Tag: workplaces

Fire service to change the way it responds to false fire alarm signals

IS YOUR WORKPLACE READY?

Firefighters across the East of Scotland responded to almost 10,000 unwanted fire alarm signals last year – the equivalent of around 27 a day.

The figure has been revealed as the Scottish Fire and Rescue Service (SFRS) gets ready to change the way it responds to unwanted fire alarm signals: 

From 1 July, 2023 an alarm activation will require those with fire safety responsibility, known as dutyholders, to investigate the cause of an alarm and only call 999 once a fire has been confirmed.

This approach is already embedded across several other UK fire and rescue services, who require a confirmed fire before they send fire appliances

Fire Alarm Systems provide an early warning of fire and are one of the most effective ways to keep your business, staff and customers safe in the event of a fire.

Unfortunately, most signals from these systems are not actual fires – they are false alarms often caused by cooking fumes, dust or a lack of maintenance. These unwanted fire alarm signals (UFAS) mean our fire crews are called out unnecessarily.

From 1 July 2023, we will stop attending automatic fire alarm (AFA) call outs to commercial business and workplace premises, such as factories, offices, shops and leisure facilities – unless a fire has been confirmed.

Dutyholders with responsibility for workplace premises should safely investigate a fire alarm before calling 999, as our control room operators will now be asking for confirmation of an actual fire, or signs of fire, before sending the nearest resource.

SFRS will treat any fire alarm as a sign of fire, other than from a single smoke detector. Other signs of fire include: visual flame/smoke, smell of burning, or any other fire alarm signal. 

This change does not apply to sleeping premises, such as hospitals, care homes, hotels or domestic dwellings who will continue to get an emergency response.

This follows the SFRS public consultation in 2021 and is estimated to greatly reduce unnecessary call outs in order to free up our firefighters to attend real emergencies and to allow them to do more community safety prevention work.

What do I need to do next?

  • As a dutyholder you must ensure that your premises are safe for staff, visitors and occupants in the event of a fire. You have a responsibility under the Fire (Scotland) Act 2005 to maintain the facilities and equipment provided. Failure to do this could lead to prosecution.
  • Staff and occupants should be made aware of how to respond safely to AFA activations in each premises. It is recommended that you read the guidance Investigating Fire Alarms prepared by the Fire Industry Association.  Ignoring them or assuming the fire and rescue service has been notified could put people at risk. 
  • You should contact your insurance company to discuss the changes in response to AFA activations, but please note that SFRS will always attend a confirmed fire.
  • If there is a fire you should always call 999 immediately and follow other specific strategies, such as evacuation and assembly points.

How you can help to reduce false or unwanted alarms

As a dutyholder, you have a responsibility under the Fire (Scotland) Act 2005 to maintain the facilities and equipment provided. Failure to do this could lead to prosecution.

We fully support the installation of automatic fire alarm systems, but these systems must be fully managed and maintained to reduce false alarms and ensure that they activate at the right time and achieve the correct response.

You must work with your fire risk assessor and update your fire risk assessment with any changes.

We have two initiatives in place to assist with reducing instances of UFAS. ‘TAKE5’ and ‘BE AWARE’ are simple and effective ways of delivering key information to staff and guests, allowing them to consider their actions in buildings.

Other key steps include:

  • Reviewing your Fire Safety Risk Assessment and keeping a log of all false alarms to identify any trends which should be raised with your alarm engineers.
  • Creating an action plan to reduce the chance of any false alarm occurring
  • Check detector types and their locations – would moving detectors or changing the type used reduce activations? Seek advice from your alarm engineer.
  • Upgrading automatic fire detection (AFD) systems that are obsolete with more modern technology e.g. ‘multi-sensing’ detectors
  • Fitting manual call points with protective plastic covers in problem, vulnerable or high traffic areas
  • Ascertaining whether any false alarms are a result of activating the wrong call points such as green emergency door release points
  • Keeping AFD systems appropriately maintained
  • Considering whether a link to an Alarm Receiving Centre is necessary or if it is appropriate to suspend the automatic dialling function whilst buildings are occupied or at certain times of the day
  • Seeking further guidance and advice from their alarm system provider or servicing agent as well as their local legislative fire safety officer.

