Stockport Postwoman – Serious Dog Attack, Finger Amputation 8.7.17 –‎ Guilty Dog Owner Sentenced at Stockport Magistrates Court 15.02.18: Summary Report:

To: All Branches

Dear Colleagues,

A Stockport Postwoman and CWU Member who suffered a terrible hand injury with a finger bitten completely off and the tendon extruded whilst she was delivering mail on her round last July, finally got justice when the irresponsible owner was sentenced at Stockport Magistrates Court on 15 February 2018.

Miss Kerry Hackney owner of the vicious, uncontrolled dog that bit the Postwoman’s finger off through the letter box, had been found guilty at an earlier hearing and was back before the Court for sentencing.

The Magistrate passed the following sentence. Miss Kerry Hackney was ordered:-

• To work 160 hours unpaid community service work,

• To pay the victim Postwoman £750 Compensation,

• To pay £85 Court Costs,

• To pay £300 towards Police Kennelling Costs,

Additionally, The Magistrate made the following ancillary orders:-

• A Contingent (Suspended) Destruction Order was placed on the dog.

• The animal has to be on a short leash and muzzle at all times whilst in public.

• The animal can only be let out via the front door if on the leash and muzzled.

• A wire letter box cage has to be fitted to the front door and must remain in place at all times.

• A six foot high fence has to surround the rear yard and be maintained.

• The rear gate must be bolted, locked and secured at all times.

• Any violations reported will result in the case coming back to court and a destruction order made against the dog.

The Magistrate was advised that Miss Hackney held a full-time job at the local hospital and worked two nights at a pub at weekends. Her adult daughter resided with her. (She had submitted a financial statement). The Police kennel fees were £2730 however due to prosecution delays and taking account of her financial statement the Magistrate ruled that Miss Hackney would pay £300 towards the costs.

The Magistrate awarded £750 compensation to the victim Postwoman to be paid by Miss Hackney.

The defence stated that Ms Hackney’s income was not sufficient to pay the total £1135 all at once. The Magistrate agreed a sum of £40 per month (£10 per week) with the first payment to be made within 28 days from the hearing.

This is a satisfactory and welcomed conclusion. We have seen a considerable number of dog attacks through letterboxes across the country over recent years due to poor dog ownership controls and precautions. This case should serve as a warning to those dog owners with a blasé attitude towards these incidents which happen far too often. Full credit goes to Greater Manchester Police for pursuing this case with vigour and determination. Something we don’t see in all the UK’s 50 Police Forces and I want the case to serve as an example to other Police Forces as well.

See attached photograph of the victim Postwoman’s ‎ injury (WARNING GRAPHIC IMAGE).

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB101 Stockport Postwoman – Serious Dog Attack, Finger Amputation 8.7.17 –‎ Guilty Dog Owner Sentenced at Stockport Magistrates Court 15.02.18 Summary Report

8 July 2017 Stockport Postwoman

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“Thriving At Work” – The Stevenson/Farmer Report on Mental Health And Employers 2017:

To: All Branches

Dear Colleagues,

The independent review into workplace mental health, commissioned by the Prime Minister in January 2017 and led by Dennis Stevenson and Paul Farmer, was published in October 2017 entitled ‘Thriving At Work’. The review looks at how employers can better support all employees including those with poor mental health or wellbeing remain in and thrive at work.

Statistics from the Department of Work and Pensions reveal that 300,000 people with a long term mental health problem lose their jobs each year. Analysis by ‘Deloite’, commissioned by the reviewers, also reveals a demonstrable cost to employers, and quantifies for the first time how investing in supporting mental health at work is good for business and productivity.

Stevenson/Farmer outline in their report that they believe that the number of people leaving work with mental health problems could be reduced by 100,000 to bring the number in line with physical health conditions in the first instance.

Poor mental health costs the UK economy between £74 billion and £99 billion a year. ‘Deloitte’s’ analysis shows that the cost to employers is between £33 billion and £42 billion of this number. Evaluations of workplace interventions show a return to business of between £1.50 and £9 for every £1 invested.

Drawing on the accounts of over 200 employers of people with mental health problems and leading experts in mental health and work, Thriving at Work sets out core principles and standards that all employers should commit to. It highlights examples of some employers who are taking positive and innovative steps to support the mental health of their employees.

The reviewers Denis Stevenson and Paul Farmer are calling on all employers, regardless of size or industry, to adopt six ‘mental health core standards’ that lay the basic foundations for an approach to workplace mental health. These cover mental health at work plans, mental health awareness for employees, line management responsibilities and routine monitoring of staff mental health and wellbeing. Large employers and the public sector are expected to go even further, demonstrating best practice through external reporting and designated leadership responsibility.

Farmer and Stevenson confirmed in their report that they found that in many workplaces, mental health is still a taboo subject and that opportunities are missed to prevent poor mental health and ensure employees who may be struggling get the support they need. In many instances employers simply don’t understand the crucial role they can play, or know where to go for advice and support. They stated that the human cost of failing to address mental health in the workplace is clear. Workplace mental health should be a priority for organisations across the UK. Every employer in the UK has a responsibility to support employees with mental health problems and promote the mental wellbeing of their entire workforce.

Farmer and Stevenson added that in light of the demonstrable impact of poor workplace wellbeing on individuals, employers and the UK economy, their report calls on the Government to accept the recommendations in full, and to introduce the core standards in the public sector. They said that the right leadership was needed among employers in the public, private and voluntary sectors, and a mandate from policy-makers to deliver their ambitious but achievable plan. They concluded that it is time for every employer to recognise their responsibilities and affect change, so that the UK becomes a world leader in workplace wellbeing for all staff and in supporting people with mental health problems to thrive at work.

‘Deloitte UK’ who were commissioned by Farmer/Stevenson to provide the analysis stated at the report’s launch that their analysis indicates the potential impact poor mental health has on UK businesses and the wider economy and said it should spur employers into recognising that championing mental health and supporting employees makes good business sense and that inaction comes at a demonstrable cost.

The review took account of Mind’s Workplace Wellbeing Index. The Index is a benchmark of best policy and practice around mental health. It celebrates the good work employers are doing to promote and support positive mental health, and provides key recommendations on the specific areas where there is room to improve. Participating organisations undertake staff and employer surveys to help assess where the gaps lie between the organisation’s approach to workplace wellbeing and staff perceptions. 30 organisations took part in the first Index, with 15,000 of their employees completing the staff survey.

“Mental Health Core Standards”

To achieve the objectives of the report, it sets out what is described as “mental health core standards” – a framework for a set of actions which Stevenson/Farmer believe all organisations in the country are capable of implementing quickly.

These mental health core standards are as follows:-

• Produce, implement and communicate a mental health at work plan;

• Develop mental health awareness among employees;

• Encourage open conversations about mental health and the support available when employees are struggling;

• Provide employees with good working conditions and ensure they have a healthy work life balance and opportunities for development;

• Promote effective people management through line managers and supervisors;

• Routinely monitor employee mental health and wellbeing.

The report states that mental health core standards are drawn from best practice and, as far as possible, are evidence based, albeit there is a pressing need for more evidence. Annex A of the Report sets out guidance, suggestions, and tools to help with implementing the standards. The report also outlines a series of more ambitious ‘enhanced’ standards for employers who can and should do more to lead the way, building on the mental health core standards these are as follows:

• Increase transparency and accountability through internal and external reporting;

• Demonstrate accountability;

• Improve the disclosure process;

• Ensure provision of tailored in-house mental health support and signposting to clinical help.

The report sets out three other factors that will help the implementation of these “mental health core and enhanced standards”.

1 Increasing employer transparency presents the biggest opportunity to encourage a greater breadth and depth of employer action on mental health, and strong leadership is vital to ensuring this change is felt throughout organisations. Employer action on mental health is intrinsically measurable. Increased transparency will go a long way to generating a culture of measurement and will enable the development of voluntary ranking schemes to help drive accountability and further improvement.

