WEEKLY INFORMATION FROM THE COMMUNICATION WORKERS UNION
SUMMARY
Attachments or LTB's can be
emailed or downloaded from the National Site
Volume 9 Issue 25 Paragraphs 411-433 02 July 2004
SUMMARY
GENERAL
411 Meetings with CWU Supported MPs
412 Health & Safety at Work Stage I Course
413 Equal Opportunities II: Bullying & Harassment
414 Induction Course
415 Equality & Diversity Mandatory Training for Branch Officials
416 Election of Regional Secretary - Scotland Region and South
East Region
417 TUC Conference - Justice for Migrant Workers - The Trade
Union Agenda
418 Election of Romec Technical Services & Admin National
Representative & Romec Regional Representatives
EQUAL OPPORTUNITIES
No items this week
HEALTH AND SAFETY
419 Annual Conference Health & Safety Department Fringe
Meeting - Tuesday 15 June 2004
TELECOMS
420 Sandvik Initiates Negotiations with Accenture HR Services
421 Transfer of CATV Assets and Activities from BT Global
Services to BT Wholesale
422 BT Network Operations - Hitting Appointments Slots for
Promise 1
423 BT Exact - Raising our Game
424 Telewest Pay 2004
425 Award of Network Contracts
426 BT Exact and Global Customer Service Realignment
427 BT Property - Organisation Communications and Charts
428 21CN Slide Presentation
FINANCIAL SERVICES
No items this week
POSTAL
429 Mail Scanning/Screening Royal Mail - Motion 5.15
430 National Agreement - Simplified Sorting
431 Cessation of Hand Stamp Cancellation
432 Postal Conference 2004
433 Interim Productivity Scheme - Progress Report - Week 12
LETTERS TO BRANCHES
294
24.06.04 National Door to Door Contract - Noel McClean
295
25.06.04 LP/TUC 2004 Delegation Results - Steve Baguley
296
25.06.04 Recruitment - Steve Baguley
297
25.06.04 Eurest Pay Review 2004 - 02 - Sally Bridge
298
28.06.04 BT/HP Strategic Partnership: Pensions - Nigel Cotgrove
299
28.06.04 BT ISIS Documents - May 2004 Edition - Simon Sapper
300
28.06.04 BT Field Services - Adverse Weather Arrangements - Ian Cuthbert
301
28.06.04 BT/HP Strategic Partnership - Consultative Arrangements -
Billy McClory
302
29.06.04 LP Partnership in Power Policy Documents - GS
303
29.06.04 AR 21 - Tony Kearns
304
29.06.04 David Adams - GS
305
30.06.04 CWU Contributions - Tony Kearns
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GENERAL
411
Meetings with CWU Supported MPs
BOB Paragraph 558, 10 October 2003, gave details of the scheduled
meetings with CWU Group MPs up to July 2004.
Branches should note that the June meeting has been cancelled as it
coincides with our Annual Conference. Group MPs have been invited to
attend Annual Conference for the day on 15 June and delegates can
meet them there. The meeting scheduled to take place on 20 July has
now been moved to 13 July and representatives from Northern Ireland,
together with newly appointed PFMC members, will attend.
Billy Hayes
General Secretary
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412
Health & Safety at Work Stage I Course
A Health and Safety at Work Course Stage I has been organised to be
held at the Elstead Hotel, Bournemouth. This course is accredited
with the National Open College Network. This is a fully integrated
course.
The course will be held from 8 - 12 November 2004
The closing date for nominations is 23 September 2004
For all courses at Union Courses we particularly encourage branches
to nominate women, ethnic minorities, people with disabilities and
young members who are often under-represented on the CWU Education
and Training Programme.
All courses at the Elstead are residential. The cost of tuition, food
and accommodation will be met from the General Fund. Ex-NCU Branches
are expected to meet the cost of travelling and subsistence payments.
Branches requiring financial assistance from the General Fund to
enable them to send students to the course must submit the request
with the nomination, to enable the Trustees to consider the request
in time. Special leave with pay will apply.
Nominations should be made on the Application Form for Union Courses
and returned to Alvescot Lodge by the closing date shown.
If a member is refused a place, due to oversubscription, then
indicate this on a subsequent application for another date.
Application forms should be returned to: Trish Lavelle, Head of
Education & Training, CWU Education & Training Centre,
Alvescot Lodge, Alvescot, Bampton, Oxon OX18 2PY. Telephone: 01993
843373; Fax: 01993 840960: email: mtodd@cwu.org
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413
Equal Opportunities II: Bullying & Harassment
The Communication Workers Union has organised an Equal Opportunities
II: Bullying & Harassment Course, to be held at The Elstead
Hotel, Bournemouth. This is a fully integrated course.
The course will be held from 15 - 19 November 2004
The closing date for nominations is 30 September 2004
This course is targeted in the first instance, at Branch Officers and
senior reps, who feel they need training in bullying and harassment
issues. Priority will also be given to Branch Equality Officers.
