Make your Building Site Safer with Specialist Insurance

Summary

If you work on different sites, with different equipment and contractors, it’s important that your insurance policy is kept up to date.

Make your Building Site Safer with Specialist Insurance

Everyone knows that building sites can be dangerous places. With the right safety precautions in place they can be made as safe as possible, but accidents can still happen. The nature of the construction industry means there’s a certain amount of risk with every job: heavy machinery driving around warehouses; cranes lifting awkward and heavy loads; and people working with dangerous equipment, mean that accidents are more likely to occur here than in other areas of the workplace. This means that warehouse insurance should be at the top of every construction firm’s list of priorities.

If insurance is one of your job responsibilities then it’s something you should pay very close attention to. If you think about it, the health and safety of the workers and any visitors that come onto the site are not just down to site security but also a result of the quality of your insurance. If there’s an unforeseen accident, the insurance company will have to deal with the claims and payouts so if the insurance isn’t there in the first place, the onus will be on you and your company.

If it’s time to get a new quote for your construction insurance, make sure you shop around and don’t just buy the first policy that appears to tick all the boxes. Look carefully at what’s included in the policy and think about using a company that specialises in your area of cover. For example, you’ll need full liability cover for your industry and you should also look out for comprehensive cover for your own equipment, as well as any hire-in equipment that might be used on site. Plus, think about the various contractors you use in the course of any one construction project. It’s important that you have insurance cover in place for them, as well. A specialist firm should be able to provide all these elements as part of your policy, so make sure you check this out before you commit your money.

It might also help to have flexible payment terms or different payment options to suit your business. For example, you might want to pay your premium in one installment, or you might prefer monthly payments, to spread out the amount during the financial year. Again, specialist providers will be well aware of the particular nature of the construction industry and are therefore more likely to offer more flexible payments options, to work with the specific needs of your business.

If you haven’t looked into your current insurance cover for a while then take some time out to check. It’s such an important part of the business that it shouldn’t be overlooked for any reason – in fact, it should be a priority. It will only take a few minutes of your time to ensure all your details and those of your business are up-to-date, and that your cover reflects the current nature of the work you do, the premises you operate from, and the staff you employ. It will be time very well spent.

Do You Provide the Necessary Facilities for Your Employees?

You may think that all businesses will at least provide the bare essentials for their employees. Unfortunately there are employers who fail to consider the health and welfare of their workers, and this only leads to prosecution by the Health and Safety Executive and more than likely a very bad reputation too.

One of the very basic requirements is to provide adequate rest room facilities for employees. This is especially important when the duties of the day involve substances and materials which can cause dermatological problems if left on the skin for long periods of time. One industry where this is a concern is the construction industry. It is essential that workers on these sites has the ability to use a room to clean up where there is hot and cold running water, soap and hand drying facilities. In addition to this it is essential to provide working and clean toilets.

Know Your Legal Duties

One firm, CR Construction SW ltd, has been prosecuted by the HSE this week after their facilities were found to be well below the expected standard.  The requirements are clearly set out in Regulation 22 of the Construction (Design and Management) Regulations 2007 which state that it is the duty of the principal contractor to ensure that there are sufficient facilities which are provided throughout the construction phase.  In addition to this there is also a Section, number 33(1) (c) of the Health and Safety at Work Act which says that it is an offence to contravene any of the health and safety regulations.

At a hearing at the Bristol Magistrates Court the HSE prosecuted CR Construction Ltd for failing to provide adequate wash room and bathroom facilities. Their investigation showed that the firm had not provided good facilities for the duration of one year and there were up to sixteen workers at a time that had to use poor facilities over that period.

Fine for Construction Firm Who Provided Poor Facilities

Bristol Magistrates Court fined CR Construction Ltd £2,000 and an additional £2,014 in costs for not considering the welfare of the workers on site in Clifton. The HSE inspector, Sue Adsett, spoke to the press after the hearing and said that workers not only need adequate toilets and washing facilities there is also a legal requirement which states that a heated room must be available to workers on site where it is possible to make a hot drink, food, have a break and get changed.

Health and Safety Consultants Can Help You Know Your Legal Duties

If you are in any doubt about the facilities you provide your employees or any of the other legal requirements set out to protect the welfare of others a health and safety consultant can help. There are many health and safety services which can prove to be educational and informative and prevent problems with the HSE and accidents in the future.

Call 0800 1488 677 to find out more about the current health and safety services provided to all industries by the Health and Safety consultants, Veritas Consulting.

A Brief History of Health and Safety in the Workplace

It is possible to trace the formation of a structured health and safety system back to 1833 when the Factories Act began. It was the duty of inspectors to help to prevent injuries to young children working in terrible conditions and also to try and prevent overworking.  In these early days the inspectors faced a lot of negative reactions from the politicians of the day. Despite the lack of support the Factories Act was able to bring in certain laws and regulations which helped the Act to be enforced.

The Factories Act 1833 also led to some lifesaving regulations being introduced some of which are still important in modern life. Two of these legislations include having guards on dangerous machinery to prevent injuries as well as the reporting of accidents. Between 1860 and 1871 the Factories Act was extended and covered almost all workplaces. As well as enforcing the new regulations and laws the 35 employees who worked as inspector or sub inspectors were also able to give advice to owners to help ensure the laws were understood and followed.

Women Join the Factory Inspectorate

Almost 60 years after the first Act was created the first women joined the team of inspectors. The Women’s Protective and Provident League were joined by other groups including the London’s Women’s Trade Council to campaign for the rights of females to be employed in this sector. In 1893 they were successful in their campaign and as a result two women, Amy Abraham and Mary Paterson were awarded positions in the inspectorate and were paid £200 per year helping to enforce the Truck Acts. Their roles included making sure that the health and safety laws and regulations were enforced as well as monitoring the hours of women’s employment.

Between 1833 and 1900 other Acts were formed such as:

• The Mines Act 1842 which was a result of the 1840 Royale Commission aimed at investigating the working conditions of miners.
• In 1895 the Quarry Inspectorate was formed to investigate and enforce health and safety at Quarries where steam machinery was being used. Two Acts were introduced, the Quarries Act and the Metalliferous Mines Regulation 1872 which led to the formation of the Quarry Inspectorate.

Between 1900 and 1974 there were further Acts created:

• Agriculture – The Agriculture (Safety Health and Welfare Provisions) Act 1956
• Nuclear Power – Nuclear Installations Act 1959

One of the Acts which is most commonly known was formed in 1974 which was the Health and Safety at Work Act.  Both employers and their employees were consulted in the formation of the Act which was considered to be a major move away from current legislations. This act led to the establishment of the Health and Safety Commission and in 1974 the Health and Safety Executive were also established. The HSE are still the major authority when it comes to enforcing health and safety today along with local authorities.

Since then there have been numerous changes and Acts introduced including but by no means limited to:

• Safety Representatives and Safety Commissions Regulations 1977
• Control of Lead at Work Regulations 1980
• Notification of Accidents and Dangerous Occurrences Regulations 1980
• Health and Safety (First Aid) Regulations 1991
• Asbestos (Licensing) Regulations 1983
• Control of Asbestos at Work Regulations 1997
• Construction (Design and Management) Regulations (CDM 2007)
• Control of Artificial Optical Radiation at Work Regulations 2010

Health and Safety at work has a rich history which has evolved with changes in technology, industry and scientific advancement. To this very day the HSE is continuing to enforce the laws and regulations to try and prevent accidents and work related deaths.

Health and Safety consultants are able to assist you by providing you with accurate advice surrounding the numerous Acts now in place. For further assistance call 0800 1488 677 and speak to advisors about the many health and safety services built around the current laws and legislations.

The Health and Safety Industry Terrific Tweetup – Are you connected?

Simply put, Twitter is a handy tool to use in the delivery of your marketing plans. Plans which should be implemented to attract and convert new business for your business.

So the question is…Veritas Consulting are interested to know how many Health and Safety Industry professionals actively use twitter.

So we thought the best way to find out is for us to develop ..The Health and Safety Industry Terrific Tweet up

The Objective

To increase the potential followers to your twitter account by attracting the Health and Safety Industry profession to join a Tweet up campaign. The aim of tweet up is to understand:

• how many Health and Safety Industry professionals use twitter
• from what backgrounds e.g. professional bodies, IOSH, MIIRSM etc.
• the locations of the twitterers – country
• Use hash tag – #hsittup so you can search on progress

The Health and Safety Industry Terrific Tweet Up

So please join us on the Health and Safety Industry Terrific Tweet Up by using the comments box below and tell us…

• Your Twitter (Handle) Name
• Your industry background – e.g. are you a member of a professional body – IOSH, IIRSM, RMaPS
• What country you are from?
• How often do you use twitter? i.e daily, weekly
• What success have you achieved with Twitter?
• Details of any Twitter marketing campaigns that you are currently undertaking – tell us about them and we can tweet about it.

