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The following motions were all passed at the Postal Industry Conference, Liverpool 2008
Motion 1 – Carried Conference agrees that the joint working group (3) within phase (4) of the pay and modernisation agreement (Future Working) looks at developing proposals to introduce a shorter working week as one of the benefits of introducing new technology into the business. This Conference instructs the incoming Postal Executive to mobilise an immediate campaign of the membership to highlight the needs to achieve a shorter working week as part of any final agreement on future working within the industry. If it is not possible to achieve a reduction of the shorter working week to a 35 hour week within these negotiations then the campaign shall continue and will be ongoing until we reach our goal of a gross 35 hour week with no loss of pay. This campaign should include Voice articles, Leaflets, Posters, Postcards, Reps briefing materials, Website articles, Podcasts, Organised meetings of the membership and Reps throughout the country, Individual Letters to members via HQ or Branches etc This list is not exhaustive. The Postal Executive is instructed accordingly. Leeds No.1 Amal Newcastle Amal North East Divisional Committee Motion 2 – Accepted This Conference instructs the incoming Postal Executive to seek an agreement on Quadrant Pay on the following lines. 1. Obtain the maximum pay increase possible. 2. Increase in the London Weighting payment. 3. Any pay increase shall flow through to all overtime and allowances. 4. Reduction of the working week to 35 net working hours. 5. All increases to be fully Pensionable. 6. Increase Full Paid Maternity Leave from 39 weeks to 1 year. 7. Introduction of a week day hourly overtime rate that is no lower than the hourly rate of pay. 8. Look to introduce a Saturday hourly premium overtime rate. 9. Continue to progress policy on child care/carers/family friendly provisions as part of the pay agreement. This list is not exhaustive. If negotiations are not completed by 1st July 2009 the Postal Executive shall consider implementing a ballot of the membership under National Rule 13. The Postal Executive is instructed accordingly. Kent Invicta Motion 3 – Carried This Conference instructs the incoming Postal Executive to enter into formal discussions with Vehicle Services to achieve a shorter working week of 35 hours. The Postal Executive is instructed accordingly. Merseyside & South West Lancs Motion 10 – Carried Conference instructs that in view of the increased responsibilities and workload of OPGs in Delivery Offices and Mail Centres who perform admin type work as follows: · DOM Support · Enquiry/Caller Office · Priority Service Office · Resourcing Unit · Traffic Office etc That the work is re-graded to a level equivalent to LA1. This will also help provide a career structure for postal workers. The Postal Executive is instructed accordingly. Greater Manchester Amal Motion 12 – Carried This Conference instructs the incoming Postal Executive that the pre-agreed allowance that is paid to the Apprentice Mentor is up rated to reflect the commitment of these individuals who ensure that the Apprentices reach the required standards set by Vehicle Services. The Postal Executive is instructed accordingly. London Regional Motor Transport Motion 13 – Carried This Conference instructs the incoming Postal Executive to give their full support to all RoMEC employees who have their pay stopped, where the business has failed to inform the individual that pay will be stopped as a result of outstanding absence cover. Currently a system has been introduced to inform those where cover is still outstanding due to absence, however if this system fails to address the issue of genuine cases whereby individuals have pay stopped prior to notification being given then the Postal Executive will pursue this and ensure an agreement is in place to inform all RoMEC employees prior to pay being stopped, as soon as possible. The Postal Executive is instructed accordingly. South & East Thames Amal Motion 177 – Carried This Conference instructs the incoming Postal Executive that agreement is reached with Royal Mail that the overpayments procedure applies to all pay issues including any overpayments made due to retrospective application of unpaid special leave e.g. if an individual is absent from work and paid his normal pay and the absence is later classed as unpaid special leave the monies owed are retrieved using the overpayments procedure and not taken as one lump sum because it was special leave.
