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WEEKLY INFORMATION FROM THE COMMUNICATION WORKERS UNION

Volume 7 Issue 46. Paragraphs 636 - 660 29 November 2002

SUMMARY
GENERAL
636 Lobby of Parliament. Wednesday 4th December 2002. Attlee Suite, Portcullis House, Westminster, London, SW1. 11.30am - 1.00pm
EQUAL OPPORTUNITIES
637 Disability in Focus
638 Campaign Calendar - European Year of the Disabled
639 'Women's Talk' - Autumn 2002 Edition
HEALTH AND SAFETY
640 RoadRISK in BT
641 Bats
642 Safety Harness Number 11
TELECOMS
643 Network Build Enabled Teams - Phase 3
644 Network Operations - Operational Effectiveness Programme
645 Hays Payroll - Difficulties Following TUPE Transfers
646 Network Build - Next 30 Minute Reduction - Guidance for Operational Managers
647 Asset Assurance
648 Resourcing the Access Network and Annual Conference Proposition
649 BT Wholesale: Revised Employee Portal
650 BT Modern Apprenticeship Scheme
651 Operational Effectiveness Programme in Network Operations
652 Total Health Management
FINANCIAL SERVICES
No items this week
POSTAL
653 Packet Notification Trial
654 New Delivery Procedures
655 Pay and Performance in Mail Centres - Data Gathering
656 New Call and Collect Trial - Avery Berkel
657 Media Mail - Nominated Delivery Product Trial
658 Supply of Royal Mail Uniform
659 Report on GEO Route - Collection Duty System
660 Attitude Survey to Uniforms - Conference Policy
LETTERS TO BRANCHES
LTB/535 CHD Proposed Outsourcing (John Keggie, DGS{P})
LTB/536 CHD Outsourcing Dispute (Billy Hayes, G.S./Andy Furey)
LTB/537 Mass Lobby of Parliament: 4th December (Billy Hayes, G.S.)
LTB/538 CWU Review (Billy Hayes, G.S.)
LTB/539 CWU Training Consultation I.R. (John Keggie, DGS{P})
LTB/540 CHD National Briefing (John Keggie, DGS{P})
LTB/541 Lobby of Parliament on Postcomm. (Billy Hayes, G.S.)
LTB/542 Service Delivery Overpayments Recovery Policy (John Keggie, DGS{P})
LTB/543 HCL (NI) Technology Ltd. (Jeannie Drake, DGS{T})

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GENERAL
636
Lobby of Parliament. Wednesday 4th December 2002. Attlee Suite, Portcullis House, Westminster, London, SW1. 11.30am - 1.00pm
The CWU will be holding a Lobby of Parliament in opposition to Postcomm's proposals. The key note speakers will include Billy Hayes, General Secretary; John Keggie, DGS(P); Lord Clarke of Hampstead; Chris Smith, MP and a number of other MP's. If you would like further information contact Seeta Maharaj on 020 8971 7263.

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EQUAL OPPORTUNITIES
637
Disability in Focus
Included with this Briefing is a copy of Disability in Focus, November 2002.
Your co-operation in providing copies to interested members would be appreciated. If you have members who wish to receive Disability in Focus direct, please get in touch with us as detailed on the last page.
Any enquiries on the above should be addressed to Michèle Emerson, Acting Assistant Secretary, quoting reference No.1.50.1.2

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638
Campaign Calendar - European Year of the Disabled
With this BOB Paragraph as attachment* G.42 is a flyer provided by the TUC advertising a calendar "designed to celebrate the lives, achievements and identities of disabled people. It is printed in full colour on high quality gloss paper with powerful and engaging photographs that encompass many levels of the disability experience".
"Month by month the calendar also campaigns to improve the lives of disabled people..."
The calendar can be ordered from the European Disability Forum at the address on the flyer. Branches are urged to place orders for these calendars.
Any enquiries on the above should be addressed to Michèle Emerson, Acting Assistant Secretary, quoting reference No.2.41
Att.G.42

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639
'Women's Talk' - Autumn 2002 Edition
Included with this Briefing is the latest edition of 'Women's Talk', the Women's Advisory Committee magazine. Further copies can be ordered from the Equal Opportunities Department by phone, post or by email (to dgittens@cwu.org).
Any enquiries on the above should be addressed to Michèle Emerson, Acting Assistant Secretary, quoting reference No.1.50.4.

