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From YouTube: Health and Safety Panel – 21-02-2022
Description
A meeting of the Health and Safety Panel on 21 February 2022 broadcast on Microsoft Teams.
To view the agenda, follow this link: https://minutes.stirling.gov.uk/PDFs/Health/Agendas/healthagenda.pdf
00:00 - Livestream starts
07:50 - Commencement of meeting - introductions, apologies and substitutions, declarations of interest, urgent business brought forward
09:35 - Agenda item 4 - Minutes - Health and Safety panel 6 December 2021
09:45 - Agenda item 5 - Health and Safety update
19:05 - Questions relating to Health and Safety update
35:45 - Agenda item 6 - Occupational Health activity report
38:35 - Questions relating to Occupational Health activity report
46:00 - Agenda item 7 - Trade Union/Workforce update - JTUC
47:10 - Questions relating to Responses to Trade Union/Workforce update - JTUC
53:50 - End of meeting
A
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A
Please
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hand
button
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indicate
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I'll.
Now
ask
the
clerk
to
carry
a
roll
call
of
elected
members
participating
in
today's
meeting.
B
C
A
A
Hey,
okay,
no
declarations
of
interest
under
item
two.
I
probably
should
just
point
it
for
transparency.
I'm
a
member
of
the
gmb
trade
union.
It's
a
register
of
interest
rather
than
a
clearable
one,
but
just
for
transparency
to
mention
it
item
three
larger
business
from
myself.
So
item
four
is
the
minutes.
A
D
Hi
thanks
chair
norman
macleod
health
and
safety
team
leader
sterling
council,
I'll
just
take
you
through
the
paper
chair.
So
on
the
first
point
you
know,
the
risk
assessments
continue
to
be
very
much
a
focus
as
we
progress
through
the
pandemic
for
obvious
reasons,
because
it
all
be
the
changes
are
not
coming
as
thick
and
fast
as
they
were
at
the
height
of
the
pandemic,
we're
at
quite
a
critical
phase.
D
So
that's
that's
progressing
really.
Well,
it's
continual
work
and
I'll
continue
to
report
on
that
future
panel
meetings,
but
there's
been
quite
a
lot
of
input
again
via
the
trade
union.
Colleagues
on
this
call
as
well
and
that's
very
much
valued
and
appreciate
the
support
with
service
level
risk
assessments
around
that
as
well
on
the
covered
spot
checks.
D
We've
not
had
any
more
since
the
last
panel
meeting.
I
think
it
was
december
or
november
from
the
hsc.
However,
the
hsc
have
still
intimated
that
they
will
continue
to
carry
out
these
nationally
now,
whatever
the
hsc
theme
appropriate
and
how
they're
going
to
carry
that
out
as
we
progress
through
2022
we'll
keep
an
eye
on
that
and
be
aligned
to
what
they're
looking
for
as
well,
but
over
and
above
that,
we
do
have
an
internal.
D
What
we're
calling
our
own
internal
spot
check
program
for
covered,
secure
controls
to
make
sure
those
are
maintained
across
our
many
workplaces
across
council,
and
that
will
continue.
My
health
and
safety
team
are
going
out
on
a
weekly
basis
with
a
focus
very
much
on
the
front-facing
buildings.
Where
we've
got
a
lot
of
you
know,
I
see
a
lot.
D
We've
got
essential
staff
operating
out
of
those
and
continue
to
operate
those
through
the
pandemic,
but
those
sport
checks
are
very
much
gathering
great
intelligence
around
those
and
it's
given
us
that
that
benefit
of
getting
into
the
workplace
in
a
managed
way
making
sure
that
those
sport
checks
are,
you
know
highlighting
any,
and
it's
not
so
much
weaknesses.
Just
anybody
points.
If
we
think
right.
D
We
need
to
just
touch
up
on
that
and
pick
up
on
that
and
very
much
of
that
front,
facing
conversation
with
people
on
the
ground
as
opposed
to
just
putting
out
emails
and
that's
what
we're
getting
good
benefit
out
of
that,
because
one
we're
getting
that
chance
to
to
engage
with
staff
safely,
but
also
just
making
sure
that
we're
maintaining
those
key
controls.
So
if
the
hsc
do
come,
calling
as
as
they
come
in
they're
unspot
checks
we'll
be
in
a
very
good
footing
to
staff
will
be
aware
of
it.
