Without Prejudice Am The Target Of LEYF Paedophile Rings At The Judiciary Of England And Wales And Criminal Justice System I Lasted 7 Years How Long Can I Go On?

Cultural abuse

 MM

https://merveleeadvocacy.com/2021/06/23/without-prejudice-when-will-the-world-wake-up-to-discrimination-of-the-oppressed-made-victims-by-governments-to-cover-a-z-of-corruption-like-leyf-abuse-rings/

 

 

Strictly private and confidential Mervelee Myers

Direct Dial:  020 7551 7737 Email:  m.bunch@bwbllp.com   Your ref: Our ref:          MCB/DAG/203781/0018   24 September 2015

By email: rattynem@btinternet.com

 Dear Madam

London Early Years Foundation (“LEYF”)

We act for LEYF and have been instructed following the disclosure of a number of defamatory posts that you have made on your Facebook and LinkedIn and social media accounts.

We understand that following an internal meeting yesterday you were suspended from your employment pending a disciplinary investigation into alleged gross misconduct.  As part of that suspension, you were told that you should not communicate with any third party about the investigation or the allegations against you.  You were specifically warned not to publicize these allegations or any comments about the organization on social media.

At the meeting, you were given a further copy of the organization’s Social Media Policy.

It has now been brought to the attention of the organization that you have posted at least 15 posts that contain references to LEYF and your teammates.  You have changed the name LEYF to LEAF and you refer to all of your teammates by their initials, but it is apparent that you are referring to your employer and your work-mates.  Your LinkedIn account also confirms that you are an employee of LEYF.

Your posts are defamatory, are likely to bring the reputation of the organization into disrepute, and are in breach of the organization’s Social Media Policy.  These actions are also a breach of the organization’s disciplinary policy.

Accordingly, our client requires that you immediately desist from making any further posts that identity or may identify LEYF or any of their employees.

Our client also requires that you remove any previous posts from Facebook and LinkedIn which refer to the current investigation, your employer (referred to in your posts as LEAF), and any references to your co-workers and team members.

Our client takes such breaches of its Social Media Policy extremely seriously and therefore requires your written undertaking that you will not continue to post defamatory comments or any information about the Company during this investigation.  If this written undertaking is not received by close of business on 29 September 2015 and all of the previous posts have not been removed by this date, our client will have to consider taking formal legal action to ensure that they are removed and to prevent you from further making such defamatory posts.

The Company also reserves its rights to bring further internal proceedings in respect of your conduct to date in any event.

Our client trusts that you will abide by their internal policies and will not now do anything further to make the current situation any worse.

We await to hear from you further.

Yours faithfully

Bates Wells Braithwaite

 

Autism Spectrum Quotient

Choose one response that best describes how strongly each item applies to you.

	Definitely agree	Slightly agree	Slightly disagree	Definitely disagree
1. I prefer to do things with others rather than on my own.
2. I prefer to do things the same way over and over again.
3. If I try to imagine something, I find it very easy to create a picture in my mind.
4. I frequently get so strongly absorbed in one thing that I lose sight of other things.
5. I often notice small sounds when others do not.
6. I usually notice car number plates or similar strings of information.
7. Other people frequently tell me that what I’ve said is impolite, even though I think it is polite.
8. When I’m reading a story, I can easily imagine what the characters might look like.
9. I am fascinated by dates.
10. In a social group, I can easily keep track of several different people’s conversations.
11. I find social situations easy.
12. I tend to notice details that others do not.
13. I would rather go to a library than to a party.
14. I find making up stories easy.
15. I find myself drawn more strongly to people than to things.
16. I tend to have very strong interests, which I get upset about if I can’t pursue.
17. I enjoy social chitchat.
18. When I talk, it isn’t always easy for others to get a word in edgewise.
19. I am fascinated by numbers.
20. When I’m reading a story, I find it difficult to work out the characters’ intentions.
21. I don’t particularly enjoy reading fiction.
22. I find it hard to make new friends.
23. I notice patterns in things all the time.
24. I would rather go to the theater than to a museum.
25. It does not upset me if my daily routine is disturbed.
26. I frequently find that I don’t know how to keep a conversation going.
27. I find it easy to “read between the lines” when someone is talking to me.
28. I usually concentrate more on the whole picture, rather than on the small details.

