Rank: Forum user
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Situation - standard PPE issue at our workplace includes steeltoe capped boots boots issued on induction and instructions thereafter on when to wear, ordering replacements etc. In our workplace as soon as person starts work they are worn due to nature of our work. Worker retains this PPE, signs for it aind instructed to return it should he leave our employment. Several months later noticed that he is wearing his own boots (walking, non-steel!) investigated and only apparent reason that they were more comfortable. On this occasion manager and H and S went down the "educating" route, explained requirement etc etc and left him in no doubt as to consequences of a reoccurrence. Sure enough couple of weeks later back working in same pair. Staff handbook/disciplinary policy states failure to comply with company H and S procedures, endangering himself or others through unsafe acts is gross misconduct and can lead to dismissal.
This scenario was played out at recent training session for potential managers - intro to management course - and it was interesting and surprising to guage actions - most suggested a verbal warning but thought that might be too harsh, some had the attitude bit over the top gross misconduct just for wearing the wrong sort of boots. I tried to get them to think "outside the box", culture, attitudes, human error and behaviour etc and wider implications. Just got me thinking a bit and best way of getting message across to our possible managers of the future.
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Rank: Forum user
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Dave
I think you are more than spot-on in enforcing this. Recent case of PPE not being worn prosecution when employer did not do enough to enforce own rulings not withstanding.
I was with a client the other day and this exact same thing arose during my visit. The employee has been suspended and instructed he MUST wear the PPE (Boots as it happens spookily), or have his employment terminated. No ifs, no buts, it is that simple. I have no objection if an employee wishes to put additional funds in to get a more expensive pair...so long as they are approved by my client, I have no objection.
You are (IMPO) absolutely right to enforce this. Seems you also may need to spend some time training your Managers further on the benefits of.
All the best
CFT
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Rank: Forum user
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CFT wrote:Dave
I think you are more than spot-on in enforcing this. Recent case of PPE not being worn prosecution when employer did not do enough to enforce own rulings not withstanding.
I was with a client the other day and this exact same thing arose during my visit. The employee has been suspended and instructed he MUST wear the PPE (Boots as it happens spookily), or have his employment terminated. No ifs, no buts, it is that simple. I have no objection if an employee wishes to put additional funds in to get a more expensive pair...so long as they are approved by my client, I have no objection.
You are (IMPO) absolutely right to enforce this. Seems you also may need to spend some time training your Managers further on the benefits of.
All the best
CFT
Charlie,
The only point I would like to add, is that there must be an investigation to determine the facts. Otherwise there is a prima fascia case of unlawful dismissal; It could be that the PPE does not properly fit, is uncomfortable or is unsuitable.
Regards Adrian
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Rank: Guest
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Why not try graphics and piccies of what can happen to ones feet in a workplace accident if they are not wearing protective footwear. I know someone that lost a toe - I hasten to say he wears them religeously now. Sometimes it takes shock tactics to get the message accross - Harness 's not worn tight are another one - pictures are quite gruesome - shorts while pouring concrete is another. They might be drastic - but it gets the message accross. However, they still come out with 'That wont happen to me'
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Rank: Forum user
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That's why I find this forum is so useful. Considered replies and advice which often confirms to me that colleagues would take a similar approach to myself which also provides me with reassurance (and don't we need that sometimes?!) Onwards with training and getting the message across! Thanks everyone.
Dave C.
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Rank: Forum user
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akwatson wrote:CFT wrote:Dave
I think you are more than spot-on in enforcing this. Recent case of PPE not being worn prosecution when employer did not do enough to enforce own rulings not withstanding.
I was with a client the other day and this exact same thing arose during my visit. The employee has been suspended and instructed he MUST wear the PPE (Boots as it happens spookily), or have his employment terminated. No ifs, no buts, it is that simple. I have no objection if an employee wishes to put additional funds in to get a more expensive pair...so long as they are approved by my client, I have no objection.
You are (IMPO) absolutely right to enforce this. Seems you also may need to spend some time training your Managers further on the benefits of.
All the best
CFT
Charlie,
The only point I would like to add, is that there must be an investigation to determine the facts. Otherwise there is a prima fascia case of unlawful dismissal; It could be that the PPE does not properly fit, is uncomfortable or is unsuitable.
Regards Adrian
Adrian
100% agree with you. Would always be my first question...why!
Charley
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Rank: Super forum user
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Yep, can be very useful and you have had some pretty good advice to crack on with, I suggest that you try to get to the 'nitty gritty' and find out why someone isn't wearing their PPE, the reasons are various, some 'good' as Adrian has suggested, and sometimes the reason given isn't reasonable or acceptable. I don't advocate any sort of sack them 'on the spot' approach, unless the 'breach' could be considered as gross misconduct, or it foolows previous warnings etc. I am not always convinced that shock tactics work, but worth a try I guess. Catchy ,monkey!
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Rank: Forum user
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On posting this this I tried to give the main salient points of the PPE training scenario. The intro to management day also included other procedures -e.g. sickness absence, HR procedures, grievance, disciplinary etc and then came a couple of H and S situations - the PPE situation I presented them was a similar situation I had to deal with several years ago when a manager myself before I discovered H and S, IOSH and NEBOSH!! I did emphasise need to investigate, gathering facts etc; the other point was that this wasn't the first time either and we had also asked why? on both occasions.
Dave
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