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RESPONSIBILITIES OF AN OPERATIONS MANAGER

RESPONSIBILITIES OF AN OPERATIONS MANAGER

Ensuring all management and members of staff under their control detailed in the policy, are aware of their responsibilities.
Ensuring required team members attend Food Safety Training as required by company policy and recommendation.
Ensuring a suitable pest control contract is put into place and action is taken and recorded following recommendations.
Ensuring finance is provided for suitable clean protective clothing for kitchen and front-of-house staff.
Ensuring Alleged Food Poisoning (AFP) cases and food complaints are managed and liaising with company Food Safety Advisors e.g. HRS Management Ltd.
Participate in the development of an effect food safety culture and lead by example in all areas of food.

If you are an operations manager it is vital your food business has a 5 star food hygiene rating. learn how a 5 Star Food Hygiene rating can help your business

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«November 2024»
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28
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:

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  • 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
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