GMP Federation - Greater Manchester Police Federation

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GMP Federation Magazine | Summer 2009
In this issue...
Open meeting
View from the Chair
Gatekeepers
On the move
Challenging times...
The joys of being a constable
Which car do you really want?
Five steps to fitness
Bowled over by constables
www.gmpfederation.com
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GREATER MANCHESTER POLICE – CYCLE TO WORK SCHEME
LAUNCH DATE 1ST AUGUST
What is the cycle to work scheme and who are Cyclescheme?
The cycle to work initiative enables GMP to lease bicycles and associated safety equipment to its employees through what’s
called salary sacrifice. This means that you can receive VAT, income tax and National Insurance savings that can be equivalent to
around 50% of the retail price of the chosen bike and safety equipment package.
Cyclescheme is an independent, limited company created to help employers, employees and bike shops participate in the
government’s Green Transport Plan and associated tax concessions.
The scheme will run alongside existing salary sacrifice schemes offered by GMP, for bus travel and also childcare – see the
Support For You on (the front page of) the intranet for information about these schemes.
HOW DOES THE SCHEME WORK?
1. Find your local Cyclescheme Partner Shop by visiting the Cyclescheme website: www.cyclescheme.co.uk
2. Visit your store and choose a bike and equipment- the store will complete a Cyclescheme Quotation Form detailing the
chosen equipment on your behalf.
3. Enter the details from the store online on Cyclescheme’s dedicated GMP website. The employer code will be required to
access the site – 5b1f8b.
4. You are also required to sign an online hire agreement at this stage.
5. GMP will authorise/decline your application and counter sign the Hire Agreement – see ‘Who is entitled to use Cyclescheme’
information on the next page for more details of scheme eligibility. When your application has been authorised, Cyclescheme
will send an invoice to GMP to pay for the bike/equipment.
6. When the invoice is paid, Cyclescheme will post out the voucher to your home address.
7. You take the voucher to the bike store, along with photographic ID, to collect the bike/equipment you have ordered. You sign
the voucher to acknowledge receipt of the bike and equipment.
8. When you have collected the bike/equipment, GMP will arrange to reduce your gross salary by the salary sacrifice amount for
the next 12 months. You do not pay tax and National Insurance contributions on this amount, making considerable savings.
9. On completion of the hire term GMP may choose to offer you the ownership of the bike for a ‘fair market value’.
INFOMERCIAL
Because we think this is such a fantastic scheme, High Peak Cycles are offering an additional 5% discount to all GMP staff
purchasing bikes and accessories as part of the scheme.
The Cyclescheme is a wonderful government led incentive to get us all on our bikes.
At High Peak Cycles we are a Cyclescheme partner shop, passionate about bikes and here to offer you the best advice we can.
Our aim is to help you get the best bike for your needs. We can also help with advice on accessories to make your riding safer
and well, just more fun.
Want us to come to your station with some bikes and to offer advice? Just let us know.
Visit our website at www.highpeakcycles.com or give us a call on 01457 861535 we will be happy to help
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GREATER
MANCHESTER
Police Federation
Published by the
Joint Branch Board
Progress House
Broadstone Hall Road South
Reddish, Stockport SK5 7DE
Telephone: 0161-355 4400
Fax: 0161-355 4410
Email:
gmpfederation@gmpf.polfed.org
Web site:
www.gmpfederation.com
Summer 2009
Editor in Chief
Gordon Johnson
Contents
Editor
Karl Thurogood
Design and Print Production
bcq group ltd
Buckingham
01280 824000
Next Edition
Autumn 2009
Every care is taken to ensure that
advertisements are accepted only
from ‘Bona Fide’ advertisers.
The Police Federation cannot
accept any liability for losses
incurred by any person as a result of
a default on the part of the
advertiser.
The views expressed by the
magazine are not necessarily the
views of the Joint Branch Board
All editorial content is the
responsibility of GMP, JBB via the
JBB Secretary.
All images are believed to be in the
public domain.
Chair: Chris Burrows
Secretary: Gordon Johnson
Deputy Secretary: Karl Thurogood
EDITORIAL
by Karl Thurogood, Deputy Secretary
VIEW FROM THE CHAIR
by Chris Burrows, Chair
GATEKEEPERS
by Tom Elliott & Jim Purves, Discipline Leaders
7&8
9 & 11
ON THE MOVE
by Mark Clayton, H & S Leader
13 & 15
CHALLENGING TIMES
by Ian Hanson, Equality Leader
17 & 19
RANK ISSUES
22, 23 & 24
by Gary Davies, Geoff Knowles & Mohammed Sultan
CHARITY DONATIONS
25
NORTH WEST POLICE BENEVOLENT FUND
by Jackie Smithies, Secretary
27
Cover Photograph
Pictured with the Chief Constable Mr Fahy are the GMP
officers that were put forward for the National Brave Police
Officer Award. They were judged to be the best in the region;
Treasurer: Mark Littler
©MANCHAT 2009
Reproduction strictly forbidden
unless by prior arrangement with
the Editor.
5
Martin Hopkins
Andrew Charnock
Robert Stapleton
Darren Elton
Shaun Drake
Mr Fahy
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5
Open meeting –
Karl Thurogood, Deputy Secretary
All Change, Date & Venue
This is due to circumstances beyond our control, in that New Century Hall
has closed its doors and cancelled all its current bookings, including ours.
This event will now take place on Thursday 12th November, at the Manchester
Marriott Victoria & Albert Hotel,Water Street, Manchester, M3 4JQ.
NEW BOARD MEMBERS
Since our last edition, we have had
several new representatives join our
board;
Sergeant Mike Peake – Q Division,
Sergeant Scott Brady – K Division
Sergeant Gordon Swan – G Division,
Sergeant Lynn Dickinson – Reserve Seat
Sergeant Christopher Anderson – HQ/S
Departments, Sergeant Stella Wright –
B Division
They have now joined what is one of
the most challenging, difficult and
sometimes rewarding aspects of their
service. They can look forward to longer
hours, deviated shifts and changed rest
days – all as volunteers, Welcome aboard!
THE CIRCLE
Every so often as a police officer you
have a period of self-reflection, you
analyse if it is you that is out of step
with the organisation, or the other way
round. Now bearing in mind that I have
served in GMP longer than most officers
in the force above Superintendant level,
I can honestly say that I have seen the
circle of innovation come back around
more than most. At a recent meeting
concerning leadership at all levels of the
force, I played devil’s advocate with the
command team. I listened to all the spin
and positive reinforcement this new
concept was given, before I asked that
time old question on behalf of all the
cops out there “WHAT’S IN IT FOR ME?”
They reply was officers would be given
the opportunity to be all they could be,
and the days of officers just turning up
for work expecting to do a fair days
work for a fair days pay were long gone.
Officers should strive to stretch
themselves more and commit more fully
to their role, they could be tasked with
operational items in patrol down time.
