Latest posts:
Rate this!
Anne McAllister
Member - 111 posts
Investing in people is always good business sense and if an employee rquires further training to enhance his/her abilities to make the organisation more profitable then it should be carried out.
I have previous experience working abroad and being able to speak the language was a pre requisite for the majority of jobs.
Immigrants should not be left with the work no one else wants but having said that ...you can learn just as well from colleagues and friends.....just might pick up the wrong "bits" of the English language.
Rate this!
Anne McAllister
Member - 111 posts
Absolutely Nicholas and quite right too.
I dont accept the argument that maternity leave puts pressure on other employees.
Employers put pressure on other employees by not acting and preparing for the absence in sufficient time.
Ive worked with people before who were not replaced until 2mths before they were due back ?
Rate this!
Anne McAllister
Member - 111 posts
Wise words Nigel....you never know when or how you will need a datailed record.
Rate this!
Anne McAllister
Member - 111 posts
Theres quite a few Id like to slap !!!!
Rate this!
Anne McAllister
Member - 111 posts
Colin,
Dont go to Linklaters for legal advice.
Rate this!
Anne McAllister
Member - 111 posts
Unfortunately, despite recent campaigns,mental health issues are still seen by some as a weakness. Even the person suffering will feel this way. Employers can help by accepting the fact that it is so prevalent.
Continuing to deny the problem exists is only making things worse.
Creating a culture of fear in the workplace (as with some absence sickness policies still in use) doesnt help either. If you are penalised or treated unfairly when you have been sick with flu you are unlikely to recieve help and understanding when things are more seriuos.
Good management can help reduce absence and appropriate return to work systems and keeping in touch policies help make the employee feel valued.
But how many use these tools in a positive way.
Exercise and a healthy balanced diet are crucial but what if your take home pay is inadequate ?
Cycle to work schemes are excellent ways of improving health, reducing stress and saving the planet.
Provision of welfare facilities such as subsidised canteens. adequate rest periods, payment of subsistance etc etc can only encourage healthier eating.
Counselling should be provided through OH is possible and if not arrangements can be made with external sources.
None of the above needs to be expensive but will reap many rewards in terms of staff loyalty, improved fitness and health and the feeling of being valued.
I always believe if you look after your workers they will look after your business.
Rate this!
Anne McAllister
Member - 111 posts
Good point David.
The EOC always refers to claimants in the feminine but states clearly that the term refers to both male and female.
Where the female gender has been adopted the EOC stresses that it is "merely to avoid the cumbersome use of him/her and s/he within the text"
Rate this!
Anne McAllister
Member - 111 posts
Hi James,
Regarding provision of showers in a workplace...........
Welfare facilities
Toilets, wash-hand basins, shower and washing facilities
You must provide:
clean well-ventilated toilets (separate for men and women unless each convenience has its own lockable door);
wash basins with hot and cold (or warm) running water;
showers for dirty work which may result in contamination of the skin;
soap and towels (or a hand drier).
http://www.hse.gov.uk/business/welfare.htm
What toilet and washing facilities do I need to provide?
You have to provide adequate toilet and washing facilities for your employees. ‘Adequate’ means you have to provide:
■
enough toilets and washbasins for those expected to use them _ people should not have to queue for long periods to go to the toilet;
■
where possible, separate facilities for men and women _ failing that, rooms with lockable doors;
■
clean facilities _ to help achieve this walls and floors should preferably be tiled (or covered in suitable waterproof material) to make them easier to clean;
■
a supply of toilet paper and, for female employees, a means of disposing of sanitary dressings;
■
facilities that are well lit and ventilated;
■
facilities with hot and cold running water;
■
enough soap or other washing agents;
■
a basin large enough to wash hands and forearms if necessary;
■
a means for drying hands, eg paper towels or a hot air dryer;
■
showers where necessary, eg for particularly dirty work.
You must always consider the needs of those with disabilities.
http://www.hse.gov.uk/pubns/indg293.pdf
Im afraid I dont see anything specific to showers so Im thinking as long as there is a lockable door unisex is ok but this would probably depend on the number of employees using the facilities.
Rate this!