2 While Stevenson/Farmer believe that it is clearly in the interests of all businesses and organisations to implement these mental health core and enhanced standards, they are calling on trade unions, industry groups, professional and regulatory bodies to help with the implementation of the ‘mental health core standards’.

3 Digital tools and products are an enabler of change and there is a significant opportunity for low cost, scalable interventions in workplaces. They refer to the explosion of such technology and it is vital that there is a firm evidence base that is accessible for employers and employees.

Annex B: Making workplace adjustments for employees with mental health problems

Annex B to the Report gives guidance on making workplace adjustments for employees with mental health problems. The report states that mental health problems can be experienced very differently by different people and as a result individuals themselves are best placed to identify what their needs are. Any workplace adjustments should be decided in consultation with the individual concerned. Some people may not know what might be helpful to them so exploring their options in a safe, constructive and supportive environment is recommended. It’s also a good idea to set a trial period after which the employer and employee can review together how effective the adjustment has been, and whether any other changes are needed.

Employers should be creative and flexible in considering and applying different workplace adjustments. Under the Equality Act, disability, which includes mental health, is a ‘protected characteristic’. Workplace adjustments themselves do not address the specific mental health problem, but are designed to address the disadvantage that the mental health problem might cause for a person in their role or the wider workplace. A number of good suggestions (not designed to be exhaustive) are made and provides ideas to help guide these conversations

Report Recommendations

The Report made 40 Recommendations in all and a copy of the full set of recommendations and Government response to each is attached. Apart from calling on all employers to implement the above detailed ‘Core Standards’, three other key recommendations include; Government should consider legislative change to enhance protections for employees with mental health conditions, particularly fluctuating mental health conditions and clarify the role of employers in providing reasonable adjustments. Government examines what more it can do to require employer compliance with existing equality and employment laws and Government funded mental health campaigns include information and support for improving workplace mental health, and that where possible their impact is evaluated.

Report Conclusion

The Report’s general Conclusion was that Workplace Mental Health should now be a priority for organisations across the UK with the right leadership amongst employers in the public, private and voluntary sectors, and a mandate from policy-makers to deliver the mental health core and enhanced standards, together supporting all employees, including those with mental health problems, to thrive in work.

Government Response (‘Improving lives: the future of work, health and disability’)

The Government response to the Stevenson/Farmer ‘Thriving At Work’ Report was published in a Joint DWP and DOH Policy paper entitled ‘Improving lives: the future of work, health and disability’ on 30 November. This paper sets out the Government’s plans to transform employment prospects for disabled people and those with long term health conditions over the next 10 years. The Government stated that “As Government we support these recommendations in full. Where it is for employers to act to take the recommendations forward we encourage them to do so. For the public sector, this includes working through sponsor departments and initiatives such as our planned Public Sector Summit, to be held in spring 2018. We will similarly encourage implementation of these recommendations by private sector businesses by using existing networks and through our role in providing information, advice and support to employers.”

HSE Impact & Response

The Government stated that it would “move forward” with all 40 recommendations in the Stevenson/Farmer review on mental health at work, including three that directly reference the work of the HSE. The Report stated that the HSE Work-Related Stress approach was too narrow. As a result of the Report and Government response, the HSE is now expected to be bound by the report’s recommendation to “revise its guidance to raise employer awareness of their duty to assess and manage work-related mental ill-health”. It will also have to “build on its Risk Assessment Guidance and Management Standards approach by highlighting how these actions will help employers deliver key parts of the mental health core standards”. Under a third recommendation, “Local Authorities should adopt the same recommendations as the Health and Safety Executive throughout its guidance and practices, and ensure join up between its public health and health and safety enforcement roles”.

Farmer and Stevenson stated that they viewed the HSE and enforcement as a “safety net”, protecting staff in workplaces with bad practice around stress, bullying and victimisation. The HSE have the responsibility to promote best practice, and we certainly see the HSE playing a role in raising employer awareness of their duties. The HSE has a role in being the safety net to protect staff where there are really appalling cultures, or bullying and harassment. They feel that is also core business for the HSE.

