Royal Mail Logistics – Accident Near Miss & Hazard Reporting Process “STAR” (Stop, Think, Act, Report):

To: All Branches

Dear Colleagues,

As part of a joint programme of work to improve safety standards and better manage safety in the workplace, a “near miss and hazard reporting” process has been developed jointly between Royal Mail Logistics and the CWU Health, Safety and Environment Department for use in Logistics. This will be launched on Monday 13 August in an agreed number of pilot/trial offices, enabling Logistics workers to report incidents via a simple report card and collection box process. This process is to be used as part of a 3 month pilot/trial to assess the system, the volumes, categories, hazards and near miss trends prior to national roll out in all RM Logistics operations across the UK.

The CWU Health, Safety and Environment Department have been fully consulted and involved in the planning to introduce the “near miss and hazard reporting” process and we fully endorse and support this approach.

The Health and Safety Executive (HSE) estimated that if every single reportable incident not at present investigated by employers was investigated and acted upon, this could save UK society up to £2 billion per year in preventable accidents and incidents.

Near misses are warnings of failings or gaps in safety management systems, and can identify potential accidents before they actually happen. In doing so personal injury, pain, loss and suffering plus damage to plant, equipment, property and loss of productivity can all be avoided with thorough reporting, investigation, root cause analysis and remedial action.

History has shown repeatedly that most serious and catastrophic accidents and events were preceded by warnings or near miss incidents. Recognising and reporting hazards and near miss incidents can significantly improve worker safety and enhance the organisation’s safety culture. The HSE state that there is a direct correlation between the number of near misses and accident rates.

The intention of this new scheme is to proactively encourage staff to support and utilise the process in a “blame-free” culture by reporting all hazards they see and all near miss incidents they observe or are involved in, so as to ensure there’s a full investigation in to the hazard or how the incidents happened, how the risks arise and how they might be prevented in future.

The findings and conclusions can then be taken into account in revising the workplace risk assessments, working methods, dealing with accommodation issues, plant, equipment etc., so ensuring they are safe and fit for purpose.

If an incident occurs which does not result in an injury, but which clearly could have done, then it’s a ‘near miss’, and jointly Royal Mail and the CWU want to encourage every individual staff member to report it. Reporting incidents will be encouraged and not frowned upon.

Effective identification and reporting of near misses and hazards means preventative measures and controls can be introduced, reducing the likelihood of an accident occurring.

The near miss/hazard report cards will be accessible to all Logistics staff on the site.

The message to all Logistics staff is ‘please take the opportunity to submit any hazards you spot or near miss incidents you have , however minor you think they are’. Because if we don’t know where the real problems are, how are we going to prioritise our efforts? An effective near miss reporting process can be a fundamental element of a thriving safety culture. A near miss is a golden opportunity to prevent an accident. The idea is to get the information reported quickly. This allows an investigation to take place to identify root causes of potential accidents and to then assist with follow-up and corrective action so that ultimately lower accident and injury rates result. The hope is that staff will learn the importance of near miss and hazard reporting and begin helping deploy a sustainable reporting program that’s unique to their work and operations. The information will be collected and analysed for appropriate attention and discussed at the local joint Health and Safety Committee.

The National Logistics Safety Management Team will feed back to the CWU/HQ National Health, Safety and Environment Department.

The support of all CWU Area and Workplace Health and Safety Reps plus Distribution and Drivers Reps would be appreciated in encouraging local members to report any hazard or near miss.

The joint intention of Royal Mail Logistics and CWU remains that we work in a positive safety culture. To improve safety and encouraging openness, recognising issues and implementing controls.

In line with HSE strategy, Royal Mail will pro-actively involve, consult and inform CWU Safety Representatives in good time.

