16 February 2001 Volume 6 Issue 6 Paragraphs 64 - 78
WEEKLY INFORMATION FROM THE COMMUNICATION WORKERS UNION
SUMMARY
GENERAL
64 CWU Blind Babies Fund
65 Annual Conference 2001:
Ballot Arrangements for Postal and Operator & Ancillary & Constituencies
66 Workers Music Association
Summer School
67 General Conference Motion 38
68 TUC National Youth Course
POSTAL
69 Performance Bonus Scheme
Change Audit Trail
70 Royal Mail Uniform Review
71 Quadrant Tarlffs: April Review
72 Service Delivery Standard
Redundancy Terms
73 Royal Mail Pay 2000:
Weekend Workers
74 Resourcing in Vehicle Services
TELECOMS
75 Provision Service Units
76 Notes Held to Order
Allowance: Cash Handling & Distribution
77 Network Build Change
Agenda: Project Streamline
HEALTH & SAFETY
78 Post Office: First Aiders
SPECIAL BRIEFINGS
SB/64 Unofficial Industrial Action: Oxfordshire (Derek
Hodgson, G.S.)
SB/65 L&CD Pay: ex-Parcelforce Members (Phil Browne)
SB/66 Annual Conference 201: Ballots & Nomination Papers
(Simon Sapper)
SB/67 Report a Fault Campaign (Simon Sapper)
SB/68 NewGrid Review of Short Term Cover (Bill McClory)
SB/69 Bank Holday Attendance Credits (Bill McClory)
SB/70 General Conference Annual Report (Simon Sapper)
SB/71 Quality of Service Recovery Plan (John Keggie, DGS{P))
SB/72 CWU Training Programme (Eric Lovett)
SB/73 Pay Review 2000: Transaction Services (Tony Kearns)
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GENERAL
64
CWU Blind Babies Fund
At the Induction School held at the Elstead Hotel, CWU Education
Centre, during the week commencing 22 January to 26 January 2001, a
collection of £150.00 was made for the CWU Blind Babies Fund.
Many thanks to everybody who contributed so generously to this
worthwhile cause.
Any enquiries on the above paragraph should be addressed to Miss
Sally Bridge, Assistant Secretary, quoting Reference No.1.6.
|
65 |
Committee (Rule 5.8) |
|
Constituency |
Members |
|
Clerical |
The former members of the NCU Clerical Constituency (Except those employed by the Post Office) |
|
Engineering |
The former members of the NCU Engineering Constituency (except those employed by Post Office) |
|
Operator & Ancillary |
The former members of the UCW subject to the (0 & A) jurisdiction of the former Telecomms Group Management Committee. |
|
Postal |
The former members of the UCW subject to the jurisdiction of the former Post Office Group Manage ment Committee and former members of the NCU Clerical Constituency employed by the Post Office |
|
Postal Technical |
The former members of the NCU Engineering |
|
Any enquiries regarding thispublication or the Ballot arrangementsfrom the Postal and Operator & Ancillary Constituencies should be directed to |
Standing Orders Committee (Postal) on 020 8971 7501/502. Phil Duffy, Chair Standing-Orders Committee (Postal) |
66
Workers Music Association Summer School
For one week at the beginning of every August, the Workers Music
Association organises a holiday school of music for amateur
musicians, with a particular bias towards trade unionists and
co-operators. In 2001 the 55th consecutive school will take place
from 4th to 11th August and, as usual, the venue will be Wortley
Hall, nestling among Yorkshire's hills and dales a few miles outside Sheffield.
Wortley Hall was at one time the family seat of the Earl of
Wharncliffe, but during the Second World War it was abandoned,
eventually to be purchased by trade union and labour organisations
and converted to an educational and holiday centre. It has splendid
facilities, including a ballroom, a well-equipped bar and lounges,
and beautiful landscaped gardens. It is particularly well suited to a
music course with its large, thick-walled rooms where a brass band or
a jazz group can play without disturbing the choral or solo singers nearby!
The Workers' Music Association believes that everyone should be given
the opportunity to enjoy and participate in musical activity, and
that music is a part of life and can play its part in helping to
build a peaceful and more just society. The annual Summer School
reflects this attitude - the syllabus is varied and wideranging,
including courses for brass band, jazz, folk music and dancing,
orchestral and chamber music, choral, solo and ensemble singing,
conducting, composition, aural training, sight-reading and harmony.
