NARPO Equal Opportunities Policy

NARPO Equal Opportunities Policy

NARPO Equal Opportunities Policy

NATIONAL ASSOCIATION OF RETIRED POLICE OFFICERS

NARPO House, 38 Bond Street, Wakefield, West Yorkshire, WF1 2QP

Main Tel: 01924.362166 Fax: 01924 372088
Vat Reg No: 656.2938.04

 

BRANCH CIRCULAR 03/2020

To: All Branch Secretaries

31st January 2020

Dear Colleague,

NARPO EQUAL OPPORTUNITIES POLICY

Following an issue rightly raised by a local NARPO Branch, the NEC have now had the opportunity to obtain legal advice in respect of:

  1. Whether the Equality Act 2010 applies to NARPO when interacting with members.
  2. If the Equality Act does apply what steps NARPO needs to take to ensure compliance.
  3. The consequences for NARPO, the NEC or any NARPO branch of a failure to comply.

That full legal advice and a proposed NARPO Equal Opportunities Policy were considered by the NEC in their meeting last week, where the NEC Unanimously agreed to adopt the proposed NARPO Equal Opportunities Policy immediately.

This EO Policy reinforces the current NARPO Rules and applies to both NARPO HQ and to local NARPO Branches.

The summary to that legal advice concludes that:

The Equality Act applies to NARPO and its interaction with members and prospective members. NARPO should consider:

    1. Undertaking a review of its provisions, criteria and practices to check whether they could directly or indirectly discriminate against any individual with a protected characteristic.
    2. If there are any provisions, criteria or practices which could discriminate to review whether these can be objectively justified. If they cannot be objectively justified to change to ones which can be.
    3. Ensure that any review of provisions, criteria and practices includes the provision of services or third-party benefits to members.
    4. To agree and publish an Equal Opportunities Policy and ensure all members, branches and branch officials are aware of this policy.

It is particularly relevant that I draw Branches attention to the legal advice and the part entitled:

THE CONSEQUENCES FOR NARPO OF FAILING TO COMPLY

The NARPO Equal Opportunities Policy and legal advice are shown below.

Yours sincerely

steve-edwards

 

 

Chief Executive Officer

NARPO Equal Opportunities Policy

NARPO EQUAL OPPORTUNITIES POLICY

NATIONAL ASSOCIATION OF RETIRED POLICE OFFICERS

CONTENTS

1. Equal opportunities statement

2. About this policy

3. Responsibility for this policy

4. Discrimination

5. Applications for Membership

6. Termination of Membership

7. Termination of Employment

8. Disabilities

9. Breaches of this policy by Members

10. Breaches of this policy by Employees

11. Related policies

12. Review.

1.  EQUAL OPPORTUNITIES STATEMENT

The National Association of Retired Police Officers (NARPO) is committed to promoting equal opportunities for all members. All members will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (Protected Characteristics). (NARPO Equal Opportunities Policy).

2.  ABOUT THIS POLICY

2.1 The NARPO Equal Opportunities Policy sets out our approach to equal opportunities and the avoidance of discrimination. It applies to all aspects of membership with us, including applications for membership, partaking in all activities of the organisation, training, (disciplinary and grievance procedures for employees) and termination of membership.

2.2 This policy covers all members, employees and officers of the organisation.

3. RESPONSIBILITY FOR THIS POLICY

3.1 The NEC has overall responsibility for the effective operation of this policy and for ensuring compliance with discrimination law. Day-to-day operational responsibility for this policy including regular review of this policy, has been delegated to the CEO.

3.2 All NEC members, branch officials and members must set an appropriate standard of behaviour, lead by example and ensure that all others, including other members adhere to the policy and promote our aims and objectives with regard to equal opportunities. Officials will communicate this policy to all members by the NARPO communication channels and ensure equal opportunity in all activities and practices of the organisation. The NEC and Branch Officials will be given appropriate training on equal opportunities awareness and equal opportunities for current members and for new members applications. The NEC has overall responsibility for equal opportunities training.