© Psychology Tools 2017

 

	Definitely agree	Slightly agree	Slightly disagree	Definitely disagree
29. I am not very good at remembering phone numbers.
30. I don’t usually notice small changes in a situation or a person’s appearance.
31. I know how to tell if someone listening to me is getting bored.
32. I find it easy to do more than one thing at once.
33. When I talk on the phone, I’m not sure when it’s my turn to speak.
34. I enjoy doing things spontaneously.
35. I am often the last to understand the point of a joke.
36. I find it easy to work out what someone is thinking or feeling just by looking at their face.
37. If there is an interruption, I can switch back to what I was doing very quickly.
38. I am good at social chitchat.
39. People often tell me that I keep going on and on about the same thing.
40. When I was young, I used to enjoy playing games involving pretending with other children.
41. I like to collect information about categories of things (e.g., types of cars, birds, trains, plants).
42. I find it difficult to imagine what it would be like to be someone else.
43. I like to carefully plan any activities I participate in.
44. I enjoy social occasions.
45. I find it difficult to work out people’s intentions.
46. New situations make me anxious.
47. I enjoy meeting new people.
48. I am a good diplomat.
49. I am not very good at remembering people’s date of birth.
50. I find it very easy to play games with children that involve pretending.

 

© Psychology Tools 2017

 

Dealing with the Stigma of Mental Health

 Hi Mr. Jeory

I have been following the Mental Health campaign in the Sunday Express over the past weeks with keen interest.  This matter is of grave importance to me because of personal experiences I’ve encountered throughout my relatively short life.  The reason I am making contact is to congratulate the team on taking up the fight for people who have been faced with Mental Health issues and do not have any forms of sounding board to air our circumstances and situations in dealing with conditions that are considered as TABOO.

Maybe if I share a brief account of my own personal experiences you will begin to understand why I have become a skeptic of all gift-wrapped packages.  From an early age, I was confronted with the tragedy of witnessing my dad’s decline which lasted for over ten years.  He had Parkinson’s Disease along with some other health conditions.  However, it was Parkinson’s that caused our family the most concerns as it affected every aspect of the family welfare.  I can recall the shakes at the beginning, until his total loss of mobility and everything else that is eventually destroyed as a result of the deterioration in his health.  As a teenager I began to question my faith, asking why my dad who had lived and served God had to suffer so much.  The onus was left on my poor mum to take on the reigns of responsibilities that were once my dad’s as well as her own job as a mother.  In the end, my mum was faced with caring for my dad and mum who died within a month of each other.  My granny eventually succumbed to one of her many strokes.

Imagine my own devastations when I realised my dad’s condition was hereditary, and from an early age I began to get some of the signs and symptoms of Parkinson’s Disease.  To cut a long story short, I immediately have to alter my life, and I know I was prevented from achieving my full potential because of my DNA over which I had no say.  Therefore with time, I learned to adapt to my condition and refused to become a VICTIM, and have always been aware of my Limitations.  However, I recognised I had problems with my family situations and was only able to give it a name DEPRESSION after coming to the UK, and decided to take up studies to improve my prospects of securing gainful employment to make a better life for myself.  I always joked about the fact that I managed to pick up all the defects from both sides of my FAMILY.

