Universal Access to Occupational Health – Free On-Line Summit Event – Tuesday 21 September 2021, 2:00 PM to 5:00 PM

TUC HQ have informed the Health, Safety & Environment Department of a ‘free to attend’ half day online Summit, 2pm – 5pm on Tuesday 21st September 2021, organised by the Society of Occupational Medicine (SOM). SOM is the professional organisation for individuals with an interest in health and work. SOM acts as a national and international voice for occupational health, engaging with employers and government across the UK and globally to increase awareness of the role of occupational health and exploring how to achieve universal access in occupational health, and the benefits this would produce.

AGENDA & TIMETABLE – ‘Universal Access to Occupational Health, Online Summit, 21st September 2021 afternoon’

2pm Welcome Dame Carol Black, SOM Patron

2.05pm Introductory overview – Professor Ewan Macdonald OBE, University of Glasgow – Why is this important? E.g. Long COVID

2.15pm Examples of Universal Access

–  Finland – Owe Österbacka, Finnish Institute of Occupational Health (FIOH)

–  WHO perspective – Dr Ivan Ivanov Team Leader of the WHO Global Occupational Health Programme

– EU perspective – Ioannis Anyfantis, EU-OSHA – The European Agency for Safety and Health at Work

3.00pm Trade Union perspective – Owen Tudor ITUC

3.15pm Council for Work and Health perspective – Dr Steve Boorman (Former Royal Mail Group Head of Occupational Health)

3.30pm Royal College of GPs – speaker tbc

3.45pm Rt. Hon Theresa Villiers MP and discussion

4.30pm Public Health perspectives – Professor Maggie Rae, Faculty of Public Health (FPH) President

4.45pm Panel discussion with speakers and President of the Faculty of Occupational Medicine, Dr Steve Nimmo, and Dr Jayne Moore, President of the SOM

5pm Close

Register on Eventbrite at this link:- https://www.eventbrite.co.uk/e/universal-access-to-occupational-health-free-summit-tickets-161815062207

Further information:

SOM
2 St Andrews Place,
London, NW1 4LB
Tel: 0203 910 4531
Email: admin@som.org.uk 

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 398/21 – Universal Access to Occupational Health – Free On-Line Summit Event – Tuesday 21 September 2021, 2 PM to 5 PM

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Royal Mail Collective Pension Plan – Members’ Consultation

Branches will be aware that the Pension Schemes Act 2021 received Royal Assent in February this year and this provided the primary legislative framework for Collective Defined Contribution (CDC) pension schemes in the UK.  Royal Mail Group (RMG) and CWU had previously committed to implementing a CDC scheme and since Royal Assent, we have been working with RMG on plans to introduce a new collective pension scheme for the benefit of our members.

Consultation on the new Royal Mail “Collective Plan”

I am pleased to advise you we have now reached the stage whereby RMG will be launching a consultation with CWU for a new Royal Mail Collective Pension Plan (to be known as the “Collective Plan” for short).  This is a legal requirement for a change in pension plan and as part of this process, they will write to our members with information about the proposed change and give them an opportunity to provide feedback and ask questions.

The formal consultation launches on Tuesday 21^stSeptember and closes on Sunday 21^st November.  Consultation packs will soon start to land on our members’ doormats.

The following Tripartite Statement has been agreed between CWU, Unite and RMG:

‘Together, we have worked hard over the last few years to design an exciting new pension plan for our people and, with consultation underway, we are pleased to see the Royal Mail Collective Pension Plan take a step closer to launch. We all believe that you will be best served by this Plan which would provide a lump sum and a wage in retirement in a way that is sustainable and affordable for the business and members.’