D
Staff
will
be
prepared
for
any
questions
that
may
come
from
hse
sober,
but
on
the
front
foot
as
a
council
should
that
the
the
the
checks
arrive
again
from
the
hse.
So
that's
that's
going
well
and
that's
progressing
every
month
and
every
week,
but
we've
got
a
program
out
there
and
a
quarterly
basis.
I
send
it
out
to
the
trade
unions
as
well
and
again,
trade
union
colleagues
support
us
and
further
available
to
come
out
and
engage
with
their
members
during
those
spot
checks
as
well.
D
Those
rags
as
we
talk
about
and
make
sure
services
are
populating,
those
as
we're
going
forward
and
they
are,
and
they
are,
and
health
and
safety
team
engage
our
health
and
safety
team
meetings
across
those
various
services
to
to
input
into
those
improvement
plans
and,
as
per
the
action
of
the
last
panel
trade
union,
colleagues,
have
now
got
access
to
those
improvement
plans,
so
they
can
help
input
and
build
upon
the
good
work.
That's
getting
done
by
services
around
those
again.
D
It
stands
us
in
good
stead
should
something
go
amiss
or
something
go
wrong
within
the
workplace.
We've
got
good
audit
trail
and
good
evidence
to
present
to
any
regulator
whether
it's
hse
cpa
or
anyone
else
around
the
health
and
safety
improvements
that
we're
continuing
to
make
as
we
progress
through
the
not
just
the
pandemic,
just
health
and
safety
in
general
and
some
of
the
good
practice
that's
happening
around
there.
D
It's
a
good
mechanism
to
capture
that
information
and
moving
on
to
the
health
and
safety
policy,
as
we
know
that
got
them
approved
the
f
e
committee
in
november,
we're
just
at
the
point
we're
going
to
be
launching
in
march
april
time
relaunching
the
the
existing
policy
still
there,
but
they
updated
one
with
some
supporting
materials,
as
explained
in
the
paper
will
begin
out
formally
across
council
in
march
and
april.
I'm
just
completing
off
some
of
the
guidance
material
to
help
support
services,
deliver
that
key
information
across
the
service
teams.
D
The
one
working
system
again,
the
training
status,
has
vastly
improved
and
we're
just
picking
up
loose
ends
around
the
trading
status.
That's
around
people
have
been
absent
or
often
maternity
leave
or
whatever
a
sickness,
so
we're
catching
those
members
of
the
loan
working
system
and
the
fork
is
very
much
now
turning
towards
getting
that
usage
percentage
on
on
the
rise,
and
it
is
on
the
rise,
as
you
can
see.
D
From
the
last
time
we
jumped
to
four
percent
rise,
albeit
not
huge,
we
still
jumped
and
it's
going
in
the
right
direction
and
again
health
and
safety.
We
continue
to
support
services
and
and
if
there's
any
reformables
around,
when
it
should
be
used
and
how
it
should
be
used.
We're
mapping
those
through
with
service
end
users
to
make
sure
that
they
are
using
it
when
they
need
to
use
it
when
they're
out
in
the
field,
because
it
has
a
need
there
for
their
actual
safety
when
they're
out
in
in
the
field.
So
to
speak.
D
D
But
again
that
mirrors
the
national
picture,
as
we
all
know
going
through
and
then
with
the
omicron
variant,
becoming
very
much
a
focus
as
well,
and
that
pushed
the
numbers
up
again
but
again,
there's
some
positive
aspects
coming
out.
The
incident
reporting
in
the
sense
that
near
miss
reporting
has
improved
and
getting
that
near-miss
reporting
on
their
eyes
is
much
better
than
actually
wait
until
the
incident
happens.
We've
actually
got
a
intelligence
around
okay,
it
didn't
result
in
something
or
somebody
getting
injured
this
time.
D
And
I
don't
know
if
it's
a
societal
thing
or
because
of
the
pandemic,
or
it's
just
the
way,
the
country's
moving,
but
there
is
a
rise
on
verbal
and
physical
abuse
towards
staff.
Now
that
takes
a
range
of
forms
across
different
social
and
service
areas,
but
again
it
remains
a
focus
for
management
teams
in
those
areas
to
ensure
that
we've
got
the
right
mechanisms
in
place
to
support
any
staff
who
are
being
verbally
or
physically
abused
as
part
of
their
work.