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HEALTH AND SAFETY
640
RoadRISK in BT
Each year about 3,500 people are killed on our roads and 40,000 are seriously injured. Each one results in terrible pain and suffering. A significant proportion of these deaths and injuries can be connected with work.
The HSE, TUC and the CWU have been calling on employers to take this issue seriously and make driving at work a priority in their Safety Plans.
At a BT Wholesale JCC a presentation was given on Wholesale Road Traffic Accident Reduction Campaigns to prevent driving accidents, which was endorsed by the CWU.
Wholesale are now rolling out a RoadRISK programme that it is envisaged that all BT LOB's will eventually adopt. RoadRISK is a driver risk assessment resource that involves a 40-minute online driving risk assessment. An update on this programme has been requested and further details will be briefed to Branches in the near future.

The RoadRISK System
Developed over six years RoadRISK is an online assessment which can identify 'at-risk' drivers who are more likely to be involved in a road traffic accident. The assessment looks at two distinct areas:

The Profile enables BT to benchmark their drivers against established 'at-risk' factors such as age, miles driven and accident history over three years.

The Competency Based Assessment measures an individual driver's attitude, knowledge, behaviour and hazard recognition skills against a benchmark score of 80%. The benchmark score of 80% has been established over the last seven years after extensive testing amongst distinct groups such as graduates, sales persons, engineers, army drivers and police drivers.

RoadRISK Outcomes

1. Profile
The Profiling element of RoadRISK has three outcomes for an individual driver - High, Medium or Low Risk.



High Risk Drivers - Profile
Age: 17 - 25, or
Miles: Over 20,000, or
Accidents: 2 or more over last 3 years.

Medium Risk Drivers - Profile
Age: Over 25
Miles: Less than 20,000
Accidents: 1 in the last 3 years.



Low Risk Drivers - Profile
Age: Over 25
Miles: Less than 20,000
Accidents: 0 in the last 3 years.

2. Competency Assessment
The Competency element of RoadRISK has three outcomes for an individual driver - High, Medium or Low Risk.
High Risk Drivers - Competency Score: Between 0% and 69%
Medium Risk Drivers - Competency Score: Between 70% and 79%
Low Risk Drivers - Competency Score: Between 80% and 100%

3. Driver Risk Rating
Upon completion of RoadRISK, the Management Information System analyses the results from each element of the Risk Assessment (Profile and Competency) and determines an overall Risk Rating for each driver.

High Risk Rating
High Risk Profile and High Risk Competency
High Risk Profile/Competency and Medium Risk Profile/Competency
Low Risk Competency and 2 or more accidents in 3 years.

Medium Risk Rating
Medium Risk Profile and Medium Risk Competency
Medium Risk Profile/Competency and Low Risk Profile/Competency.

Low Risk Rating
Low Risk Profile and Low Risk Competency.

Action Based on Identification of Driver Risk Rating

There are three outcomes in the first year of the process, depending on whether a driver is identified as:

Those drivers not meeting the standard required in the One More Second Knowledge Checks after three attempts are then referred to Turning Point.

*Turning Point is a three-hour on-road defensive driver-training program.

**One More Second, is a two-hour online-defensive driver-training program designed to influence drivers' attitude and behaviour to road safety.
Any enquiries on this issue should be addressed to Kevin Shaw, Assistant Secretary, quoting reference NS32.

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641
Bats
After the tragic death from rabies in Dundee following a bat bite, the issue of bats in BT Buildings has been raised with BT. BT has responded by saying:

"There is nothing BT can do to remove them from buildings because they are a protected species.
The Department of Health though has issued guidance, which confirms that the risks are very low (The last death from bat rabies in this country was in 1902 and the last previous recorded incidence of an infected bat was in Lancashire in 1977). In essence bats are timid creatures that do not approach humans and will only bite if they are handled and if left alone there is no risk. It is a criminal offence to handle bats without a government permit. The man who was infected was a licensed handler who was bitten when he picked the animal up. The incidence of rabies in the bat population is very low."

The Public Health Laboratory Service guidance on rabies state:
"All bats in Britain are protected species and should not be handled, particularly if sick or injured. Anyone who is bitten or scratched by a bat should contact a doctor immediately, who should, in turn, seek expert advice. The only people who are at risk are those which have close contact with or handle bats, and their chance of infection is slight."
BT has agreed to arrange for a newsdesk item to be issued in BT Today.
Any enquiries on this issue should be addressed to Kevin Shaw, Assistant Secretary, quoting reference NS51.

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642
Safety Harness Number 11
The T&FSE Health Safety and Environment Sub Committee wish to thank all Branches and USRs who have sent in comments on the Safety Harness so far. All issues that have been raised were taken up at a meeting held with BT to review the Harness.
Following the review meeting with BT it was agreed that the Company would issue an engineering memo addressing the problems that had been identified with the new harness. Also, we are passing all issues that are being sent in by Branches onto Engineering Business Solutions for action.
One outstanding issue is the inspection process for the Harness. With the date of 14th December 2002 approaching when the first Harnesses are due for inspection the T&FSE Health Safety and Environment Sub Committee again insisted that an independent body must conduct the inspection process.
BT were given notice that in the event that the inspection was not carried out by an independent body then members will be asked to hand back the Safety Harness to their manager. Updates and advice on this will be given to Branches in the very near future.
Any enquiries on this issue should be addressed to Kevin Shaw, Assistant Secretary, quoting reference NS35A.

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TELECOMS

643
Network Build Enabled Teams - Phase 3
As agreed, Phase 3 of Enabled Teams came to an end on 9th October. Management will be conducting an internal review on the lessons learnt from a larger scale test of the concept. In particular management will be conducting the review in the following areas:

At first glance the benefits in improved performance and quality were marginal and management want to further assess the impact that the scheme had in changing culture. It is not expected that there will be much further to report upon, with the exception of the out-turn from the last accounting period, until the end of this calendar year. Attached* (to the electronic advance copy only of this paragraph) and for the information of Branches is a brief that will be released within Network Build.
Brian Healy
Assistant Secretary
Judy Griffiths
Assistant Secretary (C)

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644
Network Operations - Operational Effectiveness Programme
Nationally the Union has been advised and given notice of an initiative titled Operational Effectiveness.
No discussions have taken place, so the detail is not possible at this stage to share with Branches. What is known is that the objective is to deliver the cost reduction figures set for the current financial year.
When more detail is obtained, this will be shared with Branches.
Brian Healy
Assistant Secretary
Judy Griffiths
Assistant Secretary [C]

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645
Hays Payroll - Difficulties Following TUPE Transfers
Branches are advised that following reports on difficulties being experienced by Agency members who were TUPE'd to Hays Employment Agency, immediate representations were made to Tina Millis, Contracts Manager for Hays.
Hays have accepted that there have been a number of difficulties associated with the transition of the Contract from former Agency suppliers to Hays including that of BT Payroll. Tina Millis has assured the CWU that every effort is being made to overcome these initial problems and to ensure that individuals are paid the correct monies. Where there have been anomalies and, in some instances where pay has been short, special arrangements are being put in place for those affected.
It appears from discussions that the majority of difficulties exist where there have been recent changes and/or temporary changes to an individual's pay, for example, where an individual has recently received pay progression or where periods of sick pay may be involved. In addition there have been challenges brought about by changes to individuals' tax allowances and in instances where our people are in receipt of Working Family Tax Credits.
The CWU have secured an assurance from the Agency that individuals will have the full support of Hays should they experience difficulty with their pay and that any bank charges incurred as a result of Hays payroll errors will be fully reimbursed on production of supporting correspondence.
Members who have any queries around pay are urged to bring this to the immediate attention of their on-site Hays Contracts Manager in the first instance.
Branches are also advised that a meeting is currently being diaried for early to mid December 2002 to discuss outstanding issues relating to the recent contract transfers, as well as to progress partnership and recognition.
Any enquiries to this paragraph should be addressed to Sally Bridge, Telecom Agency Team Officer, quoting Ref.18.1.

