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Friday, July 21, 2017

DIABETES AT WORK

Simple adjustments that can help employees with diabetes

Allow the person to take short, regular breaks to eat, to help them control their blood sugar levels

Give them time out to test blood glucose levels (using a finger-pricking device) and treat, if required with medication or food

Provide a clean, private place to inject insulin and do blood tests

Allow time off work, for medical checks or to attend training on how to manage diabetes

Transfer the employee to lower-risk duties, if necessary

Provide modified equipment for people who develop complications (such as visual impairments), as a result of their condition

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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

6-20 = £18 plus VAT

21- 50 = £15 plus VAT

51 - 150 = £11.50 plus VAT

151 - 250 = £10 plus VAT

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: