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No. 057/24 Dear Colleagues, Royal Mail/CWU Joint Communication Covering Seasonal Variation (RMG/CWU Business Recovery, Transformation and Growth Agreement – Appendix 1) Peak Period Christmas 2024 Further to LTB 017/14 (Letter To Branches) issued on 15th January, which covered the Business Recovery, Transformation and Growth Agreement – RM/CWU Joint Statement – Section 2.5 (Improving Quality of Service) and RM/CWU Joint Communication on Seasonal Variation. Branches and members will recall that the Joint Communication on Seasonal Variation issued with this LTB also included the following outstanding point: It is also agreed that the peak period for 2024, where full time employees will typically increase their hours to 39 hours, will be reduced to a period of 5 weeks. Both parties will jointly agree the dates for the 5 week period by 31st January 2024. Accordingly, we have now reached an agreement with Royal Mail on the dates for this 5-week period, which is set out in this attached further Joint Communication. To confirm, the agreed arrangements for Seasonal Variation and the Christmas/Peak period of 2024 will run from Monday 18th November (week 34) and will end on Sunday 22nd December (week 38). This communication also confirms that this peak period of Seasonal Variation will apply as it did last year (September to December of 2023), whereby Full-timers (including 35-hour contracts) will see a 24 minutes per day variation increase applied before their start time. Part-timers will see a 10 minutes’ variation before their start time. The conclusion of this Joint Communication now closes down this outstanding aspect and equally confirms that attendance patterns between the Eves will not be affected in terms of applying the ‘high-season’ changes of Seasonal Variation. Any queries to the content of the above please contact the Outdoor Department reference 532, email address: JRODRIGUES@cwu.org. Yours sincerely, Mark Baulch CWU Assistant Secretary LTB 057.24 RM CWU Joint Communication Covering Seasonal Variation Peak Period Christmas 2024 Royal Mail CWU Joint Communication Covering Seasonal Variation – Peak Period Christmas 2024 (Signed V)

No 058/24 Dear Colleagues, Save Clapham Crown Post Office – March and Rally – Saturday 10th February This Saturday at 10:30am, a march and rally will be held in the campaign to save Clapham Common Crown Post Office. In the aftermath of the Horizon scandal and following some excellent local work, we are anticipating a large turnout from the local community, politicians and the media.  It is vital this is matched by CWU members and representatives. On this basis, we are asking as many Branches as possible to make the effort to attend with a particular request being made of our Branches in London and the surrounding areas. The march will set off from Voltaire Road (outside Clapham High Street Station) at 10:30am and head down Clapham High Road before finishing at Temperance Fountain on Clapham Common where we will hear from several speakers. Thank you in anticipation of your support. Yours sincerely, Martin Walsh Deputy General Secretary (Postal) LTB 058-24 – Save Clapham Crown Post Office – March and Rally – Saturday 10th February

No 056/24 Dear Colleagues, Royal Mail Group: BRT&G Agreement Section 6.4.1 – Sick Pay Arrangements Branches will be aware from LTB 216/23 dated 21st August that the payroll system needed to be developed to take account of the new arrangements which were applicable from 1st October 2023.  Consequently, we have been in negotiations with Royal Mail to arrive at a position in respect of sick pay calculations that can be deployed in a consistent way whilst ensuring an equitable and fair approach for all.  Obviously these negotiations had to take into account many variable, such as gross hours versus net hours which apply amongst the different grade groups, differing attendance patters with long and short days and seasonal variations. Branches will appreciate that this has been an extremely complex matter hence why it has taken a considerable time to get to an agreed position.  Yesterday the Postal Executive endorsed the attached National Agreement that will be deployed immediately.  To support this position a Joint Statement (also attached) along with some Q&As have been agreed to explain the details. Reduced Occupational Sick Pay – ROSP The new arrangements introduce ROSP for the reduction in sick pay for the first two, four or three days of a second, third, fourth or subsequent absence within a 12 month rolling period from the first absence.  This is in accordance with Section 6.4.1 of the BRT&G Agreement.  Crucially ROSP will be paid as a proportion of the number of scheduled hours (excluding SA and overtime) members are contracted to work.  Only working days are included in the calculation and part day absences are excluded.  In these circumstances, Statutory Sick Pay (SSP) will be paid.  This is based on the current weekly rate of £109.40 and payroll will automatically adjust pay to ensure that no member is paid less than SSP where applicable. For members who work net hours (with unpaid meal reliefs) we have ensured that the ROSP calculation excludes the unpaid meal relief. Fundamentally, ROSP is based on the appropriate proportion of hours to ensure fairness for those members who work fewer, longer days thus avoiding an otherwise larger reduction in sick pay.  Examples of this are provided in the agreement to demonstrate how it will work in practice.  We have also ensured there are no detrimental impacts arising from the operation of Seasonal Variations. Exceptions With the introduction of ROSP there will be in certain circumstances where exceptions apply meaning that normal occupational sick pay will continue to be paid.  These exceptions will be overseen by the HR Shared Services unit to ensure consistency and fairness.  