Equality Officer’s Seminar, Tuesday 23rd May 2017

Equality Officer’s Seminar, Tuesday 23rd May 2017
CWU Headquarters 
The Department is pleased to confirm that this year’s Equality Officer’s Seminar will take place on Tuesday 23rd May 2017. The seminar is held to make sure that Equality Officers are kept up to date on the latest developments on legislation and the businesses we represent. The seminar is to be held at CWU Headquarters on the 4th Floor (Rooms 2 & 3). Registration will commence at 10.00am for a 10.30am start, to finish at approximately 3.00pm.  
The Department is keen to stress the importance of ensuring that all Equality Officers are made aware of the seminar and every effort is made to encourage them to attend. This is especially important for newly elected Equality Officers. 
For clarification, all expenses will be met by Branches.
It is important that anyone interested in attending, will need to register with our office as soon as possible. Please let us know of any access/mobility issues, and contact us as soon as possible if anyone requires a prayer room so that we can also arrange this.
If you have any questions, please do not hesitate to contact the Equal Opportunities Department as soon as possible at the following email address: JRODRIGUES@cwu.org

 
Yours sincerely
 
Linda Roy
Assistant Secretary
Email Attachments – Click to download
LTB 187/17 – Equality Officers Seminar

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Welcome to Royal Mail Sessions 

Welcome to Royal Mail Sessions 

It has been reported to CWU Headquarters by a number of Branches and Field Officials that Royal Mail were planning to change the existing arrangements to the delivery and notification of the WTRM Sessions.

 

Following these reports, representation was made to the business to clarify this issue. The current position is a follows:

 

A re-organisation of the HR Team will go live this weekend and as a consequence there will be some changes to the existing team who have responsibility for the notification of the WTRM Sessions.

 

Previously Robertino Mann (East), Lucy Pletts (West) and Alice Johnston (North) would have made contact with the CWU on a weekly basis to advise of WTRM’s happening in their respective patches.

 

From w/c 3rd April 2017 these responsibilities will change to following people listed below:

 

BFHR Region

BFHR Area

Appointee

East

South Yorkshire, East Midlands & Anglia

Hajira Dadabhoy

East

Home Counties North & Thames Valley

Michelle Robinson

North

Scotland & Northern Ireland

Fiona Whalley

North

North of England

Amy Grisdale

South

Essex

Taiwo Adelekan

South

London

Mina Peshwaria

South

South East & Guildford

Lucy Pletts

West

West Midlands & North Wales

Sandra Moulton

West

South Wales & Gloucester

Sarah Francomb

West

South West & South Coast

Emily Davis

 

Royal Mail has assured us that they will continue to ensure that the CWU is notified in advance of the WTRM Sessions. At the time of writing this LTB we are in the process of determining which Branches fit into the above allocated areas in order to supply email addresses to the business to enable a smooth transition period for the notification of the WTRM Sessions.

 

If Branches are experiencing any problems with the notification of these sessions they are advised to contact Lynn Browne, Senior Organiser on lbrowne@cwu.org

 

Yours sincerely
 

Terry Pullinger

Deputy General Secretary (Postal)

CWU Four Pillars of Security- Update on National Talks 


1. A pensions solution for all

 

2. A shorter working week from 39 hours to 35 for a full-time job

 

3. An extension to the legally binding agreements

 

4. A Re-design Pipeline

 

 

Terry Pullinger opened the meeting expressing his pleasure at the large turnout.

 

Terry also spoke of Dave Ward’s current I’ll health and recorded best wishes form this meeting

 

It’s still early days in terms of current talks. It was asked that those presents don’t come out of the briefing despondent. The attitude of management in the negotiations has been quite short of imagination.

 

It is of great concern that management nationally have been moving away from the legally binding agreement. This has been reported back to the department via divisional reps

 

The CWU is being proactive in taking issues to the employer.

 

The company have almost admitted defeat on growth. They don’t believe they can grow the current market share.

 

Talks so far

 

After privatisation, most common things that are challenged are terms and conditions, and pensions,

 

Business are looking to maximise reducing costs. The growth agenda planned during the privatisation hasn’t come to fruition

 

RM say they have no cash. This union has the power to change the direction the business is having to go in these talks. We need to fight to secure our employment and the growth of the business.

 

RM want to take us backwards to allow them to cut costs. Pensions is our current biggest issue. CWU position is that that you can’t cut your way to success you need to grow your way to success. The business is looking for a race to the bottom against our competitors.

 

RM have invested a large amount of money into the ‘The Big Conversation’. They say they have reached 70 thousand staff and their proposals have come out of that feedback.

 

No excuses from anyone not to delivery on the aims and objectives of CWU and getting this over to members.

 

Pensions

 

RM are after a 2-year fix for the Pensions Solution, however the CWU are looking for a long-term solution to the pensions issue.

