WEEKLY INFORMATION FROM THE COMMUNICATION WORKERS UNION
SUMMARY
Attachments or LTB's can be
emailed or downloaded from the National Site
Volume 10 Issue 32 Paragraphs 492-505 19 August 2005
SUMMARY
GENERAL
492 Headquarters Printing and Reprographic Services
EQUAL OPPORTUNITIES
No items this week
HEALTH AND SAFETY
493 "Be Aware!"- A Manager's Guide To
Dealing With Suspect Packages
494 Royal Mail Anti-Terrorist Protection - Detection
Equipment Funding:
495 Corporate Manslaughter - CWU Response to the
Consultation Documents - England & Wales, Scotland and Northern
Ireland - Proposals for a New Offence
TELECOMS
496 Accenture Hr Services - BT Learning Contract
497 Telewest - Lead Times
498 BT Pension Scheme: Annual Report & Accounts
499 Accenture HR Services: Measuring Contribution
500 BT Wholesale - A New Operating Model
501 Capacity Planning and Delivery - Reorganisation
502 Office of the Telecommunications Adjudicator -
Update Report
503 NEJ: Internal Briefings
504 Accenture Learning Services - Voluntary Transfer
and Employment Within BT
POSTAL
505 Involving and Engaging Our People
LETTERS TO BRANCHES
395/05
11/08/05 Access Services Create - Effect on Provision Service Units
(PSUs) - Ian Cuthbert
396/05
11/08/05 Romec Pay Industrial Action Ballot - Ray Ellis
397/05
11/08/05 Motion 61 - BT Field Services Dig and Fix - Ian Cuthbert
398/05
15/08/05 Local Loop Unbundling (LLU) Resourcing - Ian Cuthbert
399/05
15/08/05 O2 Pay - Grace Mitchell
400/05
16/08/05 CWU LGB&T Conference 2005 - John Donnelly/Tony Kearns
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GENERAL
492
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
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HEALTH AND SAFETY
493
"Be Aware!"- A Manager's Guide To Dealing With Suspect Packages
We are all still coming to terms with the horrific bomb attacks in
the capital, which killed at least 50 people and left around 700
injured last month. The union's thoughts are with the relatives and
friends of those killed or injured - it's unimaginable the grief and
shock they must be feeling at this time.
On 7 July, the day of the London Bombings, all collections and
deliveries were suspended in London and all distribution fleet
vehicle movements in and out of the capital were suspended. Mail
Centres and DOs were shut down. Staff not in work were told not to
come in and others were sent home early. Those not able to travel
home were offered hotel accommodation. However a shortfall in
communications was identified and is being looked in to.
Advice from the Metropolitan Police Anti-Terrorist Branch and
Emergency Services is "be alert, not alarmed" but be
vigilant and report suspicious activities and items. Royal Mail staff
have an important role to play in being vigilant and reporting
suspicions. One big problem is the type of threat has changed and we
are now dealing with a wider range of international terrorist threats
and we are now seeing suicide bombers on the streets of London and
the only way to stop these people is to catch them.
The National CBRNE (Chemical, Biological, Radiological, Nuclear and
Explosive) defence Committee was set up following the US terrorist
attacks in late 2001. The CBRNE Committee is briefed on the threat
through the Home Office, the Anti-Terrorist Branch of New Scotland
Yard and works with them and the Security Services on counter
measures in developing its emergency and defence plans. Royal Mail
has also put someone at Board level in charge - David Burden. The
Committee has developed the Royal Mail defence plan and a package of
instructions and guidance on how to deal with incidents and suspect
packages as well as examining procedures and finally looking at the
introduction of detection systems (LTB No. 391 dated 10 August has
been issued on this).
A new Managers Guide to dealing with Suspect Packages has now been
produced by Royal Mail in consultation with the Unions entitled
"be aware!" and a copy is attached.
A suspect package can contain a postal bomb, a hazardous powder,
harmful chemicals, or a biological agent. Postal services in other
countries have been used in the past as a means of delivery for
agents, such as anthrax or ricin.
In 2001, both anthrax and ricin were produced in powder form and
posted through the United States Postal Service network. Five people
are known to have died from inhaling spores from these letters, and
13 others were infected but survived. However, no harmful agent has
ever been found in a package handled by Royal Mail and while this
remains a relatively low risk, we must remain alert bearing in mind
the recent Terrorist attacks in London.