These exceptions include Pregnancy related absences, non-blameworthy accidents at work, Equality Act absences and other serious incidents. Naturally, these exceptions will be based on individual circumstances and if the decision is made to not grant an exception this can be challenged visa the lodging of a grievance. Joint Review It is jointly recognised with Royal Mail that these entirely new arrangements may not be perfect and might require modification in their light of working experience.  This will include updating and releasing frequently asked questions on a regular basis.  Therefore, it was obviously of paramount importance to include within the agreement a clause to allow for a joint review.  This approach will enable us to modify the application of the agreement if we find in practice there are anomalies or legitimate concerns raised that haven’t been taken into account during the negotiations. Additionally the agreement includes the key principle that issues of interpretation or application should be referred to the signatories for resolution. Next steps The payroll system has been updated and the changes described in the National Agreement will be made automatically from 3rd February 2024.  Also as previously agreed for any second or subsequent absence since 1st October and 2nd February will now start to be repaid via a payroll sick pay adjustment.  The maximum deduction will be £50 per week or £200 per month for full time members and will be pro-rata for less than full-time members. These adjustments will start on 9th February for weekly paid members and the 29th February for those monthly paid As Branches would expect we will discuss this matter at the National Briefing this Thursday and will include a Q&A session.  Alternatively if you have any questions on the new National Agreement please write to the DGS(P) department. Yours sincerely, Martin Walsh Deputy General Secretary (Postal) Andy Furey Assistant Secretary LTB 056-24 – Royal Mail Group BRT&G Agreement Section 6.4.1 – Sick Pay Arrangements Appendix 1 – Agreement on application of sick pay 06022024 Appendix 2 – Joint Statement CWU on Sick Pay 06022024

No. 055/2024 Our Ref:  V4/24 To:  All Branches Dear Colleagues, Warning to All CWU Members – New Highway Code Rule Changes and Updates Introduced From 29 January 2022 Have Triggered a Huge Rise in Fixed Penalty Notice Fines Issued to Drivers This report is being issued further to LTBs  017/2022 dated 13 January 2022 and 49/22 dated 3 February 2022 in respect of Highway Code changes introduced 2 years ago. Highway Code changes in Jan 2022 include priority for pedestrians at junctions. Another code update closed a loophole for use of mobile phones behind the wheel. FPNs for failing to adhere to pedestrian rights and phone use have surged as a result. Major changes to the Highway Code introduced two years ago have sparked a huge rise in fixed penalty fines issued to drivers, new government figures released this week show. Updates to the code in 2022 included increased priority for pedestrians and cyclists, especially at junctions, and the closing of a loophole around the use of mobile phones at the wheel. Home Office figures published this week show the number of fixed penalty notices (FPNs) issued for ‘neglect of traffic signs and directions and of pedestrian rights’ have surged by a third, while FPNs for using a phone when driving have doubled. The Home Office figures have been published days after an RAC poll revealed that motorists believe the changes to the Highway Code designed to make roads safer for pedestrians has failed. One major change to the Highway Code in January 2022 has seen pedestrians given right of way over drivers at junctions. The Highway Code, which contains advice and rules for people using Britain’s roads, was amended by the Department for Transport (DfT) on 29 January 2022 to provide more protection for vulnerable road users, particularly pedestrians and cyclists. A ‘hierarchy of road users’ rule was the major change which brought in a pyramid-style scheme that means drivers of vehicles that can cause the greatest harm bear the most responsibility to take care of others around them. Part of the changes linked to the hierarchy was a new rule around who has priority when a motorists is turning at a junction and a pedestrian is crossing – or waiting to cross – the road. The new ruling states that in all instances it is the pedestrian who has the right of way over the traffic – including cyclists – and drivers should wait and allow them to get to the other side. The hierarchy of road users is a pyramid scheme of protection to keep those who are most vulnerable safe. It means pedestrians and cyclists have far more right of way than before. A poll of drivers suggests the 2022 changes to the Highway Code have done very little to boost pedestrian safety, especially as more than three quarters of motorists claim to ignore the rule about pedestrians having priority at junctions. The attached graphic shows how the Highway Code now gives pedestrians right of way at junctions, even if they are still waiting to cross as a car approaches. Very few of the 2,500 motorists surveyed by the RAC last month said they do this. Less than a quarter (23 per cent) of respondents claimed to always give priority to pedestrians at junctions since the rule change, while a similar proportion (19 per cent) admitted they do not stop very often – and 6 per cent said they never give way to pedestrians in these scenarios. The recently published Home Office’s data shows that Fixed Penalty Fines issued to motorists for ‘neglect of traffic signs and directions and of pedestrian rights’ – which includes being caught ignoring no entry signs – surged from 79,000 in 2021 to 105,500 in 2022. An increase of 34 per cent. The AA have concluded that the rise in fines is partly attributed to the Highway Code’s new rules introduced around the hierarchy of road users. But while FPNs for the offence type increased, road casualty figures suggest the new rules