D
We
don't
come
to
work
to
get
that,
but
again
it's
how
we
manage
that
and
support
staff
and
that's
very
much
happening
with
management
teams.
So
that's
certainly
one
of
it's
being
focused
and
we
do
discuss
that
in
other
forums
out
with
this
panel
meeting
and
that
will
remain
the
case
as
we
progress
through
2022
and
finally,
just
the
last
bit
was
around
the
signage
we
have
got.
Bukka
signage
is
coming.
I
believe
that
got
ordered
recently
and
that'll
be
coming
across
and
again
that
just
it's
a
wee
bit
like
the
spot
checks.
D
It
just
keeps
reinforcing
those
key,
simple
messages
around
covid.
You
know
wash
your
hands,
wear
your
mask
where
you
need
to
those
those
key
aspect:
ventilation.
You
know
if
you're
meeting
and
you'll
have
been
conscious
of
that
yourself,
counselor
up
in
old
view.
Fourth,
today
going
back
in
the
workplace
for
a
while,
those
key
controls
remain
in
place
and
it's
keeping
them
in
place
when
people
are
conducting
meetings
and
coming
into
the
workplace
as
we
progress
through
2022.
So
that's
that's.
D
C
C
D
Just
to
answer
that
point:
yes,
certainly
hr,
colleagues
support
service
areas
with
getting.
What
do
you
call
them
personal
risk
assessments
in
place
around
people
who
have
got
vulnerabilities
in
the
workplace?
So
anybody
returning
it's
hard
covered
or
anybody,
that's
got
a
vulnerable.
You
know
underlying
health
condition
or
a
disability,
that's
certainly
a
focus
for
hr
and
health
and
safety.
Colleagues
are
going
to
hurt
service
level
meetings
that
covered
what
would
they
call
it?
D
But
whether
or
not
maybe
this
flags
it
up
that
there's,
maybe
something
additional
has
to
be
done
or
they
might
be
returning
into
the
workplace
haven't
been
away
from
it
from
a
while.
We
are
very
much
aware
of
that
and
very
very
much
building
upon
that
intelligence
and
making
sure
if
there
are
any
gaps,
even
those
get
filled
to
make
sure
staff
have
got
that,
but
that
tool
is
very
much
part
of
a
kind
of
wider
set
of
tools
to
make
sure
that
staff
have
got
the
right.
C
Okay,
thank
you
for
that
and
the
other
thing
one
of
the
two
things
one
is
the
counselor,
the
gibson
just
said
he
just
returned.
After
being
out
of
the
building
for
two
years,
nearly
yeah
there's
such
a
thing
as
an
induction
for
staff
going
back
to
buildings,
because
if
I
worked
in
the
view
for
now,
I
could
turn
left
and
I'd
go
for
the
doors
and
I'd
climb
the
stairs
to
my
okay
office.
C
I
think
I
can
remember
that,
but
if
you
ask
me
to
immediately
remember
where
do
I
go
if
okay,
okay,
the
file
okay
alarm,
goes
off,
what
a
day
does
it
get
okay,
they're
tested?
I
might
struggle
a
little
bit
of
this.
So
what
is
the
induction
that
we
potentially
are
going
to
give
to
our
employees,
who
are
employees
who
haven't
been
for
two
years.
D
Again
here
are
the
current
controls:
here's
where
the
building
you're
coming
into
here's,
what's
expected
of
you
so
because
things
have
changed
a
wee
bit
since
we've
came
through.
You
know
we're
getting
people
to
sign
in
a
bit
more
frequently
now
around
you
know
the
spot
check
the
qr
codes,
making
sure
they're
doing
the
qr
codes,
making
sure
they're
signing
the
fire
registers
and
so
forth
when
they're,
actually
in
the
building
likes
a
fire
risk
assessments
and
so
forth.
I
believe
that's
business
as
usual,
so
where
they
were
before
they
will
remain
again.
D
But
if
there
are
any
changes
I
know
there
are
building
user
groups
taking
place
through
tracy's
team,
and
I
know
those
are
just
highlighting
some
of
the
aspects
to
make
sure
you
know
fire.
First,
aid,
evacuation
and
so
forth
are
still
in
place.
So
I
believe
there
was
a
there
was
certainly
was
a
certainly
some
information
from
the
governance
team
around
making
sure
there
was
a
risk
assessment
in
place,
for
particular
yourself,
like
councillors,
going
back
into
old
view.