Laudable sentiments indeed, but a hard
sell to staff that cannot take leave when
they want it, get retained on duty when
they don’t want to because there is no
one available to hand an incident over
to, have their rest days cancelled and
who have had their Christmas and New
Year spoilt each year by poor forward
planning. Commitment and dedication is
a two way street, not the one way road
we seem to be travelling these years.
ARLS – FRIEND OR SPY?
ARLS will, when fully functioning and
integrated with our other systems be
nothing short of a god send. When
incidents are created, they will be
plotted on a map display, the nearest
available resources will also be mapped
and allocation and journey times will be
reduced. It will also enable the ‘work
shy’ that exist to be called to account
and made to work as hard as their
fellow team members. It will hopefully
prevent those occasions that we can no
doubt all recall when we have be driving
to an emergency job from the other end
of the Division, only to pass some other
closer vehicles parked up doing nothing!
A BIT OF FUN – CSO MANCHESTER
http://www.youtube.com/watch?v=Apt5
rfteSQ8
http://www.youtube.com/watch?v=2Lhx
3DVGvLA
DUTY SHEETS
The force is setting great store in ARLS,
duty states and making more resources
apparent on our computer systems so
that we have an accurate picture of not
only who is doing what, but also who
can be made available to assist. The
one big problem with this is that staff
don’t get booked on, the status of those
booked on are incorrect and a myriad of
other administrative issues – which
apparently is and have been for several
years insurmountable.
The problem is easy to fix and for those
of us long in the tooth, you will
remember duty sheets that were housed
in the custody office, each officer on the
Division was written down in the book
with their start and finish times – if they
weren’t in the book they didn’t get paid
for that day! So how about doing the
same with GMPICS?
REGULATION OF THE MONTH –
AUGUST
PUBLIC HOLIDAYS AND REST
DAYS – ANNEX H Regulation 24 –
Regulation 26
1) ROSTERED REST DAYS and
PUBLIC HOLIDAYS
a) A member of a police force of the
rank of constable or sergeant shall,
if required to do duty on a day which
is a rostered rest day, be granted:
i) where he receives less than
15 days’ notice of the requirement,
an allowance at the appropriate
rest-day rate; or
ii) in any other case, another rest day,
which shall be notified to him within
4 days of notification of the
requirement.
So what does this mean? Basically if
you rest day is rerostered and you
are not notified within 4 days of being
informed of the cancellation of when
your replacement will be then you
are entitled to rest day working
payment.
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THOMPSONS PROVIDES EXPERT
& SPECIALIST LEGAL ASSISTANCE
TO FEDERATION MEMBERS &
THEIR FAMILIES.
SERVICES INCLUDE:
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ADEM
Accident and injury claims for both you and your
family through Claimline: 0800 9171 999
•
Cohabitation, separation and divorce agreements
•
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private healthcare
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Criminal and misconduct matters
•
Discounted federation rates for buying and
selling your property
•
Discrimination claims
•
Family law and access rights
•
General advice on consumer disputes and other
day-to-day problems
•
Injury and pension awards advice
•
Specially negotiated rates for wills, probate and
trusts advice
•
Specialist expertise on power of attorney and IHT
CALL The Federation
Legal Team On:
0113 205 6300
www.thompsons.law.co.uk
Thompsons Solicitors is regulated by the Solicitors Regulation Authority
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7
View from the Chair
Chris Burrows, Chair Greater
Manchester Police Federation
Well I think the most important place to start this article is probably
on the subject of pay given the fact that we have had numerous queries
as to whether our three year pay deal will still stand.
You will see in your pay slips for 15th September that you will receive
the 2.6% pay rise for 2009, that being year two of our deal.The main
concerns being expressed by members are whether the 2.55% due
in 2010 will be honoured.
The current Home Secretary and Prime
Minister have both said that that will
be the case and after a bit of public
posturing about public sector pay
deals by the opposition David
Cameron has backed down from
various threats to revisit those deals
already agreed. What that means is
that despite many rumours we believe
at this stage we will still get our 2.55%
next year whatever party is in power.
The other area where rumours abound
is in relation to pensions. Many
commentators are raising the issue of
affordability of public sector pensions,
ours included, and I am aware of some
emails circulating within the Force on
this very subject. We can only work on
fact not rumour and conjecture and at
this time there are no plans in place to
review the benefits of either of our
pension schemes. What we are aware
of is that a review is due in 2011 which
is looking at contribution levels.
I do think however that we would be
naive to think that public sector
pensions are immune from some sort
of change given the current financial
climate. We may also end up with a
third version of a pension scheme for
recruits after some future date.
WORK FORCE MODERNISATION
Or civilianisation as some believe this
simply means, is something that will be
continuing in GMP. We are alive to
some of the Forces proposals and
have seen some of the relevant
reports. In many areas we would
support a post being civilianised to
release officers for front line duties.
Unfortunately that is not likely to be the
intention and we face real challenges
to maintain our numbers at the level
they are. Many other Forces have
already raced ahead and have ratios
of police staff to officers that are far
higher than ours.
That does not however make them
better or more efficient Forces and we
believe that not one size fits all. What
may suit a smaller Force may not apply
to GMP.
VEHICLES
Well some progress at last as regards
vehicles. You may recall that in the last
Manchat there were pictures of a “cell
car”, a normal estate modified to carry
prisoners in a secure area. The trials
have continued with the vehicles being
very well received and one of them has
been crash tested at MIRA to ensure
that the modifications do not affect the
safety of the occupants (yep, the bad
guys too!).
Our representations have also revolved
around the devolved HR functions in
GMP that gives us a multitude of policy
variations with staff on many divisions
performing the same job when a
centralised function could produce
economies of scale and allow police
staff to be used to support police
officers. In fact you may even remember
a time when police staff were actually
called support staff! A move in this
direction would be far better for the
Force and the public. We have some
excellent police staff who want to help
this Force be the most effective in the
UK, to steal the current mantra, but are
simply not in a position to do so.
As a result the next vehicle
replacement programme will include
36 of the vehicles based on the Ford
Focus, so they should be widely
available on all divisions. The
programme also includes 16 Connect
vans but more importantly 12 Ford
Focus pandas. After long campaigning
section officers can at last say
goodbye to seeing any more Vauxhall
Corsas or Ford Fiestas coming onto
the fleet
To challenge the current structures
could lead to significant savings and
even a move towards more police staff
if the senior HR positions were no
longer required, allowing the monies to
be distributed elsewhere. The
important factor would be retention of
police officers posts. There are few
enough cops at the moment and every
other avenue possible should be
investigated before we reduce our
numbers further.
BRAVE POLICE OFFICERS AWARD
This award ceremony is a prestigious
Police Federation event held in London
every year and is sponsored by the
Sun newspaper. All local federations can
nominate officers for the awards and
they then visit Downing Street to meet
the PM before attending an evening
dinner at the Dorchester where regional
and national awards are presented.
There has been a bit of cost saving
on livery too with the blue roof
disappearing but I don’t think we will
be complaining about that.