Responding to the Government announcement, The HSE stated that they fully recognises the vital role that employers can play in supporting their employees to maintain good mental health. Preventing work-related mental ill health is an important aspect, and the HSE provide guidance and tools to help employers implement effective actions. The HSE are building on this guidance to help demonstrate how it can contribute to the wider aspects of managing mental health in the workplace, as described in the review’s core standards. The HSE are also working on the provision of signposts to helpful resources, and promoting the guidance to employers using the HSE’s ‘Go Home Healthy’ campaign. Central to this is protecting people in proportionate, practical and effective ways which also supports innovation and productivity. While rightly proud of the UK record, the HSE knows that tackling mental ill-health is a must for Britain’s wellbeing and prosperity. The HSE is actively working with employers to promote these kinds of practical measures to tackle the causes of work-related ill health.

The Report Authors

Paul Farmer has been Chief Executive of Mind, the leading mental health charity working in England and Wales since May 2006. He is Chair of the Association of Chief Executives of Voluntary Organisations (ACEVO), the leading voice of the UK’s charity and social enterprise sector. Paul is also a trustee at Lloyds Bank Foundation which invests in charities supporting people to break out of disadvantage at critical points in their lives. Paul is Chair of the NHS England Mental Health Taskforce – bringing together health and care leaders and experts in the field, including people using services, to lead a programme of work to create a mental health Five Year Forward View for the NHS in England. Paul has an Honorary Doctorate of Science from the University of East London, is an Honorary Fellow of St Peter’s College Oxford and The Royal College of Psychiatrists, and was awarded a CBE in the New Year’s Honours 2016.

Lord Dennis Stevenson, Baron Stevenson of Coddenham, CBE, DL is a British businessman and former chairman of HBOS. He sits on the crossbenches in the House of Lords. Stevenson is a long time campaigner for greater understanding and treatment of mental illness informed by his own experiences of depression. He was the Founding Chair of MQ: Transforming Mental

Health, a charity which supports research into mental health; and he promoted a Private Members’ Bill – the “Mental Health (Discrimination) Bill” – the first key step in the UK to removing a number of the key discriminations against people who suffer from mental illness. He is currently a trustee of Inter Mediate which facilitates negotiation to help bring a sustainable peace in the most difficult, complex and dangerous conflicts where other organisations are unable to operate.

Stevenson/Farmer Stakeholder Groups:

• The Expert Advisory Group: A group of individuals who have contributed evidence, examples of good practice and practical advice to the Review. Dr Paul Litchfield Chief Medical Officer BT Group was a member.

• The Leaders Panel: A group of senior leaders across the public, private and voluntary sectors, who have acted as a support and guide to the Review, particularly around implementation. Moya Greene Chief Executive Officer Royal Mail Group was a member.

Attachments

• Copy of the Stevenson/Farmer ‘Thriving At Work’ Report

• Copy of the Government Response Annex C of DWP/DOH Policy Paper ‘Improving lives: the future of work, health and disability’

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB107 Thriving At Work – The StevensonFarmer Report on Mental Health And Employers 2017

Thriving-At-Work-Stevenson-Farmer-Review-Of Mental-Health-And-Employers .._

Improving Lives The Future of Work Health and Disability IMG_0002

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Royal Mail Electric Peugeot Partner L2 Vans Introduction/Deployment Update – Part of The 2017/18 Vehicle Replacement Plan:

To: All Branches

Dear Colleagues,

As reported in LTBs 454/17 and 535/17, 100 Peugeot Partner L2 Electric Vans are to be deployed by Royal Mail Group Fleet and are due to arrive in 17 pilot Delivery Office locations. This originally was planned for the period November/December 2017. Deployment has slipped back slightly to the period January to March 2018 but deployment is imminent once Driver and Fleet Technician training is completed.

As previously reported, RMG, recognise the need to respond positively to the government’s much-anticipated Clean Air Plan and the need to reduce carbon dioxide, nitrogen dioxide and diesel particulate emissions from all forms of road transport. There is a need to prepare for the introduction of Major City Low Emission Zones initially and the government announced petrol and diesel engine vehicles ban due in 2040 (2032 in Scotland). This all comes amid the rising levels of pollution posing a major risk to public health.

