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063 Harassment Complaints Database: Union Policy
064 Mandatory Equality & Diversity Training
HEALTH AND SAFETY
065 Postal Sector Annual Report 2010/11: Health & Safety Paragraph
066 BT Operate: Greenshirts TUPE from Computacenter into BT Operate and Pay 2010 067 BTMSL: DNO Drive Survey Reorganisation - Update
068 BT Security Transformation Update
069 BT Operate: First Group Contract Expiry - Measures Statement and TUPE Letter - Phoenix IT Services
070 BT Innovate and Design Transformation Briefing to CWU
071 BT Operate: Service Assurance and Single Interface Briefing
072 BT Operate: Service Assurance, Applications Support & Maintenance, Route2Learn (R2L) Admin Support
073 BT Operate: First Group Contract Expiry and First Great Western Measures Statement
074 Ericsson Managed Services: WAC Site Review
075 Postal Sector Annual Report 2010 - 2011
LETTERS TO BRANCHES
206 03/03/11 Postal Services Bill - Billy Hayes
207 03/03/11 Regional Romec Cleaner Representative - Bob Gibson
208 04/03/11 BT Operate: First Group Contract Expiry - First Great Western Update - Brian Healy
209 04/03/11 BT Operate: First Group Contract Expiry - Measures Statement and Phoenix IT Services - Brian Healy
210 04/03/11 Bucket Collection and Raffle for ACLT - Linda Roy
211 04/03/11 Just a Drop - Linda Roy
212 04/03/11 POL Industrial Action Ballot: Pay 2010 & 2011 and Future of the Crown Office Network - Andy Furey
213 04/03/11 Wales Union Learning Fund and Union Learning Fund England - Trish Lavelle
214 04/03/11 Postal Services Bill - Billy Hayes
215 04/03/11 Equality Act 2010 - Question and Answer Forms - Linda Roy
216 04/03/11 Lords Hutton IPSPC Report - Billy Hayes
218 08/03/11 Postal Services Bill in the House of Lords - Billy Hayes & Dave Ward
219 08/03/11 Mail Centre Revisions - BSI Level (85) - Unagreed Throughput Rates - Phil Browne (Acting Assistant Secretary)
220 08/03/11 Openreach - Organisational Changes - Ian Cuthbert
221 08/03/11 Control of Dogs (Scotland) Act becomes Law - New Act and Guidance Published - "CWU Bite-Back Campaign" Update - Dave Joyce
222 08/03/11 Dangerous Dogs Legislation in England and Wales - CWU 'Bite-Back' Campaign - Extension of Law to Cover Private Land - Dave Joyce
223 08/03/11 BT Operate: First Group Contract Expiry - Transition of Service Arrangements - Brian Healy
224 09/03/11 Election of: Royal Mail Divisional Representatives - 2011; Royal Mail Divisional Representatives (Substitute) - 2011; Royal Mail Divisional Chair - 2011 - Tony Kearns
225 09/03/11 Openreach Resourcing - Ian Cuthbert
226 09/03/11 Openreach - Flexible Attendance Patterns Framework Annex A - Personal and Domestic (P&D) Circumstances - Ian Cuthbert
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 representatives 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 representatives 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 representatives 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 about this paragraph should be addressed to Linda Roy, Equality Officer.
Mandatory Equality & Diversity Training
Branch secretaries are requested to ensure that any person in their branch who has CWU representative responsibilities and has not yet completed their mandatory equality & diversity training are enrolled in the courses that are planned throughout the regions in the forthcoming months.
All reps must do the training - this includes divisional reps, area reps, unit reps and branch officers. For clarification on dates please contact your regional secretary. The training has been running now for over three years and there are still a substantial number of reps who have not completed the training.
Your co-operation in this matter is greatly appreciated.
Equal Opportunities Department.
HEALTH AND SAFETY
Postal Sector Annual Report 2010/11: Health & Safety Paragraph
The Health, Safety & Environment Department has continued to support and work closely with the Postal Department over the years and has dealt with a wide range of health, safety and environment issues across all the businesses in Royal Mail Group (Royal Mail Letters, Parcelforce Worldwide and Post Office Ltd) and their sub-division business units. The Postal HSE Sub Committee has met regularly and ensures co-operation and co-ordination between the respective departments.
The Health, Safety and Environment Department has established interfaces via a number of national joint health and safety committees, steering groups and joint working parties with Royal Mail Group (Royal Mail Letters, Parcelforce, Vehicle Services, Post Office Ltd (Crown Offices) Post Office Ltd Supply Chain/CIT, Network/Distribution and Occupational Health) amongst others in order to progress issues of health, safety and environment concerns on behalf of the membership.