D
Fourth,
so
I
can't
speak
for
somebody
else,
but
I'm
not
sure
that,
but
have
probably
been
forwarded
on
to
you.
So
I
don't
know
the
expectation
there
would
have
been.
Did
somebody
take
you
through
that?
Were
you
aware
of
that
risk
assessment
and
before
you
go
back
and
it
will
view
forth
and
so
forth?
So
I
hope
that
gives
a
wee
bit
guidance
as
to
what
certainly
what
health
and
safety
would
expect.
I
can't
really
see
what
you've
had,
because
I'm
not
aware
of
that
yet
so.
C
A
It's
up
absolutely
categorically
and
there
was
a
report
out
today.
I
can't
remember
what
sector
it
was
in,
but
it
was
reports
of
increasing
purple
abuse
to
staff
and
there's
been
quite
a
lot
of
moves
made
recently
in
terms
of
the
shop
workers
and
extra
legislation
for
protection
of
shop
workers
and
the
rise
of
that
as
well.
So,
yes,
no
absolutely
to
reaffirm
that
from
our
point
of
view,
100
percent.
A
E
E
D
Yeah,
that's
that's
very
much
the
case
at
service
level
meetings
as
well.
That
gets
reiterated
councillor
and
I
know
I
know
not
all
of
them
go
to
the
police,
but
where
they
are
of
a
serious
nature.
I
know
there
are
there?
Are
management
teams
getting
the
police
involved
to
make
sure
that
that
that's
covered,
often
in
the
fall
and
then
support
around
the
people
or
groups
involved,
takes
place
within
service?
Thank
you.
E
D
Okay,
common
themes
are
what
we've
got
quite
well
nailed
down.
Is
we've
got
service
level
covered
assessments?
You
know
covered
assessment
controls
outlined
in
risk
assessment.
There
is
a
separate
assessment
around
basically
around
the
building
which
captures
and
what
we
call
it.
It's
a
it's
a
covered
assessment,
secure
assessment
so
that
basically
mirrors
for
the
hsc.
So
what
else
we've
got
at
service
level?
D
There
is
some
duplication
there,
but
it's
about
making
sure
we've
got
it
so
yeah
we've
got
posters,
we've
got
qr
codes,
we've
got
gel,
we've
got
sanitizer,
you
know,
we've
got
enough
cleaning
within
the
building.
What's
the
cleaning
regime
around
that
building?
How
often
does
it
happen?
That
assessment
is
to
capture
that
kind
of
wider
information
which
is
based
around
the
premise
as
opposed
to
an
individual.
D
So
it's
just
sometimes
when
we
go
into
some
of
the
spot
checks
we'll
ask
for
that,
and
it's
not
always
readily
available
at
the
time
of
the
sport
check.
So
what
we
do
is
work
with
services
counselor
to
make
sure
that
that
that
assessment
is
readily
available
to
everybody
it's
within
that
building
and
where
it's
not.
That
then
gets
taken
forward,
so
it's
not
a
huge
issue,
because
we
know
the
controls
are
in
place
and
we
get
eyes
on
all
of
that
when
we're
in
doing
the
spot
checks.
D
However,
that
assessment
is
really
just
a
back
up
to
just
confirm
yep
we're
on
it.
We've
got
all
that.
Sometimes,
that
assessment
is
just
not
there,
sometimes
the
cost
assessment
for
the
gel
sanitizer,
because
we
know
the
hse
are
quite
keen
to
see.
What's
the
percentage
level
in
that
is
that
an
alcohol
percentage
level?
It's
enough,
you
know
to
counter
the
virus
in
your
sanitizers,
that's
another
one:
we've
got
the
cosh
assessments,
they're
just
not
always
at
hand
when
you're
going
to
say.
D
Can
you
show
me
that
so
it's
making
sure
those
are
shown
at
the
time
when
we're
during
the
visit
and
staff,
whether
it's
reception
staff
or
teams
operating
in
a
building
actually
have
access
to
that
cost
assessment,
so
they're,
aware
of
controls
and
so
forth,
and
so
forth
around
that
other
two
seconds.
I've
actually
got
it
in
my
screen
here
I'll
just
able
to
give
you
a
quick
snapshot,
there's
not
too
many.
