Agenda item

[To endorse the proposed development and the implementation of a health, safety and wellbeing strategy]

Dawn Phillips presented a report to provide the Health, Safety & Wellbeing Strategy 2014-17.  The Panel considered the report

Cllr Rita Potter asked if an overload of work could trigger some stress and pressure in the workplace. Dawn Phillips advised that the Council is in the process of developing a health and wellbeing strategy. She said it would build on current interventions such as workshop for managers to help them recognise stressors, stress risk assessment tool kit, counselling and work with managers who can offer mentoring services.  Essentially it is up to managers to recognise potential stressors in their employees and take early action if there is a specific health issue work with the employee.

Cllr Rita Potter asked if there would there be arrangements available to have a gradual return to work.  Dawn Phillips advised that the fit note enables employers to look at what tasks the individual is able to do, even if they are not fully fit.  Wherever possible the manager will provide support to enable an early return to work, which could include alternative work as long as the employee can safely carryout the tasks, in order to get them back into work. 

Charlotte Johns indicated that this links to the HR policy for management of attendance.

Cllr Rita Potter asked if there would be training available and if there would be a budget.  Dawn Phillips informed the panel that the strategy takes account of this and is building on what training resource is available at the moment, including the e-learning programme.

Cllr Milkinder Jaspal asked when the panel will we get an update on management of attendance and to seek assurances that even in financially difficult times want to know we are on track.  Cllr Jaqueline Sweetman suggested that scrutiny should be forensic and investigate what is not working and why.

Dawn Phillips advised the panel that the performance indicators contained within the strategy are deliberately aimed to protectively manage health and safety to prevent a failing and that we continue to measure failure which include accident and incidents, HSE involvement, number of success liability claims etc.

If we have HSE involvement the corporate health and safety team will support management to investigate the incident, as a breach of health and safety can be expensive (£124 an hour for HSE to come and investigate) if HSE identify a breach and come to investigate.  Charlotte Johns advised that the number of near misses reported was incredibly low and that it is important to register near misses to avoid accidents happening next time.

Dawn Phillips advised that the new accident and incident software system iCASS allows managers to report in real-time and the corporate health and safety team to pick up any emerging issues promptly.  Managers can now use the intelligence and can identify their own trends.

In response to further points raised panel was advised:

·         That liability injury claims can also be an indication of improvement. 

·         The number of working days lost and related corporate indicators will be reported to Scrutiny Board next week, this is a good news story.

In relation to paragraph 9.3 briefings on the roles and responsibilities for managers and their work requirements to produce operational health and safety work plans.  Panel was advised that no deadline has been agreed.  Panel suggested that assistant directors can start this immediately.

Resolved:

1.    That the proposed development and the implementation of a health, safety and wellbeing strategy to establish a clear vision for the further development of health and wellbeing policies, procedures and measures in the Council to ensure the full discharge of senior management responsibilities.

2.    The work plans for the initial implementation of the strategy, which identify the key supporting activities at both corporate and business levels of the organisation.

3.    That an update on performance and management of attendance is included in the work programme.