3.3 Members should speak to a branch official about the implementation or any breaches of this policy or depending on the seriousness and urgency of the issue to a member of the NEC. Employees should speak the CEO.

3.4 If you are involved in managing the organisation or applications by new members, or if you have any questions about the content or application of this policy, you should contact the CEO to request training or further information.

3.5 This policy is reviewed every three years by the NEC. Recommendations for change should be reported to CEO or the NEC.

3.6 All Branch officials and members are invited to comment on this policy and suggest ways in which it might be improved by contacting a Regional Representative. Staff should contact the CEO.

4.  DISCRIMINATION

4.1 You must not unlawfully discriminate against or harass other people including current and former members, prospective members, officials, staff, suppliers and visitors. This applies when taking part in any aspect of the organisation whether internal or external and on membership related trips or events including social events.

4.2 The following forms of discrimination are prohibited under this policy and are unlawful:

(a)  Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a prospective member because of their religious views.

(b)  Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others and is not justified. For example, requiring an officer’s role to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.

(c)  Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our Anti-harassment and Bullying Policy.

(d)  Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment.

(e)  Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

4.3 All members have a responsibility to:

Treat others with dignity and respect.
Report discrimination, bullying, unfair treatment or harassment which they experience or witness
Help identify discriminatory practices or procedures and bring these to the attention of a branch official or a member of the NEC.
Attend mandatory staff training and development events.
Express opinions constructively with sensitivity and respect.
Play an active part in delivering the Equal Opportunities Policy.
The NEC, Branch Officials and staff must attend or undertake any mandatory Equal Opportunity training and development events.

5.  MEMBERSHIP APPLICATIONS

5.1 Applications for membership will be conducted against objective criteria and in such a way that avoids discrimination. The provisions, criteria and practices we use will be reviewed regularly to ensure that individuals applying for membership are treated on the basis of the objective criteria for membership.

5.2 Membership applicants should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic.

6.  TERMINATION OF MEMBERSHIP

6.1 We will ensure that termination criteria and procedures are fair and objective and are not directly or indirectly discriminatory.

6.2 We will also ensure that any termination of membership is undertaken without discrimination.

7. TERMINATION OF EMPLOYMENT

7.1 We will ensure that termination of employment criteria and procedures are fair and objective and are not directly or indirectly discriminatory.

7.2 We will also ensure that disciplinary procedures and penalties are applied without discrimination, whether they result in disciplinary warnings, dismissal or other disciplinary action.

8.  DISABILITIES

8.1 If you are disabled or become disabled, we encourage you to tell us about your condition so that we can support you as appropriate.

8.2 If you experience difficulties in respect of your membership because of your disability, you may wish to contact the Branch Secretary (or of you are an employee the CEO) to discuss any reasonable adjustments that would help overcome or minimise the difficulty. We may wish to consult with you and your medical adviser about possible adjustments. We will consider the matter carefully and try to accommodate your needs within reason. If we consider a particular adjustment would not be reasonable, we will explain our reasons and try to find an alternative solution where possible.

8.3 We will monitor the physical features of any premises we use to consider whether they might place anyone with a disability at a substantial disadvantage. Where necessary, we will take reasonable steps to improve access and review other facilities.

9.  BREACHES OF THIS POLICY BY MEMBERS

9.1 We take a strict approach to breaches of this policy, which will be dealt with by the Branch of which the individual or individuals are members. Serious cases of deliberate discrimination may result in loss of membership.

9.2 If you believe that you have suffered discrimination you can raise the matter with a Branch Official in the first instance or if this is not appropriate with a member of the NEC. Complaints will be treated in confidence and investigated as appropriate.

9.3 There must be no victimisation or retaliation against individuals who complain about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with by the relevant Branch.

10. BREACHES OF THIS POLICY BY EMPLOYEES

10.1 We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure, as contained in the NARPO Employee Handbook. Serious cases of deliberate discrimination may result in termination of employment.

