National Joint Statement – Resourcing & Recruitment Including the Reintroduction of Postal Apprentices

The Postal Executive are pleased to present to you a very positive Joint Statement that has been agreed with Royal Mail Group.

The Joint Statement seeks to address the previous and very damaging resourcing strategy which has had a very demoralising impact on culture and the operation.  This Joint Statement along with the Average Holiday Pay Agreement seek to address fairness, contracts that reflect the hours actually worked and focus on the next generation of postal workers however it is important to remember where we have come from and genuinely reflect on this positive moment.

Branches, Representatives and members will recall that prior to the Pathway to Change Agreement being concluded and subsequently endorsed by the Postal Membership, the Union and its members were looking at a reduction in operational hourage equivalent to approximately 30,000 – 40,000 FTE.  This was our assessment of a managerial strategy purely focused on decline and with no ambition, a strategy that would have cost thousands of decent jobs, undermined the USO and broke up this great postal service.

No one could have predicted at that time that within a matter of months the Union and Royal Mail Group would set aside their differences and embark on a journey that would see Royal Mail Group employees/CWU members join the ranks of the other key workers in the fight against the Covid pandemic across the whole of the United Kingdom.

Since March 2020, all postal workers have had to adapt and adopt new working arrangements and attendance patterns to collect, process and deliver essential mail and items that were, and remain, crucial to the fight against the ever changing battle against Covid.  In addition, as the USO provider, Royal Mail Group has been able to maintain a postal operation that not only dealt with the unprecedented growth in parcel traffic but which also supported the economic and commercial connectivity so important to our society.

All of the above required a significant investment of both resource and finance however the upside of this activity has been a significant change in the economic fortunes of Royal Mail Group who having been on the edge of becoming a loss making company in the region of £400-£600 million, have now seen a major improvement in the company’s financial position.

The above, coupled with concluding the Pathway to Change Agreement and a completely different managerial ideology, has now placed the company in a position of being able to plan for further growth and the introduction of new products and services.  Therefore, far from reducing headcount, the company can embark on a proactive recruitment campaign as well as the further introduction of approximately 1,000 Postal Apprentices who will lay the foundation for the reintroduction of the Postal Cadet Scheme and the next generation of postal workers.  This is the first agreement for the introduction of Postal Apprentices in our core functions since 2006.

To support the recruitment activity across the UK including the introduction of Postal Apprenticeships, attached for the information of Branches is a National Joint Statement which includes Annexes A, B and C.  It has been reached following consultation and input from the Postal National Officers.  In summary, as well as recommitting to the terms of our existing national agreements, the following commitments have been achieved:

• Resourcing will be predominantly full-time supported by part-time employment;
• Employees will be on permanent contracts unless there is a genuine need for a FTC, the number of which will be monitored and kept under regular joint review;
• All future revision activity will reduce the reliance on agency/casual staff;
• A clear pecking order for recruitment that puts the uplift in part-time contracts up to full-time for those who want it, first.
• Part-time contracts can be reviewed in between the six-month realignment reviews;
• Sunday Delivery and associated work is reaffirmed as voluntary but inventive duty arrangements, such as 3-4 day weeks, can be included in the resourcing mix and selected on a voluntary basis;
• There will be no central block on the recruitment of a full or part-time position where revision activity has justified why the resource is required;
• Any locally agreed recruitment must follow the defined order outlined in the Joint Statement.

I trust that Branches will view the attached Joint Statement as a positive development which will no doubt be a welcome tool for our Representatives in the field to use when undertaking both interim and full revisions and/or any realignment activity going forward.

Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department or appropriate Postal National Officer.

Yours sincerely,

Terry Pullinger

Deputy General Secretary (Postal)

LTB 248-21 National Joint Statement – Resourcing & Recruitment including the Reintroduction of Postal Apprentices

LTB 248-21 Attachment 1 – Joint Statement on Resourcing and Apprentices

LTB 248-21 Attachment 2 – Annex A

LTB 248-21 Attachment 3 – Annex B

LTB 248-21 Attachment 4 – Annex C – Postal Apprentice Remuneration

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Greener Jobs Alliance (GJA) Newsletter No. 32 – May – June 2021

The Greener Jobs Alliance was launched to promote skills training and job creation to meet the needs of Britain’s rapidly growing low carbon sectors and to green the whole economy. The transition to a low carbon and resource efficient economy can drive sustainable economic recovery and job creation in every part of the country as well as making existing jobs more secure. But this requires a more strategic national and local approach to deliver the workforce skills needed and to stimulate demand for clean energy and energy efficiency services.

The Greener Jobs Alliance liaises at a national and local level to build the broadest possible support for the policies, investment, partnerships and commitments needed to drive the transition to a low carbon economy.

The Greener Jobs Alliance liaises with training bodies, colleges, universities, employers, local and national government, trade unions, housing associations, campaign and community groups – to build the policies, investment and partnerships needed to drive the transition to a low carbon economy.

The GJA runs a number of ‘free’ courses on the environment for Trade Union Reps in different parts of the UK which have been attended by a number of CWU Reps.

The GJA came into existence as a result of funding from Battersea and Wandsworth TUC.

The founder GJA Secretary and Newsletter editor was Graham Petersen who is well known to the CWU and has a long standing working relationship with the Union. He is a former TUC Tutor and Course Designer who created Safety Reps training courses and the successful TUC Occupational Health & Safety Diploma Course. He was the head of the Trade Union Studies Centre at South Thames College before retirement from the post and has been a visitor and guest speaker at CWU events and meetings. After 30 Editions, Graham stood down at the GJA AGM on 2 February and has handed over to Paul Atkin as newsletter editor and Tahir Latif as GJA Secretary. Graham remains a GJA Steering Group member and is now working part time for the Wales TUC having recently written a publication for them “Greener workplaces for a just transition – a Wales TUC toolkit for trade unionists”.

The CWU Health, Safety & Environment Department have thanked Graham for his excellent and dedicated work and input over the years on health, safety & environmental issues and campaigning.

See attached copy of the GJA Newsletter No.32 for May-June 2021.