 Mick Jeavons                          Terry Pullinger      Gary Sassoon-Hales

RMG Chief Financial Officer    CWU DGS (P)      Unite CMA National Representative

Members can access information in regard to the consultation via the following RMG link:

http://www.myroyalmail.com/collective-plan

The RMG website provides answers to important questions our members may have and also explains what happens next.  In addition, there is the ability to ask specific questions directly via the website.  For further assistance, a FAQ comparison table has been produced which outlines how the benefits in the Collective Plan compare to those in the RMPP and RMDCP.  The table is attached to this LTB for your information.

Following the consultation, assuming a positive response, if all goes smoothly, the Collective Plan will be launched in 2022.  Members who have been with RMG for more than one year would stop building up benefits in the Royal Mail Pension Plan (RMPP) and the Royal Mail Defined Contribution Plan (RMDCP) and start building them up in the Collective Plan instead.  Benefits they have already built up in RMPP or RMDCP would be there for them when they retire.

In closing, the main purpose of this LTB is to signal the launch of the consultation arrangements, which is a legal process.  We would anticipate further information being provided next week.

Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.

Yours sincerely

Andy Furey

Acting Deputy General Secretary (Postal)

LTB 396/21 – Royal Mail Collective Pension Plan – Members’ Consultation

Attachment to LTB 396/21

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PARCELFORCE WORLDWIDE AND THE COMMUNICATION WORKERS UNION AGREEMENT INTRODUCING A NEW DEPOT INDOOR BONUS SCHEME

Branches and representatives will be aware that in 2020 an interim bonus scheme was introduced for C&D drivers in Parcelforce (LTB 308/20refers).  At that time discussions were also underway in relation to a new scheme for the Depot based Indoor and Admin functions.  During discussions, as an interim measure, it had been agreed that the Indoor and Admin members would receive a payment of £4 per week until the new scheme was concluded and launched.

When the C&D arrangements were concluded it had been envisaged that a revised Indoor scheme could be finalised at pace, however in the event it has proved more difficult than anticipated to establish a process that provided a genuinely achievable reward for Depot Indoor members, while also meeting the efficiency aspirations of the business.  A number of scheme options were considered and trialed before a structure was derived which provides a realistic opportunity for our members to earn a bonus at the upper levels.

Extensive discussions have therefore taken place to finalise a revised bonus scheme with trial activity/analysis taking place at 5 depots to test the viability of the measures and structure of the revised scheme.  Following a successful outcome an agreement has now been concluded, which has been endorsed by the Postal Executive, a copy of which is attached for your information.

In summary the revised scheme provides the opportunity for PFW Depot Indoor members to achieve a bonus payment of £16 per week, should all criteria be met.  The total payment is equivalent to that agreed for the C&D members who meet all of their required criteria.

The bonus scheme will be operated on a Monday – Fridaybasis.  The same eligibility rules and principles of the FTD scheme in relation to payment conditions will apply to the scheme, including pro rata payments being made to part-time employees.

As with the C&D scheme the bonus has a Gateway Target that must be achieved prior to other elements of the bonus being payable, which would then provide the potential to achieve the £16 per week payment.  The required elements are:

• Achievement of scan to route (£5 per week).
• Achievement of First Time Resolution – Customer Calls (£3 per week).
• Achievement of Resolve Messaging SLA (£3 per week).
• Achievement of Trailer Tip Time (£1 per day/£5 per week).

The revised scheme will be introduced on 27^th September 2021 and will be subject to support, monitoring and review by the Table of Success Resourcing JWG.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.orgquoting reference: 134.02

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 383/21

Att: PFW Indoor Bonus Scheme 09.09.21

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REMINDER: 2021 NATIONAL YOUNG WORKERS’ EDUCATION EVENT, 22-24 OCTOBER, NEWCASTLE

The purpose of this LTB is to remind Branches to send delegates to this year’s National Young Workers’ Education Event, which will take place over the weekend of Friday 22nd Octoberthrough to Sunday 24th Octoberand will be held at The County Hotel in Newcastle.

