Royal Mail Group Night Worker Health Promotion Initiative and Free Health Assessment 2020

Royal Mail Group Night Worker Health Promotion Initiative and Free Health Assessment 2020

For the information of Branches and Area Health and Safety Reps, please see attached communications issued this week by the Royal Mail Group Safety Health and Environment, Occupational Health Team to promote night worker health and signpost those workers to the availability of a free health assessment if employees would like one which can be arranged via their line manager and the RMG occupational health service. Due to the current pandemic situation, the approach has changed this year from sending a home mailing questionnaire to night workers. This will be reviewed for 2021.

Under the Working Time Regulations 1998, a ‘night worker’ is an employee whose regular work hours includes at least three hours of the night time. Under this legislation, night time is between 11pm to 6am unless otherwise agreed. While working at night doesn’t necessarily pose any significant health risks, it may worsen some existing health conditions including epilepsy, depression, anxiety and diabetes. Employers are required by law to offer all night workers a health assessment. It must be ‘free’ and carried out before they become night workers and periodically thereafter. The Health and Safety Executive (HSE) enforces the night worker health assessment requirement detailed in the Working Time Regulations 1998. The health assessment helps employers to identify where night shifts are causing workers health risks. After completion, it also helps to decide how best to make reasonable adjustments.

In line with the requirements of the legislation, during the month of September Royal Mail Group are offering night workers the opportunity to take up a regular “free health assessment” via a screening questionnaire that has been compiled with guidance from Royal Mail’s occupational health service provider. The night worker health assessment is designed to identify any risk factors associated with medical condition(s) and then allow advice to be obtained on how to manage them effectively. Night shift workers can receive a health assessment by request via their line manager who will then make a referral to the occupational health service by 28thSeptember. A health questionnaire will then be e-mailed to the night worker concerned to complete and return direct to the occupational health service provider. All assessments are in confidence. Participation is voluntary and if there are no health concerns, employees and line managers will receive a report to confirm this. As part of the exercise, the Royal Mail Group Occupational Health Service is distributing health advice to night workers which also contains advice on physical activity, diet, social interaction and the steps workers can take to help maintain and improve their health and minimise any adverse effects.

Managers’ Actions are to deliver the attached WTLL brief during September and provide the attached ‘Health Advice for Shift Workers’ information sheet/hand-out to all night workers. Managers must inform night workers they are entitled to receive a voluntary night worker health assessment if they wish and the manager must submit any requests by making a referral to the occupational health service via a provided on-line link by 28th September 2020. Night workers requesting a health-check assessment will be e-mailed a health questionnaire to complete electronically and return directly to the occupational health service for assessment.

Support available: 

The Royal Mail Group ‘Feeling First Class’ portal has helpful support content on both mental and physical health. Visit www.feelingfirstclass.co.uk (code FFC1 to register) and download the app from iTunes or the Google Play store.  Call the ‘First Class Support’ Helpline on 0800 688 8777, visit www.rmgfirstclasssupport.co.uk or download the ‘Lifeworks’ app. New users are required to ‘sign up’ using a unique invitation code, which is ‘RMG-‘ and their payroll number, for example RMG-12345678.

ASRs

Would ASRs ensure that managers have delivered the WTLL and that our night worker members are firstly, fully aware of the availability of the annual health assessment, secondly that they have received the health and wellbeing advice and thirdly that they are aware of the support services available to them should they require it for any reason.

Attachments:

  • RMG Night Workers Health Assessment & Advice WTLL/Huddle 2020
  • RMG Health Advice For Night Workers Handout 2020
  • RMG Night Workers Health RMG Intranet Article 2020

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 452/20 – Royal Mail Group Night Worker Health Promotion Initiative and Free Health Assessment 2020

RMG Health Advice for Night Workers (2020)

RMG Night Worker Health (2020) – RMG Intranet Story

Sept20 Night Worker Health 2020 SHE Huddle FINAL

CWU/RM Joint National Agreed Framework for Dealing with Delivery Office

CWU/RM Joint National Agreed Framework for Dealing with Delivery Office

Mergers / Closures

Branches will be aware that the Department have been pursuing a new agreement on the subject of dealing with Delivery Office Closures, as instructed by Annual Conference 2017 – Motion 28.