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646
Network Build - Next 30 Minute Reduction - Guidance for Operational Managers
The Executive has agreed the proposals outlined in Branch Officials Bulletin Number 39, paragraph 539. However, Network Build HR management has been taken by surprise at the speed by which Resourcing and Rostering management have issued notice of changes in Attendance Patterns.

It quite clearly states in a number of areas of the need for local consultation. This was taken up with HR management and attached* for the information of local Branches in the advance electronic distribution of this Bulletin is a copy of the guidance note for managers regarding the areas where local consultation is required.
Brian Healy
Assistant Secretary
Judy Griffiths
Assistant Secretary (C)

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647
Asset Assurance
The Network Capacity & Planning Management Team have notified the Union that following the recent storms in the South of the country there has been a dramatic rise in the volume of coincident 'D' Pole work through the Asset Assurance Programme Office. Much of this work will involve customers who are now out of service.
They have stated that in order to execute this work quickly and minimise impact on customers through safety or loss of service, they are supplementing the existing Asset Assurance contract resource in Wales with a further 10x2 man gangs (total 20 FTE).
This deployment commenced last week. Given the volume of work required, these gangs will be deployed at least until Christmas when the situation will be reviewed.
It is also stated that it is anticipated they will need to deploy additional gangs in Eastern and South East in the near future, again due to a rise in coincident volumes. Management will advise further once they have a firm view on matters.
Brian Healy, Assistant Secretary

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648
Resourcing the Access Network and Annual Conference Proposition
At the national bi-annual session to review Resourcing the Access Network agreement, discussions took place on the processes for contractor reporting and workstream deployment. The Executive presented Conference propositions on this subject area and some detail as to the frustrations that were felt over variations to the originally presented plans were given. The following is management's response:-

1. Threshold Reporting
Mindful that the resource plans provide details of forecasted deployment of contractors by workstream by RBA they would propose they provide, on an exception basis, a monthly report detailing any workstream where the actual contractor deployment has exceeded the forecasted deployment by, say, 10%. This would aim to outline the reasons behind this change on the report. This approach would hopefully enable the Union to understand any variations to the original forecast in a timely manner.
2. Deployment Preferences
In attempting to meet the aspirations of the Union at the local level as to where contractors are deployed, they are they are requesting a list for each RBA outlining the workstreams where contractors would or would not be preferred; management will consider these preferences when drawing up future resource plans. This approach would enable CWU preferences, positive or negative, to be clearly understood.
They intend to commence monthly reporting in the New Year and are looking for RBA preferences at the forthcoming North and South Fora. Information provided at those sessions would be in time to be considered for next year's QPB Build.
Brian Healy, Assistant Secretary

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649
BT Wholesale: Revised Employee Portal
BT Wholesale management have notified the union of a revised e-people portal. This will go live across BT Wholesale over the next three weeks. The e-people portal has been revamped, as well as now enabling sick absence to be reported on-line as an alternative to Peopleline. Those people who currently use the automated telephone system to report absent will continue to do so.
Attached* for the information of Branches in the advance electronic distribution from my office is the copy of a briefing put out by management throughout the BT Wholesale organisation.
Brian Healy
Assistant Secretary
Judy Griffiths
Assistant Secretary (C)

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650
BT Modern Apprenticeship Scheme
A number of Branches have sought clarity on the pay progression arrangements for Modern Apprentices. It appears that there is some confusion over the arrangements for pay progression on meeting key MA milestones and equally there is some confusion over the minimum rates of pay for Apprentices. The current Modern Apprentices minimum rates of pay are as follows:

D1 £13,555
C3 £12,231
C2 £11,428
C1 £10,317
B2 £9,525
B1 £8,432
A2 £7,934*
A1 £7,334*

*adjusted to reflect current legislation
>From October 2001 onwards, the standard NewGRID progression arrangements apply, counting 1 October 2000 as the previous pay award date for MA's in employment for 1 October 2002.
The salary progression arrangements for Modern Apprentices are as follows:

1. Progression Process
Annual progression payments are made in October each year. To reflect the flexibility in starting pay, there are no fixed progression tables. Modern Apprentices will normally receive a pay progression of 10% of the main range maximum, subject to satisfactory completion of milestones. Standard progression will take them to the minimum of the main range they have been recruited for over a period of 3 years. Once onto the main range, further pay progression is at 5% of the main range maximum.
Note: if the Apprenticeship is not yet complete, progression is still subject to completion of milestones.