Contents of GJA Newsletter No 32: 

1. Editorial – From G7 to COP
2. Global union movement prepared for COP263
3. Just transition – The scores are in for the UK
4. Aviation and climate change – busting the myths
5. Will Government let Eurostar go bust while bailing out airlines?
6. Union Conference roundup – National Education Union
7. From the Ground Up
8. Fairer Greener Future
9. Support for Tertiary Education from SOS UK
10. Debate: Climate Jobs and Net-Zero
11. Net-Zero. ITUC draft position
12. The stats of the month

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

21LTB247 Greener Jobs Alliance (GJA) Newsletter No. 32 – May – June 2021

GJA-Newsletter-32-May-June2021-FINAL-13-May

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Royal Mail/CWU Joint Statement & Communication on Return To Shared Van Working Arrangements:

This is an important update for Branches, Area Safety Reps and Area Delivery Reps further to the RM/CWU Joint Statement and Communication issued with LTB 237/21 on 11 June 2021.

The Joint Statement made clear that it would be subject to the further Government advice and announcements due on the 14th June as well as the relevant advice from the respective UK Devolved Authorities.

Following the Prime Minister’s announcement on Monday that there will be a delay to the lifting of all legal restrictions on social contact until at least 19 July 2021, further discussions took place with Royal Mail Group on the company’s plans to reintroduce van sharing. Those discussions concluded yesterday evening with agreement that there will be no return to shared vans until 19 July 2021 and that RMG/HQ and CWU/HQ will jointly monitor and review the situation in two weeks’ time.

It has been further agreed that Unit Managers and CWU Area Safety Reps and Area Delivery Reps should utilise the time over the Next four weeks to engage and discuss plans regarding the implementation of shared vans working arrangements in order that a smooth, practical and safe transition back to these arrangements is ready when the time comes.

A new joint communication has been signed confirming the above and reaffirming the contents of the important and detailed joint statement signed and issued on 11 June. Copies of both are attached for your information and attention.

Finally, and also importantly is the added ‘footnote’ to the joint communication being issued this morning making reference to the Royal Mail Group/CWU agreed Workforce Lateral Flow Device Testing Scheme of which both the Employer and Union are urging all Units and all Members to participate in. We would ask all Area and Workplace Reps to support the take up of testing by members whereby the Test Kits are supplied to units for distribution to members in the workplace in order that they can test themselves in the privacy and comfort of their own homes, twice a week and in so doing protect themselves and their work colleagues. To date a number of members with no symptoms have tested positive for Covid-19, so enabling them to self-isolate and seek appropriate treatment whilst helping prevent the Virus spread and potential outbreaks in units amongst their colleague members. A number of Units are not yet participating in the scheme and we would ask that as many Units and members joint in. Please support this.

Yours Sincerely

 Dave Joyce

National Health Safety & Environment Officer

 Mark Baulch

Assistant Secretary Outdoor Postal Department

LTB 246-21 Return To Shared Van Working Arrangements

National Joint Communication Update Van sharing_16 June 2021

Van Sharing Joint Communication.doc 11.06.21  

Joint Statement Return to Van Sharing

Average Pay on Annual Leave (Holiday Pay) in Royal Mail Group

Further to LTB 243/21 circulated on 16^th June 2021, I am pleased to report that the attached Agreement was endorsed by the Postal Executive at a meeting in Birmingham on 9^th June 2021.  This is a National Agreement for Royal Mail Group (excluding PFSL) for average holiday pay for non-contractual overtime.

When considering this Agreement, it is extremely important that Branches do this in the context of our journey to reach this point as opposed to trying to benchmark against cases in other businesses.  Each court case has been settled on its own merit and the definitive issue at the crux of the matter is always what does regular look like in that specific circumstance.  For total clarity, there is no specific definition of what constitutes regular overtime.

Against that backdrop, this historical passage has been ongoing since 2014 when it was reported in LTB 587/14 that a meeting with the company’s senior management team had been arranged to discuss the basis of our claim and to try to reach a settlement.

There was very little case study to consider at this time and the position of the CWU and RMG was widely reported in LTB 064/15 circulated on 2^nd February 2015 along with a draft copy of a letter that was to be sent to members’ home addresses as an insert in the Voice.

The letter provided a comprehensive overview of the situation and also advised members that although the Union was pursuing this matter with the employer on their behalf, it did not prejudice their individual right to take their own course of action.  The Union however would not be able to provide legal advice to individuals who wished to pursue this matter themselves.  It was made clear that meetings with Royal Mail Group were being held and the respective lawyers were in discussions on finalising Employment Tribunal test cases to protect the legal position of CWU members.  Basically we were waiting for legal case study to inform an agreement with RMG.

Whilst the test cases were initially slow to emerge and have built up latterly, they were still based on individual businesses and their particular circumstances, allowing RMG to argue that the issue of regular and reference periods were still indecisive.

Following the carriage of Motion 60 at Postal Conference in 2018, reinvigorating progress in order to force RMG’s hand became our priority.  It was agreed to consult with Branches to find suitable test cases and once identified we would legally support members making an Employment Tribunal claim.

Our ongoing strategy was devised to increase the pressure on the company to reach a collective national agreement.  We therefore embarked on a complex campaign to maximise the number of claimants nationwide.  This moved us to another level by encouraging as many cases to be started as possible in order to form a group claim against the business.  Branches were informed of this strategy in LTB 123/19 that also contained a ten step process and supporting flowchart to assist in processing these claims.

As claims began to be submitted in ever increasing volumes, Royal Mail Group started to make financial offers at the ACAS stage and significant numbers of members benefited from settlements.  The vast majority were part-time delivery members although the process was enacted by members across all functions and most Royal Mail business units.  As their costs began to increase, Royal Mail Group made a decision around October 2019 to stop making offers at ACAS for any claims that were registered after this time.

The focus then became maximising the number of claimants through Branch involvement that would progress to the Employment Tribunal stage.  To supplement this the DGS(P) Department also met with the Legal Services Department and Unionline to make preparations to commence a group claim and identify a number of Lead Claimants.

The situation was complicated as cases in both Scotland and Northern Ireland are subject to a separate legal process from those in England and Wales with the latter cases initially scheduled to be heard at the Bristol Employment Tribunal in April 2020.