The Postal Executive is instructed accordingly. York & District Amal Motion 14 – Accepted Conference instructs the incoming Postal Executive to renegotiate the procedure on the recovery of overpayments as detailed in LTB 288/2004. Changes secured in the negotiations’ must strengthen the position for our members by paying particular attention to the provision of the law of estoppel. Conference recognises that estoppel is part of the law of equity, and that the current procedure in situ does not satisfactorily represent our members in reflecting this element of common law as part of this collective procedure. The Postal Executive is instructed accordingly. Eastern No.4 Motion 15 – Accepted Conference notes with concern the unfair practice of denying employees of Royal Mail sick pay even where they have suffered an industrial injury/disease or an assault on duty. Therefore, this Conference instructs the incoming Postal Executive to negotiate an agreement whereby sick pay is paid in the first 12 months of service where absences have been caused by any of these reasons. The Postal Executive is instructed accordingly. Greater Manchester Amal Motion 17 – Carried This Conference instructs the incoming Postal Executive to negotiate an agreement with Parcelforce Worldwide on the introduction of an assigned special responsibility allowance payment for the transport duty in Depot to reflect the extra responsibility the transport duties have taken on since the introduction of the Road Transport Act. The Postal Executive is instructed accordingly. London & South East Regional Parcels Committee Motion 20 – Accepted This Conference instructs the incoming Postal Executive that agreement is reached with Royal Mail that removes the difference between ex PHG and ex Postman shift allowances. This to be achieved by raising the level of the allowances to the higher rate. The Postal Executive is instructed accordingly. York & District Amal Motion 21 – Carried Conference agrees that the use of Man & Van type Couriers in some areas of the Country is leading to a loss of Customer Service and public perception of Parcelforce Worldwide. The increasing use of external resource is being driven by the difficulty to recruit and retain employees in some areas of the country, therefore, in line with the 2007 pay agreement, the incoming Postal Executive is instructed to enter into urgent negotiations with Parcelforce Worldwide on the reintroduction of a difficult recruitment and retention payment. The Postal Executive is instructed accordingly. Kent Invicta Motion 23 – Accepted Conference notes that the Schedule Attendance hourly rate has fallen dramatically over the recent pay deals against the value of our current hourly rate. This Conference instructs the incoming Postal Executive to negotiate a revised S/A hourly payment that is more reflective of making a contractual obligation. The Postal Executive is instructed accordingly. Essex Amal Motion 26 – Carried Conference notes with concern the lack of progress in concluding the full terms of the Romec engineering and admin 2007 pay award. The issues of payment of allowances whilst on annual leave, overtime multiplier reinstatement, gas remuneration, admin grading restructuring, bonus payments and 9 day fortnight engineers assimilation are all outstanding. This Conference instructs the incoming Postal Executive to use all means necessary, up to and including industrial action, to conclude these outstanding issues as soon as possible. The Postal Executive is instructed accordingly. Solent South Wales Motion 27 – Accepted The Postal Executive is instructed to negotiate an agreement with Parcelforce Worldwide on the introduction of local CWU graded trainers. The agreement should ensure those taking up the role receive full training and receive the appropriate allowance. The Postal Executive is instructed accordingly. Kent Invicta Motion 28 – Accepted Conference agrees that both Scheduled Attendance and overtime cash rate values shall never be less than the basic hourly rate equivalent. The Postal Executive is instructed accordingly. Eastern No.4 Motion 31 – Accepted Conference agrees that separate pay bargaining for individual business units in central functions has resulted in a variety of pay rates for CWU members and welcomes the move of P&OD Services and Finance Operation from Royal Mail Group to become part of Royal Mail Letters. Conference agrees that it is the best interests of members in these units for future pay negotiations to be conducted as part of the Royal Mail Letters pay Claim. The Postal Executive is instructed accordingly. Coventry Area Midlands Divisional Committee Northamptonshire Amal Motion 33 – Carried Conference notes with extreme concern the statement contained in Letter to Branches 240/08 (Pay & Modernisation - Royal Mail) that part time employees will only receive payment of the Phase 2 linked £400 ColleagueShare lump sum on a pro-rata basis based on conditioned hours. Conference agrees that this unexpected and unwelcome announcement has caused great anger amongst part time members and caused real difficulties for CWU Representatives in the workplace. Conference further notes that the Pay and Modernisation Agreement expressly does not state that the £400 payment would be on a pro-rata basis for part time employees. Conference further notes that ColleagueShare is the successor to the Royal Mail Group Share in Success Scheme, and the lump sum payment in that scheme was not pro-rata for part time employees. Furthermore, Conference recognises that the £400 lump sum is payment arising from all employees in an office/unit entering into a commitment relating to flexible working and also delivering on that commitment. Conference notes that part time members are not expected to be part committed to flexible working, e.g. employees on a 20 hour contract would only be expected to flex by 15 minutes not 30 minutes. Part time employees will be required to be fully committed to their office/unit flexibility plan. Conference therefore agrees that all part time employees covered by this agreement should receive the £400 lump sum relating to Phase 2 in full. Furthermore, Conference agrees that any ColleagueShare lump sums that may be payable in the future should be paid in full to all eligible employees regardless of contractual or conditioned hours. The Postal Executive is instructed accordingly. Coventry Area Midlands Divisional Committee Northamptonshire Amal Motion 34 – Accepted Conference agrees that the incoming Postal Executive negotiate with the employer, that all meal relief’s for Professional Drivers in Network over 45 minutes are paid breaks. The Postal Executive is instructed accordingly. Eastern No.5 Motion 36 – Carried This Conference instructs the incoming Postal Executive to enter into immediate negotiations for the introduction of enhanced, payment for attendance on Christmas and New Years Day for the Professional Drivers Grade in Royal Mail Network. This can be in the form of either an enhanced hourly rate or as an additional lump sum payment. The Postal Executive is instructed accordingly. Scotland & Northern Ireland Regional Parcels Committee Emergency Motion 12 – Carried
Emergency Motion 11 – Accepted
Emergency Motion 6 – Accepted
Emergency Motion 10 – Accepted
Motion 47 – Carried Conference is concerned that the new Industrial Relations Agreement for ROMEC has reduced the ability for our cleaning members to be represented in their work places. This Conference instructs the incoming Postal Executive should enter into immediate negotiations to ensure that where there are no cleaners representatives in place then the previous interfaces, i.e. Area Reps and Divisional Reps will be recognised by ROMEC. The Postal Executive is instructed accordingly. London Divisional Council London West End Amal Northern/North West London Motion 48 – Accepted Conference agrees that the Weekly Resourcing meeting is now a fundamental task that our local/shift representatives need to perform. To assist our representatives with this weekly assignment, it is agreed that the incoming Postal Executive will develop a generic weekly resourcing work aid tailored for each function. The purpose is to provide support to our representatives; it will also ensure that there is a common approach to this topic across the industry. The Postal Executive is instructed accordingly. Eastern No.4 Motion 51 – Carried This conference condemns the misapplication of the bullying and harassment procedure and the corrupt investigations in a number of cases manufactured against the CWU in the workplace, most noticeably in Burslem. These actions are nothing more than union busting tactics being deployed by Royal Mail to target areas of poor industrial relations. This conference is committed to protecting each workplace from bullying and harassment and agrees the following; 1. That a review be conducted at a national level, independently chaired, into the attacks against the CWU in the workplace by Royal Mail carried out under the guise of bullying and harassment. 2. That a fundamental review of the bullying and harassment procedure be conducted to achieve; - a role for the CWU at the earliest point and a role throughout and not just at the conclusion of a Royal Mail investigation. - contact made at Divisional Level immediately when a complaint is made against a CWU Representative or when consideration is being given to a formal investigation against a Representative. 3. An end to the corrupt sham of so called ‘independent’ harassment investigators, who are nothing other than Royal Mail managers from a different location, and a return to bullying and harassment issues being dealt with in the workplace by the appropriate manager and CWU Representative. 4. Launch a bullying and harassment awareness campaign amongst the membership highlighting Royal Mail’s union busting tactics. The Postal Executive is instructed accordingly. To be moved by: Midland No.7 To be seconded by: Midlands Divisional Committee Anglia Divisional Committee Coventry Area Eastern No.3 Eastern No.5 Eastern No.6 Essex Amal Gloucestershire Amal London Divisional Committee Northamptonshire Amal Northern/North West London South East London Postal & Counter Motion 52– Carried Conference agrees that the current Bullying and Harassment policy document discriminates against employees on the basis of integrity, openness and independence of the procedure. This Conference instructs the incoming Postal Executive to re-negotiate a satisfactory agreement with the employer to enshrine the integrity, openness and independence of the procedure. Furthermore Conference insists that the new agreement should include the following; 1. Competent, trained investigators 2. A section on breach of confidentiality 3. No reference to any recommendation based on the balance of probabilities without clear evidence to support that decision. 4. All claims of bullying and harassment to be recorded with CWU HQ Equal Ops Department. 5. A direct support help-line for members that are either complainant or respondent. 6. A truly independent appeals process to be heard by a manager senior to the investigator and conduct managers. This list is not exhaustive. A new Bullying and Harassment Procedure to be presented to branches no later than December 2008. The Postal Executive is instructed accordingly. East Lancs Amal North Wales/North West Divisional Committee Motion 56 – Carried Conference agrees that the move to a motion based conference has been a benefit to the membership in setting policy for the year ahead. Conference however notes that this has meant that no record is now kept of how the Postal Executive have dealt with motions that are carried. Conference therefore agrees that in order to assist branches with formulating motions for Annual Conference that the Postal Executive publish as part of the Annual Report to the Postal Constituencies, details of activity undertaken in respect of policy carried. The Annual Report shall be published prior to the closing date for motions to forthcoming Postal Conferences. The Postal Executive is instructed accordingly. Western Counties
Motion 57 – Carried Conference notes that due to other priorities the Postal Executive reform consultation document from 2007 has not been progressed in any shape or form. Conference however agrees that a reform of the Postal Executive is long overdue and needs to be concluded as soon as possible. This Conference instructs the incoming Postal Executive to bring this matter to a conclusion at the earliest possible opportunity and agree a process for branches to endorse the final document. The Postal Executive is instructed accordingly. Bristol & District Amal South Wales & South West Divisional Committee Motion 58 – Accepted This Conference instructs the incoming Postal Executive to introduce a Branch best practice document for Postal Branches, similar to that already introduced by the TFSE. The document, and adherence to it, shall be monitored on a regular basis. The Postal Executive is instructed accordingly. Leeds No.1 Amal Newcastle Amal North East Divisional Committee Motion 61 – Accepted This Conference agrees that in light of the recent major changes and business led initiatives that have and are taking place within the Royal Mail Group, i.e. Mail Centre Reviews, Pegasus etc, that a moratorium be negotiated with Royal Mail in regards to the National Review of Quadrant Services. The Postal Executive is instructed accordingly. Kent Invicta Motion 63 – Carried Conference recognises and is disgusted that cleaning members employed by RoMEC are regularly put into personal financial difficulties due to serious flaws in the arrangements for paying overtime and allowances etc. Examples of cleaners not receiving their overtime and allowances payments for weeks and sometimes months are common across the country. This practice must be ended as a matter of urgency. Conference agrees that the Postal Executive seek examples of these underpayments from Branches and the RoMEC cleaning reps and make representations to senior RoMEC managers and develop a scheme to ensure these members receive payments as soon as possible, normally within 1 week, in the event of an error occurring. These payments should be made available through the BAC system directly into their bank account or a Giro Cheque, which can be cashed. The Postal Executive is instructed accordingly. Gloucestershire Amal Motion 64 – Carried Conference notes that the level of fuel costs in some parts of the country now results in some members effectively subsidising Romec’s operation. This Conference instructs the incoming Postal Executive to negotiate a process with Romec to ensure that members are fairly compensated for actual fuel costs incurred whilst going about their duties. This applies only to refunding of legitimate expenses, and is in no way a precedent for regional pay. The Postal Executive is instructed accordingly. London Postal Engineering Motion 66 – Accepted This Conference instructs the incoming Postal Executive to seek an agreement with Quadrant on the introduction of career breaks. The agreement should at least match the best policy across the Royal Mail Group. The Postal Executive is instructed accordingly. Kent Invicta Motion 67 – Carried Conference instructs the incoming Postal Executive to negotiate with the employer, an insurance policy that compensates Royal Mail group drivers who lose their driving licence or have to come off driving duties due to ill health. The policy should reflect the loss of pensionable pay suffered by the individual for a period of 10 years or until normal retirement age which ever is soonest. The Postal Executive is instructed accordingly. Eastern No.5 Motion 68 – Carried This Conference instructs the incoming Postal Executive to negotiate with Royal Mail in order to establish one standard contract of employment that will apply to all future employees whilst protecting the rights of members already employed on the various contracts of employment that Royal Mail have applied in the past. The Postal Executive is instructed accordingly. South East Divisional Committee Motion 69 – Carried Conference notes: 1. That Royal Mail no longer has an effective Equal Opportunities policy. 