10.2 If you believe that you have suffered discrimination you can raise the matter through our Grievance Procedure.  Complaints will be treated in confidence and investigated as appropriate.

10.3 There must be no victimisation or retaliation against individuals who complain about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our Disciplinary Procedure.

11.  RELATED POLICIES

The application of this policy to employees is supported by the following other policies and procedures which are in the NARPO Employee Handbook:

(a)  Grievance Procedure.

(b)  Disciplinary Procedure.

12. REVIEW

This policy will be reviewed every three years or more regularly if we identify any non-compliance or problem or in the light of new legislation or best practice which could impact on this policy.

ADVICE FOR NARPO ON THE EQUALIY ACT 2010

We have been asked to advise and assist the NEC in respect of:

Whether the Equality Act 2010 applies to NARPO when interacting with members.
If the Equality Act does apply what steps NARPO needs to take to ensure compliance.
The consequences for NARPO, the NEC or any NARPO branch of a failure to comply.
The drafting of an appropriate Equality Policy.

THE ORGANISATION

NARPO is an unincorporated association made up of 107 branches in England and Wales and a national headquarters representing and assisting the branches. In brief:

Each branch is an independent unincorporated association having individual members. These members elect branch officials usually at least a secretary and chair.
The national geographic footprint of branches is divided into 8 regions with the branches electing 2 representatives to their respective region.
The NEC is made up of 16 elected representatives; two from each region.
The NEC manage the national NARPO and follow the Rules of the organisation. These Rules are approved by and can only be amended by the members attending at the organisations national conference or by administrative change as detailed in Rule 86 (4). The current Rules are dated November 2019.

MEMBERSHIP

NARPO is an organisation representing retired police officers. It has over 92,000 members who can be divided into two categories:

Full members are those who are retired police officers and who have an entitlement to a police pension
Members are any person who is not entitled to join the Branch as a Full Member.

NARPO RULES

The current Rules are approved by the national conference. They are dated November 2019. The clauses of these rules which are relevant to this advice are:

Clause 3.1 Objectives

The Association exists to safeguard the rights of members and promote measures for their welfare with particular regard to police pensions.

Clause 5 No discrimination

There shall be no discrimination against any member or person wishing to become a Member of the Association (Member of the Association) on grounds of age, disability, gender re-assignment, marriage or civil partnership, political affiliation, pregnancy or maternity, race, religion or belief, sex or sexual orientation.

Clause 6 Categories of membership
General

6.1 Membership of the Association is at the discretion of the Branch. Applicants for membership are required to disclose any antecedent matter, which could bring discredit on the Association; the onus to disclose such matters rests with the applicant.

6.1.1 All Members are expected to maintain a high standard of conduct and to comply with the Rules of the Association. Members are also expected to treat other members, guests, officers and employees of the Association with respect.

6.1.2 A Branch has the right to terminate the membership of any member who does not meet the standards set in 6.1.1

Membership

6.2 Subject to Rule 6.1. Full Membership of the Association shall be open to former Police officers who have served in a Police Force (Police Force) and who have met the minimum service, age or ill health requirements that would entitle them to a police pension (Police Pension); and who have not been dismissed or required to resign from a police force by reason of misconduct.

6.2.1 A Branch may confer Life membership on any Full Member who, in the opinion of that Branch, has given outstanding service to the Association either at branch or at national level. A Full Member on whom Life membership has been conferred shall continue to be a Full Member of that Branch and shall be entitled to all the rights and privileges of Full Membership for life unless he/she ceases to be a member under the provisions of Rule 6.1.2 or Rule 9.

6.3 Subject to rule 6.1, Membership may be granted by a Branch Committee to any person who is not eligible to join the Branch as a Full Member.

6.3.1 the spouse (Spouse) of a Full Member shall be deemed to be a Member of the Association.

