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Document Title:              Stress at Work Policy

Document Number:       BEC3

Author:                             Vonley Joseph

Change Authority:         The Board of Directors

Change History

Version Date Reason for change Change by
0.1 1st June 2016 First draft Vonley Joseph
 0.2 1st June 2018 Updated Vonley Joseph
       
       

Change Mechanism

Any person seeking to alter this document must consult the author before making any change.

Bob Etherington Ltd Change Authority must endorse any alterations to the approved version of this document before any wider dissemination of the altered document.

The person making the alteration must indicate every change between the previous (approved) document version and the altered document version.

Copyright

The copyright in this work is vested in Bob Etherington Ltd, and the document is issued in confidence for the purpose for which it is supplied. It must not be reproduced in whole or in part or used for tendering or manufacturing purposes except under agreement or with the consent in writing of Bob Etherington Ltd and then only on condition that this notice is included in any such reproduction. No information as to the contents or subject matter of this document or any part thereof arising directly or indirectly there from shall be given orally or in writing or communicated in any manner whatsoever to any third party being an individual firm or company or any employee thereof without the prior consent in writing of Bob Etherington Ltd.Copyright© Bob Etherington Ltd, 2018. All Rights  Reserved

Introduction

 

We are committed to protecting the health, safety and welfare ofour employees. Werecognize that workplace stressisahealthandsafetyissueandacknowledgethe importanceof identifying and reducing workplace stressors.

Thispolicywill apply to everyonein the company. Managers areresponsibleforimplementation andthe company isresponsibleforprovidingthenecessaryresources.

Definition of stress

 

TheHealthandSafety Executive define stress as “the adverse reaction people have toexcessive pressure orother types of demand placed on them”. This makes an importantdistinctionbetweenpressure, which can be a positive state if managed correctly, and stresswhich can bedetrimental to health.

Policy

 

  • The company will identify all workplace stressors and conduct riskassessments to eliminate stress or control the risks from stress. Theserisk assessments will be regularly reviewed.
  • The company will consult with Trade Union Safety Representativesproposed
  • The company will provide training for all managers andsupervisorystaffingoodmanagement
  • The company will provideconfidentialcounsellingforstaff affected by stresscaused by either work or external factors.
  • The company will provide adequate resources toenable managers to implement thecompany’s agreedstress management

Responsibilities - Managers

 

  • Conduct and implementrecommendationsassessments within theirjurisdiction.
  • Ensure good communicationbetween management andstaff,particularlywherethereare and procedural changes.
  • Ensure staff are fullytrained to
  • Ensure staff are provided with meaningfuldevelopmental
  • Monitor working hours and to ensure
  • Monitor holidays to ensure that staff are taking their full
  • Attendtrainingasrequestedingood management
  • Ensurethatbullyingand harassment isnottolerated within
  • Be vigilantandofferadditionalsupport to a member staff who is experiencingstress outside work e.g. bereavement

Occupational health and safety staff

  • Providespecialistadviceand awareness training on stress.
  • Trainandsupport managers in implementing stressrisk
  • Supportindividualswhohavebeenoffsickwithstressandadvise them and their management
  • Refer to workplace counsellorsspecialistagencies as
  • Monitorand review the effectivenessmeasures to reduce stress.
  • Inform the employer and the health and safetycommitteeofanychangesanddevelopments in the field of stress at work.

Human resources

 

  • Give guidance to managers
  • Help monitor the effectiveness measures to address stress bycollatingsicknessabsence
  • Advise managers andindividualson training
  • Provide continuing support to managersand individualsinachanging environmentand encourage referral to occupational workplace counsellors where appropriate.

Employees

  • Raiseissuesofconcern with your Safety Representative, line manager
  • Acceptforcounsellingwhen

Safety representatives

  • SafetyRepresentativesmustbe meaningfully consultedonanychangestoworkpracticesorworkdesignthatcould precipitate stress.

  • Safety Representatives mustbeable to consultwith members
  • SafetyRepresentativesmustbe meaningfully involvedin the risk assessment
  • Safety Representatives should be allowed access to collective and anonymous datafrom HR.
  • Safety Representatives should be provided with paid time away from normal dutiesto attend any Trade Union training relating to workplace
  • Safety Representatives should conductjointinspectionsmonths to ensure that environmentalstressors are

Safety Committee

  • The joint SafetyCommittee will perform a pivotal role in ensuring that this policy is
  • The Safety Committee will efficacy measures toreduce stress and promote workplace health and safety.