It is also a very important opportunity
to remember our fallen colleagues and
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Summer 2009
8
relatives of those who have suffered
such tragedy in the last twelve months
are invited. It is a sad fact that GMP
Federation has found itself supporting
families in such circumstances for the
last three years. On this occasion we
were proud to have Ian Terry’s wife
Joanne and parents Roy and Sue with
us to honour his memory.
Our nominees for the Bravery Award
were five officers from the Dedicated
Surveillance Unit, DS Martin
Hopkinson, DC Andy Charnock, DC
Shaun Drake, DC Darren Elton and DC
Bob Stapleton.
In 2006 they were carrying out
surveillance when a gang doused a
security guard in petrol and threatened
staff with guns and a sledgehammer
during a robbery in Stockport.
They acted to arrest the gang without
armed support and during the course
of the arrest the offenders vehicle was
deliberately driven over Andy.
The team were able to use the
sledgehammer to smash a way into
the vehicle to prevent Andy being
deliberately run over again whilst he
grappled with one offender on the floor.
Had they not managed to do so it
could have resulted in even more
serious injuries or worse for Andy.
The gang members were jailed from
six to 14 years.
They fully deserved the GMP award
and that of the John Egerton trophy. In
addition the judging panel decided that
their actions were the bravest in the
North West region, recognition they
richly deserve, and our congratulations
go with that.
MEMBER SERVICES
We are moving towards the time when
we have to select who will provide the
cover on our Life Insurance and
Accident Scheme (LIAS) from April
next year. The complexities of the
process mean that a decision will need
to be taken in October. We have lost a
number of colleagues in the period of
our current policy and this is likely to
be reflected in future premium levels.
The most recent change to the scheme
was the inclusion of the Home
Emergency cover. This has been very
well received with lots of positive
feedback and no negative reports.
As always we welcome suggestions for
any additional features you would like
to see in your LIAS package. One such
suggestion relates to compensation
awarded at court should you be
unfortunate enough to be assaulted.
We know that all too often no
payments are ever made. We are
looking at an addition to the scheme to
allow us to pay members an amount in
lieu of their award up to £250 if six
months have passed without payment
being made.
Let us know your views on this and any
other additions you may wish to suggest.
REGULATIONS
The Force are now making widespread
use of the ability within regulation to
re-roster rest days to enable
operations to be carried out without
incurring overtime. In a controlled
manner and on a very infrequent basis
this would be acceptable but our
concern is that this happens far too
often and is on the increase. The
impacts on officers work life balance
are high and if abused this will only
lead to a demoralised workforce.
Make sure that you get your rights
under the regulations as you should be
notified of the date of your new rest day
within four days of any cancellation. If
that is not done then speak with your
local rep. It has happened before and
we took legal action which ensured
officers got paid instead. Rest days are
precious and days off are difficult
enough to get anyway.
As a previous Chief said, New Year
should not be an exigency of service
with last minute cancelations and
deviations.
I have no doubt we will get the usual
queries in relation to some of the
public holiday working at Christmas so
I will cover a few here.
If you are rest day on a public holiday
you are entitled to another rest day.
Police Regulations mean that Saturday
26th December is classed as a public
holiday. That applies whether you are
someone who works Monday to Friday
or a shift worker. If that day is one of
your rest days then you are entitled to
another day in lieu.
If you work on a public holiday which
is also a rest day then you should be
paid at the appropriate rate and be
given another day off.
If you are warned to work a public
holiday with less than eight days notice
then you are entitled to payment PLUS
another day off.
A point to note for those younger in
service is the fact that you may not be
able to work as many public holidays
as others thanks to the Working Time
Regulations. There is now a
requirement for all workers to have 28
days a year holiday, that includes
public holidays. So for example an
officer with less than two years service
gets 22 days leave. That means they
must take six public holidays off to
make the total up to 28 which means
in a normal year they can only work
two public holidays.
There is no real gain for the Force
either as the re-rostered day means
that the officer is lost from policing the
area they work anyway for a day, often
because they have policed a sporting
or political event on a cancelled rest
day. Good value for the event
organisers but not the public of
Greater Manchester. So losers all
round really.
CHANGES AT PROGRESS HOUSE
It would be remiss of me to end without
saying thank you to Jim Purves who
retires having been our Misconduct
Leader for four and a half years. He has
done a fantastic job and provided
support and advice to countless
officers who have had the misfortune to
be dealt with in relation to misconduct.
All the best Jim and have a long and
happy retirement.
It may seem a long time away but
divisions and departments should be
planning for Christmas and New Year
now, or should already have done so.
Jim will be a hard act to follow but
I am sure that his replacement,
Aiden Kielty, will step up to the mark
very quickly.
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Jim Purves Misconduct Leader
9
Gatekeepers
Tom Elliott, Misconduct Leader
This is the last article that I will write for MANCHAT before I retire in
a few weeks time. After 4½ years as the GMP Federation lead for
misconduct matters I was hoping that I would be able to be extremely
positive with the way GMP had embraced the new 2008 Conduct and
Performance Regulations. It has been known for some time that they
were coming, in fact the implementation date had been delayed several
times, so when the regulations eventually became law and went live on
1st December 2008, it cannot have caught anyone in GMP unaware...could it?
Yes you are way ahead of me, that’s
exactly what has happened, to be fair,
in some departments but not in all.
My concern lies mainly with Divisional
HR’s and SLT’s.
With the odd exception it is clear to
me that not only are most Divisions
failing to comply with the new
regulations, in the majority of those
cases it is because they don’t
understand them.
When we have highlighted this with the
individuals concerned we have been
told “we haven’t been given training”
I know they have, and the training was
adequate and fit for purpose because I
attended one of the sessions facilitated
by Superintendent Freeman of
Professional Standards Branch (Y).
Mr Freeman has ensured that all SLT’s
and HR’s have had the training.
Why then do some (not all) state they
are not suitably or adequately trained?
Another response has been “We have
asked Y department what we should
do, and have been given contradictory
or incorrect advice”
Why do they need to ask Professional
Standards Branch what to do? All they
need to do is read the regulations, they
are available on the internet complete
with Home Office guidance. I know
because I have looked. All one needs
to do is to type Police Conduct and
Performance Regulations 2008 into
Google and ‘Hey Presto’ there they are.
This is not rocket science, it is
common sense. The regulations and
accompanying guidance if read, clearly
lay out what the procedures are in any
given situation.
This is not rocket
science, it is common
sense. The regulations
and accompanying
guidance if read,
clearly lay out what the
procedures are in any
given situation.
Although I am satisfied that the training
given to Chief Inspectors and above,
and to HR Professionals is adequate, it
is a different matter when it comes to
training Constables Sergeants and
Inspectors.
For these ranks ‘online NCALT’ training
is available.
It is totally inadequate, it concentrates
on the ethos behind the new
regulations (which is important) but fails
to equip the officer with the knowledge
required to administer them.
This Federation has brought this
matter to the attention of force
command.
I sincerely hope that the matter is
addressed soon.