The objective of the course is to equip Senior Reps, Branch Officers
and Equality Officers with a thorough grounding in handling Bullying
and Harassment at work.
Bullying and harassment at the work place has been on the increase in
recent years. Almost every senior union rep will have to deal with
this issue at sometime during the course of their union duties. There
is no place in the work environment for Harassment, Bullying and
Intimidating behaviour. These are all forms of behaviour which are
discriminatory and have a negative impact on individuals and organisations.
Prejudice and power are the roots from which these behaviours arise.
There is a growing requirement for trade union reps to comprehend and
understand the nature of Harassment, Bullying and Violence in order
to eradicate these behaviours and their damaging effects at the work
place.
This important course will cover the following issues:
o Setting The Context - why a workshop on bullying?
o What Is Bullying And What Constitutes Bullying? - establish a
working definition of bullying, examining the behaviour that
constitutes bullying.
o Effects of Bullying and Health and Safety Implications -
understanding the effects and costs of bullying on targets and in the
work place, the health & safety implications of bullying. What
can trade union representatives do to assist?
o The Legislative Framework and Organisation's Policy - summary of
the legislation that underpins harassment and bullying. Overview of
the organisation's policy. Responsibilities within the organisation's policy.
o Taking Bullying Seriously - handling bullying informally and formally.
o Creating A Positive Work environment - turning policy into
practice. Checking your own behaviour, and becoming a role model.
Challenging unacceptable behaviour in others.
o The Role of the Trade Union Representative - understanding the
issues and challenges facing trade union reps dealing with bullying.
Developing a best practice check list for handling bullying.
Areas that will be covered with particular reference to Harassment are:
o What is Harassment - definitions
o How to Recognise Harassment
o Consequences of Harassment
o Managing Harassment
o Harassment and the Law
o Agreeing a Union/Management Strategy
o Action Plan - developing a personal action plan based on key
learning points from the course.
Application forms should be addressed to: Trish Lavelle, Head of Education & Training, CWU Education & Training Centre, Alvescot Lodge, Alvescot, Bampton, Oxon OX18 2PY. Telephone: 01993 843373; Fax: 01993 840960; email: mtodd@cwu.org
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414
Induction Course
The Communication Workers Union has organised an Induction course, to
be held at the Union's Education Centre, Elstead Hotel, Bournemouth.
The course will be held from 22 - 26 November 2004
The closing date for nominations is 7 October 2004
This course is aimed at newly elected representatives.
Application forms should be addressed to: Trish Lavelle, Head of
Education & Training, CWU Education & Training Centre,
Alvescot Lodge, Alvescot, Bampton, Oxon OX18 2PY. Telephone: 01993
843373; Fax: 01993 840960; email: mtodd@cwu.org
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415
Equality & Diversity Mandatory Training for Branch Officials
In line with Conference policy, we now require branches to submit
applications for the following mandatory Equality & Diversity courses.
These courses are being held in the North East Region:
Thursday 22nd July - Leeds
Wednesday 11th August - Leeds
Thursday 2nd September - Leeds
Further dates and venues for other regions will be published in due course.
Nominations should be made on an application form for Union courses
and returned as soon as possible to Trish Lavelle, Head of Education
& Training, CWU Education & Training Centre, Alvescot Lodge,
Alvescot, Bampton, Oxon OX18 2PY. Telephone: 01993 843373; Fax: 01993
840960; email: mtodd@cwu.org
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416
Election of Regional Secretary - Scotland Region and South East Region
Nominations are invited for the position of Regional Secretary:
o Scotland
o South East
The elections for the above positions will be run in accordance with
the CWU guidelines for senior field official elections, which are
published below.
Nomination Forms are available on request from the National
Organising Department. Completed nomination forms, which must be
signed by the Branch Secretary and Branch Chair (or accredited
deputies) and the nominee, should be returned by no later than 22nd
July 2004.
The timetable for the elections is as follows:
Nominations Open - 1st July 2004
Nominations Close - 22nd July 2004
Ballot Papers Issued - 29th July 2004
Ballot Closes - 12th August 2004
Please note that the ballots for the above positions will be by
branch ballot and branches are reminded that to be elected a
candidate must receive more votes than any other candidate and
receive more votes in their own constituency than any other
candidate.
Any enquiries regarding the above should be directed to Steve
Baguley, National Organising Secretary
Communication Workers Union Guidelines for Senior Field Official Elections
1. These guidelines have been produced by the National Organising
Secretary to assist branches, and candidates, who are standing for
election in ballots for senior field officer positions.
2. The National Organising Secretary will, following consultation
with the relevant officer of the union, publish a formal notice for
each senior field officer election. The notice will normally be
published in a Letter to Branches (LTB) or in the Branch Officials
Bulletin (BOB). The notice will contain the timetable for the
election, the period of office and the ballot arrangements for the
respective positions.
