Business Recovery, Transformation & Growth (BRT&G) Agreement – Paragraph 6.4 – Attendance

Branches will be aware, Royal Mail have announced the introduction of their new Attendance Procedure today.  Whilst the new standards are integral to this and have been agreed as part of the Business Recovery, Transformation and Growth (BRT&G) Agreement, the new procedure goes further and has been not agreed by the Union.

We have been engaging on this issue and a face to face meeting with Royal Mail senior managers has taken place today, where a frank exchange of views has been had.  The meeting concluded with both parties agreeing to meet tomorrow with the aim of attempting to find a resolution to all outstanding issues.

We will give Branches a full report following the Postal Executive meeting scheduled for Thursday.

Any enquiries to this LTB please contact: The PTCS Department reference 312, email address: hmaughan@cwu.org

Yours sincerely

Carl Maden                                                           Andy Furey
Assistant Secretary                                           A/Deputy General Secretary (Postal)

LTB203 Business Transformation Recovery and Growth Agreement Paragraph 6.4 Attendance

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ROYAL MAIL NATIONAL ALLOWANCE REVIEW 2023

 On the evening of 10^th August it became apparent the deck of slides attached at appendix 1 entitled ‘National allowance review 2023’ were in circulation in the field. The nine slides in question outline an unagreed procedure for “managers to review allowances paid to employees” and also provides the detail of the various allowances to be reviewed. Additionally, pay protection and ‘common misconceptions around MtSF’ also feature in the content.

Branches and Representatives should be aware this presentation has not been shared with the Union and neither have we been asked for our input into the process.

As a result, I sent the correspondence attached at appendix 2 to the Chief People Officer on Friday 11^th August to express concern about the manner in which this initiative had come to light and asked why the Union had not been approached, given the joint commitment to improving employee and industrial relations in the Business Recovery, Transformation and Growth agreement.

In the past once a review of allowances has been completed a number of overpayment cases have been identified by RM with this in turn resulting in numerous instances of members being told to repay money.

To be clear the overpayments recovery process is covered by the national joint statement and nationally agreed process for an overpayment discussion attached at appendices 3 and 4. This is the procedure that should be adopted when supporting members who receive correspondence relating to alleged overpayments and was originally circulated via LTB 360/15 in June 2015

I have requested an urgent meeting to discuss the national allowance review and hope the Company will see the merit of maintaining the previous joint approach in respect of this activity.

Further developments will be reported in due course.

Yours sincerely,

Andy Furey

A/Deputy General Secretary (Postal)

LTB 210/23- ROYAL MAIL NATIONAL ALLOWANCE REVIEW 2023
Appendix 1 – National Allowance Review Guidance 2023
Appendix 2 – Letter to ZB re national allowance
Appendix 3 – Joint Statement
Appendix 4 – Final Process

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CAPITA TVL: FIELD MEMBERS ENDORSE 2023 PAY AGREEMENT

Further to LTB 196/23 dated 21^st July, I am pleased to advise Branches that our Capita TVL Field members have voted overwhelmingly in favour of the 2023 pay agreement.

The ballot result is as follows:

YES VOTES 76 72%NO VOTES2928%  

TURNOUT79%

I have notified Paul Johnston, Capita TVL Partnership Director, of the ballot result and he has confirmed that the £650 one-off lump sum payment (in lieu of a pay rise from 1^st April – 31^stAugust) will be made with August salaries and the pay increase will commence from 1^st September.

My thanks go to our Reps and Field members for their patience and support whilst the negotiations have taken place to reach the 2023 Field pay agreement.  The next pay review date is 1^st April 2024.

Yours sincerely

Andy Furey

A/Deputy General Secretary (Postal)

LTB 209/23 – Capita TVL – Field Members Endorse 2023 Pay Agreement

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RMG/CWU Business Recovery, Transformation And Growth Agreement: Seasonal Variation (Exceptions Process)

Further to LTB 191/23 (Letter To Branches) issued on the 18^th July, which updated Branches and Representatives in terms of moving forward the commitments contained in the Business Transformation, Recovery and Growth Agreement in relation to Appendix 1, Seasonal Variation, and the very challenging timelines linked to this aspect of the agreement.

Since this LTB was issued and despite the subsequent ODM 16/23 (Outdoor Department Memo), issued on the 24^th July, we have continued to receive reports that there remains confusion and uncertainty amongst Branches and members on the Exception Process for Seasonal Variation.