These new regulations replace the old
‘Code of Conduct’ with a new
‘Standards of Professional Behaviour’
as follows:
Honesty and Integrity
Police officers are honest, act with
integrity and do not compromise or
abuse their position.
Authority, Respect and Courtesy
Police officers act with self-control and
tolerance, treating members of the
public and colleagues with respect and
courtesy.
Police officers do not abuse their
powers or authority and respect the
rights of all individuals.
Equality and Diversity
Police officers act with fairness and
impartiality. They do not discriminate
unlawfully or unfairly.
Use of Force
Police officers only use force to the
extent that it is necessary,
continued on page 11
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GMP Federation Magazine
Summer 2009
11
proportionate and reasonable in all the
circumstances.
Orders and Instructions
Police officers only give and carry out
lawful orders and instructions.
Police officers abide by police
regulations, force policies and lawful
orders.
Duties and Responsibilities
Police officers are diligent in the
exercise of their duties and
responsibilities.
Confidentiality
Police officers treat information with
respect and access or disclose it only
in the proper course of police duties.
Fitness for Duty
Police officers when on duty or
presenting themselves for duty are fit
to carry out their responsibilities.
Discreditable Conduct
Police officers behave in a manner
which does not discredit the police
service or undermine public confidence
in it, whether on or off duty.
Police officers report any action taken
against them for a criminal offence,
any conditions imposed on them by a
court or the receipt of any penalty
notice.
Challenging and Reporting
Improper Conduct
Police officers report, challenge or take
action against the conduct of
colleagues which has fallen below the
Standards of Professional Behaviour.
As you will see this is a very positive
document, it presumes we are all of
the above compared with the very
negative ‘Code of Conduct’ it replaces.
Standards of behaviour however come
with accountability. At one end of the
scale there is doing ‘bad and naughty
things’ and at the other there is
performance/capability.’ Policing being
as complex as it is, there are
occasions when things go wrong. We
have to recognise the difference
between the extremes and deal with
officers accordingly. In other words
when an officer has done something
so bad (gross misconduct) that it is
right and proper that they should be
dismissed, let’s get on with it, as
opposed to paying them for month
after month for sitting at home
doing nothing.
Alternatively when an officer has done
something wrong/made a mistake
(misconduct) where clearly the matter
needs to be addressed but not by
dismissal, let’s get on with that too. Let
it be dealt with swiftly and move on.
That is what the new regulations are all
about. Sadly in reality, apart from a
couple of exceptions it ‘aint
happening.’
The problem does not lie with
Professional Standards Branch (Y), the
problem lies with the availability of
ACC’s (or should I say unavailability)
for misconduct hearings (those are the
hearings for gross misconduct).
As things stand, the force cannot meet
its obligations to deal with officers in a
timely manner as required by the
regulations.
different roles to perform, but that
ultimately we all have the same goal....
...a workplace where we can all
operate with integrity, without fear or
discrimination and serve and protect
the public of Greater Manchester.
As I write this, I am aware of the Fed
Rep’s who are to be considered to
take over this role. I can assure you,
whichever rep’ is chosen, you will be in
very safe and capable hands.
It has been an absolute pleasure for
me, to have had the opportunity to
serve the public and colleagues alike
for the last thirty years. Whether you
are about to retire like me, you have
just started your career in GMP, or you
are somewhere between the two, I
wish you wealth health and happiness
for the future.
Jim Purves
Since submitting this article, the
election for our new misconduct leader
has taken place, DC Aidan Kielty has
been elected as our other misconduct
leader and will take up office from the
1st September.
I call upon the force to look at this
matter with the utmost urgency!
I am determined to finish on a positive
note:
When I took up this role, the
relationship between the Federation
and Professional Standards branch (Y)
was poor.
We now have a much better
relationship. Yes we still disagree on
things, we still have to challenge and
ensure that officers are dealt with fairly
and within regulations, however there
is now much more trust on both sides.
There is a lot of common ground and
an understanding that we may come
from different angles, and have
DC Aidan Kielty
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On the move
Mark Clayton, H & S Leader
ARLS
Firstly the trial held recently on a couple of divisions of the Automatic
Resource Locator System (ARLS) has now come to an end, a report
from the project board has been submitted so that consideration can be
given and hopefully approval; for the wider roll out of the equipment
across the force. It would be fair to say that some of the expected
benefits of the project were not met during the trial, but I have no doubt
those matters will be discussed prior to a decision being made and the
wider rollout being agreed.
For those of you involved in the pilot the
the testing phase. A further three
with Taser on the week commencing
equipment has been left functioning and
vehicles are due to be fitted with the
the 12th of May.
work continues to improve the system
equipment commencing almost
so please make good use of it and let
immediately. Each model will then be
A quick bit of credit where credit is
the project board or the federation have
taken away for safety testing, if all goes
due; firstly to both the force and police
any feedback you may have.
well the force plan to start a controlled
authority for supporting the rollout of
pilot of them sometime after August.
Taser to officers as soon as was
MDT
This work is running alongside work in
feasibly possible, secondly to all those
Secondly you may remember a couple
the OCB, to modify the GMPICS
people who make up the Taser Working
of issues back I mentioned Mobile Data
machinery so that Command and
Group. I don’t think any of us had any
Terminals, well the news is the 100
control is part of the vehicle equipment,
inclination of just how much work was
devices are out there being trialled on
an application has now been
involved when we first sat down to look
the Trafford and Tameside divisions.
developed enabling officers to write
at the project but after a lot of work we
Work is ongoing to prepare the PNC
back to GMPICS from the vehicle
found ourselves in a position to rollout
and OPUS search applications on a
device, thereby removing the need for
at the earliest date available, so many
number of those devices to ensure that
you to return to the nick all the time to
thanks. Having spoken to colleagues
it meets user requirements and enables
update FWIN’S.
from around the country they seem to
some testing to be done in an
be in the position where they now have
operational environment. Currently the
TASER
the kit sitting on shelves gathering dust
project board are devising the strategy
Next Taser. Over the last 12 months or
but no policies or procedures in place
to roll out a further 750 devices before
so the force have had a Taser working
to allow its rollout, work they are only
the end of March 2010.
group (I have spoken about it before)
just starting.
looking at the implications for the wider
To date feedback from the users has
rollout of the Taser across the force,
SWINE FLU
been very positive and there have been
once the Home Secretary (who ever
Ok final update is Swine Flu, it seems
a number of examples of the devices
that was at the time I have lost count
to have gone away at the moment but
being put to good use such as officers
now) gave the go ahead. That team
we shouldn’t be resting just yet the
being able to confirm person’s identity
considered everything from equipment
smart money and by that I am referring
by receiving photographs via their MDT’s.
to budget, storage to suitability and
to guidance from the Health Protection
training. As a result of that work I am
agency and others is that it may come
On the vehicle front, the force have
pleased to say that GMP were in a
back with a vengeance later in the year.