The RMG purchase agreement for 100 Peugeot Partner L2 Electric Vans represents one of the biggest single purchases of electric vehicles to be used commercially in the UK to date. This is the first batch Light Commercial Electric Vans, with more planned to follow as the fleet transitions over coming years. The Peugeot Partner L2 Electric Vans will, if successful, certainly help Royal Mail to significantly reduce the environmental impact of its delivery fleet. The technical and safety feature details of the Peugeot Partner L2 Electric Van, along with training details for drivers and Fleet Technicians is contained in LTB 454/17.

Latest Deployment Plan and Update:

Phase 1

• Derby DO – 6 vans deployed before Xmas. Article in January Courier.

Phase 2

• 46 vans due to be deployed between 22 January and 22 February.

• These will be deployed in 8 Delivery Offices (DOs) – Camden, Whitechapel, Bexleyheath, New Nine Elms, Hockley, Cardiff, Nottingham South and Belfast.

• Plus associated Fleet Workshops to be involved in deployment along with training etc.

Phase 3

• Remaining 48 vans will be deployed during February and March (dates tbc).

• These will be deployed in 8 Delivery Offices (DOs) – Harehills, Orpington, Dartford, Islington, Southwark, Bristol South, Hythe and Edinburgh Dell.

• Plus associated Fleet Workshops to be involved in deployment along with training etc.

ASRs are to be fully involved in the pilots from pre-start through to full deployment, then monitoring the new vehicles and feeding back.

Yours sincerely

Dave Joyce

National Health, Safety & Environment Officer

18LTB106 Royal Mail Electric Peugeot Partner L2 Vans IntroductionDeployment Update – Part of The 201718 Vehicle Replacement Plan

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MIND – Managers Guide – Supporting Staff With Mental Health Problems:

To: All Branches

Dear Colleagues,

Right now 1 in 6 workers is dealing with a mental health problem such as anxiety, depression or stress. This can stop people performing at their best.

Organisations perform better when their staff are healthy, motivated and focused.

Smart employers support employees who are experiencing mental health problems to cope and recover. The support people receive from employers is key in determining how well and how quickly they are able to get back to peak performance.

Standing by people when they experience a mental health problem is not only about keeping hold of a valuable staff member – it also sends a message about the organisation’s values.

All employees need to see that their employers live up to their stated values and treat their people well. Trust and integrity are key drivers of engagement and organisations that support staff reap the benefits in terms of loyalty and commitment from all employees.

We all have mental health – it moves up and down a spectrum from good to poor and it’s affected by a range of factors both in and outside of work. Starting a conversation about it doesn’t have to be difficult – MIND can show you how to effectively support staff and increase employee engagement, motivation and productivity.

This ‘MIND’ guide sets out simple, practical and inexpensive steps that any organisation can take to support staff at every stage of the mental health spectrum – whether they’re stressed or have a diagnosed mental health condition. The approaches in this guide are universal principles designed to support a diverse range of people across a range of workplaces. It looks at:

1 How to create a culture that supports staff to be open about their mental health.

2 How to have a conversation with someone about their mental health.

3 How to support someone experiencing a mental health problem.

4 How to manage an employee’s time off sick and their return to work.

MIND is not providing legal advice but practical guidance for employers. The guide is also useful for Trade Union Reps, helping measure the performance of employers and managers by helping check if they are stepping up to the mark and doing the right things and doing enough to support workers suffering mental health issues and in distress.

Having clear policies and approaches for managing mental health helps organisations ensure consistency in developing and delivering a clear positive culture and approach on mental health and communicating this clearly to all of the workforce.

Find attached pdf file copy of “MIND – Managers Guide – Supporting Staff With Mental Health Problems.”