As such, please find attached the Royal Mail & CWU Joint Guidance on the Exception Process for Seasonal Variation, which confirms that this process is directly linked to the national rollout in September. Members will still be able to apply for Flexible Working/Family Friendly arrangements and where they have a Seasonal Variation exception request rejected following the outlined appeal, this can be challenged via the Individual Grievance Procedure.

It should also be noted that this process is for Seasonal Variation only and is separate from the further required Exception Process linked to the outlined changes to start and finishing times, under the Network Window section of the BTR&G Agreement due in 2024.

In issuing this LTB on the Exception Process, it is also important to further remind Branches, Representatives, and members alike that where individuals wish to submit an Exception Process request, they should not delay in doing so and should submit that request as a matter of priority, (noting that members currently on sick or other leave will have 5 working days from the date they return to work to submit such a request).

In closing, can Branches and Reps please ensure this LTB is given the widest possible circulation with members, noting that Royal Mail is currently undertaking an internal audit of their managers to confirm that all employees in deliveries have received the National Seasonal Variation WTLL Briefing, which in addition to other points, also sets out the Exception Process and its linked timelines.

Any queries to the content of the above please contact the Outdoor Department reference 532, email address: njones@cwu.org.

Yours sincerely,  

Mark Baulch
CWU Assistant Secretary

LTB 208/23 – Business Recovery, Transformation And Growth Agreement – Seasonal Variation – (Exceptions Process)

Royal Mail & CWU Joint Guidance on the Exception Process for Seasonal Variation

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Mail Centre Supernumerary/Surplus Issues Update

Further to the contents of LTB 167/23 on Mail Centre Revision PIR Activity issued on the 29^th June 2023 and the updates given at the National Briefing in Leeds on the 25^th July 2023, Branches will be aware of the continuing widespread concern and uncertainty resulting from Royal Mails unacceptable approach to managing surplus situations and the adoption of an unagreed Redeployment Process.

As discussed at the National briefing the CWU believe that the approach adopted by the company represents a breach of the agreed MTSF processes and indeed the reaffirmed commitments in the Business Recovery Transformation and Growth (BRT&G) agreement to adhere to the MTSF agreement.

Of particular concern has been the unagreed methodology for identifying surplus employees, the proposed creation of Redeployment Pools, including the removal of employees from the workplace, the engagement of a third party company to manage redeployment or outplacement, the non-adherence to MTSF compensation terms and the treatment of part time employees with regard to the options available to them.

While this is not a Mail Centre specific issue, as it does affect members in other functions, we are well aware of the pressure the actions of the business have placed on our members in Mail Centres.  Given this, resolution of these issues was one of two priority matters pursued during two days of high level talks this week.  During those talks focus was placed on the areas where the Union believe that Royal Mail is in fundamental breach of the BRT&G, MTSF and Section 2.5 Joint statement.

Some progress was made in those discussions and a further high level meeting has been arranged for Monday, 7^th August 2023 with a view to resolving the outstanding issues.  A further update will be provided following that session and we remain committed to ensuring that the terms of our National agreements and commitments in relation to managing surpluses hold the field and that our members are treated with respect and are afforded the protections that those agreements provide.

Until such time as a resolution is achieved, Branches and Representatives should continue to refer matters to the IR Framework, where they believe that the terms of MTSF or the Section 2.5 Joint Statement have been breached

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org quoting reference: 733.02.

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 205/23 Mail Centre Supernumerary/Surplus Issues Update 04.08.23

CWU Retired Members Conference – Thursday 26^th October 2023

The CWU Retired Members Conference will be held on Thursday 26^th October 2023 at CWU Head Office, 150 The Broadway, Wimbledon, SW19 1RX.

a) Delegates 

Only Branches with Retired members Sections are entitled to send Delegates.

Branch delegate entitlement to this Conference as agreed by the NEC is as follows:Number of Retired  MembersDelegate

entitlement1-2491250-4992500 and above3

Retired Members Regional Committee Secretaries shall attend the Retired Members conference with the right to speak and move motions on behalf of their Retired Members Regional Committee but not to vote. Funding for Retired Members Regional Committee Secretaries to attend Retired Members Conference shall be from the General Fund.