Spread the word for our industry

How about spreading the word – by tweeting using the hash tag #hsittu

May we thank you and look forward to your comments and tweeting with you.

Dealing with Workplace Bullying & Creating a Positive Workplace Culture

Experience of Workplace Bullying

Since leaving employment to run my own business, I have discovered the real benefits of being my own boss.

When in employment, I was confronted by three workplace bullies, in three separate organisations and job roles, all of which were my managers. At the time, it was very distressing; it shattered my confidence, and gave me a feeling of inadequacy. I felt I had to work twice as hard to achieve just a smidgeon of what was demanded because of the dysfunction in management.

In all three cases, jealousy and insecurity drove these managers to bully. I was deemed too popular, too considerate, too conscientious, and too competent; and over time, I had successfully built up some highly effective interpersonal and behavioural skills, so I was seen as a threat to these managers because my positive qualities inadvertently attracted unfavourable comparison with their own inadequacies.

Often or not Performance Appraisals were delayed or postponed; weekly team meetings began to dissipate; workloads increased; unreasonable demands were set; all sense of work control taken away; job roles altered and often replaced with menial tasks: and all executed with a complete lack of understanding or consultation. I felt unvalued, unsupported, undermined and miserable, in work-roles, I had once enjoyed and totally achieved in!

How Significant is the Problem?

Many businesses and organisations shockingly fall short of recognising that the behaviour and culture of leaders and managers directly affect the workplace environment. Too many employers are quite unaware of the gaps existing between an employee’s experience of the workplace, and the organisational culture in which the employer strives to create.

Many talented employees leave organisations because of bullying, but employers rarely recognise that this may be because of a deeper problem in the workplace. In fact workplace bullying not only causes significant damage to an employee, it also creates damage to the employer, resulting in significantly higher sickness rates; higher stress breakdowns; lower morale; higher employee turnover; and in some cases increased suicide attempts.

The highest enquiries to my business about dealing with workplace bullying are consistently from those in the public sector – Workers in the Charity or Not-for-Profit sector; Teachers and Lecturers; Local Government Workers; Nurses and Healthcare Workers – There is little help and support from trade union officials, and some company’s personnel is ineffective because some bullying managers have many friends in the HR department who may block grievance procedures before they even begin.

The National Bullying Helpline states “80% of managers know that bullying occurs in their workplace, and despite this, 37% say they have had no proper training”.  The Andrea Adams Consultancy developed a factsheet on Bullying Statistics, which states “43.5% of employers do not even have a policy to deal with workplace bulling, and 82.2% say that weakness in management is the prime reason for bullying.”

Workplace Culture

A positive workplace culture starts from the top; therefore, there should be an effective manager’s code in all workplaces, which sets out the standards and expectations of behaviour and development. This code should be geared towards helping leaders to focus on building a three-way partnership between themselves, the workforce and the organisation. It would be better for them to step out of their offices more and essentially connect with their workforce; as this would help to create more of an atmosphere of confidence and trust, where employees actively experience their leaders:

• effectively encouraging and supporting staff in their work;
• building and sustaining openness and communication;
• valuing their employees and improving quality;
• demonstrating appropriate and effective interactions;
• showing intellectual flexibility;
• understanding and participating in health and wellbeing activities;
• contributing in building a strong mental health policy where staff are able to ask for help without fear of shame, humiliation or judgement.

When this manager’s code is embedded, it brings together a workplace culture that consistently produces outstanding results, it helps to retain and attract the best talent, and it motivates and energises staff into positive action enabling them to adapt to changes more comfortably.

Managers have a responsibility to encourage staff to feel inspired by enabling them to use their strengths, and being committed to sharing and applying learning and knowledge. Being an effective manager is not just a learned quality, it is a real gift. It brings Management to a different level and enables staff to perform at their optimum; to healthily contribute and engage with their organisation; and to develop a strong sense of professional satisfaction and fulfilment.

You can acquire essential training, knowledge and skills in dealing with Workplace Bulling through The Wellbeing Team Ltd ® – Health and Wellbeing at Work.

