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CASE STUDY – D UNIT Examples studied – Employer 1 - Klick photo point – Luton Employer 2 -Chanse leather goods - Northampton Employer 1. I had been allocated Klick photopoint as a new enrolment through CBE sales team. The ILP indicated that a full H & S check was required. This indicates to me that there are no current learners in this location and therefore a Health & safety assessment is needed to ensure that new learners are working in a safe environment. I always carry these in my stock, along with my green H & S guidance folder. I telephoned one week prior, to speak to the contact. At this stage I pointed out the nature of my visit and explained that I would need to carry out the assessment, giving the reasons as previously stated. I also added that this is a government requirement as the LSC has funded the awards. The Manager was newly appointed and a little nervous, she was also the learner, but I assured her that this was normal procedure and that I would guide her through the assessment. We agreed a suitable time, allowing 30 minutes which would have minimum impact on the retail business itself. The time would also allow me to carry out the assessment successfully, still giving me ample time to get to my next appointment. I called again the day prior to the scheduled visit, to ensure that there were no problems and the Manager had not forgotten our appointment. This is a retail environment and I dressed appropriately within CBE guidelines, taking care to wear closed in shoes, as this is usually a retail requirement. When I arrived, a little early, I looked around the shop environment, observing special areas including fire exits, fire fighting equipment, alarms and signage. While the Manager was busy serving customers, I stood back out of the way and took this opportunity to observe the general state of my surroundings, taking into account the safety aspects of customers, visitors and staff. There was a large printing area which was safely sectioned off from customers. I introduced myself and the Manager immediately showed me downstairs, again this gave me the opportunity to observe my surroundings and pick up on any hazards to health & safety. I was also able to observe heating, lighting, sound and ventilation in all areas, ensuring that walkways, stairs and storage areas were tidy and free from debris etc, reducing risk of slips or falls. I always make a point of going to the bathroom on these visits, another opportunity to check the area is compliant. I then began to work through the assessment with the manager asking questions and when we came to the employer’s liability, we found this was out of date. We also established that the health & safety policy was not displayed with any details. I pointed out working practise regulations for this an she immediately telephoned her head office, who assured her that this was in hand and that the new document would be sent out to her. This I noted on the assessment. We talked about people with special needs and she confirmed that there were currently no employees with disabilities or the need for specialist equipment. We discussed first aid requirements and confirmed that she was not sure who was responsible. All fire fighting equipment was clearly marked with test date details but when we discussed the fire drill requirements she had no records to show me, and to her knowledge did not know where to find these, nor had she carried any out. Again we discussed regulations covering work area and practises. She tried to contact her area Manager, who was on holiday. At this stage she became worried. I assured her that these were problems that could be easily solved and explained the action plan to her. I pointed out that the assigned TC would be contacting her within a few weeks to arrange an induction, and that the action plan would give her a time frame in which to rectify these anomalies. The TC in turn would check these on her visit. We discussed a likely time frame when her area Manager would be available to sort these issues with her, and give her some additional training in these areas. These dates were noted on the action plan, which she signed and agreed to. I then carried out the enrolment and used the enrolment checklist to ensure that all necessary paperwork was completed legibly and correctly to CBE required standards. On completion I posted the assessment record along with the learner’s record and all other enrolment paperwork to HO. Health & safety documents for Paul Edmonds attention. These was received and processed within 48 hours of the visit. Paul would then make necessary arrangements for the TC to follow up the required action points within the given time frame. Employer 2 This was one of my own employers that I had introduced to CBE through cold calling. Chanse leather goods in Northampton. When I made the initial approach, I was able to see immediately that the surroundings on the shop floor were compliant with health & safety standards. Again able to observe lighting, heating etc in the area where customers would be shopping, visitors or contractors may enter as well as the staff themselves. During my initial visit when an interest was expressed I did point out that a short H & S assessment would be required as this was a new employer. As always I was very polite and professional. The Manager agreed to all these arrangements. Pointing out that at busy times he may be called away. We made an appointment. I telephoned three days prior to ensure that the appointment still stood, and reminded the manager of the requirements for H & S assessment. I had all necessary documentation along with my green H & S folder. This too was a retail environment for which I had dressed accordingly. I was also aware on my visit that there were only 2 members of staff in and the assessment may be interrupted for customer needs. This I can always work around if need be, and there are always areas that can be observed during these times. We worked through the assessment record and the manager provided records and proof when required. We then went downstairs into the stock room, rest room areas and when the Manager was called away, I took this opportunity to use the toilet facilities. I was also able to see walkways were clear and stock stacked neatly and safely in stock room area. Electrical equipment had relevant PAT labels and fire fighting equipment had updated checks visible. We worked through the record identifying all required areas and we established that the learner was never involved in any banking activities. She did however handle cash payments daily but was never left unsupervised. I noted these comments on the sheet accordingly. We found that the employer’s liability was not present. He assured me that this was at the premises, but could not find it at this stage. I pointed out the ELI compulsory insurance act 1969 and advised the consequences. We continued to complete the assessment and noted on action plan that this would need to be located and displayed before my next visit. The Manager agreed and signed the action plan. I used the enrolment checklist to ensure that I had all relevant documentation required to CBE standards, and posted the H & S assessment to HO with a note, advising Paul that this would be my learner and that I would get relevant details on action plan sorted at my next visit. He in turn, processed the document and returned it immediately to me to complete this. Other considerations In both examples the learners were full time employees, but I am also aware of need to check facilities for part time staff and young people (16 – 18 year olds). I will always adapt my approach to suit the situation and remain supportive but assertive in times of setback. Although these two situations were within the retail environment, I am fully aware of requirements in more hazardous workplace environments such as warehousing or specific retail environments where hazardous substances or machinery and lifting equipment may be used. In both situations I would wear suitable PPE as required. I am also able to check and monitor safe use of PPE in each of these situations, taking into account that correct instructions and training are provided for employees in each case. All necessary guards need to be in place for operating machinery and suitable storage areas for hazardous substances.