In order that we can cater for any delegate with special needs such as seating, dietary requirements etc., it is important that you advise us in writing of the name of the delegate(s) and the particular requirement by return but no later than Friday 13^thOctober 2023.

b) Motions

Each Branch is entitled to submit onemotion for consideration to be included on the agenda of the Conference. Motions should be submitted electronically to conferences@cwu.org using the attached template. Confirmation of receipt of motion will be sent to branches within 72 hours. Should confirmation not be received within this time branches are asked to contact Angela Niven on 020 8971 7256   Branches who do not have this facility may request paper motion forms by contacting the Angela Niven on 020 8971 7256.

Branches, Regions and the Committee are reminded that the Standing Orders Committee will not alter or amend any of the motions submitted therefore it is important that motions are checked before they are submitted.

Each Retired Members Regional Committee is entitled to submit one Motion to the Retired Members Conference.

The Retired Members Committee are entitled to submit up to three motions to the Conference, standing in their name.

Motion forms must be returned by NOONTuesday 12^th September 2023.   Anything received after this date will not be accepted.   All sections of the form must be completed.

If Motions are being sent electronically they will only be accepted to the above email address.

As with previous Conferences, the agenda will be structured in such a way as to maximise debate and participation by delegates. There will be 2 sections to the agenda, one for motions which are eligible for consideration for submission to General Conference, and one for motions that in the view of the Standing Orders Committee would not be admissible to the General Conference agenda.

Branches will be aware that the Retired Members’ Conference has the entitlement under the rules of the union to submit 2 motions to stand in the name of the conference to General Conference. It is therefore important that if branches wish their motions to be in this category, they must contain policy that is capable of being discharged by the NEC, as opposed to either of the Industrial Executives.

The 2 motions for submission to the General Conference agenda will be decided from amongst those motions adopted at the Conference. A ballot to select the 2 motions will be held at the Conference.

c) Election of Delegates to General Conference

As you will know, the Retired Members’ Conference will select two delegates to represent the Retired Members to attend General Conference 2024.

The Standing Orders for the Retired Members’ Conference will advise a ballot to select these two delegates will be conducted during Conference itself.

Additionally, individuals must be willing to accept nomination, and must have the nomination of their own branch and/or the Retired Members’ Committee, to be eligible.

The exception to this are members of the Retired Members’ Committee themselves who may be proposed for these positions but need to have the nomination of the Retired Members’  Committee and/or any Regional Committee.

Any enquiries regarding this LTB should be addressed to Angela Niven either by post to head office or by email to conferences@cwu.org

Yours sincerely,

A P Kearns
Senior Deputy General Secretary

23LTB202 – CWU Retired Members Conference – Thursday 26th October 2023

RM Guidance 23

RM Motion 23

RM Nomination Form 23

Copy of Retired Count and Section July 2023

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Recruitment Drive – New Entrants in Royal Mail Group

Further to the National Briefing at the Queens Hotel, Leeds on 25^th July where the profile of Recruitment was raised.  Branches and representatives will appreciate the importance of ensuring this activity across all Royal Mail Group workplaces, remains a high priority.

This is necessary more so than ever, as RMG have informed us they have embarked upon a significant recruitment drive and have already employed 1200 new starters in the past two weeks.  It is crucial every effort is now made to recruit these people into the CWU and plans are put in place by all Branches to achieve this aim.  Alongside this, Organising and Recruitment must feature prominently as an agenda item for all business based and Branch meetings.

We realise recruitment of new entrants on inferior pay terms and conditions is a new challenge.  The Union is fully committed to securing improvements and fairer terms and conditions on a par with those recruited prior to 1^st December 2022.  The more new-entrants joining the CWU the better the chance of achieving success.

In terms of the wider organising and recruitment strategy, including a review of all supporting communications and recruitment literature, this work is ongoing at Headquarters.  Once our plans have been finalised the intention is to hold a launch event via a national zoom call with all Branch Secretaries.

Recruitment into the Union is the responsibility of representatives at all levels and must be treated as a priority.

Yours sincerely,

Dave Ward                                           Andy Furey
General Secretary                             Acting Deputy General Secretary (Postal)

23LTB201

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Business Recovery, Transformation & Growth (BRT&G) Agreement – Paragraph 6.4.3 – Leaving Royal Mail through Ill Health (LTBIH)

During the recent National briefings, reports were received there was a belief Royal Mail are deliberately delaying the authorisation of cases involving leaving the business through ill health (LTBIH) / Ill health retirement and preferring to wait until 1^st August 2023 when the new terms are enacted.

