Presentation on theme: " List 6 or 7 areas that you might expect staff welfare to cover other than basic safety and illness Stress Personal problems ( both in & out of work)"— Presentation transcript:
List 6 or 7 areas that you might expect staff welfare to cover other than basic safety and illness Stress Personal problems ( both in & out of work) Alcohol & Drug abuse Work/Life balance issues Fitness for work Bullying/Harassment
Performance issues, individual and team Job satisfaction Confidence and low esteem Mental Health issues
Achieving the right work/life balance is vital for workers’ health, A recent study conducted on over 6,000 civil servants, revealed effects of working overtime on heart-related illnesses. With 60% employees working additional 3 hours a day,more likely to suffer heart attacks and angina CMI Research report May 2010
Reduces absenteeism Improves productivity Fewer experienced staff leave through retirement on ill health grounds Attracts and retains the best staff Improves staff morale Improves employee relations
Change, innovation, flexibility Stakeholder relations Cost reduction Improving productivity How can compliance with health and safety help you to achieve these strategic objectives?
Ten year Strategy Securing Health Together (HSC 2000) Emphasis on OH function to promote the welfare requirements: Fit with business strategy Add value Management support at all levels What provision does your organisation have? Any room for improvement?
CIPD has useful factsheet called “Stress at Work” lists symptoms of stress: Work performance Withdrawal Behaviours/Aggression Physical signs Declining performance Inconsistent performance Loss of control over work Loss of motivation Indecision Lapses in memory Increased time at work Lack of holiday planning
Arriving late Leaving early Extended lunches Absenteeism Resigned attitude Reduced social contact Elusiveness/ evasiveness Out of character behaviour Difficulty relaxing Increased alcohol consumption Increased smoking Lack of interest in appearance Unneccessary risk- taking
Nervous stumbling speech Sweating Tiredness/lethargy Tension headaches Hand tremor Weight gain or loss Constantly feeling cold Is this you or someone you know?
Audit approach: are your policies, procedures & systems providing a work environment based on staff welfare? Problem- centred approach: use of risk assessment, accident & sickness data, employee feedback Well – Being approach organisation focuses proactively on creating a healthy workforce Employee – Centred Focus on counselling, stress management to deal with problems. When health benefits offered absence levels are lowered
Keeping in touch Return to work interviews Disciplinary procedures for unacceptable absence levels Recuperative programmes Regular contact can help prevent isolation. Identify short term problems at early stage Unjustified absences not tolerated. Short term adjustments, reduced hours, change of duties, location, etc.
Think of well- being initiatives you might introduce or you have experienced. How can you communicate with staff? Who else might you involve? Assess your own sickness absence policy. How can it be improved?
Know about the risks in your work Control the risks. Make sure the risks stay controlled. “Essentials of Health & safety at work” The Health and Safety Executive (HSE) 2006
HSE makes it clear that managers need to be aware of current legislation and sets out their responsibilities: Under HSW Act 1974, ensure health and safety of others who may be affected by what you do or do not do. Applies to all work activities & premises, everyone has responsibilities under it, including self- employed
Health and Safety at Work (HASAWA) 1974 Control of Substances Hazardous to Health (COSHH) Regulations 2002 Management of Health and Safety at Work Regulations 1999 Workplace(Health, Safety and Welfare) Regulations 1992 Manual Handling Operations Regulations 1992
Health and Safety ( Display Screen Equipment) Regulations 1992 Personal Protective Equipment at Work Regulations 1992 Provision and Use of Work Regulations 1998
How can you at a personal level make a practical contribution to health and safety at work? List three things you can do which shows your commitment to health and safety? What are the implications of failing to meet staff welfare/health & safety requirements?