This weekend will be the first in-person event held for the Young Workers since January 2020 and it is important that all Branches use their best endeavours to send a delegate. We will be working with our Regional Secretaries to maximise attendance. The event will start promptly at 6pm on Friday 22nd October (although delegates will be welcome to check into the hotel from 3pm) and will end at lunchtime on Sunday 24th October. A full agenda will be issued nearer the time.
In consultation with the management of the venue, we will ensure that the event is arranged with all necessary Covid precautions in place. The health and safety aspects have been fully discussed with the Young Workers’ Committee and further guidance will be issued on this in due course. However, ultimately, it will be a matter for individuals to decide whether they are happy to take part in the event in person.

The arrangements for the cost of delegates will be in line with the process that has been used for many years, albeit reflective of current pricing. The cost for Branches to send a delegate will be £300 and includes two nights’ bed and breakfast accommodation (The County Hotel, Neville St, Newcastle upon Tyne, NE1 5DF) as well as all activities, buffet lunches and dinners.

For more information and to secure places for the weekend, Branches should email delegate names to Lauren Townsend at: rodept@cwu.org as soon as possible.

Yours sincerely

Dave Ward
General Secretary

LTB 394/21 – REMINDER – CWU NATIONAL YOUNG WORKERS EDUCATION EVENT 2021

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Union Learning Representative’s Networking Event 2021 – 16^th November 2021

The purpose of this LTB is to advise Branches that this year’s Union Learning Representative’s (ULR) networking event will take place on the 16^th November 2021at:

The Birmingham Conference and Events Centre, Hill Street, Birmingham, B5 4EW 

 Branches will be aware that ULR legislation provides for networking with other ULRs and organisations that deliver education and training opportunities to our members and representatives.

With new and innovative ideas on teaching methods, delegates will gain an insight into how to enhance their own skills to facilitate both traditional and new learning opportunities within workplaces and communities.

The overarching theme this year is “CWU – Learning in the Community” ” and will focus heavily on sharing best practice and hearing how Union Learning can raise our core Trade Union values – especially within local communities.

The event is being held over a single day this year between 10am and 4pm.  Registration will commence at 9.30am.

A final agenda will be issued in due course but will include:

• Keynote speakers
• Workshops with an emphasis on community organising
• Hearing about latest CWU learning developments
• And a celebration of your collective achievements!

Application Process

Applications should be made by Branch Secretaries for their ULRs via the OLS system and  applicants will be notified through our administration process.

The closing date for applications is Friday 15^thOctober 2021.

 Depending on the number of applicants Branches may be able to send more than one ULR.

Please note that Branches are responsible for delegates travel and authorised expenditure for this event.  However, we will be providing lunch.

Accommodation

It is important that Branches book places early at the Holiday Inn Birmingham City, which is linked to the Birmingham Conference and Events Centre, as they will be holding a number of rooms on a ‘first come, first served’ basis.

Booking arrangements are as follows:

Bookings can be made by calling the hotel on 0121 634 6220, quoting ref. Y25.  Please note that a credit card is required to reserve the room – no charge will be made at time of booking.

Accommodation rates: (preferential CWU rates for night of Monday 15^th only)

All rooms are double rooms charged @ £80 per room, bed and breakfast. {Rooms will be held at this rate until 6^th October 2021, after which time they will be released and the preferential rate will not be available}.

Release

This event should attract paid release for accredited ULRs working for employers where the CWU is recognised.  The event is specifically designed to meet the aims of ULR legislation and is fully supported through the Government Department for Business, Energy & Industrial Strategy.  The ACAS Code of Practice applies.

Any enquiries regarding this LTB should be addressed to the Equality, Education & Development Department by email to equality&education@cwu.org.

#CWULearn21; #CWULearningintheCommunity 

Yours sincerely,

Kate Hudson

Head of Equality, Education & Development

LTB 393/21 – ULR Networking Event – 16th November 2021

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CAPITA TVL: PAY AGREEMENT 1^ST JANUARY 2021 – BALLOT TIMETABLE

Further to LTB380/21 dated 8^thSeptember.