around pedestrian priority have done little to bolster their safety on Britain’s roads. The Government’s road casualty statistics for 2022 showed that three in ten pedestrian fatalities occurred at junctions. The official figures also reveal that pedestrian casualties on our roads increased in 2022 compared to the year previous. In 2021, 361 pedestrians were killed compared to 385 the following year – a rise of 7 per cent. Fixed penalties for using a phone almost doubled – but are tiny compared to the volume of FPNs for speeding the statistics indicate. Just two months after the DfT added the hierarchy of road users to the Highway Code, the rule around the use of handheld devices at the wheel was updated in the handbook as part of a crackdown on motorists using their phones when driving. The 25 March 2022 update made clear the laws around the use of mobile phones after a number of high-profile cases of drivers using a loophole in the Highway Code wording that said using a handheld device was only illegal when being used for ‘interactive communication’, such as making or receiving a call. This rule is now applied to using almost any of a device’s features while driving, with the exception of dialling 999 in an emergency and using a smartphone to make a contactless payment only when a vehicle is stationary. Changes to the Highway Code in March 2022 have helped to close a loophole around the use of mobile phones at the wheel. This saw FPNs issued to drivers for this offence almost double. Rule 149 now states: ‘You MUST exercise proper control of your vehicle at all times’. ‘You MUST NOT use a hand-held mobile phone, or similar device, capable of interactive communication (such as a tablet) for any purpose when driving or when supervising a learner driver’. ‘This ban covers all use of a hand-held interactive communication device and it applies even when the interactive communication capability is turned off or unavailable’. You MUST NOT pick up the phone or similar device while driving to dial a number and then put it in the cradle for the duration of the conversation. You MUST NOT pick up and use your hand-held phone or similar device while stationary in traffic. The offence carries a minimum fine of £200 that can increase up to £1,000 – and six penalty points on the driver’s license. First-time offenders can sometimes be offered driver awareness course instead of the penalty points. The Home Office figures show the number of FPNs for this offence type doubled year-on-year. Some 38,000 FPNs were issued to drivers caught on their phones in 2022, up from 19,600 the year before. That’s an increase of 93 per cent. Yet these numbers pale in comparison to the number of penalty notices issued to drivers for speeding. The Home Office figures released on Wednesday show that the number of motorists caught speeding reached a record high of 2.52 million. This is up from 2.37 million in 2021 – a year-on-year rise of 6 per cent. Drivers can be hit with the minimum £200 fine and 6 penalty points for handling a phone for any of the following reasons illuminating the screen checking the time checking notifications unlocking the device making, receiving, or rejecting a telephone or internet based call sending, receiving or uploading oral or written content sending, receiving or uploading a photo or video utilising camera, video, or sound recording functionality drafting any text accessing any stored data such as documents, books, audio files, photos, videos, films, playlists, notes or messages accessing an application accessing the internet (Source: Department for Transport) The AA stated that the growth in FPNs issued for these offences is not down to increased police enforcement – especially with fewer officers on the road today – but the greater use of cameras across Britain and it added that the rise in use of ‘dashcams’ in cars – as well as cameras used by cyclists, motorcyclists and horse riders – are helping capture bad driving through Operation Snap. Police forces across the UK are now receiving more video footage and evidence of dangerous and poor road behaviours, meaning that the chances of being caught has grown significantly through citizen owned cameras. The AA, also stated that almost 3 million drivers were caught and prosecuted for how they acted on the roads in 2022 and welcomed the tightening of the law for using a handheld mobile phone behind the wheel. The AA led the campaign to highlight the dangers of picking up the phone while driving and advised drivers to hang up their handset rather than fiddle with the phone. ‘With the rise of ‘dashcams’ and riders wearing cameras, drivers behaving badly should beware that someone is always watching. Police forces are utilising the footage to hold drivers to account and using the film as evidence to prosecute offenders. Police owned and privately owned cameras are used to catch and prosecute bad drivers in the act. Attachment: Images demonstrating the 2022 Highway Code change, old rules and new rules regarding pedestrian and cyclist priority at junctions. Yours sincerely Dave Joyce National Health, Safety & Environment Officer 24LTB055 New Highway Code Rule Changes and Updates Trigger Rise in Fixed Penalty Notice Fines Issued to Drivers Highway Code Old Rules and New Rules at Junctions