taken delivery of a Vauxhall Corsa and
position to get cracking and were very
To date depending on where you work
BMW X5 which have been kitted out
quick off the mark. Training started on
you may or may not have been told a
with the equipment and are currently
the second week of May with the first
great deal about the force plans in the
being updated with IT software prior to
officers out on the streets equipped
continued on page 15
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GMP Federation Magazine
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15
event of a pandemic, well the force has
however like to finish with a quick
not been resting it has held a series of
reminder for all managers and senior
meetings looking at what we will be
leadership teams everywhere, the
doing in the event of pandemic,
Police Federation of England & Wales
as the case may be, nominating
covering topics such as collaborative
along with Unison have a number of
persons in accordance with
working with others such as Primary
appointed safety representatives working
regulations 6(1) and 7(1)(b) of the
Care Trusts, other Emergency Services
throughout the force. All federation
Management of Health and Safety
& local Councils. It has also considered
appointed safety representatives
the amount and type of Personal
undergo a three day training course, and
Protective equipment (PPE) we need,
once appointed have a number of rights
is required to provide to the
as well as the resilience of the force to
in the workplace which are enshrined in
employees the safety representatives
deliver policing to the people of Greater
the ‘Safety Representatives & Safety
concerned represent by or under the
Manchester during what might be
Committees Regulations 1977’,
challenging times.
(Reproduced in the force Health &
Safety Policy).
A lot of the finer details are still being
safety of the employees the safety
representatives concerned represent
2. His arrangements for appointing or,
at Work Regulations 1992;
3. Any health and safety information he
relevant statutory provisions;
4. The planning and organisation of any
health and safety training he is
required to provide to the employees
addressed and if I were to mention
Those safety representatives can also
the safety representatives concerned
them here and now you would not read
help you with health & Safety issues if
represent by or under the relevant
any further so I will tell you the bit I
you talk to them, they are not just there
think will interest you the most, I know
to put barriers in your way sometimes
all bobbies love kit, and the force for
they can see problems or risks where
for the employees the safety
which I thank them have purchased
you cannot.
representatives concerned represent
face masks, eye protection, disposable
statutory provisions; and
5. The health and safety consequences
of the introduction (including the
aprons, disposable gloves and personal
Your duty to consult safety
planning thereof) of new
hand sanitizers that will be issued to
representatives is laid out in Regulation
technologies into the workplace.
officers in the event of an outbreak the
2 (6) of the Health & Safety at Work
kit is in force and is being strategically
Etc Act 1974, which says;
Part 2 of that regulation goes on to say
stored for easy deployment if and when
‘It shall be the duty of every employer
Without prejudice to regulations 5 and
it is needed.
to consult any such representatives
6 of these Regulations, every employer
with a view to the making and
shall provide such facilities and
The force are also looking at the
maintenance of arrangements which
assistance as safety representatives
current cleaning regimes it has
will enable him and his employees to
may reasonably require for the purpose
surrounding divisional vans, custody
co-operate effectively in promoting and
of carrying out their functions under
offices and area control rooms as they
developing measures to ensure the
section 2(4) of the 1974 Act and under
are probably the most hi risk area in
health and safety at work of the
these Regulations.
terms of infection, you may have
employees, and in checking the
noticed as well that hand wash /
effectiveness of such measures’.
sanitizers are being placed at custody
offices similar to those currently found
So managers please use your safety
representative both Federation and
This duty is also reinforced under
Unison to your advantage consult with
on hospital wards where you place your
Regulation 4 A (1) of the ‘Safety
them in adequate time if you are
hands underneath the machine and it
Representatives & Safety Committees
planning changes in practice, work
dispenses something you clean your
Regulations 1977’, which state;
methods or use of office space
hands with, so please, please use them
Without prejudice to the generality of
for example.
it will reduce your chance of infection
section 2(6) of the Health and Safety at
not just for swine flu but for all sorts of
Work etc Act 1974, every employer
Mark R Clayton,
other things as well that’s why they are
shall consult safety representatives in
Health & Safety Leader,
being installed.
good time with regard to:
Greater Manchester Police Federation,
1. The introduction of any measure at
Tel; 0161 355 4421
SAFETY REPRESENTATIVES
the workplace which may
Mobile; 07816 825 109,
Okay end of updates for now, I would
substantially affect the health and
E-Mail mclayton@gmpf.polfed.org
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17
Challenging times...
Ian Hanson,
Equality Leader
In the last edition of `Manchat’ I gave an update as to where we were in
relation to the Shield Run, and told you that the powers that be had
agreed to look sensibly on our original proposal that we increase the
time allowed to complete the run from 2.45 to 3.00 minutes.
The reason for agreeing this was twofold, firstly to provide a sensible interim
position while we waited for the
National Working Party to report, and
also to get GMP to do something
about this situation now, as officers
were still turning up at Clayton Brook
and being subjected to what we
believe to be an unjustifiable and unfair
test every day. It was made very clear
though that this was a temporary
position, and one which would be
reviewed in June when we had a
clearer picture nationally as to what
guidance the Working Party would give
to all UK Police Forces. It was also
anticipated that we would perhaps
have some of our own statistics as to
what time bands officers were coming
in at, if officers were not making it
within the new time limit, then what
were the reasons behind it?
I am now writing this article in June
and we are not really much further on
in respect of any kind of national
guidelines. One reason behind this is
the fuss being made in certain quarters
following the policing of the G20
protests in the Met, and while we are
on that subject I want to offer my full
support to those who did that
thankless and difficult task in the face
of what was a disgraceful media
Anyway back to Manchester and the
Shield Run, I have recently met with
senior representatives from the Force
in an attempt to try and resolve this
issue locally, but sadly we do seem to
have now exhausted that process.
I don’t want to go into great detail
here, but the bottom line is that we in
your local Federation believe that we
have negotiated and tip-toed around
this issue long enough, and the time
has now come for the Shield Run to
be consigned to the history books of
GMP – it is archaic, unjustifiable, and
no longer fit for purpose.
know how much emphasis the
organisation places on how many days
off sick you have each year, and this is
reflected in such things as applications
for specialist posts, promotion, Special
Priority Payments, and the list goes on.
The Force Attendance Policy specifies
exactly how many days off a year an
officer is allowed to have before they
fall foul of the `Sickness Target`, and
then heaven and earth comes crashing
down around that officer if they then
have the audacity to apply for anything
they think they could either do well, or
indeed may be entitled to.
There are far more modern and
operationally relevant tests being used
throughout the country. In previous
articles I told you that we had lodged
a case at the Manchester Employment
Tribunals, but agreed to stay
proceedings pending local negotiations.
Now that those negotiations seem to
have come to an end the individual
concerned has decided that she wishes
to activate the claim, and progress to a
hearing. This is going to be an interesting
legal journey, but one which I will keep
you informed of. At least at the end of it
we will have some kind of independent
adjudication one way or another.
I want to be very clear here that we
have no issue with the Force trying to
reduce sickness amongst its staff, that
can only be to everyone’s benefit. If we
are really honest nobody wants to
return to the days when absence was
rife, and nobody was really interested
in who was off sick, or indeed what
with. What we do have an issue with is
the one size fits all sledgehammer
approach that GMP uses to manage
this process. Put simply we believe
that the current policy is unlawful as it
indirectly discriminates against officers
on the basis of age.