Royal Mail has experienced recent evacuations and major disruption to
the operation as a result of non-hazardous chemicals being wrongly
identified and many of these incidents are avoidable. This Guide
booklet addresses situations, providing guidance and practical steps
for managers to help safeguard staff and assets, while minimising
disruption to the service.
The Guide Booklet has been endorsed by Royal Mail Corporate Security
and the Home Office and Police.
The Guide Booklet was also subject to consultation with CWU and CMA
and as a result of several amendments tabled, you will note that
Safety Representative involvement is mentioned clearly on Pages 7, 9,
10, 11 and 13. Royal Mail fully acknowledge the importance of Safety
Representative involvement and the need for ongoing, open two-way
consultation.
Managers and the building's Person in Control (PIC) must familiarise
themselves with the guide and share the information with the
workforce and Trade Union Safety Reps, so that informed judgements
can be made if faced with a possible emergency or threat.
Please note, this new guidance is intended for incidents which occur
within a Royal Mail sites only and separate guidance on how staff
should deal with incidents outside of the of the Office for example
while on a collection or delivery rounds will be made available shortly.
The "be aware" Suspect Packages Guidance has been
completely revised - There is also a Post Office Counters version
being developed and produced by POL shortly.
A paper has gone to the RMG Board to spend £8 million on
detection equipment and I am pressing the board to procure the
equipment. I have also approached government directly to fund it out
of the anti-terrorist budget. A separate LTB and report to Branches
has been made on this.
It is recognised that there is an important need to do Security
Planning Locally via Area DTP exercises to consider the threats that
may be faced and the risks they pose with consideration given to the following:
. Thinking about the threats that may be faced and the risks they
pose.
. How to use the available guidance and advice on how to reduce the
chances that a terrorist attack will cause injury to staff and
visitors and disrupt the Office and business activities.
. Ensuring that all staff are familiar with the contingency plans and
practise them.
. Checking that arrangements are compatible with the emergency
services.
. Reviewing and updating the contingency plans regularly.
. Make security awareness part of you're the Office's culture.
Arrange regular briefings for staff on what they should be looking
out for, and keep notices up-to-date. Take staff seriously if they
identify potential threats. Train staff in emergency and evacuation
procedures, and rehearse them regularly. Give more specific training
to anyone you think might have to handle a bomb threat.
. Ensure good basic housekeeping in and around your buildings - for
example, keep public areas tidy and well-lit, remove any unnecessary
furniture where packages could be hidden.
. Look at the access points to the Office. Keep them to a minimum.
Control people coming in and out of the building with passes and have
procedures for booking in visitors and contractors.and also carefully
explain to staff. Look also at vehicle access and parking
arrangements.
. Consider the range of physical measures - locks on windows and
doors, CCTV, alarms, lighting - and install them according to your
circumstances. Ensure they are working and arrange regular checks.
. Look at your mail-handling and sorting procedures and train staff
in emergency procedures.
Attached to this BOB for your information are the following:
. "Be aware" - a Managers guide to dealing with suspect
Packages (This can be downloaded via the website or hard copies may
be obtained from the Health & Safety Department)
. The "State Of Alerts" definitions
. The Royal Mail Terrorist Alert Guidance Policy.
Any enquiries regarding this issue should be directed to the Dave
Joyce, National Health, Safety & Environment Officer.
Attachments are available at the bottom of the LTB which was issued
earlier this week about this. LTB
392/05
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494
Royal Mail Anti-Terrorist Protection - Detection Equipment Funding:
Following the recent terrorist atrocities in London and the current
level of security alert, the Union has urged the Royal Mail Board to
sanction the installation of biological and chemical terror agent
detection Systems and has called for government funding to install
new technology and equipment in UK Mail Centres to combat anthrax and
other similar bio-chemical threats.
The anthrax attack homicides of October 2001 in the US proved that
quick recognition of biological terrorism is crucial to saving lives
and the prevention of terrorist acts requires a proactive approach.
The US Government have provided State Anti-Terrorism funding for the
United States Postal Service (USPS) to install biological and
chemical terror agent detection and sanitization Systems to combat
the threats and the Government have been asked to do the same for
Royal Mail.
A Royal Mail joint CBRNE (Chemical, Biological, Radiological, Nuclear
& Explosive) defence Committee was set up following agreement
between CWU, Royal Mail and the Government after the events in the
USA on September 2001 when the World Trade Centre was attacked and
Anthrax laced letters were sent to US politicians and the Media
leading to five deaths including two Postal workers. Since then the
CBRNE Committee which has Home Office and Anti-Terrorist Branch input
has developed the Royal Mail defence plan and a package of
instructions and guidance on how to deal with incidents and suspect
packages as well as examining procedures and finally detection
systems trials have been run in a number of Mail Centres.
I very much support the work being undertaken via the CBRNE Committee
and through our national network of Safety Representatives we have
worked with Royal Mail to protect our people and minimise disruption
to the service on which our members jobs depend. I am very keen
therefore that the work continues to progress, particularly with
regards to detection as many of the biological agents are not
detectable with the five human senses and people would never realise
they had been exposed until they started becoming sick with certain symptoms.
A direct request has been made to the Home Secretary Charles Clarke
for Government financial assistance with the provision of Anti-Terrorist
measures within Royal Mail. Around £8 Million pounds is needed
to provide and run Toxic Chemical Detectors, Radiological Detectors
and Toxic Liquid and Powder Identification equipment at Mail Centres
plus 20 strategically located Analysis Labs.
Bearing in mind the support given to the USPS by the US Government,
the amount of money drained out of Royal Mail by the Postal
Regulator, the fact that our new competitors will spend nothing and
the fact that not only will this equipment be protecting Royal Mail
but will in fact be protecting the UK public, including MPs and
Ministers, it is right in my opinion for Government to fund the
required anti-terrorist monitoring and detection equipment as part of
Government's anti-terror programme budget .
Branches will be kept informed of developments. See attached copies
of letters sent to Charles Clarke Home Secretary and David Burden
Director Communications Royal Mail.
Any enquiries should be made to the Health & Safety department on
0208 971 7308 or via email healthandsafety@cwu.org
Attachment
1 Attachment
2
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495
Corporate Manslaughter - CWU Response to the Consultation
Documents - England & Wales, Scotland and Northern Ireland -
Proposals for a New Offence
Three separate consultation exercises are taking place in respect of
new Corporate Manslaughter Laws for the UK. The Union has responded
to the Home Office proposals for England and Wales and to the
Scottish Executive's proposals for Scotland. Finally, a response has
been submitted to the Northern Ireland Office who's consultation
process ends on 25 August (Attachment G 11)
Across the UK the problem with existing Law is the same. At present,
a company can be prosecuted for gross negligence manslaughter as can
individual Senior Managers and Directors. The weakness of the current
Law has been that to secure a conviction it is necessary to identify
a "directing mind" of the company (someone at the very top
of the organisation) who can be directly linked to the offence who
can be said to embody the company directly in his/her actions and
decisions and is therefore guilty of manslaughter. In practice, in
large organisations successful prosecutions of companies and
individuals have proved impossible and the rare successful
prosecutions have only occurred in very small companies. Public and
Trade Union concerns have continued to grow as prosecution after
prosecution has collapsed due to this "legal loophole".
In our submissions we have stated that the Home Office proposals for
England and Wales are appropriate and should be extended to Northern
Ireland, just as they should for Scotland. The proposal for a new
Corporate Manslaughter Law in Northern Ireland is just as relevant as
it is for the rest of the UK. However, the Home Office draft bill
proposal as it stands is unimpressive and unlikely to have any
significant impact on health and safety compliance or on the number
of accidents and deaths at work unless it is significantly amended.
Recommendations Summary
. The Government has got to "start listening" and be
"tough on crime - tough on the causes of crime".
. Ensure the Treasury provides sufficient resources to employ
additional Inspectors enabling HSE to provide the crucial support and
expert assistance to the Police in Corporate Manslaughter investigations.
. The Government must redress the balance of power in favour of
victims as currently Industry and the CBI has far too much influence
on the government and the HSC.
. Government must ensure that any exemptions for the Crown do not
mean that the existing immunity is removed only to be replaced by others.
. Where a worker is killed outside the UK because of the failure of a
UK based company to undertake suitable and sufficient risk
assessments the company should be able to be prosecuted in the UK for
the new corporate manslaughter offence.
. Fines should be significantly increased for Corporate Manslaughter
convictions and the "draft bill" should be amended to
specifically require this. Consideration should also be given to
fines pegged to the profits or turnover of a company or organisation
e.g. 10% of company profits for a three year period. Directors of
convicted companies should suffer automatic disqualification.
Probation Orders against organisations should be included within a
range of penalties. The Courts should award punitive damages to
victims families.