 

Company cannot afford the current DB pension scheme. CWU have made a proposal for a new pension scheme. CWU have tracked back over the last 21 years to look at pensions and investments linked to pensions. RM were not expecting any kind of proposals from CWU on a new pensions scheme. The proposals are a scheme in between a DB and DC scheme.

 

Natural that people will be cynical over the proposals, as it’s never been done before. RM took the proposals negatively and talks broke down to

Last Thursday and RM removed themselves from talks however John millage phones Thursday evening out of the blue wanting to reopen talk on Friday morning.

 

Terry believes we are in a strong position and wouldn’t want to see objection in this briefing as this could affect the current strong position we are in.

 

The proposals include guarantee of minimum lump sum, as well as a good pension in retirement.

 

RM have been paying 17.1%. 400 million pound they have paid in want to cut the that.

 

Everything is down to costs. We are in a strong position with the counter proposals

 

Daily speculation on talks from the press, which is affecting the share price. Every time press get and incline that the pension issue has been resolved share price goes up.

 

 

 

Shorter working week.

 

Business now accept we need to focus on the world of digital world we now work in.

 

Employer in first three days, said no one wants a shorter week. But they did I understand the logic of why it had been brought to the table.

 

Traditional pay claim has also been submitted above inflation by the CWU.

 

Response has been that all this has got to be self-funded, there is no money available.

 

The business is also looking at removing Area Reps and any pay protection for CWU Reps.

 

RM wanted to be at the brief and they were told no.

 

If the CWU want to negotiate a shorter working week, the business want all that’s included in their wish list. That being;

• Improve efficiency by 2-3%

• New structure for new starters

• Removal of legacy payments

• Monthly pay

• Renegotiate MTSF

• Revie of TPM and RRIS

• Simplification of agreements

• New process for trials

• More effective way of dealing with attendance warnings and dismissals

• Realign the IR Framework

 

The shorter working week would also be phased in for an hour in the first year, an hour in the second year, and 2 hours in the third year but this would be dependent on trials.

 

 

RM are the second biggest employer in UK.

 

Proposals are devoid of imagination, cost cutting, and are negative from business.

 

Simplification – Aim to simplify the current agreements into one compendium document.

 

Trials – Aim to conclude trials in 90 days. No legal or safe trails should be refused. Looking to introduce trials without tor, trials with no negotiations. If they work they’ll implement. Specifically designed to remove union activity

 

IR Framework – looking to move to two their framework of divisional and national level. Removal of area reps structure. Remove union leave for IR reps

 

Compliance for agreements – CWU agree to with this, and Ray Ellis spoke about the current issues with the business using Manpower Plan for recruitment.

 

PAD revisions, controversial issues over the duty selection, as MTSF needs to be used.

 

RRIS (Recruitment and Retention Incentive Scheme) payments – they want them reviewed every two years.

 

TPM – they want to remove this payment

 

MTSF – key national agreement, a knowledge that it had facilitated change. RM want to read negotiate. Pay and allowance, buy down, VR and travel are all items they wish to negotiate. Clearly driven by reducing costs.

 

Attendance – first day of talks, Carl Madden due to discuss the application of attendance review. Proposed Changes reported on attached slide.

 

RM not interested in mitigation in attendance reviews. Very few people get dismissed under the attendance procedure. They want RM manager specific to deal to attendance reviews to try and deal with increasing staff reduction through the attendance procedure. RM want to take an aggressive stance on attendance where all reviews will be given even if covered by equality act up to and including review 2s.

 

 

RM did not want this information sharing at today’s briefing.

 

The business has 3 priorities,

 

• Priority of customer,

• Employees priority

• Cost and efficiency

 

RM view of the pipeline, they have taken a view that it is not possible for them to grow, they have effectively given up, and are now hell bent on cost cutting not growth.

 

Friday last week, CWU pushed RM for their views on the pipeline. They have no view. It is believed that they ARE in effect making it up as they go along.

 

Looking to sequence later, having a knock-on effect of attendance patterns.

 

RM see door to door as a way forward, but have no way of automating it.

 

They have no plan for shift patterns.

 

No salient discussion for RM’s view of the pipeline.

 

 

Traffic decline is seeing the average pence per item for cost from the business increase. In 2007 it was 0.7p per item, and RM predict that in 2027 that average price per tied to deliver it will increase to 0.22p per item.

 

The type of people leading the negotiations from RM are from a consultancy background.

 

Radical idea of what they are call heavy n light model. Talks about what makes up USO and what products we are obliged to deliver each day. Call rate is on average 68% on delivery points. No details, no slides from RM. RM are looking at not delivering all products 6 days a week and some days only delivering first class (streaming as we know it) which will water down the USO.

 

Of the 70 thousand people involved in the big conversation, people don’t like lapsing, unfair work load, and not being able to take annual leave, all issues created by the business by not abiding by the national agreements.

 

 

Hillary Salt FIA – assisted in producing the counter Pension proposal

 

RM pension is mostly but wholly invested in gilts and bonds. Due to the rate of return on gilts falling to just under 2% today from just over 4% in 2008, RM find themselves in a position of struggling to fulfil their obligation.

