General Conference Motion 55 /2015 – Postal Agreements & Procedures Pilot Project
Branches will recall Motion 55 (General Conference 2015) which sought to pilot our Divisional Representatives’ facilitating an unaccredited version of the Postal Agreements & Procedures whilst in parallel complimenting any accredited core training. 
Divisions were identified, with the first pre-scheduled course in Cardiff (2nd – 9th November 2015) within the South West / South Wales Divisional course being postponed until the first quarter of 2016 due to diary issues.
Since then the following workshops have been successfully delivered in the North Wales / North West Division, facilitated by Divisional Reps and supported by a trained tutor either on site or remotely:
• North Wales & Marches Branch: 9 – 13 November 2015 (11 attendees)

• North Wales & Marches Branch: 16 – 20 November 2015 (9 attendees)

• North West No. 1 Branch: 25 – 29 January 2016 (4 attendees)

• Greater Manchester Amal Branch 22 – 26 February (9 attendees)
One area of concern that has been identified during the pilot process is identifying and dealing with any students who may have learning disabilities or differences and how they will be supported. I do not believe that this is insurmountable while my department provides a consistent approach in terms of admin and coordination.
Additionally, as articulated from a number of people within the target audience both from those expected to deliver and from Branches requiring the training, there exist pressures on diary time available to facilitate the five day workshop. With such a heavy workload, our Divisional Officers may not always be available for such an undertaking without careful planning and development but again, this issue is not insurmountable.
In October 2015, the DGS(P) in conjunction with my department convened a working group to consider results of a Postal Reps survey regarding training and development needs which will feed into this particular pilot project given that IR training was identified as an area of consideration.
It was recommended therefore that:
• Where feasible; planned and consistently coordinated accredited and unaccredited Postal Procedures & Agreements courses / workshops will continue to be scheduled as outlined above through my department on an as required basis.

The NEC has therefore agreed that the terms of Motion 55 have been met.
For any queries regarding this LTB, please contact Lee Wakeman in the first instance (lwakeman@cwu.org).
Yours sincerely,
 
TRISH LAVELLE

HEAD OF EDUCATION & TRAINING
Email Attachments – Click to download
LTB 168/16 – General Conference Motion 55 /2015 – Postal Agreements & Procedures Pilot Project

DESPATCH OF BALLOT PAPERS  
This LTB is to advise Branches that we have received confirmation from ERS that the ballot papers for the CWU Assistant Secretary (TFS 2) were handed over to Royal Mail late yesterday evening. 
I would also take this opportunity to advise that the method of posting is Royal Mail Economy. 
This information is being provided to assist those Branches that are intending to send out a corresponding mailing to their members.
 
CWU ELECTION MEMBERS OBSERVERS 
Branches will be aware that the regulations for the above election contain the following statement: 
“Returned ballot papers will remain unopened in their envelopes until the close of ballot. Two lay CWU members (who do not hold any elected or appointed CWU position) will be selected as observers. The Observers together with the Senior Deputy General Secretary will attend the start of the count of the ballot papers. Their sole responsibility will be to ensure that the envelopes are unopened prior to the commencement of the count, after which the Scrutineer shall arrange to count the number of valid votes cast for each candidate. The Scrutineer will declare the results of the election as soon as possible after the completion of the count.”   
The purpose of this LTB is to seek your branch assistance in publicising the information detailed below to all members of your branch.  
 
CWU ELECTION MEMBERS OBSERVER – 2016
The CWU is looking for two lay members of the Union (who do not hold an elected or appointed position) to be Members Observers at the election count for CWU Assistant Secretary (TFS 2) election. The count will take place at offices of ERS, London on 5th April 2016. 
Interested? The two observers will receive 2 paid days off work, subsistence and travel expenses and a fee of £100 after tax. If you would like to put your name forward then please contact Tony Kearns, Senior Deputy General Secretary, CWU, 150 The Broadway, Wimbledon, London, SW19 1RX by no later than 24th March 2016 or by email to sdgs@cwu.org. 
Any enquiries regarding the above should be directed to the Senior Deputy General Secretary’s Department for the attention of Peter Metcalfe. 
Yours sincerely,
  
TONY KEARNS
SENIOR DEPUTY GENERAL SECRETARY

Email Attachments – Click to download
· LTB No. 167/2016 Election of: CWU Assistant Secretary (TFS 2)

