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David Trigger
Member - 6 posts
Just more sympathy from me too. (Not that it will help much).
What a pity that the attitute that "Information is power and therefore to be guarded" seems so often to thrive in large organisations? Perhaps it's just another manifestation of trying to protect one's job!
Good luck and stick to your professional stance.
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David Trigger
Member - 6 posts
There should have been an operational hand-over when all plant etc should have been explained, ideally to at least two persons responsible for the day to day operation of the building/installation. The O+M manuals are not a substitute for this.
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David Trigger
Member - 6 posts
Yes I know.... and I never undertake the dual role of architect and CDM Co-ordinator for the reasons you give
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David Trigger
Member - 6 posts
The architect is normally the co--ordinator of the project and as such the central point from which to obtain the data. The Planning Co-ordinator ("Planning Supervisor" under the previous version of CDM) should ensure the production of an adequate H +S File - usually the contract will require this to be done by the "Principal Contractor".
David Trigger (Chartered Architect)
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David Trigger
Member - 6 posts
Apart from the extreme, somewhat alarmist view here I'm left wondering how this might possibly impact on what is often the greatest injustice on gender - child custody on separation of parents.
(Thankfully) I am not personally affected by the issue but can think of no worse a dilemma. Sadly though, I know of more than one very devoted, "model" father who has suffered from the combined effects (in their cases)of unscrupulous mothers and gender bias.
I want no favours from life - just a level playing field!
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David Trigger
Member - 6 posts
Would an employer have any right to impose their disciplinary procedure following "inappropriate conduct" at a Christmas party.
Scenario: Evening (out of of hours) function sponsored by employer. Employee(s) under the influence of alcohol become a nuisance to others and use offensive languange to Employer.
Is this merely a social occasion with associated risks or could the Employer issue a written warning?
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