Rank: Forum user
|
I have just returned from my holidays, and had this issue appear on my desk. Someone in HR had a request from a temp that her back was uncomfortable whilst at work, she has a history of back problems (which was not disclosed at recruitment process).
HR took it upon themselves to get a well known supplier of ergonomic equipment to carry out a assessment on this individual and guess what ...have produced a report recommending £1300 worth of their equipment for this individual!!!
She will be only with us for another 2 months and I am now being asked on my view on what to do?
Firstly I will recommend not to use their services again , we have a adequate on line assessment for our staff,we can advise individual on workload etc and are offices & workstations are all in a very modern building etc....with very few issues raised by our staff on this type of environment etc
Any advise or comments welcome...Cheers
|
|
|
|
Rank: Super forum user
|
We have alot of temp staff at the minute due to going through a business merger. we rent ergonomic chairs- that might be something to consider?
It might also be worth going and looking at the workstation and seeing how they work there, check to make sure the chair is appropriate etc, ask them what they used to do at their previous employment.
|
|
|
|
Rank: Super forum user
|
I'm pretty convinced HR staff are recruited from planet Airhead. We are a large company and are infested with seemingly hundreds of them. There is only one chap among the lot of them who has a brain.
Confined, Ignore what has happened in your absence, implement your own assessment and arrive at conclusions from that.
|
|
|
|
Rank: Forum user
|
The majority of us humans have a back problem at some time in our lives.
Get the temp to bring a report from her medical people advising what part of the body needs additional support and exactly what sort of "ergonomic" chair is required. Getting the wrong chair can have a worsening effect.
I would watch the temp working for a while and, if required, make suggestions on how to improve posture. It may be that the chair you already supply is doing its job and the temp is not using it to support themselves properly.
Graham
|
|
|
|
Rank: Super forum user
|
confined wrote:I have just returned from my holidays, and had this issue appear on my desk. Someone in HR had a request from a temp that her back was uncomfortable whilst at work, she has a history of back problems (which was not disclosed at recruitment process).
HR took it upon themselves to get a well known supplier of ergonomic equipment to carry out a assessment on this individual and guess what ...have produced a report recommending £1300 worth of their equipment for this individual!!!
She will be only with us for another 2 months and I am now being asked on my view on what to do?
Firstly I will recommend not to use their services again , we have a adequate on line assessment for our staff,we can advise individual on workload etc and are offices & workstations are all in a very modern building etc....with very few issues raised by our staff on this type of environment etc
Any advise or comments welcome...Cheers Inform said temp that HR didn't use the normal procedure in your absence, and that the amount of money cannot be justified with only 2m left with yourselves, but that you shall follow normal procedures and go from there.
|
|
|
|
Rank: Super forum user
|
In our organisation, it is only after a DSE Review with a competent DSE Assessor that chairs other than standard supply can be procured, irrespective whether for employees or agency personnel. What is your process?
I doubt you can legally diiscriminate agaist someone who has a history of back pain as pre-emploment questionnaires etc are now not legal except for safety critical roles.
|
|
|
|
Rank: Super forum user
|
Jay is spot on as usual.
With hindsight, you might agree she should have been DSE assessed not long after arriving (not when she complains). At that point you can ask about pre- existing conditions so you can make allowances for them.
|
|
|
|
Rank: Forum user
|
Sorry, but it's Friday and I'm in one of those moods. Order a chair with a 3 month lead-in, then cancel the order.
|
|
|
|
Rank: Forum user
|
Thanks everyone for your comments and information. Still on this topic does anyone know of any independent qualified DSE assessor in the south east , who we could call upon for any future issues around this topic....Thanks in advance
|
|
|
|
Rank: Super forum user
|
What constitutes a 'qualified DSE assessor'?
There is no chair in the world which will 'fix' backache, and if such a chair IS found to help, then probably the original one would have - if it had been properly adjusted, assuming it was in reasonable condition; to be fair there are old, decrepit chairs about, and the temps usually get the worst. But any chair sales person worth their salt will convince the 'unaware believer' otherwise, and only the all singing version will do.
