ISSUE 32
The bulletin of
- The offshore energy branch of
ENOUGH IS ENOUGH NOK ER NOK Branch
November 2019
FIGHTING FOR STANDARDS! RMT launched our FIGHTING FOR STANDARDS! campaign on September 17th at our “Organising for Safety” event in Aberdeen. The ‘campaign’ is in effect our charter for the offshore energy sector, it’s what RMT is about and what we seek to bring about. It’s not going to be easy and it’s not going to be quick, but we’ve set targets and we’re here for the long haul. We’ve pulled together the key elements of what members tell us is most important to them, and these are our primary objectives. It’s an ambitious list, but we see these standards as critical to sustaining employment in the offshore energy sector whilst improving health and safety performance. Minimum Standards on pay – along with the other Trade Unions in the sector we see our Collective Agreements like COTA, OCA, ODIA and others as the minimum standards anyone should be working to. If contractors or agencies come in to our sector and pay below these standards they can very quickly drive rates of pay and conditions down. We are committed to having collective agreements as the rates applicable in any tendering process for contracts. We will seek to gain the support of Government, the Regulators and industry to achieve this across the sector and throughout the supply chain. Common Training Standards – why would riggers have one standard of training for oil and gas operations and a different standard when working in decommissioning or renewables? The same question can be asked about divers, scaffolders, technicians and a host of other disciplines. Common, recognised training standards for survival, first aid, fire fighting and other courses must be achieved to allow
Email: oilc@rmt.org.uk
workers to transition into other sectors. The energy industry must be prepared to accept and recognise alternative training.
workers. Our latest survey reported in this edition points to what workers want ….. 2:3 for all!
Standardised rota system – Why not? It’s worked in Norway and Denmark for years. It worked in the UK for years with the standard being 2:2. It can work, if there is a will to make it work. The only thing stopping it is greedy operators looking to squeeze maximum returns for shareholders at the expense of
Improved helicopter safety Standards – it’s a no brainer and one that will continue to develop. RMT was recently part of a group looking at a new helicopter aimed at the North Sea, the Bell 525. We will continue to push this issue, it should be a given!
Recognised competency Standards – how can you be ‘competent’ to do a job on one site, but then be considered not to be ‘competent’ to do the same job at another site? In our experience it tends to be down to a ‘Standards’ body telling industry that they and they alone must assess competence using their systems. This is without question a prime example of the ‘tail wagging the dog’! The only winners are the centres doing the ‘competency’ assessment. The losers are the workers and the employers. Competency in your discipline should be assessed and be transferable across the sector, end of! Standardised safety observation schemes – let’s adopt one scheme and apply it across the sector so that every worker knows what the expectations are, what a good TBT is, what the golden rules are. Let’s stop the numbers game of submitting cards just for the sake of it; let’s stop the ‘blame game’ of treating people like criminals for making a mistake ………….. we all make mistakes! Step Change in Safety have produced a scheme which is free to members (and that’s most of the North Sea) and it’s been well received by those using it. Let’s make it happen. Improved accommodation Standards – single occupancy must be the goal. Accommodation modules can be altered to make it possible and in today’s environment of more work pressure and greater responsibility a bit of “me time” is vital. It’s been the standard in Norway for years! Accepted medical Standards – this might appear a strange one to most people, but wait until you’ve been off sick for a while then you’ll know all about it. You’re GP says you’re fit; a Consultant you’ve been seeing says you’re fit; the company’s own Occupational Health Advisor says you’re fit; but guess what ……………… the client’s Doctor (the operator) thinks differently and you’re told you can’t go back to work! What’s the point of having a “standard” that can be ignored? Standardised diving tables – the time taken to put a diver into compression or “blow down” as it’s called and the time it takes to decompress a diver can be changed depending on where you are working and who you are working for. More importantly if it is done too quickly in either direction it can have devastating consequences for the divers, with symptoms ranging from generally feeling weak and ill for a considerable time up to permanent disablement. We want standardised tables for saturation diving using the ‘best practice as that standard.
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Aberdeen Shipping Branch Secretary Keith Whyte supporting FFS! for seafarers.