. The new legislation should also provide an offence covering serious
injuries on a similar basis to the new Canadian law which applies to
all offences, manslaughter and injury.
. The definition of "senior management" as used in the Home
Office proposals is confusing, too restrictive and the focus on
senior managers is too narrow. The Draft Bill must be amended so that
work-related fatalities caused by failures at every level of
management - not just at senior level - are admissible for use in the
consideration of corporate liability for manslaughter.
. The only way in which the "gross breach" test can be made
to work is if it is complemented by the introduction of legally
binding health and safety duties for company directors and their
Crown body equivalents.
. The "profit from failure" test must be removed because
this test opens up a potential legal loophole for negligent
organisations and evidence would be extremely difficult to obtain.
. It is vitally important that the government acts to introduce new
positive statutory health and safety responsibilities on Directors
and Senior Managers as part of or alongside this legislation.
Copies of the three submissions can be obtained from the Health,
Safety and Environment Department or from the website.
All enquiries concerning the above should be addressed to Dave Joyce,
National Health, Safety & Environment Officer quoting ref: EX13 Attachment
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TELECOMS
496
Accenture Hr Services - BT Learning Contract
Branches were given a detailed report in Branch Officials Bulletin
No.26/2005 paragraph 427 of the arrangements to open up a voluntary
process for the applying of and accepting job offers in BT. The level
of applications to date have been small and there were no successful candidates.
Following this, further 3-way negotiations have taken place between
BT, AHRS and the Union.
It has been agreed that BT will agree for AHRS employees to
voluntarily move across without having a substantive post.
BT will be seeking people with an acceptable performance, attendance
record and conduct record.
All transferees will actively consent to the transfer onto a BT
contract the terms of which will guarantee continuity of service.
Upon transfer BT commits to work with each person to provide them
with proactive support to find them a role within the company
commensurate with their grade and skills and reasonable travelling
distance of their current location.
Transferees will be expected to apply for and accept any reasonable
role and appropriate training and development will be provided.
On the subject of pensions, the following will apply.
Transferees who have never worked for BT before will automatically
become members of the BT Retirement Plan [BTRP] which is a defined
contribution pension scheme similar to the Accenture HR Services
Pension Plan.
Transferees who have worked for BT before but who did not join
Accenture HR Services [AHRS] through a TUPE transfer from BT will
also automatically become members of the BTRP.
Transferees who did join AHRS through a TUPE transfer from BT but who
no longer have a deferred pension in the BT Pension Scheme [BTPS]
will automatically become members of the BTRP.
Transferees who were in Section A/B of the BTPS, who joined AHRS
through a TUPE transfer from BT and who still have a deferred pension
in the BTPS will be allowed to rejoin Section B for future service.
There will be an opportunity to aggregate this period of pensionable
service with the previous period of pensionable service shortly after rejoining.
Transferees who were in Section C of the BTPS, who joined AHRS
through a TUPE transfer from BT and who still have a deferred pension
in the BTPS will be allowed to rejoin Section C for future service
only. There will be no opportunity to aggregate this period of
pensionable service with any previous period of pensionable service.
We are still in discussions on salary and salary review however, it
is agreed that with regard to the future, Pay and Pension Protection
can and will apply, where appropriate, as will the EDDI process.
Concern has been expressed that BT will then make employees redundant
if they transfer within 12 months and members would be without legal
protection and access to redress via an Employment Tribunal.
BT's stated position and commitment is that BT does not operate
compulsory redundancy and does not intend to change that position.
Therefore whilst Accenture people transferring to BT will not enjoy
statutory protection for the 12 months following their transfer they
can be assured that should their role cease they would be treated as
redeployees in accordance with BT's normal policies and would not be
made compulsorily redundant. That said, any vacancies for which
people will be considered will be signed off under the Line of
Business resource plans and would be viewed as long term, therefore,
the issue is unlikely to arise. Despite this commitment if in the
unfortunate event of a dismissal for other reasons, members would not
have the right to seek redress via an Employment Tribunal.
In exceptional circumstances should any transferee be unable to find
a role as defined above at the end of the process and BT agrees that
no role as defined exists, BT will be prepared to consider making an
offer of voluntary leaver payments.
As we pointed out to both companies, it would not be acceptable for a
less beneficial scheme to apply than is currently in operation for
those Accenture HR Services employees on the BT HR contract.
