GO BACK TO BRIEFINGS INDEX

WEEKLY INFORMATION FROM THE COMMUNICATION WORKERS UNION
SUMMARY

Attachments or LTB's can be emailed or downloaded from the National Site
Volume 10 Issue 35 Paragraphs 530-540 09 September 2005

SUMMARY
GENERAL
530 Headquarters Printing and Reprographic Services
531 Scottish TUC 2006/Black Workers' TUC 2006/TUC Women's Conference 2006/Lesbian Gay Bisexual and Transgender TUC 2006/Disability TUC 2006/ Labour Party Women's Conference 2006/Wales TUC 2006
EQUAL OPPORTUNITIES
532 Harassment Complaints Database - Union Policy
HEALTH AND SAFETY
533 £15 Million Fine on Transco for Health And Safety Offences
534 Workfit in BT
TELECOMS
535 Telewest - Overtime Incentive on Last Drop Work
536 Project Horizon - Team Vehicles
537 Telewest - Union Site Representatives
POSTAL
538 Access Standard Operating Procedures(SOPs) - National Roll-Out
539 Mail Centre - Phase 1 Standard Operating Procedures (SOPs) National Deployment
540 Removal of Overtime Dockets - Mail Centres
LETTERS TO BRANCHES
417 01/09/05 BT Global Services - Occasional Use Services - Transportable Earth Stations and Satnet Businesses - Update - W McClory
418 02/09/05 TUPE Transfer from Hayes to Manpower UK Ltd - Branch Forum - Sally Bridge
419 02/09/05 Election for PCRs - Eastern Region - Steve Baguley
420 05/09/05 Balance Your Life Week 19-25/9/05 - Grace Mitchell
421 05/09/05 ULR Conference 2005 - Trish Lavelle
422 05/09/05 Individual Performance Standards - Bob Gibson
423 05/09/05 TUC Campaign - Working on the Edge - Agency Workers - Sally Bridge
424 05/09/05 Disposal of Telereal by LST - Simon Sapper
425 05/09/05 Royal Mail Finance Operations Pay Agreement 2005 - Andy Furey
426 07/09/05 Bill Fry - GS
427 07/09/05 Post Office Privatisation/Liberalisation: TUC Congress Fringe Meeting (13th September 2005) and Labour Party Conference Fringe Meeting (26th September 2005) - GS

Back to the top
GENERAL
530
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

531
Scottish TUC 2006/Black Workers' TUC 2006/TUC Women's Conference 2006/Lesbian Gay Bisexual and Transgender TUC 2006/Disability TUC 2006/ Labour Party Women's Conference 2006/Wales TUC 2006
The Scottish TUC in 2006 will take place in the Perth Concert Hall from Monday 10th - Wednesday 12th April.
The TUC Women's Conference 2006 will take place - Wednesday 8 to Friday 10 March - Eastbourne.
The Labour Party Women's Conference will take place 10th - 12th February 2006 - Blackpool.
The TUC Black Workers' Conference 2006 will take place Friday 7th - Sunday 9th April - Eastbourne.
The TUC Disability Conference will take place Wednesday 24 and Thursday 25 May at TUC Congress House. It is recognised that this clashes with CWU Annual Conference in 2006, however the CWU General Conference in 2006 will take place on Sunday 21st - Monday 22nd May.
The TUC Lesbian Gay Bisexual and Transgender Conference will take place Thursday 29 and Friday 30 June at TUC Congress House.
The delegation entitlements for the STUC, the TUC Women's Conference, the Labour Party Women's conference, the TUC Black Worker's Conference, the TUC Disability Conference, the TUC Lesbian Gay Bisexual and Transgender Conferences are:
Postal/O&A
2 NEC Members minimum 1 woman
5 Lay members minimum 2 women
Engineering/PTS
1 NEC member
2 Lay members minimum 1 woman
Clerical
1 NEC Member
1 Lay member
Wales TUC 2006
The Wales TUC in 2006 will take place at the North Wales Conference centre Llandudno from Wednesday May 24th - Friday May 26th. It is recognised that this clashes with CWU Annual Conference in 2006, however the CWU General Conference in 2006 will take place on Sunday 21st - Monday 22nd May.
The delegation entitlements are:
Postal/O&A
4 lay members minimum 1 woman
Engineering/PTS
2 Lay members minimum 1 woman
Clerical
1 Lay member
The timetable for all the Conferences is as follows:
Friday 7th October 2005 - nominations open
Friday 4th November 2005 (14.00) - nominations close
Friday 11th November 2005 (14.00) - accept nominations
Tuesday 22nd November 2005 - ballot opens
Monday 5th December 2005 (14.00) - ballot closes
Notes:
All candidates for the elections to the TUC Women's and Labour Party Women's Conferences shall be women.
Nominations for the Scottish TUC shall be by Branches with members living in Scotland.
Nominations for the Wales TUC shall be by Branches with members living in Wales.
Nominees for all the elections require the nomination of their own Branch. Any nominations from other Branches need to be by Branches with members in the same constituency as the nominee.
This paragraph is issued to give branches advance notification of the timetable for the elections. The regulations governing the elections along with forms for biographical details and nomination papers will be issued nearer the time.
Any enquiries regarding this paragraph should be addressed to the National Organising Department.
Steve Baguley
National Organising Secretary

