A proper and comprehensive induction policy is an essential part of any business. However apart from the immediate practical gains from increasing the morale of a new staff member to making them an effective member of the team from day one, there is a real financial risk in not having inadequate induction policy.
An employment law case a year or two back, case saw BUPA hire a new care assistant at one of its nursing homes. The new care assistant was not given any induction training and just six days into her new job, she was asked to dress an 80 year-old quadriplegic resident. Unfortunately in the process, the resident fell, suffered fractures to both legs and died as a result of his injuries just nine days later. It became clear that the supervisor was aware that two people should have undertaken this task. BUPA were prosecuted, admitted their mistake and were fined £25,000!
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What can you do to protect your business?
- Review your induction process – you do have one don’t you? Tailor the induction for new staff according to their role – e.g. a temporary receptionist may only need the basics, but someone exposed to risks such as climbing a ladder will clearly need a more detailed induction.
- Make sure you have an experienced employee conduct the induction – especially where health and safety is concerned
- If the new job will require some formal training –- use the induction to make it clear what tasks can and cannot be done until such formal training is undertaken
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