The students are at all levels of ability and experience and there is
a wide age range. The only rule is that everyone must participate, as
an instrumentalist, or singer, conductor or composer. In other words,
it is NOT a "lecture and listen" but one in which every
student plays an active part.
The CWU is providing 4 scholarships to help its musical members to
attend the school. Anyone interested should write to Eric Lovett
National Organising Secretary no later than Thursday 12th April 2001
giving full details of their musical experience and ability, instruments
played (if any), range of voice (soprano, alto, tenor or bass), and
any other helpful information, and stating the course or courses for
which they would like to enrol.
Any enquiries regarding this paragraph should be addressed to Eric Lovett National Organising Secretary at 150 The Broadway, Wimbledon, SW19 1RX.
67
General Conference Motion 38
The 2000 General Conference agreed the following motion:
This conference is critical of the current criteria for CWU
membership's ability to enrol onto OPUS 2. As things stand at
present, only ex-BT members can take advantage of OPUS 2.
Conference therefore instructs the National Executive Council to make
OPUS 2 available to all members of the CWU irrespective of whether
they are from BT, Post Office, Girobank etc with immediate effect".
As a result of this motion, the CWU has been in discussion with the
Union run OPUS 2 recruitment agency in order to establish ways in
which we can work together and keep our members informed of
employment opportunities throughout the communications sector.
For example, currently a major telecommunications company is
recruiting technical staff in the Bristol area. Any CWU member
interested should contact OPUS 2 on the number below as soon as possible.
It is hoped that a formal arrangement will be established soon for
all CWU members but in the meantime more information is available
from OPUS 2 on 020 8971 6000 or at www.opus2jobs.com.
Nigel Cotgrove Assistant Secretary
68
TUC National Youth Course
The CWU is offering four places on the TUC National Youth Course
which will be held at Otterburn Hall outdoor pursuits centre in
Northumberland on 21st - 25th July. The Youth Course programme of
outdoor activities is an exciting and enjoyable way to learn more
about the benefits of working together to achieve common goals, and
develop the necessary skills to be a confident and effective trade
union activist.
By using a wide range of outdoor activities that look at the nature
of acting collectively, participants will enhance and equip
themselves with practical skills essential for carrying out union
activities such as communications, leadership, presentation, problem
solving and confidence building,
The course is designed in such a way that it will relate practical
sessions to Trade Union organisation, -plus give participants a
better understanding of the basis of trade unionism and greater
motivation to become more involved.
Outdoor activities enables young members to develop these skills in
an environment which they will find stimulating and challenging.
The course is open to all young members regardless of level of
physical fitness or disability.
Application forms can be obtained from the Training Department at CWU
HQ Wimbledon. Application forms must be returned no later than
Thursday 12th April.
Any enquiries regarding this paragraph should be addressed to Eric Lovett National Organising Secretary.
POSTAL
69
Performance Bonus Scheme Change Audit Trail
A few questions have been asked with respect to Delivery Units who
were above 90 EP when the model local agreement was signed or have
gone above 90 EP after re-setting. The answer is no savings are
required other than absorption of shorter working weeks and meal
relief harmonisation.
The attached makes the position clearer.
Any enquiries to Billy Hayes's Department, Reference 150.01(b)
Att. PE8
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70
Royal Mail Uniform Review
CWU Briefing No. 45, paragraph 613, requested comments on the new
Royal Mail uniform as attached.
The review has been overseen by Noel McClean, Postal Executive
Council members. The analysis was done by Naomi Cooke.
Any enquiries to Billy Hayes's Department, Reference 500
Att:PE9
71
Quadrant Tariffs: April Review
Quadrant Tariffs are subject to a general review in April and a
limited review in October. In April 2000 Quadrant froze Value Plus
prices and in October confirmed no increase. This is therefore the
first increase in prices in at least 18 months for some items and 2
years or longer for others.
Two Options have been prepared by Quadrant, details of which are
enclosed. Both Options are designed to produce the same effect which
is an overall increase of 2.5% revenue based on the application of
the revised prices to total sales. Although the overall effect of the
increase is 2.5% based on total sales the proposed increase for some
individual items is substantially higher in percentage terms. On the
other hand, in both Options prices of a range of items remain frozen.
Option 1 differs from Option 2 in that prices of Breakfast items are
frozen (with the exception of sausages which are an improved product
in that Quadrant will cease to use to sausages in which the meat has
been mechanically recovered) and the increase in price of potatoes is
less than in Option 2. The consequence of this is that the increase
in the price of beverages is greater in Option 1 as is the price
increase for the new sausages.
