Monthly Archives: December 2018

Managing Musculoskeletal Disorders at Work – Part One

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Did you know that 24 million days are lost to ill health each year? Out of that, the breakdown includes 10.5million from stress related illnesses, and a staggering 9.5 million from musculoskeletal disorders.

At my last Workshop in October, Jenny Collis of the Fit & AbleWorkplace did a presentation on managing musculoskeletal disorders (MSD) in the workplace. From that, Jenny kindly allowed me to write this blog to help you manage MSD in your business.

MSDs are injuries and disorders that affect the human body’s movement or musculoskeletal system (i.e.muscles, tendons, ligaments, nerves, discs, blood vessels, etc.). In the workplace, there are a number of situations that can cause MSDs, especially where repetitive movements are necessary, as in a factory setting, or when sitting for long stretches of time at a workstation. Note – don’t sit for long! Get up regularly and walk around for a few moments.

Because this is quite a lengthy subject, the second part will be published in January 2019. This blog focuses on the following objectives:

  • To discover how MSDs are identified, reported and managed
  • To help you review provisions for DSE (Display Screen Equipment) assessment asrequired by Health & Safety legislation, and to ensure that they are appropriate for changes in technology and flexible working practices
  • When to seek external specialist support and what to expect

Identifying and Reporting of MSDs

As an employer, you need to comply with the Health and Safety (Display Screen Equipment) Regulations 1992, which was amended in 2002 for office-based computer users. This means that you need to check that the whole workstation – including equipment, furniture and the conditions – are set up correctly, correcting any risks, to ensure that each individual employee is positioned in an ergonomically correct way that’s also comfortable for working efficiently.

Assessments need to be carried out regularly, especially when a new employee starts work. Therefore, it’s important that the staff you nominate to carry out assessments are properly trained to correctly assess workstations and other areas.

Of course, these days there are huge workstation variations within different organisations, especially with all the different technologies around. For instance, many people use iPads and smartphones as much as, and sometimes more than, desktop computers and laptops. So when assessing workstations, it’s important to take consideration of all the different working possibilities.

Information sheets are available from Fit & Able Workplace to help your designated staff to assess and advise,such as:

  • Top tips for using a computer including some simple exercises
  • How to use a mouse and keyboard correctly
  • How to take the pain out of driving

Considerations also need to be made for flexible workers, hot-deskers and so on, as well as manual workers and production workers.

Remote Workers and Using Specialist Services

It’s also important to assess remote workers regularly, both the vehicles they use if they’re on the road a lot (as many sales forces tend to be), and/or their workstations at home.

It could be that some of your staff have medical conditions that they are reluctant to report on, so it’s important to help them to understand that they will be supported to keep their jobs and carry out their roles comfortably by putting some simple exercises or changes in place that will help them. For instance, ensuring that regular breaks are made in order to do some stretches or walk around for a few moments, as advised by the assessor. If you need to request letters from their GP or other medical practitioners about their condition, an external DSE specialist may be necessary.

Ergonomic Workplace Assessments

You may feel that it’s simpler and safer to use specialist services. If so, this is what you can expect to receive:

  • One hour on site with each user
  • Discussion of medical conditions and clinical management
  • Discussion of their work role, including all routine and external work factors
  • Observe the user undertaking their work, using knowledge of musculoskeletal disorder to identify the aggravating factors in and outside of the workplace
  • Provide advice and training to the user and implement solutions where possible
  • Provide a comprehensive report to you with findings, advice given, solutions implemented and any employer recommendations.Where equipment is suggested, generic recommendations are provided with examples of appropriate equipment. Quotes from suppliers can be provided withassessor discounts incorporated or equipment can be purchased from preferred company suppliers
  • All compliant with GDPR

Naturally, you can have your own trained staff carry out these assessments, certainly on an initial basis and unless a complication or riskarises that needs expert assessment. It’s also advisable to contact a specialist before purchasing new equipment or furniture, to ensure it is correct for the situation.

In January’s blog, we will focus on:

  • Clarifying what actions can be taken in-house by H&S trained staff, with tips and advice on simple solutions for both the workplace and remote working situations
  • More information on when external expert help is required

In the meantime, if you have any queries on MSDs and helping your staff to work comfortably and safely, or any other staff issues, do call me on 0118 940 3032 or click here to email me and I’ll refer you to Jenny at Fit & Able Workplace if needed.