Improved Safety Rep Standards – training, protections, involvement and empowerment must all be looked at to give the role the credibility it requires. More importantly Safety Reps must be delivering to the constituents they represent, by making sure workers have a voice and are able to influence safety. We’re unlikely to get the regulations changed but the standards expected of employers and workers taking up the post can certainly be looked at and improved. Standardised fitness assessments – we are finding more and more differentials in the field of ‘fitness assessment’ to work in the sector. You need to be fitter to work on a turbine because there’s lots of stairs! Really? And there’s no stairs on a production platform like “Stair Ridge”? You might be working in a leg; you might be a first aider; you might be a fire team member; and so the list goes on. We need this sorting for offshore and for the diving sector where standards are being ‘tweaked’ again. This is separate from Medical Standards as the medical deals with basic medical condition. Fitness however, is a ‘growth industry’ and is being tagged on so it needs checks and balances. Medical Retirement Standard – a controversial one but it keeps coming up. As we get older, some of us see our general ‘fitness’ drop off a bit. We’re maybe not able for all those stairs or going through another Survival Course. The thing is, you’ve put all those years in and you don’t want to walk away with nothing! As some of the older generation put it – I want my “redundee” (redundancy) but the fact is you’re not going to get it if it’s not a redundancy situation. So what’s the alternative…. work until you drop dead on the job? Younger workers are raising concerns about their older colleagues and asking if they could deal with certain emergency scenarios. We have to find a solution and it may link to the point about Standardised Fitness Assessments. It’s not going to be an easy conversation, but it’s a conversation that must be had.
Dive rep Dave Marshall supporting FFS! in saturation.
Regional Organiser Jake Molloy supporting FFS! for the future?
National Secretary Darren Procter with a ‘selfie’ supporting FFS!
RMT welcomes HSE shift pattern research The Health & Safety Executive (HSE) staged a workshop entitled “Optimising Offshore Working Patterns” on October 31st and representatives from RMT attended. We wanted the opinions of our members to be considered as part of the event so we asked members to complete a short survey (6 questions) which would provide a snap shot of thinking across the sector. The survey was done electronically and was completely confidential. We set out the results below.
Have you worked different offshore shift patterns? Yes No
4%
96%
Working 3:3 Working 2:2 Never felt fatigue Working 2:3 Working 3:4
7%
RMT would like to thank all members who participated in the survey; these opinions are greatly valued and are indicative of the messages we have been receiving from workers and putting to industry ever since Which shift pattern is closest to what you the cost-based imposition of changes to currently work? working patterns took place. We accept Three weeks on: Three weeks off our survey is a small cross section of Two weeks on: Three weeks off Two weeks on: Two weeks off opinion and that it may not meet academic Don’t work a regular shift pattern standards in terms of structure, but it Three weeks on: Four weeks off carries a resounding message. We would 2% argue that in applying the process which 9% industry regularly utilises, the process of 49% “extrapolation”, there is significant evidence 18% to support a review of 3-week working. At the very least we would suggest a need to engage with workers across the sector and look at every aspect of shift patterns and their impact on workers. The HSE event was the starting point for a collaborative research programme looking at the impact of shift working in our sector. At some point in the not too distant future we may come back to members looking for volunteers to participate in this programme. You can expect to see further updates in the coming months. The industry is responsible for driving continuous improvement in “health” as well as safety, so we welcome this initiative as we think it is long overdue. We believe there is a wealth of evidence yet to be considered as to the real effects of 3-week working. The Trade Unions and our members stand ready to participate in an independent, HSE led analysis of offshore working patterns and we expect industry will support such an initiative.
Have you felt the effects of fatigue, and if so, which shift pattern affects you most?
3%1% 1%
88%
In your opinion, can your health (mental or physical) and the morale of the workforce be affected by different shift patterns? 1% Yes No
22% 99%
In your opinion, which shift duration/ pattern allows you to be most productive? Two weeks offshore working with extended leave; 2:3 rota Two weeks offshore working; a 2:2 rota Three weeks offshore working; a 3:3 rota Three weeks offshore working with extended leave; 3:4 rota Productivity is not affected by any shift pattern
2% 2% 1% 11%
In your opinion, which shift pattern gives you the best work/life balance? 2:3 2:2 3:4 3:3 My work/life balance isn’t influenced by any shift pattern
8%
2% 2%1%
84%
Note: For further comment please contact RMT on 01224 582688 or email Michelle at: M.Brown@rmt.org.uk
87%
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Offshore Helicopter Travel: Is the U.K. Oil and Gas Industry Failing Workers?
