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ALL VAN DRIVERSBT fleet are visiting all TECs checking the vehicles across all lines of business. They are now starting to weigh vehicles as well. All checks are non-consequential. However, weight limits do not include a passenger, so if you have a fully loaded van that is just under or on the limit, taking a passenger could tip you over.

There have been serious issues with brakes failing. As such the CWU have secured an agreement that once a year all wheels will be completely removed so a visible check of the brakes can take place. The brake pads will also be measured, if they are under 5mm they will be replaced.

In between these new checks, members are asked to listen, if you hear your brakes scraping or sense a change, take your vehicle in for a check.

CWU T&FS BRANCH FORUMSAll Branches with members working in the named line of business are entitled to send a representative to these meetings, we have one per quarter for each line of business and they are called Branch Forums.

Below are the notes taken at these branch forums by the representatives of our Branch: they are not formal notes, just those of our branch representatives.

We ask that you read them and provide us with feedback concerning any of the issues and topics covered. Likewise, anything you think we missed or should be discussing at such a forum, please do not hesitate to contact us. We look forward to hearing from you.

JANUARY 9 TH CWU BRANCH FORUM – BT FLEET Recruitment: as with all forums was an item on the agenda. We spoke in turn in relation to what the branch doing to recruit new members in BT Fleet. Brendan O’Brien, CWU national Officer has sent a list of non-members to each branch, they are now tasked in the recruitment of these people. Branches discussed ways in which this could be achieved.

The national team reported that things were fairly quiet coming into the New Year. The next meeting with BT Fleet is scheduled for 31st January 2017.

The last BT Fleet ‘Your Say’ had returned results that were mainly RED. I am sure that like me you are not surprised by this.

The bonus scheme, or incentive scheme, is currently being revisited: an issue raised by many within the branch. I passed on all your concerns and issues in relation to

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the way any absence at all stops you hitting your target. Even going to the toilet means you have time that has to be made up.

Resourcing Although the use of agency workers in workshops has declined, Wholesale adventures (where fleet now sits) have sort of failed to convert its agency workers to full time direct labour. There is a national short fall of staff, branches raised the issue of overbooking AGAIN.

Once again branches were asked to remind members, if they know of any technicians interested in working for BT Fleet to let the company know.

Health & Safety Aylesbury workshop had been closed down, after an inspection was carried out by CWU. New ramps had not been tested, there were no certificates to prove they had. The managers had simply ‘taken it for granted’ that they had been tested. CWU closed the site, however overnight BT Fleet made sure the ramps were tested by calling in a specialist company, and by morning safety had been passed with the issue of certificates. There are no short cuts when it comes to safety, we hear that all the time when our members are being pushed harder and harder to achieve targets: but this time it was your union reiterating the fact with BT Fleet.

Singleton working – there appears to be confusion in relation to what can and cannot be asked of our members, when working alone. You can work alone, but there is a formal BUDDY system and obviously there are certain aspects of work that you cannot do alone: heavy stuff and working under anything are two classic examples. In 2002 a singleton working agreement was made, it is not perfect but it does exist. Branches asked for copies of the agreement so they circulate it to members.

Long length inspection pits, is a gas tester needed? The response back was that they are vented so gas detection kits are not required: they should be lit with an emergency exit. Some pits are completely covered when a vehicle is over them, these pits should be fitted with a pip that continually puts fresh air into the pit. However, the issue of an emergency exit still exists in these pits.

We need more CWU Health and Safety Reps, if anyone is interested please contact Derek Maylor, the Branch health and safety co-ordinator on: derek@cwumswl,org or 07761 098993.

Mapping 2020 bonus scheme: the issue of mapping (deciding what grade people will be) has not yet been resolved. So the overall scheme has still not been agreed.

Night Pay, bonus, although a briefing went out to members, we ask that BT Fleet send more notification to members and a clearer explanation why it has been stopped.

IMI A question was raised “is it legal to force staff to join IMI” We asked that BT Fleet be approached and asked to shed some clarity on the issue. Although not seen as a bad thing, the CWU appreciate that not enough information has been shared in relation to IMI and has led our members to be suspicious of the scheme.


TIC/C1 grade… As you are aware, there was supposed to be a review two years ago of the workshops that have these graded members running them,. Instead of work shop supervisors. The NT were challenged by the branches to chase the company to get the correct grade, as we see it, for the people in this position.

Cameras Glasgow workshop has recently been fitted with cameras, not for the MOT testing bay as previously agreed, but so that the MOD can keep an eye on their vehicles at all time. The MOD stated that they need to monitor where their vehicles at any time day or night. No one has approached the CWU in relation to the instalment of these cameras. The NT said they will raise this during their next meeting with the company on the 31st.