The main issue of concern and difficulty expressed by Branches and representatives with the current existing National DO closures/mergers agreement, is that the involvement process does not kick in until Royal Mail has made the business case decision to close or merge delivery units. Therefore, the resultant local discussions are effectively to move forward the issues that result from the decisions taken by Royal Mail and not influence this before it is made, and this in many examples has led to a “fait accompli” situation.

Accordingly, as part of the National Four Pillars Agreement, highlighted in section 19.3.1 and in order for us to progress the conference policy, we insisted on a commitment from Royal Mail to review the current National agreement and in line with this, a Joint working group with Royal Mail was established which was headed up on behalf of the Outdoor department by Mick Kavanagh, along with Divisional Reps and also involving representatives from the field, who have had recent experience of dealing with closures.

The attached National agreement covers everything tasked to the department by Conference and delivers a comprehensive framework, that allows for the fullest possible consultation in every aspect of a potential Closure/Merger, from the initial thinking, to the effect of a closure some way down the line.

We believe that the agreement builds in significant improved safeguards to those within the current framework and enables our Field Officials, Local Branches and representatives to gain much better understating of the rationale behind any such proposed moves, whilst allowing full input and discussions at all stages, along with the opportunity to influence the outcome prior to any decision or announcement.

This National framework agreement which has been endorsed by the Postal Executive will therefore replace the existing National Agreement and be used with immediate effect.

There are a number of Delivery Offices involved within a bulk lease expiry and high level scoping has identified 12 units across the UK, of which there may be potential merger impacts.

Accordingly, the respective SDLs will be contacting the appropriate Divisional Reps during the course of next week in order to initiate consultation on the sites appropriate to their areas and localities.

Any queries to the content of the above please contact the Outdoor Department reference 555,  email address: outdoorsecretary@cwu.org.

Yours sincerely,

Mark Baulch                                      

CWU Assistant Secretary

LTB 451/20 – National Agreed Framework for Dealing with Delivery Office Mergers Closures

Framework for Dealing with Delivery Office Mergers and closures_Signature Copy_Sep20

DO Mergers Framework National Joint Statement_200915

Annex 1 – DO Mergers Framework_Final S.I. Materials – 15.09.20 – pdf

Annex 2 – Consultation – Detailed Design – 15.09.20

Annex 3 – Deployment – Implementation – 15.09.20

Royal Mail Group – Latest Updated Coronavirus/Covid-19 – Frequently Asked Questions and Answers Guidance Document (Version 54)

Royal Mail Group – Latest Updated Coronavirus/Covid-19 – Frequently Asked Questions and Answers Guidance Document (Version 54)

I attach for your information Version 54 of the Royal Mail Group, managers’ Coronavirus/Covid-19 Frequently Asked Questions and Answers guidance document, issued by the business on 14 September 2020.

At the commencement of the Coronavirus/Covid-19 outbreak, Royal Mail Group established a ‘Business Pandemic Team’ which includes all national heads of department.  This team meets regularly to review the situation across Royal Mail Group and to issue updates to Questions and Answers, information and communications to all managers, which is cascaded throughout the business.

Attached is a copy of the Q&A document (version 54), which has been shared with the Union. It is hereby circulated for information and reference purposes for CWU Health and Safety and Branch IR Reps.

The Q&A documents are circulated to all RMG managers and are also available to access through a link on the Royal Mail Group ‘Intranet’, in the ‘Managers’ Update Messages’ section.

Please note that changes and additions from the last version are highlighted in ‘Yellow’.