Ovarian Cancer Awareness Month – March 2016
Ovarian cancer
Ovarian cancer is the biggest gynaecological killer of UK women, with UK survival rates the worst in Europe. Three quarters of women are diagnosed once the cancer has already spread, making treatment more difficult. That is why the CWU Health, Safety & Environment Department is again this year supporting Ovarian Cancer Awareness Month and working with the Ovarian Cancer Charities and NHS to raise awareness. Awareness is so important, to drive forward improvements in detection, treatment and ultimately survival. Ovarian Cancer Awareness Month takes place in March 2015 and the Ovarian Cancer Charities in the UK are all working to increase awareness of the disease, with women and GPs, in order to save lives.
Ovarian cancer can be a challenging disease to recognise and diagnose and many women will wait over six months for a correct diagnosis. When they receive their diagnosis the majority of women in the UK will have advanced disease which can be difficult to treat. Target Ovarian Cancer is the national ovarian cancer charity working to save lives and help women diagnosed live their lives to the full, wherever they live in the UK. They highlight the issues every March with Ovarian Cancer Awareness Month.
The ovaries
The ovaries are a pair of small organs in the female reproductive system that contain and release an egg once a month. This is known as ovulation. Cancer of the ovary can spread to other parts of the reproductive system and the surrounding areas, including the womb (uterus), vagina, abdomen and chest.
How common is ovarian cancer?
Cancer of the ovary affects more than 7,000 women who are diagnosed with ovarian cancer each year (this is roughly 135 women each week) in the UK each year and sadly over 4,000 women lose their lives each year. The UK has amongst the lowest ovarian cancer survival rates in Europe. It is the fifth most common cancer among women after breast cancer, bowel cancer, lung cancer and cancer of the uterus (womb). Ovarian cancer is most common in women who have had the menopause (usually over the age of 50), but it can affect women of any age.
Why is early diagnosis so important?
Most women are diagnosed once the cancer has already spread which makes treatment more challenging. The current five-year survival rate for ovarian cancer is 43%. If diagnosed at the earliest stage, up to 90 per cent of women would survive five years or more3. This is why early diagnosis is so important. Research has shown that just 3% of women in the UK are very confident about recognising a symptom of ovarian cancer. Delays in diagnosing ovarian cancer are not uncommon. Women sometimes delay seeing their GP, and GPs sometimes do not recognise the potential importance of the symptoms women report5.
Symptoms
As the symptoms of ovarian cancer can be similar to those of other conditions, it can be difficult to recognise. However, there are early symptoms to lookout for, such as persistent bloating, pain in the pelvis and lower stomach, and difficulty eating. For Women who experience these symptoms, particularly over a long period of time, it is important to see a GP.
Can ovarian cancer be confused with other conditions?
The symptoms of ovarian cancer are often similar to those of other less serious but more common conditions, such as irritable bowel syndrome. However the increased frequency and persistency of the symptoms are what help to distinguish between ovarian cancer and other conditions. It should be noted that women over the age of 50 rarely develop irritable bowel syndrome, and should a GP think this is the case, they should make sure they have considered other causes such as ovarian cancer7.
What increases the risk of someone developing ovarian cancer?
The two most important aspects affecting a woman’s risk of developing ovarian cancer during her lifetime are age, and family history. The risk of ovarian cancer does increase with age, and particularly after the menopause. Over eight in ten cases will occur in women who have gone through the menopause. Most cases of ovarian cancer are ‘sporadic’ or one offs. This means that close female relatives of someone with ovarian cancer do not necessarily face an increased risk of developing the disease themselves. However in around one in every ten cases, a family link can be identified. If a woman has two or more close family relatives with a history of ovarian cancer, or ovarian cancer and/or breast cancer then she should discuss her family history with her doctor. Both sides of a woman’s family (mother and father) should be considered.
Types of ovarian cancer
There are several types of ovarian cancer. They include:
epithelial ovarian cancer, which affects the surface layers of the ovary and is the most common type