New Workshop the location of the new workshop in Warrington to be forwarded to branches. However, we believe it will be in the Padgate area, just off the M6, before the Thelwall viaduct.

FEB 8 TH BT Fleet acquires SEV – a mobile vehicle maintenance and servicing businessBT Fleet will add SEV’s mobile capability to their own nationwide network of 64 garages in the UK. This will enable them to give their customers far greater choice in how and where they have their vehicles maintained and serviced, either in a BT Fleet garage, or on their own premises.SEV was established in 2014 by Geoff Allison who’ll join Henry Brace’s BT Fleet leadership team within Ventures as Mobile Operations Director. Sixty SEV employees, of whom 40 are mobile engineers, will also become part of BT Fleet.The BT Fleet National Team will be examining what impact this news has on existing garage structures and how the SEV will be integrated into BT Fleet. A copy of the press release is attached.

February 14 th CWU BRANCH FORUM – BT TSO On February 14th 2016, I fought my way through the cards, chocolates and red roses to attend a meeting at CWU HQ in Wimbledon.

Membership and Recruitment

Meeting started with each branch standing in turn to give an update on what progress they have made recruiting non-members, and what actions each branch is taking to address the situation.

Recruiting apprentices is an issue, they do not go through the same process as the Openreach apprentices and access has been limited.

I spoke of little movement with the non-members, as such the branch secretary had set up some organising meetings for the branch committee and we were planning how we can recruit across our whole branch area – in both constituencies. Mentioning the need for some of us, particularly me, to get training and coaching on ways to talk to people. I stated the branch approach was, if we can change people’s


minds doing what we are doing, we need to change our approach: and that is what we are setting out to do with workplace committees and workplace events.

Some other branch initiatives include: they have bought breakfasts for people, sent personal invites to non-members inviting them to an event to learn more, lunch time recruitment sessions. How bad is it that some branches and even one region, reported that they employ an organiser, when we have an organising section within our union?

In some areas the ROC is being used as a target day, all branches working together to ring people up down a list.

However the general feedback was that when you ring, people do not answer and do not respond if messages are left.

Performance Management Year 2015/16, 8 people have been dismissed nationally.

Ratings are only done twice a year now.

There have been 205 national triggers of the Bradford factor, but no FFW or IFW.

APR marking – branches reported evidence of forced distribution markings: to the extent that some managers feel so under pressure that they have left or have stepped down to engineering grades.

Site strategy: Mainly effects Cambridge and Exeter. Not our branch area.

Mapping This is only being conducted in areas where TSO are taking people in, for example EES.

There have been issues in relation to apprentice assimilation, in respect to what grade will they be when they finish their apprenticeship, National Officers a dealing with these cases.

TCP – Technical Career Pathways TSO’s answer has been to move people into skill families, under the reward framework – in other words give the higher graded people, such as D1, a managerial grade instead. This takes them out of our bargaining agreements as they are no longer newgrid grades. It is a complex issue, and more information will be passed to branches in the future. There is a Q&A process on the BT intranet relating to the issue, it currently has 64 questions on it.

All IP Although there is a lot of talk around the issue, there does not appear to be a ‘bigger’ picture which links up every aspect: such as how does this fit in with EES, dark fibre and what new kit will be needed in the future. The vision is that only 4 or 5 exchanges will be needed, but due to geography a possible 250-300 will remain, although when the CWU asks, how will it all fit together, the old and the new technology and the overall change to the new, a no one appears to have a clear picture. Some say it will be 5 years others say 15 to 20.


Networks IP network teams have recently had a change to their attendance patterns, a review of the new patterns is now due: however the director has told the team that one is not going to take place. CWU are adamant that the review will take place, as always.

The difference in opinion appears to be around the issue why the patterns were changed: members have fed back that the number of calls taken are not to the anticipated levels, the company say it is not just about calls but the expectations and demands of other lines of business.

EES There were issues in relation to how performance management was being conducted in EES, the company addressed this and turned the pyramid of importance upside down, making team members the top priority. For two years team scores have been used and not individual scoring. This has received a positive response from our members who feel the system is fairer.

To say the proof of the pudding is in the eating is true: since switching to team based scoring TSO have seen an increase in prod by 11%. Sick absences are down by 2% and mental health related issues currently run at 3% which is the lowest level across the whole of BT Group. Near miss reporting is growing, which could be seen as a reflection of the confidence team members feel in the way they are being managed, there is little fear of any repercussion from reporting a near miss. TSO feedback and inform members of any reported near miss.