No. 052/2024 Our Ref:  C1/24 To:  All Branches Dear Colleagues, Royal Mail Group Wellbeing – Launch of ‘Moments That Matter’ New Series of ‘Support Guides’ Royal Mail Group’s Head of Health and Wellbeing Fiona McAslan has confirmed to the CWU Health, Safety and Environment Department, the launch of a new series of support guides called ‘Moments that Matter’ which have now gone live and are available for everyone on the Royal Mail Group (RMG) ‘Wellbeing Hub’ website. They are available and accessible directly via this link: https://view.pagetiger.com/nxsfsl/moments-that-matter or via the RMG ‘Wellbeing Hub’ which is accessible via this link: https://view.pagetiger.com/nxsfsl/home. They are also available on the People App under the ‘Your Wellbeing’ tile.  Copies of the new ‘Moments that Matter’ Guides are also attached to this LTB as pdfs. These new guides cover a number of challenging topics enabling accessible advice and guidance when the need arises for supporting a work colleague/member when there are concerns about their wellbeing mentally or physically.  The guides are being shared widely across Royal Mail Group this week following on from this week’s 2024 National ‘Time To Talk’ day on 1 February supported by RMG and the CWU. The new series of Guides have been launched under the new re-badged ‘Your Wellbeing’ banner which replaced the previous ‘Feeling First Class’. The ‘Moments That Matter’ Guides are designed to help spot potential symptoms that colleagues in the workforce may be displaying and offer suggested questions that can safely be asked of the individual concerned who may be unwell or in distress. By asking the right questions it can help someone feel comfortable and gain a better understanding of the situation. There’s also information and signposting to further wellbeing support which can be shared with work colleagues. The new set of 12 Guides are designed to be a significant help in responding and reacting to work colleagues facing one of the situations. The Guides are: Supporting a colleague when you’re worried about them Supporting a colleague facing financial difficulty Supporting a colleague who has lost a baby Supporting a colleague as they start or extend their family Supporting a colleague through their fertility journey Supporting a colleague facing financial abuse Supporting a colleague who decides to transition Supporting a colleague through the menopause Supporting a colleague facing relationship separation Supporting a colleague dealing with bereavement Supporting a colleague facing serious illness Supporting a colleague facing terminal illness Wellbeing Ambassadors The circa 1,300 Wellbeing Ambassadors, including CWU Reps, First Aiders and members have been briefed and asked to drive local activity, working with the workforce in the Units, using a new RMG ‘Time To Talk Resource Pack’, ensuring employees understand the importance of having open mental health conversations and accessing the early support when it is needed. Additionally, Wellbeing Ambassadors along with CWU Reps, ASRs and WSRs are asked to raise awareness and let employees/members know about the new ‘Moments that Matter Guides’, and the important role of all the services, resources and tools available on offer to assist the workforce. RMG ‘Help@Hand’ gives employees/members and their family access to fast, free, wellbeing support, resources and services including: Unlimited Mental Health Consultations Online GP Appointments Online Physiotherapy Sessions Consultations/Second Medical Opinions 1:1 Lifestyle Coaching Wellbeing Employee Assistance Programme 24/7 Helpline Cancer Assist Service Attachments: RMG Wellbeing ‘Moments that Matter’ – 12 Guides Links: RMG: Occupational Health, Wellbeing Hub: https://view.pagetiger.com/nxsfsl/home RMG Wellbeing ‘Moments that Matter’ 12 Guides: https://view.pagetiger.com/nxsfsl/moments-that-matter Yours sincerely Dave JoyceNational Health, Safety & Environment Officer 24LTB052 Royal Mail Group Wellbeing – Launch of ‘Moments That Matter’ New Series of ‘Support Guides’ – Copy RMG MTM Guide – Distresed Colleague Guide RMG MTM Guide – Financial Difficulty RMG MTM Guide – Losing of a baby RMG MTM Guide – Starting or Extending Their Family RMG MTM Guide – Fertility Journey RMG MTM Guide – FinanciaL Abuse RMG MTM Guide – Transitioning RMG MTM Guide – Menopause RMG MTM Guide – Seperation RMG MTM Guide – Bereavement RMG MTM Guide – Serious Illness RMG MTM Guide – Terminal Illness

No. 042/2024 Our Ref:  EX7/24 To:  All Branches Dear Colleagues, Royal Mail Group – First Aid Re-Qualification Courses Availability (Health & Safety (First Aid) Regulations 1981) Would all ASRs and WSRs bring this LTB to the attention of all First Aiders in their Constituency Units and Groups as soon as possible. The First Aid at Work Requalification Training Course updates the first aid skills of those who need to renew their First Aid at Work certificate. The Health and Safety Executive (HSE) strongly recommends that you requalify within a month of your certificate expiring. This 2-day first aid re-qualification course re-qualifies individuals as a first aider if their original First Aid at Work certificate is about to expire, and will re-qualify you as a first aider at work for another 3 years. Alongside meeting health and safety regulations, a first aider’s skills will also be refreshed to keep them sharp and ready in the event of a first aid emergency. This is especially vital if 3 years have passed since the original training and some may no longer feel confident enough to accurately apply life saving techniques during a major emergency. By renewing these skills with this first aid re-qualification course, it ensures that First Aiders will be able to act decisively in emergency, high-stress situations where a colleague has had an accident or fallen ill. Health & Safety (First Aid) Regulations 1981 The course is HSE recommended and complies with Health & Safety (First Aid) Regulations and the approved code of practice L74 guidelines for the re-qualification of workplace first aiders. In order for delegates to be able to sit the 2 Day Requalification First Aid at Work Training course delegates’ certificates must have expired for no more than 7 days of the expiry date. Course Content This 2-day course includes course materials, expert tutoring and practical exercises to give learners in-depth re-qualification training. Course Certificate Upon successful completion, an Ofqual approved and nationally recognised First Aid at Work Certificate which is valid for 3 years will be issued. Course Dates for Requalification Royal Mail Group have the attached list of courses planned for anyone due to requalify January-March 2024. Those courses with less than the minimum of 50% course fill not having been reached (6 people) are at risk of being cancelled and we are therefore wishing to raise awareness of availability and would urge those eligible to apply as soon as possible. NOTE: If the existing First Aider doesn’t sit the requalification course and still wants to be a First Aider they will need to sit the full course.  