Tweety u┼╝ytkownika @ChefSite

Duty of Care

In relation to Health and Safety at Work etc Act 1974 and any past or future requirements, Chef site and its client would like to confirm if you have a recorded history and practice of a duty of care, which includes but not restricted to; materials damaging to health, hazard and accident analyses records and that there are no recent recorded incidents relating to any duty of care that the client should be aware before there service.
Iif there has been a hazard and/or recent incident please make the client and chef site aware by written email of the incident/s before our commencement to a service. You agree that NOT providing such information may be a criminal offence.  

 you agree you have read our terms and conditions  


  For reference ` Duty of care’  Defining an employer's duty of care
        An employer's 'duty of care' to their employees, but just what does this duty consist of

Employers have a duty of care to their employees, which means that they should take all steps which are reasonably possible to ensure their health, safety and well-being whilst at work. Demonstrating concern for the physical and mental health of your workers shouldn't really just be seen as a legal duty as there's a clear business case too.
It can be great in building trust, team spirit and reinforcing your commitment to your employees and can help improve staff retention, boost productivity and improve employee engagement.

Legally, employers must abide by relevant health & safety and employment law, as well as the common law duty of care. They also have a moral and ethical duty not to cause, or fail to prevent, physical or psychological injury and must fulfil their responsibilities with regard to personal injury and negligence to avoid any claims.
Requirements under an employer's duty of care are wide ranging and may develop themselves in many different ways, such as:
Clearly defining jobs and undertaking risk assessments
Ensuring a safe work environment
Providing adequate training and feedback on performance
Ensuring that staff do not work excessive hours
Providing areas for rest and relaxation
Protecting staff from bullying or harassment, either from colleagues or third parties
Protecting staff from discrimination
Providing communication channels for employees to raise concerns
Consulting employees on issues which concern them.
An employer can be deemed to have breached their duty of care by failing to do everything that was reasonable in the circumstances to keep the employee safe from harm. Employees also have responsibilities for their health and well-being at work - for example, they are entitled by law to refuse to undertake work that isn't safe without a fear of an disciplinary action
The employer must not  carry out any work that is under his control which could expose anyone to any substance hazardous to health unless he has made a suitable and sufficient Control of Substances Hazardous to Health (COSHH) assessment.

The COSHH Regulations cover work of any kind that may give rise to a hazardous exposure of employees, other workers, customers, members of the public or anyone else to a substance. The prevention and/or control of the exposure of people to a substance hazardous to health also applies where they are NOT associated directly with an employer's activity that gives rise to exposure. The regulations cover any workplace

COSHH covers any natural or artificial substance in any form (solid, liquid, gas, vapour, mist, etc) that could create a hazard to anyone's health. Typical example a substances capable of creating possible hazards could be:
- those listed as dangerous for supply and indicated as very toxic, toxic, harmful, corrosive or irritant;
-one for which a maximum exposure limit has been specified or for which an occupational exposure standard has been approved;
- a hazardous micro-organism;
- a substantial airborne concentration of dust of any kind;
- capable of causing harm to health on an immediate, delayed, accumulative or other basis to the person exposed or to their offspring, whether the hazard is capable of affecting all who are exposed or only those with certain predispositions.

COSHH risk assessment involves an assessment of the severity and extent of harm that could be caused by each substance and an assessment of the controls and precautions applied to reduce or avoid exposure to the risks.

This Chemical Substances (COSHH) Inventory and Safety Assessment Control Sheet should be used to record and monitor the properties, usage, hazards, alternative substances associated with and precautions made for each substance. It acts as a summary and control sheet for the data and analysis provided by the COSHH Safety Data Sheets that should be completed for each substance.
Every worker has a right to a secure working environment. Employers should identify any threat to this security and introduce measures that eliminate or control the risks.

The Legal Position

The right for workers to have a secure working environment is enshrined in the law. The basis of this law is the Health and Safety at Work etc Act 1974. The Act contains a set of duties that employers should have towards staff and the general public. The Act also says that employees have duties to each other and themselves.
What this means is that employers and workers must both keep working environments secure. They must look at risks and take action to deal with them.