Dangers in the Cleaning Industry

While everyone knows that the construction industry is a high risk sector when it comes to health and safety, many seem to forget that cleaning is also filled with daily dangers that need to be managed.  You can find cleaners which are involved in all sectors and each one poses many dangers as the cleaners go through their daily routines which can include cleaning at height and using heavy industrial machinery.

Risk Assessments Need to Be Part of the Cleaning Routine

When carrying out any sort of job, from using a product to clean a stain on the floor or when working on a ladder to clean a window, it is essential to write a workplace risk assessment and make sure all of the workers involved are aware of the contents and how they are expected to work through the processes of the job at hand.

Risk assessments are there to protect people from any harm which could arise from the job. Work can become safer by identifying the problems and providing solutions before any work has begun. It is important to consider the risk assessments as a way of trying to prevent harm to others rather than some of the red tape involved in the legalities of health and safety.

Health and safety consultants can help you by producing risk assessments and providing training in this area. However there are five points to remember when you are working on these assessments:

1. Identify hazards by checking out the area where the work will be conducted and discuss the risks with the health and safety consultants about risks as well as the cleaning staff who will be carrying out the work. Looking online is often useful too and can help you to follow the specific guidance set out for the cleaning industry.

2. Write down the hazards and show how they pose risks and to whom they pose risks.

3. Each of the hazards then needs to have controls written down which are there to help manage them, if applicable. The controls need to be checked for adequacy and if they fail more controls need to be added.

4. Once the controls and hazards have been recorded the information needs to be shared with the staff. It is important to make sure everyone knows what is expected of them and how to carry out the controls designed to manage the risks.

5. A review of the finished risk assessment should be carried out at a regular basis, yearly for example, or when new methods of carrying out the job are introduced.

Common Accidents and Health Risks Found in the Cleaning Industry

Risk assessments help to prevent all sorts of problems for cleaners and therefore are essential. Some of the most frequent problems which happen in this industry include:

• Falls from height
• Manual Handling
• Slips and trips
• Injuries to the body especially the back and arms
• Dermatitis

To discuss workplace risk assessments, training and health and safety services that are available from Veritas Consulting call 0800 1488 677.

Health and Safety Risk to Social Workers

One of the problems which are faced by health care workers is being exposed to violence. In order to help minimise the dangers to employees in this sector it is essential to have management systems in place. These need to be created in order to reduce this risks of being physically harmed while working and also to help try and control the dangers of health care workers from becoming stressed and depressed due to their daily duties.

Attacked on the Job

Health and safety inspectors have recently prosecuted the non-profit organisation Dimensions UK after one of their employees was attacked on the job. Dimensions UK works with those with learning difficulties offering support and therefore need to have adequate procedures in order to reduce the risks that clients pose to the employees.

In December 2009 one of the workers at Dimensions was attacked by an unnamed client. The employee was kicked in the eye and this incident started an investigation by the Health and Safety Executive. The inspectors discovered that this was not the only incident and some other employees had also come into danger at the hands of the same client.

Risk of Violence Not Managed Effectively

Although it is common for health care workers to be put into risky situations Dimensions had not put into place an effective management system and as a result of this their employees were put in danger.  The client had a history of violence and therefore ways to manage this particular client needed to be put in place to reduce the risks.  There were many indicators which made it clear that this client was a possible threat and these were not acted upon.

The Health and Safety Executive prosecuted Dimensions Ltd for their breach of Section 2(1) and Section 3(1) of the Health and Safety at Work Act 1974. Section 2(1) relates to the stated duties of each employer to ensure the health, safety and welfare of their employees, so far as is reasonably practical. Section 3(1) says that employers need to conduct his undertaking in a way which is practical to ensure people who are not in his employment are not exposed to risks to their own health and safety.

Fined for Failing their Employees

Newcastle Magistrates Court fined Reading based organisation Dimensions Ltd the sum of £14,000 and was also ordered to pay costs of £30,000. In addition to these fines which were related to their employees and the agency workers affected by the violent client Dimensions also were charged a £15 surcharge for the victim. This money is to be spent on providing services to the victims and those who witnessed the violence.

Management Systems Can Reduce Risks

Health and safety consultants are able to help you with your management systems to check that everything possible is being done to ensure the safety of your employees. Two of the useful health and safety services are the audit and the training which can be used to spot areas which are failing and also ensure the health and safety is being addressed and implemented into everyday work life.

Call 0800 1488 677 today and find out how health and safety consultants can help you and your employees.