Royal Mail Group came back to the negotiating table and a few meetings were held prior to the outbreak of Covid 19. The pandemic however meant that the Tribunal in Bristol was postponed until 21^stJune 2021 although the pre-hearing was held on 2^nd June 2021.  At this time there were 5953 cases in England and Wales that were included in the group action and obviously many more have been registered in Scotland and Northern Ireland.  It is estimated that over 7,000 Employment Tribunal cases have been registered nationwide and this is a testimony to the hard work that our Postal Executive members, Field Officials, Branches and Representatives have put into promoting the issue of average pay on annual leave.

Following the endorsement of the Pathway to Change Agreement on 3^rd February 2021, an approach was made by Matt Newman, the Chief HR Officer RMG to commence dialogue again with the aim of reaching a national agreement prior to the Employment Tribunal in Bristol.  This was an opportunity that had to be taken and negotiations then commenced in earnest and it soon became clear that there was a refreshing approach to the talks that had not previously been evident.

Branches will understand that the key factor in these talks continued to relate to what defined regularity.  Additionally, whilst the European Directive element of holiday pay applies only to the first twenty days of annual leave, it was important to test this point particularly in terms of our part-time members who, in the main, are the group performing the most overtime.  Part-time members in particular have been used as a flexible resource by the business for far too long and this was highlighted during negotiations.  Back pay was also a major issue and in particular the length of the period and the calculation involved.

The Negotiators Agreement represents a major step forward for the Union.  I believe it also reflects the level of commitment from all of our representatives to reach this point.  Branches will see that the following have been achieved:

• An agreed understanding of what constitutes regular overtime.
• An agreed calculation for the payment of holiday pay.
• Defined reference periods for the calculation of regularity.
• All overtime to feature in the calculation once the agreed regularity threshold has been met.
• A process to allow interim and longer term payments to be made.
• Full-time to be paid for the first four weeks of holiday each year.
• Part-time to be paid for all contractual annual leave up to full-time hours with hours above full-time being paid for four weeks.
• Maternity, paternity, SPL or adoption leave for the purposes of the regularity threshold, it is agreed to pro-rate the qualifying period.
• A maximum of two years back pay subject to meeting the regularity threshold.

Our legal advisers believe that achieving recognition for part-timers up to full-time hours to receive average pay for all their contractual hours and the section on maternity, paternity, SPL or adoption leave are major achievements that would not be reached in a courtroom.  Equally despite RMG having given great publicity to the deal they reached with Unite we have achieved a far improved agreement.

In essence for average holiday pay to make a real difference one has to be performing fairly high levels of overtime, which in our industry has always been available.  This Agreement means that anyone performing 8 hrs per month or more throughout the year will receive an average of all overtime worked in their annual leave ‘top up’ payment.

Ideally the DGS(P) Department would have liked to have circulated the proposed agreement before today but had to conclude further discussions concerning obtaining an agreed process for addressing the high volume of individual cases that are actually at the Employment Tribunal stage.  Since the proposed agreement was endorsed by the Postal Executive there have been intense discussions involving the DGS(P) Department, Legal Services, Unionline and our Solicitors with Royal Mail Group and their Legal counterparts.  These talks have resulted in the terms of a draft order being agreed as well as a full supporting legal document for the agreement on holiday pay.  To be clear the draft order allows for:

1. The claims of the lead claimants to be stayed with the final hearing listed on 21^st\ June to be vacated (The lead claimants have all agreed to this).

2. If the proposed agreement is ratified, the Union will then send a letter to all claimants asking how they would like to proceed and whether they now wish to withdraw their claim for holiday pay. Back payments to an individual for arrears of holiday pay will be conditional on withdrawing the Employment Tribunal claim.  There will be a reasonable time-frame for members to return the forms.

3. The Union will then communicate all of the responses received to the Employment Tribunal and not provide legal support and assistance to the remainder.

In order to allow time for communications and a Branch ballot to be enacted, this is a process that had to be agreed and finalised but this does not mean that the Union has given up the cases in the event that the proposed agreement is not ratified.

I am however confident that as over 70,000 of our members perform regular non-contractual overtime this Agreement will be especially welcome and benefit members going forward.  It will also undoubtedly drive the right behaviours in terms of increasing the contractual hours of part-time members.  I have no hesitation in recommending this comprehensive Agreement to Branches and members for acceptance.

A further communication regarding the details and timescales for the Branch ballot will be circulated in due course.

In conclusion, I would like to place on record my thanks and appreciation to all of the Representatives and members who have promoted Union policy in this regard as well as Tony Rupa and the team in the CWU Legal Department, who along with their colleagues from Unionline, have supported the DGS(P) Department throughout the Employment Tribunal application/hearing process and to Ivan Walker, QC for his support and early advice which laid an invaluable foundation on the Union’s approach.

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)

21LTB245 Average Pay on Annual Leave (Holiday Pay) in Royal Mail Group

Attachment to LTB 245-21 Final VERSION AMENDED 160621 Negotiator’s Agreement – public summary of holiday pay deal

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NEC and Industrial Executive Elections 2021 – Voting Entitlement

The purpose of this LTB is to provide Branches with further information regarding the forthcoming NEC, and Industrial Executive ballots which are scheduled to take place from 6 July 2021 to 3 August 2021.

In line with our previous policy we are taking this opportunity to provide some additional guidance on the number of candidates that members will be entitled to vote for in each of the respective ballots.

We hope this will assist Branches in providing advice to their members regarding any recommendations that the branch may wish to make.

Branches will find the full list of nominations for the above elections in the following LTB 234/21 dated 10^th June and LTB 240/21 dated 14^th June 2021.

Listed below are the ballots scheduled to take place in the 2021 series of NEC and IE elections.  Also listed is the relevant member voting entitlement for each particular ballot.

POSTAL CONSTITUENCY

National Executive Council Representatives

Postal Constituency Chair – No ballot required.

Postal Constituency Vice Chair – No ballot required.

Postal Constituency – NEC Section 1

• All members of the Postal Constituency are entitled to vote in this ballot.
• There are 17 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot can be less, but not more than nine. 
• Accordingly Branches will be entitled to recommend up to nine candidates to their members.