2. Standard Progression
Service/Milestones completed at 1 October. Progression Payable within NewGRID MA salary range.
Part year completed - first milestones not yet due for completion.
July - December - joiners receive first pay progression in October the following year - subject to completion of milestones.
January - June - joiners receive a pro rata pay progression in October of the year joined - subject to satisfactory performance.
Full year completed and/or first year's milestones met - 10% NewGRID main range maximum.
Second full year completed, second year's milestones met - 10% NewGRID main range maximum.
Third full year completed, third year's milestones met - Map to NewGRID main range minimum, or 10% NewGRID main range maximum, if greater within NewGRID main salary range - 5% NewGRID main range maximum.
The above assume satisfactory achievement of performance milestones. There is flexibility to withhold progression payments if milestones are not met, see note 4 below.

3. Withholding Progression Payment
Payment may be withheld for late pass or failure of examinations. It would be usual in these cases for the next progression payment to be made at the next October review. However, line managers may decide in exceptional circumstances to defer the pay progression and make effective from date of passing examinations (see note 4 special circumstances below).

Similarly, the progression payment may also be withheld if there are performance and attendance issues. These should normally be dealt with through the poor performance and attendance procedure. If performance is improved and subsequently milestones are met, it would be usual for the next progression payment to be made at the next October review. However, in exceptional circumstances line managers may wish to reset milestones against new review date (see note 4 special circumstances below).

4. Special Circumstances
Listed below are examples of the special circumstances in which backdated or deferred progression payments may be made. It is at the discretion of the line manager and the MA Co-ordinator to determine whether it is appropriate and each case should be considered on its individual merits:

 
If any Branch believes that the withholding or deferral of a progression payment has been made unreasonably by BT, they should first raise this with the individual's line manager and the appropriate HR manager. In the event that the issue cannot be resolved at that level, the cases should be referred to me at CWU Head Office, with all relevant documentation, so that appropriate representations can be made to BT.
W McClory, Assistant Secretary

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651
Operational Effectiveness Programme in Network Operations
Further to the initial announcement on the intent to review Operational Effectiveness in Network Operations, further detail has been supplied to the Union.

Background
Network Operations is embarking on a series of initiatives to address specific issues regarding: key moments on truth for the customer; alleviating the frustration of employees; acting on Field Force feedback and removing unnecessary barriers. These initiatives are stated as likely to lead to improvements in quality of service and deliver cost reductions.

Objectives
A four-week analysis project has been started in Network Field Operations to help identify and remove barriers to effective working so that management can further improve customer service and quality of service. The aim of this analysis is to identify a small number of critical initiatives that can be easily implemented in the first part of next year. These initiatives will be deployed in parallel with a longer term Programme that will address the more complex issues e.g. those preventing engineers from completing a job in one visit. These issues typically take longer to understand and resolve. The project team comprises both BT and Accenture people. It is the Union's understanding that Accenture, together with a number of other management consultants bid for this work.

Purpose of Field Visits
In order to inform the analysis phase, the project team (BT and Accenture) will spend some time in the field through workshadows (on the job/day in the life of observations) and workshops. The purpose of these visits is to:

1. Give the project team the opportunity to confirm its understanding of the key issues impacting the field

2. Listen to ideas from the Field Engineers regarding ways to resolve these issues

3. Observe best practice from around the country and understand whether this can be applied across all geographies

4. To begin to establish a communications channel between the Field Force and the project team.
With this in mind, the project team will be visiting the following areas:

In each region, the project team will meet with people from each of the following functions:

In each location the team would conduct approximately:

 
Management have confirmed that the 'Day in the Life of' principles will apply as reported in Branch Officials Bulletin No.36, para 481. Arrangements are in hand to discuss the further phases envisaged and will be reported to Branches as soon as they are known.
Brian Healy
Assistant Secretary
Judy Griffiths
Assistant Secretary

