

Branches will be aware the Agreement and associated documents were attached to LTB 335/21 and any Branch requiring further copies should contact the e-mail address below.

A full explanation and a Q & A session will be given at the briefing to enable Branches to consult with their members. It will be our intention following the briefing to conduct a branch ballot of all affected branches, details of which will be given at the briefing along with the publication of a further LTB.

Any enquiries regarding the content of this LTB should be addressed to the PTS Department quoting ref 320 e-mail address khay@cwu.org or to the Outdoor Department quoting ref 120 e-mail address outdoorsecretary@cwu.org

Yours sincerely          
                             
Carl Maden                                          
Assistant Secretary

Yours sincerely

Mark Baulch
Assistant Secretary

LTB 336/21 – ERRATA

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RMPFSL IR Framework Agreement

We are pleased to report to Branches, that following long months of persistent negotiations, we have reached agreement on a new IR Framework for RMPFSL having sought to achieve the policies arising from the Policy Forum of September 20^th2018.

The instruction from the Forum was largely to protect the current level of representation for our Engineer/ Technical Services Members and to ensure that our Cleaning Members benefitted from a new relationship with our CWU Representatives in RMG and to enhance their involvement with the Local and Area CWU Reps regarding daily issues. We believe this is a key factor in improving the representation for our cleaning members and the support which they receive.

Both of the above aims have been accomplished.

Policies at the Forum included the following: 

RECOMMENDATION:

That the broad approach of retaining representation for technical grades based on the existing representative structure, whilst utilising the appropriate Royal Mail Group representative for representation of cleaners at the local/regional level be endorsed.

RECOMMENDATION:    That the ROMEC IR Framework Agreement be updated and revised in line with the changes in RMPFSL and the wider business, the revised agreement to include access to mediation on the same basis as agreed in Royal Mail as part of the Agenda for Growth Agreement.

Please see below the ‘carried’ Recommendations –  12 and 13 for your information:RECOMMENDATION 12: 

CARRIED AS AMENDED That the broad approach of retaining representation for technical grades based on the existing representative structure whilst utilising the appropriate Royal Mail Group representative for representation of cleaners at the local/regional level be endorsed. COMPOSITE AMENDMENT 

Add to end of Recommendation 12: 

Section 6 

Paragraph 5 – Sentence 4 

After Royal Mail Divisional Representative add three RMPFS

Regional Representatives one North, one South, one West.

Nottingham and District Amal 

South Midlands Postal 

COMPOSITE AMENDMENT 

Add to end of Recommendation 12: 

Section 6 

Paragraph 5 – Sentence 7 

Insert after the sentence: “would be undertaken by two national

cleaning representatives” Insert: “Which would be elected from

within the cleaning structure of the Royal Mail Property & Facilities

Solutions CWU representatives”.

South East Wales Amal 

Glasgow & District Amal RECOMMENDATION 13: 

CARRIED AS AMENDED That the ROMEC IR Framework Agreement be updated and revised in line with the changes in RMPFSL and the wider business, the revised agreement to include access to mediation on the same basis as agreed in Royal Mail as part of the Agenda for Growth Agreement. Add to end of Recommendation 13: 

There should be Joint CWU Reps/RMPFS management training in current

and future agreements, in order for both sides to understand and

use agreements correctly.

London Postal Engineering 

Regrettably, despite continued attempts, CWU could not persuade RMPFSL to increase the National Representatives to two in Cleaning Services, having only utilised one Rep for a good number of years, as they saw no reason for an increase. Additionally, we have now cemented three regional cleaner’s Reps and one National Representative on full time release and with an appropriate level of financial reward for these roles. Accordingly, and for our part of course, we had to measure our position against our desire to also create a financial recompense package for our Senior Field Officials in this part of the company, which we have also achieved.