Therefore, the terms that will apply will be 1 month's salary for
each year's service, capped at 24 months, with the option of
spreading the payments over two tax years.
Further reports will be issued in due course.
Brian Healy
Assistant Secretary
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497
Telewest - Lead Times
Telewest members will be aware of a most unfortunately worded
document which implied, if not directed members to compulsory
overtime working.
Whilst this is an explicit term and condition within the Contract of
Employment, the Union nationally felt that this was inappropriate and
more should be done to encourage and reward volunteers.
Following representations, management have further reflected and in
order to meet the current high levels of customer orders, they have
agreed that the following arrangements will apply:
. Business strategy is to generate as much overtime as possible
between now and end of September
. Any BBE who only works 2 days overtime between now and end of
September will be paid the appropriate overtime rates
. Any BBE who only works 3 or 4 days overtime between now and end of
September will be paid the appropriate overtime rates plus a £50
bonus (not per day)
. Any BBE who only works 4 or 5 days overtime between now and the end
of September will be paid the appropriate overtime rates plus
£100 bonus (again, not per day)
. Any BBE who works on the Bank Holiday, will be paid double time
plus a bonus of £75.
We are still discussing the Company's obligations under Duty of Care
and the European Working Time Directive. These will be reported upon
in due course.
Brian Healy
Assistant Secretary
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498
BT Pension Scheme: Annual Report & Accounts
Representatives of CWU, Connect and the Federation of BT/Post Office
Pensioners met the Trustees of the BTPS on 19 July 2005 to discuss
the 2004 Annual Report & Accounts. Copies of the questions to the
Trustees and the answers are attached for your information.
Copies of the 2004 Annual Report & Accounts can be found at www.btpensions.net
Nigel Cotgrove, Assistant Secretary
Attachment
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499
Accenture HR Services: Measuring Contribution
As announced previously to Branches, discussions with the Company
have picked up the criticisms made by some branches that the
Measuring Contributions Framework is being too restrictive.
As reported in Branch Officials Bulletin No.21/2005, Paragraph 343,
these discussions have now finalised a framework which is attached
and will be reviewed and monitored to see whether it addresses the
originally expressed concerns.
Brian Healy
Assistant Secretary
Attachment
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500
BT Wholesale - A New Operating Model
The Union has been advised of a wide ranging review within BT
Wholesale of its Operational Model. In simple terms, this review
forms part of the overall 21CN programme and is looking at how best
BTW should operate in the future. The project team will use various
methods - interviews and e-response - to capture and understand on
the widest possible basis how a process works now against what the
customer requires, and how the processes need to be changed to get to
the desired state. As Branches will see from the briefing, Network
Operations are pushing ahead with the lead and are going to start
involving their workforce very soon. The Executive team will be
meeting management further in September to discuss the wider
implications of this review.
Brian Healy
Assistant Secretary
Attachment
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501
Capacity Planning and Delivery - Reorganisation
There have been further reviews of the structure as reported in
Branch Officials' Bulletin No 26/2005, paragraph 424. Attached for
the information of Branches is a CPD internal management briefing
detailing these changes, together with an organisation chart.
Brian Healy
Assistant Secretary
Attachment
1
Attachment 2
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502
Office of the Telecommunications Adjudicator - Update Report
The last report in Branch Officials Bulletin No.27/2005, paragraph
438 put the number of BT Unbundled Lines at 70,000. This is now at
90,000 with the current run rate of line provision in excess of 3,500
per week and the order pipeline continues to increase.
There have been serious reports in the media of conflict between BT
and the Wholesale Line Retilers; this is due to significant volumes
notified at short notice and the CRD for completion. It is intended
however, that Bulk Migration starts in earnest in the autumn. The
Bulk Migration task team continues to make progress in defining
processes and evaluating the projected volumes of lines that can be
migrated on any particular day. There is currently a gap between what
LLUOs want and BT feel able to deliver. A detailed provisional
migration plan has been produced for the next 18 months. Work is
ongoing to smooth the forecast and ensure the IT systems can support
the Bulk Migration process and peaks. LLUOs are expressing improved
confidence with BT plans as they evolve.
The current LLU Forecast was compiled by OTA from the LLUOs input.
This shows accelerated interest in LLU investment and deployment with
unbundled lines significantly in excess of the OTA's original
forecast of 1.5million predicted by end 2006, with the number of POPs
and Exchanges also significantly increased.