This is the title of a report produced by Robert Gordon University (RGU) academics Margaret Downie and Denise Gosling. The report reaches the conclusion that the sector needs “a cultural shift” and should take a more Norwegian-style approach. It also recommends the staging of a public inquiry into offshore helicopter safety, an issue we have been pushing for over four years. As you might expect, Oil and Gas UK (OGUK) immediately countered this by saying the report failed to take into account the “considerable efforts” by the sector. The report has come ahead of the longawaited Fatal Accident Inquiry into a crash off Sumburgh in 2013 which claimed the lives of four workers, including RMT member Sarah Darnley. The inquiry was announced in June, but we still don’t have a date as yet. The report covers a wide range of issues associated with helicopter travel from the relationships between oil companies and helicopter companies to the contracts of employment for the offshore workforce. We don’t have the space here to do a full analysis, but we’ve selected just a couple of the recommendations made by the authors which may ring true with you. The academics say; “Workers representatives should have the legal right to demand that work stop if it is not safe. New laws should be passed and implemented fully and in partnership with workers and unions allowing collaborative decision-making rather than paying lip service. Ethically this is essential; after all it is their safety and lives that are at risk.”
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The authors go on to say; “One of the main reasons for the lack of regulations is the significant influence oil and gas companies have which brings pressure to operators and workers along with all other stakeholders including government. This huge power imbalance affects the ability of governments to intervene and helicopter operators and manufacturers to carry out improvements or implement consistent standards and processes. It also prevents workers from complaining as it impacts their careers and prevents government from imposing effective regulations.” One final quote which we would clearly support from the recommendations in the report reads; Fundamentally, the U.K. Oil and Gas Industry requires a cultural shift. It cannot keep evading responsibility for mistakes and allow complacency about safety at the expense of profit. Strong leaders are required who stop the bullying and blame culture.” Regional Organiser, Jake Molloy said; “The report reaffirms what we have been saying for some considerable time, it reaffirms what our Trade Union colleagues have been saying with us, it reaffirms what the UK Government Transport Select Committee said in 2014; we need a public inquiry to look at the impact of commercial pressure on our helicopter industry.” RMT will have legal representation at the FAI which is likely to take place next year. We will be there to support the family of our lost member, Sarah Darnley, but we will also be putting the voice of offshore workers into the court room. As this report makes all to clear, your voices must be heard if we are to bring about change.
The next generation of helicopters? Our Norwegian colleagues fro Industri Energi recently travelled to Texas to see what could be the next generation of helicopters in the shape of the Bell 525 Relentless. Our colleague, Henrik S. Fjeldsbo said; “We are happy to be among the very first to fly this machine because it gives us a unique opportunity to contribute.” At this stage the model remains a test machine as it has not yet been certified by the aviation authorities. However the Norwegian Trade union group were able to experience a flight along with the Bell test pilots and a pilot from Norway who is a regular S92 pilot. The group reported the machine had very low vibration and very little noise. The Norwegian pilot didn’t get the chance to fly the machine due to regulatory ‘red-tape’ but he did use the simulator and said; Bell 525 will be an excellent platform to bring us forward to the next generation of helicopter technology. We welcome all new technologies that contribute to increased safety. I have big expectations to the machine.” For North Sea operations it is predicted the cabin will be configured for 16 passengers, but the cabin is large, as are the seats. RMT Regional Organiser Jake Molloy attended a presentation about the aircraft recently and said he was impressed by what he had heard, but he would like to get members involved as soon as practically possible.
LETTERS
Mental health on the seabed – who cares? I had to touch base with you regarding the issue of mental health which I feel very strongly about given that the International Marine Contractors Association (IMCA) have decided to try and enhance the physical side of Diving Medical’s. This is a lengthy document, but nowhere is there a single mention to duty of care and not a single word mentioned in the entire guidance document regarding mental health! There has been quite a lot in local and social media about mental health with “Backonside” and “Man Chat” being to new charities which have given local support in Aberdeen to men and woman who have mental health issues. It seems ironic to me that there is no support structure in place for divers given the environment we live in for 28 days and more at a time. I would like to know why there is nothing in the safety manuals, IMCA guidelines or manuals, no support from HR, no duty of care, or pay for anyone suffering mental health due to adverse affects of living in a hostile/closed environment? NASA produced an updated page in August 2019 which mentions the effects of living in hostile/closed environments and below is an extract/quote from the article. I appreciate expeditions to outer planets might seem extreme, but remember the old saying – you can get a man home from the moon quicker than you can recover a diver from the seabed. I also think part of the NASA evidence could also be an argument about divers having a 12-hour stabilisation period in saturation before performing their first dive.