With regard to Engineering National Representatives, the company were of a similar view insomuch as they did not agree that two positions were warranted, and were holding out on that issue for the last six months.   Royal Mail were repeatedly quoting that the whole agreement rested on that element alone and notwithstanding that position, the negotiators held firm and maintained the two National Representatives in Engineering

FINAL STRUCTURES

Engineering:

2 National Reps (Full-time Release)

8 Regional Reps (Ad-Hoc Release)

Cleaning

1 National Rep (Full-time Release)

3 Regional Reps (Full-time Release)

RMG Area & Local Reps as required

A separate remuneration package has been agreed for National and Regional Cleaning Representatives, which was the absolute best that could be accomplished through negotiations after many months, including countless and thwarted proposals from our side, despite the sometimes bigoted attitude toward our Cleaning members from senior management. CWU have also convinced the company to invest in re-training and upskilling programmes for our Representatives on an ongoing basis, in order to ensure that these particular Representatives command the respect that a senior Field Official position deserves and their roles enhanced.

For our Engineering Representatives, it has been agreed that nobody shall be financially disadvantaged as result of holding these positions.

For all our Regional and National Representatives in RMPFSL, mobile phones, laptops and all travel expenses (whilst on Industrial Relations activities) has also been maintained, where travel is not provided.

Summary

After a series of difficult discussions with the company re-structuring at all levels, we believe that we have been able to achieve what we set out to do exceptionally well, under difficult circumstances.  Not only have we sustained, but enhanced the level of representation for our members in RMPFSL and in particular in Cleaning, as once again, our members will hopefully feel part of the CWU family after many years in isolation in many locations.

Please note: CWU are in the process of arranging a National Briefing and the details of this will be published in a further LTB that will be circulated in the next couple of working days.

Any queries to the content of the above please contact the Outdoor Department reference 120 email address: njones@cwu.org or the PTCS Department reference 320 email address: khay@cwu.org

Yours sincerely,

Mark Baulch                                                                                     

CWU Assistant Secretary

Alan Tate                                                         

CWU Assistant Secretary (Acting)

LTB 335-21 – RMPFSL IR Framework Agreement – 12.08.21

Att: IR Framework – PFSL CWU

Att: National CWU Representative Roles & Responsibilities

Att: Regional CWU Representative Roles & Responsibilities

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2021 NATIONAL YOUNG WORKERS’ EDUCATION EVENT, 22-24 OCTOBER, NEWCASTLE

The purpose of this LTB is to invite and encourage Branches to send delegates to this year’s National Young Workers’ Education Event, which will take place over the weekend of Friday 22^nd October through to Sunday 24^th October and will be held at The County Hotel in Newcastle.

This weekend will be the first in-person event held for the Young Workers since January 2020 and it is important that all Branches use their best endeavours to send a delegate. We will be working with our Regional Secretaries to maximise attendance. The event will start promptly at 6pm on Friday 22^nd October (although delegates will be welcome to check into the hotel from 3pm) and will end at lunchtime on Sunday 24^th October. A full agenda will be issued nearer the time.

In consultation with the management of the venue, we will ensure that the event is arranged with all necessary Covid precautions in place.  The health and safety aspects have been fully discussed with the Young Workers’ Committee and further guidance will be issued on this in due course.  However, ultimately, it will be a matter for individuals to decide whether they are happy to take part in the event in person.

The arrangements for the cost of delegates will be in line with the process that has been used for many years, albeit reflective of current pricing.  The cost for Branches to send a delegate will be £300 and includes two nights’ bed and breakfast accommodation (The County Hotel, Neville St, Newcastle upon Tyne, NE1 5DF) as well as all activities, buffet lunches and dinners.

For more information and to secure places for the weekend, Branches should email delegate names to Lauren Townsend at: rodept@cwu.org as soon as possible.

Yours sincerely,

Dave Ward

General Secretary

LTB 334/21 – National Young Workers’ Education Event, 22-24 October, Newcastle

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COVID-19 ‘CLOSE-CONTACT’ SELF-ISOLATION RULE CHANGES

Introduction

The UK Government for England and devolved administrations of Scotland and Wales have announced changes to the rules and regulations regarding self-isolation when individuals are identified by NHS Test and Trace as being a “close contact” of a positive Covid-19 case.

The changes take place from the following dates:

• Wales from 7 August 2021
• Scotland from 9 August 2021 
• England from 16 August 2021

Royal Mail Group have today issued a communication on the rule changes and self-isolation flow charts for England, Wales and Scotland.

An announcement from Northern Ireland is awaited. A copy of the communication and flow charts are attached. 

In short – as long as an individual has no symptoms, is a fully vaccinated adult (having had the two vaccinations – ‘double-jabbed’) or is under-18, they will no longer have to self-isolate if they are identified as a close contact of someone with Covid-19. Instead, PCR tests will be used to test if someone is positive although the guidance is slightly different across the UK nations.