You do not have to accept the (effectively) sales recommendation in any case, and leaving aside the specifics of this case, in terms of agency / temp work, you are now asking about future issues.
The DSE regs / guidance and workstation analysis process is straightforward, the task of assessment takes little time, and the activity itself is low risk let's be honest.
However, where there is a particular difficulty - a 'bad back', significant health symptoms, special needs - the above will not work anyway! You need more than 'assessment', which tells you there is a problem, you then need a fixer. Only someone with additional skills beyond going through a DSE checklist can help.
Why not look at upskilling yourself so that you can quickly and easily deal with the few situations where discomfort or special adaptions may be needed? Well within a HEALTH & safety practitioner remit. Good CPD. Try EnricoSmog?
Or look for an ergonomist if you are worried about competence and still want to outsource. Just to make clear - not for all your DSE-ers, just the tricky ones.
|
|
|
|
Rank: Super forum user
|
aud wrote:What constitutes a 'qualified DSE assessor'?
There is no chair in the world which will 'fix' backache, and if such a chair IS found to help, then probably the original one would have - if it had been properly adjusted, assuming it was in reasonable condition; to be fair there are old, decrepit chairs about, and the temps usually get the worst. But any chair sales person worth their salt will convince the 'unaware believer' otherwise, and only the all singing version will do.
Disagree, I have been invloved in this sort of thing many times and have seen qualified Occupational health theripists reccomend the use of specific chairs to suit an indivuals specific issues. I beleive the right chair for the right person can make a world of difference.
|
|
|
|
Rank: Forum user
|
Sorry if I was not clear. I am looking for someone who can carry DSE assessments if the issues cannot be resolved by managers or myself....so we are looking at very few cases..Hopefully?
|
|
|
|
Rank: Forum user
|
stonecold wrote:aud wrote:What constitutes a 'qualified DSE assessor'?
There is no chair in the world which will 'fix' backache, and if such a chair IS found to help, then probably the original one would have - if it had been properly adjusted, assuming it was in reasonable condition; to be fair there are old, decrepit chairs about, and the temps usually get the worst. But any chair sales person worth their salt will convince the 'unaware believer' otherwise, and only the all singing version will do.
Disagree, I have been invloved in this sort of thing many times and have seen qualified Occupational health theripists reccomend the use of specific chairs to suit an indivuals specific issues. I beleive the right chair for the right person can make a world of difference. We often get a recommendation from our Occ health that a person requires and 'ergonomic' chair. all of our chairs are ergonomic eg they are fully adjustable and meet DSE requirements. This usully results in the person demending a £700 chair because occ health said I need a ergonomic chair!
|
|
|
|
Rank: Forum user
|
I agree with comments regarding that the person should have had an assessment on starting the job and when that highlights back problems it should be referred to occupational health. As a DSE assessor is only their to 'assess'.
Why do people think that it is wrong for a temporary worker to have the right equipment, does it mean that if you have back problems you have to stay at home. This person obviously wants to work and I'm sure with occupational health advice a chair can be found to suit this person.
I'm quite surprised at some of the comments on a health and safety site
|
|
|
|
Rank: Forum user
|
Hi All Still on this topic: What do you do regarding eyesight tests for agency staff/contractors ? Do you do the same for your contractors as your staff or do you have contracts which state that the agency who supplied them carry this out? cheers
|
|
|
|
Rank: Super forum user
|
contractors are offered eye tests with us
|
|
|
|
Rank: Forum user
|
We treat our agency/temp staff the same as our own, so offer eye testing & corrective appliances as necessary.
|
|
|
|
Rank: Forum user
|
Ayup
Definatley go down the OCC Health route
DSE Assessments are not exactly a dark art? One thing that might be worth bearing in mind that we shouldn't be tied to our desks/computer 8 hours a day . . .just saying
L
|
|
|
|
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.