I would like to advise Branches that we have now finalised the timetable for the two individual members’ consultative ballots, Field and Admin (Bristol & Darwen), for membership ratification of the one-year pay agreement for our Capita TVL members from 1st January 2021.

Ballot Timetable

• Ballot papers despatched Thursday 16^th September
• Ballot closes Thursday 30^thSeptember

Assuming a YES vote in the ballots, the pay increase and all arrears will be implemented with October salaries. The non-TUPEd Field members will also receive the hour off the working week from 1^st October.

Further developments will be reported.

Yours sincerely

Andy Furey

Assistant Secretary

LTB 392/21 – Capita TVL – Pay Agreement 1st January 2021 – Ballot Timetable

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Royal Mail & CWU Joint Guidelines to the Royal Mail Footwear Reimbursement Process (Due to Medical/Health Reasons)

Branches will be aware that Royal Mail have, for a number of years, implemented a Footwear Reimbursement Policy for those members who have an identified Medical/Health problem resulting in comfort issues wearing standard Royal Mail footwear.

Branches may also recall LTB 086/19, issued on the 6^th of February 2019, which outlined an agreed increase in the footwear reimbursement level and offered additional detail for Branches around Royal Mail’s footwear reimbursement policy for members covered under the Equality Act.

Whilst the Health, Safety and Environment and Outdoor Departments engage on an ad hoc basis with Royal Mail on this policy, its application and arrangements have not been directly agreed with the union. As such, Royal Mail have applied a number of changes in recent years around the wider application of the policy, which have only come to our direct attention as a result of Branch enquiries.  Against this background, we have been trying for some time now to move the footwear reimbursement policy into a formal set of guidelines surrounding its arrangements and application, including the procedure for individuals covered under the Equality Act.

This has now been completed and attached for the information and attention of Branches, Representatives and members alike, is a joint set of guidelines covering this Royal Mail Footwear Reimbursement Process (Due to Medical/Health Reasons).

Whilst the outlined agreed guidelines have not changed the current primary arrangements, they do now confirm for the first time the actual reimbursement level linked to the required medical evidence, to trigger footwear reimbursement. This replaces the former wording that stated that the ‘business will pay any reasonable costs incurred’linked to such medical evidence.

The guidelines also confirm and clearly set out such arrangements whereby Royal Mail will encourage, in a supportive manner, employees to try any new styles of footwear, prior to any new or renewal application for footwear reimbursement being authorised. This approach was introduced by Royal Mail a few years ago and led to confusion amongst many members (whose first knowledge of this arrangement has been where renewal of footwear reimbursement requests have been refused).

Finally, the guidelines also outline a joint commitment to review ongoing level of reimbursement for employees who need to purchase alternative off-the-shelf footwear and the level of reimbursement of the cost for medical evidence to ensure both remains fit for purpose.

In setting out these joint guidelines, Branches and Representatives are reminded that in the case of reported difficulties raised by members linked to the Footwear Reimbursement process, these matters should be directed to the Royal Mail Uniform Team at: uniform@royalmail.com.

In the case of reported difficulties raised by members linked to the footwear purchase or reimbursement under the Equality Act, Branches and Representatives are advised to contact Royal Mail’s Disability Helpline at: disability.helpline@royalmail.comOr phone: 0800 0286142 (to arrange for sign or language interpreter, call 01142 414731).

Whilst it is noted that the outlined agreed guidelines will have no immediate change for those members who are currently in receipt of footwear reimbursement, it is hoped that now having finally agreed a full and clear joint position, we will ensure a consistent application and wider and better understanding of the whole process for members and Branches going forward.