 

RM are saying they are not making changes to save money.

 

CWU counter proposals been named as WinRS, Wage IN Retirement Scheme.

 

This scheme would be open to all, not just current DB scheme members. This would include new joiners.

 

 

I’ve attached numerous slides that go with this report. The Red slides are from the CWU and the Blue slides are an overview of the counter proposals for the pensions.

 

 

This is just an outline of a very informative briefing, to give you an idea of what we are up against with the business.

 

We need you on board, backing the CWU position. If we stand together and show strength and support. Please see your local rep and sign the petition to say you support the 4 Pillars and the objective of the CWU.

 

 

 

 

 

Amanda HillRichard LineSteve ClarkeSimon Peach

Branch SecretaryAHSO Area DistributionArea Delivery

Pictures of slides from the briefing

 

 

 

 

 

 

ELECTION OF NATIONAL REPRESENTATIVE POSITIONS – VACANT POSITIONS (2017) – CWU Equal Opportunities Advisory Committees (Vacant Positions)

ELECTION OF NATIONAL REPRESENTATIVE POSITIONS – VACANT POSITIONS (2017) – CWU Equal Opportunities Advisory Committees (Vacant Positions)
The following CWU Equality Advisory Committee positions are vacant: 
CWU Race Advisory Committee 

Postal Constituency – 1 position

CWU Lesbian and Gay Bisexual and Transgender Advisory Committee

Postal Constituency – 1 position

TFS Constituency – 2 Positions  

The NEC has agreed the election arrangements for the filling of the vacant positions for the above National Representative. Accordingly please find attached the regulations and nomination forms for these elections. 
The Timetable for the elections is as follows: 
Nominations open 31 March 2017 

Nominations close 11 April 2017 (14:00)

Despatch ballot papers 12 April 2017

Ballot closes 20 April 2017 (14:00)
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
Email Attachments – Click to download
LTB 183/17 – Election of: CWU Equal Opportunities Advisory Committees (Vacant Positions) 2017

Regulations 2017

Nomination Forms 2017

Candidate Consent Form 2017

CWU RE-DESIGN PROJECT – NATIONAL BRIEFINGMANCHESTER 23rd MARCH 2017

CWU RE-DESIGN PROJECT – NATIONAL BRIEFINGMANCHESTER 23rd MARCH 2017

 

Jane Loftus opened the meeting which began with a minute’s silence following the atrocities in London the previous day.

 

Apologies were received from Dave Ward who has recently spent some time in hospital. Best wishes were sent to him from the meeting.

 

Terry Pullinger is with Royal Mail management for talks for 3 days so was also unable to attend this briefing.

 

Sections 1 and 2:

 

Reinforcing The Case For Redesign And The Work Being Carried Out On Redesign At CWU HQ.

 

The reason behind the redesign are in part due to membership figures and finances and managing the decline of both.

 

2015 saw a loss of 5000 members while 2016 membership fell by 1500. Funding from membership subscriptions for 2016 dipped below £30 million.

 

We are losing members who are paying full time membership and saw an increase in members paying less than Plan 1. This is in part down to the part time recruitment in our core businesses and not the full-time contracts that we have historically seen.

 

Clearly this will have had a dramatic impact on our income.

 

These are factual figures and the CWU need to manage the decline in membership and the impact this is having on the reduction in our revenue.

 

The union needs to develop a model that can help deal with this and bring the trade union movement to the increasing number of self-employed workers to ensure they are also protected.

 

The pace of change in the current work force is having an impact on the trade union movement.

 

A merger with another union cannot to be ruled out by the CWU, however, our stance is that we are not open for one trade union taking over another. If a merger is to be considered it should be a joint venture – not a takeover. But to avoid a merger we need to keep moving with the times. We can’t afford to stand still. 

 

Conference 2016 outlined a broad plan for a redesign beginning at CWU HQ in Wimbledon.

 

When approaching headquarters staff, their union – the GMB, got on board with changes that needed to be made. The GMB also stepped up to agree voluntary redundancy packages. 13 people left on voluntary terms in December of last year. This has resulted in a reduction in expenditure of £600,000 per annum. 

 

Staff pension changes also needed to be negotiated with the GMB. Currently the staff pensions cost around £4million per year. The changes already made will realise a saving of £98,000 in contributions by the union.

 

Contacts with external suppliers are also being looked at to try and reduce costs. While most contracts are small, the total sum equates to a large expenditure. Already the lease of high volume print machines and photocopiers have recently been re-negotiated with the revised contracts reducing costs by around £100,000 per year while the building maintenance contract renewal has cut outgoings by £14,000 per year.

 

Currently, the CWU are what’s known as cash poor but asset rich. We have assets totalling £39-40 million which include, The Elstead Hotel in Bournemouth, Alvescot Lodge Training Centre in Oxfordshire, CWU HQ in Wimbledon and funds sitting in Branch accounts.

 

Q&A and Statements

 

Q: Can a Branch analysis on decline be done?

