Tributes to Jane Loftus CWU President

Tributes to Jane Loftus CWU President

Following the extremely sad news last week of the passing of CWU President Jane Loftus, we have been working on an initial tribute to recognise the contribution Jane made to our union and the wider movement.

Therefore, on Tuesday 7th November at 10am we will hold a Branch meeting on Zoom to give the whole union the opportunity to participate in a minute’s silence.

You can register for the meeting via this link https://cwu-org.zoom.us/meeting/register/tZIsc-ihrz0pGdapGNNEJaNQy9WWU-wZPn5z

We have also opened an online condolence book where you can leave your memories of Jane and messages for her family. We will use all of the contributions to produce a book for her loved ones.

The link to the condolences page is here https://www.cwu.org/a-tribute-to-jane-loftus/

The NEC will also be considering other ways of marking Jane’s contribution, including at our annual conference.

Yours sincerely,

Dave Ward

General Secretary

Tony Kearns

Senior Deputy General Secretary

LTB 280/23 – TRIBUTES TO JANE LOFTUS CWU PRESIDENT

View Online

06/11/2023 0

JOINT STATEMENT BETWEEN PARCELFORCE WORLDWIDE AND THE CWU ON THE EXTENSION OF THE TRIAL HYBRID REWARD MECHANISM/C&D DRIVER PRODUCTIVITY INCENTIVE SCHEME FOR PEAK

JOINT STATEMENT BETWEEN PARCELFORCE WORLDWIDE AND THE CWU ON THE EXTENSION OF THE TRIAL HYBRID REWARD MECHANISM/C&D DRIVER PRODUCTIVITY INCENTIVE SCHEME FOR PEAK

In June this year, the Postal Executive cleared a document covering the trial of a Hybrid reward scheme for Parcelforce C&D drivers. This scheme was the initial step in delivering the BRT&G commitments in Appendix 3, Section 2 in relation to the development of an alternative reward mechanism for performance beyond core, one of the key commitments which had moved the business from the drive to an Owner Driver model.

Due to positive feedback in the 17 trial offices, the business approached us to extend the trial through the Peak period for all Parcelforce C&D Drivers. The extended Hybrid Reward Mechanism will therefore cover all 54 depots (all C&D non-bulk routes) across the UK, commencing from Monday, 6^th November 2023 until Friday, 12^th January 2024.

The calculated gateway total of delivered stop figures will be shared with the CWU Unit Rep and Regional Organiser before the scheme is launched. Additional workload can be carried out either within or beyond normal attendance patterns.

The gateway is based on core attendance. Additional deliveries beyond that will attract the incentive payment instead of Scheduled Attendance. Earnings will be underpinned at the appropriate SA level for the duration of the scheme. Current service levels need to be maintained during this trial extension.

We believe there is potential for significant additional earnings for our members and this is the logical next step in testing the assumptions of the alternate reward scheme. Discussions have therefore now concluded with a Joint Statement being agreed, a copy of which is attached.

For the avoidance of doubt, this is not an alternative to the Peak Incentive Scheme launched in Royal Mail, which of course was not done through agreement with the CWU. While the Royal Mail Scheme was not agreed, there is a clear anomaly that Royal Mail Group has chosen not to extend this approach to Parcelforce employees despite the fact that Quality of Service is of equal importance in Parcelforce, especially during Peak.

Given this, the department has approached the business seeking agreement with regard to the traditional Peak Weekend Coverage scheme and indeed a wider approach to incentives in the other functions within Parcelforce, especially against the backdrop of Royal Mail’s Peak Incentive Scheme.

Further updates will be given on this issue as discussions develop.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: shayman@cwu.org quoting reference: 054.13.

Yours sincerely,

Davie Robertson
Assistant Secretary

278-23 – Parcelforce Reward Scheme – 03.11.2023

Attachment – JS Extension of Hybrid Reward Mechanism Peak 2023

View Online

03/11/2023 0

JANE LOFTUS – CWU PRESIDENT

JANE LOFTUS – CWU PRESIDENT

We are deeply saddened to announce that CWU President and Chair of the Postal Executive Jane Loftus has passed away earlier today following a short illness.

This news will be extremely upsetting to us all.

Jane was a huge figure in our union over many decades and we know Branches, Representatives and members will be shocked and saddened by this news.

We will of course find an appropriate way to mark Jane’s legacy in this union in due course.

However, Jane will be remembered for her passion and commitment and for her inspirational campaigning against all forms of injustice and discrimination – both within the CWU and the wider movement.

At this moment in time our thoughts are with Jane’s husband Chris, her daughter Joanne and her family and on behalf of the whole union we offer them our heartfelt condolences.

Yours sincerely

Dave Ward
General Secretary

Tony Kearns
Senior Deputy General Secretary

LTB 279/23 – JANE LOFTUS CWU PRESIDENT

View Online

03/11/2023 0

BIG TRUST SURVEY 2023 – RESULTS

BIG TRUST SURVEY 2023 – RESULTS

Further to LTB 235/23 circulated on 13^thSeptember 2023, Branches and Representatives will be aware that we adopted a neutral position in relation to Royal Mail’s 2023 ‘Big Trust Survey’. The survey was conducted from 4^th to 24^thSeptember and we have now been provided with a copy of the headline results (attached).

Predictably, the participation rate was well down at 53%, representing a decline of 16% on the 2022 returns, when the survey activity was conducted and promoted jointly. Whilst both the Wellbeing Index and the Diversity, Equality and Inclusion scores were the same as in 2022, the Trust Index and Engagement Index scores declined dramatically. All four-headline measures were also substantially lower than the UK external benchmark figure.

These results are hardly surprising given the ongoing attitude of Royal Mail and the way our members are being treated in the workplace and their ‘we know best’ approach toward Industrial Relations. Morale is evidently at an all-time low and the continuous failures of Quality of Service and the USO only add to the crisis in confidence. The decision to bypass the CWU when compiling the questions and promoting the survey, is clearly another factor in the scores nose-diving.