The Health, Safety & Environment Department continues in dialogue with the Royal Mail Group Safety Health & Environment Team to raise additions and amendments to the Q&A document.

Any enquiries to this LTB or feedback on the RMG Q&A document should be directed to Dave Joyce CWU National Health, Safety & Environment Officer.

Attachment:

  • Royal Mail Group Coronavirus Guidance Questions and Answers V54 

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 453/20 – RMG – Updated Coronavirus Covid-19 – FAQs and Answers Guidance Document (Version 54)

Coronavirus Guidance Questions and Answers v54 (002)

Postal Organising/Recruitment Strategy – Motion 81

Postal Organising/Recruitment Strategy – Motion 81

Further to LTBs 064/20, 089/20, 128/20 and 133/20 issued on 17th March 2020.

Having carefully monitored the situation regarding the ongoing Covid-19 pandemic and in light of the new Government restrictions due to be implemented on Monday 14th September 2020.

We can confirm that the Postal Organising/Recruitment Strategy event which was due to take place in Liverpool on Thursday 22nd October 2020 has been postponed.  We are confident that colleagues will understand and appreciate the reason behind this decision and we apologise for any inconvenience this may cause.

Postal Branches can be assured that meeting the terms of the conference policy contained in Motion 81 remains a key objective of the Postal Department.  Organising remains central to the Department’s overall agenda going forward especially as we believe this will assist in reducing the number of non CWU members currently employed in Royal Mail Group.  Colleagues can also be assured that this event will be rescheduled at a time when it is safe to do so.

Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department and/or  Lynn Browne, Senior Organiser lbrowne@cwu.org as appropriate.

Yours sincerely,

Terry Pullinger

Deputy General Secretary (Postal)                           

LTB 450/20

CWU General Secretary Dave Ward writing in Tribune Magazine in response to the Royal Mail AGM this week

The barrier to change in Royal Mail isn’t the union or our members – it’s managements lack of ambition

General Secretary Dave Ward for Tribune Magazine in response to the Royal Mail AGM this week

https://tribunemag.co.uk/2020/09/the-barrier-to-change-in-royal-mail-isnt-the-union-its-the-management

CWU/Royal Mail Joint Statement Covering Annual Leave Planning (April 2021 to March 2022)

CWU/Royal Mail Joint Statement Covering Annual Leave Planning (April 2021 to March 2022)

Dear Colleagues,

As with previous years, the following National Joint Statement has been agreed in order to assist representatives when discussing and concluding 2021-22 annual leave arrangements with local managers, which should be concluded in line with the Way Forward Agreement by 31st October 2020.

Whilst the attached Joint Statement mainly reflects previous year’s arrangements and guidelines, the particular focus this year has been on the process for local parties to use, to assist in reaching agreement on local Annual Leave plans.

Equally, these agreed arrangements also reflect and references wider agreements reach on Annual Leave planning, covered in the ‘Joint Statement between Royal Mail and the CWU in regards to a joint review of Annual leave Arrangements’ (set out in LTB 409, issued on the 4th of July/19); and the ‘Joint Statement between Royal Mail and the CWU on Annual leave for 2020/2021 Leave Year’ (as set out in LTB 345/20 issued on the 1st of July/20).

As with previous year’s arrangements, particular attention is drawn to Branches regarding the following:

The “Annual Leave Calenderisation Work Aide” information/guide tab will assist managers and Reps in undertaking the correct process to establish leave demand and populate the work aide accordingly, whilst stressing the point that the Work Aid is a guide and should therefore be used as such.

The focus is on concluding a robust and reliable Annual Leave Plan/Agreement that includes all individuals’ legally contractual leave entitlements, as its primary driver, whilst also identifying extra leave slots in low traffic periods over and above those agreed to facilitate the taking of additional leave and therefore maximising choice of leave slots for individuals.