Information on accessing a PCR test is available at this Gov.UK Link:

https://www.gov.uk/get-coronavirus-test#:~:text=You%20can%20order%20a%20PCR,a%20PCR%20test%20appointment

Summary of changes (See Attached Flowcharts for England, Wales & Scotland) 

Wales from 7 August 2021 and England from 16 August 2021

You do not need to self-isolate as a close contact of a confirmed case if you meet all of the following criteria:

• you are fully vaccinated and 14 days have passed since your second vaccination. Young people under 18 and are exempt under the new rules.
• you take a PCR test as soon as possible (you can remain in work while awaiting the result of the PCR test).
• you do not develop Covid-19 symptoms. If symptoms develop at any stage, you must self-isolate immediately and book a PCR test, in line with existing arrangements.

Scotland from 9 August 2021 

You do not need to self-isolate as a close contact if you meet all of the following criteria:

• you are fully vaccinated and 14 days have passed since your second dose of vaccination. Young people under the age of 17 will also be able to end self-isolation if they test negative, while those under five years old will be “encouraged” but not required to take a test.
• you have had a negative PCR test since being advised to isolate as a close contact. (You must remain in self-isolation while awaiting the result of the PCR test). 
• you do not develop Covid-19 symptoms. If symptoms develop at any stage, you must self-isolate immediately and book a PCR test, in line with existing arrangements.

Northern Ireland 

We await the outcome of the review on 12 August 2021. 

FAQs 

• What if I have had one or no vaccinations? 

You should continue to self-isolate for 10 days and request a test if you get symptoms.

• What if I have symptoms of Covid-19? 

You should self-isolate and request a PCR test as usual.

• What if I test positive for Covid-19? 

You should self-isolate for at least 10 days and can return to work if you feel well enough after 10 days.

• What if I am already self-isolating? 

If you are already within the 10-day self-isolation period, then you should continue to self-isolate for the full 10 days. 

Attachments:

• RMG Communication on new Self-Isolation Rules.
• Self-Isolation Flow Charts for England, Wales and Scotland.

Yours Sincerely 

Dave Joyce

National Health, Safety & Environment Officer

LTB 333/21

Self-Isolation Rule Changes RMG Int.Com 11.08.21

Close Contact Self Isolation Flow Charts (Eng.Wales&Scot)

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ROYAL MAIL: LA GRADES IN LOGISTICS AND NETWORK –

ANNUAL BONUS PAYMENTS 2020/21

Further to LTB308/21 dated 28^th July, Branches are advised that we have reached an agreement with Royal Mail to pay the following annual bonus payment to LA grade members in Logistics and Network:

• £551 (84.8% from a potential of £650)

This payment, which is pro-rata for part-timers, will be made with August salaries.

I am sure our members will be pleased that Royal Mail has recognised the hard work and commitment they have demonstrated during 2020/21 in what has been an exceptionally challenging year.

If you have any questions in relation to this LTB, please contact Lea Sheridan – lsheridan@cwu.org.

Yours sincerely

Andy Furey                             

Assistant Secretary      

LTB 332/21 – Royal Mail – LA Grades in Logistics and Network – Annual Bonus Payments 2020-21

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Royal Mail Group the Pathway to Change – Terms of Reference for Joint Pro-active Culture Reviews and Interventions

Branches will recall the joint commitments contained within both the Four Pillars and Pathway to Change national agreements, to improve culture and the working environment within Royal Mail Group.

Harnessing the trust and appreciation on the doorstep gained by our members, particularly through Covid, has to be mirrored in the workplace, through improving culture and the local relationships. It is this measure that will have the most significance on our future success and therefore this work continues to remain at the top of the agenda for the Postal Executive.

Branches will be aware that there are a number of components to building trust, improving culture and the working environment. Whilst this will not occur overnight, the Main Culture Negotiating Group, as well as the sub-groups dealing with uniform, tools and equipment, health and well-being and the working environment, have continued to meet since the Pathway to Change Agreement was endorsed in February 2021.

In order to supplement this mutual interest activity and to illustrate that there are no units too difficult to be involved in our quest to improve culture, a number of joint visits have been conducted between the CEO and myself to workplaces that historically have been seen as high profile in terms of difficult industrial relations.

