Autumn is a time to take a firm hold over distinct seasonal risks that can present a variety of issues for coach operators.
With flooding incidents often at their peak, route planning needs to be flexible and drivers should be aware of alternatives to regular routes. Considerations such as weight limits on bridges, or difficulties negotiating narrow roads, need to be factored in. No attempt to drive through standing water should be made, unless the water’s depth has been ascertained and it would be safe to cross.
Water, from dripping clothes, wet shoes and umbrellas, can also make coach and bus aisles slippery and potentially dangerous for passengers. Trying to keep floor surfaces as dry as possible means reducing the risk of a liability claim, should somebody slip.
Slips and trips around the yard can also increase thanks to wet or frosty weather. Minimise the risk through the use of wet floor warning signs and keep a supply of grit, to cover icy surfaces, so there is less likelihood of an injury to employees or visitors.
Darker evenings increase the likelihood of crime, so keep security as tight as possible. Lock windows and doors, try to park vehicles in a secure, fenced environment, install security lighting and CCTV, if possible, and keep diesel tanks secure.
It’s bonfire season, so diligently monitor your arson risk and do not leave piles of rubbish or flammable materials close to either vehicles or building. Build arson considerations into your fire risk management programme.
Ensure drivers get sufficient rest, as falling asleep at the wheel is easier to do in darker driving conditions. Tiredness can also lead to late braking, at a time when safe braking distances are actually often greater, due to adverse weather conditions. Be especially vigilant about tiredness, if drivers are on early or late shifts, or driving long, straight routes that can be monotonous for someone tired and at the wheel.
This October, operators also need to be aware of a tightening of sexual harassment law. Although this does not specifically state that businesses need to protect employees from sexual harassment by third parties, such as clients, suppliers and members of the public, the Equality and Human Rights guidance notes suggest that inaction, whenever such a situation arises, could put the employer in breach of their preventative duty.
Train employees to understand what sexual harassment in the workplace looks like, so it can be challenged and addressed. Have defined employee handbook policies and a variety of channels through which an employee can report sexual harassment. A tribunal can now levy a 25% increase in a tribunal award, if it adjudges the employer liable for any sexual harassment.
Similarly, operators should also adhere to other employment law changes with regard to parental and carer’s leave.
This autumn’s risk management may be more challenging, because of these new regulations but fundamental principles remain the same. Know the risk and address it. Do that and you should continue to run a safe and litigation-free workplace.