How EES is now managed appears to work, vindicating all our members’ claims that performance management was having a negative impact on them and the company. A good model for the rest of BT to copy.

Things have changed in the way members book jobs off, now team members can get a job built for any work they carry out. So this could have had the positive effect on performance, with members getting the credit they deserve for all the work they do.

Call out lists those involved will know the pressure and cajoling that was placed on members to ‘volunteer’ for the call out lists. However, there is some disparity across TSO regarding how many are on a list in each area, who is contacted first and who is contacted last. Some lists have ‘self-cover’ others do not.

Power and maintenance run an independent list and system. No one is quite clear what system works best. Is it front stop or back stop?

Up Skilling There is an opinion that this is limited and the training and roll out has not be structured properly. We need feedback from members are we have a difference of opinion to the company in relation to the utilisation of new skills. If you have been upskilled, how much do you use your new skills: Did you get formal buddying? Do you build things into your own working day?

Workforce

5933 management graded in TSO (Reward framework)


9735 UK Direct labour in TSO 3210 offshore Total labour resource in TSO is 13203. EES has the most ‘long term’ employees in the company 165people in the age bracket 61-65 11 people in the bracket 66-70

CWU have asked for an update on the age demographic, how are people coping having work longer. We need to hear from members, this branch raised the issue that many long term members feel under pressure almost to the point of being pushed out of the company. Do you feel this way?

TSO have allowed people WIND DOWN – 22 people nationally in TSO have opted for this. Going part time on the lead up to retirement. Pensions are calculated as if you had been full time, however any contributions made during this wind down period will be at a reduced rate unless members take action to resolve/offset this.

Step down, some managers have opted to step back down to a newgrid grade in their last few months working for the company.

Also, some members have been allowed to buddy, during their last few months in the company, affording them time to pass on knowledge and experience to team members before they leave.

Going forward the head count challenge is as follows:

2016/17 – 10192 team members. 2017/18 – 9802 team members. So we can expect a reduction of 390 team members nationally.

Graduates/apprentices – again TSO expect to receive 146 this year.

Voluntary paid leavers – 2016/17 156 UK team members left the company. With managers added, the total is 316.

There are 10 members in the BTTC. 49 entered but found other jobs in BT, 14 people who were in the BTTC left the company.

There are 8 long term redeployees, with 2 members having been in the BTTC for longer than 24 months and 1 member between 12 and 24 months.

Where there is currently a surplus, a 90 day trial is taking place to find new roles for team members so they do not have to enter the BTTC.

February 15 th CWU BRANCH FORUM – BT OPENREACH Quality in the Network. A presentation was given by BT’s Chris Payne. Outlining the new approach in relation to field audits. The change is in line with the company’s attempt to move away from performance management and the ‘big stick approach’. The new audit system should be positive, not like the historic audits.


The word ‘Assessment’ is being used rather than audit, to try and make a break from the old system. People will be known a ‘quality assessors’ and not auditors. Work will be assessed which has been done by contractors and direct labour.

For the contractors, assessors are carrying out 3 assessments a day. Work is designated a ‘risk factor’ a sort of rating, this helps determine which jobs should be assessed first. For example e side work would have a high rating. It is hoped that this will cut down on some of the cut and dash work that sometimes happens and ultimately will lead to behavioural changes in the contractor companies. However, Kelly’s and Quinn’s will not be assessed as we cannot gain access to a house: in these instances the assessors will work with the companies’ supervisors in an attempt to push for better quality work.

For direct labour, there is a huge push to get the Oms into the filed more. DO NOT BE SURPRISED IF YOUR MANAGER COMES OUT FOR REGULAR VISITS. Assessors and managers are being encouraged to place positive stories on social media and BTs own internal systems.. Calling out a ‘good job’ rather than highlighting bad jobs, this is an attempt to shift the current culture of doing people down all the time. Quality days will take place, the emphasis now being on the drive for a quality job and not quantity. Once again it was reiterated that this whole approach is about changing the culture, ‘no big sticks’. So you may see tweets stating an assessor or manager has been out and Joe Blogs has done a great job, they may even want to take your photo.

Alternatively a manager may now ring you up, and say “BY the way you are working on a node that has a high probability of faults/repeats/ELFs so can you double check everything”. So please do not be offended if you receive one of these calls

A trial has seen some great results already, 1024 input is increasing and so is the amount that is being addressed – roughly 1400 a week: fault levels are flat: quality has improved. I know what you all are thinking if you have got this far reading this!!

The attempt is that this is a supportive structure, submitting a 1024 or calling out a bad joint or DP etc will not result in a beating any more, you will not be pushed or chastised for doing a ‘good job’: no more will managers encourage or hint at putting sockets in cabs and then ‘booking off’.

