wayne fearn's newest comments

Hi Jim,

I have to question productiveness here.

5 members of staff smoking is reasonable but say you had 100 over any 24hr period. Surely down time for these people could be very accountable, where as having them use nicotine replacement therapy at their desks or place of work is a win - win for the smokers who wish to 'give up' and the business who remains fully operational.

Also with regards to trust i would hazard a guess that the EH&S and HR policies in a company are necessary because we CANNOT trust EVERYONE, even though it is something we wish we could do!

Also without these policies it would be difficult to address any breaches of trust that may occur but that is a separate issue.

This whole issue still seems to emit a whiff of discrimination I am sorry to add.

Mitch says: - If i was looking across at someone using this device especially if they were using it like a real cigarette I would probably feel like I wanted a real smoke and reach for my umbrella.........In a large open plan office this could have negative impact to the staff that smoke and you may find a increase in breaks and downtime.

Mitch what if you looked out of your window and saw someone smoking on the other side of the street/car-park/building, would you grab your brolly then?

A brewery wagon driving up the road, would you nip out for a beer?

A drug misuse poster would you nip out for an injection of heroin?

I don't think your argument is very realistic! If you want to stop then it is your responsibility to seek out the support services available to the public and some of them are very free. Would your employer ban food on site and stop people having lunch because you are on a diet?

Patrick Burns you are the voice of reason.

Thank you.

what you have failed to grasp is that the real killers are present with every breath!

The virus, so lets ban ourselves from the office! We are a biohazard that should be contained! Stuff that in your COSHH cupboard!

Threads like these make me smile!

I wonder if those policing the 3 minute rule walk around with a whip to chastise anyone talking?

After all time is money and all that!

Hi Em,

Having a record of something being posted and accepted is a very sure way of ensuring they received important documentation.

I hope it goes well for you and good luck in your venture.

Send your employer a letter recorded delivery explaining all you owed monies and any contract you have with her. If she gives no reply pass the details on to a small claims court and find another venue!

I'm sure if you explain the circumstances to your attendee''s they will move with you to your new venue.

Many years ago Nigel my Karate club used to sell drinks and used to put the money towards various things I.e. trophies at the end of the year at the club awards, outings at summer, etc.

Ossu!

I Believe the parent company is on the register but not for monitoring.

Unfortunately company restructuring seems to supersede reasonable adjustment as you have commented here.

As long as the employer is not found to be discriminating in anyway against the employee then the employee would have to conclude with consultation and the company redundancy proceedings.

This has recently happened in my wife's company after a long fought DDA adjustment (which involved , transport and transport links to and from the place of work after closing satellite buildings) only for the company to restructure again and, it seems the whole process must begin again according to the restructure or I believe redundancy has been offered as an alternative. In this case I wonder how many times a company is legally allowed to 'restructure' whilst putting all staff under extremely stressful conditions with no end in sight.

I have no valid and legal information on this and it remains my personal opinion.

I have checked the register and alas we are not registered which is a legal issue now.

Our systems are accessible by a wide variety of staff for various reasons. Our health and safety manager uses it as his watchful eye for infringements on a daily basis and as previously stated our maintenance use it for 'machine monitoring, but I know that footage from these specific cameras was used in a disciplinary case and illegally it may seem.

I have not seen and don't believe the management are aware of their duties with regards to this and I will certainly be brining the issue to light.

Thanks.

This CCTV thing is a very common problem in today's workplace. In my factory there are numerous cameras for monitoring machines and also for monitoring the general floor area under the guise of security.

I know that there have been several disciplinary proceedings brought against staff ranging from physical attack to smoking (cameras in the car park) at unacceptable times.

There are no warning signs that cameras are operating in the factory, I don't believe there is a policy for these cameras and what will be done with the footage. My question is how do any of us fair if this evidence is used against us? I do not condone anyone one purposefully causing problems within the factory however what authority is governing their use and what is captured. I also know that NO one has signed any release forms.

I know that the maintenance dept. has located cameras for their use only and I am also aware that the footage can be accessed by almost anyone who chooses to as the system is not locked off in anyway and is freely accessible.

It feels very 'covert' in nature!

Hi Emily,

Having worked with many people over many years you begin to rely on gut instinct.

Stuarts original post immediately rung alarm bells and there has been solid advice presented here to aid him in his plight. The problem is that Stuart has maintained his 'godly' persona which has now seen him on the receiving end of some short and brash comments.

Come for help and you will receive but please don't belittle us with foolhardiness.

Hi Michelle,

Yes you do!

Quoted directly from the linked site: -

http://www.direct.gov.uk/en/Employment/HealthAndSafetyAtWork/DG_10026668

Free eye tests

Studies haven't shown a link between VDU use and damage to eyesight, but if you feel that using a VDU screen is making your eyes tired, tell your employer or employee safety representative.

You have the right to a free eyesight test if you use, or are about to use, a VDU a lot during work hours. You can also get more free tests if recommended by your optician.

If you are prescribed glasses to help you work with a VDU, your employer must pay for a basic pair of glasses, provided they are needed especially for your work.

Said pet is probably better behaved and more hygienic than a percentage of the employees!

So Stuart

You remind me of Mr Bumble!

Are suggesting that profit is more important than people? Your business 'type' is irrespective because the health and safety and working laws cover ALL employment.

You have freely accessible resources in the HSE, ACAS and other mentioned bodies in this thread yet you ask us to be mindful of your situation? You are having a laff...............

Where's Jeremy Beadle?

Hi Stuart,

Firstly why are you being so shady unless you have something you know the employee can use to their benefit.

Secondly why inst your company transparent with regard to risk assessments or any other company documents (if they are off limits). May I remind you that these documents are NOT yours and should be openly available for ALL employees to see.

Something is amiss with your post!

The problem faced by both employers and employees at present is that they have a need to keep business going without the worry of unnecessary overpayment and the potential threat to job security.

This is not a good situation for either parties because the employer is pushing the remaining/skeleton workforce to breaking point and the employee is adhering to and accepting this trend to ensure they have a job for tomorrow.

I have heard it more than once from an employer almost begging the employee for extra hours to get important work done but there doesn't seem to be reflective support for the employee who goes above and beyond. It is not like this is a 'temporary measure' as it seems to have evolved this way for many years.

I had an employer who wanted me to work extra hours because the work needed to be covered however I had child care responsibilities and could not work extra in the evening. I was then asked to work weekends (for no extra financial remuneration) to make up this time. I politely told them that I worked at least 5 hrs. above my 40hr week and that was sufficient seeing as I didn't get paid. Lead and balloon spring to mind!

This pressure is a constant dull ache in your psyche, a very dark cloud weighing on your mind, and made me feel very unwell after a prolonged period until I resigned. Health is very important and anything that makes you unwell must be recognised and dealt with preferably with amicable consultation with your employer and with a respectful outcome satisfying all parties concerned.

Yes.

But it would be good practise to explain why even if it is because the post is no longer required.

Have a chance to discuss good and bad points for both of you to learn and send them on their way with a decent reference so they have a chance of working with another employer.

When will a company be telling you what underwear you can wear?

I was asked once why i was not working overtime and i replied that i had other things to do. I was then told that i must do better for the company.

My reply, which really hit home, was if i cut my arm off and the name of the company runs through my core then i will surrender to the company until then i am me and will die me so i choose what i do out of my contracted hours.

If they want in-human robots then invest in in-human robots and stop trying top own people like a farmer owns his cattle.