Welcome Guest! The IOSH forums are a free resource to both members and non-members. Login or register to use them

Postings made by forum users are personal opinions. IOSH is not responsible for the content or accuracy of any of the information contained in forum postings. Please carefully consider any advice you receive.

Notification

Icon
Error

Options
Go to last post Go to first unread
Admin  
#1 Posted : 29 March 2005 14:38:00(UTC)
Rank: Guest
Admin

Posted By Fraser Dalziel In preparation for the new Working Time Directive for Drivers, I issued a letter to our three drivers: "You will no doubt have heard that the above directive is being put into effect in March 2005. Since you may have heard conflicting views of the directive and its effects on your working, I outline the main changes below. Your weekly working time is limited to an average of 48 hours over a 17 week period. Up to 60 hours work can be performed in a single week, as long as the average 48 hour limit is maintained. Please note that as a result of the changes, any work done outside your main employment must be taken into account in the above calculation." I then asked them to sign an agreement stating that they would advise us if they did any work outwith the company which took them above this limit. All drivers have refused to sign this. Does anyone have any knowledge of the implementation of this new law? I have heard a few stories about most commercial drivers viewing it as unworkable. We can certainly limit our own working hours but I don't see how we can force drivers to disclose any work done outside.
Admin  
#2 Posted : 29 March 2005 14:54:00(UTC)
Rank: Guest
Admin

Posted By J Knight Hi Fraser, Well, this is only transferring already existing obligations on employers to the road transport industry. I work in a sector where low pay and its supplementing by excessive hours and agency work is endemic. We also cannot compel our workers to stick within the working time limits if they are working for agencies or other employers. However, we do have to tell them that they have to tell us, and we do get them to sign to acknowledge that we informed them of this requirement. If they then choose to lie there is little we can do about it. Your problem is that the duty to enforce the WTR is on the employers, and not on the affected workers, so maybe you should push this to the wire and make the declaration a condition of employement with you, if your senior managers will support you, John
Users browsing this topic
Guest
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.