Postal Constituency – NEC Section 2               

• All members of the Postal Constituency are entitled to vote in this ballot.
• There are 2 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot is one. 
• Accordingly Branches will be entitled to recommend onecandidate to their members.

Postal Constituency – NEC Section 3 (Young Worker) – No ballot Required.

Postal Constituency – NEC Section 4 (Women) – No ballot required.

Postal Constituency – NEC Section 4 (LGBT+) 

• All members of the Postal Constituency are entitled to vote in this ballot.
• There are 2 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot is one. 
• Accordingly Branches will be entitled to recommend one candidate to their members.

Postal Constituency – NEC Section 4 (Disability) – No ballot required.

Postal Constituency – NEC Section 4 (BAME) 

• All members of the Postal Constituency are entitled to vote in this ballot.
• There are 2 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot is one. 
• Accordingly Branches will be entitled to recommend onecandidate to their members.

Postal Executive Representatives – Postal Grades

• All Postal Grade members of the Postal Constituency are entitled to vote in this ballot.

Please note that members of the Postal Constituency who are Postal & Technical Services grades will not be eligible to vote in this ballot. 

• There are 17 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot can be less, but not more than thirteen.  
• Accordingly Branches with Postal Grade members will be entitled to recommend up to thirteen candidates to their members.

Postal Executive Representatives – Postal & Technical Services Grades – No ballot required.

TELECOMS & FINANCIAL SERVICES CONSTITUENCY

National Executive Council Representatives

T&FS Constituency Chair – No ballot required.

T&FS Constituency Vice Chair  

• All members of the TFS Constituency are entitled to vote in this ballot.
• There are 2 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot is one. 
• Accordingly Branches will be entitled to recommend onecandidate to their members.

T&FS Constituency – NEC Section 1

• All members of the T&FS Constituency are entitled to vote in this ballot.
• There are 5 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot can be less, but not more than four. 
• Accordingly Branches will be entitled to recommend up to four candidates to their members.

T&FS Constituency – NEC Section 2 – No ballot Required.

T&FS Constituency – NEC Section 3 (Young Worker) – No ballot Required.

T&FS Constituency – NEC Section 4 (Women)

• All members of the T&FS Constituency are entitled to vote in this ballot.
• There are 2 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot is one  
• Accordingly Branches will be entitled to recommend one candidate to their members.

T&FS Constituency – NEC Section 4 (BAME) – No ballot required.

T&FS Constituency – NEC Section 4 (Disability) 

• All members of the T&FS Constituency are entitled to vote in this ballot.
• There are 2 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot is one  
• Accordingly Branches will be entitled to recommend one candidate to their members.

T&FS Constituency – NEC Section 4 (LGBT+) – No ballot required.

T&FS Executive Representatives

TFSE – TFSE Young Worker 

• All members of the T&FS Constituency are entitled to vote in this ballot.
• There are 2 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot is one.  
• Accordingly Branches will be entitled to recommend one candidates to their members.

TFSE – Santander Group and related companies (Santander UK, Santander UK Operations Ltd, Santander UK Technology Ltd, Santander Global and Paragon Customer Communications) – No Ballot Required.

TFSE – Telefonica O2 UK and Connect 44 – No ballot Required.

TFSE – Capita in the T&FS Sector and 14Forty (Capita contract) – No ballot required.

TFSE – All Other Members in the T&FS Constituency 

• All members of the T&FS Constituency are entitled to vote in this ballot (Excluding members working in Santander Group and related companies, Santander UK, Santander UK Operations Ltd, Santander UK Technology Ltd, Santander Global and Paragon Customer Communications. Telefonica O2 UK, Connect 44. Capita in the T&FS Sector and 14Forty (Capita contract).
• There are 5 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot can be less, but not more than four. 
• Accordingly Branches will be entitled to recommend four candidates to 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 pmetcalfe@cwu.org

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 244/21

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Average Pay on Annual Leave (Holiday Pay) in Royal Mail Group

Further to the announcement relayed to Branches and members by the DGS(P) via a live video stream/podcast on the afternoon of Wednesday 9^th June 2021 informing colleagues that the Postal Executive had endorsed an agreement on the above, we have produced this LTB as a further update.

The aim of this LTB is to provide some clarity around what the Union has achieved and to some extent close the knowledge gap on what has been accomplished by negotiation and what represents in our opinion the best possible collective outcome.  There can be no doubt that the business has been avoiding doing the right thing in this regard for many years hiding behind the issue of insufficient legal case study.  It should also be recognised that the Union supporting individuals making claims against the company has created the urgency required to resolve this issue.  This Agreement will be one of the biggest in the country in respect of a single employer and we hope other workers trying to resolve the same issue with their employer will be encouraged by it.

By way of background, it is important for colleagues to understand that the issue of average holiday pay for ah-hoc /non-contractual overtime has been ongoing since 2014.  The Union’s position at that time was to engage with the employer to find a settlement and because of this the Union would not be in a position to provide legal advice to members however those who wished to pursue their own claims were at liberty to do so.  In effect the joint strategy at that point was to wait for legal cases to be brought and for the outcomes to inform the structure of a future agreement with Royal Mail Group.

It is also important that all colleagues understand that the legal requirement was and remains that any successful case reached at an ET would only be able to be applied to the first 4 weeks of any individual’s annual leave.  This fact should be recognised when considering what has been achieved for part-timers in this agreement.  The vast majority of cases was from part-time members being used constantly by the business as flexible resource working above their conditioned hours on a regular basis but not having those earnings recognised when going on leave.

Despite the Union’s best efforts and having made significant headway on contractual overtime/Scheduled Attendance being paid on all contractual leave since 2014, an agreement of ad-hoc/non-contractual overtime which particularly disadvantaged part-time members, remained unresolved.

Against this backdrop, for the past three years the DGS(P) Department in conjunction with the CWU Legal Services Department and Postal Branches ran a high profile communications campaign aimed at maximising the publicity surrounding the number of individual holiday pay cases pursued by members with Employment Tribunals.