The department has continued widened the franchise of involvement on these bodies and involved a number of CWU safety representatives on the main joint bodies and sub committees or joint working groups on various safety initiatives, joint policy development and equipment trials working with the operational officers.
The Health, Safety and Environment Department has over the year been working on developing new health and safety strategies with the businesses and held a number of national events with RML and Network and intends to expand this approach.
The Health, Safety & Environment Department has continued its close working relationship with the HSE Utilities Group and has had regular meetings and dialogue with principle inspector Eddy Tarn.
The extensive range of health and safety work and issues covered by the department has been regularly reported in detail via CWU Letters to Branches, Branch Officials Bulletin and on the union's website.
The Health, Safety & Environment Departments LTBs and BOB paragraphs digest for 2010 was published in LTB 043/11 dated 13 January 2011.
Any enquiries should be addressed to Dave Joyce, National Health, Safety & Environment Officer quoting reference number AC2.
BT Operate: Greenshirts TUPE from Computacenter into BT Operate and Pay 2010
Clarification has been sought on how pay arrangements were operated and applied for those 11 people TUPE transferred across from Computacenter in August 2009.
There existed four separate measures statements as the impacted community were second generation transfers in some cases - namely BT, GE Capital, IBM and Computacenter. However, all of the 11 people were on the same 2010 pay review. The review was concluded in June and backdated to January 2010.
The 2010 pay review principles were applied (Pay review guidance 2010) using the UK matrix for TUPE employees.
GS 0% - 1.5%
G 0% - 3.5%
VG 0% - 5.5%
O 0% - 8%
It can be confirmed that all 11 people were reviewed in line with the above guidance based on individual performance and that increases were applied in June salaries and backdated amounts in August salary.
The Measures Statement extract (issued August 2010) is as follows:
Salary Review Date
Move to 1 June in first year backdated to 1 January.
Thereafter salaries are reviewed annually in June (paid 30 June). Base pay reflects what the external market offers for similar roles and the level of individual performance. Salary increases are based on individual capability in role and proven contribution as well as business performance and collective bargaining with the CWU.
I hope this addresses the points of clarification being sought on how the pay review is applied and will be in future.
BTMSL: DNO Drive Survey Reorganisation - Update
LTB 044/2011 gave details of a proposal to reorganise the Drive Survey team which had an overall impact on three non-members being at risk of redundancy.
Pressure was applied upon BTMSL management for an alternative approach to the normal policy that would have applied prior to the TUPE transfer. The alternative policy being requested was to initiate a voluntary release scheme and, if not delivering on the numbers, an alternative of retraining and redeployment within BT Group and/or BTMSL.
The alternative approach as identified in the attached letter has been successful and no compulsory redundancies are required.
11BOB009 t067 BTMSL Drive Survey DNO - CWU Update Letter
BT Security Transformation Update
The attached slides are fairly self-explanatory and this unit is mainly populated by managerial grades.
Also attached are slides indicating a range of materials used in a series of BT Security bullying & harassment workshops as this unit has scored highly with regards to bullying and harassment.
11BOB009 t068a BT Security Transformation Update
11BOB009 t068b BT Security Transformation Update
BT Operate: First Group Contract Expiry - Measures Statement and TUPE Letter - Phoenix IT Services
Further to LTB 074/2011, attached for the information of branches is a copy of the covering terms and conditions matrix and measures statement letter.
11BOB009 t069a BT Operate - First Group Contract Expiry - Measures Statement and TUPE Letter - Phoenix IT Services
11BOB009 t069b BT Operate - First Group Contract Expiry - Measures Statement and TUPE Letter - Phoenix IT Services
BT Innovate and Design Transformation Briefing to CWU
Attached for the information of branches is a copy of the latest briefing on the BT Innovate and Design Transformation.
This covers the resourcing dynamics to date as well as a representation of the location strategy which has been on hold and which will gather momentum following a resolution of the BT Group led review of the Home and Agile Working policy.
11BOB009 t070 BT Innovate & Design Transformation Briefing to CWU
BT Operate: Service Assurance and Single Interface Briefing
Attached for the information of branches is a copy of an internal Service Assurance briefing on the further extension of Single Interface.
11BOB009 t071 BT Operate - Service Assurance and Single Interface Briefing
BT Operate: Service Assurance, Applications Support & Maintenance, Route2Learn (R2L) Admin Support
It is the normal established practice that where more than one site is impacted in respect of planned selection exercises that head office is advised.