Please share and raise awareness in an attempt to fill the courses to their minimum requirement. For Further information, Unit Managers/PiCs can contact Rachel Shepperd, Business Learning Planner, Rachel.Sheppard@royalmail.com Yours sincerely Dave Joyce National Health, Safety & Environment Officer 24LTB042 Royal Mail Group – First Aid Re-Qualification Courses Availability ROYAL MAIL GROUP FIRST AID REQUALIFICATION COURSE AVAILABILITY

No. 048/24 TO ALL BRANCHES Dear Colleagues NEW CWU WORKPLACE BULLETIN – FOR WIDEST CIRCULATION POSSIBLE Please find attached and in the links below, issue one of the new CWU workplace bulletin – Your Voice in the Workplace. These will be produced monthly for members in both the Telecoms and Financial Services and Postal constituencies. We are working closely with the industrial departments on this. We believe that a written communication into every workplace on a regular basis will be very impactful for the union and useful for representatives and members. The bulletins will be shared with Branches who will have the responsibility for their printing and onward distribution. We understand that some telecoms branches will want to Email the bulletin to members where they do not have a workplace. We also understand that some Branches do not have printing facilities. If that is the case, then please contact Marcia Murray mmurray@cwu.org and we can discuss the options available for printing them and dispatching to Branches. After each edition is shared, we will leave a gap in time before sharing the publications online and letting members know to look out for them in their workplaces. We are also planning for some future editions to have space allocated for Branches to add in your own local content. The primary and key focus of the unions communications strategy in recent years has been to reach the workplace. The new bulletin enhances that plan. Thank you in advance for your support in distribution this new communication. Thanks also go to our Editor, Karl Stewart for his hard work getting this off the ground. Postal Bulletin https://www.cwu.org/wp-content/uploads/2024/01/08020-your-voice-RMG-01.pdf Telecoms and Financial Services Bulletin https://www.cwu.org/wp-content/uploads/2024/01/08019-your-voice-BTG-01.pdf Yours sincerely, Dave Ward General Secretary Chris Webb Head of Communications 24LTB048 NEW CWU WORKPLACE BULLETIN – FOR WIDEST CIRCULATION POSSIBLE Issue1 RMG version Issue1 BTG version

Hundreds of representatives from all levels of the union gathered in Manchester yesterday to kick off the CWU Restructuring national debate… A tough past few years have seen postal and telecoms members forced into national strike action in defence of their jobs, job security and pay, terms and conditions after having kept these vital public services running all through the pandemic. Now is the time to get our union into shape for the struggles that lie ahead and the period between now and this year’s Annual Conference in April will see reps and members discussing the measures needed to ensure that the CWU remains a standalone trade union with depth and strength in our sectors’ workplaces all across the UK. Our union’s president Karen Rose opened proceedings, saying: “Since our last all-branch briefing in London last September, the general feedback was what we really want is to retain ourselves as a standalone union – and we’re working on a plan to achieve that. “It is challenging and we’ve got some tough choices to make,” she continued, adding: “We’re on a path to our Special Conference in April, where we’ll make formal decisions, so it’s really important to hear your contributions today. “We need to agree a plan together – it’s the responsibility of us all as a collective to do this – so the CWU can be the fighting union of the future that our members all need.” Karen was followed by general secretary Dave Ward, who opened with a warm welcome to everyone and saying: “This feels like a conference with the amount of you who’ve turned up!” Why we need to change, why we’re restructuring… Putting the day’s business into context, Dave said: “There’s never been a time when it’s been so full-on for all our members and reps in the workplace. We’re in a good place to deal with that, but restructuring is crucial to this. The real crunch of this briefing is that we all know the problems – the key challenge for us is what we’re going to do about it.” Dave went through the various recommendations that the union’s NEC will be putting forward to delegates at the CWU Special Conference scheduled for April and, in each instance, he explained the reasons why – that we must restructure in order to be able to continue as a standalone union representing workers across the UK’s postal, telecoms, financial services and logistics sectors, while also developing and strengthening our membership in the tech sector. Changes will be proposed to our leading national committees – the NEC and the two industrial executives, PE and T&FSE – as well as to the union’s regional structure, explained our general secretary. Special Conference will also be asked to approve changes to the frequency of future national conferences, as well as measures to bring the CWU’s health and safety work into organisational alignment with our industrial structures, while the provision of legal services – in particular our relationship with Unionline. Senior deputy general secretary Tony Kearns then gave a comprehensive outline of the many challenges the CWU faces, in term of membership levels, finances and other associated issues. In a blunt speech, Tony set out clearly the scale of the situation at this time and that this is why the NEC has proposed this series of changes. He also explained in detail how Special Conference will be organised, in order to ensure that all branches have the opportunity to input into the discussion and debate. During the ‘from the floor’ session which followed, 16 delegates came to the rostrum to ask their questions, voice concerns or express their views, with topics ranging from branch organisation to membership contributions, younger members’ needs and aspirations and the recruitment challenge. Recruitment vital to CWU’s future… Turning to another crucial area for the union, Dave said: “Another key message from us today is that it’s also about re-engaging with you and our members on the issue of recruitment and organising and an immediate task for all of us to get out there and redouble our efforts. “We need to leave here today united in the objective of securing future of CWU as a standalone union.” Dave Ward then led a session specifically focussed on the recruitment challenge, making the point that the whole union needed to address this in unity. Our two industrial deputy general secretaries Martin Walsh and Andy Kerr also made speeches in this session, as did CWU head of recruitment & organising Ray Ellis. These presentations also sparked a lively discussion form the floor, with delegates rising to make their points and contributions to the crucial issue of retaining and increasing union membership. There were two aspects to this, firstly the importance of consolidating our position within our ‘core’ sectors – among RM Group and BT Group employees – and also the necessity to expand into new areas of organisation – such as the financial services and tech sectors, where there is potential for growth. Replying to the debate, and summing up the day’s event, Dave Ward said: “The CWU is a great union, which has achieved so much over so many years. At this time, we’re dealing with so many things. “But I hope when you leave today, you’ll know we are all 100 per cent united and 100 per cent committed to retaining the CWU as a standalone union and the strongest workplace union in the UK.”

No. 047/24 30th January 2024 Dear Colleagues, Policy Documents ahead of the National Briefing on 8th February 2024 Please find attached two Policy Documents discussed and influenced by the Senior Field Officials, which have now been agreed by the Postal Executive. We will explain our combined strategy at the National Briefing on 8th February 2024. The Policy Documents are: How the CWU Reconnects in the Workplace. How the CWU Recruit and Organise in the Workplace and Beyond. There is no denying that many members believe the Agreement was served cold to them and that it did not mirror the sacrifices they had made. If you then add in the fact that Royal Mail imposed executive action on a scale never seen before, which has had a massive impact on our members in the workplace, it is hardly surprising that some members have been critical of the Union nationally. The Reconnect strategy is one of re-engagement with the members in their workplaces. The Postal Executive including the Postal Officers have committed to visiting three different units per month and we have asked the Senior Field Officials to do the same. The first object of the visit is to explain to the members why the Agreement was a far better option than the alternative. The reality is that, for the company to continue to be a going concern, they had to introduce a business plan. The choice for the Union was, did we negotiate and mitigate that business plan or, did we watch as Royal Mail imposed a business plan based on their original strategy without any safeguards including over pay. It is also worth explaining to those who believe further strike action was the answer that we would have possibly pushed Royal Mail into administration resulting in thousands of compulsory redundancies. Our experience is that, once the above is explained to the members; they will be more aware of the reasons why the CWU reached the Agreement. The second point of the visit is to understand the local issues which are occurring in the workplace, whether that be a failed revision, quality of service problems, bullying in the workplace or a supernumerary issue. The aim then is to work collectively with the Branch and Division to help resolve some of these issues. Running in tandem with the Reconnect strategy is our Recruitment strategy. The CWU in the Postal section of the Union is facing the perfect storm. We have the highest non-membership levels we have ever seen, alongside which we have only 16% membership density amongst new entrants. The Union will not survive if we do not all tackle the above. The recruitment of members can no longer be a spectator sport. Where Reps who cover positions in Industrial, Health and Safety, Political or Equality say they do not do recruitment – every Rep must now recognise that, without playing a role in recruiting new members, this Union will simply cease to exist. At the Briefing on 8th February, we will also give you a slide presentation on the differences between contracts prior to December 2022, and those the employer imposed after that date. We are also in the process of holding our first meeting with the business on the Joint Working Group to improve the terms and conditions of new entrants. We look forward to seeing you at the National Briefing. Yours sincerely,                                                        Yours sincerely, Martin Walsh                                                            Dave Ward Deputy General Secretary (Postal)                   General Secretary 24LTB047 – Policy Documents – National Briefing 8 Feb 2024 Policy Document – Reconnecting with the Workplace – National Briefing 8 Feb 2024 Policy Document – Recruitment and Organising National Briefing 8 Feb 2024