Royal Mail are saying there is no policy of delaying LTBIH cases, however, if any representative has evidence to the contrary then please ensure the situation is immediately put into the Dispute Resolution Procedure (DRP) as a disagreement, ensure our member raises a grievance and also forward any evidence to the PTCS Department, where we will take the cases up with Royal Mail for our members who are due to leave on ill health with a lump sum prior to 1^st August 2023, to receive the correct compensation.

Any enquiries to this LTB please contact: The PTCS Department reference 312, email address: khay@cwu.org

Yours sincerely                                               Yours sincerely

Carl Maden                                                     Andy Furey
Assistant Secretary                                     A/Deputy General Secretary (Postal)

23LTB200

BRT&G Agreement – New Imposed Terms & Conditions, Part-time to Full-time, Internal Transfers and Job Share

Branches and Representatives will be aware that Section 9 of the BRT&G Agreement was clear in stating the company introduced new terms and conditions for new entrants from 1^stDecember 2022.  Equally, our position is clear that these arrangements are not agreed with the union.

Since the agreement was endorsed on 11^th July 2023 many enquiries have been received that relate to moves from part-time to full-time, transfers between units and job-shares.  The answers to the points are addressed below:

Part-time to Full-time

In relation to the move from part-time to full-time hours, Stuart MacDonald, IR Director has confirmed the following:

“I am writing to give confirmation that we have agreed to deal with the ‘Part Time to Full Time’ topic separately, therefore further discussions will be scheduled in line with our normal national procedures.

For clarity, this means that Royal Mail will in the meantime honour existing agreements and the status quo will apply.”

This is clear the status quo will continue to apply; therefore, those on the old terms and conditions maintain these in the event they move from part-time to full-time or increase their contracted hours for that matter.

Internal Transfers 

We have been made aware that in some areas of the country RMG are using the following policy:

BAU Internal Transfers are where employees apply for vacancies through Success Factors, and the most senior internal applicant is successful.  New vacancies are advertised on new terms, so we are unable to progress the BAU internal transfers.  Therefore, there is an exception process which means they would remain on existing terms (e.g. moving due to family circumstances) and those that fall under this category should be progressed through HRBP (policy shown from attached Transfers Guide).

There is no longer a transfer list therefore members who want to either increase their hours and/or move to another office have to apply for those internal jobs via ‘Success factors’ meaning they are applying for jobs which are being advertised on new terms and conditions. This is a contradiction that has to be addressed as does the exemption process and this matter will be raised with RMG immediately. Reports have also been received of transfers being blocked in certain locations and this is completely inappropriate given the number of vacancies which currently exist.  We ask Branches and Representatives to raise these cases through the IR Framework.

Job-Shares

For the avoidance of doubt, the situation in relation to those moving to job-share is exactly the same as if two members are on the old terms and conditions they would retain these on a personal rights basis in the event of moving to a job-share.

In conclusion, further communications will follow once there is a joint clarification regarding the latter two areas above but prior to this Branches and Representatives must ensure they highlight these matters locally through the IR Framework and if necessary use the full Dispute Resolution Process.

Yours sincerely,

Andy Furey

A/Deputy General Secretary (Postal)      

LTB 199/23

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National Briefing: Leeds 25th July 2023 11:00AM

Mick Kavanagh welcomed everyone to the briefing, explained the agenda and asked General Secretary to address the audience.

Dave Ward General Secretary

Dave Ward started by telling everyone that it was good to see so many of us here. Told us that HQ recognise the difficult time we’ve all been through. How draining and attritional things have been. Acknowledging that for some of us it has been too much and a lot have left.

He went on to say that we need to have a conversation about where we go next and what we do. How we get a handle on things, in the workplace and with the employer. He stated that if we don’t try to use the agreement to get a handle on things then we’d be giving up and letting Royal Mail have everything they wanted.

Said no one is pretending that the deal was great. Said it shows that Social Media an echo chamber. Members were tired of the dispute and wanted the money amongst other things. No old days coming back and this where we are is the new normal. Royal Mail are in dire financial straits. Truth is at the bitter end of the dispute, the truth is we were close to the end of Royal Mail and with it the end of our union. And we’re not out of the woods yet.