This figure eventually peaked at approximately 7,000 individual cases being lodged with ET’s or their equivalent in Scotland and Northern Ireland covering the whole of the UK.  While this figure only represented around 6% of the CWU membership, the numbers involved were a major factor in bringing the employer to the table and this time with a genuine commitment to reach a settlement which has now been achieved.

Notwithstanding the complications of the legalities of what an individual’s leave entitlement are, specifically for part-time members and having to overcome the other major legal hurdle of what constitutes regular ad-hoc/non-contractual overtime, which has never been determined or qualified in any Employment Tribunal ruling/judgment to date.  The Union has achieved what the Postal Executive believe is a significant breakthrough in addressing the long-standing grievances our part-time members have relating to the resourcing models being used in effect as a flexible resource within units by performing up to full-time hours but only receiving their contractual conditioned hours when they take annual leave.

To help close both the knowledge gap and to provide colleagues with a better understanding of what has been secured in advance of the wider communications exercise being developed to support the deployment on the Average Holiday Pay on Annual Leave Agreement, the salient points/achievements are summarised below:

Part-time Members

• Average Holiday Pay for ad-hoc/non-contractual overtime will be paid for all of an individual’s contractual holiday entitlement up to the maximum accrual of 6 weeks.
• Where part-time members work in excess of full-time hours, an additional average holiday payment of ad-hoc/non-contractual overtime will also be calculated and paid for the first 4 weeks of annual leave.

Full-time Members

• Average Holiday Pay for ad-hoc/non-contractual overtime will be paid for the first 4 weeks of annual leave.

All of the above will be based on meeting the agreed regulatory criteria of performing a minimum of 8 hours’ overtime within each month of the agreed reference periods of 6 months’ duration.  Further details of the periods and the mechanics of the agreement will be circulated in the further communications currently being drawn up.

In addition, the Union has secured within the agreement those periods of Maternity, Paternity, SPL and Adoption Leave for the purposes of the regulatory threshold which will be treated as pro-rata for the qualifying period.

Coupled with the above, it is agreed that all RMG Employees/CWU Members will receive up to 2 years back pay, subject to meeting the above qualifying criteria.

To conclude, the agreement will be put to a vote via a branch ballot and the timetable is currently being worked up and will be advised to Branches in due course.  The above is just a snapshot of what has been secured for CWU members in particular our part-time colleagues’ benefits which go way beyond what the current employment legislation provides.

Some legal issues are in the process of being finalised and subject to the outcome the ballot, I believe the Union has secured what I hope will become a benchmark for other Unions and employers to follow.

Yours sincerely,

Terry Pullinger

Deputy General Secretary (Postal)

LTB 243/21 – Average Pay on Annual Leave (Holiday Pay) in Royal Mail Group

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Alliance For Cancer Prevention’ – Campaign on 12 Key Priority Asks for the UK Government’s New Chemicals Strategy:

The Alliance for Cancer Prevention has joined with 26 other UK public health and environmental NGOs (charities) in a letter to the UK Government outlining “12 Key Asks” which are fundamental to the UK’s new Chemicals Strategy. The letter is signed by the Trade Union ‘Hazards Campaign’ and supported by Trade Unions and TUC.

The “12 Key Asks” prioritise protecting human health and wildlife from hazardous chemicals which are ubiquitous in our environment. Many of these chemicals have been linked with serious health outcomes including cancer, reproductive and developmental disorders, infertility and obesity. They are found in personal care or cleaning products we use or are exposed to on a daily basis in the home or workplace, and pollute our environment from production through to disposal.

The “12 Key Asks” cover a range of issues that need addressing in the new strategy:

1. Apply the precautionary principle;
2. Phase out the most hazardous chemicals from consumer products, for all non-essential uses;
3. A plan to address endocrine disrupting chemicals including timelines to phase them out;
4. Phase out the use of PFAS and other very persistent chemicals;
5. Speed up regulation of harmful chemicals and avoid regrettable substitution by adopting a grouping approach;
6. Address the combined exposure to chemicals – the ‘cocktail effect’;
7. Maintain and expand on workers’ health and safety;
8. Ensure a clean circular economy with products that are safe by design;
9. Develop an effective monitoring and alert system;
10. Stop the continued accumulation of legacy chemicals in the environment;
11. Remain aligned with the world-leading chemical regulation EU REACH;
12. Ensure more transparency and use of all relevant science for assessing health risks.

• The Joint 27 NGOs Letter To Ministers is Attached.
• The 12 Key Asks For the UK Chemical Strategy is Attached.

The UK Government promised a “Green New Future” after the UK’s departure from the EU gold standard European chemicals regulation, ‘REACH’. But this is looking increasingly unlikely. The consultation on the UK’s Chemical’s Strategy is expected later this year. Information and a copy of the ‘New Green Future – 25-Year Environmental Plan’ can be accessed on the Gov.UK Website at this link: https://www.gov.uk/government/publications/25-year-environment-plan

The Alliance is particularly concerned about exposure to hazardous chemicals linked to cancer given the rise in cancer rates from 1 in 3 to 1 in 2 adults and by 15% in children. And existing regulations on workplace exposure have done little to stem the rise of occupational cancer and disease.

Leading scientists working on chemical risk assessment and environmental health, also wrote to the Government to express serious concerns at the lack of access to the EU’s chemicals database. The letter called on the Government to restore access as a keystone in developing UK chemicals policy. All current and up to date information is required to make a judgement on the safety of a chemical so it can be used in a product and in the workplace.