6.3.2 Only a Full Member may;

6.3.2.1 be an Officer of a Branch (Officers of a Branch) Note: this Rule shall not apply to any Member who was already in post prior to Conference 2016

6.3.2.2 be eligible to attend Conference (Conference) as a Delegate; or

6.3.2.3 be entitled or eligible for election to the NEC.

6.3.3 Any Full Member may apply to join another branch as a Member but may not be a Full Member of more than one branch.

Clause 7 Admission of members

7.1 All applications for membership shall be made to the relevant Branch Secretary (Branch Secretary) who shall decide whether to accept or refuse the application.

7.2 Any person whose application for membership is refused shall be notified of that refusal and the reason for it and may, within 14 clear days (Clear Days) of such notification, appeal to the Branch Committee whose decision shall be final and binding.

Clause 8 Membership obligations

8.1 Application for membership of the Association shall constitute acceptance by the applicant that the rules of the Association are binding on him/her with effect from acceptance into membership

Clause 15 Constitution

A Branch shall comprise of members who join together to foster the objectives of the Association and for no other reason. All Branches shall enjoy autonomy and equal rights within the rules of the Association.

Clause 17.6

Branches may make their own rules and arrangements provided they are not inconsistent with these Rules.

APPLICATIONS FOR MEMBERSHIP

Applications for membership are usually made by a prospective member to a branch and a branch officer makes the decision and will then notify the applicant of their decision.

We are advised there is a preference by some branches for a prospective member to already be in receipt of a police pension as this enables the pension administrator to deduct the membership subscription from the individual’s pension and make payment to the branch. This reduces the work of the branch. Some branches therefore refuse membership to a retired police officer who is not, at the time of the application, in receipt of their police pension.

EQUALITY ACT 2010

The Equality Act applies to any association which has 25 or more members and has rules governing membership.

The Act sets out 9 protected characteristics which are:

Age
Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race
Religion or belief
Sex
Sexual orientation

It is unlawful to directly or indirectly discriminate against an individual because of a protected characteristic.  Direct discrimination occurs if an individual is treated less favourably than another because of a protected characteristic.

Indirect discrimination occurs when a provision, criterion or practice is applied which puts people with a particular protected characteristic at a disadvantage compared with others who do not share that characteristic, and applying the provision, criterion or practice cannot be objectively justified.

There are also provisions for harassment and victimisation.

If an association uses provisions, criteria or practices they must be able to objectively justify the use in respect of any indirect discrimination. Breaking down the last sentence may assist:

A provision, criterion or practice can include any formal or informal policies, rules, practices, arrangements, criteria, conditions, prerequisites or qualifications.
Objectively justified is something which can be shown to be a proportionate means of achieving a legitimate aim. The way of achieving the aim must be appropriate and necessary.
Proportionate is determined by weighing up the discriminatory impact of the action against the reasons for it and asking if there is any other way of achieving the aim of the action.
Indirect discrimination is where a service provider applies an apparently neutral provision, criterion or practice which puts people with a particular protected characteristic at a disadvantage compared with others who do not share that characteristic, and applying the provision, criterion or practice cannot be objectively justified by the service provider.

An association will wish to ensure they do not discriminate because:

Adverse publicity will affect the association.
In the event of a claim the damages for discrimination are unlimited.

To ensure compliance an association will usually consider:

Making sure they and all members of the association are aware of the requirements of the Equality Act and that their rules and practices do not directly or indirectly discriminate against an individual with a protected characteristic.
Publishing an Equality and Diversity Policy (also called an Equal Opportunities Policy) setting out that they will comply with the Equality Act, how this will be achieved and telling all members how to avoid unlawful discrimination, harassment or victimisation.

Ensuring they can objectively justify indirect discrimination.

If an association undertakes the above, they are more likely to have a defence to a claim of discrimination, harassment or victimisation. It is important to be aware that where an association has taken all reasonable steps to prevent discrimination an individual member can still be personally responsible if they are found to have discriminated.