In addition to expressing a preference between Option 1 and Option 2,
the Union is of course able to suggest further alternatives to
Quadrant. However, it will not be practical to simply suggest a
further freeze in prices given the substantial increases in the cost
of some food items which has taken place in the last 18 months.
By way of comparison Branches may wish to note the-average prices
tabulated by Labour Research Department in the Bargaining Report of
November 2000, which I attach in full.
The Quadrant Joint Working Group is due to meet to consider the
proposals on 28th February and it would therefore be most helpful is
Branches could let me have any comments by Tuesday 27th February at
the latest.
In addition, there are vacancies for representatives from Branches on
the Joint Working Group. If you have any representative interested in
nomination to the JWG, which meets 4 time per year, please contact my office.
Any enquiries concerning this item should be directed to Ray Ellis, Assistant Secretary, at 150 The Broadway, Wimbledon, SW19 1RX
72
Service Delivery Standard Redundancy Terms
Prior to Christmas 2000 the Union was notified -by Service Delivery
of their intention to change their standard redundancy terms.
Lump sum payments of £2400 (married person) and £1200
(single person) were introduced under Royal Mail Development for over
55 years old. Service Delivery advised the Union that this was a
temporary arrangement to take account of unforeseen changes in the
social security legislation which affected employees who are about to
take voluntary redundancy. They explained that the payments were
ceased in other Post Office businesses but not in service delivery
and they had decided to cease the payments with immediate effect.
Anyone who had already accepted a formal redundancy offer however
which included the payment would have the payment honoured but, any
future offers would not include the lump sums. The Union questioned
the validity of Service Delivery's action and sought clarification
from them in relation to their claim that the payments were discriminatory.
A reply has now been received from Service Delivery in which they
confirm that the payments are illegal in that they discriminate on
grounds of marital status (not sex). As a result the Head of
Resourcing and Employee Deployment, has informed us in the attached
letter that Service Delivery cannot comply with our request to
maintain the payments.
We are currently looking into the - matter further with a view to
examining the validity of Service Delivery's actions and any
developments will be reported.
Any Branch comments should be addressed to Deputy General Secretary's office quoting reference 68000.
73
Royal Mail Pay 2000: Weekend Workers
In line with the information published in the special issue of the
Post dated 6th February 2001 headed Royal Mail Service Delivery Pay
2000. I have published for your information the pay directive
associated with weekend duties which has now been cleared by the
Postal Executive. The directive no.1/2001 is attached as an annex to
this briefing.
Any queries regarding this paragraph should be addressed to Mike
Hogan, Assistant Secretary, quoting reference no. L. 140.24(b).
Att:PE11
74
Resourcing in Vehicle Services
The original joint agreement between Vehicle Services and the CWU on
Resourcing in Vehicle Services contained a review cIause.
The joint reyiew of the agreement has now taken place and I attach
a.signed copy of a revised resourcing agreement.
There are two changes from the original Resourcing Agreement:
Paragraph 3.3 Agency Staffing. An additional sub-paragraph has been
inserted under Paragraph 3 as follows:
"Agency Staffing
It is recognised that immediate recruitment to short/fixed term and
long term posts is not always possible. Where it has been jointly
agreed that the period between resource being required and the
appointment of a short/fixed term or long term contracted employee
cannot be covered as laid out in Para 2.3, recruitment via agency
outlets can be applied"
It is important to note that this paragraph is positioned at the end
of the short/fixed term Contract paragraph. It is a fact that
immediate recruitment both to short/fixed term and long term posts
often takes some considerable time. Therefore where it has been
jointly agreed that the period between resource being required and
the appointment of either a short term or a permanent contracted
employee cannot be covered by overtime or by emergency resourcing
measures then recruitment via agency outlets can be applied. It is
implicit in the wording of the Paragraph that the criteria for
deciding staffing levels as contained in appendix 'A' have been fully
complied with and that there has been agreement to either short term
or permanent recruitment before any agreement to agency staff can be given.
It appears there has already been one attempt to argue that the new agreement makes it possible to simply recruit agency staff. This is not the case. It requires a joint agreement between CWU and Vehicle Services and agency staff may not be used in lieu of employment of short term or permanent staff; only to cover the period until the individual can be recruited and in post.