I have written to Royal Mail to request a breakdown of the results by question, as well as by ROD and OPL area in order to conduct a full analysis of the feedback. Additionally, the PFW ‘Big Trust Survey’ results have only just been received and therefore a separate communication regarding this feedback will be circulated in due course.

Previously, action plans were agreed at a unit level following the joint surveys conducted during 2021 and the early part of 2022. The aim of these action plans was to improve and address some of the key issues highlighted in the survey. It is however unclear whether management intend to respond to the 2023 survey or whether the feedback will simply be ignored. Therefore, everyone should remain vigilant and ensure local management do not proceed with their own unagreed action plans arising from the survey, as without local engagement with the Union these will be rendered meaningless.

Yours sincerely

Andy Furey
A/Deputy General Secretary (Postal)

23LTB277 BIG TRUST SURVEY 2023 – RESULTS

Unagreed Big Trust Survey

View Online

03/11/2023 0

THE BRANCH OFFICERS/REPS GUIDE TO PROCESSING EMPLOYMENT TRIBUNAL CLAIMS

This briefing is to guide Branches when assisting members who are considering taking unfair dismissal/discrimination complaints to an Employment Tribunal. It replaces our previous guidance in LTB 222/2018.

Members’ Entitlements

Members are entitled to the benefits and services of the Legal Services Department as governed by National Rule 4.1.7. “Members of the Union are entitled to receive appropriate benefits and as negotiated by the Union either nationally or locally and appropriate legal services at the discretion of the NEC in accordance with published procedures”. Members should be made aware that the Union is not obliged to support any case unless we consider that it has reasonable prospects of success, i.e. 50% or more. This criterion was agreed by the Union at National Conference.

Members have the right to take a complaint of unfair dismissal or unlawful discrimination and other disputes to a Tribunal provided they meet the qualifying legal conditions. It is mandatory for members who are considering making a claim to notify ACAS first by completing and submitting an Early Conciliation form. Members should always be made aware that an Employment Tribunal hearing is not a re-run of an employer’s internal discipline procedure and no matter how much an individual may feel an injustice has occurred, any application to the Employment Tribunal must be based on facts and not simply a desire to have a day in Court. The CWU has an obligation to assist its members. However, representation will only be authorised if a case has the required merit.

Branch Officials’ Responsibilities

As Branch Officials, you are responsible for processing requests for assistance from members of your Branch. Also, the Employment Tribunal can be accessed independently by members and their advisers. Our advice is that all Branches should have at least one Officer dedicated to these issues and a procedure to facilitate efficient and timely processing of all these ET claims to the Legal Services Department. We will be happy to discuss the practicalities of this advice with Branches, recognising the various internal structures and geographical spread.

Once an approach is made for assistance, Branches should note it is not their responsibility to provide representation to any member until the Employment Tribunal application has been assessed by the Legal Services Department. Branches should assist members with the application process and, once this is complete, all documentation should be forwarded to the Legal Services Department for assessment. This instruction is important, as we have had situations where Branches have become involved in representing members within the Tribunal process and have then got into difficulty, which has resulted in our members’ claims failing and claims being made against the CWU for negligence.

Branches should note it remains the responsibility of the member to submit his or her claim/s to ACAS for Early Conciliation and any subsequent application to the Employment Tribunal via form ET1. At no point should Branches go on record as the member’s representative to either of the above bodies.

Contained within the Appendix attached to this LTB is a Branch Consultation Record document which must be used by the Branch whenever assistance is provided to members. It must be completed, signed and sent to the Legal Services Department along with any request for assistance.

Time Limits

It is vitally important that members are made aware of the time limits for submitting a claim to the Employment Tribunals. For unfair dismissal claims, the 3 month time limit begins from the effective date of termination of employment. Members should not wait for any internal appeals procedure to be completed and should proceed with ACAS Early Conciliation within 3 months less 1 day of the effective date of termination of employment.

In discrimination cases, the time limit begins from the date of the “act” complained of. Again, the ACAS Early Conciliation process must begin within 3 months less 1 day of the date of the “act” complained of.

It is the responsibility of members to lodge Early Conciliation within the relevant time scales.

Starting the ACAS Early Conciliation (EC) process

Members will not be able to make an application to an Employment Tribunal without first making a claim via ACAS for Early Conciliation. This is a mandatory requirement. Once the Early Conciliation process is completed, ACAS will issue the member with an ACAS Certificate, which contains a unique reference number and must be quoted in the ET1 form, otherwise the Tribunal will reject the application.

Members should register with ACAS, as soon as they become aware of a dispute that may lead to an Employment Tribunal claim.

The time limits for submitting a claim to the Tribunal office still apply, but will be frozen once the application for EC has been received by ACAS. This is a protected period during which time the clock is stopped with regard to the 3 month period for submitting an ET1 claim form.

The ET time limit clock restarts once the conciliation process ceases and the appropriate ACAS certificate has been issued and received by the Claimant.

In cases where a Claimant is required to participate in EC, the ordinary limitation period for their claim(s) is extended to give the parties an opportunity to engage in the process. To achieve this, the limitation clock stops for a specific period, calculated as follows

Day A = Date the claimant submits the EC form
or provides this information to ACAS by telephone) Clock stops the following day

Day B = Date the claimant receives EC Certificate
(or is deemed to receive it) Clock resumes the following day

Example 1

Claimant X is dismissed on 10 March 2023
Ordinary limitation date: 9 June 2023
4 April Claimant completes EC Form online – Day A is 4 April. The clock stops from 5 April 20 April EC Certificate sent by email – Day B is 20 April
The clock stops from 5 April to 20 April amounting to 16 days (as all days are counted)
That period is added to the ordinary limitation date of 9 June.
Limitation expires on 25 June 2023.

