Latest from the Branch

The Post Office Election of:  • 9 Post Office Representatives Crowns/Admin • 2 Post Office Representatives for Supply Chain

Dear Colleague,

The Post Office Election of: 

• 9 Post Office Representatives Crowns/Admin

• 2 Post Office Representatives for Supply Chain

Nominations are invited for the positions of: 9 Post Office Representatives Crowns/Admin and 2 Post Office Representatives for Supply Chain.

The term of office for all these positions is a period of 3 years in line with the Collective Engagement Framework Agreement.

A Nomination Form for all positions is attached to this LTB and are available on request from the Senior Deputy General Secretary’s Department. All Candidates must have the nomination of their own branch. Completed nomination forms must be signed by the Branch Secretary and Branch Chair (or accredited deputies) and the nominee.

Also attached is a copy of the CWU Representative Structure which shows the Distribution of Branches contained within each of the Areas.

The timetable for the nominations is as follows:

Nominations open: Wednesday 22nd August 2018
Nominations close: Wednesday 5th September 2018 (14:00))

Any ballots will be run in accordance with the CWU guidelines for Post Office Representatives, which are attached for your information. In the event that a ballot is required a timetable will be notified in due course.

Any enquiries regarding this LTB should be addressed to the Senior Deputy General Secretary’s Department on telephone number 0208 971 7237 or email address sdgs@cwu.org.

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

18LTB479

Nomination Form

Election Guidelines

CWU Area Representatives Structure 2018 proposal Version AF 140818 – Copy

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Launch of Organ Donation Week ‪3-9 September‬ – Hundreds of Transplants Missed Each Year Because Families Don’t Know What The Deceased Relative Wanted – Remember “Words Saves Lives” So Let’s get talking about Organ Donation! 

Launch of Organ Donation Week 3-9 September – Hundreds of Transplants Missed Each Year Because Families Don’t Know What The Deceased Relative Wanted – Remember “Words Saves Lives” So Let’s get talking about Organ Donation! 

Dear Colleagues,

Three people die every day waiting for a transplant. We in the CWU can help change things, though the campaign needs your support in all Branches and Regions to get people talking.

It’s just two weeks until Organ Donation Week 3-9 September and the CWU is again proud to be supporting the campaign week aimed at helping inspire the public to get talking about organ donation and sharing their wishes with their loved ones.

In line with CWU Conference Policy we are urging all Branches, Regions, Reps and Members to give their support to the week by raising awareness and urging members to talk about it to their families, sign-up and carry a donor card.

More than three families a week are saying no to organ donation because they didn’t know what their relative wanted.

This means around 500 lifesaving organ transplants are being missed each year.

Left with the burden of making a decision for someone they love, the families decide it is safer to say no.

NHS Blood and Transplant (NHSBT) has revealed the figures today, to mark the launch of the 2018 Organ Donation Week (September 3 to 9) and is urging people to tell their families they want to become lifesaving organ donors. The reluctance to talk about the issue is contributing to a deadly shortage of organs and leaving families to make a difficult decision when someone they love dies.

Last year around 500 people died while on the active transplant waiting list and a further 900 people were removed from the list, mainly due to ill health. Many of these people will have died shortly after being removed. There are currently over 6,000 people waiting for a transplant. Every ten minutes, someone is added to the national transplant waiting list. On average, 20 people die each day while waiting for a transplant. One organ donor can save eight lives.

It’s a tragedy that hundreds of people are dying unnecessarily every year waiting for transplants. NHSBT tell us that if everyone who supported donation talked about it and agreed to donate, most of those lives would be saved.

2018 Organ Donation Week is about urging people to tell their family that they want to save lives. A few words now can make an extraordinary difference. It will also make things much easier for the family to make the right decision should that time come. The message is; if you want to save lives, don’t leave it too late to talk to your family. If you want to be a donor, your family’s support is still needed for donation to go ahead, even if you are on the NHS Organ Donor Register. And if you are unsure about donation, please ask yourselves as a family; what would you do if one of you needed a transplant? Would you accept a lifesaving organ? If you’d take an organ, shouldn’t you be prepared to donate?

Only one in every hundred people die in circumstances where they could donate, so every potential donor is precious. NHS Blood and Transplant’s annual audit of potential donors in 2016/17 shows that around 200 families said no to donation because they were not sure whether the patient would have agreed to it. Based on last year’s average number of 3 transplants per deceased donor, those refusals could instead have led to around 500 lifesaving or life transforming transplants.

