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JohnMurray wrote:bob youel wrote:this requires a completely different mind set especially from management e.g. what happens
if the house is full of unattended children, special needs people, baby doll nighty wearing house wives, dogs and their mess - all things not found on average CDM jobs - your staff and management both [both] need to be able to manage such areas not just the day to day staff NB: the examples given are real examples not just out of the air
Well, if the operative has unsupervised access to children and/or vulnerable adults, then that same operative has to have been checked to enhanced crb.
Nobody in their right mind should be alone with a "baby-doll-nighty-wearer" in this day and age, unless you are a housing association special needs assessor with an eye to a good time.
Workers/contractors dismissed locally:
Smoking in clients house (warned, and warned)
Found rummaging in clothes storage (looking for pipes) (!)
Client came home after early from shopping and discovered operative having a shower.
Heating firm developed a habit of using a local cafe from 0800 to 1000, every weekday, and booked the time down to the client (and also skimped on gas safety checks).
Lone Male Worker, a loser every time.
John
Our experience is anything but that you have stated. The company I work for has bee undertaking mantenance in social housing for 30 years. With numerous installation teams it is not possible to supervise all, all of the time; but good management is essesntial. In my time there have been very few incidents (fingers on one hand in 20 years sort of thing). But, I admit one does not have to be complacent. One point to remember is that most of the operatives who work in other peoples houses have mortgages and the like and it is not worth losing their job.
blackhuts original post:
It would be a good idea to obtain codes of conduct from your likely clients, they're more or less the same but you'll get the picture.
Risk assess - significant hazards, most highlighted by John, under-age, vulnerable people, diasbled people, lone working, access to sites e,g warden controlled schemes, dirty proerties, parking etc, scaffolding, maintaining access routes for visually impaired, security, and so on
Look at your existing contracts of employment, lots of the items will already be contained within a contract of employment (conduct etc)
Make sure you obtain from the client any 'red-list' or 'no lone visits' they should keep a register of properties where the resident make be aggressive, vulnerable, make spurious claims for example. and access to these properties may not be possible without a representitive of the landlord.
If your workforce are new to working in occupied premises then some additional training may be required.
Respect other peoples property/homes however they choose to live - it may belong to the landlord but it is still their home.
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