Parallel Employment Group’s Post

UK introduces new legislation on crew harassment prevention Among the wide ranging subjects discussed in last month’s ESTELA Breakfast Seminar https://lnkd.in/dvNgYAd3 on crew careers, retention and well-being, was the area of crew harassment at work. Superyacht lawyer and Partner at Keystone Law, Benjamin Maltby, has written for Superyacht News on the impact of amendments to the UK’s Equality legislation coming into force in October 2024. Maltby sets out how the amended Equality Act covers yachts flagged in the UK, or in an EEA member state, or operating in British or adjacent waters, or crewed by British or EEA member nationals. This interesting article explains the renewed onus on owners to take “reasonable steps” to prevent sexual harassment and where tribunal thresholds may come into play. There is guidance on employment policy, HR practices, training, risk assessment and reporting. Read it here: https://lnkd.in/dQyd-Kct

The Davey Tree Expert Company's Eastern Utility 100 Days of Summer Safety tip emphasizes the significance of a pre-job briefing. By conducting a comprehensive prejob briefing before commencing routine and non-routine tasks, we can pinpoint and manage latent weaknesses and resulting hazards, ensuring a state of tolerable risk before work begins. Additionally, a robust prejob briefing process culturally empowers frontline workers facing occupational hazards, allowing them to express their concerns effectively. #SafetyFirst #PrejobBriefing #WorkplaceSafety #100dayswithHectorandJose

To all my Canadian connections on LinkedIn, I have a story to share that you may find relatable. During my time working in the oil patch, there was an incident where one of the workers reported the company to the regulators due to being exposed to cold weather conditions. While I understand the concern for workers in extreme weather, I believe the company had taken adequate measures to ensure their well-being on the project. For instance, the company followed provincial guidelines for working in extreme conditions, established an internal safety protocol for extreme winter conditions, placed signage in key locations throughout the project, implemented a buddy system to prevent anyone from working alone, provided pickup trucks for workers to warm up, offered hot food, hand and sock warmers, winter jackets, gloves, toques, and provided radios for communication. When the provincial safety officer visited the site, none of the senior management wanted to meet with the officer because they felt intimidated, even though they had done their due diligence. As instructed by my safety director, I took the responsibility to meet with the officer and provide a tour of the site. We discussed our safety program and interviewed some of the workers. After the inspection, the officer reported that they did not see anything wrong and assured them that they would follow up with an email in a couple of days. When the worker received the response from the regulator, the worker who reported the incident ended up quitting. I would like to know what myself or the employer could have done differently in this situation. Please feel free to comment in the comment section.

🚨We’re gearing up for an exciting launch next week in honor of National Safety Council's National Safety Month! ❓Did you know? National Safety Month is an annual observance in the US to help keep each other safe in the workplace and beyond. 👀Follow us along throughout June as we share new insights, tips, and content that highlights the importance of language learning in preventing accidents and improving safety in the workplace. 🤝Let’s help make workplaces safer this June and all year long! #WorkplaceSafety #LanguageLearning

🚧🔊 Safety isn't just a priority; it's our culture. One crucial aspect of maintaining a safe work environment is open communication. Every team member plays a vital role in keeping each other safe. Our team took a moment to share safety notes at our #TempleSquareTownhome jobsite in City of College Park Government. With members of the team ranging from seasoned veterans to those just starting in the industry, we value every voice. Our more experienced team members train others to notice potential hazards or safety concerns encouraging them to ask questions and speak up. Safety is a team effort. We'll continue to look out for one another and keep our projects accident-free. Together, we build safer futures. #SafetyFirst #ConstructionSafetyWeek #ValueEveryVoice #ConstructionSafety #SpeakUpSafety 🏗️💪

