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In a rapidly changing economy, companies are ever more reliant on a well-functioning supply chain to get things done. From outsourcing payroll to launching a new product, supply chain management has never been more crucial. Examining the risks posed by new suppliers is equally vital. A worrying incident can have a knock-on effect on your business, from reputational risk to fines or criminal action.

Many companies have become highly skilled in managing their own health and safety risks, particularly since the pandemic. But what about the health and safety risks of third parties? What are your legal, ethical, and ESG responsibilities to ensure the health and safety of workers in your supply chain? How do you ensure suppliers are meeting their health and safety obligations, how do you assess suppliers for risk, and what should you do if you have health and safety concerns in your third parties?

In this webinar, VinciWorks, in collaboration with our partners DeltaNet, examine the risks of third-party failures in health and safety.

We look at:

  • Legal, ethical and ESG obligations in supply chain management
  • The health and safety expectations of third parties in your value chain
  • The risks of a health and safety failure from a third party
  • How to mitigate third-party risks in health and safety
  • Undertaking health and safety-focused risk-based due diligence

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Employee vaccination policy

Covid-19 is still around, but a combination of more knowledge about how the virus works plus widely available vaccines and boosters have allowed many workplaces to return, at least partially, to a more normal, if sometimes changed and updated, routine.

Vaccines are not a legal requirement in most sectors, but the government has instructed employers to recommend and encourage staff to be vaccinated.  Employers should be thinking about how they encourage vaccination, even if there is no legal requirement. A company might share practical information about how to get vaccinated, post information on company sources, and allow workers to take time off to be vaccinated. Employers should also consider how to ensure their sick leave policies and procedures do not disincentivize workers from getting vaccinated. This could include concerns about side effects, and enabling staff to take a limited amount of time off after a vaccine if they suffer from a side effect, without necessarily having to provide a sick note.

Sample vaccine policy for employers

How does your business define fully vaccinated? Do you expect staff to get boosters? Do you give time off for shots, or have incentives for those that get boosted?

These are some of the most important questions facing employers during the current Omicron wave and afterwards as people return to the office.

It’s important to have a strong vaccine policy at work, which is flexible and ready to incorporate new legal guidance around mandates as well as booster shots. This could be as simple as updating policies from “double-jabbed” to “fully vaccinated” to avoid confusion as definitions change. 

Download the sample vaccination policy template

If you don’t have a comprehensive vaccinations policy you can download our template and use it for free. Customise it with your organisation’s own incentives and procedures for encouraging vaccinations and meeting your duty of care to staff.

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One of the most tangible impacts of the Covid-19 pandemic has been the rapid change in working practices. While the pandemic is not necessarily over, widespread vaccine roll-out programmes have allowed many places to return, at least legally, to some semblance of normality.

There’s a lot to consider in the topic of employment law, with much potential for change. Many companies now have hybrid work policies. What else might change in the future? What will employment law look like in one year, five years, or ten? What will the impact of Brexit be? 

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Mental Health: Wellbeing at Work shortlisted for Healthcare Excellence award

Zenith Global Health Awards

The sixth annual Zenith Global Health Awards will be held in London in November, celebrating excellence and innovation among healthcare professionals. VinciWorks’ online course Mental Health: Wellbeing at Work will be among finalists, nominated alongside some of the world’s leading doctors and healthcare professionals.

The awards are set up by healthcare professionals to acknowledge and celebrate fellow healthcare and allied healthcare professionals for their commitment and dedication which is seldom acknowledged. Zenith nominees are based on merit and evidence of achievements and positive impact on healthcare delivery, practice or workforce. 

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Screenshot of social distancing training module

With the global rollout of the coronavirus vaccine gathering pace, in many jurisdictions, employers are being given more discretion to decide whether staff can and should return to the office. If your organisation has employees working from the office, you have a duty of care to your staff. Managers must ensure a safe working environment where employees’ health is protected.

This means they have to ensure they have a safe place to work, safe work equipment, their health is protected while working, and assess risks to their health and safety and take action to mitigate those risks. This includes protecting staff from COVID-19. Staff themselves have a responsibility to keep themselves and those around them safe and to learn the best ways to do that.

COVID-19: Social Distancing at Work specifically covers these topics. The course can be used as a standalone unit or as a unit within our standard OHS course.

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With the UK’s COVID-19 vaccination roll-out in full swing and restrictions being repealed, companies are reevaluating their office policies and home working rules. But many people are anxious, or at least conflicted, about returning to in-person work, whether for health reasons or due to the flexibility they feel they’ll lose.

To help organisations with the process, we have recorded a short on-demand webinar. In this video, our Director of Learning and Content Nick Henderson explores some of the mental health aspects of returning to the office, sharing key ideas and tools to help manage this transition for your workforce.

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Free COVID-19 compliance resources

VinciWorks has created several helpful resources such as guides, on-demand webinars, policy templates, courses and more to help businesses manage the pandemic and beyond.

COVID-19 resource page

When it comes to making decisions about returning to the office, managers have to tread a fine line. Determining when to return to the office is no simple matter, especially since employers and employees have different opinions on the subject. 

Businesses are answering in different ways. Some like the file-hosting service company Dropbox are staying virtual first, pointing to the benefits of nonlinear workdays. But others, like tech giant Facebook and insurance company Aviva, are opting for a “hybrid” model, offering greater flexibility and independence for workers while maintaining certain structures.

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Welcome back post-it note

Vaccines are helping the world get back to normal. But even as the vast majority of people get vaccinated, there will always be a minority who won’t or can’t. Feelings and opinions around vaccines can be emotive, and workplace vaccination policies must toe a complicated line.

There is no legal requirement to be vaccinated, but employers should think carefully before requiring vaccinations at their workplace. Similarly, requiring someone to show proof of vaccination, either to return to the office or visit the premises as a customer could result in possible legal problems. Think carefully about policies and procedures in your workplace before making mandatory requirements.

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The COVID-19 pandemic has caused a near-universal sustained stress-inducing experience in the way other plagues haven’t done in centuries. The COVID-19 pandemic is much more comparable to the experience of a world war than a health scare. The pandemic has impacted everyone’s day-to-day lives and will leave long emotional scars even as life returns to something like normal. 

Post-traumatic Stress Disorder (PTSD), can result from experiencing a single, significant traumatic event, as well as frequent, sustained exposure to stressful environments. This pandemic has caused us all to experience both.

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