2. That the advice on Royal Mail's website refers to "Diversity" and compliance with the law. 3. That the government have recently merged the bodies overseeing all the legislation regarding discrimination into the Equality and Human Rights Commission. 4. That diversity and human rights are issues affecting individuals, whereas Equal Opportunities policies offer collective agreements that can be monitored and negotiated. Conference Believes: 1. That there is no active promotion of Equal Opportunities by Royal Mail. 2. That "Diversity management" is not the same as Equal Opportunities and as such is not in the interest of our members. 3. That the Union should play an active role in pushing our own Equal Opportunities agenda with the employer. Conference Resolves: 1. To push for and participate in the creation of an effective Royal Mail Equal Opportunities policy. 2. To monitor the outcomes of any such policy. The Postal Executive is instructed accordingly. Mount Pleasant International Motion 72 – Carried This Conference instructs the incoming Postal Executive that agreement is reached with Royal Mail that any proposed national agreements on pay, conditions, work procedures etc are subject to impartial scrutiny by the Plain English Campaign in order to minimise misinterpretation of meaning and so improve clarity of understanding. The Postal Executive is instructed accordingly. York & District Amal Motion 75 – Carried This Conference instructs the incoming Postal Executive to urgently negotiate, that within the Attendance Procedure, the following;- That no NHS, Hospital, G.P., Specialist Medical Practitioner or Dental appointments will be counted as a sickness within the procedure. Nor will Management put obstacles in the way of staff attending said appointments. The Postal Executive is instructed accordingly. South West Middlesex Amal Motion 76 – Carried Conference agrees that the current Appeals Manager system in place in Royal Mail to hear appeals against dismissal and action short of dismissal is unsatisfactory because: § Many of the current Appeals Managers are below the grade of the manager who dismissed in cases where they are hearing the appeal. § Many of the current Appeals Managers are not of an equivalent grade or rank that would allow them to dismiss employees, and yet they hear appeals against such decisions § Many of the current Appeals Managers have inherent conflicts between their ‘normal’ job, which may involve giving guidance, advice and direction to managers dealing with individual cases and their appeal role, in hearing cases where they may have previously given advice. Conference agrees that when an employee has been dismissed or subjected to serious discipline they are entitled to expect an appeal hearing where the Appeals Manager will be as ‘independent’ as is possible, and that the current arrangement do not provide that. This Conference instructs the incoming Postal Executive to instigate negotiations with Royal Mail to replace the current appeals arrangements with an appeal arrangement that provides the maximum independence of Appeals Managers, who are also of a suitably high enough grade to give members and representatives confidence that they have the authority to overturn dismissing managers decisions where justified, and whose ‘normal’ day job does not include work that seriously conflicts with their appeal role. The Postal Executive is instructed accordingly. Midlands Divisional Committee Motion 77 – Carried This Conference instructs the incoming Postal Executive that Royal Mail is operating an unagreed 90 day internal target within P & ODS for dealing with and the completion of appeals against dismissal, the 90 days commencing on receipt of an appeal notice by the Gateway. The application of this unagreed target is causing members distress and anxiety due to suffering unreasonable delays in receiving the outcome of their appeals. Therefore Conference agrees any new National agreement covering Conduct & Attendance will include the following: 1. That the unagreed internal target will cease. 2. That a hearing will be arranged within 2 weeks ( up to serious warning) or within 4 weeks (for major penalties) and employees will be notified in writing of time, place and the manager dealing with the appeal at least 5 working days beforehand. 3. Exceptionally where a appeal can not be arranged within the terms of (1) e.g. because the period of notice is insufficient, or an adjournment for further investigation is required or for some other material reason then the period of notice will be extended for the appeal to be heard and decision conveyed. The Postal Executive is instructed accordingly. Anglia Divisional Committee Motion 78 – Accepted Conference notes with concern the lack of an appeal process at stages 1 and 2 of the Romec Attendance Procedure as applied in Romec. This situation has allowed many managers to abuse the procedure by not using their discretion or taking into account any mitigation put forward. This Conference instructs the incoming Postal Executive to negotiate the right to appeal against decisions made at stages 1 and 2 of the attendance procedure. The Postal Executive is instructed accordingly. Solent Motion 79 – Carried Conference agrees that the application of the attendance procedure is causing grave concern to our