The Alliance campaign is calling on the UK Government to support the initiative making health and safety a fundamental human right. While also extending workplace legislation on carcinogens and mutagens to include reprotoxic substances protecting the most vulnerable, the embryo and the foetus, and so protecting all. The Government is now in a position to lead the way in controlling hazardous chemicals and show they really do care about the health of the UK’s citizens, workers, wildlife and the environment.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 242/21 – Alliance For Cancer Prevention – Campaign on 12 Key Priority Asks for the UK Government’s New 

Chemicals StrategyJoint-27 NGOs-letter to Ministers-12-key-asks-on UK Chemical Strategy

12-key-asks-for-the-uk-chemical-strategy

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Election of National Representative Positions – 2021

• CWU Retired Members Committee

Further to LTB 215/21 dated 25^th May 2021 at the close of nominations the following were received:

2 Retired members living in WalesJeffrey RichardsSouth Wales*Elected

2 Retired members living in Northern IrelandLawrence HustonNorthern Ireland Telecom*ElectedJohn MartinNorthern Ireland West*Elected

2 Retired members living in ScotlandHugh BellGlasgow & District Amal Willie MarshallScotland No 2 James StewartGlasgow & District AmalBallot Required

6 Retired members living in EnglandDesmond CarneyNorth West No 1*ElectedKeith Ernest CogginsMidland No 1,*ElectedPhil DuffyGreater Mersey & South West Lancs*ElectedKen WardPlymouth & East Cornwall, Great Western, Midland No 1 , Somerset, Devon & Cornwall*Elected

The timetable for these ballots is as follows:

Despatch ballot papers  17^th June 2021

Ballot closes  8^th July 2021 (14:00)

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 241/21 – Election of National Representative Positions – 2021 – Retired Members Committee

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Election of Telecoms & Financial Services Constituency Positions 2021

• National Executive Council Nominations
• Telecoms & Financial Services Executive Nominations

 Further to LTBs 195/21 and 204/21, please find below the list of accepted nominations for the above Telecoms & Financial Services Constituency positions.

 TELECOMS & FINANCIAL SERVICES CONSTITUENCY

NOMINATIONS FOR TELECOM & FINANCIAL SERVICES CONSTITUENCY – CHAIR

Karen Rose, South Wales  *ELECTED

Nominating Branches:Bootle Financial ServicesNorth AngliaCapitalNorth EastCentral Counties & Thames ValleyNorth Wales & ChesterEdinburgh, Dundee & BordersNorthern Ireland TelecomGlasgow & MotherwellPortsmouth, West Sussex & IOWGreater Mersey & South West LancsPreston Brook & BuryLancs & CumbriaScotland No. 1Lincolnshire & South YorksSomerset, Devon & CornwallLondon & WestSouth East AngliaManchester CombinedSouth East CentralMeridianSouth WalesMerseySouth YorkshireMid Wales, The Marches & North StaffsTyne & Wear ClericalMidland CountiesWest YorkshireMidland No. 1

NOMINATIONS FOR TELECOM & FINANCIAL SERVICES CONSTITUENCY – VICE CHAIR

James Samuels, Mersey  (*Ballot Required)

Nominating Branches:Bootle Financial ServicesNorth EastCapitalNorth Wales & ChesterCentral Counties & Thames ValleyNorthern Ireland TelecomEdinburgh, Dundee & BordersPortsmouth, West Sussex & IOWGlasgow & MotherwellPreston Brook & BuryLincolnshire & South YorksScotland No. 1Manchester CombinedSomerset, Devon & CornwallMeridianSouth East AngliaMerseySouth East CentralMid Wales, The Marches & North StaffsSouth WalesMidland CountiesSouth YorkshireMidland No. 1Tyne & Wear ClericalNorth AngliaWest Yorkshire

Jeffrey Till, Greater London Combined                                                            

Nominating Branches: Greater London CombinedLondon & WestGreater Mersey & South West Lancs

NOMINATIONS FOR TELECOM & FINANCIAL CONSTITUENCY – NEC REPRESENTATIVE (SECTION 1)

Michelle Bailey, Midland No. 1                                             *ELECTED (BAME QUOTA)                

Nominating Branches: Bootle Financial ServicesNorth EastCapitalNorth Wales & ChesterEdinburgh, Dundee & BordersNorthern Ireland TelecomGlasgow & MotherwellPortsmouth, West Sussex & IOWLincolnshire & South YorksPreston Brook & BuryLondon & WestScotland No. 1MeridianSomerset, Devon & CornwallMerseySouth East CentralMid Wales, The Marches & North StaffsSouth WalesMidland CountiesTyne & Wear ClericalMidland No. 1West YorkshireNorth Anglia

Kate Walsh, Capital                                                                 *ELECTED (WOMEN QUOTA)

Nominating Branches:Bootle Financial ServicesNorth AngliaCapitalNorth EastCentral Counties & Thames ValleyNorth Wales & ChesterEdinburgh, Dundee & BordersNorthern Ireland TelecomGlasgow & MotherwellPortsmouth, West Sussex & IOWLincolnshire & South YorksPreston Brook & BuryLondon & WestScotland No. 1Manchester CombinedSomerset, Devon & CornwallMeridianSouth East AngliaMerseySouth East CentralMid Wales, The Marches & North StaffsSouth WalesMidland CountiesTyne & Wear ClericalMidland No. 1West Yorkshire

Tom Cooper, Midland Counties                              (*Ballot Required)          

Nominating Branches:Great WesternNorthern Ireland TelecomManchester CombinedSouth YorkshireMidland No. 1

Nick Darbyshire, Capital                                                                       

Nominating Branches:Bootle Financial ServicesNorth AngliaCapitalNorth EastCentral Counties & Thames ValleyNorth Wales & ChesterEdinburgh, Dundee & BordersPortsmouth, West Sussex & IOWGlasgow & MotherwellPreston Brook & BuryLincolnshire & South YorksScotland No. 1London & WestSomerset, Devon & CornwallMeridianSouth East CentralMerseySouth WalesMid Wales, The Marches & North StaffsTyne & Wear ClericalMidland CountiesWest Yorkshire

Andrew Mercer, Greater Mersey & South West Lancs    

Nominating Branches:Bootle Financial ServicesMidland No. 1CapitalNorth AngliaCentral Counties & Thames ValleyNorth EastEdinburgh, Dundee & BordersNorth Wales & ChesterGlasgow & MotherwellNorthern Ireland TelecomGreater Mersey & South West LancsPortsmouth, West Sussex & IOWLincolnshire & South YorksPreston Brook & BuryLondon & WestScotland No. 1Manchester CombinedSomerset, Devon & CornwallMeridianSouth East CentralMerseySouth WalesMid Wales, The Marches & North StaffsTyne & Wear ClericalMidland CountiesWest Yorkshire