 

Now I have seen in today’s edition about the role expected of workplaces in supporting their employees who have experienced Mental Health.  However, my arguments are totally against sharing your predicaments with your employers as this can be used to one’s detriment and place a Label of Deficit Model that is used to discredit a person when one is at their most VULNERABLE.  At this point am talking from personal experiences when I Self Referred because I was concerned about matters affecting my work, and for which I needed some answers.  This was used against me, and in the long run, when I needed the support of my GP because I had told him about my Parkinson’s Disease I was given a kick in the teeth.  This caused so much havoc in my life that at one difficult period I thought I would have been swept overboard by the tide of upheavals and emotional baggage I was left to deal with.  My unfair treatment further exacerbated my DEPRESSION that I found it hard to cope with life.  Even though I had swallowed my better medicine and moved on I am reminded daily of these unpleasant events in my life because they keep reoccurring at work.  I have been placed on a system where I am been Networked against, so I cannot break the mold and move on.  To make matters worse am now been penalised in my job for doing the work being paid for, and they try to get information about people so that they can use it against them.  I can recall when I first came to the UK a friend told me that in the UK never tell others the TRUTH as they can’t deal with truths only lies, and am beginning to see the reality only after too late to my detriments.  My life has been turned upside down because of who I am, as well as my knowledge, values, and beliefs and I feel trapped without seeing a way out of my dilemma.

Although I will continue following your campaign I can’t help but say I will continue to hold my opinions and keep them to myself, find solutions to my DEPRESSION without getting my employers involved.  Anything you say can come back to haunt you at a later date when you least expect it.  Even thou I have no one to share my concerns with I would prefer to die than involve people at work.  This is because when concerns are raised they are shoved under the carpets by inexperienced Managers who lack knowledge, values, and beliefs to deal with those concerns.  Fore and foremost US older employees are treated with disrespect whilst facing all kinds of DISCRIMINATIONS over which we cannot do anything for fear of been LABELED.  Since I do not have a voice and have no one to talk to I will be brave and stop myself from becoming a VICTIM by finding my own remedies.  The one good thing about this is I am a very resilient person and refused to give up without a fight, but I won’t make the same mistakes again by challenging Social Injustices and Inequalities.  Sticks and Stones may break my bones, but…

Thanks for being my sounding board as this means so much to me especially when am at a low ebb in my life trying to stay in the UK coping with the decline in my mum’s health.

 

Craig Damion Banhan 15^th June 2017

A Westmoreland man died as a result of injuries he sustained when the motor car he was driving overturned along the Bogue main road in St James on Friday evening.

The deceased has been identified as 33-year-old Damion Banhan of Burnt Savannah, Westmoreland.

Reports are that about 3:00 pm, Banhan was driving his grey Toyota motor car when, upon reaching a section of the Bogue main road, he lost control of the vehicle after hitting an embankment. The car overturned in a pool of water settled in a ditch.

Police officers and onlookers at the scene of the accident

The driver, who was the lone occupant of the vehicle, sustained head injuries and died before help could reach him.

The Montego Bay police are investigating.

 

Cover Letter #1 Job Search

I am an experienced Early Years Practitioner who was formerly a Basic School Teacher from my country of origin. I did 1 year of National Youth Service as a Teaching Assistant in a Primary School setting. I studied at Lambeth College and The Open University gaining qualifications up to Foundation Degree in Early Years standards.

I have transferable skills from early in my life helping to take care of my younger siblings, nieces, and nephews. I spent years learning at the hands of my mother about caring for the elderly, sick and infirmed as both dad and grandma were bedridden for a period of time. As a teenage mother, I learned to care for the vulnerable from the cradle to the grave before I was 20 years old.

I have a wealth of experience working in the early years’ sectors straight out of Lambeth College since 1999. I worked as Room Leader for toddlers. I was a Preschool Leader, Group Supervisor, and Key Person. I took on roles and responsibilities of Mentor for colleagues doing Foundation Degrees and students on placements. I help posts as SENCO and EYFS Coordinator, represented my employers on Training, at Conferences, and written articles for Websites and Publications.

I am proactive and uses my innovative initiative to develop my Continuing Personal Professional Developmental Plan. I broadened my horizons by doing research, trained as a Volunteer because I am an advocate of inclusion. I have a dream to continue my training to qualify as a Special Educational Needs Teacher so I can make my vision become a reality.

