Jeannette Stock's newest comments

Thanks Nigel - for all the good comments you have made - I will not be around to agree or disagree - but your did help me make desisions - but they not longer want me! Too old, too inteligant. At sicty as a woman we have given too much. So hope you all don't work to long - enjoy your retirement. If you are allowed!! x x

Thanks for your answers! Greatly appreciated!

If someone takes redundancy can the claim stress aferward??

KISS - Keep it simple stupid.

Well said Gareth - Plus where do the people go who hate football!!

I would appreciate clarification on the under mentioned.

Grivance process was undertaken, the first interview was done and the person was told he was dismissed. He appealed, the appeal was undertaken. Could you please let me know what your view is on when the notice period starts at the first interview or after the appeal. They are taking it to tribunal.

Thanks Jeannette

Well our company's Employer's liability covers commuting. And I know if they did not have to pay they wouldn't, so I think you are wrong Brian.
Regards
Jeannette

Barry I am on the same understanding and our Company's employer's Liability Insurance covers all staff to and from work. Also I have seen posts on here stating if employees go to staff drinks, etc after work that the employer is still liable for them getting home. Let us see what others comment. Jeannette

Under the Environmental Agency - Net Regs - it states under Firefighting at office after doing a Risk Assessment:
Create and incident response plan which includes measures for protecting the enviornment f there is a fire. Keep the plan up to date, practise it, display it clearly for all staff and review it regularly.

Our H&S Manager has stated clearly that in an incident of a fire his main concern would be to get all people out of the building and he would not want anyone worrying about the environment. As an Integrated Management Systems auditor, I would appreciate your views. Thanks

Herewith our policy on this:
2.1 An employee who: -
Has been continuously employed by the company for 26 weeks at the time they are notified that they have been matched with a child for adoption.
Is newly matched with a child by an approved adoption agency; i.e. it does not apply to a step-parent adopting a partner’s children.
2.2 Adoption leave and pay is available to only one of the adoptive parents, usually the mother.
The other parent may take Paternity Leave (Section 9c).
2.3 The entitlement to adoption leave applies to partners of the same sex.
3. ADOPTION LEAVE
3.1 An adopter will be entitled to up to 26 weeks Ordinary Adoption Leave followed immediately by up to 26 weeks Additional Adoption Leave, 52 weeks in total.
3.2 The leave can commence from the date of the child’s placement or from a fixed date up to 14 days before the expected date of placement.
3.3 Only one period of leave is available irrespective of whether more than one child is placed for adoption as part of the same arrangement.

Hope it helps.

Jeannette

Thanks Nigel for your comments, interesting as always. I was concerned by Tony's comment that if you have been doing the same job for twenty years without any problems it is most unlikely that work has caused their problem. As we are thinking that this is the problem. We are supporting her and await to hear the Consultants diagnosis but wanted to know what else we could be doing to help or assist her as it is impossibly to reduce the risk by eliminating the process, automation, or job rotation etc. No the job has not changed significantly. Over the last five years.

Jeannette

Thanks for the information.

Jeannette

Not sure how we stand. One of our staff who has been working for us for over 20 years has started complaining of pain in the top part of her arm. She is wondering if it is RSI. We have private medical and she has been seeing a consultant and has just had a MRI and is awaiting the consultant's verdict. If it is RSI what do we need to do, will it be counted as an industrial claim and how do we go about this. Thanks

How so very true>

As well as the above, we have a Driving at Work procedure and a Drivers handbook.

I would be willing to let you have both of these.

Our Company has a questionaire that we ask our staff to complete annually. On reading your question I contacted our H&S Manager and here his advice.

"Thanks. The question is do we trust our staff. As professional staff I think that we should, otherwise we undermine the value of the professional in society.

If a professional individuals misleads their employer, then the consequences are onerous. Our staff have declared that they have the appropriate cover and maintain their vehicles. If they have made a false declaration, then this would become a professional misconduct issue as well as a gross misconduct issue. So not only we would dismiss them, but we could seek for them to be struck off, thereby affecting their future employment. I don't believe that anyone would be so foolish.

On this basis, I do not believe that we need to go further."

You do not need CIS cards to work on a building site - but more and more Contractors are asking for them for anyone working or visiting their building site.

Completely agree.

We have a member of staff who has an overseas contract as she works in Dubai, she has informed us she is 6 weeks pregnant, can anyone point me to a Risk assessment for this.

Thanks Jeannette

Thanks Jenny, very helpful.

Jeannette