Where you book a fault off may result in a node being remade: I raised this process is often flawed, and asked if someone could go out and physically check before a node is renewed (this was a point raised at our recent T&FS agm). However, either Mr Payne missed my point or he thought I didn’t have a clue about the network (no comments please!), because his response was ‘because something looks bad doesn’t mean it is’ he explained a cab joint might look messy but the faults are in a nice cab. 6 faults at a node is a flag on the system that this may need renewing, also customer complaints will be grouped as common faults to see of a certain area has a plant issue etc.

Stores ordering: a review of what teams order has taken place, this showed that some teams are not ordering enough or the right stores which would lead to a quality


job. An example given to us was, clip closures. The company accept to do a quality job, stores have to be ordered and they now expect an increase in stores spend.

SO what did Mr P say is expected of you, our members………. Tell them where you have worked, if you have made a mistake they will support you – no more beating you up and doing you down. There is no performance management like we used to know, 3 strikes and you’re out does not exist anymore. What Mr P did stress to us was that members need to be honest, (ah the irony, a manager saying you need to be honest). Support will be given to anyone who asks, but if you are found booking something off in the wrong place then Mr P said there will be consequences.

In short what’s happening:-

A change in the auditing process and a change of name. Every assessor will be accredited. Managers are being taken through a quality training day in our area now, This has been trialled for 9 months now and showing great results. If engineers spend longer on tasks they will not be penalised. Look at training people who may flit from one place to another, managers to

recognise the member may not know how to use a tester properly, rather than penalise for behaviours.

Managers and assessors out and about more. Praise and encourage quality. Tweets and messages about engineer’s good work done Calls to say beware.

What is expected:-

A better feeling when you come to work Support, learning and development opportunities A better network Less faults Better customer experience, meaning less complaints

FRAMES - will be targeted next under this scheme: “General Health of an MDF”

If you have further questions, please email: [email protected]

Mr P left: we continued with agenda items.

Recruitment as with all CWU meetings, the first item to be discussed was recruitment, and non-members. Davie Bowman (national officer) has sent a list of all the non-members to each branch. Each Branch representative had to stand in turn and say what they are doing in their branch to recruit non-members in their area.

Explained was the organising strategy the Branch committee have come up with, with the idea that if we cannot change the thinking of the people we approach then we have to change the way we approach people.


mailto:[email protected]

There was an issue that we all had in the room and that is: how do you talk to field engineers whose contact details available to you are a work email address and work mobile number. Cold calling engineers is difficult and if you leave a message or email they do not ring or email back.

It is a work in progress, but one we need to address: if the OFCOM decision is to split the company, we will need our people to stand together.

WE NEED YOUR HELP - recruiting is a dark art, with your help we can do this. Please chat to a new face and encourage them to join.

If TUPE occurs, as threatened by OFCOM, it will be too late for these people to join.

PERFORMANCE MANAGEMENT - Changes.

SD – Things are now moving on from last year, when we were given assurances regarding team based measures. Measures will not apply to any individual, when we raised the issue that a SOM will look at a poor OM team who in turn will look at an individual, we were assured that one individual would not affect the overall scoring of a team.

There are a few things that need to be tidied before sign off – for example, what individual data will remain? If a new dashboard is agreed will we still need all the apps and processes that exist at the present time.

Branches raised issues such as how would someone gather info for an internal job application#: how would they prove they were good? We would have to make sure peer to peer bullying does not occur (I would never worry that point).

There will remain a process to “support” underperformance: but the role of HR in these cases has been questioned by the national team.

The HR community invited the CWU to South Shields to visit their offices and meet their team members: apparently, when dealing with a performance case they go through the whole records of the member, sick, disability, factors outside of work etc. Due diligence means they go through every step of the process with the manager and question every decision.

They said if a manager says “HR TOLD ME TO DO IT” flag that managers’ name up to them.

If the HR team see a pattern appearing with a certain managers’ decisions they flag this up to the relevant GM.

Concerns were raised by branches that the new system means managers are being performance managed, what effect would this have on them and ultimately our members.

Currently with no PM a vacuum exists, reports are still being used and nationally cases have been built against many of our members under the catch all of ‘behaviours’. Discipline cases are being raised, as manager’s flounder: without PM


they do not know how to manage. The introduction of the new dashboard is a way forward, it will not be perfect on day 1, but it is far better to have this than the previous process or none at all. On a positive note, senior managers have publically stated that team scoring is the way forward, so any manager pressing an individual needs to be reminded of this fact.