 

 

Dear Mr. Fenton

From day one when we met on the 15^th March 2016, you have done nothing other to try and confuse me. When you made the first initial offer of a Commercial Settlement, you stated that you know I could not cope with the stress of going to the Employment Tribunals. I asked if you had seen my FILE and you said “YES” indicating with your hands it’s this “THICK”. My FILE is the only source where you could get the information about my disabilities to do with STRESS. It is also documented in Dr. Crawford’s Medical Reports about the impacts of my disabilities on my carrying out normal day-to-day activities.

Mr. Fenton all the Respondent has done to date is exacerbating and triggering my disabilities with the constant demands. This is more ploys to confuse me, so I don’t adhere to the Judge’s Orders.

Just in case you have read the Judge’s Orders of the 8^h June 2016 and it is not clear. Please go back and read Section 4. Bundle of Documents:

4.1 It is ordered that the Respondent has primary responsibility for the creation of the single joint bundle of documents required for the hearing.

4.2 The Respondent is ordered to provide to the Claimant a full, indexed, page-numbered bundle to arrive on or before 5 August 2016.

4.3 The Respondent is ordered to bring sufficient copies (at least five) to the Tribunal for use at the hearing, by 9.30 am on the morning of the hearing.

I have not seen anywhere in the Judge’s Orders saying I am responsible for the 4 copies of my “Witness Statement”. I have already been in contact with the Employment Tribunals about my inability to comply with the Respondent’s Orders. I asked that since I sent both “Electronic and Hard Copies” then just in case the Respondent does not comply with the Orders, then the Employment Tribunals will have to do so.

Thanks for keeping me informed.

Yours sincerely

Mervelee Myers.

 

For all volunteers we have to carry out a DBS check, volunteers will be asked to pay a refundable fee of £10.00 to have this done and have the money returned to them once they have started placement. Volunteers get their own copy of the DBS and can use it elsewhere where allowed. The process is very simple but a check can take anything between ten days to ten weeks to be completed and returned. It does not necessarily prevent you from taking up a volunteer role. If you have already had one carried out in the last 6 months this could be accepted pending discussion and or risk assessment. Applicants, who are not already a member of the Update Service, can subscribe on the DBS’ website www.gov.uk/dbs-update-service  within 14 days of their certificate being issued, this will allow you portability in the future

 

Applicant Identification
The number of documents required will depend on which route is being followed. When enough documents have been selected, the system will notify you. Original documents must be produced for the identity check. At least one document must verify the applicant’s current address (documents containing addresses are marked with *) and one document should display the applicant’s date of birth.

Document Category1

A Current Valid Passport (Any Nationality) Biometric Residence Permit (UK)

A Current Driving Licence (UK) (Full or provisional) – Isle of Man /Channel Islands; Photocard only (a photo card is only valid if the individual presents it with the associated counterpart license; except Jersey) * An Original BRITISH Birth Certificate (UK) – issued at the time of birth (less than 12 months from the date of birth); Full or short form acceptable including those issued by UK authorities overseas, such as Embassies, High Commissions and HM Forces. (Photocopies are not acceptable)

 

Document Category 2a – Trusted Government/State Issued Documents
Birth Certificate (UK and Channel Islands) – (issued after the time of birth (more than 12 months from date of birth) by the General Register Office/relevant authority i.e. Registrars – Photocopies are not acceptable). Marriage/Civil Partnership Certificate (UK and Channel Islands) A Current Driving license (UK) – (old style paper version) *	A Current Non-UK Photo Driving Licence (valid for up to 12 months from the date the applicant entered the UK) Adoption Certificate (UK and Channel Islands) Fire Arms Licence (UK and Channel Islands) *

 