3. Nominations forms will be available on written request from the
National Organising Secretary. All relevant Branches shall be
eligible to nominate members of their branch for these elections
(subject to the constituency/boundary or business base relevant to
the election). All Branch nominations must be agreed at properly
constituted Branch meetings. Each Branch shall return nomination
forms to the National Organising Secretary, to arrive no later than
the published closing date. Nominations received after that date will
not be accepted. Each Branch shall be responsible for the correct
completion of the nomination form.
4. Branches who nominate candidates will be sent a letter confirming
receipt of a nomination, and the appropriate forms to be completed
giving candidates biographical details etc. together with a copy of
these Guidelines.
5. Each Branch shall be responsible for ensuring that both the branch
and any candidates standing in the election abide by the rules and
relevant policies of the union governing such elections. Any breach
of these rules will be treated very seriously and could result in
candidates being brought before the unions discipline committee and
in the most serious of cases could in fact result in candidates being
disqualified.
6. Only the secretary, or an accredited deputy, of a nominating
branch will be allowed to contact the National Organising Secretary
during the election process to ask about their own nominations.
7. A full list of all nominations received for each election will be
published in alphabetical order to all the unions Branches via a
Letter to Branches (LTB) or Branch Officials Bulletin (BOB).
8. Where it is permitted a candidate shall have the right to prepare
an election address of not more than 300 words and to submit a recent
photograph. The National Organising Secretary shall delete words in
excess of 300. The content of the election address is the
responsibility of the individual candidate and the Union will not be
held responsible for any defamatory or libellous statements contained
in the address.
9. The election addresses and individual photographs (where
applicable) for all candidates will be published and distributed with
the ballot papers to all members. Branch publicity should be
restricted to the membership of their individual Branch and no other
publicity or canvassing such as handouts; posters etc. for candidates
should be distributed to any other branches, or workplaces within
branches, without the express authority of that branch.
10. The method of recommending support for candidates to its own
Branch members will be a matter for each Branch. No Branch officer or
other workplace representative shall have any responsibility for the
circulation of publicity for any candidate other than the candidate
recommended by the Branch. All material produced by a Branch must
include the name of the Branch and the printer's name and address
where appropriate.
11. So far as is reasonably practicable, all members entitled to vote
will receive a ballot paper at the address notified in writing to the
CWU. The ballot papers will be dispatched, so far as is reasonably
practicable, from the date published in the timetable. For votes to
be valid, members must mark the ballot paper in accordance with the
instruction, and return it sealed in the prepaid envelope provided.
The last time for receipt of ballot papers will be first post on the
date published in the timetable. Any ballot papers received after
that time will not be counted.
12. The CWU is committed to free and democratic elections and will
actively oppose racism and sexism and all forms of discrimination
based on race, creed, religion, age, disability, sex or sexual
orientation in industry, the Union and Society. Branches and
candidates must not behave in a discriminatory manner or circulate
any material that may be offensive to any other member or candidate.
13. No full time officer of the Union as defined under the rules,
shall publicly endorse, at any official Union organised meeting or
conference or in writing, any candidate for election.
14. A Branch or candidate may make a complaint regarding the ballot
on the grounds that there has been a breach of Union Rules. The
complaint must be submitted in writing to the National Organising
Secretary no later than four weeks after the declaration of the
results. The National Organising Secretary shall investigate the
complaint, and if as a result, the complaint is upheld may declare
the election void or the election of any particular person void or
any appropriate candidate disqualified. In addition they may
invalidate any vote or any number of votes previously counted, or
include any vote or any number of votes not previously counted and
thereby re-determine the results of the election. The decision of the
National Organising Secretary shall be final and binding.
15. Any matter not covered by the Rules of the CWU, or by decision of
the NEC prior to the ballot, shall be determined by the General
Secretary in the light of the prevailing practice of the former
unions, as may be relevant to the constituency involving the complaint.
Candidate Guidelines:
Each member nominated, as a candidate will be entitled to complete
the appropriate forms giving the following biographical information
for inclusion in the booklet sent to every member with their ballot paper.
-Branch
-Date started employment relevant to CWU
-Date of joining CWU (or relevant predecessor union)
-Job Title/Grade
-Union Record - this should include information on positions held in
Branch, District, Region NEC etc. together with appropriate dates.
-Other relevant service to the Union and Labour Movement - This
should include information on representation at Conferences e.g. TUC,
PTTI, C.I. UNI, membership of other unions, political parties, any
education or training relevant to this election.
417
TUC Conference - Justice for Migrant Workers - The Trade Union Agenda
The TUC is holding a major conference on the issues that migration
raises for the trade union movement - the legal, economic and
political background to the recent growth in labour migration, how to
seize the organising opportunities, how to provide for the needs of
migrant workers, how refugees and existing black and ethnic minority
communities may be affected. The conference aims to help unions
develop policies on labour migration and discuss and exchange
practical experience of assisting migrant workers. It will also lead
to a special report which will be presented to TUC Annual Congress
this year.