Back to the top

EQUAL OPPORTUNITIES
532
Harassment Complaints Database - Union Policy
Branches are again reminded of the need to fill in the Harassment Complaints Database (HCD) Forms, as illustrated in LTB 450/04.
Please ensure that all reps have a copy of LTB 450/04 as it contains useful guidance as well as the form itself. Branches may also find LTB 289/04 useful which contains information on the Harassment Helpline and the Harassment Advice Network as well as the HCD.
The completion of the HCD forms is part of our agreement with the Equal Opportunities Commission and is, therefore, CWU policy. (The full agreement can be found in LTB 292/04)
The Equal Opportunities Commission has raised concerns with us regarding the completion rate, which we need to address, otherwise we will fall foul of the agreement. Therefore, please ensure that any complaint raised with branch reps by members that involves possible Harassment should be notified to HQ via these forms.
We appreciate that this will add to an already busy work schedule for those reps that have the responsibility for completing them, but there is no scope for non-compliance. We must accept that this will become an accepted culture in terms of harassment reporting.
The data that will come through to HQ will be vital in enabling us to analyse and identify any obvious patterns where problems exist.
We extend our appreciation to all those branches already complying with the policy and look forward to the co-operation of all Branches in this matter.
Any enquiries regarding this paragraph please contact Michèle Emerson at CWU HQ.

Back to the top

HEALTH AND SAFETY
533
£15 Million Fine on Transco for Health And Safety Offences
CWU National Health and Safety Officer Dave Joyce welcomed the UK record £15 million fine imposed on privatised Utility firm Transco - after it was convicted on a charge of breaching Section 3 of the Health and Safety Act following a six-month trial in Edinburgh. The charge arose from an explosion which killed four people but Dave added "Although Trade Unions will be pleased that, on the face of it, this judgment indicates that the courts seem to be taking Health and Safety offences seriously, this fine is less that 4% of Transco's £390m operating profit on a turnover of £2.2bn. The case clearly illustrates why we need a new Corporate Manslaughter Offence on the statute books and reinforces the case for more stringent health and safety duties on directors with penalties for those who neglect safety standards to such an extent that they lead to disasters and deaths.
"I only hope this conviction gives some consolation to the relatives of those that died and that the penalty makes companies think again about putting profit before safety. However, not a penny of the £15m fine will go to the family but directly into the public purse."
The judge, Lord Carloway, said that "Transco had not shown any remorse for the tragedy and in selecting the appropriate penalty, a fine is the only one I can impose".
The blast, caused by a leaking gas main, destroyed the home of Andrew and Janette Findlay and their children Stacey, 13, and Daryl, 11, who all died in the explosion in Larkhall, South Lanarkshire, in December 1999. The case centred on Transco's failures in maintenance, repair and record keeping procedures.
The previous largest fine in the UK for a health and safety prosecution was £2m, imposed on Thames Trains after the Ladbroke Grove accident in which 31 people died.
Health & safety at work act Section 3(1)
"It shall be the duty of every employer to conduct his undertakings in such a way as to ensure so far as is reasonably practicable, that persons not in his employment who may be affected thereby are not thereby exposed to risks to their health and safety."
All enquiries concerning the above should be addressed to Dave Joyce National Health Safety & Environment Officer quoting reference V4.