D
Those
ones
were
on
the
kind
of
higher
end
of
it,
but
again
these
are
coming
down
because
of
the
because
we're
carrying
out
the
sport
checks
and
reminding
people
what
what's
really
required.
Now,
let
me
see
what
other
ones
other
ones.
It's
just
about
making
sure
that
they've
got
office
based
dse
assessments
carried
out
and
and
got
that
in
place
for
their
their
teams,
and
that's
pretty
much
it.
I
mean,
there's
not
huge
amounts
of
the
odds
per
think
when
it
will
pop
up.
D
But
generally
it's
making
sure
we've
got
the
covered
assessments
that
service
and
people
have
access
to
them.
They've
got
the
premise:
secure
assessment
and
people
have
got
access
to
them
and
making
sure
that
anybody
in
the
office
and
working
at
pcs
or
on
laptops
are
making
sure
that
they're
dse
aspects
and
they're
aware
of
the
fire
controls
and
and
first
aid
responsibilities
and
evacuation
points
that
the
councillor
tolimak
was
talking
about
this.
D
That
general
awareness,
because,
as
you
rightly
say,
some
of
them
have
been
there
for
a
while,
and
some
people
are
coming
back
in
the
workplace.
So
we're
just
finding
a
few
foibles
not
overly
concerned,
because
we
tend
to
get
them
addressed
very
quickly
when
we
raise
that
with
the
management
teams
on
site
and
service
managers,
so
quite
comfortable
where
we
are
with
that
counselor.
But
there's
the
odd
wee
bits
and
bobs
that
come
up,
but
that's
the
kind
of
general
theme.
What
we're
finding.
A
F
I'll
just
go
first
because
it
will
be
quite
brief,
so
danielle
of
the
eis
trade
union,
councilor
dodge
actually
asked
one
of
my
main
questions
was
what
were
the
sort
of
common
themes
that
were
picked
up?
The
other
thing
I
was
going
to
ask
about
was
in
the
paperwork.
There
was
reference
to
trade
union
access
to
the
microsoft
teams,
power
app.
I
still
don't
seem
to
have
access
to
it.
F
D
Yeah,
it's
been
circulated
done,
so
what
I'll
do
is
I'll
tie
up
where
my
team
member
just
to
say
to
me.
You
were
on
the
list,
that's
for
sure,
or
it's
maybe
just
a
technical
or
a
systems
thing,
but
we'll
tie
up
with
you
offline
then
make
sure,
because
I'm
pretty
sure
the
other
trade
union
colleagues
have
been
given
access
to
that
so
brian
communicate
when
it
comes
on.
A
D
Just
an
internal
microsoft
team
system
that
we've
got
counselor
that
records
slight
risk
assessments
and
a
health
and
safety
improvement
plan,
so
we
can
track
through
where
services
are
with
those.
It
was
just
making
sure
that
trade
union
colleagues
had
access
to
those
links
to
then
going
to
those
systems
and
be
able
to
offer
input
to
service
levels
right
in
dan's
case
and
education.
Where
there's,
maybe
so,
you
can
go
in
and
check
up
and
offer
some
input
within
service
level,
health
and
safety
meetings.
D
G
D
Brian,
in
terms
of
that,
I
probably
need
to
direct
you
if
there's
any
customer
service
colleagues
in
access.
I
certainly
know
that
was
sitting
in
that
area
service
for
for
development
wee
while
back
there.
So
I
can't
give
any
comment
in
that
where
they
are,
but
I
don't
know
if
there's
any
colleagues
on
from
customer
service
I'll
be
able
to
offer
that
up.
G
A
I
As
we
move
towards
that
sort
of
hybrid
working
model
and
obviously
more
colleagues
perhaps
do
return
to
the
the
office
or
make
that
decision
to
return,
we'll
obviously
have
to
to
review
the
daily
fresh
operation
as
well.
In
light
of
that,
in
terms
of
the
the
extent
of
the
offering
and
obviously
how
we
offer
that
service
as
well,
that
will
very
much
be
balanced
by
how
we
return
to
the
office
as
well.
A
Okay,
thanks
bruce
okay,
we've
got
no
other
hands
showing.
So
can
I
ask
members
for
content
to
to
note
the
report
yeah
five,
five
notes
of
content.
To
note?
Sorry,
seven
notes
are
the
content
to
note
those
folks
yeah
happy
to
agree.
Thank
you
great.