THE EQUALITY ACT 2010 AND NARPO

NARPO has more than 25 members and applies rules to determine membership.  Approval is needed to become a member and can be refused for reasons which are then given to the prospective member. It follows that NARPO is subject to and must comply with the Equality Act.

To ensure compliance NARPO should;

Only have rules, provisions, criteria and practices whether written, formal or informal which are a proportionate means of achieving an aim and can be objectively justified. This means reviewing rules and practices to consider whether they would directly or indirectly discriminate against an individual with one of the protected characteristics. If they do discriminate then to determine whether these rules and practices, are capable of being objectively justified.
Adopt and publish an Equality and Diversity Policy or Equal Opportunities Policy setting out that the Association will comply with the Act and how it will achieve this.
Regularly review compliance and ensure that all branches and members comply with the Policy and the Act.

THE CONSEQUENCES FOR NARPO OF FAILING TO COMPLY

If an individual or group of individuals take action against NARPO claiming discrimination, harassment or victimisation then whether or not the action is successful NARPO will be subject to:

Potential adverse publicity which may affect individuals in making their decision to apply for membership.
The time, effort and cost needed to deal with the claim.
The risk that third-party providers may draw adverse conclusions or withdraw their support.
If the action was successful:

An order from the court to allow membership or enforce a change to a rule or practice.
An order to pay damages which are unlimited.
Payment of legal costs.
Further adverse publicity.

Whilst a member belongs to or applies to join a branch, they will probably argue that membership is with the Association:

Clause 6.1 Membership of the Association is at the discretion of the Branch.
Clause 6.2 Subject to Rule 6.1. Full Membership of the Association shall be open to former Police officers who have served in a Police Force. There will therefore be a risk that if it is a branch that is discriminatory the Association will also be a defendant to any action. This means that an Equality and Diversity Policy or Equal Opportunities Policy setting out compliance and providing a defence for the Association is all the more important.

CURRENT COMPLIANCE BY NARPO

A review of the current formal rules provides confidence that NARPO have considered and wish to comply with the Equality Act:

Clause 5 No discrimination. There shall be no discrimination against any member or person wishing to become a Member of the Association (Member of the Association) on grounds of age, disability, gender re-assignment, marriage or civil partnership, political affiliation, pregnancy or maternity, race, religion or belief, sex or sexual orientation.

Clause 6.3 Subject to rule 6.1, Membership may be granted by a Branch Committee to any person who is not eligible to join the Branch as a Full Member.

Clause 7.2. Any person whose application for membership is refused shall be notified of that refusal and the reason for it and may, within 14 clear days (Clear Days) of such notification, appeal to the Branch Committee whose decision shall be final and binding.

These rules show that not only is NARPO stating that there shall be no discrimination in respect of the protected characteristics but an individual who cannot join as a full member can still join the Association. In addition, clause 7.2 creates transparency and enables a review.

It is the informal practices which are likely to lead to a claim of discrimination. The preference by some branches for a prospective member to already be in receipt of a police pension as this enables the pension administrator to deduct the membership subscription from an individual’s pension and make payment to the branch, may not be objectively justifiable.

This informal practice will for example put women who have retired to have a family at a disadvantage as they will not be in receipt of a pension. There is likely to be a larger percentage of women who have retired and are yet to receive their pension. Women will have one or more of the protected characteristics and it will be very difficult to establish that this practice is a proportionate means of achieving a legitimate aim namely reducing the work of the branch.  It is doubtful that this aim is in any case appropriate and necessary or that there are no other ways of achieving the aim.

As the rules of NARPO state that there shall be no discrimination and that a prospective member shall be notified of the reason for membership refusal there is a very high risk that this informal practice is indirect discrimination and a breach of the Equality Act.

