Understanding foreign workforce
Employing and managing international workforce has its
benefits but also some challenges. Outsourcing translation and interpreting
services is crucial in certain circumstances.
In sensitive situations such as grievance and disciplinary
procedures using the services of an independent interpreter is advisable, even
if the employee speaks good English. This prevents misunderstandings and protects both parties from any
claims; using employees as interpreters cannot ensure impartiality nor prevent rumours
circulating amongst staff. This week I interpreted in a grievance meeting for
an employee with good English who has been working for my client for 10 years.
Both the employee and the employer have recognised the benefits of an impartial
and confidential service and will continue to use my services throughout the
process.
Outsourcing translation of important Health and Safety and procedural
documentation is not only helpful in preventing staff accidents but also
protects the employer in the event of an incident. Employers have duty of care
towards their staff described in a company’s Health and Safety handbook, which
the employee will be required to read and confirm their understanding - usually
with a signature. If their English is limited it can be difficult for the
employer to demonstrate that they have taken all reasonable steps to ensure
their employees’ safety. Once the company policy is translated into relevant
language, it can be reproduced for every foreign employee ensuring his or her
understanding. From my experience of interpreting for the H&S Executive,
investigating the employees’ depth of understanding of health, safety and work
related instruction forms a significant part of any accident investigation.
In the UK translators and interpreters can be found in free
online directories of two main professional organisations:
In our industry we often say that cheap translation or lack
of it could end up costing you dearly.
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