Any queries to the content of the above please contact the Outdoor Department reference 500, email address: njones@cwu.org

Yours sincerely,

Mark Baulch                                                                     

CWU Assistant Secretary          

Dave Joyce                               

National Health, Safety & Environment Officer

LTB 391/21 – Royal Mail Footwear Reimbursement Process – 14.09.21

Att: Joint Guidelines to the Royal Mail Footwear Reimbursement Process_Due to Medical_Health Reasons

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World Suicide Prevention Day – Launch of New Three Year 2021-2023 Triennial Theme ‘Creating Hope Through Action’

Introduction – ‘Creating Hope Through Action’ – Professor Rory O’Connor President of the International Association For Suicide Prevention Statement:

This call to action seeks to instil hope in those who feel despair, a sense of hope in those who feel isolated or trapped. Anyone of us can reach in to show someone that we care, offering a listening ear, engaging in a non-judgemental conversation, sharing a useful resource or helping someone in crisis to make a ‘safety plan’. These are examples of actions that can promote hope, compassion, trust and empathy go a long way in supporting someone who’s thinking of suicide. Hopefully by showing compassion or trust or empathy, one can help somebody feel that ‘life is worth living’, that there will be brighter days ahead.

Raising awareness of suicide can help to strengthen our understanding and reduce the stigma surrounding suicide. This in turn helps to bring down the many barriers to people seeking help. It can also help create a more acceptable society. A society where people are encouraged to come forward to receive help and support that they so badly need.

It’s also so important to remember that suicide is preventable right up until the very last moment.

Through sharing life experiences we learn that no one is alone in this pain. The insight offered by anyone of us discussing our own personal accounts of distress, our own accounts of suicidal crisis, our own experiences of grief and despair following bereavement by suicide, that by sharing these accounts we can help others recognise that we can overcome anguish and if we can overcome anguish, we can inspire hope in others who face very similar challenges.

The IASP invites everyone to join the campaign to be a beacon of hope, spreading the message that can help inspire others and together we can create a world where fewer people think of suicide and fewer people die of suicide.

Background:

World Suicide Prevention Day, which first started in 2003, is annually held in September 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. 2021 marks the 19th anniversary of the worldwide campaign.

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 take their own lives through suicide daily, according to the 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 2020, in the UK, more than 6,200 people died of suicide. (See attached UK statistics for England, Scotland, Wales and Northern Ireland plus the Republic of Ireland – provided by the ‘Samaritans’).

Every life lost to suicide is a tragedy.

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 not to be seen as a one-off, one-day issue but this year is the launch of the new three-year theme aiming to promote on-going worldwide action to prevent suicides. It’s about raising awareness that suicide is a major preventable cause of premature death.

The WHO and IASP want organisations, government agencies and individuals to promote awareness about suicide, mental illnesses associated with suicide, as well as suicide prevention.

What Trade Unionist can do:

• Raise awareness that suicide is preventable.
• Improve education and training about suicide and mental health issues and awareness.
• Spread information about suicide, stress, anxiety, depression awareness.
• Decrease stigmatisation regarding suicide.
• Write to Ministers and MPs demanding more government attention and action to tackle suicide:

‘Take a Minute, Change a Life.’ 

These words are at the heart of suicide prevention and worth reminding ourselves of. Each one of these individuals is part of a community, a Union, a workforce etc. 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.

TRAINING:

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

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 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.  Following the policy decision of CWU Conference, the Health, Safety and Environment Department in conjunction and partnership with the Equality, Education & Development Department, through 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. We now provide and continue to encourage CWU Reps to attend the 2-Day MHFA Course as well as the TUC developed Mental Health Awareness Course. For further information, contact either the CWU Regional Secretary or CWU/HQ Equality, Education & Development Department.

Suicide Prevention Skills Training – ‘Two Roads Charity’

The ‘Two Roads Charity” – is a registered UK charity established to advance the education of the general public in all areas related to the prevention of suicides. The Charity directly delivers suicide prevention training to organisations across the UK including several police forces, universities, colleges and other charities etc. They also deliver train the trainer courses in order that organisations can deliver their own suicide prevention workshops. The ‘Suicide Prevention Skills Programme’ lasts for three hours and has the overall objective of developing basic suicide prevention skills in participants. The training programme is structured as follows:

Section 1: Myths and Facts around Suicide 

• Exercise covering many of the most common myths around suicide.