variety, or deficiency in nutrition, may further contribute to physiological and cognitive decrements. Also, far more autonomy will be required due to the very long communication delays over the vast distances from the space vehicle to Earth. And then there’s the possibility of the third-quarter effect, where morale and motivation decline three-quarters of the way into a mission, regardless of how long the mission lasts. The more confined and isolated humans are, the more likely they are to develop behavioral or cognitive conditions, and psychiatric disorders.” At the very least I think that diving companies should be offering private medical insurance for divers as not only the divers are affected it can even impact their family and in more ways than one. Imagine having to worry about a family member needing urgent medical care whilst in saturation, knowing it will be days before you can get out of saturation and the adverse effect this can have on the mind whilst in saturation. I also think there’s a host of other issues that impact mental health such as issues related to lack of sleep and nightshift which have been touched upon in the past but nothing really done about them. It was brought up in the Aberdeen meeting a few weeks ago that one diving company has stopped allowing employees private medical insurance not
only to divers but all Diving personal. This company had stopped offering this in 2015 to any new diving employees or anyone not on it. Any diving personnel employed before that year were already on it and were allowed to continue on it, but they have now stopped the cover for all Diving personal including those that were on it before 2015. This wasn’t even a fully paid up service, it was only reduced preferential rates and as far as I’m aware other staff within the company that are non-diving related may still be getting this benefit. My brother was a lead project engineer with another diving company and I know he was given private medical care for himself and family as standard as an “employee”. Of course us divers are not “employees” and despite the environment and conditions we work, live and sleep in, we are not worthy? This should be across the board but even more so I believe for divers given the nature of our job and living conditions in saturation. We should be given the best medical treatment available to go back to work should an injury or illness happen. Worrying about being able to work and earn for your family impacts mental health, it’s time the industry acknowledged it! Details provided.
“The types of problems you may encounter are a decline in mood, cognition, morale, or interpersonal interaction. You could also develop a sleep disorder because your circadian rhythm might be thrown off due to the 38 extra minutes each day on Mars, or by a small, noisy environment, or the stress of prolonged isolation and confinement. Depression could occur. Fatigue is inevitable given that there will be times with heavy workload and shifting schedules. Still, periods of monotony may lead to boredom rearing its ugly head. Misunderstandings and impaired communications with your team members might impact performance and mission success. A lack of fresh food and mean [ PAGE 5 ]
LETTERS
Population problem! Dear EiE,
I want you to consider this as a Branch Resolution please to be put to the Scottish Regional Council of RMT. On 10th June 2019, Greenpeace boarded the semi-submersible drilling rig, ‘Paul B Lloyd Junior’ in the Cromarty Firth. What followed was over a week where ordinary offshore workers were demonised and had their safety put at risk by the actions of Greenpeace. Whilst everyone knows that a lower carbon future is not only desirable, but is absolutely necessary, there is still a need for carbonbased fuels going forward. To criticise and threaten offshore workers who are only trying to make a living and provide for their families is crass and insensitive. If Greenpeace are serious about stopping the offshore industry, they should lobby governments in London and Edinburgh regarding allowing offshore workers to transfer their skills to the renewable sector, a sector that is manned by exploited foreign labour because of the abuses of the work visa system that the government has allowed; in supporting the renewable sector, are Greenpeace content to see the exploitation of the workers in this sector? Before criticising oil workers, Greenpeace should think about getting their own house in order. The vessel used by Greenpeace in this action was the ‘Artic Sunrise’ which was originally a sealing vessel. It has a MaK 1619Kw engine, with a single shaft
controllable-pitch propeller and two 400hp thrusters, this vessel, and the RIBS used in this operation all burn fossil fuel. Maybe Greenpeace should look at the main problem affecting the planet, the problem that no-one wants to talk about; the “big issue” is the uncontrollable rise of humans! It took humans approximately 2 million years of evolution to reach the 1 billion mark in 1804. In 1999 the world reached 6 billion, only taking 12 years to add a billion, and the figure for 2017 was 7,550,262,101. As we head towards 8 billion, this is the real emergency, we cannot sustain population growth at the current rate, the planet is already overcrowded. One final point; the Trade Union movement is rightly proud of its support of the miners in their hour of need when fighting against the Thatcher government and the entire establishment in 1983/84. If this was, hypothetically, to occur today, would Greenpeace be backing the Thatcher government against ordinary working people? Details provided [Our colleague raises a critical issue for all energy workers and it is one which RMT is actively engaged with through a number of forums. Not least of these is the “Just Transition” forum aimed at ensuring oil and gas workers can move, or ‘transition’ over to the renewables sector. Sadly as our member highlights, this is not happening!]
