Health and safety issue at work

Poolboy_2

Hi. Sorry if this is a bit off topic - not sure where it fits in.

I started work as a lifeguard a month ago at a local pool. The ventilation system in the pool broke down 2 weeks ago, and they have kept the pool open. Fumes from the chlorine build up in the air and make your eyes sting and breathing difficult.

I have been getting burning feelings in my lungs and throat, and have been feeling more and more wheezy. I went swimming yesterday and couldn't manage near my usual amount.

I would just leave, but I am in debt and have been unemployed for a while. I would also have to pay them for my training. I am a casual worker, so don't have the same rights as a normal employee - they can easily say they haven't got any work for me.

I don't really know what to do about the situation. I spoke to the health and safety executive who suggested I report it anonymously to the local authority which I have done. They didn't seem to grasp that it was more than bad ventilation in an office though.

If anyone has any ideas I would be grateful.

Batfink

Hello

I was going to suggest reporting it, maybe you should report it on the HSE website too?

http://www.riddor.gov.uk/

Good Luck

Phil
(booked on an RLSS course in a couple of weeks time!)

lynzpower

First things firstg, go to your doctor to get a diagnosis.

Im thinking you cant be the only one noticing this, have other staff mentioned it? Get a crew of you together and write the letter in a group.

Put the issue in writing to the Head of Leisure centre, the head of Leisure and Sports or whatever its called at your local council, the elected member who covers leisure ( ie the councillor) and copy it to whatever trade union you have there. Give a copy of your doctors note with the letter.

Put in the letter that you dont want to cause grivance unneccsarily, but in these days of litigation, you are worried that a customer will sue, and you want to avoid this happening for the good of all. That should avoid them picking on you specifially, and hope they get thier act together before someone has a massive allegic reaction, and goes to the press with it.

Good luck and HTH


PUt the issue in writing to your manager

MrsTinks

Do you know someone who uses the pool as a customer? If they were to complain and claim the pool was a health hazard that would help... Local newspaper? Definitely see th GP as if you fall ill due to working conditions then even as a contractor they have to pay your sick leave I believe Not to mention that a doctor would probably also see the implications of a pool with inadequate ventilation an a build up of fumes...

Poolboy_2

Thanks for the suggestions, and good luck with the course Phil. I would be up for organising something, but getting other people in the centre involved is easier said than done due to the kinds of people you get, and cause it's relatively easy for the company to get rid of people.

I'll see a doc though, and see about what I can do anonymously.

joolsteare

totally agree with going to the doctors as they could report it and that would hopefully get bosses butts moving a tad quicker. Keeo us posted on what happens.

paintygirl

deffo keep us posted, would like to hear how this goes. Agree with the doctor suggestion incase prolonged exposure can lead to any permenant damage. Good luck!

Essex-girl_2

The Health and Safety Executive are meant to investigate every complaint made to them - however when they investigated my company (disgruntled ex epmloyee thought he would try to make trouble) they did it by one phone call & took what I said as satisfactory (it was the truth-I wasnt breaching any h&s laws).
I would as a previous poster said would try and get a member of the public to complain also. I would also get back onto the HSE.

file_wizzard

Poolboy wrote:

I would just leave, but I am in debt and have been unemployed for a while. I would also have to pay them for my training. I am a casual worker, so don't have the same rights as a normal employee - they can easily say they haven't got any work for me

Untrue, in H&S terms you have exactly the same rights as any other employee, and under the prevention of less favourable treatment act you have virtually the same contractual rights as any permanent worker, with regards to the training costs this is also a misconception, your employer would have no legal grounds for reclaiming training costs for skills needed in the normal exacution of your dutys as their employee (temp worker or otherwise)

With regards to the involvement of the HSE this is probably unnecessary this stage, the overriding issue here is that under the health and safety at work act your employer has a legal duty to ensure that you have a satisfactory working environment.

With regards to a customer making a complaint this is not necessarily the best way forward as a customer who spends one hour at the pool is obviously not subjected to the same exposure levels as an employee who will spend 8 -12 hours in the environment.

If you have a H&S rep at you place of work then speak to them in the first place, if you don’t have one then suggest to your employer that they get one! They are leagal obliged to have at least a minimum of one, or even volunteer yourself!

Useful Reg’s to fire at your employee:

General duty’s under the H&S at work act 1974

C 37 S2 (2)
Without prejudice to the generality of an employer's duty under the preceding subsection, the matters to which that duty extends include in particular
• (A) the provision and maintenance of plant and systems of work that are, so far as is reasonably practicable, safe and without risks to health;
• (B) arrangements for ensuring, so far as is reasonably practicable, safety and absence of risks to health in connection with the use, handling, storage and transport of articles and substances;
• (C) the provision of such information, instruction, training and supervision as is necessary to ensure, so far as is reasonably practicable, the health and safety at work of his employees;
• (D) so far as is reasonably practicable as regards any place of work under the employer's control, the maintenance of it in a condition that is safe and without risks to health and the provision and maintenance of means of access to and egress from it that are safe and without such risks;
• (E) the provision and maintenance of a working environment for his employees that is, so far as is reasonably practicable, safe, without risks to health, and adequate as regards facilities and arrangements for their welfare at work.

The COSHH Regs 1999 (control of substances hazardous to health) will also apply in this case

Poolboy_2

He He..thanks for the info. I do know what you're saying, but there's your legal rights and then there's what you can get from a company in real terms. The way it's set up it's easy for them to push out even full time staff on some pretext, and if you're casual they can easily wait a week or so and then say they don't need you to come in. I am starting to think if it's worth all this though.

MrsTinks

If your health is at risk? The no it's not worth it. It might pay a few pennies now, but what about when due to damage from the fumes you are unable to work or have a good quality of life after 30?
If you don't think this will be resolved and your health is at risk then quit! As for them trying to get your training costs back off you then file_wizzard is right They have absolutely NO ground to stand on especially if you claim reason for leaving as a health and safety issue. Interesting example is I think Berkshire Ambulance Trust. A lot of Ambulance technicians and paramedics join up and stay until they are trained and then leave as it's very poorly paid compared to other trusts. In their contract it states that if they leave within 2 years they have to pay aproportionate amount of their training costs. I know 3 people who have left before the end of 2 years to go work for other trusts and not ONE of them has been hit with the costs of their training.

If your health is at risk LEAVE