There will also be workshops on:
Refugees and work
Immigration status
International Regulations
Organising migrant workers
Work permits, and managed migration
Reciprocal agreements with overseas unions
Migration and international development
Employment rights of migrant workers
Labour migration and the equal rights agenda.
Speakers include: David Blunkett MP, Home Secretary - Trevor Philips,
Chief Executive CRE - Brendan Barber, TUC General Secretary - Maeve
Sherlock, Chief Executive, Refugee Council - George Brumwell, General
Secretary UCATT - Catalene Paschier, Confederal Secretary ETUC and
Professor Steven Castles, COMPAS.
The conference fee per delegate for TUC member unions is £15.
Any Branch wishing to send members should contact Pat Brown, EUIRD,
TUC, Congress House, London WC1B 3LS or email pbrown@tuc.org.uk
Any enquiries on this BOB paragraph should be addressed to the
General Secretary's Department quoting the reference GS 13.5
Back to the top
418
Election of Romec Technical Services & Admin National
Representative & Romec Regional Representatives
Nominations are invited for the following positions:
1.Romec National Representative
(1 position)
All branches with engineering and admin grade members in Romec are
eligible to nominate candidates for this position.
2. Romec Regional Representatives
East
Region.1 (1 position)
The following branches are eligible to nominate candidates for the
above region:
Beds & Herts
London Postal Engineering
Medway
East Anglia
London No.7
Region 2 (1 position)
The following branches are eligible to nominate candidates for the
above region:
Beds & Herts
Nottingham Internal
East Midlands
Birmingham
Medway
London Postal Engineering
South East Anglia
East Anglia
Cambridge
South West
North
Region.1 (1 position)
The following branches are eligible to nominate candidates for the
above region:
Edinburgh
Inverness
Dundee
Aberdeen
South Yorks
West Yorks
Nottingham
Middlesborough
North East
York & District
Northern Ireland
Glasgow
Merseyside
Leeds Amal
Region 2 (1 position)
The following branches are eligible to nominate candidates for the
above region:
Preston
Cumbria & Northwest
Manchester Power
Mersyside
South Yorks
North East
Glasgow & Motherwell
West Yorks
Nottingham
Middlesborough
West Riding
Northern Ireland
Merseyside Amal
West
Region.1 (1 position)
The following branches are eligible to nominate candidates for the
above region:
South Wales
South Wales MT
South West
Swansea
Birmingham
West Midlands
Worcester
Coventry
Nottingham
North Midlands
Merseyside
Mid Wales & Marches
Solent
Exeter
North West Central Amal
Region 2 (1 position)
The following branches are eligible to nominate candidates for the
above region:
London Postal Engineering
Medway
Solent
Thames Valley
South West
Oxford & Bucks
Exeter
South Devon & Cornwall
Birmingham
North Midlands
Birmingham Amal
The elections for the above positions will be run in accordance with
the CWU guidelines for senior field official elections, which are
published below.
Nomination Forms are available on request from the National
Organising Department. Completed nomination forms, which must be
signed by the Branch Secretary and Branch Chair (or accredited
deputies) and the nominee, should be returned by no later than 16th
July 2004.
The timetable for the elections is as follows:
Nominations Open - 1st July 2004
Nominations Close - 16th July 2004
Ballot Papers Issued - 26th July 2004
Ballot Closes - 9th August 2004
Please note that the ballots for the above positions will be
individual member ballot.
The term of office for successful candidates is 1 year from the date
of being elected.
Any enquiries regarding the above should be directed to Steve
Baguley, National Organising Secretary
Communication Workers Union Guidelines for Senior Field Official Elections
1. These guidelines have been produced by the National Organising
Secretary to assist branches, and candidates, who are standing for
election in ballots for senior field officer positions.
2. The National Organising Secretary will, following consultation
with the relevant officer of the union, publish a formal notice for
each senior field officer election. The notice will normally be
published in a Letter to Branches (LTB) or in the Branch Officials
Bulletin (BOB). The notice will contain the timetable for the
election, the period of office and the ballot arrangements for the
respective positions.
3. Nominations forms will be available on written request from the
National Organising Secretary. All relevant Branches shall be
eligible to nominate members of their branch for these elections
(subject to the constituency/boundary or business base relevant to
the election). All Branch nominations must be agreed at properly
constituted Branch meetings. Each Branch shall return nomination
forms to the National Organising Secretary, to arrive no later than
the published closing date. Nominations received after that date will
not be accepted. Each Branch shall be responsible for the correct
completion of the nomination form.
4. Branches who nominate candidates will be sent a letter confirming
receipt of a nomination, and the appropriate forms to be completed
giving candidates biographical details etc. together with a copy of
these Guidelines.
5. Each Branch shall be responsible for ensuring that both the branch
and any candidates standing in the election abide by the rules and
relevant policies of the union governing such elections. Any breach
of these rules will be treated very seriously and could result in
candidates being brought before the unions discipline committee and
in the most serious of cases could in fact result in candidates being
disqualified.