NHS Blood and Transplant (NHSBT) surveys show more than 80% of people support organ donation but only around 50% of people have ever talked about it. Research shows that women are 30% more likely to start a conversation about organ donation than men.

Words Save Lives – Spread The Word

Do your family know whether you want to be an organ donor? Have you ever talked about organ donation with them? If the answer is no, then you’re not alone; sadly, many donation opportunities are lost every year because families don’t know if their loved one wanted to be a donor or not. Family support is crucial to enable donations to take place.

We need more people to talk about organ donation to increase the number of transplants that happen. There’s no time like the present, talk about it today. Talking about your organ donation decisions makes it easier for your family to support your decision and for you to support theirs. You could help someone waiting for that vital call, by joining the NHS Organ Donor Register and by telling your family.

The top 5 reasons people gave for not having the conversation were:

1) It never came up – 33%

2) Don’t want to talk about death – 16%

3) Not got round to it yet – 17%

4) Donating organs is a personal choice, don’t need to talk about it – 14%

5) Others wouldn’t feel comfortable talking about it – 11%

Families who agree to donation say it helps with their grief and that they feel enormous sense of pride at knowing their relative gave others the chance of a new beginning and life!

Donating an organ can quite simply transform someone’s life. The CWU encourages every member to use this opportunity to talk to their family about their wishes – a simple conversation could make such a big difference.

To support Organ Donation Week visit:

https://www.nhsbt.nhs.uk/get-involved/promoting-donation-hub/

NHS Blood and Transplant (NHSBT) is a joint England and Wales Special Health Authority who are responsible for ensuring a safe and efficient supply of blood and associated services to the NHS in England. They are also the organ donation organisation for the UK as a whole and are responsible for matching and allocating donated organs. NHSBT are an essential part of the NHS and take pride in saving and improving lives by making the most of every voluntary donation, from blood and organs to tissues and stem cells. Their work would not be possible without donors – ordinary people doing extraordinary things by saving and improving the lives of others.

Important NHSBT Notes & Information:

• Follow NHSBT on social media

• Twitter: @NHSBT

• Facebook: www.facebook.com/nhsbloodandtransplant

• Instagram: @nhsorgandonor

• YouTube: www.youtube.com/user/NHSOrganDonation

It is quick and easy to join the NHS Organ Donor Register. Visit www.organdonation.nhs.uk or contact NHSBT’s 24 hour a day donor line – 0300 123 23 23.

The register records your decision on whether you want to donate your organs and/or tissue after your death to save and improve the lives of others. It is used by authorised medical staff to establish whether someone has registered an organ donation decision.

Letting your family know your organ donation decision will make it much easier for them to support what you want.

Every day across the UK around three people who could have benefited from a transplant die because there aren’t enough organ donors. NHSBT needs more people to agree to organ donation.

Anyone can join the NHS Organ Donor Register, age and medical conditions are not necessarily a barrier to donation.

One donor can save or transform up to nine lives through organ donation and transform even more by donating tissue.

BAME Donors

There is a particular need for more black and Asian organ donors. People from Black and Asian communities have a higher incidence of conditions such as diabetes and certain forms of hepatitis, making them more likely to need a transplant. Black, Asian and Minority Ethnic patients make up a third of the active kidney transplant waiting list. Although some are able to receive a transplant from a white donor, for many the best match will come from a donor from the same ethnic background. Black, Asian and Minority Ethnic donors are needed to improve the chances of these patients getting the kidney transplant they need.

Whilst there may be some individual concerns relating to religious or cultural practices, all the major religions support organ donation.

NHS Blood and Transplant (NHSBT) is urging people to tell their families they want to donate during Organ Donation Week, September 3 to 9.

Sign Up To The NHS Organ Donor Register: https://www.organdonation.nhs.uk//register-to-donate/register-your-details/.

For further information please contact Stephen Bailey (NHSBT) on 0151 268 7017 or stephen.bailey@nhsbt.nhs.uk

Or visit the NHSBT Website: www.nhsbt.nhs.uk

Attachments:

• Organ Donation Week How You Can Help NHSBT Leaflet

• Organ Donor Week – Join Us & Sign Up Today NHSBT Logo download

• Words Saves Lives – NHSBT Web Header Download

• Words Save Lives Poster (Sam)

• Words Saves Lives Poster (Taniyah)

• Organ Donation & Ethnicity Fact Sheet

Organ Donor Law Set To Change by 2020:

