Rank: Forum user 
|
We have an agency worker induction process for staff working in our warehouse which includes general safety issues in the working environment and a compressed version of the manual handling training we give to our permanent full time staff.
If we have "long term" agency workers e.g. working for over 12 weeks and therefore entitled to assume the same terms and conditions of employment as other permanent staff e.g. right to take leave etc. should we also be looking at giving these workers the same health and safety training that we give to all staff? I guess what I'm asking is when is an agency worker an agency worker? If someone's worked in the same role for 6 months, 12 months .... should the same rules apply?
I would be very interested in how other companies approach this dilema - all comments gratefully received.
|
|
|
|
|
|
Rank: Super forum user
|
About 10% of our headcount are agency workers, specialists in various fields etc.
Our training procedure states that if they are with us for more then 4 weeks then they get the same training as everyone else. They are mainly office based so said training is around DSE / ergonomics, emergency procedures, etc.
It works well and we believe it a reasonable investment of resources, even if we know they might leave after 6 months, we keep them safe while they are with us.
|
|
|
|
|
|
Rank: Super forum user 
|
We treat agency staff just the same as our own from day one.
I realise this might not work everywhere
|
|
|
|
|
|
Rank: Forum user
|
In our organisation the training should apply equally but in some cases we manage to get the agency to put their hand in their pockets for the fees.
|
|
|
|
|
|
Rank: Super forum user 
|
At the moment (at least) I suggest that the AWR and the 12 week period have no bearing on the health and safety aspects of 'employing'/using agency workers. It would be 'nice' to see AWR evolve into something that might give some clarification to some of the other issues pertinent to the 'employment' of agency workers, but currently I don't think they have any relevance. In saying that there is plenty of information and guidance out there that deals with the health and safety of agency workers.
I have had a recent intervention, prior to FFI, and the HSE in respect of our particular circumstances require the same training for agency as they would a directly employed worker. There may well be circumsatnces where this might not be necessary, driven, inevitably by the risk. This in itself can present difficulties for employers especially where agency workers are required at short notice to fill in for unexpected absences such as sickness. The 'solution' suggested by the HSE and used by others in the same 'sector' as us, is to train a number of workers registered with a particular agency prior to them being employed and then when needed provide a further and shorter refresher at the time of being used for the first time.
|
|
|
|
|
|
Rank: Forum user
|
Reed, suggest you refer to the Management regs, reg 15 (2) and (3) on this matter.
|
|
|
|
|
|
Rank: Forum user
|
why would agency workers be treated differently?
|
|
|
|
|
|
Rank: Super forum user 
|
All staff (temporary, agency, contract or permanent) get the same 'day one' induction.
Our induction process is that a new start then gets a checklist and a mentor/buddy and between them they need to ensure everything on the checklist has been covered by the time the new start has been here a month. So in practice, if they know they are only going to be here a week, they probably just ignore the checklist. I must admit, however, I've never investigated to see if they do.
|
|
|
|
|
|
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.