Latest from the Branch

CWU/RM -National Terms of Reference – Uniform Trial Footwear Magnum Bandera Active Trainers & Panther Taormina Shoe (Non Safety).

CWU/RM -National Terms of Reference – Uniform Trial Footwear Magnum Bandera Active Trainers & Panther Taormina Shoe (Non Safety).

Dear Colleagues,

Letter to Branches 271, dated the 9th of April 2018, provided an update on the trials of the Panther Easyflex and Magnum Bandera Waterproof Trainers and confirmed that the Easyflex trainer had been added to the official uniform footwear range following a successful trial, but that the Magnum Bandera trainer had not due to ongoing manufacturing difficulties during the trial.

The Outdoor Department has now been in discussion with Royal Mail for two further trials of footwear which are detailed in the attached Terms of Reference. The trials are for the Magnum Bandera Active Trainer and the Panther Taormina Shoe.

The Magnum Bandera Active Trainer is based on a unisex sizing with the Panther Taormina Shoe being based on a ‘female fit’ sizes 2 – 7 and ‘unisex fit’ sizes 8 plus. Also attached to this LTB is a photo of both the Magnum Bandera Active Trainer and the Panther Taormina Shoe.

The Magnum Bandera Active Trainer is based on the former ‘Magnum Bandera Trainer’ but has undergone a number of improvements since the last trial in relation to sizing and durability.

The Panther Taormina Shoe is based on the same sole as the Panther Easyflex Trainer with a full leather upper rather than a material upper.

The trial will be for 5,000 pairs of the Magnum Bandera Active Trainer and a 1,000 pairs of the Panther Taormina Shoe, and for the purpose of the trial these will be made available on request in line with the normal uniform ordering arrangements in respect to footwear and will be available for walking delivery / delivery drivers. If the trial for either or both footwear range proves successful then they will be made available to all employees who are entitled to non-safety footwear.

The trial will take place from August 2018 for the Panther Taormina and November 2018 for the Magnum Bandera Active and will run for a period of 12 weeks, with a joint National review in November and February respectively on progress and developments.

The trial of the new trainer and shoe should be welcomed by Branches as it seeks to further improve footwear provisions and options for members and should also be welcomed as the Panther Taormina Shoe is based on a ‘female fit’ sizes 2 – 7, which reflects longstanding Conference policy in these two areas regarding footwear.

Any queries to the content of the above, please contact the Outdoor Department, reference: 500 email address: outdoorsecretary@cwu.org.

Yours sincerely,

 

Mark Baulch

CWU Assistant Secretary

LTB 459.18 -National Terms of Reference Uniform Trial Footwear Magnum Bandera Active Trainers & Panther Taormina Shoe (Non Safety).

Magnum Bandera Active Trainer and Panther Taormina Shoe Photos

National Terms of Reference – Uniform Trial Footwear Magnum Bandera Active Trainers Panther Taormina Shoe

JOINT STATEMENT BETWEEN ROYAL MAIL LOGISTICS AND THE CWU ON THE DEPLOYMENT OF THE 1ST HOUR SWW, EQUIVALENT BENEFIT FOR NATIONAL LOGISTICS PROFESSIONAL LGV DRIVERS

JOINT STATEMENT BETWEEN ROYAL MAIL LOGISTICS AND THE CWU ON THE DEPLOYMENT OF THE 1ST HOUR SWW, EQUIVALENT BENEFIT FOR NATIONAL LOGISTICS PROFESSIONAL LGV DRIVERS

Dear Colleagues

Branches and representatives will be aware that Paragraph 16.3.3 of the Guiding Principles agreement established that the enabler for the deployment of the 1st Hour SWW or equivalent benefit for Network Professional LGV Drivers was the deployment of the National Network Review.

The review was successfully deployed on the 18th June 2018 and the department has been in discussions on a Joint Statement on the manner in which the SWW benefit would be delivered for LGV Drivers.

Colleagues will be aware that the department has long considered the fact that our Network Driver members are on a Net week with unpaid meal reliefs and work non-standard duty patterns, presented complexities in removing the time. It was for exactly that reason that we effectively “cashed up” the previous time reduction as part of the BT 2010 agreement.

As we previously made clear, when constructing our negotiating strategy during the Four Pillars talks and again when out on the Unit Representatives briefings, the department’s ambition was to use the SWW flight path to restore payment to unpaid meal reliefs on a phased basis.

