Recording of session with DGSP Terry Pullinger https://www.facebook.com/ThecommunicationsUnion/videos/1020694135048966/?vh=e&extid=FSL6GZNpHux627Yf&d=n

Please make sure all members see this.

As many of you are aware, from past report’s that, I’ve been updating the branch on the WASPI (Women Against State Pension Inequality) on their activities.
On the 21st July 2020, WASPI took their case to the High Court and lost. They appealed against that decision, and was informed, their appeal would be held in the Autumn.
Today, 15th September 2020, In the High Court, their appeal was lost.
Attached for your information are two PDF files, one giving a full report, and the other giving today’s outcome their appeal

Thanks.

Dick Hewlett

Please click on the link below

delve-and-glynn-v-sswp-judgment.pdf

delve-and-glynn-v-sos-for-work-and-pensions-press-summary.pdf

Royal Mail Group Night Worker Health Promotion Initiative and Free Health Assessment 2020

For the information of Branches and Area Health and Safety Reps, please see attached communications issued this week by the Royal Mail Group Safety Health and Environment, Occupational Health Team to promote night worker health and signpost those workers to the availability of a free health assessment if employees would like one which can be arranged via their line manager and the RMG occupational health service. Due to the current pandemic situation, the approach has changed this year from sending a home mailing questionnaire to night workers. This will be reviewed for 2021.

Under the Working Time Regulations 1998, a ‘night worker’ is an employee whose regular work hours includes at least three hours of the night time. Under this legislation, night time is between 11pm to 6am unless otherwise agreed. While working at night doesn’t necessarily pose any significant health risks, it may worsen some existing health conditions including epilepsy, depression, anxiety and diabetes. Employers are required by law to offer all night workers a health assessment. It must be ‘free’ and carried out before they become night workers and periodically thereafter. The Health and Safety Executive (HSE) enforces the night worker health assessment requirement detailed in the Working Time Regulations 1998. The health assessment helps employers to identify where night shifts are causing workers health risks. After completion, it also helps to decide how best to make reasonable adjustments.

In line with the requirements of the legislation, during the month of September Royal Mail Group are offering night workers the opportunity to take up a regular “free health assessment” via a screening questionnaire that has been compiled with guidance from Royal Mail’s occupational health service provider. The night worker health assessment is designed to identify any risk factors associated with medical condition(s) and then allow advice to be obtained on how to manage them effectively. Night shift workers can receive a health assessment by request via their line manager who will then make a referral to the occupational health service by 28^thSeptember. A health questionnaire will then be e-mailed to the night worker concerned to complete and return direct to the occupational health service provider. All assessments are in confidence. Participation is voluntary and if there are no health concerns, employees and line managers will receive a report to confirm this. As part of the exercise, the Royal Mail Group Occupational Health Service is distributing health advice to night workers which also contains advice on physical activity, diet, social interaction and the steps workers can take to help maintain and improve their health and minimise any adverse effects.

Managers’ Actions are to deliver the attached WTLL brief during September and provide the attached ‘Health Advice for Shift Workers’ information sheet/hand-out to all night workers. Managers must inform night workers they are entitled to receive a voluntary night worker health assessment if they wish and the manager must submit any requests by making a referral to the occupational health service via a provided on-line link by 28^th September 2020. Night workers requesting a health-check assessment will be e-mailed a health questionnaire to complete electronically and return directly to the occupational health service for assessment.

Support available: 

The Royal Mail Group ‘Feeling First Class’ portal has helpful support content on both mental and physical health. Visit www.feelingfirstclass.co.uk (code FFC1 to register) and download the app from iTunes or the Google Play store.  Call the ‘First Class Support’ Helpline on 0800 688 8777, visit www.rmgfirstclasssupport.co.uk or download the ‘Lifeworks’ app. New users are required to ‘sign up’ using a unique invitation code, which is ‘RMG-‘ and their payroll number, for example RMG-12345678.