The intention of this new ‘STAR’ scheme is to proactively encourage staff to support and utilise the process in a “non-punitive”, “blame-free” culture by reporting all hazards, incidents, near misses, so as to identify issues early, ensure there’s a full investigation in to how the hazards or incidents happened, how the risks arise and how they might be prevented in future, so that we can stop accidents from happening. This gives employees a voice to help resolve safety related issues, helps us jointly develop an open culture whereby everyone shares and contributes in a responsible manner to their own safety and that of their fellow workers – NO BLAME!

Remember “STAR” is the right course of Action!

S = STOP.

T = THINK.

A = ACT.

R = REPORT.

Hazard definitions

• An Unsafe condition is defined as an unsatisfactory physical condition that exists at the workplace which could be a major contributor to an accident occurring if not rectified e.g. damaged equipment, pot holes etc.

• An Unsafe act is any act that deviates from a generally recognised safe way or specified method of doing a job and which increases the probabilities for an accident. It must contain an element of unsatisfactory behavior immediately before an accident that was significant in initiating the event.

• If an incident occurs which does not result in an injury, but which clearly could have done, then it’s a ‘near miss’.

The PiC (Person in Charge) and Management are tasked with trying to resolve the issues and will regularly communicate updates through a ‘STAR’ Notice Board and via the Joint Health and Safety Committee Meetings and in consultation with CWU Health and Safety Reps. It may be that some issues take a while to resolve – staff can escalate issues through their CWU Reps if they don’t feel that Managers are taking the issue seriously enough.

The following Message and assurances to all employees is given by Royal Mail Logistics:

• The message to all employees is ‘please take the opportunity to submit any hazards you identify, however minor you think they are’. RM Logistics wish to promote a culture of reporting with the support and help of all managers and supervisors.

• The support of all CWU Representatives is appreciated in encouraging employees within Logistics to report any hazards through the ‘STAR’ reporting process.

• The joint intention of Royal Mail and CWU remains that we work in a positive safety culture. To improve safety and encouraging openness, recognising issues and implementing controls in a ‘no blame culture’.

• In line with HSE strategy, Royal Mail will pro-actively involve, consult and inform CWU Safety Representatives in good time.

• The ‘STAR’ scheme intends to raise awareness, encourage employees to identify and report hazards, that can be jointly investigated, how the incidents happened, how risks arise, and how they might be prevented in future.

• The ‘STAR’ scheme is an essential piece of joint working, demonstrating a clear intention to improve and sustain safety performance in the workplace, that will significantly reduce and sustain accidents levels, in a “blame free” safety culture.

• ‘STAR’ was designed to give members a voice on safety issues and was not designed for disciplining individuals who raise issues and an anonymous option has been included in the reporting process to back this up. RM Logistics want all hazards and near misses to be identified, so remedial action can be implemented and prevent accidents from happening.

• In addition the Director of RM Logistics will be sending a letter to all managers requesting their personal commitment to ‘STAR’ and expressing his expectation of them which is to: lead by example; maintain and improve safety; not “walk by” and ignore issues; be respectful and trusting; promote an open, feedback-rich culture amongst the workforce; react swiftly to the discovery of unsafe acts or conditions; be transparent and fair; thoroughly investigate all accidents to identify the true root causes, looking beyond the individual’s actions i.e., systems, processes and management activities.

The Four Pilot/Trial Offices are:

• Mount Pleasant Distribution/Logistics (co-located on Mount Pleasant MC site)

• Swansea Logistics Distribution/Logistics VOC (Co-located on Swansea MC site)

• South Midlands Distribution/Logistics (co-located on South Midlands MC site)

• Sheffield Fleet Services Workshop

Attachments:

1 ‘STAR’ WTLL Briefing

2 ‘STAR’ Poster

3 ‘STAR’ Near Miss/Hazard Report Card

4 ‘STAR’ Staff Briefing PowerPoint Slides

5 ‘STAR’ Management Briefing PowerPoint Slides

6 ‘STAR’ RM Logistics/CWU Joint Statement

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

2.9.13.2 talkabout STAR (2)

18LTB452 Royal Mail Logistics – Accident Near Miss & Hazard Reporting Process STAR

Near Miss Presentation Managers briefing (2)

Near Miss Presentation Staff briefing (2)

RM04780 A2 Poster 28.03.18

RM04780 A5 Card 28.03.18 

RM Logistics-CWU-STAR-Joint Statement

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Sentencing Council New Guidelines for Manslaughter, Including Gross Negligence Manslaughter Introduced:

To: All Branches

Dear Colleagues,

The Sentencing Council has published new guidelines for how offenders convicted of manslaughter should be sentenced in England and Wales.