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB105 MIND – Managers Guide – Supporting Staff With Mental Health Problems

MIND – Managers Guide – Supporting Staff With Mental Health Problems

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UNI World Women’s Conference & World Congress 2018

Further to LTB 054/18 dated 29th January 2018, please find detailed below the results of the ballots.

Postal Constituency

2 Lay Members 

Kate Hudson

South Midlands Postal88,979*ELECTEDSajid Shaikh

Birmingham District Amal32,255Amarjite Singh

South East Wales Amal62,244*ELECTED

Telecoms and Financial Services Constituency 

2 Lay Members 

Vivien Holding

Northern Ireland Telecom24,647*ELECTEDJean Sharrocks

North East27,416*ELECTEDJeffrey Till

Greater London Combined14,113 

The branch analysis for the above elections are attached to this LTB.

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

18LTB095

Postal Returns 2018

TFS Returns

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DIGITAL AUTOMATION LTD 

We have recently received a number of queries from Branches in relation to the above company. The company has contacted Branches offering to assist regarding photocopying contracts. From the information supplied to us the individual concerned, purportedly acting on behalf of the company, is named as Leigh Rammage, although there could well be other individuals claiming to act on their behalf.

We are told that the company has been informing Branches that either they have had authority given to them by the CWU under the CWU redesign process or in some cases specifically quoting the authority to operate given by Tony Kearns as Senior Deputy General Secretary. Both of these positions are false. At no point have Digital Automation Ltd been given any authority to approach Branches and make these claims, to repeat we believe they are deliberately misleading Branches and are doing so to seek to engage the Branch in signing up to photocopying contacts.

Tony Kearns, Senior Deputy General Secretary contacted Leigh Rammage who agreed to write to confirm that they would cease immediately from contacting CWU Branches and making such claims. Despite agreeing to provide this confirmation and despite being given a number of opportunities to do so, no such confirmation has been forwarded to us.

The failure to provide this confirmation, despite assurances that they would, coupled with what we are told is a misleading approach to Branches raises some very serious questions in our minds as to whether the company is reputable enough for the CWU to deal with. In short, they appear, in our view, to be deliberately and knowingly misleading CWU Branches for the purpose of financial gain. We have asked them to cease with this approach and they have refused to confirm that they will.

Additionally CWU Headquarters Finance Department has begun to receive queries from a leasing company called Leasing Programmes Ltd seeking certain guarantees from us around contractual or Direct Debit payments. It appears that both Digital Automation Ltd and Leasing Programmes Ltd work together on these matters.

Photocopying contracts are an extremely difficult area to deal with as they quite often involve expensive and time commitment legally binding agreements. In the recent past CWU Headquarters has had to incur legal costs to secure release from such contracts on behalf of Branches. On another occasion a Debt Collector turned up at CWU Headquarters demanding to remove goods to the value of a contract they claimed a CWU Branch had failed to honour.

Both our experience in this area and what we view as the dishonest approach from Digital Automation Ltd lead us to take the position that Branches should, with immediate effect, refrain from doing any business with Digital Automation Ltd. Any contact from them should be referred directly to Tony Kearns, Senior Deputy General Secretary at CWU Headquarters. This step is being taken to protect Branch finances and is the only option we are left with following the failure of the company to address our concerns.

Digital Automation Ltd is a company regulated by the Financial Conduct Authority (FCA) and we will be immediately taking the unusual step of raising a complaint with the FCA. This is over what we believe to be an approach that is dishonest as it attempts to secure contracts from Branches by misleading them into thinking that CWU Headquarters have cleared this company as a trusted body. We have done no such thing.

CWU Headquarters has a long standing arrangement with a photocopying supplier that works with the TUC as well as several other large TUC affiliated Trades Unions. Should any Branch require assistance or advice in this area please contact sdgs@cwu.org and we will arrange for them to contact you.

In order to protect the CWU from legal action and to protect Branch finances it is important that Branches act upon the advice contained in this LTB immediately.

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

18LTB096

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Royal Mail Group Smoking Policy/Non-Smoking Guide For Employees

To: All Branches

Dear Colleagues,

Introduction

This guide was updated by Royal Mail Group in 2017 and outlines the expected behaviours and standards regarding smoking at work.

