Rank: Guest 
|
Posted By Monica Barnett
Q - where an organisation has many business units that operate 'independtly' but still come under the overall control of the parent company.. Should there be one overall H&S Policy Statement? or should there be many statements which are signed by the most senior person in that business unit? Or should there be one statement with spin offs?
The above stems from a reluctance within an organisation to sign the policy statement - the phrase that keeps popping up is 'not my responsibility'!!!
|
|
|
|
|
|
Rank: Guest
|
Posted By Gaz C
Our organisation has a similar structure and manages this by ensuring that the seperate areas put together a "statement of arrangements" to specify how it will impliment the group policy.
seems to work quiet well.
cheers
Gary
|
|
|
|
|
|
Rank: Guest
|
Posted By Jonathan Breeze
My gut feeling is that you should have the one statement signed by the Big Cheese which says exactly what H/O expects of the branch managers as far as their H&S responsibilities are concerned.
This will hopefully assist the branch managers in seeing they DO have responsibilities for H&S.
They have a responsibility to manage effectively in compliance with all legislative requirements. H&S is not seperate in this respect.
However, this will also need to be done in line with major retraining to address the cultural issue you seem to have identified.
Good luck!
|
|
|
|
|
|
Rank: Guest
|
Posted By Frank Hallett
Hi Monica
What Jonathon says is best advice.
Frank Hallett
|
|
|
|
|
|
Rank: Guest
|
Posted By Steven John Nelson
I agree with Frank et al. I work in local government, and we have found it useful to have an organisation-wide policy statement & organisaion section, AND supplementary general H&S policies for each business unit (eg schools, catering Dept.) which bring the general duties of different tiers within the organisation into local context.
Ultimately of course, the employer is the only one required to have a written policy containing statement, organisation section & arrangements, and that will be whoevers name is on the salary cheques each month. Good luck.
|
|
|
|
|
|
Rank: Guest
|
Posted By Adrian Clifton
Monica
One Company one policy. Nuff said
Adrian
|
|
|
|
|
|
Rank: Guest
|
Posted By steven bentham
Monica
There is no legal reason to sign and as such it will make no difference when a regulator asks for it. It will also make no difference if those who refuse to sign have hidden away the regulator will soon find them out.
If no one will implement without a signature of the big boss then it needs to be signed.
I always think it lacks effort if those in charge can't be arsed to sign a basic policy. I always try look for how it has been put to use, monitored and audited to improve safety rather than the importance of the signature on it.
If the big boss has signed it but you are still unsafe then what has been the point of the policy?
|
|
|
|
|
|
Rank: Guest
|
Posted By Frank Hallett
Back again!
Monica; the real underlying issue could well stem from a range of things - but you identify the classic identifier of an organisation that is in real need of a serious and urgent culture change.
Don't fight the small battles and lose the big one! Perhaps a rather more subtle approach that includes some education [but only so that it improves turnover/profit margins/control of suppliers/ you name it but NOT for H&S sake etc] about basic H&S responsibilities could be a way forward.
Do you have any support at critical levels of the organisation that will be the equivalent of the bailiff for you? If not, perhaps you should start there.
Looks like a job for life - enjoy.
Frank Hallett
|
|
|
|
|
|
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.