Deletion of Paragraphs
The other change to the Agreement is the deletion of Paragraph 5,
Review which provided for regular review of the Agreement. The view
of both Vehicle Services and ourselves was that the agreement had
served both parties satisfactorily, was working extremely well, and
did not require further review.
It is vitally important that representatives use the attached
agreement to the full. The fact that Vehicle Services have committed
themselves to it in its revised form is particularly important in the
present climate. This a demonstrates a commitment by Vehicle Services
to criteria for deciding staffing levels as contained in Appendix A
at a time when it has been suggested that a senior manager within the
Business is attempting to move away from the effective hours devisor
of 1360 contained in that agreement. I would be grateful if local and
divisional representatives would review the staffing position of
workshops in their area to ensure that the agreement is being
applied. If there is any staffing shortfall this should be raised
with management and if agreement cannot be reached then formal
disagreement should be registered and Head Office notified.
Similarly, if there are any instances of unagreed use of agency staff
Head Off ice should be advised immediately.
Any enquiries concerning this item should be directed to Ray Ellis,
Assistant Secretary, at 150 The Broadway, Wimbledon, SWI9 1RX
Att:PE7
TELECOMS
75
Provision Service Units
The Executive has been informed of the latest situation regarding the
creation of Provision Service Units.
The preference exercise has now been completed. Following a review of budget and FTE, vacancies exist in the following locations.
|
RBM |
PSU Site |
No. |
|
Yorks & Humber |
1 |
|
|
West Midlands |
Coventry/ Birmingham Priory |
4 |
|
Anglia |
Felixstowe/Birmingham Brindley |
2 |
|
South Midlands |
Stafford/Nottingham |
3 |
|
Eastern |
Norwich |
7 |
|
H.L. |
Brentwood |
7 |
|
Thamesway |
Bournemouth/ Wycombe |
8 |
The specific numbers at each site may change as the teams are
adjusted. The CWU has been provided with copies of the process
document it is intended to use to fill vacancies and to promote C2s
working in Offline/NJM PSUs to C3.
The main elements of the process for filling vacancies are as
follows. Where an Inbound site does exist within reasonable
travelling distance, Inbound people will be given first opportunity
to apply for C3 vacancies. Resultant C2 vacancies will be advertised
to 150 people.
As part of the arrangements to integrate Residential Delayed
Provision work, existing 150 people will be invited to apply for any
C3 vacancies where there is no Inbound site within reasonable
travelling distances.
Ian Cuthbert
Assistant Secretary
76
Notes Held to Order Allowance: Cash Handling & Distribution (CHD)
After repeated requests from CWU to CHD, regarding the payment of the
NHTO allowance in full, the business has now reconsidered its position.
As from March 1st 2001, CHD will now pay the allowance in full
regardless of the contracted hours of the individual receiving it.
The rationale behind the outstanding CWU claim is that employees are
on call all of the time regardless of their hours and thus should be
rewarded accordingly. The annual amounts paid are not subject to
change. This information has been communicated to the Union by Kieron
Lillis, CHD Compensation and Reward Manager. The CWU first sought
this payment in pay review meetings two years ago.
Any comments should be addressed to Tony Kearns, Assistant Secretary, C&CS
Department, quoting reference B.4 15.
77
Network Build Change Agenda: Project Streamline
Network Build management have notified the Union this week about the
introduction of the Network Build Change Agenda and under this, the
details of Project Streamline which is a Change Agenda Project to
review the way that External Field Management Units and Resource
Management Units are organised and operate.
The stated key drivers for the change are the freedom that BT
Wholesale has been given to operate as a business and the conclusions
reached by the Adelphi feasibility study on the Network Build support
structure. From 1 April 2001, Network Build will trade on an arm's
length basis from its customers in BT. As is the case now, it is
envisaged that other BT units would still want to use Network Build
as their prime supplier but they will continue to have the option of
going elsewhere for construction services delivery. Network Build
will be required to compete ever more effectively in this new
environment. The other major change is that Network Build will be
expected to grow its business externally in the UK and Europe and
eventually world-wide.
Currently, Network Build state they are not operating effectively. Adelphi showed that the support structure is significantly greater in proportion than that of competitors, and that is under pressure of existing volumes and would be unable to absorb new work. Adeiphi therefore indicated that a major change in the support structure is needed. As a consequence, they are creating a national External Programme Office organisation encompassing both the operational FMU work and the Resource Management work. The major enablers are:
- The introduction of product based pricing enabling Network Build to
bill for its services accordingly to internal and external customers alike.