Section 2: Emotional Resilience and Depression 

• What is resilience, and why it is so important.
• Protective and risk factors.
• Clinical depression.
• Recovery from depression – what works?

Section 3: Depression and Suicide Risk 

• What is suicide?
• The five elements of the suicidal mind.
• Why would someone consider suicide?
• How we can reduce suicide risk – World Health Organisation.
• Can we save someone?
• Why might someone not ask for help?
• Why might someone not try to help?

Section 4: Safely helping someone – using the Look Listen Link model 

• Look Listen Link Model
• Look for the signs
• Listen and Ask – Active listening model.
• Link to the help that is available- Crisis, Serious Concern or Needs Help

Contact Details:

‘Two Roads’ – Charity
Kemp House,
152-160 City Road,
London EC1V 2NX
Tel: 07544754621
Email: hello@tworoadscharity.com
Website: https://www.tworoadscharity.com/

WHERE TO GO FOR HELP:

The Samaritans

Samaritans is a charity aimed at providing emotional support to anyone in distress, struggling to cope or at risk of suicide and they 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.

• Call Samaritans on their Helpline 116 123 or
• e-mail jo@samaritans.orgor
• visit Samaritans website: https://www.samaritans.org/

Contact Details:

Samaritans HQ
The Upper Mill, Kingston Road, Ewell, Surrey KT17 2AF
Tel: 020 8394 8300
Email: admin@samaritans.org

Papyrus – (National Charity dedicated to the prevention of young suicide).

Suicide is the biggest killer of young people under 35 in the UK. 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 has a vision for a society which speaks openly about suicide and has the resources to help young people who may have suicidal thoughts. The Charity exists to reduce the number of young people who take their own lives by shattering the stigma around suicide and equipping young people and their communities with the skills to recognise and respond to suicidal behaviour.

Papyrus provide confidential support and advice to young people struggling with thoughts of suicide, and anyone either in distress or worried about a young person can contact the Charity’s helpline, called ‘HOPELINEUK’ which is a confidential support and advice service for children and young people under the age of 35 who are experiencing thoughts of suicide, or anyone concerned that a young person could be thinking about suicide.  If you are having thoughts of suicide or are concerned for a young person who might be – contact “HOPELINEUK” for confidential support and practical advice.

Call: 0800 068 4141
Text: 07860 039 967
Email: pat@papyrus-uk.org
Every Day 9:00 am to 12:00 am(midnight)
Papyrus Head Office
Bankside 2, Crosfield Street, Warrington, Cheshire, WA1 1UP
Telephone: 01925 572 444
Website: https://www.papyrus-uk.org/

Other Charities which provide support and information:

Breaking The Silence Suicide Forum
https://www.suicideforum.com/
https://www.suicideforum.com/community/
A website for suicidal people and those in mental health crisis
Online forums, chat, information and support
Email: email of SFOpsAcct@gmail.com

Calm:
Helpline: 0800 585858
Website: www.thecalmzone.net
Campaign Against Living Miserably is a Charity providing help and support for young men aged 15-35 on issues which include depression and suicide.
CALM,
5 Wooton Street,
London, SE1 8TG

SupportLine
Helpline: 01708 765200
Website: https://www.supportline.org.uk/
SupportLine provides a confidential telephone helpline offering emotional support to any individual on any issue. The Helpline is primarily a preventative service and aims to support people before they reach the point of crisis. It is particularly aimed at those who are socially isolated, vulnerable, at risk groups and victims of any form of abuse. SupportLine is a member of the Helplines Association. SupportLine also provides support by email and post.
PO Box 2860
Romford
Essex RM7 1JA
Helpline: 01708 765200
Admin: 01708 765222
Email: info@supportline.org.uk

Lifeline (N.Ireland)
Helpline: 0808 808 8000
Website: www.lifelinehelpline.info
For anyone in N.Ireland who is in distress or despair. Immediate help on phone 24 hours a day 7 days a week. Face to face counselling can be arranged, also befriending, mentoring. Issues dealt with include suicide prevention, self-harm, abuse, trauma, depression, anxiety.