LTB 580/17 reported on the Sentencing Council Public Consultation on Gross Negligence Manslaughter and the CWU Response.

The CWU Health, Safety & Environment Department along with the TUC and other Unions have welcomed the new guidelines which increase sentences and establish consistency from all courts and judges. However, our response included reference to the rare cases where individual workers are convicted of Gross Negligence Manslaughter, and we stressed that those concerned should face less severe punishment than employers, directors and senior managers, if in mitigation, the evidence shows that stressful working conditions and repressive management contributed to their actions, or if their employer’s management organisation and procedures were inadequate. I’m pleased to report that our submission has been taken into account and the new guidelines state in the Gross Negligence Manslaughter Section, Factors indicating lower culpability, that: “The offender was in a lesser or subordinate role if acting with others in the offending.”

The Consultation Document (CD) did not include the charge of “Corporate Manslaughter” (Corporate Homicide in Scotland) which was introduced in 2007 and is a criminal offence committed by a company or organisation, for serious health and safety management failures, resulting in gross breach of duty of care, leading to a fatality or fatalities. The offence was created to provide a means of accountability for serious health and safety failures across a company or organisation. This offence is intended to work in conjunction with other forms of health and safety accountability and offences such as “Gross Negligence Manslaughter” for ‘individuals’ (Directors, Senior Executives and Managers etc.,) and other health and safety law offences. The Sentencing Council introduced new guidelines for those convicted of “Corporate Manslaughter” in November 2015 bringing in higher penalties, particularly for large organisations committing this and other serious health and safety offences. (See LTB Number 716/2016 and subsequent LTBs 142/2017 and 449/2017).

The CD stated that in 2014, 16 offenders were found guilty and sentenced for Gross Negligence Manslaughter. All of them were sentenced to imprisonment with custodial terms ranging from 9 months to 12 years, 4 of which were suspended sentences. The average was 4 years.

The Sentencing Council has now published its definitive new guidelines to Courts on how offenders convicted of manslaughter should be sentenced in England and Wales and this is the first time that guidelines have been drawn up for these very serious and difficult cases which include workplace fatalities caused by employers’ gross negligence.

The publication marks the first time that comprehensive guidelines have been drawn up for these very serious and difficult cases, which could range from an unintended death resulting from an assault, to a workplace fatality caused by a negligent employer.

The serious nature of manslaughter, combined with the great variation in cases, and the fact that cases do not come before individual judges very frequently, means the introduction of guidelines will be particularly useful in promoting consistency in sentencing and transparency in terms of how sentencing decisions are reached.

Overall, the guideline is unlikely to change sentence levels but it is expected that in some gross negligence cases sentences will increase. This could be in situations where, for example, an employer’s long-standing and serious disregard for the safety of employees, motivated by cost-cutting, has led to someone being killed. Current sentencing practice in these sorts of cases is lower in the context of overall sentence levels for manslaughter than for other types.

The types of manslaughter covered by the guideline are:

Unlawful Act Manslaughter – this is the most commonly prosecuted form of manslaughter and includes deaths that result from assaults where there was no intention to kill or cause very serious harm. It can vary greatly. For example, it could involve a situation where two friends briefly argue and one pushes the other causing him to fall and hit his head with fatal results. It could involve someone going out looking for a fight and attacking someone forcefully but not intending to kill. It could also include unintended deaths that result from other crimes, such as arson or robbery. 105 offenders were sentenced for this offence in 2016.