All time low!
I have worked in the offshore oil and gas industry for a long, long time, and I have never felt so undervalued and bitter as a contractor before. As contractors we got crucified during the slump, and as we have seen things improving and profits go right back up for the big oil companies – I ask, when will our wages and T&C’s change? For too long we have put up with it because, “its $40 oil – the companies can’t afford it” – well it’s not anymore! BP, Shell and Exxon released record profits for 2018 – where is our share? The 3 and 3 rotas are killing workers, with fatigue worse than ever – especially for those of us who work and sleep on a moving vessel and have to work flexible late hours. I for one get home after 3 weeks and I am so tired that my home life is starting to suffer, as I am not fully myself for at least 3-4 days During the 3rd week offshore there is a lack of concentration and the workforce are visibly moody – how long until someone has a big accident due to fatigue? We can’t blame the contracting companies, as they have been squeezed so much from the so called big players. Can they fight back a bit more for us though? Absolutely! What will it take for the big players to follow suit with other companies? Enough is Enough! Details provided.
Life! Got to get the priorities right!
With respect to the chat we had, I can tell you quite categorically it had a big influence on how I approached my onshore management team. I just hope I didn’t say anything too terrible that it comes back to bite me, but I will deal with that later if the time comes. I agree with every word of advice you have given me relating to health, family and work priorities.
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I am heading back to work, looking forward to getting back and at this moment in a good frame of mind, and a lot of that is down to the mere fact that I am in a strong Union and have solid representation. I know I will get grilled by most of my work associates offshore who do not have a spine or a pair of balls between them and I will inform them that it is only for the fact that I am in a Union that I feel comfortable going back, or words to that effect. Despite
the fact that I have always felt capable of defending myself in the working environment, I would have been out on a limb against savage opposition. Thanks again for your support, I will do my best to navigate the pitfalls that lie ahead and avoid falling into any of their bear traps that you warned me about. Thanks. Best regards. Details provided
Equinor meeting
Second class citizens? I read the stuff on your App about the Chrysaor boss saying he didn’t want second class citizens on his operations and he was going to put all workers on the same rota. Good on him! I wonder what he thinks about what BP is doing. All of us contractors are on a straight 3 on 3 off rota but the BP punters work 3:4 & 3:5, which is fair enough, good luck to them. But what gets me is the BP decision to do a “Fatigue Survey” because, get this; the only people getting surveyed are BP workers? We asked BP about this and we got told this was a BP Leadership decision and they gave us some reasons. They said personal data such as weight, height, blood pressure etc. is required for the participants. They go on to say contractual problems exist about accessing and storing data. Can I just say, if I volunteer you this information you can survey me, not a problem! They say the survey will get started quicker. We’re not disputing that, but you’re surveying workers that spend on average 5-weeks less offshore annually than us! Then they say the survey is expected to take a minimum of 4 months (potentially more) to complete due to the rota spread of the volunteers – one week is needed before the 3-week offshore rotation and one week after. So they did look for “Volunteers” then, just no contractors? BP finish by saying the consultant believes that the survey results will be transferable across disciplines and rotations provided the rest period between offshore rotation is 10 days or longer. I’m no a “consultant”, I’m just a daft Mechy, but I’m struggling to understand how the results can be transferrable provided the rest period is 10 days or longer? Does that mean there’s no difference between having 3-weeks off and having 4 or 5-weeks off? Because I think there would be a big difference for me getting extra time at home!