 

A: Research has shown that most people leave the union because they leave the business with the major employers which the CWU represent.

 

Q: Can Membership reports to go out to Regional Secretary’s?

 

A: This can be looked at as part of the review. 

 

Q: Are branches fit for purpose?

 

A: This is currently under review by Trish Lavelle e.g. looking at branches and how they operate.

 

Q: Membership database – there are major issues with employers not providing data for up to 9 weeks. Why is that?

 

A: Membership auditors have been in to HQ to check data to consider relevant issue of MAC (Membership Accreditation Certificate) which allows the CWU to use the membership data base to contact members. 

 

Q: CWU HQ (150 The Broadway) is too big and not fit for purpose. Can the space be used to generate more income?

 

A: The ground floor is already leased to an outside firm. However, there is no mortgage on HQ, the union owns it.

 

Q: Are there any plans to change release arrangements?

 

A: Facilities and release agreements are down to the industrial departments and will remain so. It is inevitable that the core businesses will be coming after facilities time. In Royal Mail this currently costs £20 million a year.

 

Q: Why are our Retired membership numbers dwindling?

 

A: Issues with recruiting retired members is in part down to the default retirement age being abolished. Also, members either go early on a VR package and don’t necessarily class themselves as retired. Alternatively, some members stay on past 65 so branches struggle to know when a member is considering retiring. 

 

 

Statement: One region has 10% no members yet another region has 24% non-members. The CWU needs to look at what works, and how it works so that we can be better organised nationally.

 

Statement: Sharing of information between departments needs to be looked at to try and stop duplication of information, and for the information we do hold to be able to be shared. 

 

Statement: CWU initial thoughts are to see HQ based on three pillars made up of the two departments for the two industrial sectors arms, with a third department dealing with all Central Services. This is what is being looked at as a model for HQ.

 

We are a membership funded and membership organised organisation. Without the members we don’t exist. 

 

Section 3:

 

Delivering A More Ambitious Recruitment and Organising Strategy

 

It has been established that we urgently need to look at what we offer as a union. This will include looking at making the union more appealing to young members, retired members and families. 

 

It’s also necessary to resource our front line to strengthen our union in an aim to gain members and make membership more appealing. 

 

Part of the debate and contributions that were made in this session, encapsulated the issues we face. 

 

There will be a priority of training and resourcing reps in the work place. The debate is about putting this strategy in place and making sure that there is a joined-up approach nationally.

 

Our current structure has been the same since 1999 when we had 300,000 members. This is no longer sustainable. We need to change our structure to model ourselves based on the membership levels and revenue streams we have now. However, the whole point of the restructure is based on a fundamental need to review if what we have now works, and how we can improve on what we have to ensure we operate as effectively as we can.

 

We must deal with what we have and the position we find a ourselves in. We have two choices, deal with the situation we find ourselves in or find ourselves in a merger.  

 

2016 was the best year in the last 5 years for recruiting new members into the CWU, but we still lost members and revenue due to the number of business-driven revisions across the core businesses in which we represent.

 

Tony Kearns closed this section of the briefing by stating that if the people present believe in the CWU and want the CWU remain in the next 10-15 yrs. then there should be nothing to fear. 

 

Section 4:

 

Desired Outcome For Redesign

 

✓ An increase in Reps on the ground.

 

✓ Succession planning for the new generation of Reps and activists.

 

✓ Achieving our aims with proportionality.

 

✓ A sustainable, affordable and more effective structure across the whole union.

 

✓ An improvement of communications skills as well as the frequency and quality of our engagement with members.

 

Section 5:

 

Next Steps

 

✓ The Project Board to agree a terms of reference document to put to the National Executive Council (NEC) from Trish Lavelle. Looking at how we engage with Branches, Regions and Reps.

 

✓ The need to analyse the makeup of branches and regions. 

 

✓ To finalise and implement pension changes at CWU HQ.

 

✓ To continue and finalise the streamlining work at CWU HQ and implement the next phase of voluntary redundancies there.

 

✓ To develop a comprehensive communications plan on our re-design for members, Reps and Branches.

 

Amanda Hill​​​​​​​Austin Goldsmith

Branch Secretary​​​​​​Letter Section Secretary

 

 

Mental Health First Aid (MHFA) Training Courses (2-Day)

Mental Health First Aid (MHFA) Training Courses (2-Day):