No.    046/24 30th January 2024 TO :           All Branches, Regional Secretaries and Regional Health & Safety Sub- Committees Dear Colleague SUBMISSION OF MOTIONS TO GENERAL CONFERENCE 2024 Further to LTB 307/23 issued on 27th November inviting Branches to submit motions to General Conference and 345/23 issued on 22nd December 2023 postponing General Conference, Branches and submitting bodies would wish to know that it has been agreed by the Standing Orders Committee that the closing dates for submission of motions to General Conference of 1st February 2024 no longer applies. Once a new date and venue has been agreed by the NEC for General Conference details will be circulated regarding the closing date for submission of motions. It has also been decided to move the closing date for the Rules Revision Conference proposals as advertised in LTB 308/23 from noon on Thursday 14th March 2024 to noon on Monday 18th March 2024. This will allow Branches and Regions the maximum time available to submit rule proposals. Any enquiries regarding this LTB should be addressed to Angela Niven by telephoning 020 8971 7256 or by email to conferences@cwu.org Yours sincerely, A P Kearns Senior Deputy General Secretary 24LTB046 – Submission of General Conference Motions

No.  045/24 30th January 2024 TO:  BRANCHES WITH MEMBERS EMPLOYED BY PARCELFORCE WORLDWIDE (INCLUDING RMSS) Dear Colleague, Election of: Parcelforce Worldwide Regional Organiser, Parcelforce Worldwide Substitute Regional Organiser 2024 Further to LTB 36/24 dated 26th January 2024 CWU Headquarters have been advised of the withdrawal of Michael Mezza from the Parcelforce  Worldwide Regional Organiser for Scotland, NI & NE Region. John Meehan is therefore elected unopposed. Martin Burgess from Plymouth & East Cornwall was shown as elected as both Parcelforce Worldwide Regional Organiser for South Central Wales and South West Region and also for the Substitute Position. Martin Burgess has been elected as Parcelforce Worldwide Regional Organiser for South Central Wales and South West Region leaving a vacancy for the Substitute Regional Organiser for this Region. Scotland NI & NE Region SUBSTITUTE REGIONAL ORGANISERS South Central Wales & South West Region 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 LTB 045/24

No.    040/24 29th January 2024 TO:   ALL CWU BRANCHES Dear Colleagues CWU NATIONAL BRIEFING MANCHESTER 30TH JANUARY, 11AM – 3PM In advance of tomorrows National Briefing, please find attached the agenda for the meeting and a precis of a recent NEC document that set out the areas for discussion and some initial thinking from the General Secretary and Senior Deputy General Secretary. In sharing this information, we would like to emphasise that the NEC has not agreed, at this juncture, any of the proposals listed.  However, we felt it was important that the branches and field officials have a greater understanding of both the approach to the restructuring programme and the areas that are definitely in scope. In the previous National Briefing we have already set out the reasons for restructuring, including the major financial and organisational challenges facing the union.  Therefore, the main purpose of tomorrows session is to delve further into some of our initial thinking and crucially take feedback from the branches. We will also use the briefing to update branches on conference arrangements and the likely content and structure of the special report. We will also explain at the briefing what we mean by a two phased approach to the restructuring programme and how this is likely to develop into areas of change that we believe requires immediate agreement and those that will be subject to more detailed consultations.  The phase two consultations would also be launched in the special conference report, albeit over a longer timescale before decisions are made. Finally, we will be pushing the urgent need to re-energise our recruitment and organising approach across the whole of the union. We look forward to seeing you all tomorrow and having an informed and constructive National Briefing. Yours sincerely Dave Ward General Secretary Tony Kearns Senior Deputy General Secretary APPENDIX A COMMUNICATIONS WORKERS UNION NATIONAL BRIEFING – CWU RESTRUCTURING TUESDAY, 30TH JANUARY 11.00 AM TO 15.00 Mercure Manchester Piccadilly Hotel, Portland Street, MANCHESTER M1 4PN Introduction – CWU President The context to CWU Restructuring – Building a modern union – General Secretary The elements of restructuring and some initial thinking – GS/SDGS and Panel including Deputy General Secretaries Conference Arrangements/likely structure of the Special Report – SDGS and GS Recruitment and Organising – GS and Panel APPENDIX B – POLICY AREAS (REQUIRING A RULE CHANGE) There is a need to share our initial thinking/direction of travel on important restructuring issues, hence the further bullet points underneath each policy area. However, we must emphasise that although the headings have been endorsed for the development of specific policy papers, the NEC has not agreed at this stage any of the bullet points underneath each heading.  This was presented to the NEC by the GS and SDGS in the spirit of discussion and facilitating our next steps. 