This document offers some advice on how to ensure a smooth handover.
Good management of any organisation includes “succession planning”, which allows any role to be transferred to a new individual in case of retirement or resignation. It also allows for critical cover of a staff member’s key responsibilities during periods of absence. In an ideal situation, incumbent REACH practitioners will ensure that they leave a legacy for their successor and, at the very least, have working instructions to help colleagues manage obligations in their absence.
REACH and CLP not only create a whole set of issues that require long-term planning and consistency, but also sets legal requirements for record keeping and justifications.
Anyone inheriting a regulatory role will need to pick up many threads of legal and commercial importance. Irrespective of the talents and abilities of this new person, there are limitations of what they can efficiently achieve without some help from their predecessor. Such support takes many forms, from simply retaining access to REACH-IT and IUCLID to more complex technical justifications for the creation of SDS, the company’s registration strategy or the particular classification of mixtures.
There will be similar issues in all chemical and related legislation, including Biocides, Cosmetics, transport labelling. Compliance is the legal responsibility of the senior management; if the company fails to implement a system to allow succession, there may be serious consequences.
REACHReady’s aim is to help our subscribers help themselves achieve compliance. A plethora of guidance and articles about REACH and CLP can make it all seem more complicated and difficult than it is, so much of what we do is to remove some of the mystery and fear. We want ...