This now brings me onto another issue
We all know that as you get older you
are more likely to pick up various
feeding frenzy, and one that they
performed in the absence of any kind
that I intend to progress with the Force
over coming months – that of GMP's
ailments and knocks, and when we do
get them it takes a lot longer to get
of support from our political masters.
Sickness & Attendance Policy. We all
over them than it did when we were
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GMP Federation Magazine
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younger. Also there are a great number
of conditions that are only associated
with the onset of years, and therefore
by definition a younger person will not
have to contend with these when
meeting blanket targets. Yet the Force
imposes exactly the same `Sickness
Target` on a 20 year old officer as it
does on a 50 year old? And when that
older officer cannot meet the target
then they are barred from all-kinds of
financial reward or internal
advancement. I don’t want to go into
too much detail yet, other than to let
you know that this is very much at the
forefront of the work I am doing to get
the organisation to look closely at its
existing policies.
I have had some positive initial legal
advice from our retained Solicitors at
Russell Jones & Walker, and it is hoped
that we can enter into meaningful
negotiations with the Force to put in
place a fairer system, and one which
recognises that GMP is made up of a
diverse workforce, and the policies of
any forward-thinking employer who
values the contribution made by all of
its staff should reflect that. I have
written an open letter to the Force
Director of Human Resources, Cathy
Butterworth, in which I have raised
these issues, and I have received a
commitment that GMP is always willing
to sit down with the Federation and
discuss any policy and practice which
we believe may be unlawfully
discriminating against its staff,
however they believe their position to
DEAR SIR,
I would like to pass comment on the Greater Manchester Police sickness policy.
I have found myself in the position of having nearly completed my 30 years service and
being on an action plan under regulation 15 of the Police Performance Regulations 2008!
First some background about myself. Several years ago I was diagnosed as suffering from
type 2 diabetes which is controlled by medication (tablets not insulin injections). I do
suffer side effects from the medication, which consists of upset stomach. By and large I
cope and attend work even if not feeling 100%. Another problem that has manifested
itself since the diagnosis is that for the last couple of years I have noticed that when I
have suffered from cold or flu symptoms it has resulted in me suffering a chest infection
which has necessitated a course of antibiotics and on one occasion steroids to shift it. Yes,
I did report sick and yes I did see my G.P. and he issued me with sick notes. In fact since
being diagnosed with diabetes if I have suffered illness I have seen my Doctor and I have
been given a sick note, even if it has not been needed under the 7 day self certification
ruling. In other words, when I have reported sick it has been with the full knowledge of
my own G.P. and with him issuing a sick note.
Since last Christmas I have had more than the permitted time off on the sick. I was given
an action plan. Guess what I suffered another chest infection and was unable to come in
to work. Again this was certified with a sick note from my G.P. On returning I was called
to a meeting as mentioned above and informed that my record had to improve and that
the next step could involve taking my C.R.T.P. off me! A pay cut of over a thousand
pounds, and just before retirement!
I appealed against this decision submitting my report on 27th March 2009. My appeal was
eventually heard on 16th June 2009. Imagine my dismay when about 10-15 minutes in to
the meeting I was told that they had already been discussing my case, checking the force
sickness policy and that it had been adhered to! Before I had given all my “evidence”.
I made the points that my sickness had been, in the main, certificated and how there should
be a degree of discretion allowed and that certificated sickness should be discounted in the
“count up”. I also asked how can the “Force” argue against a doctor. What right have they
got to bully a person in to coming in to work against doctors advice by threatening to
withdraw CRTP’s ? I also asked the question how culpable would G.M.P. be if a person
came in to work against their doctors advice, suffered a fall, seizure or whatever that was
directly attributable to their illness, and suffered serious injury or complications? I feel that
they would be very culpable and also wide open to a civil claim!!!
I suspect this one may be an
interesting journey...and I will keep you
informed as it unfolds!
In my interview the above points were conceded by the management side to be very valid
points but did not allow them to uphold my appeal as the policy stands as it is none
flexible and allows no discretion. I asked my points (which had previously been submitted
in report form) to be forwarded on to whatever body within G.M.P. makes the policy
decisions. I was assured that this would be done but at the time of writing I am still
waiting for a reply.
Just prior to going to press the
following was received into Progress
House and does go some way to
demonstrating that this is a very real
problem, with a potential to affect
EVERYBODY.
By the time this letter is published in Manchat I will probably have retired (no I am not
being flippant…it is imminent!) However I feel that my points need to be taken up. I am
willing to attend whatever meeting I am required to after my retirement in order to assist
in getting this policy changed. My federation rep is fully aware of the situation and did
accompany me at my meeting. This policy needs changing to allow a degree of discretion.
Too late for me but not too late for the people that are following on behind me!!
be legally sound.
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Gary Davies
Rank issues:
The joy of being
a constable
A quick introduction before I get
started.
I am the B Division Constables Rep
and also Chair of the Constables
Branch Board.
Two positions I am very proud to hold.
I started my Police service at the now
flattened Levenshulme Police Station
on the original C Division, (For those of
you old enough to remember will it
ever rise like a Phoenix from the
Flames?).
Having survived my early years on the
Cruel C, as it was then affectionately
known, I moved down the road to
sunny Longsight. As the new C was
born.
At time of writing I still remain at
Longsight on the Manchester
Metropolitan Division or B Division,
which was formed a few years ago.
Enough of the past let’s look at the
future; none of us know what it holds
for us as individuals.
But what I can say is each and every
one of us will experience changes in
the way we are expected to Police.
Some of the changes will be for the
better and unfortunately others will not
that’s the nature of the job we do, we
will always be subject to change.
The latest Government ideal is the
Policing Pledge, which has been
adopted by every force, I fully support
the ideal of a Policing Pledge and
some of these pledges are good,
however I have concerns with regard
to the 80 percent visibility promise.
For years now the thin blue line has
been getting thinner and thinner, as
more and more resources have been
taken from response to staff units like
Volume Crime, Domestic Violence,
CTU etc.
I know it’s not only response that has
seen a drastic reduction in its
numbers, as you are all aware they
have been a reduction in GMP’s Dog
Section over recent years. The Force
made Volume Crime a priority and then
reduced one of its main weapons to
tackle and reduce it. I hope the new
Chief keeps his promise to review the
reduction in the Dog Section.
The staffing levels on response are still
low, to the extent that restrictions have
been put on leave, this does not give a
great amount of resilience to groups
when you take into account Courses,
Sickness etc, many officers are
frustrated when they are refused leave
when given no other reason than
minimum staffing levels have to be
adhered to.
I know command will show stats to the
effect that GMP does not have a
retention problem and numbers are up,
I have been to meetings when this has
been discussed.
