WEEKLY INFORMATION FROM THE COMMUNICATION WORKERS UNION
SUMMARY
Attachments or LTB's can be
emailed or downloaded from the National Site
Volume 10 Issue 23 Paragraphs 355-368 10 June 2005
SUMMARY
GENERAL
355 Headquarters Printing and Reprographic Services
356 Reminder - Equal Rights in the CWU Part I
357 Reminder - Union Skills III Course
358 Branch Microsites
EQUAL OPPORTUNITIES
No items this week
HEALTH AND SAFETY
359 2005 HSE Inspection Programme of Royal Mail
Outdoor Delivery Office Work (Peripatetic Activities)
360 CCA Conference on Corporate Manslaughter (The
Government's Draft Bill) - Monday 13 June 2005
TELECOMS
361 Telewest - Annual Conference 2005 - Delegates/Observers
362 Project Inuit - Update on TUPE Transfer to BT
363 BT Wholesale: AA/Centrica
364 Use of Newstart in BT Wholesale
365 TI Proposition 61 - Carry Over of Annual Holiday
366 One IT - Skills Capture and CVs
367 Revised Performance Management - One IT
POSTAL
368 Customer Facing Standard Operating Procedures
(SOPs) - National Roll-out
LETTERS TO BRANCHES
262a
01/06/05 Ballots to be Conducted at Annual Conference - Steve Baguley
263
01/06/05 BT Pay - Ballot Result - Jeannie Drake
264
02/06/05 Return to Work Discussions - Grace Mitchell
265
02/06/05 National Executive Council Elections 2005 - GS/Steve Baguley
266 02/06/05 "Time for Real Labour" Labour Representation
Committee Conference - GS/Steve Baguley
269
02/06/05 Romec Cleaners' Quarterly Bonus - Bob Gibson
270
03/06/05 Vehicle Services' Pay 2005 - Ray Ellis
271
03/06/05 Annual Conference 2005 Section 1 - 6 - Dave Ward
272
03/06/05 Quadrant Tariff Review - Ray Ellis
273
06/06/05 Retirement Age - BT - Bill McClory
274
06/06/05 BT Supply Chain Partners - Mail and Office Services - Ian Cuthbert
275
06/06/05 Access Operations and Planning - BT - Ian Cuthbert
276
07/06/05 Unofficial Industrial Action - Belfast DO - GS/DGS(P)
Back to the top
GENERAL
355
Headquarters Printing and Reprographic Services
Branches and Representatives will wish to know that CWU Headquarters
have recently acquired new reprographics equipment. The purpose of
broadcasting this information is to inform you that we are now able
to offer a print service to branches that we believe will be within a
price range that you will find competitive. Amongst the services we
can provide are colour or black & white posters, leaflets,
booklets etc. It is not possible to produce a price list as prices
will vary dependent on each individual job based on quantity,
timescale, delivery requirements etc. If you would like more
information about this service or wish to receive a quote for a
particular piece of work then please ring or email Jacquie Winter,
Acting Head of Post & Reprographics. 020 8971 7218
jwinter@cwu.org
Back to the top
356
Reminder - Equal Rights in the CWU Part I
The Communication Workers Union has organised an 'Equal Rights in the
CWU Part 1 Course', to be held at the Union's Education &
Training Centre at Alvescot Lodge. All courses held at Alvescot Lodge
are accredited with the National Open College Network. This is a
fully integrated course.
The course will be held from 18 - 22 July 2005
Please submit application forms as soon as possible
This course is targeted at CWU Branch Equality Officers and other
Branch and Field Representatives who deal with equality Issues on a
regular basis. The course objective is to equip members with a
thorough grounding in diversity & equality issues at both a
theoretical and practical level.
As with all CWU courses, the focus is very much on the practical and
on building the individuals' confidence, skills and knowledge.
Students are supported throughout by trade union tutors and will be
encouraged to work at a pace and level that suits them. Many of the
course activities will be carried out through working in small groups
assisted by our specialist tutors.
Main Themes
Understanding how discrimination and prejudice impact on CWU members
in the workplace
Special Leave with pay applies for members employed by BT.
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 Alvescot are residential. The cost of tuition, food
and accommodation will be met from the General Fund. Branches are
required 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.
The Education Centre can offer child-minding facilities for a maximum
of three under school age children at any one time. If any applicant
from your branch would like child-minding facilities, can you please
advise the age and sex of the child on the application form. Further
information on the child-minding arrangements will then be sent to
successful applicants.
Please indicate whether the applicant is employed in BT, Posts,
Girobank or Other. Nominations should be made on the form for
Education Courses and returned to Alvescot Lodge by the closing date
shown. If you nominate more than one member (a maximum of two
please), indicate the order of preference if necessary and please
apply for only one course at a time. If a member is refused a place,
due to oversubscription, then indicate this on a subsequent
application for another date.