SUMMARY

The Equality Act applies to NARPO and its interaction with members and prospective members. NARPO should consider:

Undertaking a review of its provisions, criteria and practices to check whether they could directly or indirectly discriminate against any individual with a protected characteristic.
If there are any provisions, criteria or practices which could discriminate to review whether these can be objectively justified. If they cannot be objectively justified to change to ones which can be.
Ensure that any review of provisions, criteria and practices includes the provision of services or third-party benefits to members.
To agree and publish an Equal Opportunities Policy and ensure all members, branches and branch officials are aware of this policy.

Affinity Resolutions

NARPO Equal Opportunities Policy

January 2020

NARPO Equal Opportunities Policy

Volunteers Required National Stalking Helpline

Volunteers Required National Stalking Helpline

Circulated to Branch Secretaries

Dear Colleague

Please see the below, which may be of interest to your Members.

Regards

Alan

The National Stalking Helpline

Background

The National Stalking Helpline is run by Suzy Lamplugh Trust. Suzy Lamplugh Trust is the UK’s pioneering personal safety charity and leading stalking authority, established in 1986 following the disappearance of 25-year-old Suzy Lamplugh whilst at work. We work towards creating a society in which people are safer – and feel safer – from the prevalence of stalking, harassment, aggression and violence, achieved through Supporting people; Education; and Campaigning. Our stalking helpline advice and advocacy service offers support and advice to thousands of victims of stalking every year.

Helpline volunteer job description

We are looking for dedicated, enthusiastic and empathetic volunteers to respond to emails from victims of stalking. Full training will be given so previous experience in these areas is not mandatory.
Skills required:

  • Excellent writing skills
  • Empathy
  • Be able to commit to one day a week (around 6 hours) for at least 9 months
  • Be able to attend the Helpline training dates
  • Familiarity with databases is desirable
The Helpline’s opening hours are:

Monday – Friday 09:30 – 16:00 except Wednesdays when we are open 13:00 – 16:00.

What support/training will you receive?

Volunteers will receive training in providing support via email, criminal and civil legislation relating to harassment and stalking, domestic violence, stalker typologies, personal safety and helpline policies and procedures. Volunteers will work alongside a Helpline Advisor every shift for support and debriefing purposes, and will have regular 1-1’s for support.

What will you get in return?
    • Comprehensive training in issues surrounding stalking and harassment.
    • Making a difference by playing an active role in supporting people affected by stalking and harassment.
    • An opportunity to learn and develop valuable transferable skills.
    • Gain valuable experience in the charity sector.
    • Become part of a fast-growing and respected service.
    • Expenses will be reimbursed in line with Helpline policy.
Where are we?

We are based in Central London (due to the sensitive nature of the work we do, the location is only revealed once an applicant is successful).

Please send your CV and expression of interest to – volunteering@stalkinghelpline.org

Suzy Lamplugh Trust

www.suzylamplugh.org

Please click here for more information about Suzy Lamplugh Trust and for ways to donate
If you are experiencing stalking please click here to contact the National Stalking Helpline or to find out more
Charity no: 802567 Company no: 2417823
Facebook|Twitter|Instagram

The National Stalking Helpline

Sue

Sue Heaton
Branch Secretary

email: Sue Heaton

Volunteers Required National Stalking Helpline

New Horizons Newsletter October 2019

New Horizons Newsletter October 2019

WORK OPPORTUNITY

Relief Caretakers – Nationwide

Flexible short and medium term self-employed opportunities

Seeking proactive and helpful retired police officers with DIY skills to join our new team of relief caretakers.providing daily support to schools and care homes accross the UK. Working in parallel with our established maintenance and decorating teams you will be free to choose when and where you want to work and which jobs you take on, typicallt working within 20 minutes of your home. No qualifications required

New Horizons Newsletter October 2019-conferance-2019

NARPO Conference 2019

The 2019 NARPO conference took place on Friday 6th September in Southport. The theme for this year’s conference was 100 years of safeguarding members’ rights, wellbeing and pensions.