germ cell tumours, which originate in the cells that make the eggs

stromal tumours, which develop within the cells that hold the ovaries together

Epithelial ovarian cancer is by far the most common type of ovarian cancer. This information concentrates on epithelial ovarian cancer. The exact cause of ovarian cancer is unknown, although a number of possible factors are thought to be involved, such as the number of eggs the ovaries release and whether someone in your family has had ovarian cancer in the past. However, only one in 10 cases of ovarian cancer has a genetic link.
Treating ovarian cancer
The best treatment for ovarian cancer depends on several things, such as the stage of the cancer and general health. Treatment will usually involve a combination of surgery and chemotherapy. As with most types of cancer, the outlook largely depends on how far the cancer has advanced by the time it is diagnosed and the person’s age at diagnosis. Ninety per cent of women diagnosed with early stage one ovarian cancer will be alive in five years’ time (the five-year survival rate). Being diagnosed with ovarian cancer can affect daily life in many ways. However, there is support available for many aspects of living with ovarian cancer, including emotional, financial and long-term health issues.
Ovarian cancer screening
There are methods of screening for ovarian cancer but, at the moment, they are not yet fully tested. Screening is only available for women who are at high risk of developing the disease due to a strong family history or inheritance of a particular faulty gene. Clinical trials in the UK are currently assessing the effectiveness of screening in high-risk women and in the general population. A cervical screening test (smear test) cannot detect ovarian cancer.
Awareness
A lack of awareness of ovarian cancer symptoms among both women and health professionals can contribute to delays in diagnosis.
Only 3% of women in the UK know the symptoms of ovarian cancer.

Many women believe the myth that ovarian cancer is a ‘Silent Killer’.

Half of all women confuse ovarian cancer with cervical cancer.

Women with ovarian cancer often experience delays in getting a diagnosis.

Encouragingly, research has shown that ovarian cancer is not a ‘silent killer’ and that there are symptoms that women can look out for. As yet, there is no national screening programme for ovarian cancer like the breast and cervical screening programmes. It is vital that women develop better awareness of symptoms and have the confidence to ask their GP to ‘rule out’ ovarian cancer.
‘Target Ovarian Cancer’
Target Ovarian Cancer is passionate that all women and health professionals are aware of the signs and symptoms of ovarian cancer. The Charity is working throughout the year on projects to raise awareness of symptoms, here are a few examples.
GPs: Target Ovarian Cancer commissioned BMJ Learning and RCGP e-Learning, leading providers of educational resources for health professionals, to develop a series of online learning modules that will radically alter GP’s understanding of ovarian cancer. The modules are free for all GPs to access. Over 6000 GPs have already completed the modules.

Pharmacists and women: Target Ovarian Cancer has been working closely with pharmacy chains including Superdrug, Rowlands and Morrison’s to raise awareness of symptoms among pharmacists and women in the general public. Over 100,000 symptoms leaflets have been circulated as part of this campaign.

Occupational Health professionals: Target Ovarian Cancer has developed a programme of activities that occupational health professionals can access to update their knowledge and that of their colleagues on ovarian cancer.

‘Let’s Talk’ awareness programme: Is for individuals who want to use their experience of ovarian cancer to raise awareness of symptoms. ‘Let’s Talk’ includes a booklet packed with awareness raising tips and ideas and day courses at venues across the country.

What you can do to help
It’s great that you are thinking about helping Target Ovarian Cancer raise awareness of symptoms. A woman has a 1 in 50 chance of developing ovarian cancer in her life. By letting 50 women know about the symptoms, you will be giving one of these women the chance to have an early diagnosis – which gives her the best chance of having a long and good life. Raising awareness of ovarian cancer can be as simple as circulating or handing out copies of our symptoms awareness leaflet to all your members.
More Information
Target Ovarian Cancer 2 Angel Gate London EC1V 2PT
Tel: 020 7923 5470 Email: info@targetovariancancer.org.uk Website: http://www.targetovariancancer.org.uk
Newsletter sign-up
To receive news and updates from ‘Target Ovarian Cancer’ please sign-up for the Newsletter via e-mail or post to register your details by going to:-
http://www.targetovariancancer.org.uk/useful-links/newsletter-sign (You can also read previous Newsletters here).
NHS Ovarian Cancer Websites for further information are:-
Ovarian Cancer – NHS ‘Be Clear On Cancer’:- http://www.nhs.uk/be-clear-on-cancer/ovarian-cancer   

Ovarian Cancer – NHS ‘Choices’:- http://www.nhs.uk/Conditions/Cancer-of-the-ovary/Pages/Introduction.aspx

See attached Ovarian Cancer Information, Awareness and Guidance Leaflets for further detailed information.
Ovarian Cancer Awareness Guide

Ovarian Cancer Information Leaflet

Ovarian Cancer Quick Guide

Ovarian Cancer Symptoms Leaflet

Yours sincerely
 
Dave Joyce

National Health, Safety & Environment Officer
 
 
        

         
Email Attachments – Click to download
· 16LTB164 Ovarian Cancer Awareness Month – March 2016.doc
· Ovarian Cancer Awareness Guide (Target Ovarian Cancer).pdf
· Ovarian Cancer Information Leaflet (NHS).pdf
· Ovarian Cancer Quick Guide (Cancer Research UK).pdf
· Ovarian Cancer Symptoms Leaflet (Target Ovarian Cancer).pdf

Annual Conference 2016 – Equal Opportunities Social Event & Raffle
 
We will again be holding an Equal Opportunities social gathering at the Elstead Hotel on Saturday 23rd April starting at 8pm. Light refreshments will be available.
 