Mental Health First Aid is an educational course which teaches people how to identify, understand and help a person who may be developing a mental health issue. In the same way as we learn physical first aid, Mental Health First Aid teaches you how to recognise those crucial warning signs of mental ill health. 
Developed in Australia in 2000 and now internationally recognised in 23 countries, the MHFA course teaches people how to recognise the signs and symptoms of common mental health issues, provide help on a first aid basis and effectively guide someone towards the right support services.  
Mental ill health can affect every single one of us. There is widespread ignorance of mental ill health in the general population and there is the associated stigma too. For some the stigma can lead to delays in people seeking help and support. There is also a lack of confidence in what to do if someone is distressed or in a crisis situation. 
In any one year, approximately 1 in 4 British adults experience at least one diagnosable mental health problem.  
Mental ill health costs UK employers an estimated £26 billion, which equates to an average of over £1,000 per employee.  
By learning to recognise the signs that someone may be unwell, you may be able to provide initial help, to guide a person towards appropriate professional help, and in its most powerful form, save a life by learning basic suicide intervention skills. 
CWU Health, Safety & Environment Action
Workers have been experiencing a significant increase in stress, which in some cases has led to mental health problems, as a result of the impact of austerity on their work and home lives. Although there is greater public awareness of mental health, the number of workers affected by mental health issues is enormous. The CWU wants to teach reps and members to spot the early signs of a problem, stop it getting worse, help sufferers to recover sooner and reduce the stigma attached to mental health problems as well as identifying problems that may need to be addressed in a workplace, and measures that can be taken by employers to make a workplace ‘mentally healthy’. Trade Unions and the TUC collectively want to find ways to prevent mental health problems arising, and to work with employers to enable people with a mental health condition to continue in work.
The Health, Safety & Environment Department has worked with a number of branches and charities in CWU regions to help organise and encourage CWU reps to attend the two-day “Mental Health First Aid” training courses and these courses have now been successfully organised in a number of CWU branches, areas and regions including Northern Ireland, East, North East, North West and others.
The Health, Safety & Environment Department and NEC H,S&E Sub-Committee would like to see more CWU representatives undergoing these training courses in order to recognise and assist members in distress. Health and Safety Representatives as well as Branch and Industrial Relations Representatives are encouraged to sign-up for and attend a MHFA 2-Day Course.
Courses are organised regularly across the UK by Mental Health First Aid (England and Scotland) as well as by a number of mental health charities (‘MIND’ and ‘Rethink’ for example). Remploy, training organisations, regional TUCs and a number of Local Authorities sponsor the Courses in their catchment areas, enabling the training to be provided free or at a nominal fee price. Additionally many training organisations, companies and colleges now provide the courses. The MHFA training courses are delivered by trainers who are licensed and accredited by the MHFA Organisations.
The Health, Safety & Environment Department would encourage and recommend that enquiries are made locally to establish availability and seek volunteers from amongst representatives to attend these training courses. The Health, Safety & Environment Department is available to assist wherever required. See attached summary information about the Mental Health First Aid 2-day training course content below. Mental Health, Stress, Depression and Anxiety are at epidemic levels in the UK and the Suicide rates are a big concern. The CWU will continue to call for better support for people experiencing mental health problems to help prevent suicides and enable people to lead full and fulfilling lives with manageable conditions. However lack of support means many people are growing increasingly desperate. It needs to be made easier for people to find help without shame or stigma at work as well as at home and in the community. We also need to raise awareness generally to ensure those in distress are recognised and signposted to get professional help and support before it’s too late. 
Why do Mental Health First Aid training?
There is widespread ignorance of mental ill health in the general population and there is the associated stigma too. For some the stigma can lead to delays in people seeking help and support. There is also a lack of confidence in what to do if someone is distressed or in a crisis situation. MHFA is a response to this with the aim of improving mental health literacy throughout communities and workplaces, with the belief that mental health crises, such as suicidal and self-harming actions, can sometimes be avoided by early intervention. Mental Health First Aid graduates receive an internationally recognised certificate of achievement.
Course Aims – Spotting The Signs – Early Intervention and Support
Mental health problems cover a wide range of issues including stress, anxiety, depression and substance abuse which can affect someone’s ability to get on with their daily life. Early intervention can help slow down or stop a mental health problem and lead to a faster recovery. However, most of us know little about mental health. We often don’t spot the signs that someone else – or ourselves – is struggling until very late. A MHFA course will teach you to recognise the early signs of a mental health problem, and give you the confidence and knowledge to help someone experiencing a mental health problem on a first aid basis, help stop someone from hurting themselves or others, help stop things from getting worse, guide those in need towards the right support and reduce the stigma of mental health problems.
The 2-Day Mental Health First Aid Training Course Overview and Description:
The Adult MHFA course is usually a 12-hour course which takes place over two full days.
The sessions will be a mix of presentations, discussions, and group work activities. MHFA accredited instructors provide a safe learning environment and are trained to support students throughout the whole course. If students don’t feel comfortable joining in certain parts, then there is no pressure to.
Due to some of the sensitive subjects of the courses, numbers are usually limited to 16 people. MHFA want everyone to feel safe and instructors can help if people find some parts particularly difficult.
Everyone who attends the course will receive a copy of the MHFA manual and workbook, which are both excellent support resources. When students have completed the course they will receive a certificate to confirm that they are a trained Mental Health First Aider.
The two day Adult MHFA course is an internationally recognised course. After taking it, participants will be able to:
Recognise the symptoms of mental health issues

Provide initial help

Guide a person towards appropriate professional help

MHFA won’t teach participants how to be a therapist, but once they have completed the two day course they will be able to say they are a Mental Health First Aider. 