Document Category 2b – Financial/Social History Documents

Bank/Building Society Account Opening Confirmation Letter (UK) * Letter of Sponsorship from future employment provider (Non-UK/Non-EEA only – valid only for applicants residing outside of the UK at time of application) * EU National ID Card Cards carrying the PASS accreditation logo (UK and Channel Islands) Letter from Head Teacher or College Principal – (16/17 year olds in full time education – (only used in exceptional circumstances when all other documents have been exhausted). *

 

The following documents must have been issued within the past 12 months:

P45 certificate statement (UK & Channel Islands) * Council Tax Statement (UK & Channel Islands) * Mortgage Statement (UK or EEA) – (Non-EEA statements must not be accepted) * British Work Permit / VISA (UK) (UK Residence Permit) (valid up to expiry date) P60 certificate statement (UK & Channel Islands) * Financial Statement – e.g. pension, endowment, ISA (UK) *

The following documents that must be less than 3 months old.

Bank/Building Society Statement (UK and Channel Islands or EEA) (Non-EEA statements must not be accepted) * Credit Card Statement (UK or EEA) (Non-EEA statements must not be accepted) * Correspondence Documents from Benefit Statement – e.g. Child Allowance, Pension *   A document from Central/ Local Government/ Government Agency/ Local Authority giving entitlement (UK & Channel Islands) – e.g. from the Department for Work and Pensions, the Employment Service , Customs & Revenue, Job Centre, Job Centre Plus, Social Security. * Utility Bills Such As Electricity Bill/Statement * Gas Bill/Statement *   Water Bill/Statement * Telephone Bill/Statement (Not Mobile Telephone) *

 

MM

 

		Human Resources
		Use of Social Networking Sites Policy
Author		Neil King		Version Number	1.1
Department		Human Resources		Circulation and storage Instructions	Children’s Services   Nursery Operations 2015/HR File
Policy Reviewer		Human Resources		Approval Level	CEO/HR Director
Date of Approval		September 2010		Review Date	Under Review Jan 2015
Amendments
Date	Page/s		Description

   

General

This policy on social networking websites is in addition to London Early Years Foundations (LEYF) existing policy on e-mail and internet use.

As employees are aware, the internet is provided for business use. LEYF recognises that many employees use the internet for personal purposes and that many employees participate in social networking on websites such as Facebook, Twitter, MySpace, Bebo and Friendster.

The purpose of this policy is to outline the responsibilities of employees using the internet to access social networking websites.

LEYF permits employees to access social networking websites on the internet for personal use during certain times (provided that they are not undertaking overtime). These times are:

• before and after work hours; and
• during the break at lunch.

The Company reserves the right to restrict access to these websites.

Personal conduct

LEYF respects an employee’s right to a private life. However, we must also ensure that confidentiality and our reputation are protected. It therefore requires employees using social networking websites to:

• refrain from identifying themselves as working for LEYF;
• ensure that they do not conduct themselves in a way that is detrimental to the LEYF; and
• take care not to allow their interaction on these websites to damage working relationships between members of staff and customers of the LEYF.

Monitoring of internet access at work

LEYF reserves the right to monitor employees’ internet usage, but will endeavour to inform any employee when this is to happen and the reasons for it. LEYF considers that valid reasons for checking an employee’s internet usage include suspicions that the employee has:

• been spending an excessive amount of time viewing websites that are not work-related; or
• acting in a way that damages the reputation of LEYF and/or breaches commercial confidentiality.

LEYF reserves the right to retain information gathered on employees’ use of the internet for a period of [one year].

Disciplinary action

If LEYF discovers from its monitoring that employees have employees have breeched the policy then access to the web may be withdrawn in any case of misuse of this facility.

If appropriate, disciplinary action may also be taken in line with the LEYF’s disciplinary policy.

Security and identity theft

Employees should be aware that social networking websites are a public forum, particularly if the employee is part of a “network”. Employees should not assume that their entries on any website will remain private. Employees should never send abusive or defamatory messages.

