Posted By Kieran J Duignan Lyndon There appears to be a syntax error in your first question which makes it difficult or impossible to understand Regarding the second one, you face a trade-off between cultural issues about the 'climate' you want to maintain and 'governance' responsibilities towards the various stakeholders. In other words, you may not want to appear heavy-handed (a cultural issue), yet you need to safeguard the employer against legal action against them, based on abuse of trust. H R face such dilemmas in most organsiations most days. I suggest a three-step approach 1. make a general written annouccment in diplomatic language through whatever medium seems fitting, to underline the employee's responsibility to use the protection provided 2. manager should make the point genearlly at a staff meeting within a week of or at the same time as 1 3. send a written notice to non-compliant individuals within 10 days, advising them formally that they are in breach of the DSE Regs 2002 and that this is being recorded on their Personnel file and the employer has fulfilled its statutory responsibility and they are legally obliged to do likewise. 4. raise the issue as part of the annual appraisal of any non-compliant individual. To take it further may not be commercially or 'reasonably' practicable - and you have a written record to respond to any claim for personal injury damaages.

Posted By Ken Dickson Also… This should be kept in perspective. This is not so much a safety issue, this is re-establishing control of something that has gone a bit out-of-tilt. Your response should be proportionate.