Written by John Kruse, one of the leading experts on Bailiff Law, this consumer friendly guide is essential reading for anyone who comes into contact with a bailiff.
The book is easy to understand and clearly explains the rights
a bailiff has, and also what they cannot do when collecting debts and repossessing goods etc.
work are asking me to do stuff which isn't in my job description - i am happy to do these tasks but was wondering if i am insured under works insurance to do these tasks??
if i was to have an accident then then who would be to blame as these tasks have not been risked assessed??
Welcome to the site.
Yes can you supply more info ?
Will move your thread into the Employment forums.
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No matter what the task is and whether or not it is in your job description it must, by law be risk assessed. Every employee must have a risk assessment performed for all duties they perform in the course of their employment.
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In addition, note the Health and Safety at Work etc Act 1974: - section 2 of the Act states that it shall be the duty of every employer to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all its employees. This would clearly cover an employer's duty to prevent and/or remedy the bullying of employees by other employees, particularly bullying by supervising employees. Public interest Disclosure Act 1998: -
an employee raising a grievance in good faith about a breach of the Health and Safety at Work etc Act 1974 or/and a breach of the employment contract in that the employer or 'a person has failed, is failing, or is likely to fail to comply with a legal obligation' may, if subjected to a detriment or dismissed thereafter for the reason that he or she made what may be a public interest disclosure under the Act, have a right by virtue of the Employment Rights Act 1996: - not to suffer a detriment (s.47A); not to be dismissed (s.103A); not to be selected for redundancy (s.105(6A)); and interim relief is available (ss.128(1)(b), 129(1)). See: ss.43A-43L ERA 1996. Age limit, length of service and the compensation limit do not apply. See: Parkins v Sodexho Ltd (2001) EAT 22.06.01. Right not to suffer a detriment in health and safety cases: s.44, Employment Rights Act 1996: -
this section states that an employee is entitled not to be subjected to any detriment (i.e. a disadvantage short of dismissal) by an act or a failure to act by his employer regarding a health and safety matter he or she brought to the employer's attention by reasonable means or, alternatively, acted upon whether as a safety representative or not. The Court of Appeal held that s.44 protects employees from being subjected to a detriment (after making a complaint regarding a health and safety matter) only while employment continues: Fadipe v Reed Nursing Personnel (2001) EWCA 1885, CA.
If you are sent a private message directing you for advice or support with your issues to another website,this is your choice.Before you decide,consider the users here who have already offered help and support.Private message facilities are offered for users to communicate issues that are/or could be seen to be inappropriate for posting on the main forum.Site rules explain this in more detail.If you are approached by private message with a view to asking you to visit another website,please inform the site team via the report icon. Advice offered by Martin3030 is not supported by any legal training or qualification.Members are advised to use the services of fully insured legal professionals when needed. Donations help CAG to help YOU Click here
You must check your contract. There is usually a line in there which states something along the lines of "or anything that the company deems fit or necessary"
job description
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