We were joined by a number of fantastic speakers including Holly Lynch MP, whose father is a retired Police Officer, Beth Sidwell from our Parliamentary Advisors, Emma Shakespeare, Head of Wellbeing at Police Mutual, Chief Constable Andy Rhodes, National Police Wellbeing Programme, and Paul Aspinall from The Police Federation amongst others.

Pensions for Life Campaign Update

Following the results of the Drop-in Reception back in May, The NARPO National Executive Committee agreed that we should take legal advice to ascertain if there was a claim in law to challenge the archaic Regulation surrounding this matter.

As a result, we have consulted with solicitors and a leading Human Rights Barrister who is of the opinion that we have a sound case to pursue the matter under the Human Rights Act and its various Articles

NARPO 100Years
Wellbeing Services from Police Mutual

Wellbeing Services from Police Mutual

One of the NARPO core values is ‘Life after the Police’ and we believe a major part of that is successfully managing your wellbeing. Working with our Partners Police Mutual we offer a comprehensive Wellbeing Programme to support our members.

As part of Conference 2019 representatives from Police Mutual spoke in detail about that programme. Click the ‘Find out More’ button now to watch their conference presentation video.

Later Life Ambitions Updated Policy Position

Later Life Ambitions brings together the collective voices of over a quarter of a million pensioners through the National Federation of Occupational Pensioners, the Civil Service Pensioners’ Alliance, and us the National Association of Retired Police Officers. Click the ‘Find out More’ button to view their latest Policy Positions.

New Horizons June 2019-police wellbeing
NARPO 100Years

Centenary Celebrations

On Thursday 13th June, a special celebratory dinner was held at the Tower of London to mark NARPO’s 100-year anniversary. You can view the highlights video from the evening by clicking the grey button below.

The 2020 NARPO Diary & Desk Calendar

Our 2020 Desk Calendars and Diaries are now available to order. For desk calendars please email HQ@narpo.org for further details. To buy your 2019 diary please follow the ‘Order Now’ button below to go directly to our webshop. Diaries are priced at £2.50 for UK residents and £6.00 for overseas residents – each price includes P&P.

Buying your diary online is quick and easy and you don’t need to have a PayPal account in order to pay online via PayPal.

New Horizons October 2019-NARPO Diary

NARPO House, 38 Bond St, Wakefield, WF1 2QR
Website: www.narpo.org
Phone: +44 (0)1924 362166
Email: hq@narpo.org

New Horizons Newsletter October 2019

Fixed term stocks & shares ISA from Police Mutual

Fixed term stocks and shares ISA from Police Mutual
Fixed term stocks and shares ISA from Police Mutual
Fixed term stocks and shares ISA from Police Mutual

Fixed term stocks and shares ISA from Police Mutual

Now open – a tax-free savings rate you can’t afford to miss

Police Mutual wanted to let you know that they have just launched a brand new Options ISA Fixed Term offer for NARPO Members. So if you’re looking for a home for your ISA allowance, make sure you don’t miss out.

This is a limited offer and once the allocation has gone, it will be closed.

Invest now

  • 1.5% for fixed period of 1 year*
  • Minimum investment £1,000
  • For absolute certainty, you have the protection of a money-back guarantee at all times
  • Don’t forget you can save up to £20,000 as part of your tax-free ISA allowance
  • This offer excludes transfers in from other providers

*Future offers may be different to our current offer, with alternative rates and terms available.
 

Please note this offer is only available over the phone.
If you withdraw your money before the end of the fixed term, you will not receive the rate specified – you will only get back what you put in.
The value of tax benefits depends on your individual circumstance and tax rates or legislation which could change in the future.
The Options ISA is a Stocks and Shares ISA

Call 01543 441 635

We’re open 8.30am – 5.30pm Mon – Fri

www.policemutual.co.uk

Police Mutual Assurance Society Limited, trading as Police Mutual, is an incorporated friendly society. Registered office: Alexandra House, Queen Street, Lichfield, Staffordshire, WS13 6QS. Authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority. For your security, all telephone calls are recorded and may be monitored.