Deputy Assistant Chief Officer Stewart Nicholson is the Scottish Fire and Rescue Service Head of Service Delivery for the East of Scotland. He said: “We will continue to work with dutyholders to help them better understand their obligations, but I must stress the importance of having adequate training in place for staff and in ensuring appropriate fire safety provisions are in place within your premises. 

“By changing our response to these types of incidents, we can potentially free up 64,000 hours every year giving firefighters more time for other activities, such as training and fire safety prevention work.  

“However, there are benefits to businesses too by preventing these incidents from happening in the first place. On average, every unwanted fire alarm signal interrupts business for around 27 minutes each time.” 

Stricter measures to limit the spread of Omicron come into effect today

New guidance to help limit the rapid spread of the Omicron variant in Scotland has been published. This latest guidance took effect from 00.01 this morning (Friday 17 December).

Businesses will now be legally required to take reasonable measures to minimise transmission of coronavirus (COVID-19).

The guidance will support businesses to put in place a range of public health measures that will help keep people safe, including enabling home working for those who are able to work from home – something that is key to breaking chains of transmission.

Masks should be worn in all businesses, and retail and hospitality businesses should consider ‘reasonable measures’ to reduce crowding and manage queues.

Workplace testing is being extended and businesses with more than 10 employees are encouraged to sign up to receive free lateral flow test kits to ensure staff are able to test regularly.

To help mitigate further economic harm as a result of this vital public health guidance, a £100 million financial package for eligible businesses is also being established to support them through this period. £100 million for self-isolation support grants is also being made available to those who need it.

The Economy Secretary is engaging with affected business groups and details of the funding is to be set out shortly.

Economy Secretary Kate Forbes said yesterday: “The Omicron variant is spreading at a rapid pace and we have had to work extremely quickly to get revised guidance in place for businesses, to take effect from 00.01 Friday 17 December.

“It is crucial that everyone follows this guidance to support businesses to keep their premises safe and prevent transmission of Omicron, especially as we ramp up booster vaccinations. Please get your booster, test regularly, follow the guidance, wear a mask and distance from people when you’re out and about. All of these layers of protection will help to limit the spread of Omicron, especially as we approach the festive period.

“I am also making a plea to be considerate to staff who are doing their best during this challenging period.

“In addition to guidance, we know that businesses need financial support now. We are working to get funding out to businesses as soon as we can but the Treasury must also step up and provide urgent funding beyond what we are able to provide.

“I wrote to the Chancellor last night and the First Minister has requested talks with the Prime Minister – this situation is serious and we need the UK Government to engage with us on further support.”

Read the Safer Businesses and Workplaces guidance

Read the Tourism and Hospitality sector guidance  

TUC calls on employers to keep their staff safe as temperatures set to soar

  • Met Office issues extreme heat weather warning for the first time 
  • Forecasters warn temperatures will continue to climb and could reach 33 degrees C (91.4F) in some parts of the country 
  • TUC calls on employers to make sure staff are protected from the sun and heat 

The TUC has urged employers to make sure their staff are protected from the sun and heat, as the Met Office issues one of its new-style extreme amber heat weather warnings for the first time. 

The amber warning covers parts of Wales, all of south-west England and parts of southern and central England and will be in place until Thursday (22 July), when temperatures are expected to peak. 

Health warning 

Working in hot weather can lead to dehydration, tiredness, muscle cramps, rashes, fainting, and – in the most extreme cases – loss of consciousness. 