6. Only the secretary, or an accredited deputy, of a nominating
branch will be allowed to contact the National Organising Secretary
during the election process to ask about their own nominations.
7. A full list of all nominations received for each election will be
published in alphabetical order to all the unions Branches via a
Letter to Branches (LTB) or Branch Officials Bulletin (BOB).
8. Where it is permitted a candidate shall have the right to prepare
an election address of not more than 300 words and to submit a recent
photograph. The National Organising Secretary shall delete words in
excess of 300. The content of the election address is the
responsibility of the individual candidate and the Union will not be
held responsible for any defamatory or libellous statements contained
in the address.
9. The election addresses and individual photographs (where
applicable) for all candidates will be published and distributed with
the ballot papers to all members. Branch publicity should be
restricted to the membership of their individual Branch and no other
publicity or canvassing such as handouts; posters etc. for candidates
should be distributed to any other branches, or workplaces within
branches, without the express authority of that branch.
10. The method of recommending support for candidates to its own
Branch members will be a matter for each Branch. No Branch officer or
other workplace representative shall have any responsibility for the
circulation of publicity for any candidate other than the candidate
recommended by the Branch. All material produced by a Branch must
include the name of the Branch and the printer's name and address
where appropriate.
11. So far as is reasonably practicable, all members entitled to vote
will receive a ballot paper at the address notified in writing to the
CWU. The ballot papers will be dispatched, so far as is reasonably
practicable, from the date published in the timetable. For votes to
be valid, members must mark the ballot paper in accordance with the
instruction, and return it sealed in the prepaid envelope provided.
The last time for receipt of ballot papers will be first post on the
date published in the timetable. Any ballot papers received after
that time will not be counted.
12. The CWU is committed to free and democratic elections and will
actively oppose racism and sexism and all forms of discrimination
based on race, creed, religion, age, disability, sex or sexual
orientation in industry, the Union and Society. Branches and
candidates must not behave in a discriminatory manner or circulate
any material that may be offensive to any other member or candidate.
13. No full time officer of the Union as defined under the rules,
shall publicly endorse, at any official Union organised meeting or
conference or in writing, any candidate for election.
14. A Branch or candidate may make a complaint regarding the ballot
on the grounds that there has been a breach of Union Rules. The
complaint must be submitted in writing to the National Organising
Secretary no later than four weeks after the declaration of the
results. The National Organising Secretary shall investigate the
complaint, and if as a result, the complaint is upheld may declare
the election void or the election of any particular person void or
any appropriate candidate disqualified. In addition they may
invalidate any vote or any number of votes previously counted, or
include any vote or any number of votes not previously counted and
thereby re-determine the results of the election. The decision of the
National Organising Secretary shall be final and binding.
15. Any matter not covered by the Rules of the CWU, or by decision of
the NEC prior to the ballot, shall be determined by the General
Secretary in the light of the prevailing practice of the former
unions, as may be relevant to the constituency involving the complaint.
Candidate Guidelines:
Each member nominated, as a candidate will be entitled to complete
the appropriate forms giving the following biographical information
for inclusion in the booklet sent to every member with their ballot paper.
-Branch
-Date started employment relevant to CWU
-Date of joining CWU (or relevant predecessor union)
-Job Title/Grade
-Union Record - this should include information on positions held in
Branch, District, Region NEC etc. together with appropriate dates.
-Other relevant service to the Union and Labour Movement - This
should include information on representation at Conferences e.g. TUC,
PTTI, C.I. UNI, membership of other unions, political parties, any
education or training relevant to this election.
Back to the top
HEALTH AND SAFETY
419
Annual Conference Health & Safety Department Fringe Meeting -
Tuesday 15 June 2004
The CWU Health, Safety and Environment Department organised another
successful fringe meeting at 2004 Annual Conference in Bournemouth.
Over 100 delegates heard Howard Saunders - Health and Safety Official
from Health and Safety Minister Jane Kennedy's Department at the DWP,
and Principal HSE Inspector with responsibility for Postal and
Telecom Sectors Steve Catterall, speak on a range of current issues.
Howard spoke of the history of Health & Safety Legislation and
how much good the Health and Safety at Work Act 1974 had achieved.
The rate of fatal accidents in the UK is now a third of what it was
in the 1970s.
Work related ill health however was not such a success with 33
million working days being lost each year in the UK to work related
ill health. Targets for revitalising Health and Safety were being met
on safety but not on health.
Howard said that unions working in partnership with employers will
improve health and safety.
Howard also explained the Workers Safety Reps' Fund and how the
concept of Roving Safety Reps was to use the expertise and knowledge
of Safety Reps to go into smaller workplaces to make things better.