ASRs

Would ASRs ensure that managers have delivered the WTLL and that our night worker members are firstly, fully aware of the availability of the annual health assessment, secondly that they have received the health and wellbeing advice and thirdly that they are aware of the support services available to them should they require it for any reason.

Attachments:

• RMG Night Workers Health Assessment & Advice WTLL/Huddle 2020
• RMG Health Advice For Night Workers Handout 2020
• RMG Night Workers Health RMG Intranet Article 2020

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 452/20 – Royal Mail Group Night Worker Health Promotion Initiative and Free Health Assessment 2020

RMG Health Advice for Night Workers (2020)

RMG Night Worker Health (2020) – RMG Intranet Story

Sept20 Night Worker Health 2020 SHE Huddle FINAL

CWU/RM Joint National Agreed Framework for Dealing with Delivery Office

Mergers / Closures

Branches will be aware that the Department have been pursuing a new agreement on the subject of dealing with Delivery Office Closures, as instructed by Annual Conference 2017 – Motion 28.

The main issue of concern and difficulty expressed by Branches and representatives with the current existing National DO closures/mergers agreement, is that the involvement process does not kick in until Royal Mail has made the business case decision to close or merge delivery units. Therefore, the resultant local discussions are effectively to move forward the issues that result from the decisions taken by Royal Mail and not influence this before it is made, and this in many examples has led to a “fait accompli” situation.

Accordingly, as part of the National Four Pillars Agreement, highlighted in section 19.3.1 and in order for us to progress the conference policy, we insisted on a commitment from Royal Mail to review the current National agreement and in line with this, a Joint working group with Royal Mail was established which was headed up on behalf of the Outdoor department by Mick Kavanagh, along with Divisional Reps and also involving representatives from the field, who have had recent experience of dealing with closures.

The attached National agreement covers everything tasked to the department by Conference and delivers a comprehensive framework, that allows for the fullest possible consultation in every aspect of a potential Closure/Merger, from the initial thinking, to the effect of a closure some way down the line.

We believe that the agreement builds in significant improved safeguards to those within the current framework and enables our Field Officials, Local Branches and representatives to gain much better understating of the rationale behind any such proposed moves, whilst allowing full input and discussions at all stages, along with the opportunity to influence the outcome prior to any decision or announcement.

This National framework agreement which has been endorsed by the Postal Executive will therefore replace the existing National Agreement and be used with immediate effect.

There are a number of Delivery Offices involved within a bulk lease expiry and high level scoping has identified 12 units across the UK, of which there may be potential merger impacts.

Accordingly, the respective SDLs will be contacting the appropriate Divisional Reps during the course of next week in order to initiate consultation on the sites appropriate to their areas and localities.

Any queries to the content of the above please contact the Outdoor Department reference 555,  email address: outdoorsecretary@cwu.org.

Yours sincerely,

Mark Baulch                                      

CWU Assistant Secretary

LTB 451/20 – National Agreed Framework for Dealing with Delivery Office Mergers Closures

Framework for Dealing with Delivery Office Mergers and closures_Signature Copy_Sep20

DO Mergers Framework National Joint Statement_200915

Annex 1 – DO Mergers Framework_Final S.I. Materials – 15.09.20 – pdf

Annex 2 – Consultation – Detailed Design – 15.09.20

Annex 3 – Deployment – Implementation – 15.09.20

Royal Mail Group – Latest Updated Coronavirus/Covid-19 – Frequently Asked Questions and Answers Guidance Document (Version 54)

I attach for your information Version 54 of the Royal Mail Group, managers’ Coronavirus/Covid-19 Frequently Asked Questions and Answers guidance document, issued by the business on 14 September 2020.

At the commencement of the Coronavirus/Covid-19 outbreak, Royal Mail Group established a ‘Business Pandemic Team’ which includes all national heads of department.  This team meets regularly to review the situation across Royal Mail Group and to issue updates to Questions and Answers, information and communications to all managers, which is cascaded throughout the business.

Attached is a copy of the Q&A document (version 54), which has been shared with the Union. It is hereby circulated for information and reference purposes for CWU Health and Safety and Branch IR Reps.

