Owen Jones meets CWU members on dispute. Please share this video as widely as possible. Other sections on TUC and Labour will come out in the next few days

Eastern No 5 Branch

SPECIAL NOTICE

WhatsApp Broadcast Group

We have set up a CWU Eastern No5 members WhatsApp Broadcast Group where we can forward CWU Communications onto members.

A Broadcast Group is where members receive messages from me and they cannot see who is in the group. No phone numbers are shared.

If you want to be in this group then you will need WhatsApp on your phone.

Save my number Ernie Orviss 07887985430 Then message me with your name requesting to be put in the group.

EJ Orviss

Area Processing Representative

Area.processing@cwue5.org

Date 19th September 2017

Royal Mail Group – 5-Year Mental Health Strategy – “Healthy Minds Matter”

To: All Branches with Postal Members

Dear Colleagues,

Discussions have been taking place with the RMG Health Team on the subject of Mental Health in all its forms, including stress, anxiety and depression. The Health, Safety & Environment Department has continued to pursue Mental Health issues as a priority, in line with CWU Conference Policy and we have agreed to work closely together on this important subject matter with full CWU involvement at every level developing the Strategy, strengthening support to those in need and in crisis, raising awareness, reducing stigma, signposting people to the right place and putting in place the tools, help and support those with Mental Health conditions providing effective responses and solutions.

Royal Mail Group’s 5-Year Mental Health Strategy and plan entitled “Healthy Minds Matter”.

As part of this new approach, there will be a review of all Royal Mail Group’s people policies to further improve the employer’s approach and response to Mental Health conditions. All managers will be trained, informed and equipped to support staff with appropriate interventions and signposting.

The Strategy has four key strategic aims:-

1. Raising Awareness – Develop and build awareness amongst the workforce at all levels.

2. Reducing Stigma – Work towards a culture where mental health can be discussed.

3. Tools Provision – Signpost to tools and support.

4. Knowing what to do in a crisis – Ensure all employees are clear on where to getsupport in a crisis, for ourselves and others.

The Strategy and Plan stages are:-

• Year 1 and 2 2017/18 – Benchmark and deploy standards to raise awareness, educate and provide tools for managers and employees.

• Year 2 and 3 2018/19 – Review current policies and practices, identifying appropriate changes that further improve the ways RMG supports Mental Health.

• Year 3 to 5 2019/20 – 2021/22 – Review the impact of the interventions and programmes and plan as appropriate. Demonstrable culture change.

World Mental Health Day 10th October 2017

World Mental Health Day 2017 will see the launch of activities as part of the Strategy and plan including:-

• A dedicated WTLL/RMTV week beginning Monday, 9th October 2017.

• A Managers E-learning module launch. (CWU ASRs will be able to do this trainingModule).

• Courier content or insert.

• Everyday People Video (CSR) internal and external promotion.

• A new Mental Health “Z card” issued to all staff on how to access support.

• Communicating details of a new forthcoming Mental Health ‘Ambassador Programme’ Pilot.

• A Text Message, Donate/Fundraiser for the RMG charity partner ‘Action For Children’.

• A Mental Health Postmark.Initial prevention and education planned activity includes:

• A mandatory 20 minute e-learning module for all managers (as above).

• Communications campaign launching in October with WTLL, RMTV and Courier.

• Mental Health Video ‘Everyday People’ commissioned by CSR.

• Introduction of a new “Mental Ambassador Programme Pilot”.

• Analysis of high impact units, root causes followed by support plan.

• Review RMG people polices for opportunities to make changes that support RMG’s mental health aims including Welcome Back Meetings specific to MH conditions.

• Partnering charities and associations to give support to the external MH education and awareness agenda.A re-active support review will take place including:

• Manager referred counselling and advice.

• Employee direct access to counselling 24/7 through First Class Support.

• Promotion of wider health and wellbeing activity (Feeling First Class) promoting the links between healthy body and healthy mind.

• Ensure managers are equipped through education and tools to give both in-work and return to work support.

• Ensure managers Know what to do in a crisis. Other measures to be included in the plan are:

• Work to reducing stigma and increase in the disclosure of a mental health condition which may currently be under-reported or wrongly reported as a physical condition by the employee. Improving mental wellbeing will hence improve attendance.

