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Hi
Paul,
Is there a Legislative requirement for vehicles at road
works to have beckons and to be highly reflective. If so
where can I find details? Schedule 6 of 2006 construction
regulations gives details for machinery etc but I require
details for jeeps and pick ups etc.
Thanks,
Paul.
To whom this
may concern,
We recently
had an employee complaint about stress and bullying in the
workplace.
The party in
question had documented dates and times of different
situations that arose and had brought the complaint as far
up as the MD of our company.
I have
trawled through The Health & Safety at Work legislation 2005
and found that this complaint had to be substantiated or else
it could be deemed as malicious.
The party in
question explained that the perpetrator is very careful
about exerting pressure or bullying in front of other people
and that the MD thought it was one word against the other.
This employee has talked about getting SIPTU involved as
they are not part of a union and the party in question
explained that their direct superior on site has taken a dim
view on the fact the MD deemed the case ‘as not
satisfactorily substantiated’.
In fact I
have being informed on the QT the direct supervisor has
asked the party in question how things are every week with
the perpetrator but with an underlying ‘if things aren’t
good it will affect your bonus’ which has being done very
slyly. The supervisor documents this on minutes every week
whereby the receptionist is privy to all site goings on and
has added to the stress I feel in the situation.
It is my job
to fair to both parties and not be biased. (The perpetrator
has previous ‘substantiated’ warnings for bullying)
I am not
happy that the party in question is subjected to an
underlying feeling of ‘get on with this or it will affect
your bonus’ and surely they should not be asked every week,’
how are you getting on with Mr.X’, surely it should be a
case of if there is a further issue then the party will
report it.
Can I have
your comments please in due course?
Kind
Regards,
Anthony.
P.S. Our H&S
Co-ordinator had mentioned that a full investigation should
be carried out including interviewing staff, etc but the
party in question claimed that because it is a small site
(15 people) it would be virtually untenable to work with
these people following such an investigation. I am inclined
to agree with them but the H&S Co-ordinator overruled me, is
there not another fairer means of conducting this enquiry
keeping both camps happy?
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