The TUC says employers can help their workers by:  

  • Allowing flexible working: Giving staff the chance to come in earlier or stay later will let them avoid the stifling and unpleasant conditions of the rush hour commute. Bosses should also consider enabling staff to work from home while it is hot.  
  • Keeping workplace buildings cool: Workplaces can be kept cooler and more bearable by taking simple steps such as opening windows, using fans, moving staff away from windows or sources of heat, or installing ventilation or air-cooling.  
  • Temporarily relaxing their workplace dress codes: Encouraging staff to work in more casual clothing than normal – leaving the jackets and ties at home – will help them keep cool.   
  • Keeping staff comfortable: Allowing staff to take frequent breaks and providing a supply of cold drinks will all help keep workers cool.  
  • Talking and listening to staff and their union: Staff will have their own ideas about how best to cope with the excessive heat. 
  • Sensible hours and shaded areas for outdoor workers: Outside tasks should be scheduled for early morning and late afternoon, not between 11am-3pm when temperatures are highest. Bosses should provide canopies/shades where possible. 
  • Sun protection: Prolonged sun exposure can be dangerous for outdoor workers, so employers should make sun protection available. 

The law 

There’s no law for minimum or maximum working temperatures. However, during working hours the temperature in all indoor workplaces must be ‘reasonable’. 

Guidance suggests a minimum of 16degC, or 13degC if employees are doing physical work. And employers have a duty to keep the temperature at a comfortable level and provide clean and fresh air. 

The TUC would like to see a change in the law so that employers must attempt to reduce temperatures if they get above 24degC and workers feel uncomfortable. And employers should also be obliged to provide sun protection and water for outdoor workers. 

The TUC would also like ministers to introduce a new maximum indoor temperature, set at 30degC – or 27degC for those doing strenuous jobs. 

TUC General Secretary Frances O’Grady said: “We all love the summer sun. But working in sweltering conditions in a baking shop or stifling office can be unbearable and dangerous. 

“Indoor workplaces should be kept cool, with relaxed dress codes and flexible working to make use of the coolest hours of the day. 

“And bosses must make sure outdoor workers are protected with regular breaks, lots of fluids, plenty of sunscreen and the right protective clothing.” 

The TUC is also asking employers to consider additional needs that may arise in hot weather from coronavirus health and safety requirements. Frances O’Grady added: 

“It’s even more important to use PPE safely in this hot weather. Staff will need extra breaks to cool down if their equipment reduces ventilation. 

“And while many offices have air conditioning, few people have it in their homes. Lots of staff are still working from home, so they may struggle to work during the hottest parts of the day. Employers should allow flexible hours so people can work when it’s cooler.” 

TUC warns “infections could rebound” if workplaces aren’t Covid-Secure

The TUC has warned the UK government and employers that “infections could rebound” if workplaces aren’t Covid-Secure – as hospitality and non-essential shops prepare to reopen this month.

The union body says the vaccine rollout and workplace testing must not be used as an excuse to relax safe working rules.

New guidance for “safe and responsible” return

Over 11,000 working age people have died during the pandemic, with thousands of outbreaks in workplaces.

A new TUC report published today sets out the steps ministers and employers should take to keep people safe at work and to prevent another spike in workplace infections.

These include:

1) Making workplaces Covid-Secure: The TUC says all employers must update their risk assessments to take account of what we now know about the importance of ventilation.

As the UK unlocked in summer 2020, more emphasis was placed on surface disinfection – but the guidance has since changed to make effective ventilation the priority.

The TUC says that any activity which can be conducted outside should be, and that employers should invest in ventilation systems, as well as continuing to enforce social distancing and the wearing of face coverings.

A TUC survey of more than 2,000 union safety representatives published this week revealed that one in four reps are unaware of a risk assessment taking place in their workplace in the last two years. This is despite it being a legal requirement for employers to have an up-to-date risk assessment and to consult safety reps and involve staff in writing it.

In addition, the TUC notes that the guidance on working from home has not changed. Everyone who can work from home should continue to do so until at least 21 June. Employers should assess the ability to work from home at the level of individual jobs, and should not require workers to travel to workplaces where they do desk-based jobs, even in sectors that are allowed to be open.

2) Decent sick pay for all: The TUC says decent sick pay remains critical to ensuring a safe return to work.

The union body says it “beggars belief” that a year into the crisis ministers still haven’t fixed the problem of workers not being able to afford to self-isolate – despite repeated warnings from the TUC and the government’s own head of Test and Trace Dido Harding.