The existing National agreements, guidelines, agreed tools, procedures and processes are in place to support resourcing on an ongoing basis and are not affected by this Joint Statement. They remain firmly in place and will in fact be used to support the process and assist in providing a balanced approach to year-round leave allocation and resourcing.

Managers and Reps will also need to establish the total number of owed weeks above the leave year’s contractual entitlement, which need to be documented in your agreements and arrangements agreed locally and put in place to deal with it.

The Joint Statement also sets out a clear process for Operational Managers and Area Delivery Representatives to provide evidence of local agreements on their office’s Annual Leave plans to their respective Delivery Director and Divisional Representatives, which should be completed by the end of October/start of November.

Additionally, set out below is guidance that has previously been communicated to representatives but is worth repeating especially for representatives entering into leave agreements for the first time:-

It is essential when entering discussions that CWU representatives establish and allocate the unit’s contractual entitlement first which will in turn identify the number of leave reserves required to enable reliable resourcing.

‘Vacancies and leave reserve vacancies should remain under constant review to ensure adequate resource is available to meet customer, the annual leave plan and operational requirement’.

When establishing leave demand this needs to include all staff contractual leave, Bank Holiday credits for annual leave that coincides with Bank Holidays and rest days that fall on a Bank Holiday, purchased leave, and any leave days carried over from the previous year. Your DOM should have this information in their Manpower Plan (and recorded on the PSP) and you should check this information to ensure all ‘contractual’ and ‘carried over’ leave has been captured.

The number of weeks can be checked through this calculation below and should be cross-referenced with the number of leave weeks in PSP and that are in the Annual Leave Calenderisation aide and the relevant adjustments made.

For example:

If the above added up to 600 weeks to be allocated and covered and 2 weeks were closed for Christmas Pressure the number of leave reserves to cover AWD would be 12, (600 divided-by 50) = 12. Add to this the leave reserves leave 12 @ 5 weeks = 60 weeks would mean another leave reserve (60 divided-by 50) = 1.2.

In this example, that would mean that a minimum of 13 leave slots a week for 50 weeks should be available. If you then agree to open up, say, another 3 slots, due to agreed absorption through the summer weeks, then in the period from June to August, the number of open slots available should be 16.

This is just one flat line example. Units may decide not to employ against all 13 reserves and convert some to S/A, or overtime. This is subject to local discussion and agreement.

As a consequence of providing additional leave slots in the summer period, there may be leave gaps in the ‘winter’ period, notwithstanding other absence, which you may need to discuss and agree a plan to deal with. There could be more people available in the unit, bearing in mind traffic/workload traditionally increases during this period. This should be dealt with via weekly resourcing meetings and subject to agreement.

Branches should progress any disagreements in regard to Managers refusing to fully engage and adhere to these guidelines in establishing annual leave plans/agreements through the IR Framework as appropriate.

Further National discussions continue with Royal Mail regarding the impact of owed/carried over annual leave, and talks remain ongoing in relation to a wider review of the Weekly Resourcing Agenda. Branches and Representatives will continue to be updated in due course.

Finally, it is also relevant to remind Branches that in the ‘Joint Statement between Royal Mail and the CWU in regards to a joint review of Annual leave Arrangements’ set out in LTB 409/19, that the following additional clarity was give around the GDPR (General Data Protection Regulation) and displaying annual leave plans on workplace notice boards:

It has been highlighted that there may be some confusion since GDPR came into force.  The confusion relates specifically to displaying annual leave plans on notice boards and whether this is still permissible.  To be clear, displaying annual leave plans on notice boards does not contravene GDPR, as the sharing of names against annual leave slots is not considered as ‘sensitive personal data’.  It is in fact essential for units to display annual leave plans on notice boards, so that there is a common understanding of the annual leave plan.  Please ensure annual leave plans continue to be displayed on notice boards in all units.

Any queries to the content of the above, please contact the Outdoor Department, reference: 445, email address: outdoorsecretary@cwu.org.