Thank
you
very
much,
then
we'll
move
to
item
number
six,
which
is
occupational
health
activity
report.
Please.
J
Thank
you
chair.
It's
kirsten
lischmannich,
our
business
partner
and
I'll
just
provide
a
brief
summary
of
the
report
and
in
relation
to
health
surveillance.
There
have
been
750
appointments
from
april
2021
to
january
2022,
and
this
is
an
increase
of
three
percent
compared
to
the
same
period
last
year,
but
it's
a
decrease
of
47
in
comparison
to
the
same
period
in
2019-20.
J
The
reason
for
this
is
the
health
surveillance
referrals
that
are
taking
place
by
telephone
required
to
be
undertaken
more
frequently
and
as
such,
they're
taking
longer
to
close
off.
However,
due
to
the
changes
in
government
guidance,
occupational,
health
of
return
to
face-to-face
health
surveillance
appointments
from
january
this
year,
which
should
allow,
over
a
period
of
weeks
the
recall
times
to
start
to
go
back
to
pre-pandemic
levels
and
get
us
back
in
with
our
time
scales
and
just
in
relation
to
the
dnas
and
for
health
surveillance.
J
J
Last
year,
moving
on
slightly
in
december,
the
well-being
program
winter
wellness
was
launched
and
we're
partnering
our
council
services
with
national
and
local
groups
and
supports
to
provide
expert
information
and
support
to
employees
across
the
council.
Some
employees
have
been
able
to
access
training
sessions
run
through
ms
teams
and
access.
J
Excuse
me,
various
online
resources
and
nhs
forth
valley
awareness
sessions.
We've
tried
to
be
mindful
of
the
timings
of
the
events
and
try
to
vary
these
to
allow
for
wider
participation
across
the
workforce,
taking
into
account
shift
patterns
and
start
and
finish
time
of
certain
groups
of
staff,
and
some
sessions
have
also
been
recorded
to
allow
staff
to
watch
them
at
times
that
suit
them
as
well,
so
so
far
sessions
that
we've
run
have
included
topics
such
as
menopause
male
mental
health,
pension
fraud,
budgeting
and
there's
been
a
few
sessions
around
emotional
well-being.
J
We
also
have
more
sessions
planned
this
year
around
chronic
pain,
neurodiversity
and
breast
screening.
The
feedback
we've
had
regarding
the
program
has
been
really
positive
and
since
the
program
launched,
299
employees
have
attended
16
different,
planned
events,
and
many
have
also
been
able
to
view
the
recorded
sessions.
Unfortunately,
we're
not
able
to
keep
a
log
of
how
many
times
they
are
viewed,
but
I'm
happy
to
take
any
questions
in
any
aspect
of
the
report.
E
Thank
you
chair.
I
think
I've
raised
it
before.
I
know
I
raise
it
in
december
in
relation
to
on
the
paper.
28
page
28,
2.5
and
the
reasons
for
non-attendance
have
been
identified,
and
I
we're
not
still
I
take
it.
Managers
are
aware
that,
and
I'm
sure
they
are
that
if
somebody
needs
an
appointment
and
they've
made
an
appointment,
they've
got
to
be
released
from
work
from
their
schedule
to
go
and
attend
to
that
appointment.
J
No,
I
can
comment
on
that.
Thank
you,
chair,
and
I
mean
in
terms
of
that
we
have
been
lasing
with
supervisory
staff
just
to
ensure
that
they
themselves
remember
when
we've
got
appointments
scheduled
and
we've
been
improving
the
process
in
terms
of
ensuring
that
they've
got
up-to-date
diaries
and
things.
So
they
know
on
a
day-to-day
basis,
who
is
expected
to
either
physically
attend
the
appointment
now
or
take
that
telephone
call
and
to
make
sure
that
they're
manned
appropriately,
but
we've
also
been
working
closely
with
services.
J
E
One
further
question:
did
the
supervisors
or
the
managers
or
or
the
service
lead,
are
they
are
they
emailed
separately
or
they
told
when,
when
a
member
of
their
staff
has
an
appointment,
or
is
it
up
to
the
member
of
staff
to
tell
that
the
team
leader
or
service
manager
that
they
have
their
appointment?
Did
you
actually
notify
the
team
leader
themselves
to
say,
look
joe
blogs
from
whatever
has
an
appointment
at
10
o'clock.
