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Here's what your disciplinary code should say about not following health and safety rules

by , 26 June 2014
As a company you have rules. These rules determine how your employees should dress and act at work. They also cover what your employees can do on social media these days. And, they should definitely cover your health and safety rules.

Your disciplinary code covers what you can do if your employees don't follow your rules. Some things you must give employees warnings for and sometimes you can fire them for breaking the rules.

Here's what it should say about breaking your health and safety rules...

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Can you answer these four health and safety questions?
 
Can an HSE officer do induction training?
Why do I need to do induction training?
Do I have to give my staff refresher induction training every year?
Do I need to give contractors induction training every time they come on site?
 
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Ensure you've included health and safety rules in your disciplinary code 

 
Health and safety laws such as wearing PPE and attending OHS training can be difficult to control. Some employees might just refuse for no reason. So ensure your disciplinary code says your employee has failed to comply with his legal duty:
 
If he arrives at work without his PPE: Give him a verbal warning for the first time, a written warning for the second and a final written warning (firing) for the third. 
 
If his behaviour puts others in danger: This can include being under the influence of drugs and alcohol, bringing weapons to work or starting a fight. These offenses are often punished with immediate dismissal.
 
If he doesn't follow safe work procedures: Ignoring your safety protocol gets a verbal warning for the first time, a written warning for the second and a final written warning (firing) for the third.
 
If he ignores safety instructions from his safety officer: If your employee's safety officer tells him to do something (like put on his hard hat) and he ignores him, you should discipline him. This offence gets a verbal warning for the first time, a written warning for the second and a final written warning (firing) for the third.
 
The bottom line: Ensure your disciplinary code helps you enforce your health and safety rules.
 
 
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Are you responsible for compiling your SHE file?
 
Are you struggling to keep up-to-date with all the paperwork?
Do you waste your time formatting all the documents?
Are you stressed out about all your legal requirements?
 
Of course you are. You have enough on your plate already, and keeping up with paperwork isn't on the top of your to-do list. But unfortunately, it's part of your job because it's a legal requirement. And, you've answered 'YES' to at least half of the questions above.
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