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652
Total Health Management
The Union has been advised that Total Health Management (THM) will go live across BT Wholesale in two tranches starting on 20 November 2002. Management state that THM represents an improved service from Accenture HR Services to tackle sick absence via web-based technology and proactive case management. The package was developed to specifically help BT managers deal with the issues and complexities inherent in sickness absence. Dr Paul Litchfield, BT's Chief Medical Officer, recommended the scheme be rolled-out across BT Group following a trial in BT Retail and Wholesale Field Operations. Attached* in the advanced electronic distribution of this BOB paragraph is the management communication being issued in BT Wholesale.
Brian Healy
Assistant Secretary
Judy Griffiths
Assistant Secretary (C)

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POSTAL
653
Packet Notification Trial
Following receipt of correspondence from Tony Williams, Divisional Rep NW/NW, CWU Headquarters became aware of a trial that the Business were planning to start in the Bolton and Wigan areas.
The trial involves allowing certain customers to affix a special label to posted packets which are then segregated at the IPS stage, forwarded to the appropriate Special Delivery Locker, and then dealt with in a similar way to the existing Special Delivery items.
The Business have been contacted regarding their failure to involve the Union prior to commencement of the trial, and they have apologised for what they term as an oversight. We have indicated that we are in principle in favour of new products and services and as such would be prepared to support the trial but that we need to establish the impact on staffing issues. A meeting is now being arranged with the Royal Mail Manager responsible for the trial. The Union will be represented at the meeting by Dave Warren, who will oversee the trial on behalf of the National Union, in liaison with Branch directly affected.
Any enquiries to Dave Ward's Department, Reference 530.

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654
New Delivery Procedures
A number of Branches have raised with the department the issue of New Delivery Procedures within Packages & Express. Consequently a letter was sent to Jon Millidge, Personnel Director, P&E regarding this particular subject and a response has now been received and the correspondence is reproduced below. I believe the contents are self-explanatory and should clear up any concerns that Branches may have had regarding this particular issue:-

"12 November, 2002
Mr J Millidge
Director Personnel
Packages & Express
Solaris Court
Davy Avenue
Knowhill
Milton Keynes MK5 8PP
Dear Jon
Re: New Delivery Procedures - Packages & Express
It has been brought to my attention via a document produced seemingly in July 2002 that the business has or is in the process of working up a new specification for Parcel delivery. I would be grateful therefore if you could confirm the status of any such initiative and the fact that the CWU will be fully involved in developing an Agreement around any new delivery specification in Parcels in the normal way.
I thank you for your time and look forward to your reply.
Yours sincerely
Terry Pullinger, Assistant Secretary"
"15 November 2002
Terry Pullinger
Assistant Secretary
CWU

Dear Terry
New Delivery Procedures
Thank you for your letter of 12th November on the above subject. You are quite right that there was some early work done on this during the summer, but this work was quickly shelved. Had it not been we would, of course, have included the CWU in the normal way.
Yours sincerely
Jon Millidge, Personnel Director"
Any enquiries relating to this issue should be addressed to Terry Pullinger, Assistant Secretary, quoting reference number PG53.

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655
Pay and Performance in Mail Centres - Data Gathering
I would like to refer branches/representatives to BOB No.45 Paragraph 632 in respect of the above. We have now been advised that the Data Gathering taking place as part of this scoping exercise is going to be extended to the following postcode areas: LS, WF, HG, BD, HD, HX, YO, DL, DH, TS, NE, SR and HU.
Branch Secretaries should ensure that the appropriate area/unit representatives within the above postcode areas are made aware of the exercise that is taking place. Branches should also advise the Indoor Department of any concerns/comments in relation to any of the information that is being gathered.
I would emphasise to all concerned that this exercise is for information gathering purposes only and it is not a prerequisite to any of the above mail centres being closed or having traffic de-concentrated. The issue of the Mail Centre Network will be subject to negotiation and in finality a National Agreement.
All enquiries regarding this paragraph should be addressed to Martin Collins, Assistant Secretary (Indoor) quoting reference number L.530.05.