This policy has now been achieved and attached for your information is the Joint Statement that has been concluded and endorsed by the Postal Executive, which confirms that as a first phase, from the 1st October 2018 our Network Professional LGV Drivers will receive additional payment at the appropriate standard hourly rate in relation to the first hour of Meal Relief each week.

In addition the Joint Statement also confirms that this will continue in relation to the 2nd Hour in 2019 and that the enabler for the 2nd Hour Benefit, in line with paragraph 19.2 of the Guiding Principles will be a review of variable non driving time.

The review will take place without any predetermined outcomes and any agreed changes will be factored into the 2019 Network Review which will then trigger the restoration of pay to the 2nd hour of Meal Relief per week.

Any enquiries in relation to this LTB should be addressed to: Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org or shayman@cwu.org quoting reference 202.22

Yours sincerely

 

Davie Robertson

Assistant Secretary

LTB 458- 18 -Deployment of the 1st Hour SWW for LGV Drivers – 10 .08.18

JS On the Deployment Of The 1st Hour – SWW for LGV Drivers – 10.08.18

JOINT STATEMENT BETWEEN ROYAL MAIL LOGISTICS AND THE CWU ON THE DEPLOYMENT OF THE 1ST HOUR REDUCTION IN WORKING TIME FOR REGIONAL LOGISTICS (AREA DISTRIBUTION) PROFESSIONAL MGV DRIVERS

JOINT STATEMENT BETWEEN ROYAL MAIL LOGISTICS AND THE CWU ON THE DEPLOYMENT OF THE 1ST HOUR REDUCTION IN WORKING TIME FOR REGIONAL LOGISTICS (AREA DISTRIBUTION) PROFESSIONAL MGV DRIVERS

Dear Colleagues

Branches and representatives will be aware that Paragraphs 16.3.5 & 13.5.6 of the Guiding Principles agreement confirmed that the enabler for the 1st Hour Reduction or Equivalent Benefit for Area Distribution MGV Professional Drivers is the deployment of a PAD Revision at each site from October 2018.

In addition to the SWW the revision activity should enable the introduction of the new LAT Product and deliver the Distribution changes outlined in Paragraph 15.2.

The department’s policy with regard to the SWW in relation to the Guiding Principles Agreement for MGV Drivers was to deploy the time reduction, rather than a cash alternative as was previously achieved at the time of the Business Transformation 2010 agreement.

Discussions have therefore taken place with the business in relation to phased working time reductions for the MGV Grade in line with the National agreement, although for absolute clarity the start point is 40 rather than 39 hours.

These discussions have now culminated in the attached Joint Statement being concluded and endorsed by the Postal Executive, which details the element of change that should be included in the PAD revisions and ensures that the reduction in working time will be delivered.

In summary the PAD revisions will include the following changes as contained within the National Agreement:

i) Wave 2 Despatches may be retimed to accommodate new LAT traffic to maximise the number of LA products connecting with core.

ii) The deployment of required Wave 3 services to service the new LAT product.

iii) The deployment of new Network services (7.5t/3.5t) to accelerate the new LAT product to core delivery from NWDC, YDC and NDC where required.

iv) Review of service numbers and capacity based on utilisation data.

v) The reduction in core duty time from 40 to 39 hours per week. The manner in which the SWW is deployed will be a matter for local discussions and agreement as part of the PAD revision.

The department’s view was that it was essential to establish the scope of the activity as the Guiding Principles reaffirmed the concept of a single annual PAD Revision incorporating all the scheduled change for that year.

Given the complexity in landing numerous PAD revisions on or around the same date, the department has been in discussions with the business on establishing a detailed, step by step revision process, mirroring the tried and tested process we have used in the Network Reviews.

This process sets a target date of the 1st October 2018 for deployment of the revisions and progress towards that at each site will be monitored with any necessary assistance provided by the Joint Area Distribution Working Group.

In addition the Joint Statement also addresses the 2nd Hour reduction in 2019 and that the enabler for the 2nd Hour Benefit, in line with paragraph 19.2 of the Guiding Principles will be a review of variable non driving time.

The review will take place without any predetermined outcomes and any agreed changes will be factored into the 2019 PAD Revisions which will then trigger the 2nd Hour reduction from 39 to 38 Hours.

