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Posted By Vincent Hearn
General advice requested. On starting a new appointment, how long would you wait to effect any changes to the organisation's procedures? Secondly, what are the requirements for consultation with employees in an organisation that recognises Trade Unions (I understand that employers may speak to elected reps on safety issues etc. Is this directly or via safety committee?)
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Posted By J Knight
Hi Vincent,
I'd want to carry out an audit first, as I think you need some sort of systematic view of where the procedures do or don't match requirements. As a slight proviso obvious gaping holes (such as for example no DSE guidance in a call centre or no edge protection in a scaffolder's) should be gone for straight away,
John
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Posted By Mark Talbot
I agree, an audit against legal requirements, guidance, and then best practice within those, will give you an idea of what's missing [a gap analysis].
Then set priority based on risk levels [business risk and life risk]. Tackle the highest risks first.
If there is something that presents an iminent danger, you should not wait at all before changing things.
If you want to change something because you see a better way of doing it, then it comes to resource management. They have employed you to do a job - don't wait for an invitation, take the initiative.
Regards, Mark
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Posted By J Knight
Oh, and the bit about consultation. If you have a TU agreement you are obliged to consult your employee's TU reps. If two or more of them (be flexible about this though if you have a very small workplace and only a handful of employees) request a H&S commitee than you must establish one. I reckon H&S cttees are a good idea anyway, and they can certainly be convened at the initiative of the employees. The relevant bit of law is the H&S Reps and Safety Cttees Regs 1977, and there is guidance available, along with the full text of the regs, from HSE Books, the title is simply Safety Representatives & Safety Committees (L87) and it costs a handful of pounds
John
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Posted By Mark Talbot
On the second point, you should look at the Employee Consultation Regs. See www.hse,gov.uk for details
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Posted By J Knight
The consultation regs that Mark refers to would apply in workplaces with no TU agreement,
John
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Posted By Mark Talbot
Quite right, sorry - too many years in the Corprate environment where unions are like chickens teeth. Oops. Thanks John.
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Posted By J Knight
Yeah, I've just shifted from a TU-phobic employer to one with a recognition agreement, and the agreement seems to work in everybody's interests if you ask me,
John
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Posted By Peter Lee
Its a lot better (and safer) to work with the Trade Unions. Have a meeting with them and if theres no Safety Committee suggest one.
Regards
PL (former Health and Safety Representative)
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