CWU, North East Region, North East Number 1

Doncaster & District Amalgamated Branch

To view the following agreements you will be required to enter a username & password. The latter will be rolled out to CWU IR Reps etc in the near future, but in the meantime, contact your Branch Secretary for access details.

National Agreements
8th March, 2010

Business Transformation, 2010 and Beyond

The most recent national agreements affecting pay and efficiency savings:
- Royal Mail Dispute – Interim Agreement 6th November 2009
Click here for the 2009 pay hand book

Below is listed the main agreements and terms and conditions, click on the underlined title to see the full agreement.
- Achieving Standards: This agreement clarifies the standards and makes changes to the conduct and attendance procedures and must be read in conjunction with both national agreements.
- Apprenticeship Scheme: This agreement introduces a new apprenticeship scheme which is aimed at 16 to 22 year olds and should deliver a recognised NVQ qualification.
- Attendance in transport emergency: This agreement is based on an old postal instruction and sets out what individuals should do if they are unable to attend their normal place of work because of adverse weather conditions and transport emergencies.
- Attendance Procedure: This is the national agreement on the attendance procedure and must be read in conjunction with the Ill Health Retirement Procedure, and the subsequent Ill Health Retirement and Managing Long Term Sick Absence, the Rehabilitation Process and the Managers Guide to Managing Sick absence, in addition there is also the OHS referral guidelines. Also included in this section is a policy document dealing with the miss-use of Alcohol and drugs together with the group guidance documents.
- Bullying and Harassment Procedure: This policy document should be read in conjunction with the flowchart and process together with the investigating managers guide and the appeals managers guide. You must read the CWU's advice to CWU Reps on dealing with harassment...
- Career Breaks: This is Royal Mail's policy document as contained within the personal framework and dictates the terms under which individuals can apply for career breaks or family friendly working.
- Collection Bar Coding: 1995 agreement introducing collection bar coding
- Collection Routing Tool: This is a joint statement on the introduction and use of the collection routing tool in the distribution function that was signed in December 2004.
- Conduct Code: This is a full version of the national conduct code agreement and should be read in conjunction with the subsequent amendments, on mail integrity and suspension, it was also amended by the achieving standards national agreement. In addition you should also read the agreement on POID taped interviews.
- CWU Release Guidelines: This is Royal Mail policy document for representatives release and should be read in conjunction with the IR Framework agreement. You will also find a copy of the official union release form which you can print off.
- Door to Door Agreement: full copy of the special report issued in February 1996 containing the final agreement on door to door household deliveries, number of contracts per week and payment scales. See also the 2005 agreement on a one off, special enhanced door to door contract.
- Efficiency Agreement February 06: The official agreement designed to return elements of the savings made in each office revision into a national pot to increase the wage settlement in 2006.
- Efficiency Agreement Phase 2 September 06: The sequel to the above original efficiency agreement and that resolved the outstanding issues on pay and extended the life of the agreement to March 2007.
- Election Material: National Agreement introducing a standard rate for the delivery of election material.
- Framework for negotiations on Road Traffic Directives: A national agreement on the framework of talks that need to take place at national level regarding the impending changes in driving legislation, including the new speed restrictions and drivers hours.
- Grievance Procedure: The grievance procedure is distinct from the harassment and bullying procedure and should be read in conjunction with the official guidelines.
- Health and Safety Representatives: National Agreement setting out the terms and condition for the introduction of recognised Health and Safety representatives, should also be read in conjunction with the national agreement on the reporting of accidents.
- High Visibility and Cycle Helmets: National Agreement introducing the compulsory wearing of high visibility garments and cycle helmets, non-compliance by individuals can be considered to be a conduct issue under health and safety.
- ID Cards - National Agreement: New agreement in 2006 that introduces identification cards and key card entry into all Royal Mail offices.
- Ill Health Retirement Procedure,: national agreement on the definition, process and compensation available to both ill health retirement with lump sum and ill health retirement with immediate pension - should be read in conjunction with the attendance procedure and the subsequent Ill Health Retirement and Managing Long Term Sick Absence
- Individual Performance Standards: National Agreement which introduced one-minute standard performance checks.
- Individual Performance Standards in Delivery Offices: New agreement in 2005 clarifying the performance standards in delivery offices.
- Induction and Coaches: National Agreement, 2005 on the role of the workplace coach, definition of role and responsibilities, selection process and introducing a £30 fully pensionable weekly allowance, it also introduces a standard induction process for all new entrants.
- IR Framework agreement 2005 : See also, the original IR framework agreement 1992, and the amended IR framework agreement 1995, further information can be found at CWU Release Guidelines, official union release form, the IR framework is the national agreement on the structure and conduct of industrial relations between Royal Mail and the CWU, Improving industrial relations is also linked to Moving our relationship forward agreement and the 2006 Shaping the future agreement.
- Mails Integrity - amendment to conduct code introduced in 2006 in respect of delay to mail, safeguarding the mail, changes made in response to demands by the regulator. Should also be read in conjunction with the agreed joint brief and which includes the statement signed by all delivery and collection staff.
- Managing the surplus framework agreement: After a number of meetings with the business to discuss the incorporation of the various amendments made to MTSF in recent years into a single revised MTSF document. The attached document, which also incorporates small changes to reflect current organisation and practice, is the final version and incorporates all previous changes made to the agreement since 2003. You should note that Appendix 10 on “Re-employment after Redundancy…” did not form part of the original MTSF agreement between CWU and RMG, but was noted by the union as management policy. This appendix, unlike the rest of the document, remains simply a management policy. It seems sensible, however, to include it in the document to ensure awareness. RMG has also produced a number of standard forms associated with the agreement, on which we have been consulted. The intension is to ensure that there is a common approach from all managers in dealing with MTSF issues.
- Maternity Leave: Royal Mail personal framework policy on maternity leave conditions and pay. See also the official Royal Mail Policy on Paternity Leave (includes request form) and also see general guidance notes for all issues relating to parental rights.
- Moving our relationship forward: national agreement seeking to introduce the strategic involvement process and supplements the IR Framework agreement.
- National Work plan - terms of reference: national agreement on the changes to clearance plans and network routes.
- Occupational Health Referral Guidelines: Royal Mail policy guidelines on business referrals to OHS to be read in conjunction with attendance procedure and Ill Health Retirement Procedure,
- Packet Stamping: National Agreement and standard working methods on horizon packets received via collections and PO counters.
- Pay and major change December 2003: National Agreement introducing single daily delivery and improve performance within mail centres, should be read in conjunction with SDD agreement.
- Pay and performance in mail centres 2003: Companion agreement to SDD agreement, changes to net work and mail centre performance.
- POID Interviews: National Agreement on Post Office investigation department tape recording of interviews under Police and criminal evidence act. To be read in conjunction with conduct code.
- Re-Engineering delivered traffic measurement: Major new, 2006 agreement on the changes to measuring delivery traffic to align the process in mail centres under the MIST system.
- Reporting of Accidents: National Agreement which resolved the issue of the business not forwarding copies of accident forms to H&S representatives.
- Resourcing Jobs - Way Forward: National Agreement on the how duties are filled and what constitutes full office resign etc, supplements the National Way Forward Agreement.
- Shaping our Future 2006 agreement: National Agreement resolving the outstanding issues on pay in 2006 and committing to conclusion of talks on new attendance procedure and door to door, also relates to IR framework agreement and 2006 efficiency agreements.
- Simplified Sorting: National agreement on the restructuring of outward and inward primary, reducing the number of secondary outward primary roads.
- Single daily delivery: replaces the 1998 national agreement on delivery issues and introduces the consolidation of £26.28 as part of the introduction of single daily deliveries, introduces the 12 step process to delivery revision and also covers changes to mail centre and distribution.
- Special Leave: Royal Mail Policy Document on all types of special leave from bereavement to time off for medical appointments.
- Suspension - amendment to conduct code: introduced due to changes in employment law and now means suspension from duty is with Pay - removing Royal Mail's ability to suspend without pay.
- Total Productive Maintenance: National Agreement introducing changes to machine operators and introduce weekly pensionable allowance for additional maintenance tasks.
- Transport Review enabling agreement 2003: National agreement covering changes to network, cessation of rail mail and RDC's.
- Training Partnership: National Agreement covering work time learning, pathfinder and starting post.
- Uniform and Dress Standards: National Agreement on uniform clothing and how it should be worn.
- Variable pay data capture system - electronic recording of overtime: 2005 guidelines on the introduction of new electronic recording of overtime, removing the need for manual entry data on overtime dockets.
- Walk Sequencing - Trial agreement introducing the new walk sort machines into six centres, should be read in conjunction with the original Terms of Reference (July 2005) for walk sequencing.
- Way Forward: major agreement introduced in 2000 which sets the terms and condition of all aspects within Royal Mail, including pay and allowances, meal breaks, working time, annual leave, duty selection, five day working, shorter working week. The Way Forward is a large agreement covering every area and spawned a number of detailed pay directives which significantly affect the terms and conditions of our member's - these pay directives have been agreed by default and are now accepted practice. The most significant of these are Allowences: Reserved Rights Payments: Seniority: Shift Payments: and finally - Clarification on swaps and rotations.
- Working Time - joint statement 2001: joint statement on requirement for time off, i.e. 10 hours between attendances and 24 clears hours off per week.

Professional Drivers Agreement 2007

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