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656
New Call and Collect Trial - Avery Berkel
The Union has been advised that a trial is being undertaken to provide a Call and Collection service for Avery Berkel, similar to the service provided to Dyson engineers. Avery Berkel sell/service weighing equipment and are based in Smethwick. They have about 500 engineers nationwide and wish to trial this new service from January (13th) to March 2003 with 27 of their engineers. If this initial phase of the trial is successful, they will wish to roll-out to the rest of their engineers in two further phases (March - June).
There will be 13 areas and 26 separate Delivery Offices involved with the trial. The trial locations are published as an attachment* to this BOB paragraph. Obviously the RDCs that feed the attached Mail Centres will also be included in the trial, as will be the Parcelforce depots.
The final details of the service have not yet been fully agreed, but as stated above the service will be very similar to that of Dyson Call and Collect. The containers carrying the spare parts will be in their own sealed box and there will not be any loose items. There will only be three totes per engineer per week and these boxes will be transported via the RDC Network to Mail Centres in the 1st class network and then transferred to Delivery Offices via the normal network. Avery Berkel engineers will collect the items from the Delivery Offices and will be required to produce their ID and sign for the item. A return system will also operate, with sealed boxes accepted in Delivery Offices for onward transfer back to the customer's premises via the MC and RDC Network. All boxes will have a maximum weight of 14 kg and all of the contents will be inert.
Could Branches/Representatives at all of the trial locations forward to the Indoor Department any comments they may have on the new product/operation proposed.
All enquiries regarding the content of this paragraph should be addressed to Martin Collins, Assistant Secretary - Indoor (Mail Centres), quoting reference number L.840.02 or Dave Ward, Assistant Secretary - Outdoor (Delivery Offices) quoting reference 530.
Att: PE61

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657
Media Mail - Nominated Delivery Product Trial
Further to BOB Number 44, paragraph 613, Royal Mail have advised the Union that the MBNA posting that was due to be despatched on Tuesday 26th November for Delivery on Thursday 28th November, has been postponed.
It will now be their aim to carry this trial out after the New Year, probably in mid-January, which will then produce a trial report and way forward for the product.
When we have received definite dates from the Business for the completion of the trial, it will be communicated to Branches via a BOB Paragraph.
All enquiries regarding the content of this paragraph should be addressed to Martin Collins, Assistant Secretary Indoor Department (Mail Centre/Circulation issues) quoting reference number L.840.07, or Dave Ward, Assistant Secretary Outdoor Department (Delivery Issues).

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658
Supply of Royal Mail Uniform
The Union has been advised that all areas should have received the Long Sleeved Fleece which was agreed as a new garment under the terms of the Uniform Agreement. The last area due to receive it was London North from week commencing 4th November 2002.
Dave Wilshire, NEC, is assisting the Postal Outdoor Department on Uniform issues and any branch which is not yet in receipt of the new garment should advise him as soon as possible.
Any queries to Dave Ward's Department reference 500.

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659
Report on GEO Route - Collection Duty System
On 4th November a meeting was held with management to discuss the possibility of Trials of a new method of carrying out revisions of collection duties which would replace TRANDOS.
The meeting was productive in that we were able to agree possible locations for Trials, subject to satisfactory Terms of Reference being established and the local branches being in agreement.
The areas identified were Glasgow, Swindon, Norwich/Ipswich and Canterbury/Maidstone. It was also agreed that the presentation of the proposed system would be arranged at the possible Trial sites and that Royal Mail would formally respond to a draft Terms of References, which had been presented by the Union.
With reference to the previous events at East London, where Management sought to impose a Trial, the Union made it quite clear to the Business that because of the non involvement of our branch and the absence of an agreed Terms of Reference, the Union was not prepared to accept that a proper Trial had taken place.
Royal Mail accepted the basis of this statement and we do not believe that Proposals will be made based on the East London experience.
Any enquiries to Dave Ward's Department quoting reference 532.

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660
Attitude Survey to Uniforms - Conference Policy
Annual Conference adopted the following policy in respect of the Uniforms:-
That the Union will conduct its own survey of members' attitudes to uniform issues. The results of this survey will then be used to assist the re-negotiation of aspects of the national agreement on uniforms.
Copies of a questionnaire are being circulated to Branches with a request that our members should be encouraged to complete these and the Branches should return them to CWU Headquarters by no later than 10th January 2003.
Branches and representatives are urged to seek maximum involvement of our members in returning the questionnaires in order that our policies in respect of uniform can be firmly based.
Any enquiries to Dave Ward's Department quoting reference 500.

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