Example 2

Claimant X is dismissed on 10 March 2023
Ordinary limitation date: 9 June 2023
4 April Claimant completes EC Form online – Day A is 4 April.
5 April EC Certificate sent by email – Day B is 5 April
The clock stops on 5 April amounting to 1 day. That period is added to the ordinary limitation date of 9 June. Limitation expires on 10 June 2023.

Example 3

Claimant X is dismissed on 10 March 2023
Ordinary limitation date: 9 June 2023
7 June Claimant completes EC Form online – Day A is 7 June.
1 July EC Certificate sent by email – Day B is 1 July
The clock stops from 8 June to 2 July (24 days). However, because ordinary limitation would have expired between Day A and within one month after Day B, limitation is extended by one month after Day B. Limitation therefore expires on 1 August 2023.

Individuals can complete the Early Conciliation notification form electronically by contacting Acas via their website (this is their preferred option) – http://www.acas.org.uk/earlyconciliation

By telephone via their national helpline number 0300 123 1100

By posting the form to EC Notifications, ACAS (Phoenix) PO Box 10279, Nottingham, NG2 9PE

Steps our members must take

Contact ACAS as soon as possible irrespective of whether the member feels a settlement can be reached.

Provide ACAS with their contact details along with the contact details of the employer and representative

Details of the claim not needed at this stage

If the member requires CWU assistance, provide ACAS with the contact details of the Legal Services Department

If a settlement cannot be reached, then ACAS will issue an EC certificate

Members can now submit an Employment Tribunal claim form (ET1) whilst still pursuing a dispute.

Please refer to LTBs 143/2014 and 044/2015 for further information on ACAS EC.

Some claims are exempt from the requirement to submit an Early Conciliation Form. However, if in doubt, ACAS should be contacted for advice, as quickly as possible.

Authorisation of Legal Representation

In order for representation to be considered, the Legal Services Department will require our member’s ACAS Early Conciliation certificate, a copy of the ET1 claim form, the employer’s response (ET3) and all relevant internal discipline/grievance and appeal notes and decisions in order that an initial assessment can be made as to the merits of the claim. All applications will be assessed by the Employment team at Unionline who will provide written legal advice as to the merits of our member’s claim. If the advice is positive then arrangements will be made via the Legal Services Department for representation to be provided either by one of the CWU’s in-house ET Panellists or by Unionline’s employment lawyers.

In the event the legal advice is negative, the Legal Services Department will either reject the claim outright or authorise one of the CWU’s in-house ET Panellists to review the claim and where appropriate make arrangements to interview the member along with the branch officials, in order to assess the claim from an industrial viewpoint. We have adopted this approach, as there are occasions where we feel our members have been treated unfairly by the employer and there may be circumstances whereby a non-legal view is able to shed new light on our member’s claim, which, linked with the legal advice, provides us with a stronger case. If appropriate, the ET Panellist can recommend support. The final decision on providing representation will rest with the Legal Services Department.

On all occasions, Branches should resist from advising members as to the likely outcome of such assessments, as this may lead to unrealistic expectations.

Making an Application

It remains the individual’s responsibility to submit the ET1 claim form to the Tribunal office and Branches may assist members with this process. Branches must not submit the form on the member’s behalf.

Members should submit their ET1 claim form direct to the Employment Tribunal Office. Once they have received an acknowledgement that the claim has been lodged, they should send a copy of the claim form to the Legal Services Department.

Branches should note and explain to members that once the ET application has been lodged with the appropriate Tribunal office, the normal process for assessment will be made by the Legal Services Department as to the merits of the claim. A decision on representation will be made once the application has been assessed.

Online applications can be made via the website at https://www.gov.uk/government/publications/make-a-claim-to-an-employment-tribunal-form-et1

If a member is making a claim by post in England and Wales, the ET1 form can be sent to the Employment Tribunals Central Office, Post Office Box 10218, Leicester, LE1 8EG.

If the member is making a claim in Scotland, the form should be sent to: Employment Tribunals Central Office, PO Box 27105, Glasgow, G2 9JR.

Employment Tribunal Process

Once the Tribunal office has accepted the application the member will receive correspondence direct from the Tribunal and copies should be sent to the Legal Services Department. This usually happens prior to a decision being made regarding representation, and in such circumstances, the members must comply with the Tribunal orders. If the CWU is providing representation then the Union’s Solicitors or ET Panellist will notify the Tribunal Office and go on record at which point the Tribunal office will correspond direct with the Solicitors or ET Panellist.

In circumstances where a decision on representation has not yet been made, the Tribunal will still carry on with its procedures and it is at this point that Branches may need to assist the member with any Orders (instructions) given by the Tribunal office.

The following is a guide to those procedures.

If a claim is accepted by the Tribunal office, they will send a copy of the member’s ET1 claim form to the Respondent (the named employer or persons who the claim is against).

The Respondent must set out the grounds of resistance in the prescribed form, ET3, usually within 28 days, and send it back to the Tribunal office.

As soon as possible after the ET1 and ET3 have been accepted by the Tribunal, an Employment Judge will carry out an initial consideration of the documents to confirm whether there are arguable complaints and defences that can be considered by the Tribunal.

The Employment Judge may seek further information from the parties before reaching a decision. The Tribunal Judge may set a date for a Preliminary Hearing.

There are two types of Preliminary Hearings, known as,

Case Management Discussions (CMD), and

Pre Hearing Reviews (mini hearing) (PHR).

Branches should note that the Legal Services Department would not expect Branch Officials to attend PHRs, as decisions can be made on the day regarding the merits of the case. If a PHR is listed the Legal Services Department will make every effort to ensure the member has suitable advice.

If, however, a CMD is listed, Branches should be able to assist our member.