Dave Tee, Mid Wales, The Marches & North Staffs                        

Nominating Branches:Bootle Financial ServicesNorth AngliaCapitalNorth EastCentral Counties & Thames ValleyNorth Wales & ChesterEdinburgh, Dundee & BordersNorthern Ireland TelecomGlasgow & MotherwellPortsmouth, West Sussex & IOWLincolnshire & South YorksPreston Brook & BuryLondon & WestScotland No. 1Manchester CombinedSomerset, Devon & CornwallMeridianSouth East AngliaMerseySouth East CentralMid Wales, The Marches & North StaffsSouth WalesMidland CountiesTyne & Wear ClericalMidland No. 1West Yorkshire

Ken Woolley, Portsmouth, West Sussex & IOW

Nominating Branches:Bootle Financial ServicesNorth AngliaCapitalNorth EastCentral Counties & Thames ValleyNorth Wales & ChesterEdinburgh, Dundee & BordersNorthern Ireland TelecomGlasgow & MotherwellPortsmouth, West Sussex & IOWLincolnshire & South YorksPreston Brook & BuryLondon & WestScotland No. 1Manchester CombinedSomerset, Devon & CornwallMeridianSouth East CentralMerseySouth WalesMid Wales, The Marches & North StaffsTyne & Wear ClericalMidland CountiesWest YorkshireMidland No. 1

NOMINATIONS FOR TELECOM & FINANCIAL CONSTITUENCY – NEC REPRESENTATIVE (SECTION 2)

Simon Edwards, Mid Wales, The Marches & North Staffs                           *ELECTED

Nominating Branches: Bootle Financial ServicesNorth AngliaCapitalNorth EastEdinburgh, Dundee & BordersNorth Wales & ChesterGlasgow & MotherwellNorthern Ireland TelecomLincolnshire & South YorksPortsmouth, West Sussex & IOWLondon & WestPreston Brook & BuryManchester CombinedScotland No. 1MeridianSomerset, Devon & CornwallMerseySouth East CentralMid Wales, The Marches & North StaffsSouth WalesMidland CountiesTyne & Wear ClericalMidland No. 1West Yorkshire

Sara Miah, North Anglia                                                 *ELECTED

Nominating Branches:Bootle Financial ServicesNorth AngliaCapitalNorth EastCentral Counties & Thames ValleyNorth Wales & ChesterEdinburgh, Dundee & BordersNorthern Ireland TelecomGlasgow & MotherwellPortsmouth, West Sussex & IOWLincolnshire & South YorksPreston Brook & BuryLondon & WestScotland No. 1Manchester CombinedSomerset, Devon & CornwallMeridianSouth East AngliaMerseySouth East CentralMid Wales, The Marches & North StaffsSouth WalesMidland CountiesTyne & Wear ClericalMidland No. 1West Yorkshire

NOMINATIONS FOR TELECOM & FINANCIAL CONSTITUENCY – NEC YOUNG WORKER (SECTION 3)

Erin Brett, Mersey                                                                     *ELECTED 

Nominating Branches: Bootle Financial ServicesMidland No. 1CapitalNorth AngliaCentral Counties & Thames ValleyNorth EastEdinburgh, Dundee & BordersNorth Wales & ChesterGlasgow & MotherwellNorthern Ireland TelecomGreater Mersey & South West LancsPortsmouth, West Sussex & IOWLincolnshire & South YorksPreston Brook & BuryLondon & WestScotland No. 1Manchester CombinedSomerset, Devon & CornwallMeridianSouth East CentralMerseySouth WalesMid Wales, The Marches & North StaffsTyne & Wear ClericalMidland CountiesWest Yorkshire

NOMINATIONS FOR TELECOM & FINANCIAL CONSTITUENCY – NEC WOMEN (SECTION 4)

Jean Sharrocks, North East                                  (*Ballot Required)

Nominating Branches: Bootle Financial ServicesNorth EastCapitalNorth Wales & ChesterEdinburgh, Dundee & BordersNorthern Ireland TelecomGlasgow & MotherwellPortsmouth, West Sussex & IOWLincolnshire & South YorksPreston Brook & BuryLondon & WestScotland No. 1Manchester CombinedSomerset, Devon & CornwallMeridianSouth East AngliaMerseySouth East CentralMid Wales, The Marches & North StaffsSouth WalesMidland CountiesSouth YorkshireMidland No. 1Tyne & Wear ClericalNorth AngliaWest Yorkshire

Angela Teeling, Greater Mersey & South West Lancs

Nominating Branches: Greater London CombinedGreater Mersey & South West Lancs

NOMINATIONS FOR TELECOM & FINANCIAL CONSTITUENCY – NEC BAME  (SECTION 4)

Ali Moosa, Midland No. 1                                                    *ELECTED

Nominating Branches: Bootle Financial ServicesNorth AngliaCapitalNorth EastEdinburgh, Dundee & BordersNorth Wales & ChesterGlasgow & MotherwellNorthern Ireland TelecomGreater Mersey & South West LancsPortsmouth, West Sussex & IOWLincolnshire & South YorksPreston Brook & BuryLondon & WestScotland No. 1Manchester CombinedSomerset, Devon & CornwallMeridianSouth East CentralMerseySouth WalesMid Wales, The Marches & North StaffsSouth YorkshireMidland CountiesTyne & Wear ClericalMidland No. 1West Yorkshire

NOMINATIONS FOR TELECOM & FINANCIAL CONSTITUENCY – NEC DISABILITY  (SECTION 4)

Jonathan Bellshaw, Lincolnshire & South Yorkshire                             (*Ballot Required)

 Nominating Branches: Bootle Financial ServicesNorth EastCapitalNorth Wales & ChesterEdinburgh, Dundee & BordersNorthern Ireland TelecomGlasgow & MotherwellPortsmouth, West Sussex & IOWLincolnshire & South YorksPreston Brook & BuryLondon & WestScotland No. 1Manchester CombinedSomerset, Devon & CornwallMeridianSouth East CentralMerseySouth WalesMid Wales, The Marches & North StaffsSouth YorkshireMidland CountiesTyne & Wear ClericalMidland No. 1West YorkshireNorth Anglia

Jeffrey Till, Greater London Combined                            

Nominating Branches:Greater London CombinedSouth East AngliaGreater Mersey & South West Lancs