MHFA licensed instructors deliver training that has been designed to fit into four manageable chunks. These are:
Mental Health First Aid, mental health, and depression

Depression (cont.) and suicidal crisis

Anxiety, personality disorders, eating disorders and self-harm

Psychosis, schizophrenia and bipolar disorder

In each section students learn how to:
Spot the early signs of a mental health issue

Feel confident helping someone experiencing a mental health issue

Provide help on a first aid basis

Help prevent someone from hurting themselves or others

Help stop a mental health issue from getting worse

Help someone recover faster

Guide someone towards the right support

Reduce the stigma of mental health issues.

Conclusion
Around 6,500 people kill themselves in the UK each year and 50,000 more attempt suicide. The figures are truly shocking. And the increased numbers make the need to address the problem all the more necessary and urgent. The highest risks of suicide are among those with depression and mental health problems. There is no doubt about the message we must all take from these latest figures. Mental Health issues and in particular Suicide is a problem we all have a duty to address.
Not just shocking for every family, every friend connected with those individual tragedies. Not just for the doctors and nurses who may in some cases have been trying to help. But it should shock us all. Every Employer and every work colleague, everyone in our society. The causes are likely to be multiple and for the most part, responsibility is collective. Not singular. It’s not therefore someone else’s problem. It is our problem.
If we can move away from the simplistic idea that it’s a problem for “them” and not “us”, in recognising our collective role we might just be able to begin to make a difference and do our bit to try to turn these figures around. We can’t be sure we will bring the figures down but we have a duty to try – Every single one of us.
And that’s what we hope the Union can do and working with the employers we can do – So please consider getting reps in your Branches, Areas and Regions trained and involved and start moving mental health to an equal place at the top table of our thinking.
Mental Health problems are common especially for those suffering with severe depression or anxiety. How many people, young and old are now suffering the pain of problems of mental health? 98% of people over the age of 30, who take their own lives, have a history of mental illness.
Mental Health First Aid is exactly what it suggests, a first aid approach to mental health.
Attachment:
MHFA Training Course Leaflet

Yours sincerely
Dave Joyce

National Health, Safety & Environment Officer
Email Attachments – Click to download
Attachment 1 – LTB177/17 Mental Health First Aid (MHFA) Training Courses (2-Day):

Attachment 2 – MHFA 2-Day Course Leaflet

PAPYRUS” – National Charity For The Prevention of Young Suicide:

PAPYRUS” – National Charity For The Prevention of Young Suicide:

Introduction To Papyrus:
Papyrus is the national charity for the prevention of young suicide. Papyrus recognises that young people and children are among the higher risk groups in the UK when it comes to suicide. Suicide is the biggest killer of young people – male and female – under 35 in the UK with around 2,000 young people taking their own lives every year, nearly 5 a day and every year many thousands more attempt or contemplate suicide, harm themselves or suffer alone, afraid to speak openly about how they are feeling. The Charity does all it can to raise awareness and mitigate risk of suicide among the under 35s.
What They do:
Provide confidential help and advice to young people and anyone worried about a young person,