There will also be a raffle and tickets are available to purchase on the night. We would be grateful if Branches could consider donating raffle prizes and bring them along on the night. All proceeds, as usual, will be put towards a charitable cause.
 
Any enquiries regarding this LTB should be referred to the Equal Opportunities Department.
 
Yours sincerely
 
 
 
Linda Roy                 
National Equality Officer  

JOINT STATEMENT BETWEEN ROYAL MAIL AND THE CWU COVERING TRACKED 24 HIGH VOLUME EXTENDED COLLECTION LAT’s AT YDC, NWDC, PRDC AND SWDC
Branches and representatives will be aware that Royal Mail and the CWU are working together in order to develop mutual interest solutions and factor into them opportunities to deliver on the core commitments contained in the Agenda for Growth, Stability and Long Term Success Agreement.
That agreement recognised the need for a greater focus on growth via introducing enhanced customer offerings on current product range, creating growth through better utilisation of our existing pipeline and exploring more radical solutions.
It has been decided to introduce an improved collection option from Monday to Friday which will allow our customers to process orders later into the day and get the item to the consumer faster.
This positive development will enable Royal Mail to compete for more of this business and in doing so it is hoped to both build the customer base, attracting new volume and retain traffic volumes that might have otherwise been lost to other competitors.
Branches will recall from the content of LTB 514/15 issued on the 6th August 2015 that we had previously agreed a Joint Statement covering covering the introduction of Tracked 24 High Volume Extended Collection LATs at NDC. This initiative has been viewed to be a success and has attracted significant additional Tracked 24 traffic. In light of this discussions have taken place on proposals to extend this service to other RDC sites.
The attached Joint Statement covering the introduction of Tracked 24 High Volume Extended Collection LAT’s at YDC, NWDC, PRDC and SWDC has therefore been agreed and endorsed by the Postal Executive.
The improvements to Monday to Friday collections and distribution for High Volume Tracked 24 customers accessing the sites listed will incorporate the following from March 2016 and will put the business on par with its competitors:
Extend LAT’s by 3 hours from 17.00 to 20.00 at SWDC and PRDC for core coverage that now includes North East, North West and parts of Scotland, i.e. EH1-17 and G1-84.

Introduce a new T24 LAT of 20:00 at YDC and NWDC for core coverage that covers all but AB/ZE/BT, IV/KW/HS & TR postcodes.

No impact to the existing delivery pipeline, specifications, timings or duty spans.

Road and rail borne Network services only. No air services affected.

Available Monday to Friday for Tuesday to Saturday delivery.

Branches will note the commitment in the Joint statement that the deployment of this initiative does not affect any part of the National workplan and will not affect arrival times in Delivery units.
Branches are requested to ensure that this LTB and its attachment are circulated for the attention of all affected representatives as a matter of urgency.
Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, e-mail: dwyatt@cwu.org or shayman@cwu.org quoting reference number: 709.02
Yours sincerely
 
