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Alison Phillips
Member - 6 posts
In carrying our a Risk Assessment it was found that opened drink containers (cups of tea/coffee/soft drinks/water) were drank at the workstation posing a risk of spillage, and possible damage to equipment or even worse case scenario - fire or electrocution.
Not wanting to intrude/impede on the welfare of employee's - need for hydration, etc...How should this be tackled?
I have considered bottled drinks that can be secured when not being used. Perhaps the flask like cups with lids for hot drinks?...
Any suggestions would be greatly recieved and appreciated.
Many Thanks
Alison
Rate this!
Alison Phillips
Member - 6 posts
In carrying our a Risk Assessment it was found that opened drink containers (cups of tea/coffee/soft drinks/water) were drank at the workstation posing a risk of spillage, and possible damage to equipment or even worse case scenario - fire or electrocution.
Not wanting to intrude/impede on the welfare of employee's - need for hydration, etc...How should this be tackled?
I have considered bottled drinks that can be secured when not being used. Perhaps the flask like cups with lids for hot drinks?...
Any suggestions would be greatly recieved and appreciated.
Many Thanks
Alison
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Alison Phillips
Member - 6 posts
Thanks Ted...I have been waiting for a response to my questions from HSE info line (still no response as at 3rd March), but you were by far quicker!! - I will make sure I let people know about this site!
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Alison Phillips
Member - 6 posts
If an employee has an unreportable (RIDDOR) accident, without injury whilst carrying out official business but out of the premises, (e.g. in a multi-storey car park) should this be recorded in the employers accident book?
Many thanks for your help
Alison
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Alison Phillips
Member - 6 posts
An employee of 3 months, with no written contract, but set shifts (by custom and practice) of 4 evenings and two day shifts per week(but not hours) was told not to attend work with 3 hours notice. Is this acceptable? I have employed another chef who needed training - this is why the other employee's hours were cut that week.
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Alison Phillips
Member - 6 posts
An employee of 3 months, with no written contract of employment who has worked set shifts (but not hours) of 4 evenings and two day shifts per week was told with 3 hours notice not to come to work as a new chef had started and needed to be trained. The employee is claiming breach of contract on implied conditions, is this right?
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