We now need to move beyond just saying no to things we don’t like. The CWU has to start coming up with solutions so that the CWU can fix the mess Royal Mail have made of things. The people at the top of Royal Mail are still the same old faces who have driven the company into the ground. They do not actually have a plan to get us out of this. Their only playbook is to do the same old things that have failed time and time again. We need to step up, we’ve now got to give our solutions. We’ve got to give support at local level like never before. 

DW started talking about the issue with the £500 how this came about. Bottom line is we don’t believe what they are saying. They initially claimed they didn’t have the money, but turned out Royal Mail finance director said not true actually problem with payroll. We threatened to withhold ballot result but came to realise that would be cutting off our nose to spite out face.

In terms of Sick Absence. Dave said call it what it is, it’s executive action pure and simple. One more meeting with the business to try and resolve this. Said in our summit meeting we raised issue of executive action and proposed solutions. Business told us that their problems were because of delayed real estate sale problems. But We’ve opened a crack for new way of doing business, Ricky MacAulay.

Said we need to look at how we re-engage branches and representatives in fixing this. Looking at how we can enable our reps to have the confidence to get back in front of our members locally. We need to get in front of members, give them answers, and give them confidence. 

Dave said that as a Union we need to start re-instate the discipline of the IR Framework. Even where Royal Mail are not interested in this. It’s understandable that this has gone down the wayside because of what we’ve all been through. We need to start getting back to us making proposals to them about how we fix things. 

He went on to say that the challenges we’re facing now would have come anyway. The unpleasant change that has been coming we were always going to have a reckoning on. We know that for some of our members the worst thing that could happen is working later and this was always going to be difficult. 

We need to use the expertise that we have in the field. Most of the Royal Mail managers literally don’t know what they are doing, how our industry works. But we do. They’ve ignored the working groups that were there to help our members and you can’t transform the industry without bringing workers with you. 

DW said RM need to start trusting their workforce to come up with solutions to make things better. Felt that the company might finally be in a place where they are prepared to actually listen to our ideas.

Went on to talk about recruitment and retention. Said the CWU has to refocus on recruiting new entrants. It’s been difficult for us because of what has been happening. Need to remember that the CWU has never agreed the new grade. It is only the CWU who will be able to deal with this. Need to use the JWG to get a hold of improving new grade terms and conditions. Labour Market going against RM and they are struggling to recruit and retain staff.

Said we’ll lose members who are against the deal. Said the CWU has to still be a voice for the 25% who voted no to the deal. They are our people and they have legitimate concerns about the change. We have to make sure that they feel we are all still a team, a Union.

To re-engage we really need to start talking about the future. Talked a lot about the future of the USO, where it goes in the future and what the risks are to our members and the Union. If we carry on with the same argument then it isn’t going to end up with just 5 days, it will actually end up being 3 days a week, or maybe not at all. Reminded us that what sets RM apart if the ownership of the doorstep. That we touch the public every day and the public trust us.

Went on to talk about a new political settlement. Talked about how the Union are working with the Metro Mayors such as Andy Burnham, they want to talk about improving local economies and using Royal Mail as a lynchpin of these approaches. Not just parcels. They are important but we need to cast our net a bit wider. 

Went on to talk about Darren Jones and the select committee. Ofcom review coming soon and we need to play some cards but it could be a double edged sword because of potential for massive fines. Could be double edged sword but we 100% cannot let their abandonment of the uso stand. 

Andy Furey

Andy started by saying that it was an opportune moment for the CWU to come together off the back of the ballot for the agreement. Said we need to remember that Unity is a Trade Union value. We are going to need to come together at all levels of the Union. Respect to those who felt differently and voted no but now we need to deliver on what has been agreed. 

Said that there will be a rocky road ahead. But that we are strong enough to deal with the problems we have. Stated that the gang of Union Busters that Simon Thompson appointed to break the Union are still in situ. We’ll see what the new CEO brings but there is going to be a bumpy road no matter what. The IR Framework is of paramount importance. We need to get back to using this as BAU. Talked about using the unilateral process. 

Talked about how the business in the dispute wanted to scrap the IR Framework, and decimate our structures. But we fought that off. CWU are aware that Royal Mail are today going to announce a new managerial structure. This is currently embargoed but will be released sometime today. Whatever they look like we need to adapt and face it up. 

Talked about 2.6.1. which talks about joint recovery and transformation boards will be set up. CWU Nationally pushing for a national one, and we need to set up the Regional boards too. They should be taking place.

