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Posted By Ken John
Hi All
I was wondering if anyone out there had a good system for reprimanding employees when they do not practice health and safety.
I am sure I am not the only one who suggests that every poor practice should not result in disciplinary action. I am a true believer of changing attitudes and if I disciplined everyone for just forgetting to put their light eye protection on for example then in five swoops they would be out of the door.
Obviously very serious breaches of health and safety practices will require a more strict approach and will no doubt result in some form of disciplinary, particularly if there is a blatant disregard for it.
But I was wondering about a system that may record that I have spoken to someone about their working practices and a collection of these records will then result in seeing the Human Resources Manager.
I suppose its a warning system before full disciplinary, and I have heard of yellow and red cards systems. I am not sure what this is of if it works but your input would be great.
Sorry for my rambling.
Ken
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Posted By FJ
I designed a system where you could issue an official looking internal "improvement" notice- primarily to a Contractor failing to meet agreed standards but also useable for my own staff.
This was graded from "do it this way in future" to "stop it immediately".
Whilst its been tweaked since starting it may give you an idea- people do often respond better if they get something in writing- it impresses on them that its serious and you've taken the time/effort to write it- so long as its not the whole time...
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Posted By garyh
In my experience and, expressing my personal opinion, I think that H&S should have nothing to do with setting up disciplinary systems etc. Plug into the existing disciplinary procedure for H&S breaches.
Bottom line is, though, the real issue is safety leadership and culture. This is the hardest nut to crack.
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Posted By Ken John
Sounds good.
Any chance you could email it to me or is that too cheeky?
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Posted By Ken John
garyh
I fully agree with the non-disciplinary route and as I said I would much rather change the culture, attitudes and behaviour of the employees rather than keep given them written warnings.
My employers wishes to have something recorded so we can show that we take breaches seriously and have scope for continual improvement.
As I said obvious, blatant breaches which caused significant injury, loss, damage etc the current disciplinary procedure is enough.
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Posted By FJ
Sorry as it was produced for work it is legally owned by me employers and so its "copyrighted" however it's easy to draw up- name, location, date,"offence", why wrong, how to correct, seriousness, time scale to correct, your name, who copied to etc
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Posted By Steve Sanders
Ken
Who are you proposing to discipline/warn?
The person doing something wrong, or his/her supervisor for not correcting the action, or his/her manager for failing to provide the necessary training???
Steve
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Posted By FJ
...that's why you must take care on who you copy it to- often its the manager of the direct superviser who gets most perturbed!
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Posted By Ken John
Steve
It will be for everyone. You are quite right when you say employee, supervisor, manager; it has to work upwards.
For example a one off for an employee could be marked down and a discussion held with the supervisor afterwards (he may have not actually been at the scene)
If there is repeat offences of the same then a mark for the supervisor to encourage him to look after his when and actually "supervise".
No change and more repeat offences then one to the manager and so on.
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Posted By FJ
Its also good as it enables you to produce, and use, NUMBERS- useful in a behavioural safety system if you go down that route or to just tighten standards
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Posted By Ken John
Thanks for the input FJ I will try and tackle the reporting system.
Thanks Again
Ken
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