The heat is (still) on!
October 16, 2008
You’d think given the financial climate and all the worries we’re all dealing with at the moment, the small day to day concerns in the workplace wouldn’t be seen as too important. Well think again. Just because we’re on the brink of economic meltdown, it doesn’t mean that employers can discard the smaller issues that have an effect on individuals whilst they’re at work.
For example, a while back I wrote about an employee request for air conditioning to be installed for a very hot server room. This has not been sorted out yet, and now of course there’s an issue because as with all companies, there is a big focus on cost cutting at the moment, and air conditioning installations can be very expensive. However the fact remains that failing to provide air conditioning or some sort of cooling equipment in a hot environment could pose a risk to the health and safety of any employee that is required to spend a long time in the room as part of their job. As I’ve said before, the Health and Safety at Work Act 1974 gives employers the responsibility to provide a safe workplace for all employees, so although there is no legislation relating to the maximum temperature an employee can work at, the effects of a hot environment should still be considered as part of the general duty of care that an employer has.
This is just a small example of how day to day issues in the workplace do not go away, even when there are major issues happening at the top or in the external environment. HR teams have a wide-reaching role of contributing to the way the organisation deals with external constraints and developments, whilst at the same time continuing to manage small workplace situations and keep the company operating as usual.
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