Davie Robertson
Assistant Secretary
 
JOINT STATEMENT BETWEEN ROYAL MAIL AND THE CWU COVERING TRACKED 24 HIGH VOLUME EXTENDED COLLECTION LAT’s AT YDC, NWDC, PRDC AND SWDC
Background
Royal Mail (RM) and the Communication Workers Union (CWU) are working together in developing key business policies, mutual interest solutions and a new culture, all of which are at the core of the commitments in the Agenda for Growth, Stability and Long Term Success Agreement.
Both parties recognise that creating the right joint working environment is key to the success of the business and the commitment to provide employment security in all operational functions of the business.
Both parties recognise the pressures of the increasingly competitive and rapidly evolving environment we operate in and are committed to the strategic objective of creating and developing an agenda for traffic, product and revenue retention and growth, and defining a tangible competitive response as a positive alternative to simply managing decline across the RM operational network.
Introduction
Parcels competition continues to increase with competitors expanding their networks and delivering enhanced customer services. Royal Mail is responding to the market challenges through a number of initiatives designed to defend and grow revenue and traffic and to extend Royal Mail service capabilities.
Online retail is increasingly becoming 24/7 with shoppers ordering later into the evening. Retailers are now picking and packing their orders later into the evening to improve delivered service times. Therefore we are introducing an improved collection option for Royal Mail Tracked 24 high volume retailers, which will allow our customers to process orders later into the day and get the item to the consumer faster.
We are introducing these changes so that we can compete more effectively with competitors who are already offering this facility. These changes will enable Royal Mail to compete for business we would otherwise not have access to and in addition we can retain volumes that might otherwise go to our competitors. This is good for our company and our people.
What We Are Changing
Having successfully introduced later customer collections into the National Distribution Centre (NDC), we are now looking to expand and improve our weekday collections and distribution for High Volume Tracked 24 customers. This can be achieved by accessing an additional 4 RDC’s for extended LAT’s as follows:
 Yorkshire Distribution Centre (YDC)

North West Distribution Centre (NWDC)

Princess Royal Distribution Centre (PRDC)

South West Distribution Centre (SWDC)

Details of the change in service are as follows and will improve population coverage from 70% to 90% bringing us closer to our competitors.
Extend LAT’s by 3 hours from 17.00 to 20.00 at SWDC and PRDC for core coverage that now includes North East, North West and parts of Scotland, i.e. EH1-17 and G1-84. 

Introduce a new T24 LAT of 20:00 at YDC and NWDC for core coverage that covers all but AB/ZE/BT, IV/KW/HS & TR postcodes. 

No impact to the existing delivery pipeline, specifications, timings or duty spans.

 Road and rail borne network services only. No air services affected.

 Available Monday to Friday for Tuesday to Saturday delivery.

When Are We Changing
Currently the sales teams are actively talking to high volume customers, who will be able to access this enhancement to collections from March 2016. The changes will be introduced when we have sufficient customers on board, therefore LAT changes in RDC’s are more likely to be on a site by site basis.
Operational Impact
This enhancement to the service will have the following impact on operational units:
 
Each of the 4 “In-scope” RDC’s will be switched on independently from March 2016, dependent on customer take on. 

Vehicle Operating Centres will plan and resource T24HV customer collections according to customer demand. 

The 4 “In-scope” RDC’s will plan and align resource to the new 20:00 T24HV Latest Acceptance Time (LAT) and process to a T24HV despatch workplan of either 21:30 or 22:00 dependent on network connectivity. 

Rail terminals at Warrington & PRDC will plan to receive outward T24HV traffic from their local RDC’s and despatch to existing services to Scotland (Warrington) and the North East (PRDC). 

Rail terminals at SDC and Newcastle will plan to receive inbound T24HV traffic from WRT or PRDC and circulate to existing Mail Centre feeder services. 

An investment in despatch to a final wave of T24 services from each RDC (13 in total including Monday only services) to supply initial service connectivity. 

A further investment in increasing network capacity where volumes match the top end of expectations (a further 7 services and 3 upgrades) where required. 

Network dovetails into existing Phase 2 NDC 01:30 services to improve utilisation & efficiency in particular the EX, G & EH areas.

The introduction of any revised duty/attendance arrangements will be negotiated at local level in line with the IR Framework to meet customer collection times.
This service enhancement does not affect any part of the National workplan, including deliveries.
The change of service will have a minor impact in regard to Network services which will be dealt with in line with existing agreements.
Involvement
Timely engagement will take place between local managers and CWU IR representatives in the process for taking on new customers and appropriate Union release time will be provided for the CWU representatives to ensure meaningful involvement.
Any questions of interpretation, implementation, or application of this Joint Statement shall be referred to the respective Headquarters for resolution.                                   
Davie Robertson Francis Williams
Assistant Secretary Head of Parcels & Design Authority
CWU Royal Mail
Date: 1st March 2016
Email Attachments – Click to download
· LTB 15916