Whilst the impacted branches were written to on the selection process created by the planned merger of two teams (total six people) currently carrying out similar functions in application support, it was not the case that head office was advised and in particular with regards to the weightings to be applied.
Management state that during the past 12 months or so, they have achieved efficiencies across the teams through:
- Introduction of new processes and changes to the way they work.
- Increasing the amount of 'self service' available to the end user.
- Migration of certain activities away from the team through automation.
The two teams have broadly similar skills sets, and management believe each of the individuals have the capability to learn the new system requirements. Management's view is that the residual workload can be achieved through economies of scale with only a minimum short-term impact to service, and without creating a substantial additional burden to individuals. Additionally combining the two teams would support greater resilience in the team, and minimise any future issues about the ability of members to take their annual leave, which has been a concern.
However, as part of management's approach to amalgamate these two teams, the proposal is to select everyone against the C3 job role, which has been determined as the correct grade for these jobs and there have been individual anomalies with members carrying out the same grade work but are graded differently.
As a result of this exercise, anyone who moves to the CTC will do so at their current grade, but anyone remaining in post will move to C3. This could mean either through promotion, or pay and pension protection to current terms. (The current selection pool is 1 x B2, 2 x D1, and 3 x C3 on standard BT terms)
As a result of intervention by the union nationally, management are also currently looking to defer the date the individuals move to the CTC to 1 April 2011, which in addition will allow further time for handover and skills transition.
BT Operate: First Group Contract Expiry and First Great Western Measures Statement
Attached for the information of branches are copies of various polices that will apply and the latest matrix on terms and conditions of employment. Discussions have taken place around some of the policies and the following clarifies points raised in those discussions.
With regards to performance management and the application of markings there is no forced distribution in place but there is a form of levelling in use. First Great Western management have confirmed that managers have discretion to mark as appropriate.
The executive questioned rights to be accompanied within the 'investigation' procedure. First Group Western management responded that there are no rights or obligations in law and that it was not part of their disciplinary policy. In response the union pointed out that in terms of the discipline procedure there contained a reference to the investigation procedure and the ability for an individual to be accompanied. First Great Western stated that there was guidance and that it was discretionary for the manager to allow in such circumstances.
The union questioned 'Your choice' benefits scheme and that the window appeared to be closed for those transferring. First Great Western management responded that they are looking into next year's offer although that for some of the items, individuals can apply at any time.
Again there appeared to be a closed window for the 'Buy as you earn' share scheme; management have confirmed that the transferee can join immediately.
Questions were raised on their flexible working policy and management confirmed that they are currently working with their trade unions to work up the process to cover all individual policies/approach in draft at the moment.
The CWU has raised a 'fundamental issue and objection' with the approach to bereavement, in that the policy could be deemed to be homophobic (reference to blood relatives and marriage only). First Great Western cited that the approach has probably been in existence since British Rail and was lifted from that policy.
The CWU has refused to accept this policy and have requested a side letter to cover the same access arrangement for those that are to transfer as they currently have in BT. This management has agreed to do.
Finally the union raised the sick leave pay arrangements that will apply, and sought clarification after the six months full, six months half as to what happens after this period is exhausted. Management stated that employees go to nil pay and it can be confirmed that none of the transferees have entitlement to go onto pensionable pay.
11BOB009 t073a BT Operate - First Group Contract Expiry and First Great Western Measures Statement BAYE SAYE
11BOB009 t073b BT Operate - UK BT Bonus Pay 2010 - 2011
11BOB009 t073c BT Operate - First Group Contract Expiry and First Great Western Measures Statement Redundancy Pay
11BOB009 t073d BT Operate - First Group Contract Expiry and First Great Western Flexible Working Policy
11BOB009 t073e BT Operate - First Great Western T&C's
11BOB009 t073f BT Operate - First Group Contract Expiry and First Great Western Measures Statement Adoption, Maternity, Paternity & Parental leave
11BOB009 t073g BT Operate - YC Booklet
11BOB009 t073h BT Operate - First Group Contract Expiry and First Great Western Measures Statement Leave Policy
11BOB009 t073i BT Operate - First Group Contract Expiry and First Great Western Measures Statement FGW Harassment Policy
11BOB009 t073j BT Operate - First Group Contract Expiry and First Great Western Measures Statement Performance Development Guide
11BOB009 t073k BT Operate - First Group Contract Expiry and First Great Western Measures Statement - Procedure Agreement no. 3 grievance
11BOB009 t073l BT Operate - First Group Contract Expiry and First Great Western Measures Statement - Procedure Agreement no. 4 discipline
11BOB009 t073m BT Operate - First Group Contract Expiry and First Great Western Measures Statement
Ericsson Managed Services: WAC Site Review
Branches may wish to be aware of the announcement contained within the attached Ericsson internal communication.