Following a recent announcement, the Law is set to change in England but not until 2020. A new opt-out system for organ donation will be in place by 2020 in England, if Parliament approves it. Under the plans, adults will be presumed to be organ donors unless they have specifically recorded their decision not to be and have opted out – rather than the current system where people have to opt in. The UK government say this will save around 700 to 800 lives each year.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB475 Launch of Organ Donation Week 3-9 September 2018

Organ donation and ethnicity Fact Sheet

Organ Donation Week – How you can help

words-save-lives-poster-a4-digital-sam

words-save-lives-poster-a4-digital-taniyah

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Hazards Campaign Report “The whole story” Published on UK Work-Related Injuries, Illness and Deaths

Hazards Campaign Report “The whole story” Published on UK Work-Related Injuries, Illness and Deaths

To: All Branches

Dear Colleagues,

LTB 413/18 reported on the recently published HSE Annual Workplace Fatal Injuries Statics Report 2017/18 which showed an increase in workplace fatalities to a total of 144.

The LTB also reported that a deeper analysis of statistics by the ‘Hazards Campaign’ concluded that a more accurate and inclusive set of figures would show much higher numbers of work related deaths and diseases.

The Hazards Campaign has this month published a report entitled “The Whole Story” setting out the real statistics on work-related injuries, illness and deaths, without omissions of categories not counted accurately or at all. Hazards state that a more accurate picture shows the details as follows in their report “The Whole Story”:-

• 144 Workers Killed – reported to HSE via RIDDOR

• 50 Workers killed at sea and in the air

• 570 Workers killed in road traffic accidents whilst working

• 600 Suicides due to pressure of work

• 100 Members of the public killed by work activities

• 18,000 Work related cancer deaths

• 20,000 Work related heart disease deaths

• 6,000 Work related respiratory illness deaths

• 6,000 Other work related disease deaths

A total of over 51,000

The report details the problems with the current Health and Safety Executive RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013) Reporting system:-

• Massive under-reporting. The Labour Force Survey (LFS) estimates that work injuries are 2.6 times higher than reported.

• 29% less accidents are now reported because of the changes to RIDDOR made by the 2010-2015 Tory/Lib.Dem Government.

• 2017 HSE statistics reported 70,000 non-fatal injuries whereas the Labour Force Survey (LFS) estimated the true figure to be 609,000.

• Only 0.03% of industrial diseases which should be reported under RIDDOR actually are reported according to the former HSE Chief Medical Inspector.

• Employers fail to carry out Health Surveillance.

Hazards also estimate the real cost to society to be between £30 to £60 billion as opposed to the HSE’s estimate of just under £15 billion.

See attached copy of “The Whole Story” for your information.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB473 Hazards Campaign Report The whole story Published on UK Work-Related Injuries, Illness and Deaths

Hazards-The-Whole-Story-2018

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Holiday Pay

Holiday Pay

The issue of Holiday Pay (average pay on leave) has been a long-running issue for both the Union and certainly the members affected.  Despite the Union’s attempt to mitigate some of the resourcing difficulties at source (particularly in relation to regular overtime performed by part-timers via the ‘Four Pillars Agreement’ and the ability to locally agree variation of contracts either on a permanent or temporary basis), it still does not resolve the substantive issue of CWU members receiving their average pay when on leave.

As many people will appreciate, the issue of receiving average pay whilst on annual leave (up to 4 weeks) has been the subject of years of legal interpretations however we are convinced that the legal precedent is now clear for our purpose.

Colleagues will recall Motion 60 carried at 2018 Annual Conference, the terms of which are reproduced below for ease of reference;

“This Conference instructs the Postal Executive to consult with Branches to find suitable cases of members who regularly work above their contracted hours but receive only contracted pay whilst on leave.

Once suitable cases have been identified this Conference instructs the Postal Executive (with/via the Legal Department) to support such members in making a employment tribunal claim in line with Dudley Metropolitan Borough Council v Mr G. Willetts and others which covered voluntary overtime being included in average holiday pay.

This should then strengthen the union’s case in resolving the long outstanding issue of average holiday pay vs contractual holiday pay.”

I can now advise Branches that the Union has been working closely with our legal team to enact the terms of Conference policy and we will soon be in a position to produce a set of comprehensive documents that will enable the Union and its members to pursue a remedy to the issue of average Holiday Pay via recourse to an Employment Tribunal.

The complexity of this task and the various hurdles we have to overcome are not to be underestimated and will require a collective organised process across our Branch and IR structures.  So we are now working on the sequence of events that will need to take place to ensure we are in the strongest possible position to win and resolve this issue once and for all.  Information regarding our approach will be communicated in the next few weeks.