Gross Negligence Manslaughter – this occurs when the offender is in breach of a duty of care towards the victim which causes the death of the victim and amounts to a criminal act or omission. The circumstances vary greatly. In a domestic setting it could include parents or carers who fail to protect a child from an obvious danger. In a work setting, it could cover employers who completely disregard the safety of employees. 10 offenders were sentenced for this offence in 2016.

Manslaughter by reason of loss of control – This arises if the actions of an offender, who would otherwise be guilty of murder, resulted from a loss of self-control, for example arising from a fear of serious violence. 12 offenders were sentenced for this offence in 2016.

Manslaughter by reason of diminished responsibility – Someone guilty of this offence would have been suffering from a recognised mental condition that affected their responsibility at the time of the offence, without which they would have been convicted of murder. 26 offenders were sentenced for this offence in 2016.

The guideline ensures comprehensive guidance where previously it was very limited. Until now, there has been a guideline only for Corporate Manslaughter, which comes under the Council’s health and safety offences guideline, and a guideline by the Council’s predecessor body for manslaughter by reason of provocation, which is now out of date following legislative changes to the partial defences to murder.

Manslaughter offences vary hugely – some cases are not far from being an accident, while others may be just short of murder. While no sentence can make up for the loss of life, this guideline will hopefully help ensure sentencing that properly reflects the culpability of the offender and the unique facts of each case.

Manslaughter is an extremely serious offence, causing immeasurable pain to families who lose their loved ones. So it is vital our courts have clear, consistent guidance in these often complex cases – such as when both individuals and employers are involved. These guidelines aim to make sure sentences reflect the severity of the crime, helping protect workers and keep communities safe.

A copy of the new Sentencing Guidelines is attached.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB451 Sentencing Council New Guidelines for Manslaughter Including Gross Negligence Manslaughter Introduced

Sentencing Council_Manslaughter_Definitive-Guideline_2018

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Royal Mail Group (SHE) Safety Alert – Storage of Oil Barrels at Delivery Offices

To: All Branches

Dear Colleagues,

For the urgent attention of Royal Mail Area Safety Reps. Please see attached copy of RM SHE Alert GPSA0004 entitled ‘Storage of Substances’.

The SHE Alert was generated following a Safety Inspection carried out by a Local Authority Environmental Health Officer at the Royal Mail Gloucester North Delivery Office. The Enforcement Officer found that engine oil barrels were not being stored correctly and added that the issue needed to be rectified immediately to avoid an enforcement notice being served on Royal Mail. Local Management responded immediately to correct the non-compliance and so no formal action was taken.

Following the Enforcement Officer’s intervention, the attached alert has been issued reminding all Persons in Charge (PiCs) and their deputies of the importance of storing substances, including new and used engine oils in a safe and compliant manner to avoid risks to health and the environment.

Key Messages in the Alert

• Ensure that oil/grease drums are properly stored in ‘bunded’ containers or on ‘bunded’ pallets and kept dry.

• Ensure that spill kits are available and that staff are trained to use them in the event of a spill.

• Ensure that in the event of a spill the Property and Facilities helpdesk is contacted for specialist support to clean up.

• Ensure that substances such as cleaning materials are kept in locked cabinets/cupboards when not in use.

(Note: A Bund is an item or structure with a wall surrounding an industrial oil or fuel tank which acts as a safety container to capture any leaks).

Would all ASRs check this issue when carrying out their Safety Inspections or carry out additional spot checks to ensure Delivery Offices are compliant. If any non-compliant Delivery Offices are found, please complete a Safety Inspection Report and submit the report without delay, requesting immediate attention from the PiC.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB447 Royal Mail Group (SHE) Safety Alert – Storage of Oil Barrels at Delivery Offices

GPSA004 Storage of Substances_

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Royal Mail Delivery Office Recruits – New Starters Interim Weatherproof Protective Coat/Jacket Trial:

To: All Branches

Dear Colleagues,

This is an update to Branches, Regional Health and Safety Forums and Area Health and Safety Reps further to my 4 June communication to Area Health & Safety Reps and Regional Health and Safety Forums.