1. Structure of NEC Maintain our commitment to equality strands on the NEC and discuss the best way to achieve this, while reducing the overall number of NEC seats Maintain the link with the Industrial executives with a reduction in NEC seats to 27 or less 2. Postal and TFS Industrial Executives Ongoing discussions taking place with respective Deputy General Secretaries 3. Regions Reduction from 10 to 7 or 8 regions Consider realignment of some branches within any new regional structures Review regional roles and responsibilities Consider the merits of elected or appointed regional secretaries 4. Branch rebate Phased reduction from current levels of rebate; July 2024, levels reduced to 24.5%. July 2025 further reduction of 4.5% to 20%. Retired members rebate also to reduce in equal amounts from 27% to 20% Suitable transition arrangements to support branches would be required and need to be implemented. We would review where this support will come from and how it will be allocated Consider the geographical challenges facing some branches 5. Restructure approach to Health, Safety and Environment Mainstream HS&E issues into Industrial Executives Improve coordination, input and accountability between the national union and all Health and Safety structures Remove the requirement to elect a central National HS&E Officer from the rule book. Within the overall financial savings from Headquarters restructuring, replace with an appointed, suitable role to support the industrial executives with HS&E legislation and wider trade union and labour movement policy 6. Restructure Legal Services and involvement in Unionline Consider a completely fresh approach to our current involvement in Unionline (including partnership with GMB) and the Legal Services Department Remove the requirement to elect a National Legal Services Officer from the rule book Consider the ongoing provision of agreed legal services and the most appropriate and cost-effective ways of doing so Maintain and improve EAT representation 7. Review of CWU Conferences Move to biennial General and Industrial Conferences Supported by decision making policy forums Maintain current arrangements for annual Retired Members and Young Workers conferences 8. Rule changes/amendments required RULES TO BE AMENDED Rule 7 Rule 8 Rule 9 Rule 10 Rule 11 APPENDIX C – FURTHER RESTRUCTURING CHANGES (NOT REQUIRING A RULE CHANGE) We have made clear in previous meetings that the restructuring plan will be based on a combination of areas that require rule changes and other restructuring strands that do not require rule changes. It is important that the NEC and our branches continue to see all elements of the plan and that the focus is not just on rule changes and the Special Conference. Therefore, the following lays out the areas of change we are working on, which we will update branches on at the National briefing. CWU Headquarters restructuring A continuation of the voluntary redundancy programme at CWU Headquarters to reduce overall pay bill The development of a more integrated departmental structure with corresponding flexibility from our employees to ensure we remove duplication of work and create roles that will deliver higher quality output in a modern looking union, as well as reducing costs 2. Financial Management In line with previous documents, we will put in place more robust ways of reporting and discussing the union’s finances The introduction of new and clear financial protocols across the whole union Commitment to introduce annual financial plans, with the aim of the entire restructuring programme being laid out in a clear financial plan to sustain the CWU in the future In setting out the financial challenges facing the CWU, we will also lay out the overall assets of the union, and available cash 3. A fresh, improved and better coordinated approach to recruitment and organising across the whole union 4. The implementation of the new Communications approach, agreed by the NEC, which also includes financial savings 5. A planned increase to membership subscriptions 6. Better utilisation of the unions assets, including the sale of 150 the Broadway and the Elstead Hotel 7. The overall review of Unionline services 8. We will also continue to review and where possible enhance our approach to all other areas of union work including political, equality, training and education. Branches will be aware of the importance of these changes to the restructuring process and the long-term sustainability of the union. It is very important for the leadership of the union to lead by example, given the scale of the overall programme.  We must also ensure that our members are brought with us through this process. Due to the importance of this restructuring process and the difficult environment facing the wider movement, this is not an exhaustive list of the areas we are looking to improve and we will continually assess ways of ensuring the sustainability of the union. APPENDIX D – THE LIKELY STRUCTURE OF THE SPECIAL REPORT The report will follow a similar outline to the Redesign booklets that were helpful in the last restructuring process. Initial thinking is that the report will be set out as follows: 1 .Introduction– this will set out the reasons why it is important that the CWU needs to restructure, as well as covering the wider challenges facing the trade union movement. It will include a very succinct reminder of the changes made under Redesign 2. A vision for the future– it is crucial that we make the case for change based on remaining a successful, standalone union in the future 3. Breakdown of financial challenges facing the union 4. A summary of changes being made that don’t require a rule change– including CWU HQ restructuring, implementing better financial management and improving our ways of working 5. Detailed policy positions on areas that require a rule change 6. Our future plans for Equality, Education and Development, Recruitment and Organising, Communications and our political work (subject to final discussions with the SOC, the intention is to enable branches to submit propositions to the Special Policy Conference on any of the areas covered in the report, even where they have not been identified as a rule changes) 7. Phase 2 consultations –  A section covering the consultations that we will launch in Phase 2.  This will include the terms of reference for a review of the CWU branch structure and the need for a more consistent approach in branch representation and communication with members 8. Summary– concluding the report and summarising our overall restructuring programme and vision for the future LTB 040/24 – CWU NATIONAL BRIEFING MANCHESTER