Steve Catterall, from the HSE, praised the work that was being
carried out by the CWU in conjunction with HSE in both Royal Mail and
BT and he looked forward to this carrying on. He mentioned a number
of specific issues that he was dealing with. Ten delegates spoke and
asked questions on a range of issues including:
o Corporate Accountability
o Need for new Health and Safety Legislation
o Roving Safety Reps
o P.I.N's
o Lack of HSE Inspectors and more funding needed for HSE
o Musculo Skeletal issues
o Homeworking
o Single Daily Delivery
o Bad Management on Health & Safety
o Synergy
o Lack of access to employers Intranet sites.
Dave Joyce, National Health, Safety and Environment Officer, thanked
the speakers and summed up by emphasising the CWU's campaigns on
Corporate Accountability and the need for proper enforcement of
Safety Laws. He also attacked employers for not allowing paid time
off for Health and Safety training.
All enquiries regarding the above should be addressed to Dave Joyce,
National Health, Safety & Environment Officer quoting ref: AC1
Back to the top
TELECOMS
420
Sandvik Initiates Negotiations with Accenture HR Services
Accenture HR Service has announced that it has been down selected by
Sandvik, a Swedish high-technology engineering group with 37,000
employees in 130 countries, and have initiated exclusive negotiations
to deliver outsourced administrative HR services in nine countries,
including Sweden. The decision to outsource is part of Sandvik's
ongoing restructuring of its HR function, where the desire is a
standardized global approach to HR across all countries and the
transformation of HR into a strategic function that supports business
operations. Sandvik issued a press release in Sweden (where the
company is listed) and announced the negotiations. This quote from
Carina Malmgren-Heander, Sandvik's Group Vice President Human
Resources, is taken directly from that press release: "We have
chosen to negotiate with Accenture HR Services as they have deep
experience of delivering HR services to global organizations.
Accenture HR Services has both the critical mass for cost-efficient
operations and the resources needed to develop our services in the
long-term. Another important factor is that Accenture HR Services
presented a solution that is in line with our ambition to change our
HR function".
As an initial step, an evaluation will be performed to determine
which services are to be outsourced. It is anticipated that the
employees affected will be offered employment with Accenture HR
Services. Obviously, as the scope of services is yet to be determined
and the commercial negotiations are ongoing, neither Sandvik nor
Accenture HR Services will comment further on the deal at this point.
The situation is that Sandvik's wish to make a public announcement at
this stage in the deal negotiation illustrates how positive they are
regarding outsourcing their HR to Accenture HR Services, and they
beat IBM for this exclusive arrangement. It is not known at this
stage what impact, if any, this will have in terms of resourcing
within the UK but approaches are being made to management. Sandvik's
operations are known to be heavily concentrated in the Midlands
(Birmingham,Coventry and Sheffield).
Brian Healy, Assistant Secretary
Back to the top
421
Transfer of CATV Assets and Activities from BT Global Services to
BT Wholesale
The Union has been notified that the decision has been made at CEO
level for the transfer of a set of CATV contracts/people and assets
from BT Global Services (GS) to BT Wholesale (BTW). The rationale for
the move is that BTW will be better placed to leverage opportunities
to expand the services provided within the existing contracts and to
offer capability to new third parties (e.g. Wight Cable). The
opportunities are in the main "Network Build" related.
The contracts relate to flat rate lease agreements plus index linked
operation and maintenance agreements for a number of ex-BT owned CATV
franchises in the following areas: Westminster, Milton Keynes,
Irvine, Coventry, Swindon plus minor arrangements with the "New
Towns" (Washington, Martlesham, Waterslade and Brackler). The
contracts are set to generate around £5m in 2003/4 for BT. The
primary end user customer for the contracts is NTL.
There have been a number of delays in administering this transfer but
all is now agreed. Initially they will be part of Wholesale Markets
Facilities Management Centre. However this will be reviewed once they
are embedded into the organisation.
The transfer will include 12 people currently responsible for the
running of the contracts and P&L of the business unit. There are
two managers and 10 team members. The contracting agent is a mixture
of BT Plc and Broadband Ventures Limited (BVL) an off the shelf BTG
owned company that was used as the contracting vehicle, hence this is
an internal transfer of resource rather than a TUPE transfer. The
work covered by the team includes management of P&L, contract
management plus the vast majority of ongoing management of the CATV
contracts. Some works are outsourced to BTW Network Operations.
Brian Healy, Assistant Secretary
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422
BT Network Operations - Hitting Appointments Slots for Promise 1
Attached for the information of Branches is a Taskforce Briefing on
BT's forthcoming advertising campaign "My Customer Promise".
Brian Healy, Assistant Secretary
Attachment
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423
BT Exact - Raising our Game
Branches were advised in Branch Officials Bulletin No.1/2004,
paragraph 9, of the introduction of Maximising our Performance (MMP).
Attached is a copy of the latest internal briefings regarding this exercise.
Brian Healy, Assistant Secretary
Attachment
1 Attachment
2 Attachment
3
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424
Telewest Pay 2004
A request for discussions on pay for BBE represented grades in
Telewest was made towards the end of Spring. It was agreed pending
the company's financial year results and subject to the financial
restructuring of the company, that discussions would take place.