members. Managers are often including Accidents on Duty and Disability absences when issuing warnings. In addition to this mitigation is being ignored. Managers are using intimidation tactics to frighten our members to return to work prematurely when off sick. This cannot be allowed to continue. The PEC is therefore instructed to challenge Royal Mail on their current unagreed Attendance Procedure with the aim of achieving a fair and non intimidatory process in line with the ACAS guide lines. In the meantime the PEC are instructed to sanction, where justified, any ballot request which branches submit in relation to the application of the attendance procedure. The Postal Executive is instructed accordingly. Merseyside Amal North Lancs & Cumbria North Wales/North West Divisional Committee Motion 80 – Carried Conference agrees that in certain circumstances the immediate payment of lump sums under the ill health retirement agreement is not in the best interests of those members who have appealed against ill health retirement. Conference therefore instructs the Postal Executive to negotiate a change to the agreement that allows individuals the option to delay payment of any lump sum pending the outcome of any appeal. The Postal Executive is instructed accordingly. Leicestershire Motion 81 – Carried Conference acknowledges that the use of rehabilitation representatives inside the attendance procedure is vital in order to facilitate a return to work for members who have been on long term sick leave. Conference notes with concern that Royal Mail are not using this facility correctly and are undermining the process in order to either force our members back to work or to terminate their services. This Conference instructs the incoming Postal Executive are therefore instructed to reach an agreement which includes the following : 1. The recognition of a CWU Rehabilitation Representative within every postcode area. 2. A commitment to review all long term sick absence on a regular basis with the full involvement of the recognised CWU Rehabilitation Representative. 3. A commitment to fully utilise all means possible in order to facilitate an individual’s return to work. This to include things such adjustments as a reduction in hours, a change of shifts, relocation to other workplaces, relocation to other work areas, relocation to other business units. 4. A commitment to fully exhaust the procedure prior to any steps being invoked In relation to Ill Health Retirement. This list is not exhaustive. The Postal Executive is instructed accordingly. South & East Thames Amal Motion 83 – Carried This Conference agrees that the incoming Postal Executive enter into negotiations to obtain an agreement which lays out time limits within the RML Attendance Procedure between the absence that triggers a Stage 3 interview and the date of the said interview. The agreement shall include the proviso that if the standard is broken that the individual shall revert to a Stage 2. The Postal Executive is instructed accordingly. Eastern No.5 Motion 85 – Carried This Conference instructs the incoming Postal Executive to seek agreement with Royal Mail which addresses their failure to adhere to the spirit and intent contained within section 5 paragraph; 2 of the Royal Mail Conduct Code Agreement. Their failure has meant that the remedial approach by Management contained within the agreement is being replaced on almost every occasion by punitive action. Therefore the Postal Executive shall seek agreement with Royal Mail that ensures that the spirit of the agreement is adhered to and where Management move straight to the Conduct Code they must at the interview stage provide written reasons why remedial action at the time was not considered appropriate. The Postal Executive is instructed accordingly. Kent Invicta Motion 89 – Accepted This Conference instructs the incoming Postal Executive that they will ensure that there will be a review of pensions benefits following each three yearly valuation. The Postal Executive is instructed accordingly. Leeds No.1 Amal Newcastle Amal Motion 90 – Accepted Conference recognises the value that pensions seminars gave our members prior to retirement which enabled them make decisions based on their finances in a more informed way This Conference instructs the incoming Postal Executive to make all possible representations to Royal Mail in order to resurrect the pensions seminars for all members prior to retirement. The Postal Executive is instructed accordingly. Essex Amal Motion 91 – Carried Conference agrees that the current Lone Working Policy, in place, in Royal Mail does not suitably protect members that are expected to unlock delivery offices alone overnight. The policy currently in place leaves opportunity for the employer to decide if the practice is safe or not. The Postal Executive must negotiate a policy with the employer, which does not allow members to unlock secured offices alone. The Postal Executive is instructed accordingly. South Central No.1 Motion 92 – Carried This Conference instructs the incoming Postal Executive to review the standard of protection provided for those members involved with the operation and investigation of any CBRNE (Chemical, Biological, Radioactive, Nuclear and Explosive) incidents and laboratories Currently there are concerns that the Personal Protective Equipment provided is wholly inadequate for the