Employees must also be security conscious and should take steps to protect themselves from identity theft, for example by restricting the amount of personal information that they give out. Social networking websites allow people to post detailed personal information such as date of birth, place of birth and favourite football team, which can form the basis of security questions and passwords. In addition, employees should:

• ensure that no information is made available that could provide a person with unauthorised access to the LEYF and/or any confidential information; and
• refrain from recording any confidential information regarding LEYF on any social networking website.

Recruitment

At no stage during the recruitment process will HR and line managers conduct searches on prospective employees on social networking websites. This is in line with the LEYF equal opportunity policy.

 

 

Cultural abuse makes reference to the type of abuse that children may experience that is often justified or condoned based on traditional family practices or community expectations.

 

• The practice of Female Genital Mutilation (FGM), for example, is often cited as a religious requirement, however, it is not stated in any spiritual text that it should be performed. What is known about the practice of FGM is that within the cultures where it is practiced girls are expected to have the procedure done in order to ensure that they marry later on in life without the stigma of impurity. It is said to enhance their desirability to the future would-be husband; hence the practice is a cultural tradition.
• Another example of cultural abuse may be the view that a girl child within a Caribbean family should start cooking and cleaning for all the family at a very young age (often nine or ten years old) on a regular basis, as a means to teach her how to provide and care for her future family later on in life. If such practices prevent the girl from focussing on education, enjoying play, and socializing this could amount to abuse based on cultural practices.
• Some issues are linked to both faith and culture and are abusive in their manifestation. An example of this is the practice of not educating girls due to the religious belief that they are inferior to boys. This might be how the family roles have been adhered to through generations, so even if a family is no longer overtly religious they may still uphold traditions based on ancient spiritual teachings or

behaviours.

 

 

 Faith abuse

• Faith based abuse refers to the abuse of children by those who have power due to their faith or religious affiliation and who utilise this power to have a negative influence on either the child directly or in order to impact on the child via parents/ community. The abuse that children may experience at the hands of rogue or manipulative faith leaders/guiders and others within the setting may involve sexual abuse, physical abuse, emotional abuse and neglect. The abuse may take place within a religious setting or other venue where the faith leader/guider is able to continue within their role as a faith leader/ guider.
• Parents and carers of children may be influenced by faith leaders to take abusive action towards their children in order to cleanse their spirit of a bad habit or correct negative behaviour.
• Children may be neglected within faith settings due to lack of understanding in terms of the child’s specific needs. For example the faith setting may not appreciate that the child could find loud and animated praying quite scary, as their parents may seem to be in a vulnerable place during this process which could leave children feeling insecure.
• Other settings may not have a specific meeting space for children and they may be exposed to information and actions by adults which they are too immature to process or understand, i.e. ‘the church members going into spirit and falling on the floor or speaking in tongues’.
• Neglect can also be experienced in these settings due to very long services and or faith gatherings at hours when children require sleep. Parents and carers may also abuse children due to misguided beliefs about what their faith or religion demands of them in relation to a child’s behaviour, ability or attitude towards the child.
• Some children may be required to fast beyond a capacity which is healthy for them. Others may be forced to attend a faith gathering when they are at an age where they can decide that they no longer wish to follow this belief or take part in the faith practices.
• Faith based child abuse linked to a belief in spirit possession or children branded as witches refers to the abuse of children and young people who are believed to be taken over by an evil spirit or who have become possessed by an evil spirit. When children are deemed to be evil by the faith group and or the parent/carer, this can place the child in grave danger if those in the community firmly believe that children can be possessed. The number of children deemed to be spirit possessed is still quite small in comparison to the number of children abused in other ways. The consequences of such an accusation is often life threatening and exposes the child to extreme physical, emotional and sexual abuse and ultimate neglect. The type of abuse the child may experience can be very disturbing such as having pepper rubbed into orifices of the body and given non-edible things to eat, or otherwise starved, hence it is crucial that action is taken to protect children as soon as possible.
• Child abuse within religious and spiritual settings is as a direct result of the exploitation of power by adults and or older young people within those settings.