Few H&S queries

LittleVoice

Lexxi wrote: »

Also, should my position have a job description even if it's not on the particulars?

Though it is good practice for employees to have JDs, there is no absolute legal requirement to provide one. The written particulars are meant to include a job title or brief description of the job - which is why I have, separately, asked about that.

Lexxi

dmg24 wrote: »

Therefore it is unlikely that you would get much of an award if you sued your employer for something that you have not tried to avoid/ minimise the risk.

I'm not looking for things to sue them for I wanted the info so I can back up these issues before I pass it on to the employer

Lexxi

Yes the title would give you a good idea of what was involved in the posistion, the job advert also did that. I've been having to do other duties that wouldn't come to mind with that job title.
Good housekeeping says that employees have a responsibility to maintain clean, safe and secure workplace and to tidy up when work is completed

Lexxi

Would anyone know if good housekeeping would be open to interpretation? The company employs a cleaning crew so whilst some duties would overlap there are cleaning staff to do actual cleaning not just 'general housekeeping'

LittleVoice

Lexxi wrote: »

Would anyone know if good housekeeping would be open to interpretation? The company employs a cleaning crew so whilst some duties would overlap there are cleaning staff to do actual cleaning not just 'general housekeeping'

The way you wrote about what appears under the "general housekeeping" section of the handbook

employees have a responsibility to maintain clean, safe and secure workplace and to tidy up when work is completed

I would interpret as being a general requirement to work in a safe and workmanlike manner. It would appear in everyone's contract, as it is in the handbook. Are you objecting to doing work in working hours which you would consider to be cleaning duties?

Zazen999

Perhaps if you said what the actual problems were; it might help?

dickydonkin

Lexxi wrote: »

Hi, I was just looking for advice on some health and safety issues I think I may have.

Is there any legislation on working on an uneven floor? A bit like if you were stood on little stones but can feel it through footwear
Am I entitled to see/have a copy of employers risk assessment?
Should my contract list my job description/duties?
Does an employer have to provide manual handling training prior to any manual handling? - job is focused around manual handling.

I am having a root round the internet but thought one of the lovely people here may be able to help me.

Thanks

The Health & Safety at Work Act requires employers to provide a safe place to work and as someone has indicated earlier, the welfare regs elaborate somewhat on floor surfaces.

Ideally, you should have been informed of the risks you could be exposed to prior to actually being exposed to them.

Such information and training would ideally be provided in an induction when you commenced your employment.

As for manual handling, then yes, you should have been informed about MH risks and appropriate training provided, however, some of the MH training I have seen leaves a lot to be desired and I would ensure such training was job/task specific as opposed to generic.

Showing someone how to lift an empty box correctly is well........training someone to lift an empty box! Quite useless if your work involves lifting heavy/unwieldy items that bears no resemblance to an empty box.

To ensure what actual risks you are exposed to could only be determined by a risk assessment so that should be available to you and from the RA, your employer should have implemented a safe system of work/safe operating procedure which should have been provided to you on commencing your role and be incorporated into your training schedule.

As for the floor, this is not necessarily a breach of the welfare regulations based on the info provided and you have only described the floor as being uncomfortable. Are there tripping hazards or would the surface compromise your daily activities?

What about changing your footwear (providing your employer or working activities allow) or ask the for the provision of 'anti fatigue' matting.

Certainly ask for the information detailed above and if your employer does not have it - then he should.

Lexxi

LittleVoice wrote: »

The way you wrote about what appears under the "general housekeeping" section of the handbook I would interpret as being a general requirement to work in a safe and workmanlike manner. It would appear in everyone's contract, as it is in the handbook. Are you objecting to doing work in working hours which you would consider to be cleaning duties?

Zazen999 wrote: »

Perhaps if you said what the actual problems were; it might help?

I had an accident there whilst cleaning, it's not a duty I've seen anyone else do and to me extends beyond general housekeeping. Due to the very manual nature of the work I've been off sick, I have no sick pay. I have had no manual handling training, work admitted negligence when I had to do the accident report with them.
They have me on a disciplinary at the moment as they say I have been working in my partners pub whilst off sick, the two jobs are complete opposites of each other and the pub was closed when they are saying I was working. I feel that they are trying to discredit the extent of the injuries or force me to go back to work before I am able.

Zazen999

Lexxi wrote: »

I had an accident there whilst cleaning, it's not a duty I've seen anyone else do and to me extends beyond general housekeeping. Due to the very manual nature of the work I've been off sick, I have no sick pay. I have had no manual handling training, work admitted negligence when I had to do the accident report with them.
They have me on a disciplinary at the moment as they say I have been working in my partners pub whilst off sick, the two jobs are complete opposites of each other and the pub was closed when they are saying I was working. I have the meeting tonight, I feel that they are trying to discredit the extent of the injuries or force me to go back to work before I am able.

ok - first. Were you working at the pub whilst off sick at all?

Googlewhacker

Lexxi wrote: »

I had an accident there whilst cleaning, it's not a duty I've seen anyone else do and to me extends beyond general housekeeping. Due to the very manual nature of the work I've been off sick, I have no sick pay. I have had no manual handling training, work admitted negligence when I had to do the accident report with them.
They have me on a disciplinary at the moment as they say I have been working in my partners pub whilst off sick, the two jobs are complete opposites of each other and the pub was closed when they are saying I was working. I have the meeting tonight, I feel that they are trying to discredit the extent of the injuries or force me to go back to work before I am able.

I guess the point they will make is that bar work is light manual labour so have you got a fit for note from the Dr's to say that you were suitable to do some light duties with the company or have you just kept on the completely sick line and unable to do any amended work if offered?