Husband's Employer Keeps Bringing In Bizzarre Rules!!

[Spellkaster]

I'm asking for some advice on behalf of my husband who works in a factory.

The boss is a nightmare and brings in bizzarre rules all the time.

Last year, he put up CCTV cameras across the factory.

The cameras zoom in and move around.

I've been told he sits in the office, and uses the cameras to spy on people.

When the cameras were first put in operation, he failed to put up warning signs everywhere, then he failed to send written notice to everyone about the cameras.

If he tries to use disciplinary on anyone using the footage is this even legal as he hasn't warned staff in writing of their intended use!?

Other matters are as follows;-

He has told staff they are no longer allowed to make themselves hot drinks in the canteen, even in cold weather.

He has also been turning the heating off and some parts of the factory fell to a temperature as low as 3 degrees.

Just recently, there was a gas leak on the site where the factory is situated and all the units has no heating for a week.

The boss at my husbands firm failed to bring in emergency heating for that week.

I feel that the boss is bullying his staff and is unapproachable to speak to as his attitude is "if you don't like it there's the door".

I would appreciate some advice please.

[Kati]

one for you Ula mariefab ??

[ULA]

CCTV monitoring can be used in the workplace for a number of reasons, however, if it is installed the employer should make sure the employees are aware it, usually by displaying signs to say where the locations of the cameras are. Workers should also be given the reason for the monitoring.

Signs should:

1. be clear, visible and readable
2. contain details of the purpose of the surveillance and who to contact about the scheme
3. include contact details such as website address, telephone number or e mail address.

Also, under the Data Protection Act if the employer gives a reason for the cameras for example to prevent theft, the employer cannot then use the footage for another reason such as recording entry and exit of workers from the workplace.

In regard to the temperature of the building there is no legal minimum/maximum temperature requirements, however under the Workplace (Health, Safety and Welfare) Regulations 1992, a legal obligation is placed on employers to provide a ‘reasonable’ temperature in the workplace. There is an Approved Code of Practice which suggests the minimum temperature in a workplace should normally be at least 16C unless the work involves rigorous physical effort, in which case the temperature should be at least 13C. The employer has a duty to determine what reasonable comfort will be in the particular circumstance.

I would suggest a grievance being raised but from what you have said about the boss this may cause more issues - is there any recognised union operating that these matters can be discussed with?

[Spellkaster]

CCTV monitoring can be used in the workplace for a number of reasons, however, if it is installed the employer should make sure the employees are aware it, usually by displaying signs to say where the locations of the cameras are. Workers should also be given the reason for the monitoring.

Signs should:

1. be clear, visible and readable
2. contain details of the purpose of the surveillance and who to contact about the scheme
3. include contact details such as website address, telephone number or e mail address.

Also, under the Data Protection Act if the employer gives a reason for the cameras for example to prevent theft, the employer cannot then use the footage for another reason such as recording entry and exit of workers from the workplace.

In regard to the temperature of the building there is no legal minimum/maximum temperature requirements, however under the Workplace (Health, Safety and Welfare) Regulations 1992, a legal obligation is placed on employers to provide a ‘reasonable’ temperature in the workplace. There is an Approved Code of Practice which suggests the minimum temperature in a workplace should normally be at least 16C unless the work involves rigorous physical effort, in which case the temperature should be at least 13C. The employer has a duty to determine what reasonable comfort will be in the particular circumstance.

I would suggest a grievance being raised but from what you have said about the boss this may cause more issues - is there any recognised union operating that these matters can be discussed with?

Thank you for the kind reply.

The boss will NOT recognise any union being involved. He has made that perfectly clear.

The boss sits in the office and uses the cameras to spy on staff and watch what they are doing.

There is still the question regarding the boss refusing people to make a hot drink.

Thats very interesting though about the Data Protection Act, I'll let my hubyby know that one.

[ULA]

Under the Health and Safety Regulations the employer must provide a supply of drinking water however under the provision available at meal breaks it is that there should be washing facilities nearby, and a means of heating food or water for hot drinks.

So its a case of must for drinking water and should for hot drinks. Think he may be using that as his reasons for changing things - however he should have given notice that he was going to introduce this.