Safety Week is here with the theme "Every Voice Matters". Everyday when you walk onto a jobsite, you know what's on the line: the work, a reputation and a paycheck. But most importantly what's really on the line are the lives and livelihood of every person on the job site. The risks are real. Your work, your focus and the choices you make have real consequences for everyone around you. When you enter this amazing industry, you join a unique community where everyone knows – no questions asked – that you have each other’s back. This is the commitment you make, based on the respect you have for each other and the risks associated with the work you do. Safety is the foundation that holds the industry together. Safety Week is our opportunity to recognize the promise we made when we accepted this job, and the immense responsibility that comes with it. To make absolutely certain we do whatever it takes to send everyone home safely every day. Click the link to access resources and more valuable information! https://ow.ly/lQRk50RxiBC #ConstructionSafetyWeek #Construction #HHCA #SafetyFirst

Redefining your career trajectory is a bold move, and at RPS, we're here to guide, support, and champion that journey. Embrace challenges that refine your skills, celebrate milestones that mark your growth, and immerse yourself in a team that genuinely uplifts, values, and celebrates every single contribution you make. https://bit.ly/3Aohdy6 #GrowYourCareer #strongertogether

🌟🌟CALLING ALL “STAR PLAYERS”🌟🌟 🤷♀️ Who? 🤷♂️ 👀Take a look in the mirror 👀 👉 Yes, it’s YOU that I am talking about. And why am I talking to YOU?…. I recently had the pleasure of observing the delivery of ‘non-technical skills’ training. Non-technical skills??? What??? 💡You know, it’s the stuff we all understand but fail to recognise the importance of as we go through each day… .....sleep 😴, nutrition 🥕, management of stress 😫, etc.  Essentially the things that enable us to ⛑‘go home safe everyday’⛑ but we don’t always clock the significance. 📣 As the material was being discussed a voice in the room chimed up… 📣 “Well, it’s simple isn’t it? You’ve got to look after your star player. And that player is me” 🎤 DROP One. Hundred. Percent. ❓❓So take a moment and truly ask yourself, how do I really take care of the star player❓❓ I get it, we are human, we are busy getting on with life. BUT THAT IS THE POINT! When we are too busy, too focused on others or the task or the job or the responsibilities in life, outcomes can be compromised and the star player can become… …a little bit frazzled 😓 …a little bit distracted 😑 …a little bit clumsy 😮 …and A LITTLE BIT UNSAFE 😱 ❓❓ If you are an employer, how do you treat the star players in your workforce? ❓❓ 👩🎓 Do you furnish them with the ‘non-technical skills’ that enable your human resource to ‘go home safe everyday’? **If you want your very own 🎤 DROP MOMENT and learn how these human skills can enhance your business, I would highly recommend reaching out to PPWD** 👉 www.ppwd.co.uk👈 📣🌟Cheering on all the star players out there!🌟📣 ⛑ Have a safe day! ⛑ www.theother67.com #theother67 #PPWD #nontechnicalskills #humanfactors #developmentcoach #businesscoach #highperformingteams #leadershipdevelopment Paul Davison Colin Litherland

Our occupational interests, and specifically, the dimensions of difference associated with our interests, have a big influence on our supervisory style. Most of us don’t really see our supervisory style or have a way to objectively look at it and make decisions about it. For most of us, our supervisory style is simply a natural expression based on what we think needs to be done and our emotional response to the situation. Today, we work on creating a distinction between ourselves and our supervisory style. We begin by recognizing that we have a default style, and how the five dimensions of difference that Becky introduced us to are actually driving that style. Then, Manley shows us how to find out what our occupational interests are. He takes us back to O*Net Online and points out the Interest Profiler provided by the U.S. Department of Labor. We are asked to complete the interest assessment in preparation for the next step in our learning and development journey. https://lnkd.in/gnGuyayu

The right way, every day: #ConstructionSafetyWeek reminds us that every measure we take on-site is a step towards safeguarding lives. From hard hats to harnesses, let's prioritize safety at every turn. At Riggs Distler, we strive to operate event-free and believe that no work is important enough to compromise the health, safety, or mental well-being of our employees, the public, or the communities where we work. Supporting this is our commitment to fostering a world-class safety culture where our high standards for safety, health, environmental, and quality (SHEQ) are incorporated in everything we do – from creating a safe and healthy workplace for our employees, ensuring our services are performed safely and responsibly, minimizing our environmental impact, and delivering a quality service. Through our Think Ahead philosophy, we invest in continuous improvement for a world-class safety culture.