Brian Healy
Assistant Secretary
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503
NEJ: Internal Briefings
Attached for the information of Branches is a copy of an internal BT
operational management briefing. This covers resource, training and
the maintenance of QoS for the business pilot, likely to begin on 22
August 2005 in Birmingham and Newcastle.
Brian Healy
Assistant Secretary
Attachment
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504
Accenture Learning Services - Voluntary Transfer and Employment
Within BT
Please find attached the set of slides used at last week's
presentation to Accenture people on the potential for employment
engagement within BT. Also attached is a copy of BT's letter to
Accenture confirming aspects of their approach to the transfer.
Brian Healy
Assistant Secretary
Attachment
1 Attachment
2
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POSTAL
505
Involving and Engaging Our People
Further to BOB no 24 Paragraph 375 dated the 24th June 2005
reproduced below is LTB 389/05 which was circulated to branches on
the 8th August 2005. Branch Secretaries should ensure that the
contents of this paragraph is brought to the attention all
appropriate representatives to ensure that the principles/terms are
applied in accordance with the advice contained in the earlier BOB
Paragraph.
Involving and Engaging Our People
Dear Colleague
Further to LTB number 293/05 dated the 21st June 2005, discussions
have taken place with the business regarding the issue of employee
communications. During these discussions the Union raised their
concerns in respect of local managers attempting to introduce changes
to working practises/duties via pre-shift briefings/huddles or WTL
sessions and not adhering to national agreements, in particular the
IR Framework.
To ensure the abuse of these communication initiatives is prevented
the business were asked to formally confirm to the union their
position in respect of employee communication/involvement and
compliance with the current national agreements.
The union has now received a letter from Royal Mail which has been
reproduced below for the information of branches and representatives.
The content of this correspondence is self-explanatory and should be
referred to by representatives if any attempts are made by local
management to undermine either the union or the agreed process for
negotiating change.
It should also be noted that although the letter provides some
assurances in regard of adherence to national agreements etc. In view
of the plethora of recent communication initiatives that have been
introduced without prior consultation we do not accept that
management's action demonstrate a commitment to working openly and
constructively to the union.
Mr M Collins
Assistant Secretary
Involving And Engaging Our People
Further to your letter of the 9th June 2005 and our meeting on
employee communications, I promised to summarise recent business
standards issued to managers. I was pleased to confirm that these do
not supplant existing arrangements for consulting the CWU and that
national agreements in this regard would be maintained.
Royal Mail has introduced these communication standards to ensure
people are involved and engaged in the company and able to contribute
to its success. These mandatory standards for our managers are listed below:
. Communicate everyday, fact to face with your people
. Talk and listen to people about issues that affect them in a timely
and consistent way
. Hold pre-shift huddles with your teams
. Hold weekly Work Time Listening and Learning (WTL) sessions
. Spend your Firstline Fix money
. Continually feedback issues from your people up the line and make
sure you get answers to their questions
. Manage the noticeboards in your unit and ensure they are regularly
updated and reflect the issues that are important to your team
. Encourage your people to participate in the have your say process,
share results and involve your team in developing an action plan to
improve the office
. Improve performance by consulting with your team
. Celebrate success however small.
In addition to the standards themselves a couple of
handbooks/toolkits have been published and more detailed guidelines
for managers to follow have been made available on the intranet
(copies of which I gave to you when we met). I do recognise the point
you raised that the CWU is not mentioned by name in any of this
documentation but I assure you there is no intention to exclude the
union and prevent it from being able to fulfil its role as agreed in
the IR framework and elsewhere. I can also confirm that in line with
the Work Time Learning Agreement copies of the talkabout packs
published centrally will be sent to you. I have made arrangements for
that to happen and you will start receiving them direct from my
colleagues in the involvement and communications team.
Local managers will not use WTL sessions or pre-shift
briefings/huddles as replacement for formal negotiations. Negotiable
matters will continue to be progressed via the IR Framework Agreement
and you will raise any specific concerns with us on behalf of CWU Representatives.
Communicating and involving our people is vital to our success, but
this must not be at the expense of full consultation with the CWU, I
hope this allays the concerns you raised.
Yours sincerely
Dale Lang
Industrial Relations
Royal Mail Letters
All enquiries regarding the content of this LTB should be addressed
to Martin Collins, Assistant Secretary Indoor Department, quoting
reference number L.770.13 or Bob Gibson, Assistant Secretary Outdoor,
quoting reference 950.02 as appropriate.