Any enquiries in relation to this LTB should be addressed to: Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org or shayman@cwu.org quoting reference 502.04.

Yours sincerely

 

Davie Robertson

Assistant Secretary

LTB 457-18 – Deployment of the 1st Hour Reduction in Working Time – SWW – MGV Drivers – 10.08.18

JS on the Deployment of the 1st Hour Reduction in Working Time – MGV Drivers – 10.08.18

The Health and Safety (Amendment) (EU Exit) Regulations 2018

The Health and Safety (Amendment) (EU Exit) Regulations 2018:

Dear Colleagues,

Further to LTBs 475/16 and 151/18, the Government has laid before the Houses of Parliament a statutory instrument to amend regulations in relation to health and safety legislation under the Withdrawal Act following Brexit.

These regulations ensure that EU-derived health and safety legislation and protections will continue to be available in domestic law after the UK has left the EU.

It does not seem to have any deregulatory measures, but if any Rep has any concerns over any aspect, please let me know.

A copy of the Bill is attached.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB462 The Health and Safety (Amendment) (EU Exit) Regulations 2018

Statutory Instrument – Exiting the EU Health Safety and Environmental Protection

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Royal Mail Group – Night Workers Health Assessment

Royal Mail Group – Night Workers Health Assessment

Dear Colleagues,

As part of employers’ legal requirements under the UK Working Time Regulations 1998 (as amended in 2003, 2007 and 2009), every adult worker assigned to night shift work must be afforded the opportunity to have a free health assessment. Royal Mail Group complies with this by ensuring that all employees, who work for at least three hours between the hours of 23:00 and 06:00, are offered the health assessment on an annual basis. This is done through a screening questionnaire that has been compiled with guidance from Royal Mail’s occupational health provider (OH Assist).

The assessments are to support night workers’ health and wellbeing. Some health conditions which might need to be taken into consideration when doing night work include:

• Diabetes

• Epilepsy

• Heart disease

• Intestinal problems

• Kidney disease

• Thyroid or glandular disease

• Mental health

• Chronic sleep problems

• Back, joint and neck problems

• Asthma and pulmonary disorders

A night worker health assessment will identify any risk factors associated with the condition(s) and allows advice to be obtained on how to manage them effectively. It does not necessarily mean anyone with these conditions is unsuitable for night work.

The Royal Mail health and wellbeing team are this month (August 2018) writing to all night workers about the offer of a free health assessment, enclosed with the letter will be a health questionnaire and a postage paid return envelope. Each completed questionnaire will be reviewed by Royal Mail’s occupational health providers (OH Assist). Depending on the information individual night workers provide, it may be necessary for a health assessment to be arranged with a professional occupational health advisor. An assessment could be face to face or over the telephone. Individuals will be advised if further action is required.

Should an assessment not be necessary, there will be no further action taken and those individuals will not receive any further correspondence until the next annual night worker health assessment is due, unless a personal requirement is identified sooner.

Note: This is a ‘voluntary assessment’ and workers are not obliged to complete it. All returns will be treated in the ‘strictest confidence’ and with the individual’s consent, information may be shared with Royal Mail, which could result in the worker’s line manager being informed about certain aspects i.e., if reasonable workplace adjustments are required to accommodate a health condition or disability. Employers must make reasonable adjustments to make sure workers with disabilities, or physical or mental health conditions, aren’t substantially disadvantaged when doing their jobs. This applies to all workers, including trainees, apprentices, contract workers and business partners.

The benefit of the night workers health assessment is that it helps identify risk factors associated with health and medical conditions which may require treatment or need advice on how to manage them effectively and where issues are identified, Royal Mail Group can take some proactive action to support the individual workers in order that they can continue to undertake their work effectively and efficiently without added difficulties and stress. Additionally the assessments data helps Royal Mail understand any emerging health trends amongst our workforce.

The CWU Health, Safety & Environment Department has been fully involved in the planning and organisation of this year’s night worker assessment programme and the Union fully supports the exercise and wishes to encourage all CWU Night Workers to participate and take part.

Would all CWU Health and Safety Reps remind Night Worker Members about the Health assessment and encourage them to participate and complete the questionnaires as it’s in their best health and wellbeing interests.

If CWU Night Worker members have any questions or concerns about completing the health questionnaire then they should speak to their Workplace or Area Health and Safety Representative for clarification and reassurance.