Yours sincerely,

Mark Baulch

Assistant Secretary

LTB 438/20 – JS Covering Annual Leave Planning (April 2021 to March 2022)

Annual Leave Joint Statement 09.09.20

Copy of Annual Leave Calenderisation Work Aid

CWU Humanitarian Aid’s 25th Anniversary

This year is CWU Humanitarian Aid’s 25th Anniversary and to mark this important milestone the charity is holding an online event on Thursday 10th September at 6pm to 7.15pm.

They have a great line up of speakers, including Dave Ward, General Secretary, Angela Rayner MP and volunteers who will speak about their involvement and experiences working with the charity.

As well as the speakers, they will be showing videos from their supported school in Africa and from Victoria Dunford, CEO and founder of Mad-Aid.

The guest speakers are:

· Dave Ward, CWU General Secretary
· Angela Rayner MP, Deputy Leader of the Labour Party and new CWUHA patron
· Steve Fitzpatrick, CWU Ireland, General Secretary
· Julia Upton, CWU NEC
· Jan James, CWU Branch Official (New Convoy Driver)
· Jimmy O’Connor, CWU Ireland Trustee
· Becky Crook, CWUHA Trustee
· Ian Young, CWUHA Trustee

To watch the event live, please click on http://www.facebook.com/CWUHA Please note you don’t need a facebook account to enjoy the event – just click on the link.

You can also watch via the CWU HA YouTube and Twitter accounts.

Dave Ward
General Secretary

World Suicide Prevention Day 2020 – 10 September 2020

World Suicide Prevention Day 2020 – 10 September 2020

Join in on World Suicide Prevention Day:

World Suicide Prevention Day, which first started in 2003, is annually held on September 10 each year. Organised by the International Association for Suicide Prevention (IASP) and the World Health Organisation (WHO), the purpose of the day is to raise awareness, promote worldwide commitment and action to prevent suicides. 2020 marks the 18th World Suicide Prevention Day.

WHO and IASP work with governments and other partners to ensure that suicide is no longer stigmatised, criminalized or penalised. WHO’s role is to build political action and leadership to develop national responses to prevent suicide, strengthen national planning capacity to establish the core building blocks of such a national response, and build the national capacities to implement these responses.

Nearly 3000 people on average commit suicide daily, according to WHO. For every person who completes a suicide, 20 or more may attempt to end their lives. About one million people die by suicide each year. Behind these statistics are the individual stories of those who have, for many different reasons, questioned the value of their own lives. Additionally, the tragic ripple effect means that there are many, many more people who have been bereaved by suicide or have been close to someone who has tried to take his or her own life. And this is happening in spite of the fact that suicide is preventable. Suicide is a major preventable cause of premature death which is influenced by psycho-social, cultural and environmental risk factors that can be prevented through worldwide responses that address these main risk factors. There is strong evidence indicating that adequate prevention can reduce suicide rates.

Every year organisations and communities around the world come together to raise awareness of how people can create a world where fewer people die by suicide. In the UK over 70 suicide prevention and mental health groups under the National Suicide Prevention Alliance (NSPA) collectively campaign to raise awareness of suicide prevention and together, ask governments in the UK and Ireland to make suicide prevention a priority, and help raise awareness about how people can each support each other better.

In 2018, in the UK and Republic of Ireland, more than 6,800 people died of suicide. Every life lost to suicide is a tragedy. The number of people taking their own lives in England has jumped more than a quarter in two years according to provisional figures collated by the Office of National Statistics. The data compares the final three months of 2019 with the same period of 2017. It shows that there were 1,413 deaths attributed to suicide recorded during that time. According to statisticians, the suicide level reached 11.4 deaths per 100,000 people in late 2019 – which is a 19-year high. The statistics show the number of suicides among men in England has hit almost 4,000 during 2019 compared with around 1,200 women. The number of suicides in England has been growing in recent years according to statistics with 75% of victims being male with the biggest rise among men in their 50s. The figures claim that 2019 saw the highest suicide figures for 5 years and Office of National Statistics (ONS) statistics have confirmed this week that the level of suicides has risen for the first time in five years, to 11.2 deaths per 100,000 in the population.