‘Tis the Season of Abundance and Joy!

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Christmas parties can be a mixed blessing. They’re good to help both keep morale high and reward staff for a good year. But parties are not always without their problems– you can’t totally control all your staff, especially after a drink or two! Also,not everyone likes parties, so don’t make them compulsory, as some people find social situations too overwhelming.

Costing on average around £50 per head, produce an Office Party Policy to set expectations on behaviour, backed up with a Social Media policy warning staff not to post inappropriate photographs and risk damaging your brand’s reputation. Email all staff a couple of weeks prior to the event, attaching the policies, to bothremind them of the details of the party and your expectations of theirbehaviour, gently stating that the party is an extension of their working hours.

Remember, as the employer, you’re ultimately responsible for any shenanigans! So to avoid any pit falls and embarrassment, set up the ground rules first. Then relax and enjoy the event with your staff.

The ‘Alternative’Festive Menu

Cocktails and Wine

Can you guess which member of staff will be the one who gets a bit tipsy first?There’s always that one! Then there’s the wine lover who ends up getting a bit emotional, and the beer quaffer who may get opinionated, offering unwanted advice to all and sundry. Not forgetting the cocktail lover who thinks they’re the life and soul of the party! You know the ones. But we’re all human, and we all have our little foibles, whether alcohol induced or otherwise. So let themenjoy themselves, in moderation – you, too. Relax and enjoy a glass or three. Just remember not to make any drunken promises to your staff that could bite you in the backside later. Finally, make sure you have plenty of soft drinks available,too.

Your Starter for Ten

Everyone loves a traditional prawn cocktail or salmon starter. Or do they? Perhaps a member of your team is allergic to shellfish. Remember to check for allergies prior to the event.

Going Crackers

No Christmas meal is complete without pulling crackers, donning hats, enjoying the cheap gifts and laughing at the lame jokes. But once the crackers are pulled, keep an eye out for staff going crackers, or flirting inappropriately to try and ‘pull’ a colleague. Gentle flirting is one thing, but let’s keep it atthat, guys! Your policy should remind staff that what one person may find funny,another may find offensive – the last thing you want is a grievance about someone’s behaviour when you all return to work.

What a Turkey!

Onto the main course. Things are getting serious now … or seriously silly! But when it comes to the meat, consider those people of different faiths. Have you ensured there are Halal or Kosher choices, and vegetarian alternatives? Did you check that anyone has any other dietary needs? For the meal to be a success,and for your staff to feel appreciated, valued and listened to, getting this bit right is essential.

Brussels Sprouts – Loathe ‘em or Love ‘em?

I love Brussels Sprouts, especially stir-fried with garlic, chilli and ginger. But not everyone does. The point I’m making here is to not treat everyone the same and assume they all want or need the same thing. I’m not just talking about the festive season, either – don’t look at your staff as a whole but see them as individuals, too, with different needs. 

Christmas Pud with Lashings of Brandy Butter

Of course, some people may prefer mince pies, and others may loathe desserts with dried fruit. Ensure there’s a variety of desserts available so that people don’t feel left out – just as can happen with equality issues in the workplace.It’s important to cater for and embrace all desserts, tastes, ethnicities and sexual preferences so that everyone feels included.

Secret Santa

Many people love the secret swapping of silly gifts at Christmas. But what happens when someone opens a present that they find inappropriate, or worse still,offensive? Make sure you communicate with staff well in advance of the event. Make it clear that if they want to take part in the Secret Santa, gifts should be respectable and sensible. This can be subjective, of course, but most people should understand the sort of gifts to be avoided.

Taxi!

It’s over! Everyone’s talked, eaten, laughed, joked, enjoyed a tipple or two and hopefully had fun. Now it’s time to get everyone home safely. Did you know that it’s your responsibility as the employer to ensure that drunk staff get homesafely? If budget allows, arrange mini-buses or taxis in advance, or designated drivers for groups. Or at least encourage your staff to check the last bus andtrain times and provide the number of a couple of cab companies.

Finally,if you’ve chosen to have your Christmas event mid-week (not advisable), make sure that everyone had plenty of prior warning that they are expected in work the next day, fully functioning!

Wishing you all a very Merry Christmas and a peaceful New Year!