Attachments:

• All Night Shift Workers will receive a copy of the attached letter and attached questionnaire, sent to their home address.

• All Managers will have received the attached WTLL to deliver to Night Shift Staff.

• See attached copy of the Managers WTLL Brief.

• See attached copy of the Royal Mail – Feeling First Class – Health Advice For Shift Workers.

The deadline for returning completed questionnaires has been extended from 20th August to the 31st August 2018. Every CWU Member Night Shift Worker is encouraged to complete the questionnaire and return it to OH Assist using the SAE return envelope provided.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB461 Royal Mail Group – Night Workers Health Assessment

July WTLL Template (Night Workers Assessment) 2018 Final

Letter template NWA 2018 (Final)

Night Worker Health Questionnaire July 2018 (Final)

Royal Mail Feeling First Class Health Advice For Shift Workers_

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Heatwaves: Adapting to Climate Change” – House Of Commons Environmental Audit Select Committee Report published – Includes Maximum Temperature at Work Recommendation

Heatwaves: Adapting to Climate Change” – House Of Commons Environmental Audit Select Committee Report published – Includes Maximum Temperature at Work Recommendation:

To: All Branches

Dear Colleagues,

The House of Commons Environmental Audit Select Committee has issued a report entitled “Heatwaves: Adapting to Climate Change” on the practicalities of adapting to a higher frequency of heatwaves due to climate change.

There is a section that notes the position of the TUC, CWU and other Unions of the need for a statutory maximum working temperature in relation to hot workplaces and it recommends that “Public Health England should also issue formal guidance to employers to relax dress codes and allow flexible working when heatwave alerts are issued.” The report goes on to recommend that “The Government should consult on introducing maximum workplace temperatures, especially for work that involves significant physical effort.”

This Report and Recommendations will now go to the Government to consider and formally respond to (accepting or rejecting recommendations).

The Report is helpful to Trade Unions. A copy of the report is attached and the maximum workplace temperature recommendation is on Page 42.

High temperatures like those recently experienced during this current summer 2018, can cause heat exhaustion and dehydration and for outdoor workers sun burn, dehydration, sun stroke and heat exhaustion.

The Workplace (Health, Safety and Welfare) Regulations 1992 say that the employers must maintain a reasonable temperature where you work, but it does not specify a maximum temperature. However, the employer is expected to prevent the workplace being uncomfortably hot. There should also be enough thermometers around the workplace so that workers can check the temperature.

The employer should make sure that workers are not uncomfortably hot by installing suitable equipment, using ventilation or air conditioning, and by relaxing dress codes etc. There must also be access to drinking water.

If the workplace is uncomfortably hot, a complaint can be made to the HSE or local authority health and safety enforcement inspectors.

The TUC, CWU and many of the UK’s Trade Unions have been campaigning for a legal maximum workplace temperature for many years and in 2011, the Bakers Food and Allied Workers Union along with the CWU and other Unions launched the “Cool It” campaign and the TUC Congress carried a Motion supporting a legal maximum workplace temperature with CWU support.

The “Heatwaves: Adapting to Climate Change” Report concludes that heat-related deaths are set to treble by 2050 unless Government acts on the dangers and predicts that higher temperatures which caused over 2000 deaths in 2003 will be the summer norm by the 2040s, making adaptation to heatwaves a matter of life and death.

The Environmental Audit Committee Report found that failing to address the danger of heatwaves will threaten the wellbeing of an increasing number of vulnerable people and that they threaten health, wellbeing and productivity.

The Met Office has projected that UK summer temperatures could regularly reach 38.5°C by the 2040s. The Government must stop playing pass the parcel with local councils and the NHS and develop a strategy to protect the ageing population from this increasing risk.

Heatwaves cause premature deaths from cardiac, kidney and respiratory disease. There will be 7,000 heat-related deaths every year in the UK by 2050 if the Government does not take action.

The Government needs to do more to warn the public of the health risks of heatwaves, particularly when they fall outside of the summer period, and should appoint a minister to lead work across Government.

The Government’s new adaptation plan promises no effective action to prevent overheating in buildings. It must change building regulations and planning policies to ensure homes and transport networks are able to deal with extreme heat, and that local authorities and cities have green spaces and heat-resilient infrastructure.

