'Plebgate' - The arguement continues

The issue of 'Plebgate' has raised its head again with the conclusion of the Investigation into the federation reps that met with Mr Andrew Mitchell MP at his constituency offices and the subsequent media interview.

The investigation was conducted by West Mercia Police under the supervision of the IPCC, however at the conclusion of the investigation the IPCC chair Deborah Glass decided to publish her own views about the investigation.

Below are links to the statement made by West Mercia Police , IPCC Chair and the federation.  Have a read and make your own minds up about the comments made.

This issue has become a political hot potato and is being used negatively by Politicians and the media to attack the police.

What these individuals are forgetting is that the vast majority of officers do an extraordinary job in protecting the public and this will be evident this weekend at the Police Bravery Awards.  Lets hope that this event gets just as much publicity as the 'Plebgate' affair.

http://www.westmercia.police.uk/news/news-articles/statement-from-warwickshire-west-mercia-and-west-midlands-police.html

http://www.ipcc.gov.uk/news/ipcc-disagrees-findings-west-mercia-investigation-conduct-police-federation-representatives

http://www.polfed.org/newsroom/1655.aspx

Message from Editor - PS Mohammed Saleem

Before I start on my bit, can I remind you all that there are articles on the individual blogs which can be found on the links to the right of this page.

 

The PNB failed to reach agreement in relation to Compulsory Severance and Restricted Duties.  These matters will now be referred to the Police Arbitration Tribunal.  Agreement was reached on the other matters under consideration.  This was decided at the end of July and in case the information was missed by anyone I have included a breakdown of what was and was not agreed within the magazine.

Manchester Pride – the changing face of the community we police- by PCC Tony Lloyd

Manchester Pride – now one of the cornerstones of the region’s identity.  An annual event that has evolved into the biggest celebration of the LGBT community since it began – so it’s thought - as a jumble sale outside a Canal Street pub in the late 80s/early 90s. And this year I was privileged and proud to walk in the parade with many of you - rank and file officers - and police staff.

The uncertainty of legal fees on divorce – how a fixed fee may be the answer

By: Lorraine Harvey, Principal Lawyer, Family Law

Currently, the vast majority of solicitors charge on a time basis and many people feel that they are unable to afford top end legal services and do not believe they can afford a solicitor. Not only do the media often heavily criticise lawyers for their method of charging, but with the withdrawal of Legal Aid and general client dissatisfaction with the legal profession as a whole in respect of legal fees, lawyers need to adapt and respond to this.

Slater & Gordon have combated this archaic approach and now offer fixed fees across their whole range of family law services. A fixed fee has several attractions, most notably:

TAKING STOCK OF THE IPCC’S NEW POWER TO COMPEL ATTENDANCE AT INTERVIEW

By: Nick Holroyd, Senior Principal Lawyer, Criminal & Misconduct

Since 7 March 2013 the IPCC has had the power under the Police (Complaints and Conduct) Regulations 2013 to compel a police officer witness to attend a set location at a set time to be interviewed. This has the potential to impact on the post incident process (PIP) which until recently has worked well. It is anticipated that the power will primarily be used in Death and Serious Injury (DSI) investigations.

The process that had been followed prior to the introduction of the new power was for ‘principal officers’, to provide an initial account before going off duty and then a detailed statement not less than 48 hours thereafter.  This process followed guidance given by ACPO in The Manual of Guidance on the Management, Command and Deployment of Armed Officers.  Following the Guidance gave the officers concerned, the investigating officer and the PIM protection should they be cross examined about the post incident process at a coroner’s inquest.

Variable shift arrangements –A guide for Officers

A shift pattern needs to recognise that demand will be higher on certain days and times in the week and the need to have officers available to meet that demand is an over-arching principle. The rostering of any duty should be in accordance with that demand after due consideration to safe systems of work and officer welfare and is part of an overall resource management package that includes the use of flexible and part-time working and the management of overtime.

Forward planning is fundamental to successful resource management. Known annual occurrences where additional officers or duty changes may be required, (such as religious holidays and festivals, sporting and local community events or any other predictable event should be accounted for when shifts are being arranged. As a previous Chief Constable said, Christmas and New Year should not be exigencies of service with last minute cancelations and deviations.

Winsor Final Report: Agreements reached in PNB – 24 July 2013

Recommendation 55 Pay points 6, 7, and 9 should be removed from the existing constables’ pay scale in April 2014, 2015 and 2016 respectively. This will allow constables to move to the maximum more quickly and ensure that the current and new pay scales merge in 2016. Staff Side has agreed Recommendation 55 on condition that work is done to ensure that there is no leapfrogging of officers by those with shorter lengths of service. This would require an additional investment of £8.1 million, to which the Official Side has agreed.

Recommendation 84 Pay progression for officers in the Federated ranks should be subject to a satisfactory box marking in the annual appraisal. Those officers who receive a box marking of ‘satisfactory contribution’ or above should advance by one pay increment; those who receive an ‘unsatisfactory contribution ‘ box marking should remain on the same pay point for a further year. This should be introduced for sergeants, inspectors and chief inspectors in 2014/15 and for constables in 2015/16. Staff Side has agreed to this recommendation, on the following conditions: