Stress at Work Policy
Policy Statement
The Company recognises that as an employer it has a legal, economic and ethical responsibility with regard to the management of health and safety in the workplace under Section 2 of the Health and Safety at Work Act 1974 and the Management of Health and Safety at Work Regulations 1999. This extends to the management of stress as to any other health and safety issue.
The Company aims to create an environment where, if workplace stress occurs, it can be dealt with openly and fairly. The Company will take all reasonably practical steps as an employer to manage stress but employees should also recognise their own responsibilities in this regard.
What is Stress?
Stress is an inherent part of everyday life. Most daily pressures experienced can be positive, challenging and motivating. However when these pressures start to accumulate an imbalance can develop between the demands in our lives and the ability to cope with these demands. If the resulting stress is excessive and continues for some time it can potentially lead to ill health.
Sources of Stress
The Company acknowledges that stress in the workplace can be caused by any combination of a number of quite diverse factors such as:-
The workplace environment: noise, temperature, space, ergonomics etc.
Relationships with others at work: perceived discrimination, bullying, harassment etc.
Communications: perceived lack of information.
Organisational changes: restructuring, resources, job security etc.
Working arrangements: employment contract, working hours, skills etc.
It should also be noted that domestic factors may add to, or be the main cause of, stress levels of employees and the Company may offer increased support at such times.
Procedures
The Company will fulfil it’s commitment by promoting a working environment where stress is not seen as a sign of weakness or incompetence. Employees who feel they are suffering from the negative effects of stress, or who recognise it in other employees, should raise the matter in confidence with the Managing Director so that appropriate support can be offered.
Identifying Stress
Employees should be aware of changes in behaviour in themselves and other employees which may indicate high levels of stress which are having a detrimental effect on the health and safety both of the employee concerned and other employees in the Company.
| 1. |
Employees becoming quieter or more angry than normal. In extreme cases this may lead to violence. |
| 2. |
A change in the toleration of other employee’s behaviour. |
| 3. |
Increased levels of absence. |
| 4. |
Alcohol or drug abuse. |
| 5. |
Reduction in performance levels. |
| 6. |
An unwillingness to discuss changes in their behaviour. |
Risk Assessment
The Company will carry out a regular risk assessment to identify potential sources of stress and provide a working environment where these risks are managed and reduced as far as possible.
M C Naylor,
Managing Director
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Contacts
Mike Naylor, Managing Director, is the primary contact for all sales and technical enquiries. Please browse our website for more information about Durham Foundry and our ability to manufacture Engineering Castings, Architectural Castings, Decorative Castings and Bespoke Cast Iron Castings then contact us on 0114 249 4977 or e-mail us on castings@durhamfoundry.com
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