NOMINATIONS FOR TELECOM & FINANCIAL CONSTITUENCY – NEC LGBT+  (SECTION 4)

Jason Reynolds, Capital                                                      *ELECTED 

Nominating Branches:Bootle Financial ServicesNorth AngliaCapitalNorth EastCentral Counties & Thames ValleyNorth Wales & ChesterEdinburgh, Dundee & BordersNorthern Ireland TelecomGlasgow & MotherwellPortsmouth, West Sussex & IOWLincolnshire & South YorksPreston Brook & BuryLondon & WestScotland No. 1Manchester CombinedSomerset, Devon & CornwallMeridianSouth East AngliaMerseySouth East CentralMid Wales, The Marches & North StaffsSouth WalesMidland CountiesTyne & Wear ClericalMidland No. 1West Yorkshire

NOMINATIONS FOR TELECOM & FINANCIAL CONSTITUENCY – YOUNG WORKER – TFSE

Carolyn Lindsay, Scotland No. 1                                   (*Ballot Required)                         

Nominating Branches: Bootle Financial ServicesNorth AngliaCapitalNorth EastEdinburgh, Dundee & BordersNorth Wales & ChesterGlasgow & MotherwellNorthern Ireland TelecomLincolnshire & South YorksPortsmouth, West Sussex & IOWLondon & WestScotland No. 1Manchester CombinedSomerset, Devon & CornwallMeridianSouth East CentralMerseySouth WalesMid Wales, The Marches & North StaffsTyne & Wear ClericalMidland CountiesWest YorkshireMidland No. 1

Thomas Kirkwood-Sweet, Greater Mersey & South West Lancs

Nominating Branches:Greater London CombinedGreater Mersey & South West Lancs

NOMINATIONS FOR TELECOM & FINANCIAL SERVICES EXECUTIVE – SANTANDER GROUP AND RELATED COMPANIES (SANTANDER UK, SANTANDER UK OPERATIONS LTD, SANTANDER UK TECHNOLOGY LTD, SANTANDER GLOBAL AND PARAGON CUSTOMER COMMUNICATIONS) – TFSE

Gordon Johnston, Algus National                                         *ELECTED 

Nominating Branches: Algus NationalNorthern & National Financial ServicesBootle Financial Services

NOMINATIONS FOR TELECOM & FINANCIAL SERVICES EXECUTIVE – TELEFONICA O2 UK & CONNECT44 – TFSE

Zoe Walmsley, West Yorkshire                                             *ELECTED 

Nominating Branches: CapitalPreston Brook & BuryMeridianScotland No. 1Midland CountiesSomerset, Devon & CornwallMidland No. 1South WalesNorthern Ireland TelecomWest Yorkshire

NOMINATIONS FOR TELECOM & FINANCIAL SERVICES EXECUTIVE – CAPITA IN THE T&FS SECTOR AND 14FORTY (CAPITA CONTRACT) – TFSE

Cathy Rhodes, West Yorkshire                                              *ELECTED 

Nominating Branches: MerseyScotland No.1Northern Ireland TelecomTyne & Wear ClericalPreston Brook & BuryWest Yorkshire

NOMINATIONS FOR TELECOM & FINANCIAL SERVICES EXECUTIVE – ALL OTHER MEMBERS IN THE TFS CONSTITUENCY REPRESENTATIVE – TFSE

John Ballard, Greater London Combined                                          (*Ballot Required)

Nominating Branches:                                Greater London CombinedGreater Mersey & South West LancsSouth London, Surrey and North Hampshire

Tracy Buckley, Mersey                                                                     

Nominating Branches:                                Bootle Financial ServicesNorth AngliaCapitalNorth EastCentral Counties & Thames ValleyNorth Wales & ChesterEdinburgh, Dundee & BordersNorthern Ireland TelecomGlasgow & MotherwellPortsmouth, West Sussex & IOWLincolnshire & South YorksScotland No. 1London & WestSomerset, Devon & CornwallManchester CombinedSouth East AngliaMeridianSouth East CentralMerseySouth WalesMid Wales, The Marches & North StaffsTyne & Wear ClericalMidland CountiesWest YorkshireMidland No. 1

Fiona Curtis, Northern Ireland Telecom                                                                        

Nominating Branches:Bootle Financial ServicesNorth AngliaCapitalNorth EastCentral Counties & Thames ValleyNorth Wales & ChesterEdinburgh, Dundee & BordersNorthern Ireland TelecomGlasgow & MotherwellPortsmouth, West Sussex & IOWLincolnshire & South YorksScotland No. 1London & WestSomerset, Devon & CornwallManchester CombinedSouth East AngliaMeridianSouth East CentralMerseySouth WalesMid Wales, The Marches & North StaffsTyne & Wear ClericalMidland CountiesWest YorkshireMidland No. 1

Peter Francis, South East Central                                                        

Nominating Branches:          Bootle Financial ServicesNorth AngliaCapitalNorth EastCentral Counties & Thames ValleyNorth Wales & ChesterEdinburgh, Dundee & BordersNorthern Ireland TelecomGlasgow & MotherwellPortsmouth, West Sussex & IOWLincolnshire & South YorksScotland No. 1London & WestSomerset, Devon & CornwallManchester CombinedSouth East CentralMeridianSouth London, Surrey and North HampshireMerseySouth WalesMid Wales, The Marches & North StaffsTyne & Wear ClericalMidland CountiesWest YorkshireMidland No. 1

Dave Stuart, Midland Counties                                             

Nominating Branches:    Bootle Financial ServicesNorth AngliaCapitalNorth EastCentral Counties & Thames ValleyNorth Wales & ChesterEdinburgh, Dundee & BordersNorthern Ireland TelecomGlasgow & MotherwellPortsmouth, West Sussex & IOWLincolnshire & South YorkshireScotland No. 1Manchester CombinedSomerset, Devon & CornwallMeridianSouth East CentralMerseySouth WalesMid Wales, The Marches & North StaffsTyne & Wear ClericalMidland CountiesWest YorkshireMidland No. 1

Any enquiries regarding this Letter to Branches should be directed to Senior Deputy General Secretary for the attention of Peter Metcalfe on 0208 971 7368, or pmetcalfe@cwu.org.

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 240/21

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