Frames – a similar agreement is almost finalised for frames engineers.

Career opportunities: the lack of them really. Career pathways has long been a phrase used in BT, apart from the odd C3 post in a control coming available to many of us the choice is remain a B2, TM2 or become a manager. The CWU are exploring the idea of getting ST and T1 positions back into the field environment. Nothing is concrete or agreed at this point. I felt it was worth a mention just to point out to our branch members that many things are pushed for by the CWU.

BCD There have been major regional organisation changes over the recent months, resulting in more localised areas, there are now 42 field patches.

The teams in many ways a self-fulfilling, often fining work to do themselves. In the field they are looking for more voluntary lodge loans, it is hoped that keeping it voluntary they will not have to impose it onto anyone.

Planning is to become more automised – as we receive more information on this we will keep our members informed.

As for the historic PW team – they have seen their workload reduced, they have lost Bend work (picking this up only if it does not work when kit is installed) and a trial is currently underway to see if they need to carry out all the A end work. So the question was asked by our branch, what is to become of these people? And the answer appears to be, precision testing. Although a trial is being conducted in Scotland, many branches reported that their members were already attending training courses up and down the country.

Apprentices in BCD was an issue raised by the branch, however we were informed that the date for them to be out into the field had been put back, due to concerns raised by the CWU. BCD apprentices should still be buddying at least until April, if you are an apprentice and are not buddying of if you know of one, please contact us.

Connected vehicle trial initially this has been trialled on 10 vehicles, considered a success with positive feedback it is being extended and 96 people are being sought as volunteers to trial this.

The benefits expected are, improved engineering experience as members will no longer have to drive distances for a connection before signing jobs off etc. A reduction in the carbon footprint. Better customer satisfaction. BT Fleet have marketed this product, there are others on the market but BT Fleets’ was the best on offer.


Obviously branches raised concerns, given the issues we have all had with ilm data misuse. Questions were asked regarding what data will this produce and how will it be used as it could monitor your speed, how you brake, basically every aspect of how you drive.

RISK – the road safety campaigners and the health and safety environment, have been consulted by the company, they fully endorse the equipment, they say it will lead to safer roads as it will make people drive more carefully.

Hoists After a trial in the North West region, the company have decided to roll out the new hoist app and process across the country.

Our NW Region SPOC (single point of contact) was very quick to point out that we have had no discussion or consultation regarding the trial, apart from one meeting months ago when a slide was presented and a number of questions were offered for us to read: the questions being the ones our members would be expected to answer when they access the app for a hoist request.

NW Branches reiterated we have not had a meeting since, we have not received or seen any data from the trial, we have not discussed the outcome of the trial and there has been no consultation. There is no evidence to suggest the trial has been a success. SO WHAT ARE YOUR THOUGHTS AS MEMEBRS OF OUR BRANCH?

AJS Every Branch has a horror story. Redeployees being offered training yet people on the AJS process being told it would take too long to train them. Overstepping of HR in some respects and in others a failure to act. The national team have an agreement that a review will take place with senior HR on a case to case basis. These include some from our branch.

LOCAL ISSUESWe have a number of personal cases and issues across all lines of business.

We are finding it extremely busy, fitting everything in and apologise if people are having to leave us messages when contacting the office.

There are a number of meetings in the pipeline, so please do not be disheartened if you think you have been missed: that said, feel free to contact us for updates:- to either provide us with one, or to ask us for one.

National Operations, this is now to fall under the same umbrella as SD. In the North it will be the responsibility of Peter Stewart, he already had SD in the North. We are yet to see what the implications will be, but suspect it will be more of a change in the management structure than for our members as a whole.

We recently challenged the fact that ‘Breakfast Meetings’ were being held out of work hours. The discussion centred on the fact our members obviously want team meetings but they should be held in works time. Management did argue the merits of these meetings and in some instances calls: CNW CWU argued that just because they are good, it does not make them right. No one should feel under pressure to attend anything out side of working hours.


We also asked for data regarding sign on time (start of day) and sign off time (end of day) alarmed that even as an average some sign off very late. We would like to hear from you why you may sign off late: if it is forgetfulness then we all do that, if it is because of undue pressure to finish work then we need to hear this, same if it is because you have been told that you have not competed an exemption from flex.

Career pathways. LEAD Members being offered the chance to enhance their CV by taking part in a scheme, the scheme will run for 6 months but no job is offered at the end of the scheme. It is to help you develop yourself – which is better than what was on offer before.

N Ops do not have any doblo vans.

ID Has lots of work now and in the pipeline.

