Occupational driving can only be effectively managed if it is integrated into your arrangements for managing health and safety at work. Employers should look at existing health and safety management systems and arrangements and consider whether they adequately cover road safety.
All organisations must ensure that their health and safety policy statement covers occupational driving. As a minimum the policy should include compliance with road traffic legislation, rest breaks the use of mobile phones and hand-held devices, vehicle maintenance and driver competence.
Employers need to be committed to providing work-related road safety management systems and be aware of their responsibilities and how to achieve an adequate system. Employers must conduct a road safety risk assessment to identify the hazards involved with driving. By
identifying the hazards, evaluating the risks and existing precautions, the employer will be able to understand the causes of accidents, and develop and implement suitable control measures. Before employers can start to reduce the risks associated with occupational driving they must complete a risk assessment to identify the hazards involved.
Once employers have identified the hazards from the risk assessment it will enable them to implement the correct management controls that will reduce the likelihood of an accident. There are a number of actions that employers can take to reduce this risk:-
The Driver
Employers must ensure that all drivers hold a valid licence and relevant insurance for the vehicle which they will be required to drive. Employees with previous experience of driving certain vehicles will demonstrate a higher competence, than those with no previous
experience. Competence can be further developed with training. Training should include how to check the general features of the vehicle, particularly safety features, as well as specific vehicle limits, such as loads and loading procedures. Fitness and health checks, including eyesight tests, should be conducted to ensure all drivers have the physical requirements for occupational driving.
Tiredness and fatigue are more difficult to control. The employer can train and instruct the employee, lay down procedures in the driver handbook and company policy (discussed later in this chapter) and set a driving schedule or timetable to prevent driver tiredness. However, tiredness and fatigue may result due to personal ‘out of work’ circumstances which the employer has either any knowledge or control of.
Drivers must take some responsibility for themselves and must be sure to take rest breaks whenever they are needed. All journeys must be planned to incorporate regular breaks and if drivers should feel overcome with tiredness or fatigue they should not drive. The employer must be vigilant and conduct regular health checks and try to introduce arrangements for monitoring employees compliance with company policy to ensure drivers have the physical and mental capability that is required for safe driving.
The Vehicle
Employers must provide vehicles which are fit for the purpose of which they are intended. All vehicles must be serviced regularly so any repairs or deterioration can be spotted at the earliest opportunity. It would be a benefit for drivers to be trained to carry out daily checks and any minor repairs, such as changing a wheel, should the need arise. Vehicles displaying load limits, loading and securing instructions will provide a reminder and warning to those involved.
Organisational Factors
Organisations should develop health and safety policies that cover occupational driving. It could be that a separate ‘road safety’ policy is developed which contains information that will raise the awareness of the risks involved in occupational driving, and the company procedures which must be complied with. The policy must be communicated to employees clearly stating instructions and procedures for them to follow. The policy should reinforce road safety legislation, in particular the use of seat belts and mobile phones, being under the influence of alcohol or drugs, and complying with speed limits. The policy must clearly state that the use of hand-held mobile phones and other hand-held devices is illegal and it is suggested that even the use of hand-free mobile phones should be prohibited due to the distraction they create. People may be able to concentrate on driving, concentrate on an intense conversation and perform fine motor skills (like operating the vehicle controls or keying in telephone
BSC International Diploma - Element 1B | Applied Health and Safety Management
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numbers into a mobile phone) and but cannot do all three at the same time to the level that is required for safe driving. The policy should instruct drivers not to answer any calls whilst driving or to keep the phone turned off to avoid distraction. Calls should be taken when in a suitably safe area and when stationary. The policy must inform all other employees not contact any colleague whom they know may be driving.
The policy might also include procedures for driving times, mileage limits, rest breaks, journey scheduling and planning, and highlight any other applicable road safety legislation.
In addition to the road safety policy, driver handbooks are another way of communicating safe driving guidance.
Environmental Conditions
Careful consideration must be given when planning the routes and times of journeys. Where adverse weather conditions are likely to jeopardise the safety of a driver the journey should be rescheduled. Vehicles must also be properly equipped to operate in poor weather conditions as well as additional driver training for such circumstances. Emergency procedures must be in place should the driver become stranded by weather conditions or other means. Road works or repairs, low level bridges, tunnels and level crossings are other factors that must be considered when planning a journey to prevent additional risk of harm arising.