task. A full and comprehensive review of the Risk Assessment and Safe Systems is essential to ensure that our members are confident their health and safety is paramount. The Postal Executive is instructed accordingly. Glasgow & Motherwell Motion 93 – Carried That Conference recognises the risks to health presented to CWU members by the orange fluorescent ink currently in use within Royal Mail. This Conference instructs the incoming Postal Executive to put into place a mechanism whereby all incidents of health problems associated with the orange fluorescent ink are recorded and registered nationally and stored for future reference. The register will be confidential and should record the member's details, workplace, and the fullest details of any medical problems and/or symptoms experienced. The Postal Executive is instructed accordingly. Meridian Motion 94 – Carried Conference agrees that there are concerns across the business of the limited number of First Aiders. This Conference instructs the incoming Postal Executive to explore ways with the business of providing a reimbursement of hours/time to first aiders to encourage more volunteers. The Postal Executive is instructed accordingly. Solent Amal Motion 95 – Carried This Conference believes there is an increase in the number of members who are diagnosed, as having Repetitive Strain Injuries (RSI) and that Royal Mail does little to prevent RSI in the workplace. Therefore the incoming Postal Executive are instructed to make representations to Royal Mail with the intent to ensure they conduct full and adequate Risk Assessment in relation to RSI. A fully trained competent person must carry out these risk assessments. The Postal Executive is instructed accordingly. Gloucestershire Amal Motion 97 – Accepted The Postal Executive is instructed accordingly. Eastern No.6 Motion 98 – Carried This Conference agrees that at this moment in time the use of the GP letter is not in the best interests of our members. Therefore the Postal Executive is instructed to give no agreement to the use of the GP letter. Any attempt by the Royal Mail Group to use the GP letter will be resisted using all means necessary up to and including a Rule 13 ballot. The Postal Executive is instructed accordingly. South East Divisional Committee Motion 220 / 226 – Carried This Conference instructs the incoming Postal Executive to enter into urgent talks with Royal Mail over the unagreed issuing by managers of blameworthy letters following our members accidents on duty. The Postal Executive is instructed accordingly. Harrow & District Romford Amal Motion 102 – Carried This Conference instructs the incoming Postal Executive to act to remedy the current inequality within Royal Mail's current Maternity & Paternity Leave policies, when comparing CWU grades & CMA/Management grades. Maternity Leave: The majority of CWU grades are currently entitled to 18 weeks paid Maternity Leave compared to the 26 weeks with pay CMA Grades enjoy. Paternity Leave: The majority of CWU grades with over 1 year’s service are currently entitled to: 1 weeks’ full basic pay, followed by 1 week’s Statutory Paternity Pay (SPP). By contrast CMA/Management grades with over 1 year’s service currently enjoy: 2 weeks’ full basic pay and assigned allowances. There is clear inequalities between the policies of the two grades. The Postal Executive is instructed to begin negotiations immediately to bring all CWU grades up to the same level of entitlement as the CMA/Management grades. The Postal Executive is instructed accordingly. Birmingham District Amal Northamptonshire Amal Wolverhampton District Amal Motion 103 – Accepted This Conference agrees that the current paternity leave arrangements within Royal Mail are unsatisfactory in that they are disadvantageous when an individual’s paternity leave coincides with a bank holiday. The Postal Executive are therefore instructed to negotiate a change in the current paternity leave arrangements which enables for a credit to be made to an individual’s paternity leave should it coincide with a bank holiday. The Postal Executive is instructed accordingly. South & East Thames Amal Motion 104 – Carried This Conference instructs the incoming Postal Executive to achieve a Christmas Agreement, no later than the end of October 2008, this will include, Saturday 27th December 2008 will be a non service day. This will be achieved by what ever means necessary. The Postal Executive is instructed accordingly. South East Wales Amal Motion 105 – Accepted This Conference instructs the incoming Postal Executive to pursue an agreement to allow Royal Mail staff to take Annual Leave throughout the Christmas Pressure period. The Postal Executive is instructed accordingly. Bradford and District Amal South Central No.1 Motion 106 – Accepted This Conference instructs the incoming Postal Executive to ensure that the current National Agreement on annual leave is retained. However, Conference also recognises that there are increasing pressures being placed upon this National Agreement by Royal Mail and therefore Conference accepts the need to provide new publicity to the contents of the Annual Leave Agreement and include within this process workshops for local reps to assist them in negotiating locally on the application of this National Agreement within Royal Mail. The Postal Executive is instructed accordingly. South East Divisional Committee |
