...corners on safety is strong. The penalties for employees who raise safety concerns are deemed to be ‘unco-operative’ can be severe, as North Sea Oil workers have found to their cost over many years. By contrast the penalties for employers who flout the law on safety are generally derisory, however, there is extensive health and safety law in the UK, in particular the Health and Safety at Work Act 1974 and, more recently, the transposing into domestic legislation of important European directives. There is also a regulatory agency, the Health and Safety Executive, HSE, which is supposed to enforce the legislation and which is itself responsible to the overseeing body, the Health and Safety Commission, HSC. The question is how far the UK system of health and safety protection for employees at work is now threatened by the government’s deregulation programme. Trade Union s and Health and Safety Since the mid 1970’s the trade union movement has played a pivotal role in health and safety at the workplace through the system of trade union appointed safety committees and safety representatives. Section 2(4) of the Health and Safety at Work Act, under which safety committees were established provided for the appointment of safety representatives by ‘recognised trade unions’ (that is, by independent trade unions that the employer recognised for the purposes of collective bargaining on terms and conditions of employment). Section 2(5) of the Act required the election of safety representatives...
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...Maintain workplace safety in the property industry Question 1 Explain in your own words the purpose of the Occupational Health and Safety Act 2000 in New South Wales and other similar Acts in other States and Territories. The Powers of the Health and Safety Representative A health and safety representative has the power to: Identify Workplace Hazards The health and safety representative has the power to identify workplace hazards. This power is usually exercised by conducting workplace inspections. Obtain Information from the Employer The health and safety representative is entitled to the same information available to a joint committee member. Under the Act, the employer must share with the representative any such information that he or she has. Be Consulted about Workplace Testing If the employer intends to do testing of any kind in or about the workplace and related to occupational health and safety, the representative has the right to be consulted before the testing takes place. Make Recommendations to the Employer The representative has the power to make recommendations to the employer on ways to improve workplace health and safety–the same power given to joint committees. Investigate Serious Injuries If a worker is killed or critically injured on the job, the representative has the right to inspect the scene where the injury occurred and any machine, equipment, substance, etc., that may be connected with it. Duties of employers...
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...OCCUPATIONAL HEALTH AND SAFETY ACT REVIEW March 2004 Chris Maxwell © State of Victoria Printed by State of Victoria, March 2004 ISBN 1920921044 This work is copyright. Apart from any use permitted under the Copyright Act 1968, no part may be reproduced by any process without prior written permission from State of Victoria. Disclaimer: The content in this report is provided for information purposes only. The views expressed herein are those of the author and do not purport to represent the position of the State of Victoria. Neither the author nor the State of Victoria accept any liability to any persons for the information (or the use of such information) which is provided in this review or incorporated into it by reference. The information in this Review is provided on the basis that all persons having access to it undertake responsibility for assessing the relevance and accuracy of its content. OCCUPATIONAL HEALTH AND SAFETY ACT REVIEW March 2004 Chris Maxwell TABLE OF CONTENTS TABLE OF CONTENTS ABBREVIATIONS ACKNOWLEDGEMENTS EXECUTIVE SUMMARY INTRODUCTION CHAPTER 1: A CONSULTATIVE INQUIRY CHAPTER 2: THE SAFETY CONSENSUS PART 1: NEW CHALLENGES FOR OHS 1 3 5 6 15 15 20 24 24 29 46 46 54 60 71 96 96 100 110 120 135 141 159 163 169 177 177 186 192 192 215 222 227 233 233 258 272 284 284 293 328 347 350 354 354 357 360 363 383 387 392 392 397 ...