As you will know, getting new starters their appropriate protective cold and wet weather clothing before going out on delivery in severe inclement weather has always been an issue for ASRs. The Health, Safety & Environment Department has been challenging this continually for a number of years with the Royal Mail Safety, Health and Environment Team, Occupational Health and Assets teams as well as raising the matter with the HSE.

The current business standard for new starters is that they are entitled to a basic uniform (which does not include a weatherproof, storm-proof jacket). Once they have been employed for 6 weeks and providing they’re going to be employed for 13+ weeks they get their job title changed from new starter to walking delivery for example and a weatherproof, storm-proof jacket is provided as part of their full allocation. (Note: The Postal Outdoor Department is currently reviewing the Uniform Agreement with Royal Mail, covering all standard clothing).

The Health, Safety & Environment Department’s position is that the Personal Protective Equipment (PPE) Regulations 1992 requires the provision of protective clothing, free of charge, and that PPE is “All equipment (including clothing affording protection against the weather) which is intended to be worn or held by a person at work and which protects them against one or more risks to their health and safety”. We have further argued that Royal Mail is not compliant with the regulations in respect of new recruits during their initial period of employment.

As notified to Branches earlier this year and as displayed at CWU Annual Conference, I’m pleased to say that Royal Mail Assets has proposed a New Starter ‘interim weatherproof coat/jacket’ which the RM Assets and the Dimensions (Royal Mail Group Clothing and Footwear Supplier) team had at CWU Conference for delegates to view this year.

It has been agreed that it’s now time to trial and test the coat/jacket. The idea is that if successful, new starters would get the jacket on day one and receive their standard normal full clothing allocation after 6 weeks in the job as is standard practice now.

In my 4 June communication, I invited ASRs to nominate Delivery Offices in their areas as trial sites. Both Royal Mail and the CWU Health, Safety and Environment Department were particularly keen to include offices in parts of the country that experience high levels of rain and inclement weather. Having said that, in recent years various parts of the country have been hit with localised heavy rain storms and resultant flash floods.

Incidentally, the Met Office recently reported that the wettest place in the UK is Snowdonia in Wales (average annual totals exceeding 3,000mm of rain a year), followed by the Highlands of Scotland, the Lake District, the Pennines and the moors of South West England.

We’ve had a great response from ASRs to the proposed New Recruits Interim Weatherproof Coat/Jacket trial. I’ve spoken to many Reps since Conference around all the regions and have received well over 100 Delivery Offices nominations to participate in trials of the coat where new recruits have recently been employed or are due to start. I would like to thank all ASRs for the great response. The National Royal Mail Uniform Manager and Head of Assets have also asked me to convey their thanks to ASRs for the great response and support. However Royal Mail only have 25 trial coats to test at this stage and so selection of trial sites has been made by geographical location.

Following consideration of the Delivery Office sites nominated by CWU Area Health and Safety Reps, Royal Mail Assets has confirmed the selected sites and individuals for the 25 New Starter Interim Weatherproof Coats to be trialed.

The jackets are class 3 for waterproof and breathability and class 2 for high viz. The trial will need to test design, comfort, wearability and breathability qualities as well as waterproofness and insulation.

The jackets should arrive from the manufacturer in the next 2/3 weeks and confirmation will be sent to the relevant Delivery Office Managers just before the trial coats are delivered to the units in order to confirm those selected are still employed with Royal Mail at the same site.

The fact is that the weather has been far too hot recently to realistically expect staff to wear a weatherproof, storm proof jacket and it may seem to some a bit of a joke that this trial is being announced just now, however intermittent rainstorms have hit various parts of the country of late and we have agreed to trial the coats for 3 months which will take the trial into the winter months and a trial extension can be considered at the review point if agreed its needed all round.

