Increase in National Minimum Wage
The adult rate (for workers aged 21 and over) will increase by 15p from £5.93 to £6.08 per hour.
The rate for workers aged 18-20 will increase by 6p from £4.92 to £4.98 per hour.
The rate for workers aged 16-17 will increase by 4p from £3.64 to £3.68 per hour.
The rate for apprentices will increase by 10p from £2.50 to £2.60 per hour.

Check your pay rates to ensure you are compliant

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I am confident that no organisation wanted to be the first conviction under the new Corporate Manslaughter and Corporate Homicide Act 2007.

I am sure that no one thought there approach to health and safety standards was bad enough for it affect them.  Never that bad that someone might die as a consequence.

Unfortunately for one man, Mr. Wright, that was not the case.  Mr. Wright died as a consequence of a breach of company health and safety standards. 

The Company was found guilty of the charge relating to the death of Mr. Wright.  The court heard that the company had a ‘cavalier attitude’ to health and safety.  The company’s health and safety policy stated that procedures should have been in place to ensure the working environment was safe, these were never followed.  

The penalty under the new legislation is an unlimited fine.  In this case, the company were fined £385,000.

There are no second chances in safety. 

Get it right and you reap the dividends.  Get it wrong and as is this case a person dies. 

No employee deserves to die through work. 

What’s your approach to health and safety? 

A death and £385,000 says prevention has got to be better.

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Step One – What must I report?

• deaths;
• major injuries;
• over-3-day injuries – where an employee or self-employed person is away from work or unable to perform their normal work duties for more than 3 consecutive days;
• injuries to members of the public or people not at work where they are taken from the scene of an accident to hospital;
• some work-related diseases;
• dangerous occurrences – where something happens that does not result in an injury, but could have done;
• Gas Safe registered gas fitters must also report dangerous gas fittings they find, and gas conveyors/suppliers must report some flammable gas incidents.

Step Two – How do I report?

• By phone: 0845 300 99 23 begin_of_the_skype_highlighting              
• Online: HSE RIDDOR – Report online^[9]
• By email: riddor@connaught.plc.uk
• By Post: Incident Contact Centre, Caerphilly Business Park, Caerphilly CF83 3GG.

Step Three – When do I need to notify the HSE?

There are varying timescales for reporting different types of incidents, however, it is advisable to ring and report the incident as soon as possible.

• In cases of death, major injury, or dangerous occurrences, you must notify the enforcing authority without delay,
• Cases of over-three day injuries must be notified within ten days of the incident occurring.
• Cases of disease should be reported as soon as a doctor notifies you that your employee suffers from a reportable work-related disease.

 Step Four – What records do I need to keep?

You must keep a record of any reportable injury, disease or dangerous occurrence. This must include the date and method of reporting; the date, time and place of the event; personal details of those involved; and a brief description of the nature of the event or disease.

Remember:  Adopting good internal accident investigations will find the ‘root cause’ of the accident and hopefully prevent subsequent accidents. Accident Investigation skills training for your Line Managers is key. 

News update:     

The Lord Young Common Sense, Common Safety Report recommended that RIDDOR be amended

“…by extending to seven days the period before an injury or accident needs to be reported’. The proposal amendment would increase the current ‘over three day’ period to over seven consecutive days.” 

In line with commitments made in the Government’s formal response to the report, HSE has opened a three month consultation commencing in January 2011.

Further updates expected end May 2011 – watch this space…

For further information or advice, contact:  alison@charitydirection.com or call 0845 313 3457

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Can you say with an air of certainty that you are managing your Equal Opportunity Policies and Procedures effectively?
‘Equal opportunity is a concept underpinned by legislation ‘ Linbort Spencer, Director of Diversity UK

Are you confident that your Equal Opportunity Policies and Procedures reflect the changes within the new Equality Act 2010 which came into force in October 2010?
For example; how would a Manager handle a complaint from one of their reportees regarding harassment by a 3rd Party? Can you take ‘positive action’ in your recruitment and selection process?

Where employers go wrong with employee relations and end up in a tribunal is either through not having policies and procedures in place or having not following them. Getting  it wrong can be costly not just in Employment Tribunal costs but for the image of the Charity. In the current economic climate you need to ensure that your Charity is presenting a professional approach to attract sponsors, good employees and volunteers alike.

For a free health check on your Equal Opportunity Policies or to talk to us about your particular needs contact; alison@charitydirection.com

‘..equal opportunity …. it’s about fairness, decency, respect and high standards of behaviour between individuals and group.’ ‘ Linbort Spencer, Director of Diversity UK

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How will you know the presentation has been effective?

• By receiving the Charitable Grant or Donation you were asking for?
• Gaining approval from the Trustees on a budget spend/project?
• Seeing an increase in volunteers involved in your Charity?
• Seeing an increase in your fundraising in your Charity?

Who will benefit from your efficient and effective presentation?

• You
• Your Charity
• Your end user

To help improve your presentation skills to deliver the message you want to portray, you will need to:

• Enthuse
• Enlighten
• Engage
• Educate ………
the audience

We can help you to achieve this. Please contact us on alison@charitydirection.com

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• Your company statement; your business values and commitment to H&S
• Your organisation; detailing key individuals responsibilities for H&S
• Your arrangements; systems and procedures to deliver H&S standards on an operational basis.

 This Policy provides a framework for all other aspects of H&S.

 This Policy must be signed and dated by the most Senior Person in the Organisation and made available to all employees.

 This Policy must be reviewed on a regular basis.  Reason to review:

 Annual Review, where the most Senior Person ensures it is current and relevant. It is then signed and dated.

Changes to the company including; change of premises, change of ownership, change of working practices, change in Legislation. 

 If you would like your Health & Safety Policy reviewing please contact us on alison@charitydirection.com

 If you don’t have a Health & Safety Policy then please contact us and we can help develop one.

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