A CMD is usually called to explore the issues of a case and set a timeline for the progression and administration of the claim by the Tribunal. The CMD can be arranged as a face to face meeting with the Judge, which is held in private, or, as in many cases, as a telephone conference.

A key part of the CMD is the need to complete a form known as Agenda For Case Management At Preliminary Hearing, which will be sent by the Tribunal office.

The form has to be completed by the Claimant and the Respondent. This form can be an agreed form with the Respondent (this is usually not possible), or, as two separate forms, which should be sent to the Tribunal Office and the Respondent/s no later than 2 days before the Preliminary Hearing.

It is essentially a time-tabling exercise, which enables the Tribunal to set dates by which pieces of work need to be completed in advance of the claim going to a full Tribunal Hearing.

Completing the form is an important part of the process, because it will prepare the member for the hearing, and the questions asked enable both parties to concentrate on the relevant issues, which include the correct name of the parties, the complaint, documents relied on, witnesses to be called, dates to avoid and the remedy (this will require the completion of a separate form known as the Claimant’s Schedule of Loss). Copies of both forms are attached at the appendix.

There are a number of specific case management powers the Employment Judge has, which include,

Power to order disclosure of documents and information

Power to order production of witness statements

Power to compel the attendance of a person at a hearing ( witness order) Power to add, substitute or remove a party from the proceeding

Power to strike out all or part of a claim or response

Power to make an unless order (can strike out the claim if either party fail to respond)

Power to make a deposit order (This is a monetary payment that a party has to pay if he/she pursues a weak claim)

Power to deal with nonpayment of a deposit order.

CLAIMANT’S SCHEDULE OF LOSS

This document is the one which causes our members the most concern, as it details the amount of compensation they wish to claim, as part of any settlement.

Most of the details required should already be available to our members, such as their basic pay, length of service, notice period, loss of earnings, etc.

The awards fall into 2 categories, as follows :-

Basic Award

Compensatory Award

These awards are calculated, applying a detailed formula, as detailed below. Some areas are more difficult to quantify, such as future pension loss. It is important to understand that the information supplied in the schedule of loss is only an estimate of what our members feel they are entitled to claim and, if they are unsure what amount to put down or if the figure is inaccurate, it does not matter, as details can be added later. In any case, it will be the Employment Judge who decides the level of compensation to award.

Basic Award

This is calculated in the same way as a statutory redundancy payment as follows:-

1½ weeks’ pay for each year of employment in which the member was not below the age of 41;

1 week’s pay for each year of employment in which the member not below the age of 22; and

½ a week’s pay for each year of employment not within either of the above

The following should be noted:

For dismissals after 6^th April 2023, a week’s pay is currently capped at £643 per week (gross); The maximum basic award is for a period of 20 years – the maximum award therefore being 20 x 1.5 x £643 = £19,290. Usually, the weekly cap is changed each year, so the member must check the weekly rate that was in place at the date of dismissal.

Compensatory Award

This award compensates for loss of earnings flowing from the unfair dismissal.

Bonus and commission payments will be included in any sum for loss of earnings, as well as basic salary.

The award is essentially based on the net loss of earnings and employment benefits until the member has found, or can reasonably be expected to find, alternative employment at a similar rate as previously.

Benefits include (but are not limited to)

pension losses;
loss of a company car;
loss of health insurance and life assurance;
bonuses

The loss of other contractual benefits may also be taken into consideration. There is a cap on the compensatory award for unfair dismissal claims, which currently stands at £105,707 or one year’s salary, if that is lower. This cap is usually increased at the beginning of April, so the member must check the figure in place at the time of dismissal.

Pre Hearing Review (PHR)

Preliminary Hearings are mini hearings, which may be held in public and either at the Employment Judge’s request or an application of one of the parties involved, to determine any preliminary issue, for example:

Decide whether to strike out the whole or part of the claim or response
Any substantive issue which may determine liability
An issue as to jurisdiction (has the claim been submitted within the agreed time limits)
Whether the employee was dismissed or not
Whether the claimant was an employee; or
Whether the claimant was disabled

A Tribunal must give 14 days’ notice if a Hearing is to determine a Preliminary issue and in all other cases, the tribunal must give reasonable notice.

Once the Preliminary Hearing has been concluded, the Tribunal will issue Case Management Orders, which will be sent direct to the member (the Claimant), or, a decision, depending on what the Hearing was called to determine. These Orders will detail what action need to be taken by the Claimant and/or the Respondent and the time scales for doing so. These Orders include requests for Further and Better Particulars of the Claimant’s claim, requests for Further and Better Particulars of the Respondent’s claim, the date upon which witness statements need to be exchanged between the Claimant and the Respondent, the date for disclosure of any relevant documentation, which can include medical notes and reports which are to be relied upon, the date and time for the preparation of the Tribunal bundle and a date and duration of the Tribunal Hearing.

Branches should be aware that there are consequences for the non-compliance of such orders, which will include a fine being imposed upon the person being in default. Non-compliance could lead to the claim being struck out.

In any event, if you are unsure about any issue contained within this guide, please contact the Legal Services Department, who will provide the necessary assistance.

Details contained within this LTB are for information purposes only and members should be made aware that it is not given as qualified legal advice. Such legal advice can only be provided by a solicitor.

If you have any further enquiries regarding the above then please contact Mr. Tony Rupa, Head of Legal Services, Communication Workers Union, 150 The Broadway, London, SW19 1RX. Telephone 0208 971 7444 or via email trupa@cwu.org

Yours sincerely

Tony Rupa

HEAD OF LEGAL SERVICES

Useful sources of information : www.justice.gov.uk/tribunals/employment | www.acas.org.uk | www.equalityhumanrights.com

Attachments :

LTB 275 2023 – THE BRANCH OFFICERS & REPS GUIDE TO PROCESSING EMPLOYMENT TRIBUNAL CLAIMS

LTB 275/23 – Attachment to Guide to Processing ET Claims

View Online

02/11/2023 0

National Stress Awareness Day 2nd November 2023

National Stress Awareness Day 2^nd November 2023

National Stress Awareness Day was set up by the International Stress Management Association, with the mission of raising awareness of the effects of psychological distress in the workplace and strategies to address it. The day also aims to reduce the stigma of stress in the workplace.