A new TUC poll of private sector employers reveals that of those who intend to use workplace testing, 28 per cent pay only statutory sick pay. SSP is now £96.35 per week, which the TUC says is too low to live on and will cause hardship. Only 47 per cent of those employers surveyed who propose to use workplace testing provide full company sick pay. 

The TUC says ministers should increase statutory sick pay to at least the rate of the real Living Wage, and extend eligibility to the two million low-paid workers who currently don’t qualify for it.

3) Supporting workers to get vaccinated: The TUC says employers must step up and help the national health effort by giving their staff paid time off to get vaccinated.

But recently published polling reveals less than half of firms surveyed (45%) give their workforces paid time off to get the jab.

The union body says companies should seek to persuade staff to get the vaccine, but not make it a condition of employment. The TUC says that making vaccinations compulsory will damage employer-staff relations and could result in legal cases on the grounds of discrimination.

The TUC says that there are still questions to be answered about Covid status passports, including how testing data will be collected, and how any scheme will maintain the confidentiality of workers’ personal health information.

The TUC believes any Covid status passport scheme must require employers to consult with recognised unions at sectoral and workplace level, and will only work where employers provide decent sick pay.

4) Cracking down on bosses who risk workers’ safety:  As the UK reopens, the TUC says that the government must start cracking down on employers who break the rules on workplace safety.

Despite thousands of workplace outbreaks, not a single employer has been fined and prosecuted for putting their staff in danger. And the TUC notes that the Health and Safety Executive (HSE) has still not amended its much-criticised designation of coronavirus as a “significant” rather than a “serious” workplace risk, which limits the enforcement options open to inspectors.

The TUC says the government must take a much harder stance with companies who flout health and safety rules, and provide the HSE with a long-term funding boost.

TUC General Secretary Frances O’Grady said: “We all want this lockdown to be the last. But if we get workplace safety wrong, the virus could rebound. 

“Ministers must send out a strong message to employers: act now on workplace safety.

“The government has imposed big fines on individuals who break lockdown rules. But not a single employer has been prosecuted and fined for putting workers or the public at risk. It’s time for the Health and Safety Executive to crack down on bad bosses.

“Over a year into the pandemic, it beggars belief that ministers have not fixed sick pay. Sick pay is too little to live on. No wonder too many are not self-isolating when they need to.

“Ministers have the power to make self-isolation effective overnight – and cut transmission immediately. All they need to do is raise statutory sick pay to the level of the real Living Wage, and make sure everyone can get it.”

On the responsibilities of employers, Frances said: “Before reopening, every employer must run a new risk assessment, prioritising good ventilation – and act to make sure their workplace is Covid-Secure. They have to consult their workers and unions on their safety plans. And they have to publish their risk assessment to reassure their workers and customers.

“Even as some workplaces reopen, employers must still make sure that everyone who can work from home continues to do so.

“More people are getting vaccinated every day – but that does not mean that employers can skimp on safety measures at work.”

Garden centres and homeware stores reopen on the 5th of April in Scotland and all remaining stores on 26 April.

New working frontier: a people focussed blended model for the post-Covid future

A new report by the Scottish Futures Trust (SFT) reveals that the workforce of the future – predominantly those who have been office based – will want to make informed choices of where and how to work most productively and more beneficially for their wellbeing.

Post the pandemic, organisations should consider the three ‘Hs’ of working – from Home, a nearby hub or local location, where employees can meet clients or have time to concentrate on projects, or the HQ and head office, where people can gather to socialise, brainstorm ideas or collaborate face-to-face. 

The New Frontiers for Smarter Working, Work and Workplace Report also finds that this new blended future will depend on how employers gauge the benefits from the improved working set up while ensuring the wellbeing of employees.

Shona Adam, SFT’s associate director of Workplace Change and co-author of the report, said: “This exciting future is about allowing both employer and employee to make an informed choice of where they want to work from, on any given day, that is going to best achieve the outcomes that need to be delivered by both the employee and the organisation.