POST OFFICE: PENSIONS – DEFINED BENEFIT SCHEME – PROPOSAL TO CLOSE THE SCHEME
Further to LTB 063/16 and in reference to the Post Office’s proposal to close the Post Office Defined Benefits (DB) Section of the Royal Mail Pension Plan (RMPP).
Despite our strong objections to the unnecessary haste, the Post Office went ahead with its 60 day member “consultation” which closes on 8th April. We consider this “consultation exercise” a sham – it is a flawed process specifically designed to push through the changes proposed. However, despite our strong reservations we must ensure members have their say and participate in the “consultation” in order to let the Post Office know what they really think about these outrageous attacks on their pension and future wellbeing.
Engagement with Members
It is therefore imperative Branches and Representatives encourage membership participation in the Post Office consultation exercise.  
• The DB scheme is NOT in crisis and there is NO deficit. In fact there is a very healthy surplus of £136.1m as at September 2015 (indeed the current surplus is higher than at the last formal valuation in April 2012 when it was £135.4m).
• The surplus, by the Post Office’s own projections based on expert opinion, is not expected to “run down” until late 2022. The Post Office is therefore acting with unnecessary haste in conducting the members’ consultation and in its timescales with regards to the proposal to close the scheme.  
• If the DB scheme is closed, DB members will be significantly worse off. 
Members can participate by one of the following options:
• Email the pension consultation helpdesk on 

    

    postofficepensions@willstowerswatson.com
• Write to them at Pension Consultation Feedback, The Post Office, HR Service Centre, 120 Bark Street, Bolton, BL1 2AX
 

Next Steps – Consultative ballot (all Members)
As part of our membership engagement, the Postal Executive has agreed to instigate a consultative individual members’ ballot (conducted by independent scrutineers), seeking support for the Postal Executive’s position which as follows: 
1. Opposing the closure of the DB scheme.
2. To significantly improve the current Defined Contribution (DC) scheme. 
We feel it is appropriate to involve all members in the consultative ballot, irrespective of which scheme they are in. This is necessary to ensure that our policy we are asking members to support doesn’t focus solely on the DB scheme as we also need to provide direction and leadership in respect of improving the DC scheme. The question on the ballot paper will be as follows:
“Do you support the key union policy to keep open the Defined Benefit Scheme to existing members whilst also securing an improved Defined Contribution scheme for current DC scheme members?”
The dates for the consultative ballot are as follows:

 

Ballot papers dispatched Friday 18th March

Ballot closes Friday 1st April
We need to ensure an overwhelming YES vote from members supporting our policies above. We also need an exceptionally good turnout from this activity as the ballot result will then feed in to the union’s submission to the Post Office’s formal consultation and to the Trustee through our “Body of Evidence” (which is the term we are using for our submission).
A bulletin is being sent to members’ home addresses today and is attached to this LTB for your information. 
Engaging With and Educating Members
We now have a dedicated section on the CWU website which Branches and members can visit to find out the latest information on our campaign to oppose the Post Office’s plans. This can be accessed by using the following link:
http://www.cwu.org/media/campaigns/protect-our-pensions/

 

All communications to members are available to download, as well as web articles and videos. 
Finally, Dave Ward, General Secretary and myself are meeting with Baroness Neville-Rolfe, the Post Office Minister BIS, on 22nd March to bring to her attention our opposition to the Post Office’s disgraceful attack on our members’ pensions. Further developments in this regard will be reported. 
If you have any questions in relation to this LTB, please contact Lea Sheridan – lsheridan@cwu.org.
Yours sincerely
Andy Furey

Assistant Secretary

Email Attachments – Click to download
· LTB 158/16 – Post Office: Pensions – Defined Benefit Scheme – Proposal to Close the Scheme
· Attachment 1: 2016.03.14 Protect Our Pensions

TO: ALL BRANCHES WITH POSTAL MEMBERS

Dear Colleague,

RE: REDEPLOYMENT DUE TO ILL HEALTH – MOTION 40 – POSTAL CONFERENCE 2015

Motion 40 reproduced below was carried at Postal Conference 2015.

MOTION 40

This Conference instructs the Postal Executive that a review of IHR Agreement is carried out due to the mismanagement of the agreed process and lack of real engagement to find alternative work and in some cases management seeking IHR when a reasonable adjustment has already been agreed and the member has not been absent due to this adjustment.
South and East Thames Amal

The department have held discussions with Royal Mail and have negotiated a redeployment due to ill health guide for managers.

Please find attached a Joint Statement between Royal Mail and the CWU.

The full guide is also attached to this LTB.

The main points of the guide are:-

• Managers have to exhaust all other options, including reasonable adjustment within their own office, prior to looking at redeployment.

• Member(s) have an input into what work they can / cannot perform.

• Managers have to email offices and get responses when looking for redeployment – not just verbal confirmation.

• Managers have to search for at least 4 weeks for alternative work for redeployment prior to ill health retirement.

• Managers have to set up ‘vacancy alerts’ for our member(s).