Meetings on pay have taken place and the following is a summary of
those discussions. As previously reported, Telewest views its pay
policy to be broader than the spot rate for a particular
function/grade, but to also embrace other benefits and in particular
bonus arrangements. In the company's opening offer, it explained that
it would not make an offer on the basis of an increase in spot rates
as it was believed that they were well positioned within the market
place. It would open up Pay and Reward for discussion as it
recognised that the Union had sought discussions previously and it
accepted that a number of its employees were unhappy with it.
It was accepted by the company that the national average for BBEs
obtaining bonus was low and proposed consequently to move the Seven
Day Fault figures by 1% to 5%. The effect of this would be to bring
into the scheme 50% of BBEs who could earn either the £125
bronze, £175 silver or £225 gold monthly payment. The
current level is around 35% of the BBE community. In addition the
company sought from the Union, the key four issues of concern over
Pay and Reward and would wish to sit down and address these.
Following local team consultation, the feedback was of extreme
disappointment in the lack of an offer on percentage increase on base
rates; together with a list of those issues which concerned members
most with regard to Pay and Reward.
At a further meeting with the company, where the feedback views were
presented, and in addition information from the Union with regard to
external market comparisons, the company made a revised and what is a
final offer.
o The base salary for each of the four BBE levels (training,
developing, accomplished and outstanding) will be increased by 1%.
Those that are outside the pay range and are red circled would not
receive the increase. It is understood that the company believes
there are now approximately 60 BBEs within this category.
o The Seven Day fault rate is increased by 1% to 5%.
o Each of the current bonus level payments will also be increased by
7% to enhance the earnings potential of those Broadband Engineers
qualifying for bonus at any of the existing levels.
Arrangements are in hand to carry out consultation/briefing meetings
at site level.
Brian Healy, Assistant Secretary
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425
Award of Network Contracts
The Union has been notified that from 1 July 2004, new contracts are
being awarded to contractors as part of a scheduled review. The new
contracts will be managed by Contract Management within Network Build
and a discussion has already been had with regard to the allocation
of work to contractors and the returned quality of work. It has been
stated that the decisions on awards of business were made following a
review of supplier performance and delivery against several key
criteria, aligned with the BT Wholesale Strategy.
The new contract awards are as follows:
Scotland - Fujitsu
North East - Enterprise Plc
North West - Enterprise Plc
Yorks and Humber - Skanska
West Midlands - Enterprise Plc
East Midlands - Marconi
Eastern - Marconi
Wales - Wrekin
London - Marconi
South West - Fujitsu
South East - McNicholas
Thames Valley - Skanska
In responding to the issues that the Union has raised both locally
and nationally, BT has stated that to ensure that performance and
delivery are managed closely, a new system of 'yellow cards' will be
used. This is to encourage improvement where a supplier does not meet
the required standard. Where improvement cannot be demonstrated this
could ultimately result in termination of a contract.
BT has chosen to retain the existing suppliers, as the focus of the
renewal has been on providing real 'teeth' to the contractual
arrangements going forward. They also plan to apply contractual
remedies and work with suppliers to focus on delivery, by managing
the existing arrangements more tightly.
Brian Healy, Assistant Secretary
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426
BT Exact and Global Customer Service Realignment
In addition to the work with HP, BT has also been reviewing the best
way to manage all aspects of IT support for its internal users. To
this end, the BT Board has decided that BT Exact will become the
single directorate who will have full responsibility for internal
user support covering BT data centres, network infrastructure,
security and anti-virus control, owning the interface with the Lines
of Business and management of the new HP contract. Other areas of BT
who have traditionally managed their own internal support - e.g.
Wholesale Markets and Syntegra - will also be moving into BT Exact
creating a consistent service and technical model across the whole of
the company. In relation to the Service Desk area, this will mean
that BT Exact will manage those retained functions which are not
being outsourced to HP as well as managing the operational interface
with HP when they become responsible for the day to day management of
the Service Desk.
In practical terms, this means that individuals and their work will
transfer to BT Exact. In most cases, this will simply mean a change
of OUCs as this is largely a "lift and shift" of management
responsibility from Global Customer Service to BT Exact. In some
areas there may be minor changes in the management structure.
Those teams managing external commercial contracts will remain in
Global Customer Services as this work is entirely consistent with the
work managed across other parts of this organization. The BT people
who are being seconded to HP for the initial 6-12 month period will
also remain with GCS as this will provide the best opportunity to
redeploy these teams into Service Desk work during the course of the year.
Brian Healy, Assistant Secretary
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427
BT Property - Organisation Communications and Charts
Further to Branch Officials Bulletin No.24/2004, paragraph 405
attached for the information of Branches is an organisational update,
together with slides outlining the new management team.