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...Question 1 a) What legal obligations do you have to ensure the health and safety of yourself and others at work? Answer: Under work health and safety legislation I have to make ensure of safe premises, safe machinery and materials, safe systems of work, information, instruction, training and supervision and also a suitable working environment and facilities for me as well as others at work.This means I have the responsibility of complying what regulations requires me to or adopt and follow policy which would not breech the act by selecting appropriate action with reasonable precautions. b) What are the consequences of breaching your duty-of-care obligations? Answer: Duty of care refers to the responsibility of each person to do everything within their power to ensure a safe and healthy environment at workplace. Disappointment to follow industry code of practice can be used as evidence in proceeding for an office under the act which led to heavy financial penalties or even imprisonment depending on the breaches under the law. c) What legal obligations does your employer have? Answer: Under the act, employers are accountable for the workplace heath, safety and welfare of those who work under their direction or guidance. This means company should organize an environment to cater employee’s welfare. This includes having policies and procedures, compliance with all polices and procedures and provides safe work system. Question 2 a) Discuss the purpose and scope of...
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...matters listed below. Discuss the issues below using relevant legislation:” i. The key requirement of the Occupational safety and Health Act (OSHA) 1994 applicable to the management of a building/facility. The concept of management is to be effective in reducing incidents and injury. To be an effective management frame work, the organization as a whole need to understand it roles and responsibility. The employer shall provide a safe working environment, information, instruction, training and supervision. The key requirement are described in Section 4 OSHA 1994 as below: The objects of this Act are:- (a) To secure the safety, health and welfare of persons at work against risks to safety or health arising out of the activities of person at work; (b) To protect persons at a place of work other than persons at work against risks to safety or health arising out of the activities of persons at work; (c) To promote an occupational environment for persons at work which is adapted to their physiological and phychological needs; (d) To provide the means whereby the associated occupational safety and health legislations may be progressively replaced by a system of regulations and approved industry codes of practice operating in combination with the provisions of this Act designed to maintain or improved the standards of safety and health. In Section 18, OSHA 1994 also described the requirement and duties of an occupier of a place of work to persons other than...
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...of Safety Management 1 IIBM Institute of Business Management IIBM Institute of Business Management Examination Paper MM.100 Safety Management Section A: Objective Type (30 marks) This section consists of multiple choice & Short Notes type questions. Answer all the questions. Part one carries 1 mark each & Part Two carries 5 marks each. Part One Multiple choices 1. In the 5’S to good housekeeping leading to cleaner, better & safety workplace, what is meant by SIESO? a. Sort b. Systematize c. Sweep d. Sanitize 2. When the car in front is about to turn the right than what step should be taken- a. Overtake only on right b. Overtaking on the left c. Overtaking is not permissible d. None of these 3. What is the full form of OSHA stands - a. Organizational Safety and Health Administration b. Organizational Security and Health Application c. Occupational Safety and Health Administration d. Occupational Safety and Health Advantage 4. Which of the following is not the visible cost of accident? a. Loss of production b. Medical cost c. Legal cost d. Overhead cost 5. BBS stands for_____________ 6. PPE Stands for_________. 7. Which of the following is not come under the 5E’s for accident prevention? a. Engineering b. Enforcement c. Executing d. Enforcement 8. Spoiled work, loss of prestige, funeral expenses are comes under which type of cost- Examination Paper of Safety Management...
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...joint venture involving the Victorian WorkCover Authority, the State Coroner’s Office and VIOSH Australia (University of Ballarat). The Tree Felling Safety Group (TFSG) was formed as a result of this work to promote health and safety in forestry, arboriculture and urban tree industries. The TFSG includes representatives from industry, local government, unions and WorkSafe Victoria – the operational name for the health and safety arm of the Victorian WorkCover Authority. The Group is keen to see potential solutions implemented to help to prevent death and serious injury involving tree workers. The development of this guidance material was a TFSG initiative. The result is a practical and user-friendly guide produced by industry representatives that aims to improve workers’ awareness and understanding of common hazards, risks and safety requirements, while assisting employers to meet their legal obligations. I urge everyone working in the amenity tree industry to use this booklet as a constant reference point, particularly supervisors and team leaders. Hon Bob Cameron MP Minister for WorkCover July 2001 1 WORKING SAFELY WITH TREES Acknowledgments This booklet was prepared by the amenity tree working party as part of the Forestry and Amenity Tree Work Project to develop practical occupational health and safety guidance material for use in the Victorian amenity tree industry. The working party acted as the primary...