Went on to talk also about how we have not agreed the new Ts & Cs for new entrants. Expect to start making progress on the JWG to enhance these terms and harmonise with the OPG grade. Said that the new agreement said that new terms are from 1st December. Therefore if someone joined on new terms before 1st December, then we need to push them getting put onto OPG terms. Similarly anyone employed before 1st of December remain on OPG terms if they change hours or transfer between offices. If Royal Mail try it on then use IR Framework and Grievance procedure.

Talked about recruitment. We only actually recruited about 15% of the 2400 people who’ve joined Royal Mail since the start of the year. 700 people starting this week and another 500 people next week. Huge recruitment and they are expecting around 6500 new entrants in 2023 by the end of the year. We need to get boots on the ground recruiting, retaining and organising the new entrants. They only way we’ll be able to get their terms up is to recruit them into the Union. 

He went on to say about 2.4 of the agreement about improving relations. Thanked everyone for their contributions in the dispute. We have to come together and deliver for our members.

Keving Beazer SW Regional Secretary paid tribute to Ben Watts who is leaving Royal Mail and CWU. Said that Ben wanted it to be said that this isn’t about doom spirals. Ben wanted it said that he still believed in the CWU as one of the best Trade Unions in the country. Said we cannot descend into finger pointing. We have to come together and rebuilt. In their Branch, and in the wider Union.

Dave Ward came back on the questions. Said that in respect of the £500 Union had difficult choices. Truth is we haven’t given up on getting the £500 sooner but it is difficult about raising expectations if that ends up not being possible. Said he understands the anger and frustration about it. CWU HQ were gutted when we heard. However he accepts the criticism about this. Talked about the issue in the Essex Amal with a particular office in their branch were CWU properly attacked in one of the worst ways in whole dispute. 

Andy Furey gave update on RM re-organisation. Rob Jenson leaving business august. Simon Scott new delivery director. Extra RODs, and RODs also taking on Mail Centres. Will be more OPLs and will be a North ad South field directors.RODs will no longer be direct reports to Grant McPherson.

Immediate Priorities 

Sick Absence Carl Maden.

Carl said where we are ATM the immediate priority is to pull business back from their executive action. Two days after agreement they announced something far beyond what was in the BRTG on sick. Said they’d been meeting with Royal Mail and were hoping to make progress in that JWG. But Royal Mail hadn’t even done the normal thing of sharing their comms. 

They announced that they were re-writing the attendance agreement. The BRTG did say about new standards AND welcome back meeting changed. What is not in that agreement is for example automatic issues. CWU wrote to them and told them that they are going further. The people doing this are the “Our business to run”. Another meeting planned this week but business playing so loose with what is agreed. CWU determined to get the JWG up and running. Talked about the IHR process and a suspicion that business deliberately dragging feet to save money on new terms. Must get members at risk of this to get grievances in prior to the 1stAugust. Talked about fleet (that part of agreement went down) currently consulting with the field. 

Mark Baulch QOS Checklist

Mark started by talking briefings in August. Said the we really need to start getting into the nuts and bolts of us using the agreement. We need to start proposing solutions. Said that the department has contacted the Div Reps about volunteers for working groups and that there will be a lot of work in the field on. 

Royal Mail are back to just having very simple core 5 day 1 in 6 Saturday duties. We do not want to move into that direction. Need to have menu of options still. Went on to touch on the USO. Said that department is starting to look at what a USO sans Saturday would look like for jobs in deliveries. Said we want to be proactive about that discussion and debate. 

On the later starts we need to get into the detail on this. Looking to set up the Mail Centre joint working groups in the next few weeks. Said we’ve put a document to company on a approach to the joint validation exercise on WIPWH. Crickets from business. Talked about how Rob Jenson leaving has left a void, and this has meant there has been a lull. CWU has forcefully put across that we need a more switched on response. It s useful that Simon Scott will actually be the delivery director, and has the authority, but he is a very difficult character. 

Business have suspended their expansion into the Sunday product because of lack of funds, but they always seem to have money available for loads more tiers of management. Problem is they aren’t prepared to invest to build the new product.

Just shared the outputs of the Joint Checklist, said we need to get on the front foot on the action plan. Said that we shouldn’t be moving forward with revisions in units that cannot meet the USO at present. Problems with the way the business are presenting targets. The data doesn’t fit, and CWU have asked them to present data in a way that is more comprehensible. Massive growth in the number of revisions that they say are needed has gone up by hundreds. Said that local productivity validation needs to move forward.