The Q&A documents are circulated to all RMG managers and are also available to access through a link on the Royal Mail Group ‘Intranet’, in the ‘Managers’ Update Messages’ section.

Please note that changes and additions from the last version are highlighted in ‘Yellow’.

The Health, Safety & Environment Department continues in dialogue with the Royal Mail Group Safety Health & Environment Team to raise additions and amendments to the Q&A document.

Any enquiries to this LTB or feedback on the RMG Q&A document should be directed to Dave Joyce CWU National Health, Safety & Environment Officer.

Attachment:

• Royal Mail Group Coronavirus Guidance Questions and Answers V54 

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 453/20 – RMG – Updated Coronavirus Covid-19 – FAQs and Answers Guidance Document (Version 54)

Coronavirus Guidance Questions and Answers v54 (002)

Postal Organising/Recruitment Strategy – Motion 81

Further to LTBs 064/20, 089/20, 128/20 and 133/20 issued on 17^th March 2020.

Having carefully monitored the situation regarding the ongoing Covid-19 pandemic and in light of the new Government restrictions due to be implemented on Monday 14^th September 2020.

We can confirm that the Postal Organising/Recruitment Strategy event which was due to take place in Liverpool on Thursday 22^nd October 2020 has been postponed.  We are confident that colleagues will understand and appreciate the reason behind this decision and we apologise for any inconvenience this may cause.

Postal Branches can be assured that meeting the terms of the conference policy contained in Motion 81 remains a key objective of the Postal Department.  Organising remains central to the Department’s overall agenda going forward especially as we believe this will assist in reducing the number of non CWU members currently employed in Royal Mail Group.  Colleagues can also be assured that this event will be rescheduled at a time when it is safe to do so.

Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department and/or  Lynn Browne, Senior Organiser lbrowne@cwu.org as appropriate.

Yours sincerely,

Terry Pullinger

Deputy General Secretary (Postal)                           

LTB 450/20

The barrier to change in Royal Mail isn’t the union or our members – it’s managements lack of ambition

General Secretary Dave Ward for Tribune Magazine in response to the Royal Mail AGM this week

https://tribunemag.co.uk/2020/09/the-barrier-to-change-in-royal-mail-isnt-the-union-its-the-management

CWU/Royal Mail Joint Statement Covering Annual Leave Planning (April 2021 to March 2022)

Dear Colleagues,

As with previous years, the following National Joint Statement has been agreed in order to assist representatives when discussing and concluding 2021-22 annual leave arrangements with local managers, which should be concluded in line with the Way Forward Agreement by 31st October 2020.

Whilst the attached Joint Statement mainly reflects previous year’s arrangements and guidelines, the particular focus this year has been on the process for local parties to use, to assist in reaching agreement on local Annual Leave plans.

Equally, these agreed arrangements also reflect and references wider agreements reach on Annual Leave planning, covered in the ‘Joint Statement between Royal Mail and the CWU in regards to a joint review of Annual leave Arrangements’ (set out in LTB 409, issued on the 4^th of July/19); and the ‘Joint Statement between Royal Mail and the CWU on Annual leave for 2020/2021 Leave Year’ (as set out in LTB 345/20 issued on the 1^st of July/20).

As with previous year’s arrangements, particular attention is drawn to Branches regarding the following:

The “Annual Leave Calenderisation Work Aide” information/guide tab will assist managers and Reps in undertaking the correct process to establish leave demand and populate the work aide accordingly, whilst stressing the point that the Work Aid is a guide and should therefore be used as such.

The focus is on concluding a robust and reliable Annual Leave Plan/Agreement that includes all individuals’ legally contractual leave entitlements, as its primary driver, whilst also identifying extra leave slots in low traffic periods over and above those agreed to facilitate the taking of additional leave and therefore maximising choice of leave slots for individuals.

The existing National agreements, guidelines, agreed tools, procedures and processes are in place to support resourcing on an ongoing basis and are not affected by this Joint Statement. They remain firmly in place and will in fact be used to support the process and assist in providing a balanced approach to year-round leave allocation and resourcing.