It’s really important that feedback is obtained from all 25 members trialing the coats and Area Health and Safety Reps covering trial sites are asked to monitor the trial garments with those individuals concerned to ensure feedback is received from the individuals and indeed the Reps if they wish to input. All feedback and input is very welcome. The feedback will enable Royal Mail and the CWU to make an informed decision as to whether Royal Mail provides this coat from day 1 for all new starters and also the comfort, design, suitability, robustness and longevity of the garment all need to be tested.

Further information as to when the coats arrive and when they will be dispatched to the trial sites will be provided by Royal Mail Assets in due course and this will be passed to ASRs.

List of final Trial Delivery Offices:-

• Skye SPDO

• Dundee DO x 3

• Stornaway DO

• Barvas SPDO

• Forres DO

• Portsmouth MPU x 4

• Bognor DO

• Gosport DO x 2

• Newport (IOW) x 2

• Barnstable DO

• Exeter DO x 4

• Dungannon DO x 3

• West London DC

The current Stormproof/Weatherproof Coat is part of the RMG PPE Matrix. The ‘interim’ coat will be treated the same, should it be retained, and will be included in the PPE Matrix review and update which the Health, Safety and Environment Department will be undertaking with the RMG SHE team at the appropriate time taking account of the trial outcome.

LTB720/15, dated 16 November 2015, entitled ‘Royal Mail Group/CWU Joint Statement and New Personal Protective Equipment (PPE) Safety Standard’ refers.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB445 Royal Mail Delivery Office Recruits – New Starters Interim Weatherproof Protective Coat-Jacket Trial

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TERMS OF REFERENCE BETWEEN ROYAL MAIL AND THE CWU FOR THE TRIAL OF RESOURCE SCHEDULER IN MAIL CENTRES, PRDC AND DELIVERY OFFICES

Dear Colleagues

Branches and representatives will be aware that Section 16.1.2 and Section 16.4 of the Guiding Principles of Employment Security and Mutual Interest Approach to Future Challenges and Opportunities Agreement committed to the trial of Resource Scheduler, as part of the activity to achieve the 1st hour of the Shorter Working Week.

Resource Scheduler is a commercially available system, which the business believes may enable the standardisation and simplification of existing resourcing processes by replacing the various current spreadsheets and systems in resourcing with a single system. The business view is that the system capabilities will enable more strategic planning on matching resource to workload including:

▪ Better alignment of scheduling resource to forecast workload at different time horizons: tactical planning (up to 3/2 weeks out) and possible on the day adjustments.

▪ Providing people with improved and advanced clarity of their work schedules factoring in their selected local arrangements.

▪ Provide greater insight into skills planning.

▪ Greater compliance to labour laws and the Working Time Directive, recognising the current respective RM/CWU position regarding this aspect.

▪ Standard resourcing system and process across the business.

Cross departmental discussions have therefore been taking place with the business in relation to a framework to enable the activity to commence. Discussions have now concluded and a Terms of Reference has been agreed, a copy of which is attached for your information.

The document includes a generic Terms of Reference for the trial with supporting detailed Annexes for the Delivery and Processing Functions. Staff in all other Royal Mail functions at the trial sites, i.e. Logistics Drivers (Network and Area Distribution), Collections, Revenue Protection, Engineers, RMPFLS Cleaners and Quadrant will not be included in the trial activity and resourcing for those functions will continue to follow current agreed arrangements.

The agreed activity will be confined to a “Proof of Concept” trial, in order to test the capabilities of the system. During the trial all Resourcing arrangements will continue to strictly adhere to all relevant

National agreements and in addition colleagues will note that attendance times, duty patterns and SA levels will be fixed and protected at all trial sites.