Recently, both Bridgwater and Whitechapel delivery units have had joint IR/ER reviews conducted for the Union by Postal Executive members Tony Bouch and Katrina Quirke respectively. Whilst there is still much to be done in both of the workplaces, good progress has been made and it has become apparent that there are some aspects of the joint activity that may be useful to adopt elsewhere.

Talks have been held with the Business around the possibility of conducting a trial, with finite timelines, of pro-active culture reviews and interventions. I am pleased to announce that the Postal Executive have recognised the is merit in this joint mutual interest activity and have now agreed the attached Terms of Reference based on the national trial agreement and the defined success criteria.

As a part of this initial joint trial, the work at Bridgwater and Whitechapel PDOs will be assessed. If seen as successful, those same aspects will also be extended to three additional units – Leeds VOC, Leyburn DO and Ware DO. Mahmood Ali will oversee the trial on behalf of the DGS(P) Department, due to commence in mid-August, with a full formal joint evaluation held during the week commencing 18^th September 2021.

Following this, the Postal Executive and the Main Culture Negotiating Group will be jointly briefed to detail the progress made in each of the trial locations, against the outputs from both the listening session and the action plan. At this time, consideration will also be given as to how each unit has fared against the agreed success criteria.

Branches and Representatives will recognise that the culture of a unit is not just determined by the volume of ‘flashpoints’ and ‘ballot requests’. A terrible culture may also exist and remain undetected, particularly in units not always seen as high profile in the industrial relations sense. The outputs from this trial, together with the results of the Trust Survey will help to structure a final agreed package of nationally agreed measures, that can be used for joint pro-active intervention work and be moulded to suit the local circumstances in an increased number of agreed units.

Branches will also be aware that our desire to improve workplace culture was never going to be easy, but it is vitally important that momentum is not lost. The need to make improvements to culture has been raised over the last few years during National and Branch meetings, as well as at the Divisional and Regional briefings, and continues to attract the most feedback. This is not an issue that we are going to let drift away and we will strive to agree further join activity until we have succeeded in making Royal Mail Group a place that you would recommend as a place to work to your family and friends. This mutual interest trial activity is another joint initiative that will help us meet that aim.

I would also like to encourage all Branches and Reps to be pro-active in challenging poor culture by resolving such cases with positive interventions and support in the first instance or by highlighting them through our field structures when resistance is met. Culture and trust must be a priority for us all.

Further developments will be reported in due course. 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 331/21 – Royal Mail Group the Pathway to Change – Terms of Reference for…

LTB 331/21 – Attachment 1

LTB 331/21 – Attachment 2

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Postal Department Industrial Training Update

Further to LTB 370/20 that was circulated on 10^th July 2020, Branches are advised that numerous meetings of the Postal Department Education and Training Sub-committee have been held in order to assess the ongoing industrial training requirements.  In particular, the continually evolving situation regarding the Covid pandemic has had to be considered and it has been important to adopt a measured approach.

Branches will also appreciate that following the endorsement of the Pathway to Change Agreement, the revised Dispute Resolution Process (DRP) has had to be factored into the CWU one day IR Framework course material.  In line with the commitments contained in Section 2.9 of the Pathway to Change national agreement and ongoing negotiations, there is also the possibility that some of the content of the attendance and conduct courses may change in the not too distant future.

As restrictions continue to be lifted around Covid, it is evident that there is a growing demand to move back to some form of face to face classroom tuition although this has to be completed in a manner where everyone feels safe. At a meeting on 9^th August 2021 the Postal Executive endorsed revised course material for the face to face Industrial Relations one-day course as well as the supplementary content of the online teaching material.  As there are also imminent changes to the PFW procedural agreement, once finalised these changes will need to be reflected into a separate one-day CWU course.

The online tuition that was introduced last year was initially well received but it appears that since the turn of the year the full roll-out has been patchy.  This is not surprising given the volume of work that has been associated with the deployment of the Pathway to Change Agreement but if required the amended supplementary video course can also still be used going forward.

