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Donna Winter
Member - 5 posts
A cleaning specification for a large organisation requires us to apply sodium grit to car parks and walkways / access routes on the clients property. This will be carried out by a cleaning operative by hand.
The question is: can this put us in a position whereby we are being held accountable for a slip, trip or fall due to icy conditions, e.g. where we have not responded in time to grit the surface or an area which has been inadvertently left ungritted.
NOTE: The organisation is investigating the use of a simple machine for this activity and also we supply the grit which they subsequently pay for.
Thankyou
Regards
Harry
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Donna Winter
Member - 5 posts
As is common throughout the commercial cleaning industry we employ those who have limited command of the english language, written or verbal, and in many cases cannot speak or read english at all.The latter were in our case employed under TUPE regulations.
However,we have recently been informed by a client that(not connected with the above TUPE arrangements)the employment of staff carrying out duties on their sites must have a basic understanding of written and verbal english. My view is that this is an essential requirement particularly when considering the health and safety of the individual and others.
Question: Is this legal?
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Donna Winter
Member - 5 posts
Company activities: Commercial cleaning.Our cleaners, required to bagup,office waste and place into bins for disposal On some sites our clients use a Waste Compactor,in which the waste bags are deposited by our cleaners.Recently we were asked to carryout training in its use and to provide risk assessments.
My view, use of the compactor is our clients system of work for the disposal of waste,and that they should have carriedout a risk assessment,and informed us the contractor of the hazards,and trained our staff.
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Donna Winter
Member - 5 posts
At this time of the year with many companies, such as ours, organising the Christmas party I would like a view on the appropriate action to take with regards to employees attending a function where alcohol is available.
Although attendance is entirely voluntary, and held outside of normal business hours, the company still has a duty to protect its employees.
My question is, what is the extent of this duty and what action would you advise?
Regard
Harry
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Donna Winter
Member - 5 posts
On occasion we (cleaning contractor) have been asked to carry out fire marshal duties by the client (ie the occupier).
Facts:
Our cleaning staff carry out cleaning duties 5 days per week starting at various times throughout the day eg 5:00am to 8:00pm, in shifts.
All cleaning staff are required to sign in and out each day,
My view:
Contractors can be considered as "invited guests", therefore should not be asked, or expected, to take on the responsibilities of fire marshall.
Please advise
Harry Vankempen
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