Fixed term stocks & shares ISA from Police Mutual

New Horizons June 2019

New Horizons June 2019

WORK OPPORTUNITY

Decorators, Trades and Handymen

Flexible Self-Employed Full Time & Part Time Opportunities

Decoratores – Carpenters – Electricians – Bricklayers – Plasterers – Handypeople

We are looking for community-minded individuals with extensive decorating, trade or other property maintenance experience. We exclusively recruit retired police officers to undertake decorating, adaptations, repairs and maintenance works within schools, care homes and in the homes of elderly and vulnerable people.

 

trustinblue.com/work

New Horizons June 2019-the princess royal

Centenary celebrations

HRH The Princess Royal joined over 500 NARPO members at a special centenary dinner at the Tower of London this month.

In her role as patron throughout our centenary year, Her Royal Highness spoke about the value of and tireless contributions made by our volunteers in local Branches and noted that our core values have remained pretty much the same over our 100 years as we work to safeguard the rights of members and to promote measures for their welfare.

Pensions for life campaign

In early May, NARPO held a drop-in reception to raise awareness of our Widows Pension For Life campaign. Over 45 MPs attended the reception to show their support for the campaign and Holly Lynch MP has since tabled an Early Day Motion (EDM).

We continue to urge members to write to their local MP asking them to act on this matter in Parliament.

NARPO 100Years
New Horizons June 2019-Save-free-TV-licences-for-over-75s

Save free TV licences for over 75s

NARPO is supporting AGE UK’s petition to save free TV for older people. This follows the news that the BBC plans to means test TV licences for the over 75s.

We firmly believe that the funding of the concession should be the responsibility of Government. and that their 2017 manifesto commitment to maintain the TV licence concession must be upheld.

National Police Wellbeing Service

A ground-breaking National Police Wellbeing Service aimed at improving mental and physical health support for officers and staff has been launched by the College of Policing.

The new service will include mental health outreach support for police officers. NARPO has already met with the project lead CC Andy Rhodes with a view to extending this service to retired officers

New Horizons June 2019-police wellbeing
NARPO 100Years

Future of the Post Office Network

A debate has taken place in the House of Commons on the future of the Post Office Network. NARPO, working alongside our Later Life Ambitions partners, is urging MPs to call on the government to commit to a programme that ensures no Post Office closures and urgently renew its funding of the network to safeguard its future. Post offices serve a distinct social purpose

Centenary coins

Centenary celebrations are now well underway, with many branches hosting special events. To commemorate our centenary year, a special gold coin has been produced, which features the NARPO centenary logo and coat of arms.

The coin is available to purchase from our online centenary shop, along with other one-off items.

New Horizons June 2019-police wellbeing

NARPO House, 38 Bond St, Wakefield, WF1 2QR
Website: www.narpo.org
Phone: +44 (0)1924 362166
Email: hq@narpo.org

Red Snapper Group

Red Snapper Group is the largest law enforcement focused recruitment services provider in the UK. I was wondering if you could assist us and share the below information and job link out to your network? Our client is looking for candidates from a police background. If you have any questions please let me know.

Calling all retired or former police personnel!

Red Snapper Recruitment are working in partnership with Parkguard Limited

We are recruiting Police Accredited Patrol Officers for Parkguard Safer Communities: Parks, Estates and Public Space teams.

As a Uniformed Officer you play a vital role in supporting the local community while preventing, detecting and deterring anti-social behaviour and crime in the community with live.

To find out more about this opportunity, please click the link below or email your Cv to Victoria Lakeman

Blueline Jobs

Thank you for your assistance

Joe

Joe Clifford
Senior Account Manager

Red Snapper Group, Whitecross Studios, 50 Banner Street, London, EC1Y 8ST
PHONE +44 (0)20 3119 3320   –   +44 (0)783 415 1697   SWITCH +44 (0)20 3119 3300
LINKEDIN            TWITTER