Davie Robertson Mail Centres and PFWW.

Started by talking about the tensions in the agreement between supporters an opponents of agreement. Talked about how no peace treaty because the people attacking us are still in situ and still attacking us. 

Said that for Indoor the QoS checklist is about trying to undo the damage from the Executive Action realignments, which we’ve tried to do. But business no playing ball or fair. On the Supernumeraries the business are trying to ignore the local disagreements. This is to get around the Status Quo provisions. Said it isn’t true. We can 100% put in disagreements on all the stuff around shifts etc. We need to get these in.

In regards to the Supernumeraries issue this was caused by Royal Mail. They did it by executive action. It doesn’t work. They wrote to members saying they’ll change their shifts but they could remain on something similar or be supernumeraries. What RM are doing is in clear breach of the MTSF. Have now escalated it for some time. Since the 25thMay, RM took exception to language. Re wrote and sent in on 6th June and RM have ignored. Carrying on regardless totally ignoring CWU looking to just manage people out of the business. We are as a National Union thinking about do we start pushing Rule 13 ballots for mail centres with this issue. Talked about getting the cross functional working groups on start times network window based on mail centres very soon. Closure agreement for the air hubs coming out of network. Business bringing forward proposals on Channel islands, Isle of Mann, Scottish Isles as new business. 

Said there won’t be a Network Review this calendar year. Currently in discussions around the roll out of PAD. 

In respect of PFWW wanted to touch in the major things that were happening in PFWW. They originally wanted to close, shrink PFWW or move to gig economy model. Load of revisions have been deployed that just aren’t any good. CWU had warned them of the failings. We need to be fleet footed and have good ideas to keep them engaged with us.

Answers to Questions

Mark Baulch started by saying he agreed that the business approach to CSPs is crazy. Obviously during Covid there was some logic to restrictions. CWU couldn’t oppose this but said they had real problem getting the hours back. 

Simon Thompson felt that the 40 Million a year that the business spent on CSPs annually wasn’t value for money. Mark said they are dead wrong and that if we are serious about improving our wider offer to public, growing the business etc, it is mad to close the Royal Mail shop front to the public. 

In the dispute they also tried to close CSPs outright but they were pushed back because of the public outcry. They are therefore trying to get their goals by stealth de facto closing the network with these changes. Can’t get deal on it because the business won’t negotiate in any way.   

MB talked about on QOS checklist. Backed up Ralph Ferrett’spoint about how this is an in for us to challenge the revisions. Promised that CWU HQ would back branches on disagreements, national intervention and rule 13 ballots.

Davie Robertson came in and explained the differences between the Supernumeraries and surpluses. Talked about Royal Mail not playing ball and by the back door trying to destroy the MTSF. The problems are massive and it is crucial for the CWU to get handle on this. Maybe biggest single issue facing the CWU.

Talked about how QOS was going down in Mail Centres, wanted to see a big expansion in Branches using disagreements.

In PFWW he said the big problem is that management basically saying all problems in the business unit is caused entirely by our members being lazy. They had a vision that all new employees will be owner drivers. We fought this off but the problem is the same managers are still in place. People who don’t understand the industry and don’t have a scrap of empathy for us. Talked about how with PFWW losing money it is only a matter of time before they come back with a closure or gig economy model. If it comes to PFWW it will come to Royal Mail.

Carl Maden talked about how the 7 days is one of the things that the business is taking legal advice. Feel that it can’t be right what business are doing here given that they have put standards in writing. Talked about the equality structure. Talked about how way HQ know about the anger in the field, says HQ shares this and is pushing it at Royal Mail al the time. Said about how members only come to the Union when things have gone wrong. 

He is upset that we can’t get an agreement. Said we have told the business that they will fight the sick proposals with every tool available to them. Talked about the armies of HR people in Royal Mail who are completely unaccountable. 

Lord Falconer Review

Started by saying it is an absolute disgrace what has happened with the two NAP decision outcomes. Basically the company is trying to add a compulsory transfer to the NAP decision results. Raised this issue in front of Lord Falconer. 

Talked about how business trying to get LF to chuck out 47 cases that Royal Mail claim aren’t actually dispute related. Talked about the cost of LF review. We think it might be possible that Royal Mail might be open to negotiations as they would like to avoid cost. They want to be in a position to communicate directly with the people in the Faulkner review. Will look to keep Union updated as far as possible.