Hi Amber,

 

I concur with the others’ views, but in addition, there may be some consideration given to the process by which you and the employee reps will interact, i.e. under what circumstances and how.

 

There may be some existing process (perhaps through HR), that details when the 2 sides will meet and what they will discuss, what is open for negotiation/consultation and what is merely communication, etc. In the HR world, things that impact terms and conditions will go before the employee reps. From an OH perspective, anything that may impact employment may need to do the same. For example, if introducing a new standard for fitness due to legislative changes, or where the company does not have a current standard. You agree to consult prior to implementing such a change.

 

Have a simple flowchart or something that you develop with them (or piggyback onto existing HR process). You are then including them from the beginning.

 

Matt

 

 

This email (and all attachments) is for the sole use of the intended recipient(s) and may contain privileged and/or proprietary information. Any unauthorized review, use, disclosure or distribution is prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message.

******************************** Please remove this footer before replying.

OCC-HEALTH ARCHIVES: http://www.jiscmail.ac.uk/lists/occ-health.html

CONFERENCES AND STUDY DAYS: http://www.jiscmail.ac.uk/cgi-bin/filearea.cgi?LMGT1=OCC-HEALTH