The Select Committee has called on the Government to:

1 Ensure NHS England issues guidance on planning for summer pressures, to ensure that adequate steps are taken to prepare the NHS for more frequent heatwaves. NHS organisations should submit annual heatwave plans to ensure they are prepared for the sudden onset of a heatwave;

2 Inspect resilience to heatwaves in hospitals and care homes through the Care Quality Commission and NHS England;

3 Protect peoples’ health by changing building regulations to prevent overheating;

4 Review the capacity of local authorities to deliver climate change resilience, require them to report on their adaptation to climate change and introduce an urban green infrastructure target for cities;

5 Introduce stricter water efficiency standards as part of the building regulations;

6 Coordinate a study of vulnerability to heat-health risks on transport and how this contributes to economic loss during heatwaves;

7 Make businesses aware of the threat of heatwaves and the economic consequences. Public Health England should also issue formal guidance to employers to relax dress codes and allow flexible working during heatwaves, and the Government should consult on introducing maximum workplace temperatures, especially for work that involves significant physical effort;

8 Issue guidance for head teachers about safe temperatures in schools and relaxing school uniform policy during hot weather;

9 Launch a public information campaign on the growing frequency and intensity of heatwaves and run a year-round heatwave alert system to warn vulnerable people about the health risks; and

10 Provide a Ministerial lead in the Department of Health and Social Care with responsibility for climate change related health risks.

The background on the Report recommendations are as follows:-

NHS guidance on summer pressures

Heatwaves place strain on the NHS and social care system. During the 2013 heatwave, double the amount of consultations for heat-illness took place compared to a non-heatwave year. Hospitals can overheat to 30 degrees Celsius when the temperature outside is just 22 degrees Celsius. However, the NHS only asks hospitals and other healthcare organisations to report on their preparation for winter pressures.

NHS England’s Emergency Preparedness, Resilience and Response assurance does not account for the risk of overheating hospitals, and the Care Quality Commission do not inspect for it either. The ability of nursing homes to cope with the serious health impact of heatwaves on older people is not assessed. This is worrying given that in the 2003 heatwave, excess deaths in nursing homes in some parts of the UK rose by 42%.

Ensuring safe and heatwave resilient homes

Certain types of homes (single aspect flats, houses built in the 1960s and 1970s) and densely populated urban areas are at significant risk of overheating. Even at current temperatures, 20% of UK homes overheat. This presents a risk to those who are vulnerable to high temperatures such as older people, those with underlying cardiovascular or respiratory conditions, those with disabilities and children. There is no building regulation to prevent overheating in buildings, and tests to identify overheating are weak and ineffective.

However, the Committee heard uncertainty from Government Ministers about whether the building regulations should be used to protect human health. The Chartered Institution of Building Services Engineers believes building regulations should be changed to protect health, and have developed a series of tests to prevent buildings overheating at design stage.

The Committee heard that public money is used to support the construction of modular homes. According to a study on Modular Construction in UK Housing by Pinsent Masons, there are currently around 15,000 modular homes built in the UK each year by China National Building Material Company. Modular homes are not resilient to heatwaves, and the Committee is calling for the Government to end public funding for them.

Local authorities and cities

Local authorities should be driving adaptation for heatwaves, across a range of areas such public health, local spatial plans, and urban development. However, the Committee only received evidence from one local authority and the Local Government Association confirmed that they “do not have a bespoke work programme on climate change adaption.” Funding for programmes to support local authority climate change adaptation was withdrawn in 2015/16, leading to the closure of numerous regional climate change partnerships.

Cities can be up to 10°C hotter than surrounding countryside due to the urban heat island effect; hard surfaces in urban areas absorbing heat during the day and emitting heat at night. Overheating at night prevents physiological recovery from heat. In the 2003 heatwave, excess deaths in London increased by 42%. However, measures to reduce the urban heat island effect are not included in local plans and the Government’s planning framework does not make mention of it. The Government should introduce an urban green infrastructure target as part of the metrics for the 25 Year Environment Plan and in the National Planning Policy Framework to ensure towns and cities are adapted to more frequent heatwaves in the future.

Transport, water supply and productivity

Heatwaves can cause railway tracks to buckle and roads to melt. Only 50% of the UK’s motorways and major roads are surfaced with material that is the most resilient to the kind of summer temperatures the UK is beginning to experience regularly. During the June 2018 heatwave, railway tracks buckled causing significant delays either because trains could not operate or because they had to be run at a slow speed to avoid damage. This means that passengers sometimes have to endure rail journeys in uncomfortably hot carriages.