The Postal Executive remains conscious of the need to take one step at a time when delivering industrial training and has agreed that the revised face to face IR Framework industrial training course will be initially piloted in the Cleveland Amal and North Wales and the Marches Branches.  This training would be socially distanced and limited in terms of attendance however it will provide an opportunity to assess the viability of the revised course content.  Following this the next steps in relation to a wider roll-out will need to be agreed.

The Executive are conscious that due to Covid the database of industrial tutors needs updating therefore this LTB is also being circulated to confirm that the current tutors are happy to continue to deliver this industrial training and to seek further volunteers. This information should be sent to pharacz@cwu.org by no later than Friday 3^rd September 2021.  Following a successful outcome to the pilot events referenced above it will then be the intention to hold a further Train the Trainer session.

In closing I would like to convey my thanks to the members of the Postal Department Education and Training Sub-Committee for their continued work.  Further updates will be provided in due course.

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 330/21

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Update Of The Lifting Of Covid-19 Lockdown Restrictions In Wales Regarding Shared Vans, Face Coverings And Social Distancing

Branches will be aware that LTB 327/21 provided an update in respect of the lifting of Covid-19 lockdown restrictions in RMG.  At the time of issue, an announcement was still to be made in relation to arrangements for Wales.

That announcement has now been made and the attached RMG communication provides an update in respect of the following:

The position in Wales has now been confirmed by the Welsh First Minister as follows, effective from 7th August 2021.

In line with the approach used in England and Scotland, the legal lockdown restrictions, regarding social distancing have been lifted enabling a return to permitted shared vans in RMG Wales .

• Therefore, fully in line with the terms of the RMG/CWU Joint Statement of 20 July, Royal Mail Group and the CWU will adopt a gradual approach to the return to shared vans and LGVs, Managers in full consultation with CWU Area and Workplace Safety Reps, Delivery Reps and Distribution Reps, ensuring safe working instructions are applied and further infections are minimised. Both Managers and CWU Reps should commence discussions on Wednesday 11 August, based on the joint statement with a gradual re-introduction of shared vans and LGVs, dealing with any practical, operational and safety issues plus recognising any individual circumstances. Special consideration should be given to any Covid-19 high impact Offices. 
• Face coverings remain mandatory in Royal Mail Group in Wales. 

All changes will be undertaken in line with the principles contained in the Joint Statement issued via LTB 301/21, which ensures that a correct and supportive approach is adopted in all workplaces, which includes an agreed process for all the safety, operational, and individuals’ concerns and issues are being dealt with and resolved. Royal Mail Group and the CWU will adopt a gradual approach which aims to ensure that this will minimise further infections of the virus and any harm to the health of the workforce – maintaining our joint ‘safety first’ philosophy.

Both parties will continue to meet weekly at National level and review the measures outlined above in order to monitor arrangements.  This will include the monitoring of any local trends and increases in the spread of the virus and seeking to resolve any operational or individual issues that may be raised by either party.

Any queries to the content of the above please contact:

Deliveries/Collections: Outdoor Department reference 600, email address: njones@cwu.org

Processing/Distribution/Parcelforce: Davie Robertson, Assistant Secretary email: dwyatt@cwu.org, ref: 014.14

Yours sincerely  

Mark Baulch
CWU Assistant Secretary                   

Davie Robertson
CWU Assistant Secretary

Dave Joyce

National Health, Safety & Environment Officer

Health, Safety & Environment Dept.

LTB 329/21

Joint Comms – Lifting of Covid-19 lockdown restrictions in Wales – 10 Aug 2021

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Pension Salary Exchange Guidelines

Branches will recall the introduction of Pension Salary Exchange (PSE) at the start of August 2015, which was supported by the CWU.  It continues to cause confusion in the field with many enquiries still being received by the Department since its introduction.  The following guidelines are reproduced to assist Branches and members in understanding how PSE works and the potential advantages of taking part in it.  PSE introduced a way for eligible employees, who pay National Insurance Contributions (NICs), to increase the amount of money they take home each week or month without changing their pensionable pay, the overall level of contributions made to their pension or the RM benefits they receive.  By changing the way pension contributions are made, eligible employees who are enrolled into PSE can make a saving on their NICs.  This resulted in an increase in take-home pay, also known as net pay, equal to the NICs that would otherwise have been made on your pension contribution, with RM also paying a lower level of NIC.