Any enquiries should be addressed to PTCS department, quoting reference PTC/RE/dj/409.
Email address: djeffery@cwu.org

Yours sincerely

Carl Maden​
Acting Assistant Secretary

Attendance – Redeployment due to Ill Health – Joint Communication.

Royal Mail and the CWU are committed to ensuring the redeployment process should be followed when it is recognised that an employee cannot perform their normal role due to ill health.

What is redeployment due to ill health?
Redeployment is when suitable alternative employment in Royal Mail Group is sought for employees who are unable to carry out their normal role effectively with or without adjustments, due to ill health or an underlying medical condition.

When is redeployment considered?
Managers should consider redeployment when an employee has a long-term illness, or has a condition that affects their ability to perform their normal role. Reasonable adjustments (if appropriate) should already have been attempted and all other options such as different hours or a change to the content of their normal role, should have been exhausted. An employee can also request redeployment on the grounds of ill health when it is supported by advice from the Occupational Health Service (OHS).

Starting the process
The manager refers the employee to the OHS for advice on what tasks the employee is and is not able to perform. Where possible, the manager and employee should complete the referral form together. They should provide as much information on why redeployment due to ill health is being considered.

The OHS report
Once the OHS report has been received, the employee will be invited to a meeting with the manager. The meeting will be used to discuss the employee’s ability to work and identify work they are capable of completing. The manager should decide whether redeployment is a suitable option and discuss this with the employee.

Redeployment opportunities
• If the manager decides redeployment is appropriate, for two weeks the manager will search for suitable redeployment opportunities for the employee locally (within the same or local units).
• If no suitable redeployment opportunities can be found locally, the manager will then look across the wider business for a further two weeks
• Throughout this time, the manager should keep the employee updated on any progress or delays
• A record should be kept of all correspondence such as OHS reports, conversations, notes, job searches made, and emails sent and received. Managers should seek to receive a response to all emails sent regarding redeployment. Before any decision is shared with the employee, the manager should have all the information available to make a decision about the next steps.

Redeployment opportunity found
If a redeployment opportunity is found, the employee is offered the redeployment role. This must be confirmed in writing and the manager should complete an Employee Change Request form (if appropriate).

Redeployment unsuitable
The manager will explain in writing to the employee if redeployment is not appropriate. This will include whether the employee is covered by the Equality Act or not. If no suitable position is identified and no further adjustments can be made, the manager should discuss the options in the ill health policy with the employee.

Further support
• Guidance for managers and supporting forms are available on the Policy and Information site on PSP (see the Attendance and Ill health sections) Refer to the guidance when looking for redeployment
• Managers can contact HR Services Advice and Support
• Employees can speak to their manager or Union representative
• Support is also available from the First Class Support advice line on 0800 6888 777 or http://www.rmgfirstclasssupport.co.uk
click on link to view the document

Attach 1 Redeployment Due to Ill Health Guide

 

 

CWU RE-DESIGN PROJECT  
IMPORTANT PRESENTATION AT CWU ANNUAL CONFERENCE– 11.10am SUNDAY 24TH APRIL 2016
 
The purpose of this LTB is to inform branches of a major project the CWU has commenced that will review and re-design the structure of our organisation so that we can secure our long-term future as a strong, independent trade union. 
On becoming General Secretary we started work to identify and understand the financial and organisational challenges facing the union now and in the future. The SDGS and I carefully considered those specific areas that we believed needed to be addressed as a priority in securing our financial stability and making us a more effective organisation, capable of responding to the changing needs of members and representatives. 
A presentation was made to the NEC in November 2015 which explained the case for re-designing the union and why it was the right time for CWU to embark on a major change programme. 
This was followed in January 2016 with more detailed information on the project and proposed timescales. The NEC endorsed the initial outline of the plan and also agreed recommendations to develop a comprehensive communications strategy – which would engage the whole union in the plans development and implementation. 
It is now our intention to share with branches some of the detail of the re-design work planned – and also to discuss with representatives how together we are going to positively deliver the changes required to secure and grow our union for the future. 
This is a great opportunity for the CWU to assess what type of union we want to be, what our priorities need to be – and what structures are required to improve the support we provide to members and representatives in the front-line. It is also a timely opportunity to consider how we support a stronger organising and recruitment strategy. 
A presentation covering all aspects of our current re-design plan will therefore take place in a special session during the Rules Conference on Sunday 24th April 2016. 
As we will be sharing information and taking views and questions from the floor – it is important that you ensure your branch delegation is fully represented at this session. 
We will be providing an accompanying document which will be available in advance of Conference and will assist all CWU representatives in understanding the approach the union is taking. 
The only way the Union can embark and succeed on a project of this size and nature is by us all working together as one union.  
Going forward, there will be plenty of opportunities for all CWU representatives and branches to input views and ideas on our future priorities and in this respect everything is in scope. 
Finally, given the importance of the subject matter, it is essential that all branch officers and industrial representatives are in attendance for the presentation and that you take the opportunity to participate in the debate. Further documentation will be sent in due course and in the meantime any enquiries relating to the contents of this LTB should be directed to the General Secretary’s office at gsoffice@cwu.org.
 