There are also concerns that the health risks and service disruption of travelling at peak times during a heatwave results in economic losses as staff may not be able to get to work. There is no regulation on maximum workplace temperature, resulting in difficult working conditions particularly for those engaged in heavy manual labour or outdoor work. The Committee is calling on the Government to make businesses aware of the developing threat of heatwaves and the economic consequences and for Public Health England to issue formal guidance to employers to relax dress codes and allow flexible working when heatwave alerts are issued.

Additionally the Committee recommends that the Government should consult on introducing maximum workplace temperatures, especially for work that involves significant physical effort, and that the Department for Education should issue guidance for head teachers about safe temperatures in schools and relaxing school uniform policy during hot weather.

The UK’s water supply is expected to reduce by 4–7% and this will be exacerbated by the increasing demand for water during heatwaves, particularly in cities. The Committee is calling for the Government to raise its ambitions for water efficiency by adopting 110 litres per person per day as the mandatory standard in Part G of the building regulations for all new buildings.

Ministerial lead on responsibility for climate change health risks

Adapting to heatwaves is complex. The impact on health can be affected by overheating on public transport, in cities and in buildings, with policies spanning several Government departments and local Government. Although the Department for Environment, Food and Rural Affairs have overall adaptation responsibility, the Department of Health and Social Care holds responsibility for heatwaves and heat-health. Therefore, we were concerned to hear that despite these significant health hazards, the Minister for Public Health, Steve Brine MP, did not consider it his department’s responsibility to take active steps to address the heat-health issues of overheating buildings and planning policy.

The Committee is calling on the Department of Health and Social Care to provide a Ministerial lead on responsibility for climate change related health risks. The Minister should work closely with DEFRA, and across Government, to ensure there is a holistic and coordinated approach to adapting to the health risks of climate change, building on the advice of the Committee on Climate Change.

Public information campaign on risk of heatwaves and the growing frequency and intensity of heatwaves

In August 2003 temperatures reached 38.5°C in England and there were 2,193 heat-related deaths across the UK in 10 days. The Met Office predicts that similar heatwaves will occur every other year by the 2040s. Prolonged periods of high temperatures cause cardiac and respiratory disease leading to excess deaths, particularly in older people. The average number of heat-related deaths in the UK is expected to more than treble to 7,000 per year by the 2050s.

Although extreme heat events have become more common in Europe since the 1950s, there is public misconception that heatwaves have become less frequent. The Government does not provide clear information for the public on the developing threat of heatwaves.

The Government’s heatwave alert system only runs from June to September, so vulnerable people are not warned about unseasonal heatwaves. Moreover, the Committee heard that alerts are only put out if a threshold of approximately 30°C is reached, even though the Medical Director at Public Health England acknowledged that heat-related deaths begin when temperatures rise above 25°C.

Membership of the House of Commons Environmental Audit Select Committee:

Mary Creagh MP (Labour) (Chair), Colin Clark MP (Conservative), Therese Coffey MP (Conservative), Geraint Davies MP (Labour), Philip Dunne MP (Conservative), Zac Goldsmith MP (Conservative), Robert Goodwill MP (Conservative), James Gray MP (Conservative), Caroline Lucas MP (Green), Kerry McCarthy MP (Labour), Anna McMorrin MP (Labour), John McNally MP (Scottish National Party), Dr. Mathew Offord MP (Conservative), Dr. Dan Poulter MP (Conservative), Joan Ryan MP (Labour), Alex Sobel MP (Labour).

A copy of the Report is attached.

 

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB460 Heatwaves – Adapting to Climate Change

HC 826 – Heatwaves-embargo (002)

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Special Conference Redesign – 3rd/4th November 2018

Special Conference Redesign – 3rd/4th November 2018

Following LTB 321/18 Branches will wish to know that a number of meetings have been held between the President, GS Office and the union’s Standing Order Committee (SOC). The agenda of these meetings was to discuss the format and structure of the Special Conference in November.

Work is continuing on the Redesign papers and the aim is to publish all the Redesign papers to Branches on the 28th August 2018. The SOC are currently working on the conference timetable for motions, delegations, etc and further LTBs will be sent in due course.