Help others to prevent young suicide by working with and training professionals,

Campaign and influence national policy

Campaigns:
Papyrus is a campaigning organisation, rooted in the experiences of its members and supporters who believe that many young suicides may be prevented. The Charity campaigns influence national policy, and empower young people to lead suicide prevention activities in their own communities and organisations.
This campaigning Charity organisation draws from the experience of many who have been touched personally by young suicide across the UK and speaks on their behalf in their campaigns, in their work and in their endeavours to save young lives. The Charity needs more people who share their aims to join them and support them to strengthen the voice of the organisation and working together young lives can be saved. Papyrus believes that with appropriate support and education, many young suicides can be prevented.
Papyrus has led a campaign for many years on reducing access to negative information online which may lead to suicide. They continue to press for the regulation of internet sites which encourage suicide or give information on suicide methods. The organization is determined to continue to press for regulation of the internet when it comes to young people and others who are vulnerable to suicide being given access to information and, indeed, material resources which can lead to their suicide.
The Charity also campaigns for the prioritisation of suicide prevention, calling for it to be properly resourced, otherwise they say it will remain as a leading cause of death in the UK. They are calling on the Government to invest more resources into better mental health support /services for young people and for those who support them as well as invest more into suicide prevention itself. Papyrus obviously has a particular focus on preventing young suicides. Stigma surrounding suicide, suicidal thinking and behaviour and suicide bereavement remains a key barrier to delivery of some of their collective aspirations.
Papyrus also plays an active part in a number of national collaboratives, working together with partners to reduce suicide numbers.
Suicide Bereavement Support:
Papyrus is a member of the suicide bereavement support partnership and brings to it experience of working with many who have been touched by a young suicide. They also work to provides opportunities for those bereaved by suicide to prevent future deaths by becoming involved in the work of the charity.
Training:
Papyrus provides a suite of training opportunities focused on awareness, prevention and intervention skills. Their awareness and prevention training includes disabling young people’s suicide plans. They offer a range of packages to schools, colleges, universities, young offender institutions, prisons, community organisations, the NHS and others. They intend to continue to deliver this training to help equip people across all walks of life with the knowledge, skills and attitudes required to prevent suicide and to help keep safe many more young people at risk.
Media Reporting:
Papyrus supports sensitive media reporting of and coverage of young suicide and other suicide-related stories which may impact or influence young people. They work in a collaborative way with press and broadcast media to uphold the WHO media guidelines on reporting of suicide.
Ensuring The Voice Of The Bereaved is Heard:
Papyrus is a membership charity, many of whose members and supporters are active in suicide prevention following their own personal experience of a young suicide. Their voices being heard is at the heart of the organisation’s campaigns, their work with media and others ensures that awareness is raised, stigma is reduced and lives are saved. Through regional development work, Papyrus is able to meet with and engage people from across the community; among these, the voice of those who have been touched personally by suicide remains a key component.
Development Work in Regions and Communities:
Papyrus attracts people from across the country who are keen to get involved in the work of the charity and so the organization is developing new ways of engaging others in the work of preventing young suicides, through education and training, involvement in campaigns, listening and learning from different community leaders and working to tackle stigma across cultural and ethnic boundaries.
Medical Confidentiality:
Papyrus members have often discovered, on the death of their young family member to suicide that their doctor had information which, had it been shared with them, could have helped them to reduce risk at home for their young person. Papyrus is keen to see improved information sharing and inclusion, where possible, of family in young people’s care plans. The Charity is pressing for change with the organizations involved.
NHS Suicide Investigations:
Papyrus members report dissatisfaction with investigations following deaths of patients in the care of the NHS and Papyrus is calling for independent investigations into all patient suicides and that the standard of these is high.
HOPELineUK – Helpline:
The Charity provides confidential support and suicide intervention through their professionally staffed Helpline called “HOPELineUK” for young persons at risk and those who are worried about a young suicidal person they may know. This service provides professional advice, information and support to young people at risk of suicide and those worried about such a young person. Papyrus is committed to working directly with those who are struggling to cope with life in their formative years, as well as with those who care for and support them. Staffed by professionals trained in suicide intervention, the HOPELineUK service is open 10am-10pm daily and 2-5pm at weekends, offering practical information, advice and support through telephone, text and email to young people at risk of suicide as well as to parents, friends, families, professionals and others who are concerned about a young person they know who may be experiencing suicide ideation.
Papyrus Information & Resources:
There are a range of leaflets available for bulk purchase from Papyrus at: http://www.papyrus-uk.org/shop As Follows:-
Thinking of Ending it All? (pack of 10). Information and advice on how to deal with suicidal feelings. Pack of 10 £2

Not Just a Cry for Help (pack of 10). Advice on how to help someone you know who has tried to take their own life. Pack of 10 £2

HOPELineUK Leaflet (pack of 10) Information about the national helpline, HOPELineUK and how to get in touch. Pack of 10 £2

HOPELineUK Cards (pack of 10). Credit card sized information about the national helpline, HOPELineUK and how to get in touch. Pack of 10 £1

Coping With Exams Leaflet (pack of 10). A leaflet for young people about handling the stress and pressure associated with exams. Pack of 10 £2

Listen To Me Leaflet (pack of 10). Information about how to communicate with young people who may be struggling. Pack of 10 £2

Thinking of Ending it All – (pack of 100). Information on how to deal with suicidal feelings. Pack of 100 £10

Sample Pack of Leaflets and HOPELineUK Wallet Cards. Discounted pack with all leaflets and a display poster. £8.50

Not Just a Cry for Help – (pack of 100). Advice on how to help someone you know who has tried to take their own life. Pack of 100 £10.

Coping with Exams – (pack of 100). A leaflet for young people about handling the stress and pressure associated with exams. Pack of 100 £6

HOPELineUK leaflet – (pack of 100). Information about the national helpline HOPELineUK and how to get in touch Pack of 100 £6

Listen to Me Leaflet – (pack of 100). Information about how to communicate with young people who may be struggling. Pack of 100 £6

HOPELineUK wallet cards – (pack of 100). Credit card sized information about the national helpline HOPELineUK and how to get in touch. Pack of 100 £4

The Charity also sells a range of promotional items and has a very informative Website with lots of information available.
Papyrus Contact Details
Papyrus

67 Bewsey Street

Warrington

Cheshire WA2 7JQ

Email:pat@papyrus-uk.org 

Text: 07786 209697

Website: http://www.papyrus-uk.org

Twitter: @papyrus_tweets
Are you a young person thinking about suicide, or are you concerned about a young person?
Contact PAPYRUS HOPELineUK – Call: 0800 068 41 41
10am-10pm Weekdays