Millions around the UK experience stress and it is damaging to our health and wellbeing. For example, at some point in the last year, 74% of us have felt so stressed that we have felt unable to cope (Mental Health Foundation).

Stress is the feeling of being under too much mental or emotional pressure. When you are stressed, your body releases stress hormones such as adrenaline and cortisol.

We all know what it is like to feel stressed and being under pressure is a normal part of life. But becoming overwhelmed by stress can lead to mental health problems or make existing problems worse. Stress Awareness Day highlights the ways that stress can affect people and what you can do to manage your stress before it becomes a problem.

Stress awareness however is not a ‘one-day issue’ but an on-going, long-term issue. The Health Safety and Environment Department at CWU HQ continues to prioritise and spotlight mental health, wellbeing, anxiety and stress as key issues, working with organisations and charities, to promote great resources and useful information.

Overview

Most people feel stressed sometimes.
Some stress can be helpful. Too much stress may make you ill.
Stress affects everyone differently, but there are common signs you can look out for.
There are many different causes of stress. Stress is not an illness itself. But it can make you unwell if it is very bad or if it lasts a long time.
You might not be able to avoid stress but there are things you can do to manage it.

About – What Is Stress?

Stress is the feeling of being under too much mental or emotional pressure. When you are stressed, your body releases stress hormones such as adrenaline and cortisol.

Stress is your body’s reaction to help you deal with pressure or threats. This is sometimes called a “fight or flight” response. Your stress hormone levels usually return to normal once the pressure or threat has passed.

A small amount of stress can be useful. It can motivate you to take action and get tasks completed. It can also make you feel alive and excited. But too much stress can cause negative effects such as a change in your mood, your body and relationship issues.

Signs And Causes Of Stress

Stress affects different people in different ways. Below is a list of some of the common signs. Some of these things will not apply to you. You may have other signs of stress that are not listed – these are common examples provided by the ‘ReThink Mental Health’ Charity.PhysicalMentalBehaviourHeadachesWorry about future or pastCryingSweatingImagining the worstEating more or lessStomach problemsBeing forgetfulBiting your nailsMuscle tension or painNot concentratingAvoiding othersFeeling tired or dizzyFeeling irritableSleep problemsSexual problemsRacing thoughtsRushing tasksFast heartbeatGoing over and over things in your mindDrinking or smoking moreDry mouthMaking mistakesBeing irritableShort of breathFeeling lowBeing snappy

What Causes Stress?

Almost anything that affects your daily life, work or relationships can cause stress. Even seemingly small issues can cause stress if they go on for a long time. Some people are more affected by stress than others. It can depend on factors such as your personality, upbringing, your work and home life.

Situations or events that seem positive can cause stress, such as having a baby or getting married. If you feel stressed in these situations you may struggle to understand why. You may not feel that you can talk to anyone about your feelings or struggle with guilt. But feeling stressed in these situations is very common.

Below are some examples of things than can cause stress (ReThink Mental Health).SituationEventNot having a jobGetting married or divorcedNot sleeping wellBeing diagnosed with an illnessMoney worriesMoving houseWork problemsHaving a job interviewBeing bulliedSomeone close to you passing awayProblems looking after childrenBeing evicted from your homeHealth issuesLeaving hospital after a long stayFamily or relationship problemsGoing to courtNot having a routineGoing to a benefits assessment

Are Stress & Mental Illness Linked? And Can Mental Illness Cause Stress?

Having a mental illness could cause stress for many reasons such as:

Being stressed by your job and work issues,
having to give up work because you are unwell,
spending too much money when you are unwell and getting into debt,
having issues with welfare benefits,
being discharged from mental health services but don’t feel ready,
not getting on well with your doctor, care coordinator, or anyone else involved in your care,
being worried about how long it will take you to recover from your illness,
not knowing how to manage your symptoms, or
being worried about side effects if you are taking medication.

Can Stress Cause A Mental Illness?

Stress is not an illness itself, but it can lead to you becoming unwell. For example, if stress lasts for a long time it can lead to anxiety and depression. Experiencing a very stressful or traumatic event could cause post-traumatic stress disorder (PTSD).

Stress can make an existing mental illness worse, such as causing a psychotic relapse.

You may use alcohol or drugs to deal with your stress. But if you do this on a regular basis you may need to seek support. Using alcohol or drugs in the short-term may help you to cope. But it may make your mental health worse in the long term.

Self-help – How Can People Help Themselves?

There are things that people can do to help reduce the symptoms of stress. This is also known as self-care. There isn’t a set process for where you should start, or what you should do, everyone is different. You may need to try different things until you find what works for you.

Stress Diary

If you don’t know what is causing your stress, it might help to keep a ‘stress diary’ for a few weeks. It may help you to identify things that you may be able to change.

You could write down when you feel stressed. You should include what happens just before or after you feel stressed.

It could also help you to identify things which can make you unwell. These things are known as ‘triggers.’ Identifying your triggers can help you to have more control over your stress levels.

Get Practical Advice

You may be able to take steps to change the cause of your stress. There are lots of places you can get practical advice on different issues. An advice service may be a good place to start. They may be able to support you and give advice to solve an issue. There are details of different organisations that give practical advice and ‘Useful Contacts’ below.

Manage Your Money

Money can cause many different issues such as poverty, debt and relationship problems.

Making a budget sheet could help. This will help you work out what you can afford to pay.

If you are worried about your debts, there are places that you can get advice and support, such as StepChange, Citizens Advice and National Debtline. Their contact details can be found below.

Plan Your Time

If you plan your time this can make you feel more in control of things. Here are some ideas that could help you do this:

Write lists of what you need to do,
Prioritise the most important tasks,
Share tasks with others if you can,
Don’t put things off, and
Set yourself steps and goals for complicated tasks.

Talk To Someone – ‘Let’s Talk’

Telling someone how you are feeling may help with stress. It can help to ‘offload’ your worries. You may feel comfortable talking to someone you know. Or you might prefer to talk to someone who doesn’t know you. You could call an emotional support line or see a counsellor. There are some emotional support lines at the bottom of this page.

Stress Risk Assessment

Employers have a legal duty to protect employees from stress at work by doing a stress risk assessment and acting on it. The CWU has national agreements with all the major

employers on both individual and group stress risk assessments. Members suffering the effects of stress are encouraged to ‘talk’, approach their Union Rep, Safety Rep, Mental Health First Aider or Ambassador to seek help, support and assistance without delay should they need help at work of feel in crisis.

Make Lifestyle Changes

Limit Your Caffeine Intake
Coffee, tea, energy drinks and chocolate contain caffeine. Reducing your caffeine intake could help you sleep better. Especially if you reduce it in the evening. You could have herbal tea, a warm milky drink or warm cordial instead.

Exercise
Exercise can relieve stress. It can also help you to stay healthy. There are lots of ways to exercise, and people enjoy different things. You could try cycling, walking, running, team activities or going to the gym. Doing housework or gardening is also a way to exercise.

Get Enough Sleep
If you’re dealing with stress you may struggle to sleep well. If you don’t get enough sleep this can cause problems such as poor concentration and low mood. Long term sleep issues can lead to mental health problems such as anxiety and depression.

If you struggle with sleep, you can try to:

talk to your doctor,
refer yourself for talking therapy, or
practice sleep hygiene.

Sleep hygiene means things like:

having a regular bedtime routine,
only using your bed for sleep,
exercising regularly but avoiding lots of exercise too close to bedtime,
cutting down on caffeine, especially in the evening,
making the place you sleep in a comfortable temperature,
making sure the place you sleep is dark,
not using your phone or computer immediately before bedtime, and
making sure that the place you sleep is tidy.

Eat A Balanced Diet
Eating a healthy balanced diet is good for your mental and physical health.

You can get more information on exercising, sleeping and eating a balanced diet from the NHS. You can find this by following this link: www.nhs.uk/live-well/

Do Something Nice For Yourself Every Day
It is important to do some things because you want to, not because you have to. This could include reading a book, watching a film or eating something you enjoy.

Online Resources
There are websites which give information about how to manage your mental health. There are also websites which explain how you can use cognitive behavioural therapy (CBT) techniques to improve and manage your mental health. These can also be used for dealing with stress.

NHS: www.nhs.uk/oneyou/every-mind-matters/
Mood Gym: www.moodgym.anu.edu.au/welcome/new/splash;
Mood Juice: www.moodjuice.scot.nhs.uk;
Live life to the Full: www.llttf.com/index.php?section=page&page_seq=8&;
Psychology Tools: www.psychologytools.com/

Practice Mindfulness
Mindfulness is a type of meditation to help you to be aware of the present moment and pay attention to it. This can help to deal with symptoms of stress, depression and anxiety. You may be able to find online mindfulness courses through YouTube or apps.

Use Relaxation Techniques
Relaxation can help you to deal with stress and stop you from getting stressed. Some people relax using meditation, aromatherapy or yoga.

Can The Doctor Help?

You can speak to your GP if you are struggling to cope with stress. Struggling to cope with stress may include the following:

You are struggling to do everyday things.
You have stopped looking after yourself.
You are taking more time off work.
You have thought that life is not worth living.
You are using drugs or alcohol to cope with how you feel.
You have felt very low or hopeless for 2 weeks or more.
You no longer enjoy anything.
You are having panic attacks.

It may help you to write down a list of the main points and questions that you want to discuss with your GP. This can be helpful if you are feeling anxious or worried.

If you have kept a stress diary you could take this with you. See the previous section for more information about a ‘stress diary.’

Your GP could offer:

self-help advice,
stress management classes,
talking therapy,
medication, or
support groups in your area.

Further Reading – Books

You can find books about how to manage stress from your local library. Or you can buy books or audio books from online websites such as Ebay or Amazon. If you are not sure what books to try you could read customer reviews. This may help you to decide where to start.

Further Information, advice, guidance and support – See the following A-Z List of organisations for Stress, Anxiety and Mental Health

Alzheimer’s Society

Provides information on dementia, including factsheets and helplines.

Telephone: 0300 222 1122 (Monday to Friday, 9am to 5pm and 10am to 4pm on weekends)
Website: www.alzheimers.org.uk

Anxiety UK

Charity providing support if you have been diagnosed with an anxiety condition.

Telephone: 03444 775 774 (Monday to Friday, 9.30am to 5.30pm)
Website: www.anxietyuk.org.uk

Bipolar UK

A charity helping people living with manic depression or bipolar disorder.

Website: www.bipolaruk.org.uk

CALM

CALM is the Campaign Against Living Miserably, for men aged 15 to 35.

Telephone: 0800 58 58 58 (daily, 5pm to midnight)
Website: www.thecalmzone.net

Men’s Health Forum

24/7 stress support for men by text, chat and email.

Website: www.menshealthforum.org.uk/beatstress.uk

Cruse Bereavement Care

Telephone: 0808 808 1677 (Monday to Friday, 9am to 5pm)
Website: www.cruse.org.uk

Rape Crisis

To find your local services phone: 0808 802 9999 (daily, 12pm to 2.30pm and 7pm to 9.30pm)
Website: www.rapecrisis.org.uk

Mental Health UK

They provide information on managing work related stress. You can find this by following the link: www.mentalhealth-uk.org/best-working-life/

Mental Health Foundation

Provides information and support for anyone with mental health problems or learning disabilities.