“As a result of the pandemic, we know that people have benefited from the lack of the daily commute and that the majority of office-based roles can be done remotely. However, some people are struggling with mental health and isolation problems. Each organisation will have to assess the preferences of their workforce as well as explore the impacts, and weigh up the longer-term benefits and risks.” 

Working in conjunction with an SFT-led group comprising of public, private and third sector ‘smarter working’ professionals, a variety of opportunities for the future have been identified. 

Analysis of a sample of public sector organisations from the Working Group identified employees’ preferences and found 88% wanted to work at least one day a week from home, with 24% happy to continue to work full-time from home, while only 10% preferred not to work from home.

Shona Adam, went on: “Smarter working isn’t just about the physical place. It’s about understanding the people aspect, and this will be the future focus. This is a social revolution, accelerated by the pandemic. It’s not a static situation where we simply return to old ways.

“As a result, the reoccupation of physical office space requires radical rethinking and one of the most common questions that the group is now receiving is about how organisations reorganise the physical office spaces that have been used in the past. Organisations need to understand ‘the purpose’ of physical workspace in the future and how they will use it.” 

Ms Adam said the culture of ‘presenteeism’, where employers and managers expected to see their colleagues sitting in the office, is being swept away: “What the pandemic has demonstrated is that we have gone from the head office or HQ, to hundreds and thousands of offices in homes. We have a dispersed workforce working on the basis of trust to get the job done.”

However, home working for prolonged periods is having an impact for some people on their mental health and in certain cases, causing social isolation. Acknowledging this, the report explains how employees could continue to go to the Head Office to socialise, integrate with colleagues, cooperate on ideas and strategy, innovate products and services and to share the culture.

Neutral ‘Hub’ locations, such as a café or a digitally connected public library, could also become part of the flexible working solution, allowing face-to-face meetings or research to be undertaken away from home.

SFT hopes organisations embrace the opportunity driving the momentum for change, with the report pointing out that there will be clear differences between organisations depending on their purpose and function and how supportive employers are to the concept.

This will require different thinking around Human Resources and Organisational Development functions such as employment contracts and leadership structures while monitoring of mental health and wellbeing will be crucial to everyone in the evolving situation. 

Summing up, Shona Adam said: “Collectively, across both public and private sectors, we need to use the experience we’ve had during the pandemic in a positive way, to dispel presenteeism and consign it to the past.

“Workers can be located anywhere provided they undertake the activities they are paid to do. This is a tremendous opportunity to explore a distributed network for delivering outcomes.”

Coronavirus: danger at work

Nearly 600 people in Scotland are thought to have caught coronavirus at their place of work, new figures show. The data includes eight people who died from the virus since April.

Care home workers account for nearly two thirds of the suspected occupational exposures, according to Health and Safety Executive (HSE) data, but many other groups – hairdressers, funeral directors, beauty therapists and NHS workers among them – are also believed to have been exposed to the virus at work.

STUC General Secretary Roz Foyer said: “These figures confirm our view that undervalued key workers in care and the NHS have borne the brunt of workplace transmission of the virus with some, tragically, dying as a consequence.

“These figures are almost certainly the tip of the ice-berg. We suspect that there has been significant under-reporting, not to mention a significant incidence of transmission from workers without symptoms.

“Even taken at face value these figures shine a light on the failures we have witnessed in the delivery of adequate PPE and the slow response to the provision of testing for suspected Covid infection.

“Now, more than ever, government and every employer have the responsibility to get things right. Workplaces have been at the centre of localised outbreaks. We need the utmost vigilance, full engagement with unions and an open door for union roving health and safety reps in non-recognised workplaces.”

Gary Smith, secretary of the GMB Scotland union, said there is likely to be significant under-reporting of the suspected workplace coronavirus cases. He said: “The events of the last six months simply do not give any confidence in these figures.

“In sectors which predominately employ women, such as social care and food manufacturing, we are talking about industries notorious for the under-reporting of workplace incident and injury pre-Covid.

“We now know that many of the workers in these industries have been failed on basic health and safety issues, from the delay in the delivery of proper PPE provision to the ability to access testing for suspected Covid infection.”