Anne McAllister
Member - 111 posts
The regulation 20minute break for 6hrs worked in the statutory minimum. Depending on the type of work,eg.monotonous,tiring,heavy etc considerations have to be given to the health and safety of the employee.
On a 12 hour shift 2 x 20 mins break would be acceptable but additional grace and favour breaks may be necessary to avoid stress,fatigue etc.
Consideration should also be given to the facilities for breaks ie how far away is the canteen?
Many employers allow more breaks.
My motto is ....look after the employees and they will look after the business.
Rate this!
Anne McAllister
Member - 111 posts
I had a fleet car for many years and have already posted on this site about the failure of garages to carry out routine servicing while charging for it.
Situation only came to light when a colleagues husband checked the car immediately after it had left the garage (a major dealership) and found that the majority of checks had not been done.
No one knows how long this had been going on for.
Apart from the obviuos safety concerns this garage had been milking the health board for work either not done at all or half done.
Rate this!
Anne McAllister
Member - 111 posts
It will never be eliminated until targets (not victims) recieve the support they need.
Brushing things under the carpet is still the norm in most places but sooner or later there will be a big ET payout and then,perhaps, those responsible for allowing it to continue will take notice.
Suicide is the worse case scenario and we should all be ashamed of permitting even one loss of life due to bullying.
Vi...I have signed your petition. Good luck.
Rate this!
Anne McAllister
Member - 111 posts
Unfortunately most unions require a qualifying period of anything from 11 weeks to 1 year before they will agree to represent you. I would agree joining a union for future protection is to be encouraged.
Anonymous.....I hope you do get another job but dont put yourself down because your appearance does not suit small minded people like your managers. As has been said before ...ability is more important than appearance and having grey hair or being overweight should not come into it.
As a silver blonde , cuddly person LOL I support your right to be treated with dignity and respect at work.
Rate this!
Anne McAllister
Member - 111 posts
Unfortunately some people still feel the need to hide medical conditions as they are so used to/afraid of being discriminated against.
If you look under other topics on here ( I think it was " witholding information re disability) you will see a wide ranging correspondence about this issue.
Rate this!
Anne McAllister
Member - 111 posts
Stefan,
Have you seen how they drive in South America? LOL
Rate this!
Anne McAllister
Member - 111 posts
I believe its acceptable as long as its use is monitored and its kept under lock and key .
I wasnt aware it had been banned?
Rate this!
Anne McAllister
Member - 111 posts
Sorry to hear about this.
It seems as though the employer has been a bit harsh here but Im sure your legal advisor will be in a much better position to advise.
See acas regarding redundancy rules...this may hepl clarify some things.
Hope everything gets sorted.
http://www.acas.org.uk/index.aspx?articleid=774
Rate this!
Anne McAllister
Member - 111 posts
Than God someone responded here. i was totally lost LOL
Rate this!
Anne McAllister
Member - 111 posts
Couldnt agree more Carole. Training of managers is essential.
If DDA absence is exempt from triggering monitoring processes can anyone tell me where cancer investigations and/or treatment comes in relation to absence/sickness monitoring?
Rate this!
Anne McAllister
Member - 111 posts
A driver who blatantly disrespects the law ( either in a working environment or during personal use of the roads) is a liabilty.
I believe some drivers are exempt from wearing seat belts (?) but no one is allowed to speed.
If you follow James and Russells good advice where will that leave you in the event of a fatal accident inquiry?
Hopefully driver training will sort this guys bad habits out but is it worth risking the possibilty of death?
Rate this!
Anne McAllister
Member - 111 posts
Im not aware of any legal requirement (thats not to say one doesnt exist) but it can be an essential tool in reducing sickness/absence and in ensuring good health in the workforce as it enables you to identify and react to situations which may or may not have been brought to your attention otherwise.
The benefits of managing sickness/absence and return to work are
improved business performance, retention of valued staff,safe and healthy workplaces and better workplace relations.
http://www.hse.gov.uk/sicknessabsence/index.htm
As to frequency of meetings I believe that it is up to the individual organisations .
Meetings give you an opportunity to address any issues arising from the absence and to put in place any adjustments needed.
0 (0)