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
Back to the top
357
Reminder - Union Skills III Course
The Communication Workers Union has organised a Union Skills III
Course, to be held at the Union's Education & Training Centre at
Alvescot Lodge. All courses held at Alvescot Lodge are accredited
with the National Open College Network. This is a fully integrated
course.
The course will be held from 25 - 29 July 2005
Please submit applications as soon as possible
Only members who have attended a Union Skills I/Induction and a Union
Skills II course are eligible for nomination.
Those nominees who are Committee Members, Branch Representatives or
Branch Officers are entitled to leave with pay.
Nominations should be made on the form for Education Courses, and
returned to Alvescot Lodge by the closing date shown.
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
Back to the top
358
Branch Microsites
Would all Branch and Regional Secretaries who have yet to commit to
maintaining their branch/regional microsite as contained on the
national CWU website (www.cwu.org/branches) please make time during
Conference Week to visit the Web Editor at the Web Café Stand.
This task does not have to be completed by the Branch/Regional
Secretary - you are of course welcome to nominate someone from your
branch to take on the responsibility for this invaluable tool, but we
do need one person per branch to maintain their Microsite, even if
you have your own Branch Website. If you already do maintain your
microsite and would still like to see me for a chat, please do feel
free to pop along also!
Thanks
Abigail Lawrence-Jones
Web Editor, Stand Number HS28
Back to the top
HEALTH AND SAFETY
359
2005 HSE Inspection Programme of Royal Mail Outdoor Delivery
Office Work (Peripatetic Activities)
Further to the report to Branches issued in LTB 258/05 dated 31 May,
we have been notified of the first batch of HSE Inspection albeit
with short notice.
Below is a list of scheduled and announced visits HSE will be
carrying out in the North East between June and August.
As agreed, HSE have requested ASRs to be available on the day of the
Inspection and details have been circulated to the respective ASRs to
ensure they are available (or their deputy).
Wetherby (LS22) 1 June
Holmfirth (HD9) 2 June
Heckmondwike (WF16) 6 June
Pickering (YO18) 7 June
Selby (YO8) 8 June
Skipton (BD23) 13 June
Sheepscar (LS7) 14 June
Whitby (YO21) 20 June
Pontefract (WF9) 21 June
Ripon (HG4) 27 June
Hebden Bridge (HX7) 28 June
York (Leeman Rd) 4 July
Keighley (BD21) 5 July
Leeds City (LS12) 12 July
Otley (LS21) 1 August
Filey (YO14) 2 August
Harehills (LS8) 8 August
Leyburn (DL8) 9 August
Richmond (DL10) 15 August
Northallerton (DL7) 16 August
Back to the top
360
CCA Conference on Corporate Manslaughter (The Government's Draft
Bill) - Monday 13 June 2005
As previously reported to Regional Health and Safety Forums, the CCA
to whom CWU are affiliated and work closely with are holding their
5th Annual Conference on "Corporate Manslaughter" in
conjunction with the TUC on Monday 13 June 2005 at Congress House.
The CWU are part of the "Campaign Coalition" which includes
the CCA, TUC, a number of Trade Unions (T&GWU, AMICUS, GMB,
UNISON and others), Hazards Campaign and a number of Safety Action
Groups which campaign on Corporate Accountability and Safety Law Enforcement.
The Government has published a draft bill creating a new offence of
corporate manslaughter. Private companies and crown bodies will be
able to be prosecuted. However, there are a number of restrictions
and the test is a stricter one than the Government had proposed in
2000. The conference will examine the Bill in detail and consider how
effective the new offence will be in promoting worker and public
safety and in holding to account companies, public sector bodies,
departments of government and directors/senior company managers.
Please find attached attachment leaflet (G 9 ) the Conference
registration form which is self explanatory along with the list of speakers.
This year because of the change of dates the CCA Conference
unfortunately clashes with CWU Annual Conference but Branch Officials
and Safety Reps not attending Annual Conference may wish to attend
the CCA Conference and the NEC Health, Safety & Environment
Committee fully supports the Conference and would encourage those
available Safety Reps and other Branch Officials to support and
attend the event.
The CWU will be responding to the Government Corporate Manslaughter
consultation paper and draft bill for reform prior to the 17 June
closing date and a further report and copy of our submission will be
circulated to Branches, Safety Representatives and Regional Safety
Forums. Branches, Regional Safety Forums, Safety Representatives and
individuals may also respond if they so wish and we would urge that
any submissions are in line with CWU policy.