Newsites – copper teams are performing very well: at the time we met the manager there were only 50/60 jobs left in the queue. Fibre newsites is different, the managers said there were issues with the planning of the jobs – we asked where is the local planning office they said they think it is Norwich.

Large scale upskilling is planned, if not already taking place. Contractor changes, CT have lost the tender it has now gone to Morrisons.

ETHERNET CONTROL Lancaster House: under Emma Robinson the team numbers are being increase. 2 new managers and 7 more team members. This will mean a new team is created. Training will be classroom based for 1 week, and consolidation is expected between 2 – 6 weeks. However some current team members have been in this situation for a number of months.

Regarding on-going issues, managers are taking part in workshops which should help them to engage with people. Cwu asked if we can attend one, when they cover attendance, we were assured we could.

The senior manager believes since the intervention in December that things have improved, this is not the feedback we have received. As all are aware we have issues and are working to get these resolved on behalf of our members.

TSO are currently looking at troublesome exchanges, they propose to send a team in to try and clear the issues that cause repetitive faults to occur: Widnes has been identified as one of these.

Finances. Next financial year has been set the same budget, however efficiency savings are required which would equate to 58 personnel.

Night teams are being re-instated due to issues in relation to farming the work out to day managers.

DCOE & SOCIAL MEDIA TEAMS in Lancaster house -attendance patterns are currently issues we are dealing with.

FLEX FLEX is still an issue, there is confusion around the process and each management team we meet appear to have a slightly different understanding. Flex is


not an automatic extra hour in the day. FLEX works the same for all. It is still your decision, nothing has changed since the briefing a while back. See briefing below:-

Flex and youFlex key principles

It’s under your control; it’s down to you to flex yourself on or off effectively. It’s not for your manager or controls to decide.

Flex is used in minutes, it’s simply minute-by-minute up to 60 minutes before or after your scheduled finish time.

It’s to make us all more effective; working on to complete scheduled work and flexing off as required; it does you no favours hanging about waiting for work if all done.

It’s not a replacement for overtime; paid overtime may still be offered. It’s contractual you are required to Flex on and off; but common sense will be applied on

those rare occasions when you are not able to flex because of a personal commitment. Just talk to your manager.

You check your balance on INFORMe and your RTR timesheet.

How does it work for me?

Your flex balance can be between -6 and +6 hours. It’ll be an everyday thing; you should sign off when you’ve finished, not when you are

‘supposed’ to sign off. You can flex off without authority in the last 60 minutes of the day Flex on to finish scheduled tasks that have overrun reducing your furthers. You’ll pick up positive Flex when working on for up to 60 minutes beyond your end of

day On occasion you may have to work on for more than 60 minutes beyond your end of

day , if this happens, the whole Flex period will be paid as Overtime.

What’s in it for me?

Puts you in control of your end of day. Flexing off when there is not enough scheduled time to complete another task means

your IPOP score still gets delivered and potentially improved. IPOP counts in minutes overall not your scheduled time. Can improve your work life balance.

What role does my manager play?

They’ll encourage you to ‘own’ and manage your Flex, driving effective usage. Will help you get any high balance down. Answer your flex balance or general queries.

If you don’t use flex effectively you are truly missing out, Get involved today!


Need more info on Flex, visit the Site below. https://office.bt.com/sites/flex/SitePages/Home.aspx

BT Passport - New DocumentThe CWU Personnel Team were presented with a new BT Passport which brought together the separate documents that exists on the BT Intranet. The team secured some changes and the intent of the document still remains an important record for members covered by the criteria. Health, Disability and Caring responsibilities are now recorded within one document.

If Branches or members encounter any difficulties that these are raised as soon as possible so they can be addressed.

BT Passport For Health, Disability and Caring Responsibilities.

Please note that once this document has been completed (which means it has been signed off and dated by the employee and their line manager), nothing is to be changed unless prior agreement is reached with the employee and their line manager.


https://office.bt.com/sites/flex/SitePages/Home.aspx

Name of employee:Name of line manager:

Telecom Safety Jan/Feb 2017Derek Maylor

Use of Universal Wipes for

hand cleansingBranch members have raised concern over the suitability

of the item chosen as replacement for Grimex Waterless Hand Cleanser which still has the Grimex label on and the same item code as seen here in use. These were recently introduced in our local Merseyside stores and presumably wider.

Note that engineers can regularly use 10+ of these wipes a day so if there is any risk there is a very high frequency of usage.

It has been raised via local management and Steve Arrowsmith of the Openreach safety Team (SA) who were informed by Neil Gilbert (NG) (tools and consumables

manager) that the wipes were designed for direct contact with the skin but the NHS were the primary user of this wipe the label to shows the need for gloves to prevent cross contamination between wards within the NHS.


