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Posted By Stuie
In respect to first aid provision at one of our sites (7 employees, retail site with warehouse, FLT, chemicals -sold not used, etc) I cannot get a willing volunteer to cover first aid provision (full first aid - preferred option - or appointed person). I have tried the line of benefit to employee, personal development, use at home etc etc. still no joy.
My question is where does this leave me in relation to the first aid Reg's? Do I need to document that I cannot get willing support as some sort of a defence; or do I 'force' the issue and nominate someone to do the training and thus comply with the legislation. I am of the view that someone forced may be of little real use in an emergency.
Any advice would be appreciated, thanks in anticipation.
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Posted By Brian Hagyard
Stuie
The regulations do not call for volunteers they call for employers to make adequate arrangements. If you cannot get volunteers have you looked at what incentives you are offering these people?
If it becomes impossible to get volunteers to fulfil these roles you can make them part of a persons duties at work, just like any other task but if you do you will have to be very careful about unfair dismissal claims, and from a H&S point of view making sure you have picked someone who is not only trained but up to the task - you would not want a first aider who fainted at the sight of blood - get some good HR advice.
Its a very difficult situation to be in but not being able to find someone is not an excuse for none compliance.
Good Luck
Brian
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Posted By holmezy
Stuie,
If all attempts fail to convince folks, with or without incentives, then ask them "if someone had an accident, would it be reasonable to expect someone to call for an ambulance". Hopefully the answer would be yes.
The very minimum expected of an appointed person is that they call for an ambulance or assistance. Surely, having agreed that its reasonable, then a few of them would be willing to be the one to make the call?
No training necesary, other than basic use of phone.
Holmezy
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Posted By Jean
Hi Stuie
Its not just one first aider, you probably need more, cover for holidays, sickness etc.If you have first aiders already from another site, how about inviting one of them to talk to the team. You can put it into someone's job description, BIG MISTAKE. Do you have anyone interested in health and safety? Union reps, they might be able to encourage the training.
Good luck
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Posted By Ste McKenzie
Stuie,
In my work place when the first aider is not on site there is an appointed person with access to a phone to call for help if needed. There is also a method statement with info such as: nearest hospital, appointed persons tel number etc etc.
Bearing in mind though, this is only when the risk is minimal, if i have lots of people on site the first aider will need to be here or if there is a high risk job happening. This seems to be a sufficient method in covering the time that a first aid trained person is away.
I hope I'm right in thinking this, can any one confirm?????
ste
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Posted By kanta
What about your H & S Rep?.The first year I volunteered as H & S Rep,I was automatically sent on a First Aid Course.Glad I did.I saved a life the first morning after qualifying.
Alternatively,it falls to Senior management.
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Posted By Tabs
Stuie,
You can also look to add it to the skill set for the next few new hires. It will help you sort the CV's quicker if all new positions are required to have first aid certification, or an agreement to train for such.
Over time you can use this method to employ a first aider on all shifts, all locations - and you get a measure of the persons you are employing (I like first aid volunteers, they tend to be practical people).
At the very worse (last option) offer to share costs with another employer in the immediate area and make provision to use their first aider - will need insurer's approval.
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