Notwithstanding the Union seeking to address this concern via Employment Tribunals, a further meeting was held with Royal Mail Group on 2nd August 2018, where the Union made it clear that our preference was to seek a Collective Agreement on this issue rather than pursue a resolution via litigation.  It was clear from the company’s response at that meeting that in spite of the various legal rulings, there was still ambiguity in their opinion around the matter of what constitutes normal and regular overtime as advised by the Royal Mail legal team.

Against that backdrop we have attached for your information a copy of the correspondence sent to the business following this meeting which has clearly defined the Union’s position, the content of which should be used to update members via workplace meetings and any other mediums Branches may choose to use.

I want to make it absolutely clear to Branches, Field Representatives and our members that I, along with the Postal National Officers and the Postal Executive, are fully committed to bringing this matter to a conclusion and reaching a Collective Agreement with the employer on this important subject.

We fully appreciate the frustration as well as the resentment our members feel in respect of the Royal Mail Group’s position on this matter and the employer should not underestimate your Union’s resolve to address this matter once and for all.

Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department and further updates will be issued in due course.

Yours sincerely,

 

Terry Pullinger

Deputy General Secretary (Postal)                   

18LTB472 Holiday Pay

Attachment to LTB 472-18

Annual Leave/Resourcing Guidelines

Annual Leave/Resourcing Guidelines

Dear Colleagues,

As with previous years, an updated set of National joint guidelines has been agreed in order to assist representatives when discussing and concluding 2019-20 annual leave arrangements with local managers, which should be concluded in line with the way forward agreement by 31st October 2018.

Whilst the attached guidelines mainly reflect previous year’s arrangements, particular attention is drawn to Branches regarding the following:

The “Annual Leave Calenderisation Work Aide” was updated last year and the 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 in place to support resourcing on an ongoing basis are not affected by these annual leave/resourcing guidelines. 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 put in place to deal with it.

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 and operational requirements”.

When establishing leave demand 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 that you need to check 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 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 / 50) = 12. Add to this the leave reserves leave 12 @ 5 weeks = 60 weeks would mean another leave reserve (60 / 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 another 3 slots due to agreed absorption through the summer weeks then in the period 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

maybe 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 regards to managers refusing to fully engage and adhere to these guidelines in establishing annual leave plans / agreements through the IR framework as appropriate.

Finally, the CWU presentation which was produced last year by the Outdoor Department to assist reps in undertaking leave agreements remains available to Branches and ADRs upon request.

Any queries to the content of the above, please contact the Outdoor Department, reference: 445.

Email address: outdoorsecretary@cwu.org.

Mark Baulch

Assistant Secretary Outdoor

LTB 471.18-Annual Leave

Annual Resourcing JS for 2019

Lone Worker Safety, Security and Wellbeing Conference & Exhibition – Central London, ‪Tuesday 2 October 2018‬ – Sponsored by the British Safety Council, HSE & BSIA

Lone Worker Safety, Security and Wellbeing Conference & Exhibition – Central London, Tuesday 2 October 2018 – Sponsored by the British Safety Council, HSE & BSIA:

To: All Branches

Dear Colleagues,

The British Safety Council has informed CWU/HQ that the Lone Worker Safety Expo and Conference will take place in London on 2 October 2018, 9am – 5pm, at The King’s Fund – 11-13 Cavendish Square, Marylebone, London W1G 0AN (just behind John Lewis on Oxford Street). The King’s Fund is an independent charity that works to improve health and care in England. The event will focus solely on the security, safety and wellbeing risks of lone working.

With speakers from the Health and Safety Executive, the British Safety Council, the BSIA, Law firm Pinsent Masons Solicitors, IOSH and other well-respected organisations, the event will offer a good opportunity to gain further information and guidance.

The organisers say that for those responsible for lone workers and vulnerable workers and those that need to understand their legal obligations, or want practical advice on how to minimise risks associated with lone working, then it is worth attending the event.

There’s practical advice on how to minimise risks using training and technology.

The aim of the event is to ensure that the day helps increase delegates’ knowledge and awareness of the health, safety, personal safety and wellbeing risks to lone and vulnerable workers in a variety of sectors.

The event offers the opportunity to gain direct access to experts, experienced professionals and trusted exhibitors. The morning will consist of a keynote conference sharing best practice and expert knowledge. In the afternoon, there is an opportunity to get involved with various practical workshops.