- Simplification of systems with the Capacity and Control Planning System (CCPS) being used to build and allocate work and the A537 for work delivery.
- Transfer of queue management work and people to Network Access.
- A national External Programme Office structure.
- Standardised processes and resource levels.
Network Build report that they are now ready to trial the Programme
Office structure in Exeter and Glasgow on 12 February 2001 with
Cardiff to follow in the next fortnight. Given the need to be able to
operate on an arm's length basis from 1 April, they will need to
assess the trial and implement in new sites between 15 February and
31 March 2001. This timescale and the lack of prior notice and
consultation has been objected to. It is clear that given the
detailed significant changes to be piloted that early consultation
could and should have taken place.
As generally understood, the changes will impact inevitably on
External FMUs and Resource Management Offices members. During the
trial period Network Build have stated they will operate with the
existing resource and locations but if the trial is successful there
will be a continuation of the principle established with Project
Reform in 2000 namely, a rebalancing of resource from support offices
to the field, with the intention of ensuring all people have a
suitable role. People who opt to move to, or back to the field or to
other work will be given the appropriate upskilling. No discussions
or assurances have been given regarding the nature of banding. From
April 2001, it is expected that there will be one Programme Office
per Region spread over a number of sites but the detail of the
locations and the-resource required has yet to be finalised.
Network Build are also reviewing the way that administrative work is
organised and initially these functions and associated people will be
grouped into a separately managed team in their existing location.
The Union will be advised shortly when the proposals for the future
have been developed. In addition, they will also be reviewing the
Internal Resource Controls but it is likely that any changes which
emerge will be on a smaller scale to those proposed for the External operation.
A commitment has been given that there will also be local
consultation to discuss the progress of the trial in each of the
External Regions. An extensive communications programme will be
launched shortly to explain the project and the impact it will have.
Branches will receive further communication next week, following a
meeting with Network Build management.
Brian Healy
Assistant Secretary
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HEALTH & SAFETY
78
Post Office: First Aiders
This Department has received concerns regarding documentation in
circulation requiring First Alders to sign a health declaration. This
matter was raised directly with Dr Steve Boorman Director of Post
Office Employee Health Services & Chief Medical Advisor. His
response is
attached and is published for Branch information.
'Dear Kevin
First Alders
Thank you for your letter of the 29th January 2001, I understand that
this issue was also raised by First Alders in London with our
National First Aid Advisor last week.
Having made some initial enquiries, it would seem that the P2527 has
its route back in the dim and distant past of the "Postal
Instructions". I understand that is has been in place for a very
considerable number of years and when it was introduced, was felt
necessary to ensure coverage by Post Office insurance.
I have asked our National First Aid Advisor to re-investigate this
matter and consider carefully whether this is still necessary.
First Aid at Work Health Declaration comes from different roots. I am
interested to note the title on the one forwarded, I am not sure why
a Health and Safety Executive banner has been added. During the mid
nineties, there was concern arising within St. John's (the
professional body whose standards we adhere to) after a number of
incidents in which First Aiders put themselves at risk (or the
individual that they were treating), by basically not being fit
enough to cope safely with the rigours of giving first aid in the
emergency situation. At that time Dr Mike Webb who led on first aid
issues in the Post Office, introduced a fairly rigorous health
assessment procedure and a number of complicated 'forms' were
introduced which required a First Aider to declare in detail whether
they had a history of heart disease, back problems, obesity etc. This
system proved both cumbersome and also very difficult to administer
and we found that many First Alders were being called to have a
"medical". The matter was researched further by Jim Scott,
the National First Aid Advisor, who sought formal legal advice and
introduced the simpler health declaration form.
First Alders do have to deal with both physically and mentally
demanding circumstances. When somebody is unlucky to be injured, it
certainly does not help the situation if the First Aider, him or
herself, also becomes injured or ill as a result of not being fit
enough to cope with the situation. I do think therefore, that some
form of health declaration remains appropriate. It is worth also
noting that we do provide liability cover for first alders
undertaking First Aid duties.
I will keep you informed of progress looking at the issue in relation
to the P2527 declaration.
With best wishes,
Yours sincerely
Dr Steve Boorman MMBS MRCGP MFOM
Director of Employee Health Services & Chief Medical Advisor'