The activity will be overseen by a Joint Working Group (JWG) which will include respective National leads, nominated managers and CWU Divisional, Area and local representatives covering the trial sites. The trial activity will commence on the 6th August 2018 and is initially expected to last for a 2 month period and will be conducted in 5 operational units:

▪  Greenford Mail Centre.

▪  Warrington Mail Centre.

▪  PRDC.

▪  Hemel Hempstead DO.

▪  Northwood DO.

To support this activity, joint events will be organised for Managers and CWU Representatives representing the trial sites to ensure that the aims and Terms of Reference for the trial are fully understood. Training materials for employee briefings will also be jointly developed and delivered as soon as possible.

Any extension of the Resource Scheduler trial, either beyond the listed trial sites or to other business functions will be subject to National agreement and a new Terms of Reference.

Branches and representatives will be aware that four of the trial sites are also part of the AHDC trial. However, to ensure that there is a uniform approach across all sites it has been confirmed that AHDC data will not be used as part of the Resource Scheduler trial.

Significant protections have been added with regard to Bookroom staff in Processing due to the potential impact in that function.

Discussions in relation to a TOR have been delayed by technical issues. Given this it is very likely that trial activity will continue beyond the October 2018 date for the deployment of the first hour reduction in the working week. As such it has been agreed that the SWW will not be dependent on the completion of the trial and the agreement of a deployment plan. Instead the document now commits to a joint report from the JWG after one month confirming progress to date, which would be the enabler for the SWW.

Following the trial activity any onward deployment of Resource Scheduler would be subject to further discussions and agreement at National level.

Any enquiries in relation to this LTB should be addressed to:

Processing: Davie Robertson, Assistant Secretary

Email Address: dwyatt@cwu.org or shayman@cwu.org quoting reference: 730.13.

or

Deliveries: Mark Baulch, Assistant Secretary

email: outdoorsecretary@cwu.org quoting reference: 230.03.

Yours sincerely

 

Davie Robertson – Assistant Secretary        

Mark Baulch – Assistant Secretary 

18LTB441- TOR Resource Scheduler Trial 02.08.18

TOR Resource Scheduler 02.08.18

Royal Mail Share Incentive Plan Partnership and Matching

The DGS(P) Department has received a number of enquiries regarding material Royal Mail has issued concerning a new Partnership and Matching Scheme which, in the Company’s words offers “a flexible way to invest in Royal Mail shares”.

Partnership and Matching is a new element of the Royal Mail Share Incentive Plan that allows employees to use their pre-tax pay to purchase Royal Mail shares ‘Partnership Shares’ on a monthly basis. Royal Mail will then add to the shares by giving you ‘Matching Shares’ for free. Those interested need to apply by Friday 17th August by logging on to the Employee Share Plan portal http://www.royalmailemployeeshares.co.uk or by calling the Employee Shares Helpline on 0800 012 12 13.

The new share arrangement offers similar tax advantages to SIP free shares which were first allocated to eligible employees at the time of privatisation in 2013. In October of this year, those owning free shares allocated in October 2013, will for the first time, be free to sell these shares without incurring any tax or national insurance deductions.

Branches will be aware that the CWU opposed Royal Mail privatisation in 2013 and that Union policy is to support full renationalisation of Royal Mail Group and reintegration of the Post Office.

The CWU has never agreed the share scheme or negotiated over its operation. What members therefore choose to do in relation to these shares is entirely a matter for the individual concerned.

The Union is not in a position to offer any financial advice and any questions about the operation of the share scheme should be addressed to Royal Mail and/or the scheme administrator Equiniti.

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)

18LTB440 Royal Mail Share Incentive Plan Partnership and Matching

LTB 435/18 Royal Mail Delivery – Musculoskeletal Survey Report

To: All Branches

Dear Colleagues,

Further to LTB 435/18, we are receiving enquiries regarding the status of the Report.