Nigel has spoken to Clinell and attached a data sheet [attachment 1] to confirm that they were designed for use as hand wipes. He furthermore added that there was a field trial on the Clinell Wipes with no issues. The item code and description are still saying that there are Grimex – having spoken to several local users of the wipes there were no issues with them that they were aware of and thus they see no necessity for any product change anyway.

It can be seen from the label which is immediately underneath the lid that must be opened to get the wipes out of the packet why the concern is being raised by several engineers and not just one who has already had some irritation to his skin and subsequent causing of a burning sensation when in water.

A Product Alert was raised formally by Peter Linnett (PL) an Openreach Engineer with a reference of AKQK2N18.

PL subsequently also contacted the Gama Health Care who are the product manufacturer. They advised [attachment 2] the Universal Wipes are CE marked under the Medical Device Directive as class IIA medical devices, and as such can only be recommended for the cleaning, and disinfection of, non-invasive medical devices.

They do not, indeed they go as far as to state that

they cannot, and recommend the wipes for skin disinfection.

They do recommend ANTIBACTERIAL HAND WIPES (A) which cleans and disinfects hands and are developed for frequent use. They can be used any time to clean hands without need for soap and water and are tested to EN1276, EN12054 and EN1500.

The wipes currently being issued (B) continue with the “gloved” hand advice on their HOW TO USER tab for the product.

In the product OVERVIEW tab it states that it is for “surface disinfection and cleaning of non-invasive medical devices”.

In FAQs tab is does mention that it can be used on hands – but that does not mean it is designed for frequent hand use which is why there is the above product, Antibacterial Hand Wipes.


Conclusions:

If searched far enough there is a line within a tab for FAQs which then had to be opened thus burying the phrase “can be used for hands” – that does not mean that the Universal Wipes were designed for hand use on a frequent basis, they may do a job but as clearly stated by the product maker they are not designed for hand use. It is like knocking in a nail with a spanner, it can be done rather than going to the garage for a hammer; it can be done but that is not what the spanner was designed for.

We are sure that the Universal Wipes are a good product for what they were designed for but as stated by the manufacturer that was not as a hand wipe.

The use of them as a hand wipe should cease and a product is sourced, trialed and issued that is designed and fit for purpose. That may simply be the Antibacterial Hand Wipes from the same supplier.

Furthermore - who from CWU was involved in the aforementioned field trial? So we can contact them to discuss.

Personally, I am a Governor of Bridgewater NHS Community Health Trust and will question staff on the NHS use of the wipes as mentioned.

Derek Maylor BA(Hon) RSP MIIRSM MIIAI MRSPH MITP office 01744 733790 mobile 07761 098993www.unionsafety.eu Health & Safety Co-ordinator, Chair NW Safety Co-ord.Merseyside & South West Lancs. BranchCommunication Workers Union

From: Regulatory [mailto:[email protected]] Sent: 14 February 2017 13:17To: Linnett,PL,Peter,BLV132 RCc: RegulatorySubject: RE: Clinell universal wipes

Good Afternoon Peter,

Many thanks for reaching out to us. Unfortunately, our Universal Wipes are CE marked under the Medical Device Directive as class IIA medical devices, and as such can only be recommended for the cleaning and disinfection of other, non-invasive medical devices.

Whilst we do possess dermatological data that enables us to label the product with a ‘skin friendly’ claim, we cannot recommend the wipes for skin disinfection.

If I could turn you attention to our website at http://clinell.com/product/antibacterial-hand-wipes/#overview , we do have an antibacterial hand wipe that would perhaps be more suitable for your intended use.

Please let me know if I can be of further assistance.

Kind Regards,


http://clinell.com/product/antibacterial-hand-wipes/#overview

mailto:[email protected]

Nat G BatesRegulatory Affairs Administrator

GAMA Healthcare Ltd. Tel: 02079-930-030

Telecom Safety Jan/Feb 2017 cont.………

NW Co-ord met 15th Feb and NW Engineering to meet 22nd Feb.

Weeton ATE’s entrance had been moved into a bunded area of the building.

Heating (or lack of it) in buildings was becoming an issue; especially the replacement of expensive boilers. At times the temperature in Warrington CCC was only 11 C which is well below the legal minimum. Concern over ownership of buildings and leases coming to an end; refusal to “fix” and not long left etc. [taken to TSO in fist instance].

The latest Field Engineering News raised concern about the lack of reflective strips on UG guards; still waiting for clarification but appears in hand and they are added at issue.