• Introduce a ‘Mental Health Ambassador Programme’ commencing with a joint Pilot/Trial.

• The provision of ‘Mental Health First Aid’ courses to be extended to (a) train 60 managers a month and (b) Include other groups including First Aiders and others. CWU Health Safety & Environment Dept has requested inclusion of ASRs.

A Mental Health e-learning course to be launched in October 2017 to all managers with a completion by March 2018. CWU Health Safety & Environment Dept has requested inclusion of ASRs.

The Health Safety & Environment Department will continue discussions with the RMG Health Team working with RMG on all the aspects, stages, components and deployment.

As we are approaching the time to undertake the 12 Months review of the RMG Stress Risk Assessment Process and SHE Standard, we have indicated our wish to complete a comprehensive review with local input in order to test the effectiveness of the process and look at areas of improvement opportunities at what will be a very appropriate time. We have indicated a need to look at the second level process of Workplace Stress Risk Assessments, the first level being individual Stress Risk Assessments via the ‘Guided Conversation’ and at the second level we want to look at Workplace or Workgroup collective assessments. We have also requested a survey of Managers and CWU Area Safety Reps for feedback on this to take input for evaluation.

Further reports will be made in due course.

Yours sincerely

 

Dave Joyce

NationalHealth, Safety & Environment Officer

17LTB508 Royal Mail Group – 5-Year Mental Health Strategy – “Healthy Minds Matter”

Appendix 1

Royal Mail Mental Health Five Year Strategy v1 4

Royal Mail Group Head of Occupational Health and Wellbeing

To: All Branches with Postal Members

Dear Colleagues,

LTB031/17 informed all CWU Area Health and Safety Reps, CWU Branches and Regional Health and Safety Forums that Judith Grant (Royal Mail Group Head of Occupational Health and Wellbeing) had resigned from her role and would be leaving Royal Mail Group at the end of April 2017 after three years with the organisation.

Rachel Boon, who has been with Royal Mail Group for five years, worked alongside Judith and has now been appointed to take over her responsibilities in the interim; a further announcement on Rachel’s role, title and responsibilities will follow in due course.

Meetings have taken place with Rachel and me where we have raised and discussed a number of health and wellbeing issues and cases. In addition we have discussed Royal Mail Group’s health and wellbeing strategy and programme going forward, including the development and roll out of the five year mental health strategy and accompanying programme. This programme and strategy will be launched by the Royal Mail Group Safety, Health, Environment and Wellbeing team, with the support of the CWU Health, Safety and Environment Department, in October 2017; this will take place during European Health and Safety Week, at the National joint Royal Mail Group/CWU Safety, Health and Environment event.

Rachel Boon is keen to work closely with the CWU Health, Safety and Environment Department and the CWU Area Health and Safety Representatives across the Royal Mail Group, continuing the good working relationship established by Judith Grant. Rachel is also keen to progress a number of initiatives, programmes and activities under the health and wellbeing programme banner.

We have discussed the newly introduced Stress Risk Assessment Policy (launched October 2016) and the next steps, including supporting a stronger policy on mental health by raising awareness, seeking parity for mental and physical health and re-emphasising the joint Royal Mail Group/CWU commitment to the ‘Time To Change’ pledge; in signing this both parties committed to work together to raise awareness, end stigma, support those in need and help in a crisis.

The TUC ‘Dying To Work’ charter pledges to support terminally ill workers in order to continue employment if they so wished. This pledge was jointly signed by Royal Mail Group, CWU, Unite and TUC at TUC headquarters last week – together we will be ensuring the ‘Dying To Work’ principles, now reflected in Royal Mail Group’s terminal illness guidance is communicated and upheld.

Rachel has asked me to thank all the CWU local and Area Health and Safety Representatives for their important contribution to the health, safety and wellbeing of the workforce in Royal Mail Group, as part of the safety, health and wellbeing community and has acknowledged the important role our Representatives play; a sentiment Dr Shaun Davis and I echo.

Rachel is keen to continue and develop a strong and collaborative working relationship in these important areas of joint interest and I look forward to our continuing work together in progressing this very important agenda.

Yours sincerely

 

Dave Joyce

National Health, Safety & Environment Officer

17LTB507 Royal Mail Group Head of Occupational Health and Wellbeing