Managers and Reps will also need to establish the total number of owed weeks above the leave year’s contractual entitlement, which need to be documented in your agreements and arrangements agreed locally and put in place to deal with it.

The Joint Statement also sets out a clear process for Operational Managers and Area Delivery Representatives to provide evidence of local agreements on their office’s Annual Leave plans to their respective Delivery Director and Divisional Representatives, which should be completed by the end of October/start of November.

Additionally, set out below is guidance that has previously been communicated to representatives but is worth repeating especially for representatives entering into leave agreements for the first time:-

It is essential when entering discussions that CWU representatives establish and allocate the unit’s contractual entitlement first which will in turn identify the number of leave reserves required to enable reliable resourcing.

‘Vacancies and leave reserve vacancies should remain under constant review to ensure adequate resource is available to meet customer, the annual leave plan and operational requirement’.

When establishing leave demand this needs to include all staff contractual leave, Bank Holiday credits for annual leave that coincides with Bank Holidays and rest days that fall on a Bank Holiday, purchased leave, and any leave days carried over from the previous year. Your DOM should have this information in their Manpower Plan (and recorded on the PSP) and you should check this information to ensure all ‘contractual’ and ‘carried over’ leave has been captured.

The number of weeks can be checked through this calculation below and should be cross-referenced with the number of leave weeks in PSP and that are in the Annual Leave Calenderisation aide and the relevant adjustments made.

For example:

If the above added up to 600 weeks to be allocated and covered and 2 weeks were closed for Christmas Pressure the number of leave reserves to cover AWD would be 12, (600 divided-by 50) = 12. Add to this the leave reserves leave 12 @ 5 weeks = 60 weeks would mean another leave reserve (60 divided-by 50) = 1.2.

In this example, that would mean that a minimum of 13 leave slots a week for 50 weeks should be available. If you then agree to open up, say, another 3 slots, due to agreed absorption through the summer weeks, then in the period from June to August, the number of open slots available should be 16.

This is just one flat line example. Units may decide not to employ against all 13 reserves and convert some to S/A, or overtime. This is subject to local discussion and agreement.

As a consequence of providing additional leave slots in the summer period, there may be leave gaps in the ‘winter’ period, notwithstanding other absence, which you may need to discuss and agree a plan to deal with. There could be more people available in the unit, bearing in mind traffic/workload traditionally increases during this period. This should be dealt with via weekly resourcing meetings and subject to agreement.

Branches should progress any disagreements in regard to Managers refusing to fully engage and adhere to these guidelines in establishing annual leave plans/agreements through the IR Framework as appropriate.

Further National discussions continue with Royal Mail regarding the impact of owed/carried over annual leave, and talks remain ongoing in relation to a wider review of the Weekly Resourcing Agenda. Branches and Representatives will continue to be updated in due course.

Finally, it is also relevant to remind Branches that in the ‘Joint Statement between Royal Mail and the CWU in regards to a joint review of Annual leave Arrangements’ set out in LTB 409/19, that the following additional clarity was give around the GDPR (General Data Protection Regulation) and displaying annual leave plans on workplace notice boards:

It has been highlighted that there may be some confusion since GDPR came into force.  The confusion relates specifically to displaying annual leave plans on notice boards and whether this is still permissible.  To be clear, displaying annual leave plans on notice boards does not contravene GDPR, as the sharing of names against annual leave slots is not considered as ‘sensitive personal data’.  It is in fact essential for units to display annual leave plans on notice boards, so that there is a common understanding of the annual leave plan.  Please ensure annual leave plans continue to be displayed on notice boards in all units.

Any queries to the content of the above, please contact the Outdoor Department, reference: 445, email address: outdoorsecretary@cwu.org.

Yours sincerely,

Mark Baulch

Assistant Secretary

LTB 438/20 – JS Covering Annual Leave Planning (April 2021 to March 2022)

Annual Leave Joint Statement 09.09.20

Copy of Annual Leave Calenderisation Work Aid