Please
can
you
make
sure
that
he
attends
do
we
do
that
or
not.
J
Yes,
we
do
that,
so
the
health
and
safety
team
will
complete
their
appointments
and
what
they'll
do
is
they'll,
send
on
a
weekly
basis
to
managers
who,
in
their
team,
have
got
appointments
and
when
the
employees
are
also
notified
individually
as
well,
but
the
managers
are
notified
too.
So
it's
not
the
employee's
responsibility
to
make
sure
their
manager
knows.
We
make
sure
that
that
notification
happens
thanks.
A
C
C
Okay,
the
tests
is
a
direct
okay,
the
correlation
between
those
who
haven't
been
able
to
work
from
home
and
those
who
have,
because
I
think
that's
what
it
looks
like
and
just
a
small,
a
technical
thing
in
the
paper
it
says
one
person
in
the
governance
was
okay,
the
positive
and
it's
put
a
naught
percent.
Well
that
actually
can't
be
naught
percent.
I
suppose
it's
beyond
the
one
percent.
You
can't
do
it,
but
it's
actually
a
bit
more
than
no
percent
anyway.
C
J
Yeah,
thank
you.
No,
we,
we
haven't
done
a
kind
of
in-depth
analysis
of
whether
there
are
higher
cases
in
areas
where
we
have
more
staff
in
the
workplace.
I
mean,
certainly
when
you
kind
of
look
at
the
figures.
It
certainly
would
appear
that
way,
but
probably
the
likelihood
as
well
as
some
of
these
services
are
also
quite
a
lot
larger
than
other
smaller
service
areas
as
well,
and
it
may
be
that
what
we
find
is
we
don't
necessarily
always
become
aware
of
staff
who
do
test
positive,
who
are
permanently
kind
of
working
from
home.
J
At
the
moment
we
do
encourage
staff
and
try
and
put
the
message
out
that
you
should
always
report
when
you
test
positive,
but
quite
often
there
may
be
scenarios
where,
if
somebody
tests
positive
but
is
kind
of
asymptomatic
or
is
able
to
continue
working,
doesn't
necessarily
notify
us,
but
it's
certainly
something
that
we
could
do
a
bit
more
work
into
to
see.
If
there
is
any
pattern
to
that.
C
J
That
is
certainly
the
procedure.
It
should
be
happening,
but
it
may
be
that
we
don't
always
have
it
completely
accurate,
because
the
staff
don't
necessarily
have
to
kind
of
phone
in
to
say
they're
not
physically
coming
in
to
work.
There
may
be
occasions
where
we
don't
have
the
kind
of
full
figures
in
that
area.
G
Thanks
chair
and
certainly
the
gmb
members
fully
welcomed
the
return
to
face-to-face
appointments.
The
the
feedback
when
they
were
telephone
appointments
wasn't
particularly
very
positive.
I
won't
be
a
bit
surprised
to
look
at
the
significant
reduction
in
numbers
of
appointments
for
2020
and
2021.
Given
you
said
the
from
their
telephone
appointments
they
should.
There
should
be
more
frequent.
J
Thanks
brian,
I
mean
certainly
yes,
we
would
have
hoped
that
would
be
the
case,
but
unfortunately
we
only
have
a
kind
of
certain
amount
of
contracted
time
with
pam
and
we
have,
where
possible,
managed
to
try
and
get
additional
clinics
in
place.
But
it
has
been
more
difficult
and
it
is
difficult
to
close
off
some
of
the
different
types
of
health
surveillance
because
they
haven't
been
able
to
do
that
face-to-face
element.
C
A
A
G
G
The
services
have
tended
to
be
very
prompted
addressing
the
issues
the
I
can
think
myself
when
I
went
to
the
second
or
third
premise
that
was
within
a
given
service,
and
I
wouldn't
name
it
they,
but
they
had
addressed
the
all
the
issues
from
like
the
first
visit
that
had
been
present
at
so
the
services
certainly
do
appear
to
be
responsive
to
the
the
feedback.
During
the
covered
sport
checks.
H
Hi
jerr
thanks
very
much
stevie
ross,
a
unison,
health
and
safety
officer
with
the
covered
sport
checks.
Unison
would
just
like
to
say
these
have
been
very
vital.
One
was
carried
out
this
morning,
actually
yeah
I
carried
out
with
geraldine,
I
was
invited
along
and
all
in
excellent.