It does not get away from the fact that
our core role as Police Officers is to
Protect Life and Property, Prevent and
Detect Crime and reassure the public,
to achieve the 80 percent target the
Force is going to have to look at the
way we Police and try to get more
officers out in the community. I have
recently been made aware of a Division
who is contemplating removing the
VSA shift pattern for NPT officers,
putting them back onto 8 hr shifts.
This+
may well assist the Division meet the
80% visibility pledge.
But what effect will it have on Officer
Morale, the other factors to take into
consideration are extra costs to
officers having to attend work more
frequently, overtime costs to divisional
budgets i.e. increase in length of shifts
when dealing with Prisoners.
One suggestion would be to give all
PCSOs who wanted to the option to
become Constables, I do not decry the
job they do and I know on my Division
they do a Fantastic job, in fact some
student officers on my Division did in
fact start their careers as PCSOs.
Why should they be expected to patrol
our streets and engage the community,
without the powers to protect
themselves when they are verbally
abused and assaulted, make them fully
sworn officers of the crown?
Having recently attended the
Federations National Conference, we
had a presentation from Essex Police
who have implemented a cost saving
scheme which has enabled them to
recruit an extra 600 officers over an 18
month period, yes I know it sounds too
good to be true put it actually does
work. It also has no cost implication to
the Taxpayer. They have streamlined
the way they do business and all
savings made are put back into
frontline Policing.
If this was implemented at a national
level it could fund an increase of
20,000 officers, according to Essex’s
Chief Constable.
Sadly I think we are all in for a tough
few years, in view of the current
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23
recently to extend SPPs to £8,000 in
one Force “piloting” an aspect of
“modern” working. This was clearly an
attempt to subvert the Sergeant rank
by giving certain Constables a large
SPP bonus for taking on duties
currently done by a Sergeant. No
doubt this might seem attractive to the
Constable but the SPP is not
pensionable, there is no promotion and
ultimately if you let that go on you can
cut the number of Sergeants, not to
mention the fact that the whole thing is
a complete abuse of SPPs and nothing
like the purpose for which they were
brought in by David Blunkett (i.e. in my
view to retain Officers on 24/7
response duties).
Financial Mess the Country is in, crime
figures show an increase in Domestic
Burglaries and Thefts from Persons.
This should not surprise any of us it
happened the last time the country
was in a Recession. But all it will do is
put more pressure on an already
stretched Police Service to make our
Political Masters look as though they
are in fact keeping to their Manifesto
Promise Tough on Crime Tough on the
Causes of Crime.
Or should that read Tough on the
Fighters of Crime, I do not want to
make this sound like a Political Rant
but I will not easily Forget Or Forgive
the way we were treated in our pay
dispute. At least we now know where
our back pay went, like that old saying:
“What Goes Around Comes Around”?
D.C.
STEPHEN
OAKES
At last has been awarded a
Posthumous Queen’s Gallantry
Medal 6 years after his death in
2003, the actions he took that day
prevented the loss of more life. I
know GMP Federation had raised
this issue at the highest possible
level, even challenging the then
Home Secretary Doctor John Reed,
to address and review the award.
This was also raised at the recent
Conference by Paul McKeever the
National Chair, I will echo his words
it should not have taken 6 years to
acknowledge the bravery shown by
Stephen Oakes that night.
We all risk our lives every day we go
to work, because none of us know
what awaits us around the corner or
at the next incident we attend, sadly
we have lost colleagues this year
and in the past who have paid the
ultimate price. My thoughts and
condolences go to their families.
So the next time one of our
customers calls you a PIG, thank
them for remembering we do have –
PRIDE INTEGRITY GUTS.
WHICH CAR DO YOU
REALLY WANT?
The term “workforce modernisation”
gives the impression that things are
moving forward, getting better,
improving the service. The reality of all
this is that we are cheapening the
service and placing a bet on whether
things will actually improve. I believe it
is the duty of the Police Federation to
actively resist much of the change in
the future as each step along the
“modernisation” road threatens the
Federation itself. There are so many
madcap ideas out there that some of
them will no doubt get through the
defences!
In some areas there seems to be
acceptance that replacing officers is a
good thing, for instance some people
think that employing “investigators” as
police staff is fine. This is fine of
course for retiring members who might
seek to continue employment in this
way but what happens when this pool
dries up ? The reality is that the career
progression of some officers is
affected by such moves which are
merely a cheap way of carrying out
some investigations. Yes, we can retain
skilled people but who are we bringing
through to replace them?
There are threats to the Sergeant rank
in the “modernisation” plans. We have
already seen off (for now) police staff
custody officers – something that may
return in the future – but the threat of
the “advanced constable” remains. It is
no surprise that there was a move
The logical progression from much of
the modernising agenda is eventual
privatisation of some functions, for
instance if you manage to exclude
police officers totally from custody
functions then it becomes very easy to
sell off, and the private sector will be
very keen to get its hands on the
massive public sector budget. Add to
this the constant criticism in the right
–wing press of public sector pensions
and it becomes very attractive. One
thing is for sure, the conditions of
police staff will be next to come under
attack as Forces seek to make them as
“flexible” as Police Officers without the
same compensations. Police Staff
unions should be on their guard.
If we were talking about cars you
would have a whole range of specialist
vehicles when one would do the job.
Major crime investigators would be like
the supercar, brilliant at what they do
but expensive and no good in the
snow; the PCSO vehicle would need
two drivers and have a limited turning
circle (but could be modified to do
more), but what you really need is a
car that is good on and off road, will
go anywhere , a bit more that you
might want to pay in an ideal world but
worth every penny. That would be the
police officer, reliable tried and tested.
Sell them off at your peril. You can
make anything cheaply but remember
what happened to the Lada.
By the time you read this article I will
be a police pensioner. It has been a
continued on page 24
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24
great honour to represent my
colleagues and I thank everyone who
have given me support throughout my
career and as a Federation rep. Unity
is strength, stay strong and united
everyone and best wishes.
Calorie Counting and Progress
There is also a calorie counting aspect
to the system similar to other weight
loss programmes e.g. weight watchers,
slimming world etc and a progress
monitor to see how you are doing.
So whether your personal goal is to
get just to get fitter of prepare yourself
for that ‘beach’ look don't delay try it
out today. All you have to do is:
1. visit www.ophms.com/icc.aspx
2. Click on ‘Login to Revitalised’
3. Select the option ‘click here if you
have an organisation code’
4. Enter the following organisation
code: ICC1
5. Follow the instructions and set up
your username and password
Good Luck and Good Health
Regards,
Sully
FIVE STEPS TO FITNESS
Fitness and Well-Being at Work are
issues that impact on all of us. In
addition to researching and identifying
what police forces are doing (or not as
the case may be ) in response to the
2007 census of the same name the
Inspectors Central Committee (I.C.C.),
with the support of your own
Inspectors Branch Board (I.B.B.) have
secured the services and use of an
Online Personal Health Management
System (O.P.H.M.S.) for all Inspectors,
their family and friends... at no
additional cost to you, your family or
friends.
The system is aimed at people over 18
years and is accessible via the internet.
