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CASE STUDY: TUGO

CASE STUDY: TUGO

Tugo

When we called the Managing Director and asked, if he would like us to come for an interview and see, if we are indeed the company he would like to instruct to take on all their health and safety matters, we were surprised to hear, that we are already booked! No need for an interview, as we come highly recommended!

This is every company’s dream, to be referred to future clients, by current, very happy, clients!

After finding out the set up of their business, we audited their workplace and produced a new
Management Folder, that included the Health and Safety Management Systems, which is the
foundation for continually improving health and safety management within the business.

It contains the Health and Safety Policy, Fire Risk Assessment, Workplace Risk Assessment and
Method Statements, furthermore, all staff received a Display Screen Risk Assessment (DSE).

During the audit, it quickly transpired, that because of what the company produces, it is not just health and safety they needed to comply with, but also food safety legislation. We provided Tugo’s staff and management with a Highfield nationally accredited Health and Safety Level 2 training. It is a comprehensive 6 hour course, and its syllabus covers everything from the Health and Safety at Work Act etc. 1974 legislation (HSWA) and subsequent regulations about Manual Handling and TILE or TILEO, to RIDDOR to maintaining a Safe System of Work etc.

In addition to the health and safety training we also provided a Highfield Food Safety Level 2 training for everybody who works in the test kitchen.

Since our initial phone calls, the company has grown from strength to strength and we are very
happy to be Tugo’s outsourced health and safety provider.

Testimonial

Following the growth of my business Tugo FS, I decided to work with Bernadette and HRS
Management. I have been really pleased with the help and support so far. The main
strength is, that they incorporate health and safety in a positive, but commercially sensible
way. I would highly recommend, and look forward to continuing our work together.

Lee Personius

Managing Director

Tugo FS

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«November 2024»
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10/28/2024

The Sexual Harassment in the Workplace Law

The Sexual Harassment in the Workplace Law 

You might be aware that as of 26th October 2024 the Worker Protection (Amendment of Equality Act 2010) Act 2023 places increased responsibility on companies to take reasonable steps to prevent sexual harassment in the workplace as defined in the Equality Act 2010.

The law means, that employers must take proactive steps to prevent discriminatory behaviour in the workplace. Therefore, all employers must:

  • Review and update or where necessary create a policy containing sexual harassment in the workplace
  • Provide mandatory training to all their staff, so that they fully understand what behaviour is acceptable, what sexual harassment means and how to raise issues and report them.
    • We can provide you with e-learning licences:

Licences

1-5 = £25 plus VAT

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21- 50 = £15 plus VAT

51 - 150 = £11.50 plus VAT

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251 plus, please enquire 

Our prices are very competitive, please send your email to info@hrsmanagement.co.uk or call 07884005420.

  • As an employer you have the duty to provide a safe workplace for your employees, therefore taking a zero-tolerance stance approach to sexual harassment.
  • You also have a duty to draft a sexual harassment workplace risk assessment (WPRA) and communicate it to your employees . This will highlight all hazards within the company, potential risks and the control measures you have implemented to minimise risks.
  • Taking measures to provide an easy and safe reporting system for any sexual harassment issues raised by your employees.
  • Ensuring that all sexual harassment allegations are taken seriously and are properly and impartially investigated.
  • Providing a champion that all employees can contact and discuss any harassment issues in confidence

This new law marks an important step forward in the UK's commitment to creating safe workplaces that are free from sexual harassment. This law however does not apply to other harassment based on race, age, sexual orientation, gender or religious belief.

Understanding the new requirements and implementing all that is needed to foster a culture that promotes dignity and equality for all employees is key. 

Implementing a safety culture means:

  • Management commitment and leadership
  • Good communication at all levels
  • Employees' involvement
  • High business profile on health and safety
  • Providing training and refresher training at regular intervals
  • Promoting ownership

The benefits of effective leadership on health and safety culture and performance are:

  • Reduced sickness absence
  • Enhanced productivity
  • Fewer work accidents
  • Less occupational diseases and work-related health problems
Read more
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