A copy is attached for your information and reference. This is a policy of the business and not an agreement with the Union.

• Smoking is not permitted in any Royal Mail Group building or vehicle.

• This guide explains the rules on smoking at work and applies to every Royal Mail Group workplace. It explains the concept of designated areas, where smoking is allowed. It also explains how breaches of the rules will be managed.

• This should be read in conjunction with the Group Health and Safety Policy and the Conduct Code.

Guiding principles

Royal Mail Group is committed to:

• Compliance with UK legal requirements

• Providing a healthy and safe work environment for all

• Reducing fire hazards and risks

Designated smoking areas

Designated areas, where smoking is allowed will be decided on by the appropriate manager following local consultation and assessment and input from appropriate experts. Designated areas must be outside buildings and other enclosed places and at least 4 metres from windows, doors, ventilation systems, air handling systems or any other openings.

Non-compliance

• Employees and agency workers who do not comply with the standards will be subject to investigation under the Conduct Policy.

• Customers, visitors and contractors smoking on Royal Mail Group premises should be informed about and reminded of the company’s smoking rules and asked to comply. Those who still wish to smoke should be asked to use designated smoking areas or leave the premises.

• Managers must intervene if an employee, visitor, contractor or customer fails to comply.

Electronic cigarettes

Royal Mail Group does not allow the use of electronic cigarettes in any Royal Mail Group building or vehicle. Electronic cigarettes are a type of electronic nicotine delivery system that is used by individuals to help them give up smoking. Using electronic cigarettes is not classified as smoking as they do not burn or emit smoke into the atmosphere. However, most electronic cigarettes look like real cigarettes and produce a vapour that is designed to look like smoke; this is called `vape’. The process of using an electronic cigarette is known as vaping or e-smoking.

Sources of help

The ‘Getting Help’ box on the front page tells you where to find further information. Guidance is also available on the Policy and Information Site on PSP.

QUIT line www.quit.org.uk

A charity that helps smokers to give up, and provides practical help, advice and support from trained counsellors. Helpline: 0800 00 22 00.

Smokefree www.nhs.uk/smokefree

An NHS free service providing advice to smokers who want to stop smoking. It includes information about local support services, networks and groups. Helpline: 0800 0224332.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB091 Royal Mail Group Smoking Policy Non-Smoking Guide For Employees

Non-Smoking Guide (2)

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Man Jailed For Ten Years Over Fatal Dog Attack

To: All Branches

Dear Colleagues,

Irresponsible and arrogant, dangerous dog owner Aaron Joseph was jailed for 10 years this week after his out-of-control bull terrier attacked and killed his popular neighbour and school lollipop man David Ellam, as he tried to protect his own Yorkshire Terrier dog, Rollo. Mr. Ellam, 52, was attacked and savagely mauled, suffering fatal injuries during the ‘sustained attack’ by Aaron Joseph’s Bull Terrier dog Alex, outside his flat in Riddings Road, Sheepridge, Huddersfield on 15th August 2016. On the day in question David Ellam met his death in the most appalling manner. He came out of his own front door and on to his doorstep, where he was attacked and mauled to death by Joseph’s dog. Witnesses told the court that once the dog had hold of Mr. Ellam she would not let go. Alex was shaking her head from side to side as if trying to sever the leg she was holding in her mouth. They also described Mr. Ellam’s calls for help as heart-rending.

Joseph’s dog had been returned by Police a week before the attack took place because it was not classed as a dangerous banned breed.

At Leeds Crown Court, Joseph, 30, was convicted of owning a dog dangerously out of control in public, causing injury resulting in death and was sentenced to ten years imprisonment. It took the jury just 39 minutes to unanimously find Joseph guilty. Joseph, who had previously been out on bail during the trial, was locked up immediately by the judge.