We will shortly be circulating information to Branches regarding a
new CCA Affiliation scheme that has been developed to expand
involvement beyond national bodies and organisations which CWU HQ and
other Unions have been discussing with the CCA.
Any enquiries should be addressed to Dave Joyce, National Health,
Safety & Environment Officer, quoting Reference No. EX13.
* As registration for this Conference is very late please can you
contact the CCA directly on 0207 490 4494 to register.
Att:G9
Back to the top
TELECOMS
361
Telewest - Annual Conference 2005 - Delegates/Observers
Telewest have agreed paid release for Monday 13 June through to
Wednesday 15 June of up to three delegates - one from each of the
regions listed below:
London & South East
Midlands and the West
North (North West/North East/Scotland).
Branches are invited to make nominations to my office for the
consideration of the Executive Team who will make the final decision
if more that on nomination per region is received. Whilst it is
recognised that this is extremely short notice, it is hoped that the
principle having been established, this can be placed on a more
formal and timely basis for next year.
Whilst Telewest have granted three days paid release, Branches will
be responsible for any travel and subsistence arrangements.
Brian Healy
Assistant Secretary
Back to the top
362
Project Inuit - Update on TUPE Transfer to BT
Branches may wish to be advised that the information given in Branch
Officials' Bulletin No.21/2005, paragraph 332 has been updated (a
copy of which is attached) and was sent as an email to all
employees in-scope.
Brian Healy
Assistant Secretary
Back to the top
363
BT Wholesale: AA/Centrica
Branches were first advised of the winning of an outstanding contract
by BT Wholesale in Branch Officials Bulletin No. 21/2005, paragraph 333.
The current position is that of the six employees originally in
scope; 3 have accepted alternative roles with Centrica and 3 have
indicated their preference to TUPE into BT. Wholesale Operations will
run an internal advert to resource the other roles to make up the
team of 7 overall (this includes a team leader and managers). In the
interim, Centrica will provide resource in the short term to allow
service to be delivered. It is intended that the transfer date is 1
June; the activity being undertaken in Leicester.
Arrangements are in hand to seek transfer of Union membership from
either the GMB or Unison.
Brian Healy
Assistant Secretary
Back to the top
364
Use of Newstart in BT Wholesale
Branches will be aware from LTB 250/05 of the letter to Bill McClory,
Assistant Secretary, dated 20 May 2005 stating that a number of
Business Units would be utilising Newstart within the window of 23
May 2005 - 30 June 2005.
Branches will also be aware from discussions on resourcing that the
focus for the coming year will be on
re-skilling in order to meet the requirements for 21CN, Broadband etc.
BT Wholesale confirm that there is no agreed requirement for BT
Wholesale to offer Newstart during this window. However, work is
still being finalised in Wholesale Markets to confirm whether there
is a small requirement, of around 10 people. Should BT Wholesale
decide to make limited targeted offers there will be further
discussions accordingly, but given past success to date in
redeployment, offering Newstart will be the last option.
Brian Healy
Assistant Secretary
Back to the top
365
TI Proposition 61 - Carry Over of Annual Holiday
Following correspondence with BT on the terms of the above
proposition, the following reply has been received from Ian Flynn, BT
Group Industrial Relations Manager.
Carry Over of Annual Holiday
"Thank you for your letter dated 17th January 2005. I have
considered very carefully and in detail the content of the
proposition and the issues that it raises.
For people working anything other than a five-day week, holiday is
calculated in hours. For nine-day fortnight people in the week that
the individual is due to work all 5 days they will use 40 hours (5 x
8 hours) leave to cover the full week. In the 2nd week the individual
will only work 4 days i.e. 32 hours
(4 x 8 hours) - hence the two week period is accounted for as 40
hours plus 32 hours = 72 hours.
Consequently, it appears that what the proposition is seeking is to
be able to carry over 40 hours, i.e. "sufficient hours of annual
holiday at the end of the holiday year to enable the individual to
have, as a minimum, the equivalent of a full week free from
duty".
Having carried over 40 hours an individual could then use it to take
more than five days leave, in one of the shorter weeks.
I therefore believe it is entirely reasonable that the Company
maintains its current position, which is totally fair and equitable,
that is those people whose attendance is calculated in hours, then
leave is calculated in hours, taken in hours and 36 hours is the
maximum carry over. Should you wish to discuss the matter further,
please feel free to give me a call."
Any enquiries on this paragraph should be addressed to my office at
CWU Headquarters.
Grace Mitchell
Assistant Secretary
Back to the top
366
One IT - Skills Capture and CVs
The Union has been in detailed discussions over the use of CVs within
One IT and requiring better clarification on the need to complete and
update CVs. In discussions management have outlined the compelling
reasons and business drivers for the One IT Transformation programme.