Website: www.mentalhealth.org.uk

Mind

Promotes the views and needs of people with mental health problems.

Telephone: 0300 123 3393 (Monday to Friday, 9am to 6pm)
Website: www.mind.org.uk

No Panic

Voluntary charity offering support for sufferers of panic attacks and obsessive compulsive disorder (OCD). Offers a course to help overcome your phobia or OCD.

Telephone: 0844 967 4848 (daily, 10am to 10pm). Calls cost 5p per minute plus your phone provider’s Access Charge
Website: www.nopanic.org.uk

OCD Action

Support for people with OCD. Includes information on treatment and online resources.

Telephone: 0845 390 6232 (Monday to Friday, 9.30am to 5pm). Calls cost 5p per minute plus your phone provider’s Access Charge
Website: www.ocdaction.org.uk

OCD UK

A charity run by people with OCD, for people with OCD. Includes facts, news and treatments.

Telephone: 0333 212 7890 (Monday to Friday, 9am to 5pm)
Website: www.ocduk.org

PAPYRUS

Young suicide prevention society.

Telephone: HOPElineUK 0800 068 4141 (9am to midnight, every day of the year)
Website: www.papyrus-uk.org

Refuge

Advice on dealing with domestic violence.

Telephone: 0808 2000 247 (24-hour helpline)
Website: www.refuge.org.uk

Relate
They are a charity who provide relationship counselling. They can provide counselling over the phone, live chat, webcam or face to face. You have to pay a fee to use Relate. If you want to contact them with a general enquiry or book an appointment, you will have to find your nearest Relate and give them a call through their website.

Website: www.relate.org.uk

Rethink Mental Illness

Support and advice for people living with mental illness.

Telephone: 0300 5000 927 (Monday to Friday, 9.30am to 4pm)
Website: www.rethink.org

Samaritans
Available 24 hours a day. They provide confidential support for people in emotional distress or despair. They offer a non-judgemental service and can be contacted by telephone, letter and e-mail. There’s also a face-to-face service available at their local branches.

Telephone: 116 123
Email: jo@samaritans.org
Website: www.samaritans.org/

SANE

UK mental health charity aiming to improve the quality of life of anyone affected by mental illness. Emotional support, information and guidance for people affected by mental illness, their families and carers.

Telephone: 0300 304 7000. 4:30pm -10:30pm everyday
Email: through the website
Website: www.sane.org.uk

Textcare: comfort and care via text message, sent when the person needs it most: www.sane.org.uk/textcare
Peer support forum: www.sane.org.uk/supportforum

Support Line
Offers help to people on any issue. They provide non-judgemental, confidential support and advice to help you to find ways of coping with a particular problem. They can also be contacted by post and email. Helpline opening hours vary.

Telephone: 01708 765200
Email: info@supportline.org.uk
Website: www.supportline.org.uk

YoungMinds

Information on child and adolescent mental health. Services for parents and professionals.

Telephone: Parents’ helpline 0808 802 5544 (Monday to Friday, 9.30am to 4pm)
Website: www.youngminds.org.uk/

Abuse (child, sexual, domestic violence)

Wellness Recovery Action Plan (WRAP) Plus. (Formerly living without Depression and Manic Depression)

The Wellness Recovery Action Plan® or WRAP® is a self-designed wellness process. You can use a WRAP to get well, stay well and make your life your own. It was developed in 1997 by a group of people who were searching for ways to overcome their own mental health issues and move on to fulfilling their life dreams and goals.

Website: www.mentalhealthrecovery.com

Alcohol Misuse

Alcoholics Anonymous

A free self-help group. Its ‘12 step’ programme involves getting sober with the help of regular face-to-face and online support groups.

Telephone: 0800 917 7650 (24-hour helpline)
Website: www.alcoholics-anonymous.org.uk

Al-Anon

Al-Anon is a free self-help ‘12 step’ group for anyone whose life is or has been affected by someone else’s drinking.

Telephone: 0800 0086 811 (daily, 10am to 10pm)
Website: www.al-anonuk.org.uk

Drinkline

A free confidential helpline for people worried about their own or someone else’s drinking.

Telephone: 0300 123 1110 (weekdays 9am to 8pm, weekends 11am to 4pm)

National Association for Children of Alcoholics

Providing information, advice and support for everyone affected by a parent’s drinking.

Free Helpline: 0800 358 3456

Email: helpline@Nacoa.org.uk

Website: https://nacoa.org.uk/

SMART Recovery UK

SMART Recovery UK face-to-face and online groups help people decide whether they have a problem with alcohol and drugs, build up their motivation to change, and offer a set of proven tools and techniques to support recovery.

Telephone: 0330 053 6022 for general enquiries about SMART Recovery UK (9am to 5pm, Monday-Friday)
Website: smartrecovery.org.uk

Debt

National Debtline
Provides free, independent and confidential advice about debt. You can contact them over the telephone, by e-mail or letter.

Telephone: 0808 808 4000. Monday to Friday 9am to 8pm and Saturday 9.30am to 1pm
Address: Tricorn House, 51-53 Hagley Rd, Birmingham B16 8TP
Webchat: through the website
Website: www.nationaldebtline.org

StepChange
Provides free, confidential advice and support to anyone worried about debt. You can contact them over the telephone or online.

Telephone: 0800 138 1111. Monday to Friday 8am to 8pm and Saturday 8am to 4pm
Address: Wade House, Merrion Centre, Leeds, LS2 8NG
Webchat: through the website. Monday to Friday 8am to 8pm and Saturday 9am to 2pm
Email: through the website
Website: www.stepchange.org

General

Citizens Advice
Offers free, confidential, impartial and independent advice. They advise on benefits, housing, debt and other issues face-to-face or over the phone or webchat. Most areas of the country have a local Citizens Advice service. Search on their website for your local service.