Back to the top

534
Workfit in BT
CWU is supporting the "Workfit" programme and local representatives across the country will be working with BT to help roll-out the initiative which will be one of the biggest of its kind undertaken in British industry.
CWU is endorsing this proactive campaign to tackle the issues affecting the health and well-being of our members because too many people suffer unnecessarily poor health, suffer a poor quality of life and die too young from preventable causes. Within BT, one person a fortnight dies from a heart related illness.
The campaign will be aimed at making BT workers aware of, and identify the health issues as well as giving advice on how to avoid things like heart problems and stroke prevention, lowering cholesterol, getting fitter, controlling weight, a healthier diet and lifestyle and when to go to the GP.
Workers signing up will complete an initial questionnaire designed by medical experts and will receive a "health toolkit" consisting of a health manual and information, pedometer, tape measure, reduced gym memberships, discounts for blood pressure tests and cholesterol tests etc. A Workfit website http://workfit.intra.bt.com/index.htm will include things such as access to nurses engaged by Men's Health Forum to act as lifestyle advisors available to answer email questions and give dietary and fitness advice and other health information. Individuals will also be sent individual weekly activity programmes and top tips for help in lifestyle improvements (food information, reducing cholesterol etc). Starting from the 5th September CWU and Connect are running high profile "Workfit" stalls in the entrances and foyers of key BT buildings aimed and publicising and actively encouraging people to sign up to the programme.
Working with the employers and independent organisations like the British Heart Foundation and the Men's Health Forum we want to see people being aware of the health risks as well as supporting a better life style which can lead to better job satisfaction, reduced physical and mental stress, a more productive workforce, reduced illness and sick days and a longer healthier life for our members. We want to see a workplace where workers are supported in their own health and well-being.
The CWU has already run several of its own health campaigns on various health subjects and issues its own "Women's Health Pack" and "Men's Health Pack". These are available at http://www.cwu.org/default.asp?Step=2&id=41
All enquiries should be addressed to Dave Joyce, Assistant Secretary, Health, Safety & Environment Department quoting reference NS140

Back to the top

TELECOMS
535
Telewest - Overtime Incentive on Last Drop Work
Discussions have taken place surrounding the confusion of whether Service Technicians could do more work on overtime on installation activities. These discussions quickly moved on to the need for Telewest to deal with the repair demand which has risen dramatically.
The outcome is outlined in the attached communication which Branches and site representatives are encouraged to draw to the attention of members. The purpose of the company communication is to incentivise and reward Operational Engineers on last drop repair activity.
Brian Healy
Assistant Secretary
Attachment

Back to the top

536
Project Horizon - Team Vehicles
Further to the initial announcement in Branch Officials Bulletin No.33/205, paragraph 517, investigations have been conducted into the capacity and possible use of the Shogun as a vehicle for the O2 Cellnet site contract.
Shogun is a true 4x4, in that it has a low ratio gearbox and traditional 4 wheel drive (like a Land Rover). The penalty is that it is heavier and thirstier in fuel. Due to this, it is a more expensive vehicle to run and the tax liability is higher (the policy of the Government has been to increase tax on thirstier vehicles).
The personal use of a vehicle incurs a tax liability with the Inland Revenue which is the responsibility of the individual - the more expensive the vehicle and the thirstier it is, the higher the charge, so the personal tax liability for a big 4x4 is higher than that of a medium sized car - but then the personal benefit is deemed by the Inland Revenue to be greater as well (which is the purpose of the income tax).
In recognition of this, Operational Management have agreed to go back to BT Fleet and ask them to identify cheaper vehicles which meet the need and the best that has been offered so far is the Honda CRV. This is cheaper and more fuel efficient, so incurs a lower tax liability, but does not have such good off-road capability. This is the vehicle the RCLOs have opted for. Operational Management is not sure that this is good enough for all the situations where the Horizon team will find themselves. If management go for this vehicle the field engineers could find themselves walking the last half mile in some cases.
Operational Management do not know what vehicles will be available from BT Fleet at the time of discussions concluding, and these vary year on year depending on the deal with the various suppliers, so it is difficult for management to make a statement about what vehicle will be offered and what the personal liability will be. That is why they have stated that if personal use is not wanted they will offer the standard BT Commercial 4x4 as an alternative. At the present time this is the Shogun 4x4 or a Landrover. They have agreed to make cost comparisons and the attached spreadsheet indicates the difference in cost to the individual between the different Business Need cars which are available from BT Fleet today. Also attached is a chart showing the locations where vehicles have been requested.
Management state that if people do not want to incur this liability they can have a BT commercial vehicle.
Since these discussions began, there have been further developments in terms of what BT Fleet approves for normal business need car. This business need car has been upgraded and is now the new model Vauxhall Astra Club 1.3 CTDi 90PS version available to order in either an estate or hatchback version. Whilst the engine is only 1.3 litres in capacity, it is a more powerful engine than the previously supplied mode and it has been specified with more supportive seating including an 8 point adjustment.
Brian Healy
Assistant Secretary
Attachment 1 Attachment 2