We
had
all
scotch
assessments
in
place
which
was
fantastic,
and
this
was
down
at
waste,
so
these
are
vital
and
if
we
can
keep
these
going
much
much
appreciated.
K
Apologies,
I
was
held
up
in
another
meeting
there,
so
I
know
my
colleagues
were
in
here,
but
yeah
the
sport
checks
have
been
very
useful.
Just
got
to
make
sure
that
services
are
11
reps
to
get
the
time
to
attend
them,
and
obviously
I've
been
having
dialogue
been
on
how
they
could
work
better,
because
it's
not
ideal
that
we
only
know
the
dates
the
week
before.
As
I
say,
he
stevie's
our
health
and
safety
officer.
He
manages
to
attend
ones
and
and
works
well
with
geraldine
doing
that.
A
Thank
you
very
much.
Lauren
yeah,
I
think
that's
probably
been
asked
and
answered
in
a
previous
point
as
well,
but
helpful
to
you
to
reiterate
it:
okay,
I'm
not
seeing
any
other
hands
up,
but
can
I
just
thank
michael
gracie
put
in
the
chat?
It
was
a
pharmacist.
It
was.
The
report
was
a
couple
of
days
ago,
but
the
abuse
been
faced
by
pharmacist
staff
in
scotland
when
we're
talking
about
that-
and
I
should
say,
there's
a
report
out
today
from
eis
and
aberdeen.
A
It's
only
out
this
afternoon
from
a
survey
that
eis
aberdeen
have
done
saying
that
six
and
ten
teachers
are
saying
that
physical
violence
and
verbal
abuse
is
having
an
impact
on
their
health
and
well-being,
and
the
eis
survey
of
more
than
600
members
in
aberdeen
has
found
that
three
and
ten,
so
28.54
percent
have
been
physically
assaulted
in
the
21
22
session.
So
some
quite
quite
terrifying
figures
coming
out
then,
so
I
just
wish
all
the
all
the
staff
management
and
trade
unions.
L
Yeah,
it's
just
just
really
to
come
back
and
then
that
to
see
that
locally
and
starting
we've
got
some
excellent
partnership,
working
happening
between
ourselves
and
the
unions
in
terms
of
incidents
in
schools
and
with
development
work
going
on.
We've
reported
here
before
about
the
way
that
we
work
together
around
instant
reports
as
they
come
out
and
how
we
feed
back
to
staff
and
so
on.
L
A
Thanks
brian,
that's
encouraging,
I
know
there
can
be
challenges
in
the
best
at
times
and
we're
obviously
not
in
the
best
of
times
still
for
a
bit,
and
so
it
can
only
be
much
more
challenging
for
all
concerns.
So
just
wish
you
all
well
with
that.
Okay!
Well,
that's
the
final
item
on
our
agenda
today
and
with
the
last
health
and
safety
plan.
A
I
think
of
this
council
session,
the
2017-2022
session,
so
particularly
just
to
thank
everybody
for
their
participation
and
involvement
in
the
panel
over
these
over
these
years,
and
you
know
I'm
sure
the
the
new
council
will
have
this
or
something
like
it
in
its
place.
I'm
joking!
It
has
been
a
very
useful
forum,
and
so
certainly
I'd
like
to
see
that
going
forward
as
well,
but
thanks
everybody
for
participating,
we've
got
one
hand
to
come
up.
Mr
roger,
do
you
want
to
come
in
just
now?
Yes,.
K
K
I
would
say,
though,
in
terms
of
the
wider
service
overview,
particularly
for
frontline
operators
and
frontline
staff
working
in
terms
of
violent
segregation,
whether
it's
verbal
or
that
I
think
we
do
have
to
yet
again-
and
maybe
this
has
already
been
discussed
as
look
at
a
zero
tolerance
policy,
we
have
a
health
social
care
partnership.
Here.
Health
is
zero
tolerance.
K
K
You
know
not
given
a
thought
to
the
fact
that
we're
going
we're
in
a
pandemic
and
we've
got
a
mental
health
pandemic
going
on
as
well,
which
exacerbates
that,
and
I
do
think
that
we
have
to
do
more
and
we
have
to
set
establish
clear
boundaries
for
service
users
when
it
comes
to
staff
and
violence
and
aggression
a
lot
other
local
authorities
have
established
zero
tolerance.
We've
got
a
partnership.