National Suicide Helpline UK
Helpline: 0800 689 5652
Website: https://www.spbristol.org/
Confidential 24hr listening service to anyone contemplating suicide run by trained volunteers from  Suicide Prevention Bristol
Suicide Prevention Bristol
Suite 601
179 Whiteladies Road,
Bristol, BS8 2AG.
Email: info@spbristol.org

Premier Lifeline
Helpline: 0300 111 0101
Website: www.premier.org.uk/lifeline
Helpline providing a listening service, information, emotional and spiritual support from a Christian perspective
22 Chapter Street,London, SW1P 4NP.

R;pple Suicide Prevention
Website: https://www.ripplesuicideprevention.com/
R;pple is an online monitoring tool designed to present a visual page on a user’s device the second they are flagged as searching for a harmful keyword or phrase highlighted within the R;pple monitoring tool configuration. Keywords and phrases include any words or terminology which have been identified as displaying potentially damaging online content. The R;pple page is presented before harmful online search results are displayed, and act as an interception to encourage users to visit a mental health support page from one of our charity partners as an alternative to viewing harmful online results. R;pple aims to minimise the risks of the internet, while harnessing its potential for good, by encouraging users to seek mental health support

SHOUT
Text 85258
Website: https://www.giveusashout.org/
Anxious/worried/stressed – get 24/7 help from a crisis volunteer
21 Whitefriars Street, London EC4Y 8JJ
Email: info@giveusashout.org

SOS Silence of Suicide
Helpline: 0300 1020 505Monday-Sunday 8am until midnight
Website: https://sossilenceofsuicide.org/
Striving to reduce Shame, Stigma and Silence surrounding Emotional Health & Suicide
For children and adults who need emotional support, understanding, compassion and kindness.
Email: support@sossilenceofsuicide.org

The OLLIE Foundation
Website: https://theolliefoundation.org
A charity dedicated to delivering suicide awareness. Providing confidential help and advice to young people and anyone worried about a young person. Helping others to prevent young suicide by delivering a number of training programmes. Delivering online weekly mental health support sessions open and free to all young people.
The OLLIE Foundation
Faulkner House
Victoria Street
St Albans
Hertfordshire
AL1 3SE
Email: contactus@theolliefoundation.org
Call: 07715311891 

Child Death Helpline:
Helpline: 0800 282986
Website: www.childdeathhelpline.org.uk
Helpline for anyone affected by the death of a child of any age. Advice, information, listening, befriending, referrals and face to face service by arrangement. Staffed by bereaved parents.
Great Ormond Street Hospital for Children,
Barclay House, 37 Queen Square,
​London, WC1 3BH
Telephone: 020 7813 8416

Cruse Bereavement Care:
Helpline: 0808 808 1677 or Email: helpline@cruse.org.uk.
Website: www.cruse.org.uk
Helpline offering listening support and practical advice related to bereavement. Puts people in touch with local Cruse branches which can provide individual and group support.
Cruise Bereavement Care
PO Box 800,
Richmond,
Surrey TW9 1RG
Email: info@cruse.org.uk.