Judge Sally Cahill QC told the court that the circumstances of this offence were nothing short of horrendous and sentenced Joseph to 10 years’ imprisonment, of which he will serve half the sentence before he can be considered for release on license. He was also banned from owning a dog for life. The court heard aggravating factors which made the offence very serious. These included the fact that Joseph had been served with a legally binding (Dog) Community Protection Order which he completely ignored. Mr. Ellam’s death could have been prevented if the dog Alex had been wearing a muzzle as it should have been, as stipulated by the (Dog) Community Protection Order.

The Judge told Joseph it was a case of ‘high culpability’ saying he (Joseph) knew his bull terrier Alex was dangerous which was demonstrated by the fact that the dog had bitten people on FOUR separate previous occasions and not least because he did not let her off the lead during walks, unlike his other dog. She told Joseph that there were many failings which led to a conclusion that he must bear complete responsibility for the events that fatal morning. The attack, and Mr. Ellam’s death, the judge concluded, happened because of Joseph’s arrogant and stubborn disregard for the welfare and safety of others in the community where this dog, should have been carefully and strictly controlled but was kept in circumstances whereby she was able to escape and attack Mr. Ellam. Had a muzzle been properly used, Mr. Elam would still be alive today. The Judge concluded that Joseph’s failings all led to a conclusion that he bore complete responsibility for the events of that fateful morning.

In a statement the Crown Prosecution Service (CPS) said that this was an appalling case in which a man lost his life in the most shocking way in a horrific, brutal and sustained dog attack. The CPS were able to present evidence to the court to show that Joseph had failed to comply with a previous control order, which stated that the dog must be muzzled, kept on a lead, insured, neutered and micro-chipped. In addition he chose to place a dog which he knew to have a history of attacking neighbours in a pen in the communal garden of the flats where he lived. Aaron Joseph’s failure to comply with the control order together with his failure to take adequate steps to secure his dog led directly the tragic death of Mr. Ellam. The gravity of this crime is reflected in the severity of the sentence imposed today.

David Ellam’s family paid tribute to the popular likable man. In a statement they said his loss was like someone turned out the light their lives. Dave was one of those people that once you had met was hard to forget, once he was part of your life it was hard to imagine life without him and he will forever and always be in their world. Dave was loved and adored by his nephews, niece, partner, wife, brothers, extended family and friends and all those that knew him. David’s girlfriend Claire Josling said she was ‘haunted by the memories’ of how David suffered and said she still remembered getting the phone call saying Dave had been attacked by a dog and then rushing to the hospital. She added that it is simply unthinkable that anyone would die in these circumstances.

The CWU welcomes the sentence. With 3000 Postal workers attacked by irresponsible owners’ dogs every year and with a recent spate of very serious injuries following attacks on Postmen and Women, we are calling on the Courts to be more consistent and to use the full range of their sentencing powers to hand down effective sentences along with ownership bans and destruction orders as in the Aaron Joseph case.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB090 Man Jailed For Ten Years Over Fatal Dog Attack

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CWU HUMANITARIAN AID APPEAL – HOLIDAY OF A LIFETIME

As part of the CWU Humanitarian Aid’s ongoing commitment to enhance the lives of disadvantaged children wherever they live, the Trustees have decided to give 18 children from vulnerable families in Moldova a “holiday of a lifetime” and bring them to the UK for a week in March 2018.

The week will consist of travel excursions to many of the main attractions such as the London Eye and Thorpe Park and many others. This would, of course, take a considerable amount of finance, and therefore we have launched an appeal and would respectfully request that Branches and Regions give some thought to donating to it.

If you wish to make a donation, you can either send a cheque to:

Eric Parker

CWUHA Financial Officer

20 Great Cob

Springfield

Chelmsford

Essex

CM1 6LA

Making all cheques payable to ‘CWUHA’ writing ‘Moldova Appeal’ on the back of the cheque.

Alternatively, you can make a BACs transfer:

Bank: Unity Trust

Sort Code: 608301

Acc no: 20031169

For more information, please contact CWUHA Trustee, Eric Parker on 07904 009 342 or email eric.parker@cwuessex.org

Yours sincerely

Dave Ward

General Secretary

18LTB092 CWUHA APPEAL

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