It can help you:• Lose weight
• Eat a healthy, balanced diet
• Reduce stress and tension
• Improve your sense of well-being
You can use the O.P.H.M.S. as 'simply'
or in as much depth as you want. If
you are short on time – then try the
10 minute wellness plans! They are
updated with new ideas every month and after all, everyone can find 10
minutes per day to improve their
well-being.
Gary Davies (Chair of CBB) wrestling the Raja Basharat Memorial Trophy from the hands of
Sergeant Karl Thurogood to claim victory on behalf of the Constables Branch Board
BOWLED OVER BY CONSTABLES
In May 2007 GMP Federation started a bowling tournament to commemorate
the memory of PC Raja Basharat Ahmed who was killed whilst on duty on
31st August 1999, aged 35.
‘Raj’ was fatally injured when a stolen car rammed his police motorcycle in
Miles Platting, Manchester and pushed it into the path of oncoming traffic.
Some vehicles managed to stop, but one, an articulated lorry being driven
along the main road, was unable to stop in time.
Ten years later the world continues to move on and yesterday’s heroes seem
to be forgotten due to the passage of time and the ongoing pressures of
every day life, but we at GMP Federation use the bowling tournament as an
opportunity to remember, with fondness, Raj and other friends and
colleagues who have lost their lives whilst on duty.
Although friendly and good natured, there is a competitive element to the
event in that the separate branch boards play against each other.
The previous winners were 2007 – Constables Branch Board: 2008 Inspectors
Branch Board and this year the Sergeants Branch Board were aiming to make
their mark, unfortunately the Constables had other ideas as you can see below.
To all our fallen friends & colleagues and their families. God bless and look
after you.
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Mark Littler,Treasurer
GMP Federation
Charitable Giving
GMP Federation has a charity account for the purpose of making
donations and awards to local charities and worthy causes. In addition,
GMP Federation gives support to officers who take part in charitable
events.
Requests for sponsorship/support
should be submitted in writing to the
Joint Branch Board Secretary or using
the online application form at
www.sponsorship.gmpfederation.com
Applications will then be considered at
the following meeting of the Executive
In an attempt to foster community
Committee or full Joint Branch Board
and those successful will be added to
our sponsorship website, to help
publicise the event and enable you to
donate directly, if you so wish.
policing, we would always encourage
officers applying for support to
participate in the particular event for
which they are seeking sponsorship.
Awards made for 2009 since our last edition
Charity
Victim Support
The Christie
Clatterbridge Centre for Oncology
The Christie
Event
Colleague Competing
Dragon Boat Race
Robbie Murray
325
Blues 'n' Twos
Jason Calder
50
Sky Dive
Jason Calder
50
Manchester Blackpool Bike Ride
Chris Edwards
50
Jane Bradley
50
200
Dr Kershaw's Hospice
COPS
Amount
Great North Run
Paul Terry + 3
Various Cancer
Gary Mathieson Charity Golf
Russell Magnall
50
Children Today
It’s a Knockout
Nichola Shipway
200
Manchester BUPA 10k run
Jason Hunt + 2
150
Kidney Research
Walk the Walk
Playtex Moonwalk 2009
June Ritchie
50
Blues ’n’ Twos
Roy Tildsley +7
200
Cancer Research
Race for Life
Serena Kennedy
50
Cancer Research
Race for Life
Claire Ikin
50
Walk the Walk
Playtex Moonwalk 2009
Marie Ratcliffe
50
Walk the Walk
Playtex Moonwalk 2009
Kevin Graham
50
50
The Christie
Cancer research
Great Manchester 10k Run
Amanda Riley
McMillan Cancer Support
Sponsored Cycle Ride
Andrew McGrath
50
McMillan Nurses
Longest Hockey Match
Tim Ryan
50
COPS
Survivor Weekend
Motor Neurone Disease
London Marathon
Christopher Moore
£50
£50
RNLI
Guide Dogs
Manchester Children’s Critical Care Fund
Help for Heroes
NWPBF
£800
Great North Swim
Phil Anderson
The Fred Whitton Challenge
Mick Dunn
£50
London Marathon
Brett Grange
£50
Royal Marines Commando Run –
Spean Bridge
Phil James & others
£200
3 peaks challenge
Liam Wareing & others
£200
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27
T
en officers from the South
Manchester Division raised
£1800 for the North West
Police Benevolent Fund after
completing the three peaks challenge.
Battling with boiling hot weather and
busy traffic, the team managed to
complete the challenge within 27 hours.
Sergeant Liam Wareing said: “The
Police Benevolent Fund is a fantastic
charity and one that we are all keen to
support in whatever way we can. In the
current economic climates charities are
struggling so I hope that by raising this
money we have helped raise awareness
to a very worthwhile cause.
“It saddens me that more officers are
not members of the fund supporting
the great benefits that the charity has
to offer to Police Officers and their
families and I would ask that officers
that are not members visit the website
www.nwpbf.org look at the benefits and
please consider joining. The
Benevolent Fund is a registered charity
and it is a charity that is completely
forgotten about when people look to
doing fundraising events but thanks to
these officers I hope this will raise the
profile of the Fund.”
my personal thanks to the officers but
also on behalf of the Management
Committee and all members of the Ben
Fund, I want to let them know that
their efforts are very gratefully
appreciated.
The England V Chapter of the Blue
Knights Motorcycle Club are proud to
present their fourth end of year Bash
on Saturday 12th December 2009, to
raise money for UKCOPS
(www.ukcops.org).
The event will take place at Sedgley
Park Police Training College Conference
Centre. All are welcome in supporting
our efforts in raising money to benefit
the families of Officers who have died
on duty.
“On behalf of the officers that took
part I would like to thank the Police
Benevolent Fund as well as the South
Manchester Sports & Social Club and
the Police Federation who very kindly
helped fund our challenge.”
Chief Constable Peter Fahy said:
“The Benevolent Fund is a fantastic
organisation that provides care and
support in a variety of ways for its
members. This achievement by the 10
officers in support of the Ben Fund is a
great credit to them and as President of
the Ben Fund I wish to place on record
UK Care
of Police
Survivors
Xmas
Fundraiser
The officers that took part in the challenge
included PS Liam Wareing, Pc Martin
Hershall (not pictured), Pc Kate Massender,
Pc Emma Warburton, Pc Philip Whiting,
Pc Sam Schofield, Pc Kieran Duffy,
Pc Gareth Francis, Pc David Pimlott
and Pc Mark Foran.
Many Thanks,
Jackie Smithies – Secretary, NWPBF
www.nwpbf.org
The event will start at 7pm with a
specially prepared three course
meal. This will be followed by
entertainment, by live band Shakey
Dog (www.shakeydog.co.uk).
All for £25 – Father Xmas is even
thinking of coming.
Accommodation is available at Sedgley
Park which is all 3* standard and ensuite. For booking details email Sharon
Farley-Mason ssaxon@yahoo.com or
Tom Elliott telliott@gmpf.polfed.org
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