Subjects covered will be:-

• Legal responsibilities and the implications of not addressing these.

• The increase in Violence and Aggression towards lone workers and practical tools to reduce and manage the risk.

• Latest thinking on the use of technology and training solutions.

• The challenges of managing lone working in the community and in high pressure situations.

• Ways to address mental health and wellbeing concerns for lone workers.

• Questions to ask when procuring a lone worker system and the impact of BS8484.

• Identifying and implementing effective control measures for the Health and Safety risks to lone workers

• Contingency planning and practical advice for major incidents and terrorist attacks when travelling in the UK and abroad.

The Event Main Sponsors and Supporters are the British Safety Council, the Health and Safety Executive and the British Security Industry Association.

Programme:

08.45 – Registration opens

09.00 – ‘Ask the Expert’ session

10.00 – Welcome – Nicole Vazquez and Worthwhile Training

10.15 – Opening Address – Louise Ward, Policy & Standards Director, British Safety Council

10.30 – Lone Working – organisations’ legal responsibilities Sean Elson Pinsent Masons LLP

11.00 – Lone Workers, health, safety and wellbeing concerns Barbara Hockey HSE

11.30 – Managing Lone Working – Chris Shaw NHS Head of Health and Safety

12.00 – Panel Discussion on technology and training – Q&A Session

12.30 – Lunch and networking

13.30 – Workshop Streams:-

• Working Alone: Health And Safety Risks, The Controls And Getting The Balance Right.

• Managing the Mental Health and Wellbeing of Lone Workers.

• Procuring a Lone Worker Solution: Asking the right questions and understanding the importance of BS8484.

• Designing and Delivering the ‘Right’ Training for Lone Workers.

• Managing Violence and Aggression within the Workplace.

• Planning And Practical Advice For Major Incidents And Terrorist Attacks When Travelling In The UK And Abroad.

16.00 – ‘Ask the Expert’ session

Close

Contact details
Tel: 01926 315511

Email: info@loneworkersafetyexpo.com

Website: http://www.loneworkersafetyexpo.com

Registration is now open
Numbers will be limited in 2018, so those wishing to attend should complete the registration form at http://www.loneworkersafetyexpo.com  to reserve a place. A full delegate registration form will then be sent via email with payment details and joining instructions.

Delegate fees for 2018
Standard Fee – £205.00

For members of IOSH, IIRSM, BSC – £175.00
Use Discount Code HSE1820 to gain a 20% discount – £140

The organisers hope that the day offers great value for those interested in the health, safety, personal safety, security and wellbeing of lone and vulnerable workers.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB469 Lone Worker Safety, Security and Wellbeing Conference & Exhibition

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BRIEFINGS – CWU REDESIGN

BRIEFINGS – CWU REDESIGN

Arrangements have been made to hold a series of Briefings in advance of the Special Conference – CWU Redesign – 3rd / 4th November 2018. These are detailed below:-

North East Region, Scotland, Northern Ireland, North West Region

13th September 2018

2 p.m. – 4 p.m.

Midlands Hotel

16 Peter Street

Manchester

M60 2DS

Midland Region, Eastern Region, South West Region, Wales and the Marches

17th September 2018

2 p.m. – 4 p.m.

CWU Offices

46-48 Summer Lane

Birmingham

B19 3TH

London Region, South East Region

19th September 2018

2 p.m. – 4 p.m.

Trades Union Congress

Great Russell Street

London

WC1B 3LS

Entitlement to attend the Briefing is on the basis of two representatives per Branch, Senior Field Officials, National Team members, NEC and Industrial Executive members.

The above briefings are being held to provide Branches with additional information prior to the Special Redesign Conference.

If your Branch is unable to attend at your allocated meeting, please inform the General Secretary’s office (jdunn@cwu.org) of the location and briefing you will be attending.

Yours sincerely

Dave Ward

General Secretary

18LTB466 – Redesign Briefings

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DGSP Terry Pullinger on culture in Royal Mail.

Colleagues,

Please find below an article and video from DGSP Terry Pullinger on culture in Royal Mail. This is a big issue for our members. Please can you insure both the article and video are shared as widely as possible in every office. We would encourage you playing the videos at WTL / CWU meetings.

https://www.cwu.org/news/royal-mail-managers-need-to-change/

https://www.facebook.com/ThecommunicationsUnion/videos/2064032823641593/

The CWU and Momentum Public Ownership video

Collegues,

The CWU has worked with Momentum on this video on public ownership. Please share the following links on Facebook / Twitter #TheCWU

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