RMT representatives along with our OCG colleagues from Unite and our Norwegian sister Union Industri Energi met with the management team of Equinor in October. Our Norwegian Trade Union colleagues facilitated the meeting to develop our working relationship across the North Sea, as Industri Energi already enjoy good working relations with the company in Norway. It was a productive meeting where it was agreed that; ‘it is easy to get together and solve problems’.
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Details provided.
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most productive at work. Well rested people start their shifts with more energy, focus and concentration. However, many people forget the established link that exists between a good night’s sleep and the quality of your mattress.
Are you getting a good nights’ kip?
As more and more offshore workers report disrupted sleep/work patterns and concerns are raised about fatigue and performance impairment, we thought we’d take a look at the basics, your kip! There’s all sorts of reasons why fatigue might affect you, and how it might affect you, some say the start of a trip others say the end of a 2 or 3 week cycle is the worst time making injuries and accidents more likely. According to the NHS however, regular poor and interrupted sleep also puts you at risk of serious health problems.
travelling home for those opting to drive.
So we know the shift work, including overtime, extended working hours and alternating shift rotas, can impact a worker’s productivity and efficiency and it has the potential to impact the safety of the individual, their colleagues and the installations. Not only that, a workers social and home life is being impacted and there is the ever present danger when
New studies have shown that having a good night’s sleep is more effective on your overall health than any exercise or diet. You use your mattress more than anything else in your life. If you choose the right one then it sets you up for success in everything else you do. An increasing number of studies show that those who get a good night’s sleep are the
Now short of getting everybody on to a 2:3 shift pattern, what else can we do to try and reduce the risks associated with fatigue? Well the best way for your body to naturally recover and revitalise is through sleep, providing your body with regular maintenance and repair. With a good night’s sleep, your body heals itself whilst your brain makes new connections and helps with the retention of memory.
OFFSHORE LUXURY MERIDA CRIB 7 UNDER BS 7177: 2008 TECHNICAL SPECIFICATION NEEDLED WOOL & COTTON HORSEHAIR, MOHAIR & CASHMERE NEEDLED WOOL 1500 POCKET SPRINGS NEEDLED WOOL HORSEHAIR, MOHAIR & CASHMERE NEEDLED WOOL & COTTON
Operators and major service companies in the North Sea have already turned to Aberdeen-based Glencraft to help their people get a good night’s sleep.
That’s why RMT visited Glencraft in Aberdeen where they have worked hard to create a luxury offshore mattress, Crib 7 under BS 7177: 2008, believed to be the first of its kind in the UK. The manufacturer told us the mattress has been designed to help with the challenging offshore lifestyle and help alleviate the issues stated above. They assured us this mattress will revitalise, energise and refresh offshore workers for both night and day shifts, with the aim being to improve both their mental and physical wellbeing by providing quality mattresses for a quality sleep. Glencraft say; the benefits of using natural materials were beyond question. The luxury offshore mattress contains horsehair – this is open-celled and hollow and therefore wicks the moisture away from the body thus providing a restful sleep. The materials used in this mattress are well proven, having been initially used centuries ago. They are much kinder to the environment and readily available compared to some of the manmade materials and foams used elsewhere. In today’s society it is much better to use natural products as foams deteriorate over time and retain moisture – not good for aiding sleep!
of the offshore workforce whilst on the platform. The feedback from current users has been tremendous and the team here at Glencraft look forward to supplying these for many years to come.” Since 1843, Glencraft, based in Aberdeen, has been manufacturing the finest, luxury mattress. Every Glencraft bed and mattress is built from the highest quality material, from individual pocket springs, felted wools, cottons, natural horsehair, alpaca, silks and cashmere which are handcrafted by skilled craftspeople, many of whom are disadvantaged. The company is a registered charity. Our Regional Organiser Jake Molloy had a wee test during the visit to the factory, we’ve not managed to wake him up yet! Are you getting a good kip? If not have a look at your mattress and ask the safety and welfare reps if they have conducted any surveys of sleep quality recently.
STOP PRESS
RMT activists take the fight to SNP conference in Aberdeen
Having such a sound understanding of the energy sector and its stringent requirements, our mattresses are continually tested to ensure that nothing is left to chance therefore giving customers peace of mind that we are in compliance with all legal requirements is key for Glencraft. Graham McWilliam, Managing Director of Glencraft said: “I’m genuinely excited about the introduction of this offshore luxury mattress to our range. It will undoubtedly make a difference to the experience
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