The Compassionate Friends:
Helpline: 0345 123 2304 or Email: helpline@tcf.org.uk
Website: www.tcf.org.uk
Helpline and support services run by bereaved parents. Support to parents and their immediate families after the death of a child of any age and from any cause. Local contacts and support meetings, befriending, phone and letter contact, leaflets and publications, postal library, retreats and an annual weekend gathering. Compassionate Friends have a sub group called Shadow of Suicide for parents and families of children who have taken their own lives.
The Compassionate Friends
Kilburn Grange,
Priory Park Road,
London NW6 7UJ
Email: info@tcf.org.uk.
Tel: 0345 120 3785

Sobs – Survivors of Bereavement by Suicide:
Helpline: 0300 111 5065 National Helpline Mon to Fri 9am to 9pm
Website: www.sobs.admin.care4free.net
National helpline and other support services run by a self-help group for people bereaved by suicide. Helpline provides listening support and will put people in touch with their nearest local group. Monthly group meetings in various locations. Bereavement pack and literature for survivors. Conferences and support days.
Email: email to email.support@uksobs.org

Way Widowed and Young: 
Website: www.widowedandyoung.org.uk
Self-help support group for men and women under 50 whose partner or spouse has died. Telephone support network of local members. Email support forums.
WAY Widowed and Young,
Suite 14, College Business Centre
Uttoxeter New Road,
Derby DE22 3WZ

Winston’s Wish:
Helpline: 08088 020 021
Website: www.winstonswish.org.uk
Support for bereaved children and young people.
Head Office on 01242 515 157
Email info@winstonswish.org

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 – 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. 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.

ATTACHMENTS:

• 2020 UK & ROI Suicide Statistics
• CWU Guide to Work and Suicide
• BITC Suicide Prevention Toolkit
• Zero Suicide Alliance Guidance Booklet
• Zero Suicide Alliance Suicide Poster

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 390/21 – World Suicide Prevention Day – Launch of New Three Year 2021-2023 Triennial Theme ‘Creating Hope Through Action’

Att: 2020 UK ROI Suicide Statistics

Att: CWU GUIDE WORK AND SUICIDE v2 January 2018

Att: BITC-Suicide-Prevention-Toolkit-2020

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

Att: ZSA-Suicide-Poster

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CWU VIRTUAL SPECIAL GENERAL CONFERENCE 7^TH, 8^TH AND 9^TH NOVEMBER 2021

Further to LTB 385/21, we have been working with the Communications Department to produce a podcast that will provide a further insight into the forthcoming Special General Conference and the thinking behind the motions from the NEC.

The link to the podcast is set out below:-

We ask all Branches to circulate the LTB and encourage your representatives, when they get a moment, to listen to the podcast.

https://soundcloud.com/the-cwu/special-conference-dave-ward/s-QIc2IEFvW0r

Any enquiries on the above LTB should be addressed to the General Secretary at jdunn@cwu.org.

Yours sincerely

Dave Ward

General Secretary

LTB 389/21 – CWU VIRTUAL SPECIAL GENERAL CONFERENCE 7TH, 8TH AND 9TH NOVEMBER 2021

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CWU/Royal Mail Joint Statement Covering Annual Leave Planning (April 2022 to March 2023)

Dear Colleagues,

As with previous years, the following National Joint Statement has been agreed in order to assist representatives when discussing and concluding 2022-23 annual leave arrangements with local managers, which should be concluded in line with the Way Forward Agreement by 31st October 2021.

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

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.

In addition, we have jointly included in the summary paragraph contained within the Joint Statement that we are jointly committed to the ongoing review of this activity, including the Calendarisation Work Aids, tools currently in place, and the local WIPWH productivity levels and how this may future assist Annual leave slot alignments against workload profile. The ongoing review will also include updating the existing Weekly Resourcing Agenda elements and support materials in order to fully take account of the application of WIPWH within Delivery Units and the relevant National Agreements. This will also examine including the outputs from the Resourcing Calculator which is currently being Nationally trialed in several units and further information will be provided to Branches on these aspects.

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 387 – CWU Royal Mail Joint Statement Covering Annual Leave Planning

Annual Leave Joint Statement – RMCWU

Annual Leave Calendar

Annual Leave Plan

Information

Office Plans

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