Back to the top

537
Telewest - Union Site Representatives
The original Recognition Agreement discussions gave a commitment for annual elections for local site Union representatives. Flowing from this there is a need for both HR management locally and the Union nationally to be notified.
Could all Branches ensure that the elections that should have taken place by now or any mid-year elections are notified to my office.
It is the intent to re-elect the national negotiating forum; this comprises two reps from each of the three defined Regions. When supplying names, Branches should also indicate the function of the nominated site rep, as it is envisaged that there will be a requirement to create more than one national forum.
Brian Healy
Assistant Secretary

Back to the top

POSTAL
538
Access Standard Operating Procedures(SOPs) - National Roll-Out
Further to BOB number 23 dated the 10th June 2005 which advised branches and representatives that following trials to evaluate their content the national roll-out of the first 14 Customer Facing SOPs had been agreed. A trial of the remaining Access SOPs has now been concluded and again following national review/evaluation to ensure the content was fit for purpose these SOPs have been agreed for national deployment.
At the review all of the input from the local/divisional representatives in the trial areas was taken into account so that the SOPs were amended to our satisfaction. Branches will be aware that the issue of the approach to national roll-out, ongoing purpose/maintenance and general use of SOPs has already been clarified and jointly confirmed. This clearly established that:

The national deployment of these remaining Access SOPs is scheduled to commence from week commencing 19th September.
Any enquires 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.

Back to the top

539
Mail Centre - Phase 1 Standard Operating Procedures (SOPs) National Deployment
Further to BOB number 23 dated the 10th June 2005 which advised branches and representatives that following trials to evaluate their content the National Rollout of the first 14 Customer Facing SOPs had been agreed. The first Phased trial of Mail Centre SOPs has now been concluded and again following national review/evaluation to ensure the content was fit for purpose these SOPs have been agreed for national deployment.
At the review all of the input from the local/divisional representatives in the trial areas was taken into account so that the SOPs were amended to our satisfaction. Branches will be aware that the issue of the approach to national roll-out, ongoing purpose/maintenance and general use of SOPs has already been clarified and jointly confirmed. This clearly established that:

The national deployment of these Mail Centre SOP's is scheduled to commence from week commencing 12th September.
Any enquires regarding the content of this paragraph should be addressed to Martin Collins, Assistant Secretary, Indoor Department, quoting reference L.530.09.

Back to the top

540
Removal of Overtime Dockets - Mail Centres
Branches were advised in Bob 43 dated the 1st November 2004 of activity that had been taking place regarding changes to how extra duty would be recorded. It was explained that the new system would result in the removal of overtime dockets and the information being inputted verbally onto a modified electronic P552.
The paragraph also contained an exchange of correspondence between Bob Gibson, Assistant Secretary and Jon Millidge, Director of Employee Relations. In Bob's letter of the 1st November he detailed the union's position (i.e. that the system had not been agreed for deployment by the union), which I understand was a misconception that management were working under. Bob also requested that information on where the pilot of the system had taken place and that status quo should be applied pending further discussions.
I have now been contacted by a number of Area/Unit processing representatives who have received similar proposals to remove overtime dockets from Mail Centres and replace them with the modified system. They have been advised that no national agreement has been given for this change for Mail Centres, and that remains the position at the time of drafting this paragraph.
Representatives have reported that in some locations management are stating that this issue is non-negotiable and that they do not need any agreement to introduce this system. This is unacceptable and any representative who is approached in this fashion should bring it to the immediate attention of their divisional representative so it can be raised with territorial management if necessary.
I have contacted the business nationally regarding this issue and expressed my concern at the somewhat cavalier approach some managers are taking over a matter that could affect our members' pay arrangements in Mail Centres. I have also requested that the business cease the deployment of this system in Mail Centres until a proper trial has been carried out to identify if there are difficulties with the system that will need to be resolved. The manager responsible for the new system deployment has responded to the Union and a meeting is being arranged.
In the meantime it would assist me if all Area Processing Representative could advise the indoor department if:

If the latter is the case it would be appreciated if they could forward the local agreement that has been reached to the indoor department as soon as possible. Information can be emailed to me at mcollins@cwu.org
All enquiries regarding this paragraph should be addressed to Martin Collins, Assistant Secretary Indoor quoting reference number L.140.09.

Back to the top