If you are a member of the Royal Mail Pension Plan (RMPP) or the Royal Mail Defined Contribution Plan (RMDCP) you would have been automatically enrolled to take part in PSE from the launch date.  However, it is important to note that the following conditions should be clearly understood when claiming PSE, which must also meet certain thresholds.

Two checks are performed each time payroll is run to determine whether or not members of a Royal Mail pension plan are eligible to participate in PSE. The first confirms that the individual’s pay has not fallen below the participation threshold of £10,000 per annum (approx. £192 per week) and the second check confirms that the National Minimum Wage (NMW) threshold has been met.

The NMW rates from April 2021 are shown below:Age 23 & above£8.91Age 21 to 22£8.36Age 18 to 20£6.56Under 18£4.62Apprentice£4.30

Due to the rules of NMW, this check is carried out on pay that relates to the specific pay period only i.e. weekly or monthly. For someone receiving overtime, the check is calculated based on when the overtime was worked – not when it is paid.  Therefore, any overtime that is paid in the current week, which was worked in a previous week, is not included in the NMW check for PSE for the current week.  Instead, a reassessment of the week during which that the overtime was worked will also be carried out to check that the new overtime does not affect the check completed in the week it was worked, for example:

 Week 1 – employee does not receive overtime payment, employee works overtime.

Week 2 – employee receives payment for overtime worked during Week 1.

• In Week 1 the NMW check is carried out based on the earnings received that week;
• In Week 2 the NMW check (for Week 2) does not include the overtime (as this was worked in Week 1);
• A reassessment of Week 1 is also carried out to now include the overtime worked in Week 1;
• If the reassessment for Week 1, completed in Week 2, shows paying via PSE would breach NMW, the pension amount from Week 1 will be refunded as PSE and deducted as a net deduction instead;
• Assuming the check for Week 1 in Week 2 shows that paying via PSE would not breach NMW, two amounts will appear on the payslip under PSE on the Payments side (the normal deduction for Week 2 and the refund that relates to Week 1 reassessment) and an amount as non-PSE on the Deductions

Pay for NMW and Threshold check = pay relating to that period only, for example:Weekly Basic Pay£453.50RRIS Area 3£20.00Delivery Supplement£16.14Delivery Supplement£10.20£499.84

Hours:Basic38.00hrsOvertime2.17hrs40.17hrs

NMW Check = £8.91/hr

Pay divided by Hours = £12.44 above NMW.

PSE Threshold Check = £192/wk.

If pay for this period is less than £192/wk, less pension deductions, then this will not meet the threshold.Pay£499.84Normal Pension Contribution£28.40AVC£690.00Below Threshold Check-£218.56

 NB– the pension contribution amounts are unaffected by this and the right amount is paid into the pension pot.  It can be confusing when overtime is worked every week as due to the above check an employee could see this type of adjustment regularly.

 Not all the overtime is pensionable – only the Single Standard Pay Rate (SSPR) element is pensionable for RMDCP and RMPP Pensions.  For the P&FS DC Plan, overtime is excluded altogether.

 Participation Threshold Check

 The participation threshold is £192.00 for weekly and £833.00 for monthly pay.  This checks that after pension and Additional Voluntary Contributions (AVCs) have been deducted from the pay received, the amount does not fall below the threshold.  If it does, the pension and AVC will be deducted as net deductions and not PSE.

Commonly, when a member increases the amount of an AVC to a high amount, this will cause the net pay amount to fall below the threshold.  Therefore, the Pension contributions will fail the check and not qualify for PSE in that week.  In the following week, if this is recalculated due to overtime being paid, the employee now does not fail the check, a refund of the original non-PSE deductions is made under the Deductions side of payslip (it shows as a negative amount) and a positive arrears amount as PSE on the Payments side.

Members are encouraged to click on the following link (please ensure you press Ctrl while clicking on it) for further information on the Royal Mail guide to Pension Salary Exchange:

https://www.myroyalmail.com/sites/default/files/document_library/PSE%20brochure_a4%20WEB.pdf

Members are also reminded they can access the Royal Mail Media Library (by pressing Ctrl whilst clicking on the link below) where there are a number of video animations which provide short ‘explainers’ about how the RMPP works and how to understand the annual benefit statement for employees.

https://www.royalmailpensionplan.co.uk/section-ab/media-library

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 328/21

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