Finally, after careful consideration and recognising the limited conference time available, it has been agreed by the NEC that the Special Conference in November will deal with motions and extensive policy papers. Any subsequent rule changes will be dealt with next year at a Special Rules Revision Conference.. Further information relating to these matters will be sent to Branches in due course.

Any further enquiries regarding this LTB should be addressed to the General Secretary’s Office at gsoffice@cwu.org quoting the reference GS 29.0.

Yours sincerely

Dave Ward – General Secretary

Tony Kearns – Senior Deputy General Secretary

18LTB455 – Special Conference Redesign – 3rd 4th November 2018

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CWU National Organ Donation Campaign – Government Publish Response to Organ Donation Consultation

CWU National Organ Donation Campaign – Government Publish Response to Organ Donation Consultation:

To: All Branches

Dear Colleagues,

Motion 85 was carried at CWU Conference in 2011 and CWU has been supporting Organ Donation Week ever since as well as campaigning to raise awareness of the need for more organ and blood donors. In 2016 the TUC Congress carried Motion 47 on the subject of Organ

Donation and called for the TUC and Trade Unions to campaign to increase the number of organ donors. The Motion was carried with CWU Support.

Letters to CWU Branches and Regions have been issued annually by the Health, Safety & Environment Department as well as distributing materials and resources to our Branches, Regions and Officers and Reps across the UK as well as CWU Voice coverage and the Union has challenged CWU Reps to sign up to be an organ donor/blood donor and get other Reps and members to sign up.

The CWU signed up to a campaign partnership with NHSBT (NHS Blood & Transplant) in 2016 and NHSBT (NHS Blood and Transplant) issued a statement to the effect that it was pleased to be working with the Communications Workers Union, one of the UK’s major Trade Unions that takes the health, safety and wellbeing of its large membership and families very seriously and places such matters high on the agenda.

The Union has also worked jointly with employers to run joint health awareness campaigns of which organ and blood donation is included through their campaigns.

The CWU Health and Safety Department has additionally concentrated campaigning efforts to spread the message of donation across the Union, seeking to promote blood and organ donation amongst its Black and Asian members where only 1.4% of those on the Organ Donation Register are from these communities.

This week the Government published its response to the Organ Donation Consultation which took place in England between December 2017 and March 2018 and which the CWU engaged with.

The Government is proposing the introduction in England of a new system (commonly known as ‘deemed consent’ or ‘opt-out’) in which everybody would be considered as a potential organ donor unless they have either added their details to the NHS Organ Donor Register to opt out of donation or are in one of the groups excluded within the legislation. A similar system came into force in Wales in December 2015.

The Government believes that this new legislation will support more organ donors and help to save the lives of more people on the Transplant Waiting List. As ever the NHSBT (NHS Blood & Transplant) role is to support whatever legislation is in place and to work to make the Government’s ambition a reality. However as with any legislative change this will take some time to come into legal effect. The Government estimate is that the new law will commence in Spring 2020. NHS Blood and Transplant will be working closely with the Government to ensure that the changes are implemented successfully.

NHSBT (NHS Blood & Transplant) has written to the Union expressing its thanks for the support of the CWU stating “Your organisation has contributed significantly in the past by helping to promote the benefits of organ donation with us.”

NHSBT (NHS Blood & Transplant) have additionally stated that it is going to be very important that people living across the country understand how the system is going to change in England and that people continue to share their decision about organ donation with their family. They have asked the CWU to continue to support their work by helping to educate and inform our members about organ donation and by encouraging them to talk to their family about donation.

In fact, this year’s Organ Donation Week is coming up soon – it’s taking place from 3rd to 9th September and the CWU will be supporting the week again. NHSBT (NHS Blood & Transplant) have asked us to help encourage people to talk to their families about organ donation during the week. We will be circulating further details and materials and assets in due course once available.

NHSBT (NHS Blood & Transplant) concluded their message to the CWU stating that together we can ensure that as many people as possible, who want to be organ donors and who die in the circumstances where donation can be considered, can save the lives of patients across the UK in need of a transplant.

Branches, Regions and members will no doubt welcome the Government’s decision and I’m pleased to be able to communicate it to you.

Yours sincerely

 

Dave Joyce
National Health, Safety & Environment Officer

18LTB454 CWU National Organ Donation Campaign – Government Publish Response to Organ Donation Consultation

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