To deliver the One IT vision requires an unprecedented amount of
change in the manner in which its employees, processes and
technologies work. Central to the long term success is the manner
which One IT can deploy resources. Following the dissolve and rebuild
of the One IT organisation, management are creating a centralised
resourcing model with the intent of maximising BT people onto the
critical key programmes. The model will align people's skills through
an active and aggressive training programme of upskilling, where,
instead of spreading people too thinly, they will work on one of the
29 identified key programmes, and have a clear focus on meeting and
delivering the needs of One IT customers.
In the former BT Exact, resource allocation decisions were primarily
taken locally. Management complained that this inhibited flexibility
and precluded the deployment of capability in a manner in which both
its people and the business could derive maximum value. Project
Upmarket was created to assist this process by encouraging former BT
Exact people to place their CV and skills on the Enterprise system.
They report that the responses received were encouraging.
Management state that as they develop their resourcing model it is
vital that as new opportunities arise, they hold information on all
of their people to ensure that they have a complete overview of the
skills and where resources can be best deployed. It is also vital
that on an individual basis they have current and complete
information. To ensure they have compliance, it will be a future
requirement that all One IT people submit this detail.
Management accept that for some CWU grades that this will be a new
and unusual experience. However, assurances have been given that
where assistance and support is required in providing this
information, the Continuity Manager will work with the individual to
allay any personal concerns they may have.
Furthermore, management have given assurances that the manner in
which this data is held will be in accordance with the Data
Protection Act and no personal information will be passed across to
partners/customers without the expressed permission of the
individual. The capturing of skills/CVs will be used internally by
the Resource Planning function and Continuity managers to assist the
process of assigning people to new projects and to drive their
reskill/upskill process.
Brian Healy
Assistant Secretary
Back to the top
367
Revised Performance Management - One IT
Discussions have taken place with One IT management over its
Performance Management Processes. Currently, there are five different
Performance Management processes across One IT and within the
framework of the One IT organisation. Management state that this is
not sustainable and is duplicated effort and inefficient. It is their
view, that there needs to be a clear link between the One IT
programme and its people who will be working on 90 day deliverables.
The 'Maximising My Performance' system has already provided clearer
definitions and guidance. This in turn has formed the basis for a
fairer and consistent application of the Performance Management
processes for all CWU represented grades. According to management the
revised performance management model will allow One IT to focus on
both short term and long-term performance and ensure that it has the
right skills within the organisation to meet customer requirements.
In support of the revised model one of management's key priorities
will be to provide clarity for all of One IT people on their roles,
what is expected of them, performance standards and how they
contribute and align to the business.
Management confirm that the revised performance management framework
is designed purely for the management of its people. It certainly is
not the intention of One IT to use the revised performance management
framework for areas such as setting salary, remuneration or review
for CWU members, unlike the practice for Connect represented grades.
This revised performance management framework will be aligned to the
One IT scorecard and to this effect the end year review cycle for CWU
members will adjust from 1 April 2005 to 31 March 2006. As an interim
measure, this will mean that the current performance cycle will
operate for 18 months.
Brian Healy
Assistant Secretary
Back to the top
POSTAL
368
Customer Facing Standard Operating Procedures (SOPs) - National
Roll-out
Branches/representatives were advised in BOB 7, 18th February 2005,
of the National Terms of Reference that had been agreed to cover a
trial of 14 Customer Facing SOPs. Following the conclusion of the
trial the national review/evaluation took place to ensure the content
of the SOPs were fit for purpose/national deployment.
At the review we ensured that all of the input from the
local/divisional representatives in the trial areas was taken into
account and that the 8 delivery and 6 access SOPs were amended to the
union's satisfaction. The issue of the approach to national roll-out,
ongoing purpose/maintenance and general use of SOPs was then
clarified with Royal Mail and jointly confirmed. The union have
clearly established within these discussions the following:
Once SOPs are cleared at national level, apart from initially being
communicated at Work Time Learning sessions as appropriate to the
employees' work areas, they will only be used for new entrant training
Attached is a copy of the Work Time Learning Brief and SOP Change
Control Process that will be used to support the deployment for the
information of Branches.
The roll-out of these initial 14 SOPs is scheduled for week
commencing 27th June 2005. All future proposed SOPs will be subject
to joint reviews in a similar way to ensure no SOP is rolled out
before it has been fully evaluated by the CWU at both local and
national level.
Any enquiries regarding the content of this paragraph should be
addressed to Martin Collins, Assistant Secretary, Indoor Department,
quoting reference L.530.09 or Bob Gibson, Assistant Secretary,
Outdoor Department, quoting reference 530.03.
Att:PE07a
PE07b