Dave Ward

General Secretary
Email Attachments – Click to download
· LTB 160/16 – CWU RE-DESIGN PROJECT

SPECIAL NOTICE 

Processing 2016 Easter Agreement

 

 

 

The Processing 2016 Easter Agreement is on display on the Union Board. Members should be made aware this year’s agreement is different as the business no longer require any duty commencing on Good Friday to attend and that all Good Friday resourcing will be on an overtime basis as per traffic forecast.

Overtime volunteer sheets are on display and will be removed on Friday 18th March.

 

 

 

 

EJ Orviss

Area Processing Representative

Area.processing@cwue5.org

 

Date 14th March 2016

 Processing Easter Agreement 2016

 

 

The processing staffing arrangements for Easter 2016 have been agreed as follows.

 

1 GOOD FRIDAY 25th March 2016

 

1.1 The Night Shift starting at 22.15 on Thursday 24th March will finish at 06.00 Good Friday morning. The hours worked from midnight to 06.00 will be conditioned hours attracting the Bank holiday supplement payment.

 

1.2 The Twilight Shift starting at 18.00 on Thursday 24th March will finish at 02.00 Good Friday morning. The hours worked from midnight to 02.00 will be conditioned hours attracting the Bank holiday supplement payment.

 

1.3 Duties due to commence on Good Friday will not be required.

 

1.4 If staff are required from 06.00 Friday to 06.00 Saturday resourcing will be on an overtime basis subject to traffic forecast.

 

1.5 The book room will display separate volunteer overtime sheets for the attendances required on Good Friday.

 

1.6 Four attendance weekend duty holders will receive a 14 hour day off in lieu credit to their annual leave for Good Friday.

 

2 EASTER SATURDAY & EASTER SUNDAY 26th/27th March 2016

 

2.1 There will be normal attendances for Easter Saturday and Easter Sunday with the exception of the Sunday staff currently performing a temporary change of duty times to process the Amazon direct arrivals, they will revert to their normal Sunday duty times as there is no Amazon direct forecast.

 

3 EASTER BANK HOLIDAY MONDAY 28th March 2015

 

3.1 Duties due to commence on Easter Bank Holiday Monday will not be required.

 

3.2 If staff are required from 06.00 Monday to 06.00 Tuesday resourcing will be on an overtime basis subject to traffic forecast.

 

3.3 The book room will display separate volunteer overtime sheets for the attendances required on Bank Holiday Monday.

 

 

3.4 Week commencing 28th March 2016 Monday start duty holders will start on Tuesday and Tuesday start duty holders will start on Wednesday.

 

4 SCHEDULED ATTENDANCES

 

4.1 All scheduled attendances on Good Friday and Easter Bank Holiday Monday will be cancelled in line with previous Easter arrangements and will be subject to the joint Royal Mail/CWU National Scheduled Attendance Holiday Agreement.

 

 

Signed

 

 

 

 

 

 

 

 

 

EJ Orviss​​ Alasdair Redmond                                                                                                                                                                                                                                                                                                                                                                                                                                                

Area Processing Representative​ Production Control Manager

Area.processing@cwue5.org​ Peterborough Mail Centre

CWU Annual Conference 2016 – General Conference Agenda Pad
Branches would wish to know that the 2016 General Conference Agenda Pad has now been published on the website and can be accessed using the following link:

Click to access gen-conf-agenda-2016.pdf

Hard copies of the agenda are in the process of being printed and will be distributed to branches when completed.
Any enquiries to this Letter to Branches should be addressed to conferences@cwu.org or call 020 8971 7256.
Yours sincerely
 
Tony Kearns 

Senior Deputy General Secretary
Email Attachments – Click to download
· 16LTB155 – General Conference Agenda Pad 2016
· Attachment 1: General Conference Agenda Pad 2016