This report is a report based on a survey carried out ‘unilaterally’ by Dr Corinne Parsons, Royal Mail Group Occupational Health & Ergonomics Manager in 10 delivery offices using questionnaires and focus group sessions. In addition comments were received from several postmen and women as a result of a Courier article.

The Report is of great interest and raises a number of health, safety, welfare and ergonomic issues based on information collected directly from front line staff which Royal Mail will need to discuss in detail with the Union and re-assess and address as part of their Health and Safety obligations and duties.

However, the study did not have CWU involvement and the report contents are not agreed or verified at this stage and it will therefore be subject to debate via discussions with the Union through a number of channels as the report touches on a wide range of subject matters which cuts across matters relevant to different departments including Health and Safety, Postal Industrial and Central Services Departments in CWU/HQ.

The report has been published in response to requests from Area and Local Safety Reps who were aware of the study and is for information only at this stage.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB438 Re LTB435-18 Royal Mail Delivery – Musculoskeletal Survey Report

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Assurers Report – Members Audit Certificate (MAC) – 2018 

LTB 038/17 set out the process for the audit report required within the Trade Union Administration Act for us to receive our MAC.

We have received the results and recommendations of our second audit and although we have been granted our MAC there are a few improvements we are charged with implementing.

A key issue within the report identified the length of time new application forms remained in Branch offices. In one instance the Audit Team observed an application form signed by a potential new member two months prior to the form reaching CWU Headquarters.

We fully understand and appreciate that if Branches are out of the office on recruitment drives it may be impractical to post new application forms to CWU Headquarters on a daily basis. However, to ensure we have taken action in response to our Audit Report, which will be checked during the next audit, membership application forms should not be left any longer than a maximum of 5 working days.

The Trade Union Admin Act came into force as a part of further attempts by the Government to tie up trade union activity. Failure to receive a MAC will mean we are not allowed to use/access our membership database for trade union purposes.

We would appreciate Branches compliance with the terms set out in this LTB.

Any enquiries regarding this Letter to Branches should be addressed to Martin Akerman, Senior Deputy General Secretary’s Department on telephone number 020 8971 7237, or email address makerman@cwu.org.

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

18LTB439

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Openreach Engineer – Fatal Fall From Height – Ladder Accident

To: BT Branches

Dear Colleagues,

Further to LTB 364/18 Openreach Engineer – Fatal Fall From Height – Ladder Accident, many of you will be aware of the recent tragic death of an Openreach engineer and Openreach have shared the information with the rest of the Openreach family through the July edition of Safe and Well. The article says:

“Nobody in Openreach or BT ever wants to be the one to share this type of news and our thoughts are with Gary’s family, friends and work colleagues during this difficult time.

Gary fell from a ladder erected against a wall whilst working at a customer’s premises on the 17th of May; he was taken to the Norfolk and Norwich hospital and then transferred to Addenbrookes Hospital in Cambridge where he sadly died on 13th June. We have not had official confirmation of the cause of death.

A full joint accident investigation was carried out by our Openreach Health and Safety team and Union Safety Representatives. It found that all the necessary PPE was correctly worn and that process and training were correctly followed. Beyond that we don’t know the cause of the fall. It’s human nature to speculate as to the cause of the accident, but until we’ve got more information, speculation isn’t helpful to anyone.

Please think very carefully about the impact of anything that you may post on social media, as some early comments were been seen by, and caused distress to, Gary’s family.

This is a sad and distressing situation, especially so for people closest to Gary, whether family or work colleagues. If you find that you need extra support due to the nature of this incident, please remember that the services of the Employee Assistance Programme(EAP) are there for you. If you need to talk with someone, get in touch with them on 0800 917 6767 or via https://www.livewell.optum.com(password: BTUK). It’s confidential, free and available 24/7 –not just during work hours.

We’re all part of the Openreach family so please keep looking out for each other.”

We understand that the police are investigating the accident.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB431 Openreach Engineer – Fatal Fall From Height – Ladder Accident

Safe and Well Issue 60 July 2018

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