This month: Statutory training and… retirement options
Is there a document in the library that highlights all statutory training that all team members should have on file?
There is no definitive answer as your duty as an employer is to provide whatever information, instruction, training and supervision as necessary to ensure, so far as is reasonably practicable, the health and safety at work of your employees. Any training needs to be relevant to the staff members’ duties and will vary from department to department.
There are certain subjects where you could argue that all staff should have training such as:
- awareness of the club’s health & safety and policy – all staff
- awareness of the control of substances hazardous to health (COSHH) regulations – all staff but department specific
- when and how to report injuries, diseases and dangerous occurrences regulations (RIDDOR) – all staff
- fire safety awareness training – all staff
- first aid – selected staff dependant on current regulations * manual handling training – most staff, dependant on duties
- basic risk assessment training – all staff
- annual updates in essential areas of fire safety and manual handling
- Food hygiene or food safety awareness training – bar & catering staff and managers
- Safeguarding children training – all staff who deal with children.
Our steward is in his early 70s while the stewardess has just been diagnosed with cancer and faces long term treatment for recovery. It appears neither has made much provision, or plans, for life after finishing their employment. The club are keen to try and assist them plan for the future.
This may involve ascertaining what accommodation and retirement plans they have. Both have been good servants of the club and we are anxious to avoid the scenario where their employment ends and they are given two weeks to vacate the tied accommodation. Can the club begin discussions on their plans for retirement and the future without infringing their employment rights?
They could continue for the next five years but, if for whatever reason they can’t, we want them to have a future secured – particularly with regards to accommodation and would like to speak to them about it without them feeling we are lining them up to end their employment.
With retirement, you can begin discussing the issue as long as you keep to the following guidelines: Whatever the age of an employee, discussing in a general way their future aims and aspirations can help an employer identify training or development needs and provide an opportunity to discuss future work requirements.
For all employees, these discussions may involve the question of where they see themselves in the next few years and how they view their contribution to the organisation. A useful exercise is to ask open questions regarding an employee’s aims and plans for the short, medium and long term. Some employers may find it useful to hold these discussions as part of their formal appraisal process.
Any direct question such as “are you planning to retire in the near future” is best avoided. If the employee indicates they wish to retire there is no problem in the employer talking to them about the date and any working arrangements leading up to it. The outcome of any workplace discussions should be recorded by the employer and held for as long as there is a business need for doing so. It’s good practice to give a copy to the employee.
Further guidance is at www.acas.org.uk/ index.aspx?articleid=3203