And we know that suicide is preventable, it’s not inevitable.

But not being okay is still widely stigmatized, and governments can still make better, more ambitious plans to prevent suicide.

World Suicide Prevention Day is observed on September 10 each year and aims to promote worldwide action to prevent suicides. Various events and activities are held during this occasion to raise awareness that suicide is a major preventable cause of premature death.

World Suicide Prevention Day gives organisations, government agencies and individuals a chance to promote awareness about suicide, mental illnesses associated with suicide, as well as suicide prevention. Events and activities in various countries for World Suicide Prevention Day include:

  • The launch of new government initiatives to prevent suicide.
  • Conferences, open days, educational seminars or public lectures.
  • Media programmes promoting suicide awareness and prevention.
  • Memorial services or candlelight ceremonies to remember those who have died from suicide.
  • Organising cultural or spiritual events, fairs or exhibitions.
  • Launches of publications about suicide awareness and prevention.
  • Training courses about suicide, depression and mental health awareness and first aid.

Many of these initiatives are celebrated in various countries worldwide. Some of these events and activities are held at a local level, while others are nationwide. Many communities around the world reaffirm their commitment to suicide prevention on World Suicide Prevention Day.

What Trade Unionist can do:

  • Raise awareness that suicide is preventable.
  • Improve education and training about suicide and mental health issues.
  • Spread information about suicide awareness.
  • Decrease stigmatisation regarding suicide.
  • Write to the Minister demanding more government attention and action to tackle suicide:

Nadine Dorries MP
Minister for Patient Safety, Suicide Prevention and Mental Health
Department of Health and Social Care
39 Victoria St
Westminster
London
SW1H 0EU

‘Take a Minute, Change a Life.’ 

Taking a minute can change a life was the theme of the 2017 World Suicide Prevention Day. These words are at the heart of suicide prevention and worth reminding ourselves of. Each one of these individuals is part of a community. Some may be well linked in to this community and their workplace and Union Branch, and they’ll have a network of family, friends and work colleagues or school mates. Others may be less well connected, and some may be quite isolated. Regardless of the circumstances, communities, workmates, first aiders and Union Reps for example have an important role to play in helping support those who are vulnerable. As members of communities, it is our responsibility to look out for those who may be struggling and distressed, check in with them, and encourage them to tell their story in their own way and at their own pace. Offering a gentle word of support and listening in a non-judgemental way can make all the difference.

People who have lived through a suicide attempt have much to teach us about how the words and actions of others are important. They often talk movingly about reaching the point where they could see no alternative but to take their own life, and about the days, hours and minutes leading up to this. They often describe realising that they did not want to die but instead wanted someone to intervene and stop them. Many say that they actively sought someone who would sense their despair and ask them whether they were okay.

Sometimes they say that they made a pact with themselves that if someone did ask if they were okay, they would tell them everything and allow them to intervene. Sadly, they often reflect that no one asked.

The individuals telling these stories are inspirational. Many of them recount reaching the point where they did try to take their own lives, and tell about coming through it. Many of them are now working as advocates for suicide prevention. Almost universally, they say that if someone had taken a minute, the trajectory that they were on could have been interrupted.

Life is precious and sometimes precarious. Taking a minute to reach out to someone – a complete stranger or close family member, a friend or work colleague – can change the course of their life.

No one has to have all the answers; People are often reluctant to intervene, even if they are quite concerned about someone. There are many reasons for this, not least that they fear they will not know what to say. It is important to remember, however, that there is no hard and fast formula. Individuals who have come through an episode of severe suicidal thinking often say that they were not looking for specific advice, but that compassion and empathy from others helped to turn things around for them and point them towards recovery. Another factor that deters people from starting the conversation is that they worry that they may make the situation worse. Again, this hesitation is understandable; broaching the topic of suicide is difficult and there is a myth that talking about suicide with someone can put the idea into their head or trigger the act. The evidence suggests that this is not the case. Being caring and listening with a non-judgemental ear are far more likely to reduce distress than exacerbate it.

Resources:

CWU Guide to Work and Suicide

See attached pdf copy of the popular CWU ‘Guide to Work and Suicide’ for CWU Reps.

BITC Suicide Prevention Toolkit

This Suicide Prevention Toolkit, helps senior leaders, line managers, HR and occupational health professionals identify staff members who may have suicidal feelings and gives practical advice on how to deal with a crisis situation. It was produced in partnership with Public Health England and supported by the Samaritans. The toolkit is aimed at employers to help embed suicide prevention strategies in their organisation’s health and wellbeing policies, guide the approach to supporting those at risk and act as a resource to provide support across the workforce and it gives guidance on a workplace suicide prevention programme. CWU Reps will find a lot of interesting and useful information in the toolkit. Employers are in a unique position to help employees understand the importance of wellbeing and good mental health, and the knowledge of how to keep safe and well and how to spot the signs of being unwell. This toolkit is designed to help organisations adopt a strategy to reduce the risk of a suicide that will have an impact on the workplace. In this context, the term ‘workplace suicide’ is understood to be a suicide in or outside the workplace. (See copy attached).

Zero Suicide Alliance Booklet 

The Zero Suicide Alliance campaign wants to shatter this stigma by getting more people talking about suicide, sharing thoughts, offering support. They state that there are more of us affected by it than you think. Because it’s only when we start talking about suicide that we realise how many of our friends, neighbours and colleagues’ lives have been touched by it. The Zero Suicide Alliance campaign aims to get people together and start a conversation and to help friends and work colleagues to understand that it can affect anyone, and what we can all do to help in raising awareness and educating EVERYONE about the part we can all play in suicide prevention. The concise 10 page booklet gives some good basic 5-step advice on keeping physically and mentally well; staying active, eating well, limiting alcohol, avoiding drugs and staying social. A copy of the Booklet is attached. The ZSA Poster is also attached to display.

Zero Suicide Alliance (ZSA) On-Line Suicide Prevention Training:

ZSA provide a range of awareness training options, which provide a better understanding of the signs to look out for and the skills required to approach someone who is struggling, whether that be through social isolation or suicidal thoughts. The ZSA ‘FREE’ on-line suicide prevention training course will teach you how to recognise the warning signs and safeguard

someone that could be contemplating suicide – It takes 20 minutes to complete and is available at: www.zerosuicidealliance.com.

Also available at the ZSA Website are FREE newsletters, videos and resources such as posters, e-mail banners, screen-savers and other campaign material to help spread the word and raise awareness.

The CWU Health, Safety & Environment Department is supporting the ZSA campaign as part of the Union’s overall Mental Health Strategy and is urging all CWU Reps to access and complete the on-line training.

Mental Health First Aid Training

The CWU Health, Safety & Environment Department has been raising awareness and promoting Mental Health First Aid Training for CWU Reps since the courses became available in the UK in 2007 and would continue to encourage CWU Reps to attend the 2-Day Course.

Mental Health First Aid (MHFA) came to England in 2007 and was developed and launched under the Department of Health and National Institute for Mental Health in England as part of a national approach to improving public mental health. Mental Health First Aid England was launched as a community interest company in 2009. The CWU National HQ Mental Health Strategy Group have taken this forward to develop our own in-house network of MHFA Trainers across all regions of the UK, providing courses where required. For further information contact either the CWU Regional Secretary or CWU/HQ Equality, Education & Development Department.

Please Visit these Websites:

Conclusion:

Mental health, stress, depression and anxiety are at epidemic levels in the UK and suicide rates are a big concern. Better support for people experiencing mental health problems would help prevent suicides and enable people to lead 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.

Remember – On September 10th, we are working towards the common goal of preventing suicide but it’s not just for one day!World Suicide Prevention Day is the annual focal point and effort needs to continue all year round. The information in this LTB will allow Health and Safety Reps, Branches, CWU Regional Health and Safety Sub-Committees, Joint Health and Safety Committees etc., to organise and run their own local awareness raising initiatives to their own timetable and agenda. Show your support by raising awareness through workplace, branch, regional, area or community action. You can find out what local activities have been scheduled or initiate activities yourself. We need to make sure that clinicians and other service providers care enough about it to make suicide prevention their core business. And we need to make sure that communities care enough about it to be able to identify and support those who may be at heightened risk. We also need to ensure that we are caring ourselves!

Finally, if there is anyone you are concerned about, take a minute to check in with them. It could change their life.

Where to go for help:

The Samaritans

The report advises those struggling to cope and needing someone to talk to, to either:-

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. If you need someone to talk to, Samaritans will listen and won’t judge or tell you what to do! For urgent support call – 24 Hours a Day.

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

Attachments:

  • CWU Guide to Work and Suicide
  • BITC Suicide Prevention Toolkit
  • Zero Suicide Alliance Guidance Booklet
  • ZSP Poster

World Suicide Prevention Day – Thursday 10 September 2020

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 446/20 – Word Suicide Prevention Day 2020 – 10 September 2020

CWU GUIDE WORK AND SUICIDE v2 January 2018

BITC-Suicide-Prevention-Toolkit-2020

Zero Suicide Alliance Booklet-talking-to-someone-who-might-be-suicidal

ZSA-Suicide-Poster

Royal Mail Group (SHE) Safety Flash – Mechanical Handling Equipment (MHE) – Electric Tow Tractor Battery Explosion and Fire

Royal Mail Group (SHE) Safety Flash – Mechanical Handling Equipment (MHE) – Electric Tow Tractor Battery Explosion and Fire

Introduction and Background:

A Safety Flash has been issued by the Royal Mail Group Safety, Health and Environment (SHE) Team (copy attached), following a recent incident in a Mail Centre when an Electric Tow Tractor ‘wet cell’ battery exploded and caught fire during charging.

Description of the Incident and Key Issues: 

A large MHE Electric Tow Tractor battery exploded and caught fire during charging, as a result of a failure in basic battery routine maintenance. The ‘wet cell’ battery was not regularly inspected, checked and topped up with water. The liquid levels in the battery ran dry and it overheated. The battery cover had not been raised to allow venting of gases. This caused a build-up of trapped volatile Hydrogen gas and the battery cables and securing clamps had significant corrosion. As a result, the ‘wet cell’ battery dried out and exploded during charging and caught fire.

Key Management Activities and Learning Points:

  • Brief employees who charge batteries on the correct procedures to follow. Batteries must be topped up with distilled or deionised water and be left well ventilated during charging.
  • Brief those who undertake battery charging duties about the process when battery charging and maintenance schedule to follow.
  • Clear battery maintenance guidelines need to be given to those responsible for undertaking maintenance of batteries to avoid future failings.
  • Print and display the Briggs Charging Guidance notice on the wall next to the battery charging point in the unit.

Attachments:

  • Copy of RMG SHE Safety Flash FY20 015 ‘Battery Charging Fire’
  • Copy of the Briggs Battery Charging Guidance (Briggs Battery Bay Sign)

Yours sincerely,

Dave Joyce
National Health, Safety & Environment Officer

LTB 445/20 – Royal Mail Group (SHE) Safety Flash – Mechanical Handling Equipment (MHE) – Electric Tow Tractor Battery Explosion and Fire

SHE Flash FY20 015 – Battery Charging Fire

Briggs Battery Bay Sign

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