Also from FEN strips of metal brackets that fit the Quante modules into PCP’s are quite sharp; waiting for response from BT owner Clive Owens to enquire about a protective strip.

There are issues with a lack of [and faulty] external lighting on some rural ATE’s.

The BBDC presentation was given the BT board on the 17 th Jan, two of CWL Branch USR’s delivered it.

Concern for people who were last to leave BT buildings late at night. JM to speak to the member about this issue, where was their duty of care? Site specific RA needed.

Openreach now taken ownership of the asbestos “pots” below the MDF’s; we have requested reconvening of BT Asbestos Forum [agreed and on agenda]; a random sample on HMIS of ten exchanges around the country showed that only was within inspection date.

Last summer the Control of EMF at Work Regulations came on line and with an ever aging CWU, and UK, workforce, health supportive devices like heart pacemakers are probably coming more in to the workplace – should we be concerned? Simply this is a medical device which uses electrical impulses, delivered by electrodes contracting the heart muscles, to regulate the beating of the heart [now a NW Forum prop to conference]. The regulations mean that any company where there is a possibility of working in/near electromagnetic fields and have workers who fall in to groups of specific risk require Risk Assessments. This includes employees who have “active and passive implanted medical devices” [the aforesaid pacemakers to most of us]


but also pregnant employees. Other regulations [Management of Health and Safety Regulations 1999] already require employers to RA the health and safety of both employees and non-employees to risks caused by work - this includes considering any risks arising from exposure to EMFs. The new regulations require a more targeted RA is required for those in the at-risk categories as current action levels may not provide suitable protection, a company now has to assess employees’ potential exposure to EMFs with reference to action levels (ALs) and exposure limit values (ELVs). Over exposure can have a range of dangers from simple nausea to irreversible physical tissue damage; however most of the EMF in the workplace is low and no action will be necessary. EMF is produced whenever electrical or electronic equipment, even your TV at home, your food mixer but in the workplace more likely to be computers and mobile phones. This can go to the higher end for broadcasting & TV antennas, radar & radio transmitters etc.

Other issues included; NW safety seminar; USR training including flat roof/vertical access; Civils workforce growing and effects on Stockport TEC;

The Feb. NW all LoB H & S meeting was cancelled as both Openreach and BTFS said travel restrictions meant they could not go to Blackburn TEC, the next one due to be 11th.April in Manchester TEC; the next NW Safety Coord is 14 March.

15th February 2017.

Putting the Health in Health ‘n’ Safety

Tuesday 14th February 2017

The event was opened by Dave Foy (1) whom the Branch has known for some time from various similar events when he first approached us after we spoken at some and introduced the CWU to debates.

The first speaker was Karen Hoskins who described the value of the LOcHER project which is an occupational health awareness initiative aimed at young people who are soon to enter the workplace. The TUC have been trying to raise Health as a major issue for years so the project is extremely interesting. Approximately 1.2 million people suffered from work related illness last year, many of these cases are long latency work-related diseases. Many of


these cases lead to premature deaths and unnecessary suffering, but all can be simply prevented. Whilst it’s too late for many of us and damaged may have been caused years ago we can prevent the next generations being put to the sword by unscrupulous employers or ignorance. One issue the young people had raised was on clearance time – for example, a vehicle paint sprayer lifting his “lid” as soon as he has stopped spraying is still breathing in the fumes that have not cleared.

Dave Russen from Airborne Environmental Consultants Ltd was an environmental health and safety consultant spoke of understanding the safety of your site, staff and customers is a major priority - dust and the role of the occupational hygienist. Whilst

he was speaking I did note of how we [CWU] could get statics on members who have died from long latency occupational ill health caused by an employer when they were a working member? Gary McKendrick from Omega Asbestos Consulting talked about asbestos

management including the current BT concern of surveys which the Branch has raised recently requesting the reconvening of the national Asbestos Forum and a seat on it for the Branch. He advised on building a case using statistics from the HSE Prosecutions page and quoting the Asbestos Regulations 2012, Reg. 4, Sec. 5.

Shaun Knott from CASELLA Solutions showed that noise doesn’t have to be complicated or difficult and that there are innovative

solutions or technology solutions for the benefit of workers’ health for noise, dust and vibration. The last speaker was from Reactec Ltd. and talked of hand/arm vibration, monitoring and management protecting workers while at the same time reducing costs and overheads. An impressive wrist worn device to measure called Havwear. HAV is one of the most common industrial

diseases in the UK, usually caused by prolonged use of power tools that damage blood vessels, muscles or joints. Vibration White Finger is one of the commonly used


terms. However once there is a known problem HAV has no cure, there is only prevention.


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