This is the most significant part of all our agreed procedures with Royal Mail and requires a great deal of respect. The consequences of either misconduct or cumulative incidents, during your time at work may lead to a loss of employment or other serious sanctions.  However, as a jointly agreed process your CWU representative, if you wish, is entitled to be present throughout all its formal stages to represent and guide you so you don't have to face things alone. It is worth noting that in today’s world of employment, the contractual relationship between a worker and an employer has become ever more legalistic but our Conduct Agreement has been specifically designed and is operated in such a way to ensure that you as a member can be as well prepared as possible if you are unfortunate enough to become involved in it. 

Another jointly agreed process that allows your CWU representative to assist and guide you throughout. It has  at its core a cumulative set of attendance standards which if  triggered can lead to a series of formal attendance reviews that have agreed time limits to allow members to improve their attendance and if maintained will allow a member to  ‘drop off' these reviews and the attendance process all together. However, if such an improved attendance is not possible, it may lead to the consideration of dismissal at “review stage 3”.  BUT there is an appeal process against such a dismissal where a members’ entire attendance record is considered.  

VERY IMPORTANT , it is the Attendance Standards  (see Annex 1 of the attached agreement) somtimes called the trigger points that generate the reviews , we advise you to be aware of these if you take time off for being sick AND we also suggest that you contact your CWU representative as soon as you are able to. The agreement does allow at each of these reviews for a member to put their case forward and explain fully how and why they became ill for each of their absences. It is also possible to discuss any existing or potential long-term health or personal issues they may have which could affect their ability to attend regularly.  We also advise ,and we think its important ,that members mention at the very first review meeting ANY issue that they think may affect their attendance.  Managers should ask this question as a part of the review meetings if not dont be afraid to mention it. This then creates a record that can then be considered if a member is unfortunate enough to trigger a “consideration of dismissal review ”.

These are the daily issues that you will come across during your shift within the Office and may involve all sorts of unplanned events and interactions from an ‘argument’ with a colleague to mail arriving late and no fuel for the vans. Either way your CWU rep can help you and your colleagues to resolve them and guide you to achieving a suitable resolution. Or if needed an explanation as to why such events have happened and how they should be dealt with. Your Representative, if you wish , can help you represent your views to your Manager. 

Being a multinational private company delivering a public service Royal Mail is bound by certain legal obligations and its operation is both complex and sometimes confusing to those not in the industry. However, virtually every aspect of these operational procedures and there are many of them, can affect you directly as a member. Such as start times the amount of time allocated for you to complete the preparation and delivery of your round , these have been negotiated or planned with the full involvement and in most cases directly voted upon by CWU members.  They ensure that everyone is aware of their responsibilities to the business and their colleagues and more importantly your Union can challenge the business through agreed processess, if they fail in their obligation to you to protect your job properly and fairly manage all aspects of your employment.