Brian Healy, Assistant Secretary
Attachment
1 Attachment
2
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428
21CN Slide Presentation
As agreed, copies of the slides used for the BT presentation to CWU
RDA representatives were sent to Branches in an advance mailing of
this BOB paragraph. Although some of the pictures have been removed,
the file is still around 2Mb and will not be posted on the Union's
website. There is in addition, the issue of commercial
confidentiality and so the slides are not free for publication.
Brian Healy, Assistant Secretary
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POSTAL
429
Mail Scanning/Screening Royal Mail - Motion 5.15
Branches and Representatives will recall that Mail Screening was the
subject of a debate at Annual Conference on Friday 18th June 2004 and
Phil Browne, in his reply when he accepted Motion 5.15, advised
Conference that a review of the grading was now taking place. The
joint working party that are assisting with the evaluation are
currently undertaking a data gathering exercise and visiting a number
of locations where the screening of mail is carried out.
The report from the working party's findings will then be subject to
discussions between senior Royal Mail Management and the Union with a
view to concluding the review by the end of September 2004.
The terms of the motion which are reproduced below also call for the
terms of local agreements to be taken into consideration and not
being weakened by any subsequent National Agreement.
Conference agrees that a National Agreement be pursued regarding
x-ray/scanner work. Any agreement must encompass the following:
1. Staffing of machine
2. Duration worked
3. Enhanced payments
4. Continuous training.
In pursuing an agreement local agreements must be taken into
consideration and will not be weakened but used as a minimum
requirement for a National Agreement. The Postal Executive is
instructed accordingly.
To ensure that this instruction is complied with, the following
information is required from those Branches who have a Mail Screening
Operation being performed within their area:
o A copy of all local agreements appertaining to Mail Screening
o Confirmation of the number of duties and/or SA's
o The number of staff and their grades performing Mail Screening work
o The attendance patterns that are in operation.
It would be appreciated therefore if Branches have not already
forwarded this information to the Indoor Department they should do so
as soon as possible.
Any enquiries regarding the content of this paragraph should be
addressed to Martin Collins, Assistant Secretary, quoting reference L.100.10.
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430
National Agreement - Simplified Sorting
It has been brought to my attention that a number of Mail Centres are
staring to receive proposals to reduce the number of outward
selections agreed under SISO.
I have already raised this with Royal Mail to remind them of the
terms of the National Agreement which was re-confirmed in an exchange
of correspondence in November 2003. This correspondence was
circulated to branches/representatives in BOB 46, para 710.
I have requested a meeting with Royal Mail to discuss this issue in
more detail and am awaiting their response. Representatives who have
received proposals should email the details to mcollins@cwu.org as
soon as possible.
In the meantime no agreement should be given to any changes to reduce
the number of Outward Sorting Selections and any proposals that are
received should be processed via the IR Framework Management.
All enquiries regarding the content of this paragraph should be
addressed to Martin Collins, Assistant Secretary Indoor Department,
quoting reference number L.140.23(a).
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431
Cessation of Hand Stamp Cancellation
It has been brought to my attention at CWU HQ that two in offices
Royal Mail have or are attempting to cease the hand stamp
cancellation of mail items.
The Union has made representations to the Business regarding this
issue and in doing so has voiced its concern regarding the impact
this change will have, i.e. loss of duties, earnings opportunities,
possible loss of revenue to the Business and the effect on Q of S monitoring.
We have been advised that the Business are reviewing the matter
nationally and a decision will be taken by the RM Operational
Executive in the next few weeks. This is not a satisfactory situation
for the reasons I have highlighted and clearly this change is being
driven solely to cut costs without producing any tangible benefit for
the members or the image of the Business. It will be my intention to
oppose the introduction of this change if it is endorsed by the
Business Executive and I will seek to involve Postcomm and Postwatch
in this opposition. It would assist me if Branches/Representatives
could advise me as soon as possible of any proposals that they have
received regarding the ending of hand stamping in their office. All
proposals of this nature should be rejected and progressed via the IR Framework.
All enquiries regarding the content of this paragraph should be
addressed to Martin Collins, Assistant Secretary Indoor Department,
quoting reference number L.600.44.
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432
Postal Conference 2004
Branches will wish to know that over the next two months the Postal
Executive will be giving consideration to the decisions taken at this
year's Postal Conference and to those items of business included in
the agenda, which were not discussed.
Branches sponsoring such items are invited to submit brief supporting
statements in respect of these motions. These statements should be
submitted to the DGS(P)'s department no later that the 1st September 2004.
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433
Interim Productivity Scheme - Progress Report - Week 12
We are monitoring the introduction of the new productivity schemes
nationally and within that process we have requested progress reports.
Please find attached the latest progress report I have received on
the deployment of the Mail Centre/Distribution schemes for your
information.
It should be noted that all of the Business' planned headcount
reduction figures are subject to agreements being concluded locally
on how the financial savings should be achieved. In addition, actual
headcount reductions stated include members who have resigned, etc.
All enquiries regarding the content of this paragraph should be
addressed to Martin Collins, Assistant Secretary Indoor Department,
quoting reference number L.300.42(a).
Att:
PE 32