Management will not be able to, in their minds, achieve the economies of scale and enhanced efficiency that integrated teams bring within the current physical location. They have, therefore, set in train a review for an alternative and entered formal discussions with the union. The union has sought and received assurances that the movement to a new location will not produce in itself headcount reductions. Management has also been advised that some of the impacted community have already seen their work location moved with the result of increased travel and disruption, and this should be taken into account. It has also been pointed out that consideration should also be given to a location that is easily accessible by public transport.
When there are further developments, branches will be advised.
11BOB009 t074 Ericsson Managed Services - WAC Site Review
Postal Sector Annual Report 2010 - 2011
Please note that on page 24 of the Postal Sector Annual Report 2010 - 2011 - Bobby Weatherall should be added to the list of Postal Executive members.
Any enquiries on the above should be addressed to the DGS (P) Department.
Saturday 12 March 2011: Keep the Post Public March and Rally in Gloucester. Congregate in Gloucester Park at 11am, with the march setting off at 11.30. The march will exit Gloucester Park and turn left into Park Road, at junction with Brunswick Road it will then turn right and walk towards Eastgate Street at the junction of Brunswick Road and Eastgate Street the march will then walk towards the cross into Westgate street where a rally with guest speakers will take place on the steps of Shire Hall. Speakers include: CWU SW Regional Secretary, CWU General Secretary, Tony Benn, SWTUC Regional Secretary and a number of speakers from the Anti-Cuts Organisations - individuals to be confirmed. The event is being advertised across the SW Region to CWU and Public Sector Unions/Anti-Cuts Organisations and Student Groups. Any queries on this should be addressed to the General Secretary's officeat CWU headquarters.
Monday 21 March 2011: Traidcraft Speaker Event: Raw Materials, Raw Subject. 3.00pm - 5.00pm at Congress Suites, 3 & 4, Congress House, Great Russell Street, London WC1B 3LS. Claude Kabemba of Southern African Resource Watch will discuss the EU's Raw Materials Initiative. Traidcraft are campaigning to stop the European Union stealing developing countries' valuable raw materials. Claude Kabemba is Director of the Southern African Resource Watch (SARW), one of the most active Southern NGOs working on natural resource governance. Claude will talk about how EU trade and raw materials policies prevent countries in the south from promoting their own development policies. In particular, SARW believe that the Raw Materials Initiative amounts to a new resource grab in Africa and beyond. Claude will present an overview of SARW's work, followed by a question and answer session. Find out more:www.sarwatch.org/ orwww.traidcraft.co.uk/get_involved/campaign/raw_materials/
Saturday 26 March 2011: March for the Alternative: Jobs, Growth, Justice.Assemble Victoria Embankment at 11am to march to a rally in Hyde Park. Deep spending cuts damage public services, hit the vulnerable and threaten recovery. They're dangerous, unfair and unnecessary. But there's an alternative - one that's fair, safe and sustainable: A Robin Hood tax on the banks; close tax loopholes; policies for jobs and green growth. For more information visit www.tuc.org.uk/alltogether
Monday 28 March 2011: SERTUC Pensioners Network Organising Conference. 10:30 to 16:00. This conference is free and lunch is included. To be held at Congress House, Great Russell Street, London WC1B 3LS. A day of information, discussion and organising for retired trade unionists, pensioners active in local groups, and anyone else angry about the government's plans. Speakers include: Val Shawcross (London Assembly); Neil Duncan-Jordan (National Pensioners Convention); Allison Roche (Unison); Richard Brooks (Private Eye); Nony Ardill (Equality & Human Rights Commission); Andrew Morris (NUT); Tony Lennon (SERTUC Vice President); Laurie Heselden (SERTUC Campaigns & Policy Officer). For more information contact Darren Lewis on 020 7467 1220 or visit www.tuc.org.uk/sertuc
Monday 4 April 2011: Eastern Region Retired Members' Section Committee Annual General Meeting. Will commence at 11-15am at London Region Offices 33/41 Dallington Street London EC1V 0BB. Any queries or information required contact Eastern Region Retired Members Secretary Nobby Clark on mobile 07713 155575.
Sunday 22 May to Thursday 26 May 2011: CWU Conference. Bournemouth.
If you have anything for the events bulletin page please send your contribution to:
CWU Communication Department
150 The Broadway
London SW19 IRX
Tel: 020 8971 7497
Details must arrive nine days before publication, must include contact phone number, brief summary, email and web address. Listings free, but inclusion is not guaranteed.