2pm-10pm Weekends

2pm-5pm Bank Holidays
Yours sincerely
Dave Joyce

National Health, Safety & Environment Officer
CWU Supporting Papyrus and the National Suicide Prevention Alliance
 
Email Attachments – Click to download
Attachment 1 – LTB178/17 “PAPYRUS” – National Charity For The Prevention of Young Suicide:

Suicide by Occupation in England: 2011 to 2015 – Office For National Statistics (ONS) Report Published March 2017

Suicide by Occupation in England: 2011 to 2015 – Office For National Statistics (ONS) Report Published March 2017:

The ONS has just published research on occupational suicide. The report analyses deaths from suicide in different occupational groups for people aged 20 to 64 years, based on deaths registered in England between 2011 and 2015.
Suicide is the leading cause of death in England and the UK in adults below the age of 50 and past research shows that some occupations are at particularly high risk. This new report describes recent analysis of deaths from suicide in different occupational groups among those aged 20 to 64 years. Such analysis can inform targeted suicide prevention measures and provide a broader understanding of influences on suicide.
Therefore this report will be of interest to Union Officials throughout the Union. The new report contains quite detailed occupational breakdowns for many types of jobs and sectors both for male and female workers. It shows that there are clear links between work and the risk of suicide which makes it a significant issue for Trade Unions.
The report also demolishes a lot of stereotypes and shows that suicide is more common among low paid or manual workers. For instance, individuals working in roles as managers, directors and senior officials – the highest paid occupation group – had the lowest risk of suicide. Among corporate managers and directors the risk of suicide was more than 70% lower for both sexes. Contrasting that were low skilled, low paid workers such as male labourers, particularly those working in construction, who had a three times higher risk of suicide than the national average.
Report Main points
There were 18,998 suicides in men and women aged between 20 and 64 years between 2011 and 2015, which constitutes a rate of around 12 deaths for every 100,000 people per year; for around 7 in 10 (13,232) of these suicides, an occupation was provided at the time of death registration.

Males working in the lowest-skilled occupations had a 44% higher risk of suicide than the male national average; the risk among males in skilled trades was 35% higher.

The risk of suicide among low-skilled male labourers, particularly those working in construction roles, was 3 times higher than the male national average.

For males working in skilled trades, the highest risk was among building finishing trades; particularly, plasterers and painters and decorators had more than double the risk of suicide than the male national average.

The risk of suicide was elevated for those in culture, media and sport occupations for males (20% higher than the male average) and females (69% higher); risk was highest among those working in artistic, literary and media occupations.

For females, the risk of suicide among health professionals was 24% higher than the female national average; this is largely explained by high suicide risk among female nurses.

Male and female carers had a risk of suicide that was almost twice the national average.

Females within the teaching and education profession had a lower risk of suicide but specifically for primary and nursery schoolteachers there was evidence of an elevated risk.

Individuals working in roles as managers, directors and senior officials – the highest paid occupation group – had the lowest risk of suicide. Among corporate managers and directors the risk of suicide was more than 70% lower for both sexes.

Suicide Definition
For this report, Suicide was defined using the National Statistics definition which includes both intentional self-harm and injury or poisoning of undetermined intent, based on the coroner’s findings.
Where to go for help – The Samaritans
The report advises those struggling to cope and needing someone to talk to, to either:-
Call Samaritans on their Helpline 116 123 or

e-mail jo@samaritans.org or

visit the Samaritans Website: http://www.samaritans.org

Samaritans are available round the clock, every single day of the year, providing a safe place for anyone struggling to cope, whoever they are, however they feel, whatever life has done to them.
Contact Details For “Samaritans” England, Scotland, Wales and Ireland
Samaritans Central Office England
Central Office telephone: +44 (0)20 8394 8300 

Central Office email: admin@samaritans.org 

Central Office postal address: The Upper Mill, Kingston Road, Ewell, Surrey KT17 2AF
Samaritans in Ireland
Ireland Office telephone: +353 1 6710071 

Ireland Office email: ireland@samaritans.org 

Ireland Office postal address: 4-5 Usher’s Court, Usher’s Quay, Dublin 8
Samaritans in Scotland
Scotland Office telephone: +44 (0)131 556 7058 

Scotland Office email: scotland@samaritans.org 

Scotland Office postal address: CBC House, 24 Canning Street, Edinburgh EH3 8EG
Samaritans in Wales
Wales Office telephone: +44 (0)29 2022 2008 

Wales Office email: wales@samaritans.org 

Wales Office postal address: Floor 2, 33-35 Cathedral Road, Cardiff CF11 9HB
A Pdf file copy of the ONS Report “Suicide by Occupation in England: 2011 to 2015” is Attached
Yours sincerely
Dave Joyce

National Health, Safety & Environment Officer
Email Attachments – Click to download
Attachment 1 – LTB175/17 Suicide by Occupation in England: 2011 to 2015 – Office For National Statistics (ONS) Report Published March 2017:

Attachment 2 – Suicide by occupation England 2011 to 2015