I am writing to ask for your readers’ advice on an issue that I have encountered for the first time in organising couriers to join our coaches.

On one of our day excursions, I have arranged for a company to show us around their works, both externally and internally. On their confirmation of booking documents, these two sentences appear: ‘Please ensure that the staff member can be seated/belted in a courier seat, and that the coach has a working microphone. A valid motor insurance certificate to cover the member of staff will need to be shown on arrival at Reception’. Since the courier will not be employed by me or the coach company but engaged by the company we are visiting, how do other groups get round this situation?

As I understand it, the coach company can obtain insurance for a named person to use the courier seat but an annual premium is required, which is out of all proportion to the 40-minutes duration it is likely to be used for our particular visit.

In my particular case, I propose to take two coaches so the company would be providing two couriers. I have suggested to the coach company that the courier sits on a front row in order to use the microphone as then he would be covered in the general passenger policy.

Have any other GTOs experienced this problem and, if so, how did you overcome it?

John Byron
Group Travel Organiser
St Helen’s Church Group Outings, Nottinghamshire

GTO asked insurance brokers, Belmont International, which runs the CPT’s Insurance and Risk arm, to respond:

In reply to the letter from John Byron (GTO 190, Mar), I am not convinced that there is a need for any additional cover for guides employed by attractions to use coach courier seats.

Presumably, these staff are employed by the site or attraction around which the tour is taking place. When they are on the coach, they would be covered under the coach operator’s Motor insurance policy, as with any other passenger, provided they are occupying the courier seat legally.

Whilst off the vehicle, their employer’s ‘Employers Liability’ cover will cover them for any injury they may sustain in the course of their employment. In this instance, their employer would be legally responsible for any mishap.

I believe that the additional cover referred to relates to Personal Accident cover, which can be purchased typically to provide a lump sum upon death or loss of eyes or limbs, with a weekly benefit payable for a prescribed period following temporary or permanent disablement. This cover would respond regardless of liability being established, but unlike Motor and Employer’s Liability insurance it is not compulsory.

Phil White
Associate Director
Belmont International, Kent