Telephone England: 03444 111 444
Telephone Wales: 03444 77 20 20
Website: www.citizensadvice.org.uk

Royal Mail Group Stress Awareness Day Factsheet

Royal Mail Group has issued a Factsheet for Stress Awareness Day which highlights the support and resources available for colleagues and their families (see attached).

Attachments:

Work Stress Handbook – (UK National Work Stress Network)
Stress How To Cope Guide – (ReThink Mental Health)
Taking To Someone Who May Be Suicidal Guide (Zero Suicide Alliance)
Managing Stress And Building Resilience In The Workplace booklet (Mental Health UK)
Support And Resources Available For You And Your Family (Royal Mail Group Stress Awareness Day Factsheet)

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 271/23 – National Stress Awareness Day 2 November 2023

Workstress Handbook – UK National WorkStress Network

stress-how-to-cope-factsheet

Zero-Suicide-Alliance-Booklet-talking-to-someone-who-might-be-suicidal

Managing-stress-and-building-resilience-in-the-workplace-MHUK

RMG Stress_Awareness_Day_FINAL

View Online

02/11/2023 0

Membership Subscription – Retired & Retired Associate Members – from 1st January 2024

Membership Subscription – Retired & Retired Associate Members – from 1^st January 2024

CWU Rule 11.5.2 contains the following instruction:

The rate for retired and retired associate members shall increase on 1 January each year by the same percentage increase as the known CPI at the time.

The known rate for CPI is currently 6.7% therefore in accordance with the rules of the union from 1^stJanuary 2024 the membership subscription rates for Retired and Retired Associate Members will be as follows:CWU Contribution RatesWeekly ContributionsMonthly Contributions– from 1 January 2024“I” Rate £“O” Rate £“I” Rate £“O” Rate £Retired Members1.701.507.376.50Retired Associate Membersn/an/a5.694.82

Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary’s Department on telephone number 020 8971 7237, or email address sdgs@cwu.org.

Yours sincerely,

Tony Kearns
Senior Deputy General Secretary

23LTB276

View Online

02/11/2023 0

ROYAL MAIL PEAK INCENTIVE SCHEME (UNAGREED)

ROYAL MAIL PEAK INCENTIVE SCHEME (UNAGREED)

Further to LTB 260/23 circulated on 20^th October, Branches and Representatives will be aware Royal Mail issued communications on Friday 27^thOctober as to how and when their Peak Incentive scheme would work. This was followed by a Zoom call ‘Incentive scheme broadcast’ on Monday 30^thOctober.

Of course the Union is not averse to meaningful opportunities for our members to earn additional money, we nonetheless have serious concerns about elements of the design and specifically the targets for the Peak Incentive scheme.

We fundamentally believe the primary focus must be to ensure the delivery all year round of the necessary Quality of Service and USO performance. These crucial areas have to be properly addressed for the long term and not just the short term. The company have not acted in good faith with regard to section 2.5 of the BRT&G Agreement, or indeed the related National Joint Statement on Improving Quality of Service and USO Compliance and have merely paid lip service to those commitments contained within them.

Accordingly, we have grave reservations as to whether the Peak Incentive payments will be achievable for many of our members, particularly where there has been Executive Action surrounding revisions that have evidently failed. The Peak Incentive scheme therefore remains unagreed and we will of course continue to challenge Royal Mail’s unacceptable Executive Action policy and their lack of proper engagement and adherence to the IR Framework.

We have formally written to Royal Mail seeking clarification as to how units which are severely under-resourced will be able to achieve targets that are understandably viewed as simply unobtainable as a consequence of the serious recruitment and retention situation. Furthermore, we have questioned whether sufficient vehicles are in place to ensure dedicated parcel routes (am & pm), collections and core routes will be undertaken in a way that supports the achievement of the Peak Incentive targets.

With regard to upstream areas, although the Scheme references National Targets any payments are determined by the performance of Delivery Units and there is little or no opportunity for members in Mail Centres, RDC’s, Air Hubs, Distribution or Network Drivers to directly influence the level of achievement for their unit or payments received.

The position of the Union is clear in respect of the following:

Nobody should be forced to work beyond their duty as unpaid time to achieve the Peak Incentive payments.
There should be no detrimental impact on normal overtime arrangements.
In all units including Mail Centres and RDC’s, normal peak Scheduled Attendance and overtime arrangements will hold the field as a prioritisation ahead of external resource.

Branches and Representatives should ensure compliance with the above, which should be monitored and challenged where necessary through the Weekly Resourcing Meetings with any points of disagreement being highlighted and progressed through the Dispute Resolution Procedure with escalation via Area and Divisional Reps, this includes where there is refusal from management to hold these weekly meetings.

Whether the unagreed Peak Incentive scheme delivers any tangible financial benefit to the vast majority of our members is still far from clear. Where there are units that simply cannot achieve the targets set by Royal Mail through no fault of their own, Branches must provide a detailed report highlighting all of the issues causing this to happen and send to Fiona Kelk – fkelk@cwu.org; This important activity will assist us in fully evaluating the Peak Incentive scheme and will help to gather evidence of the workplace realities in challenging Royal Mail’s blanket targets.

Finally, it has been confirmed by Royal Mail that the monies associated with the Peak Incentive scheme are over and above the Christmas supplement and the underpin payment (former ColleagueShare) and these will continue to be paid in the normal way.

Yours sincerely

Andy Furey Davie Robertson
A/Deputy General Secretary Assistant Secretary

Mark Baulch Carl Maden
Assistant Secretary Assistant Secretary

LTB 272/23 – PEAK INCENTIVE SCHEME (UNAGREED)

View Online