Rank: Guest 
|
Posted By Paul Birney
I am looking for some help and guidance on the appointment of fire marshalls and fire wardens.
I have been told, that an employer has the right to nominate employees into these positions and that employee must undertake these roles.
I think this view comes from a misinterpretation of Reg4(2)(b) of the Fire Precautions Regs.
Surely, if someone does not wish to be a fire marshall/warden then they cannot be "forced" to be one. This then raises the issue of how do you get volunteers from a generally apathetic group of employees.
Would be grateful for any advice and experiences from other members
Paul
|
|
|
|
|
|
Rank: Guest
|
Posted By Jonathan Breeze
It's a problem we had recently Paul.
Now matter how I sold it, staff just didn't want to take the role of fire warden as they saw it as extra work and added responsibility.
All we were asking them to do was check that everyone was evacuated from the area they worked in the event of an alarm going off. They were not expected to tackle fires, though extinguisher training was provided.
In the end we had 2/3 volunteers and the rest were nominated by management.
However we are now out the other side and all those who attended the fire warden course are glad they did so and many have also contacted the local fire brigade asking for free advice on fire safety at home.
I offer no thoughts on legal interpretation of the regs. although I suggest that you might want to explain the concept of vicarious liability in order to reassure your staff.
|
|
|
|
|
|
Rank: Guest
|
Posted By fats van den raad
Paul
This is a tricky problem and relies on trickery to manage. You are right by saying that nobody can be forced to do this job. In any case, what use would a fire warden be that was forced into it and therefore resents it?
No what I did was "bending" the law ever so slightly and and made use of the levers I've got.
First of all, bat responsibility for getting volunteers off to the department supervisors. If they cannot come up with a volunteer, tell them that if no volunteer can be found, they will have to carry out the task themselves. This motivates them no end. The "law bending" bit comes in when I remind them (and show them)the employee's responsibility to co-operate with the employer insofar as H&S systems etc are concerned. It does tend to work and get results.
Good Luck
|
|
|
|
|
|
Rank: Guest
|
Posted By neil poyznts-powell
In previous employment we did same as Fats.
Whereby we advised supervisors that they were responsible for the staff in their department and to assist them in carrying out their duties, we would pay for additional Fire Warden/Awareness training.
Did the trick and the supervisors also learned how to prevent and extinguish fires at home.
Regards,
Neil
|
|
|
|
|
|
Rank: Guest
|
Posted By David Webster
I understand the problems you can get recruiting fire wardens, but the way i recruited them, was to simply hold fire awareness briefings, exlpaining the risks of fire at work and especially back in the home.
I then offered new recruits to free fire training from fire experts and told them a brief outline of what they could learn and once again how it could possibly save lives back in the home - go for the private touch!
What really sold it was, that an annual payment of one hundred and fifty pounds given by the company to each trained fire warden.(Same sort of gratuity payment as the first aiders get)
I have had no problems recruiting fire wardens, if anything volunteers are approaching all the time asking for any vacancies.
Hope this helps you.
|
|
|
|
|
|
You cannot post new topics in this forum.
You cannot reply to topics in this forum.
You cannot delete your posts in this forum.
You cannot edit your posts in this forum.
You cannot create polls in this forum.
You cannot vote in polls in this forum.