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... Employees are entitled to have superannuation contributions paid into a nominated superannuation fund by their employer. Employees have income tax deducted by their employer Employers are paid regularly (for example, weekly or fortnight or monthly) Employees are entitled to receive paid leave (for example, annual leave, personal or careers’ leave, long service leave) Legally prescribes wages and conditions Fair and consistent treatment A workplace that protects the health and safety of all employees Comply with the OHS policy. Conscientiously fulfill the duty Improve the ability of work Earnestly implement the responsibility 6. Responsibilities undertaken The scope of the duty at least requires employers to: 1) Provide and maintain a safe working environment 2) Provide and maintain plant that is safe and free from risk to health 3) Provide and maintain safe system of work 4) Provide and maintain a working environment that provides adequate facilities for the welfare of employees at work 5) Ensure the workplace under their control is safe for the employees...
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...known as industrial relations, refers to the system in which employers, workers and their representatives and, directly or indirectly, the government interact to set the ground rules for the governance of work relationships. It also describes a field of study dedicated to examining such relationships. The field is an outgrowth of the industrial revolution, whose excesses led to the emergence of trade unions to represent workers and to the development of collective labour relations. A labour or industrial relations system reflects the interaction between the main actors in it: the state, the employer (or employers or an employers’ association), trade unions and employees (who may participate or not in unions and other bodies affording workers’ representation). The phrases “labour relations” and “industrial relations” are also used in connection with various forms of workers’ participation; they can also encompass individual employment relationships between an employer and a worker under a written or implied contract of employment, although these are usually referred to as “employment relations”. There is considerable variation in the use of the terms, partly reflecting the evolving nature of the field over time and place. There is general agreement, however, that the field embraces collective bargaining, various forms of workers’ participation (such as works councils and joint health and safety committees) and mechanisms for resolving collective and individual disputes. The wide variety...
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...ASIA E UNIVERSITY EXECUTIVE BACHELORS IN MANAGEMENT (HRM) ASSIGNMENT INDUSTRIAL RELATIONS Q2. What is the role of the Ministry of Human Resources in the industrial relations system? Who are the parties involved in the industrial relations system? The scope of Ministry of Human Resources in the industrial relations system encompass employee and workers state of safety, health and welfare and human resource matters such as training, employment, labour rights and industrial relations. It includes the PERKESO (Pertubuhan Keselamatan Sosial), PSMB (Pembangunan Sumber Manusia Berhad), JTM (Jabatan Tenaga Malaysia), JKKP (Jabatan Keselamatan dan Kesihatan Pekerja). The role of the Human Resources Ministry is to encourage harmonious relationships between employers and employees in the interest of the nation’s productivity. The objective of Human Resource Ministry in the industrial relations is: • To protect the welfare of the employees-safety, and rights • To promote good employer-employee relationship through a stable and peaceful Industrial Relations system • To equip the unemployed with basic industrial skills and to improve the skill level of the workforce • To assist in maximizing country’s manpower resources through manpower planning • Department of Labour, Peninsular Malaysia, Sabah and Sarawak-enforces Employment Act 1955, Workmen’s Compensation Act 1952, Wages Council Act 1947, Young Persons Act 1966, Employment Restriction Act 1968...
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...consistent reinforcement of the basic information required to work being made. This would suit small organizations, however where there are more data center required there should be a more broad arrangement made (TechTarget, 2010). A DRP may expect representatives to move to an alternate back up location to continue work, if work can't be led at the ordinary business site. This back up site is an off-site area provided with the PC hardware and information important to proceed with an association's ordinary...
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...Legal Obligations Arising From the Employment Relationship Shelena McClinton HRM 546 November 12, 2012 David Cory Legal Obligations Arising From the Employment Relationship The privacy of the individual is the most important right. Without privacy, the democratic system that we know would not exist. Privacy is one of the fundamental values on which our country was founded. There are exceptions to privacy rights that created by the need for defense and security (MBA Knowledge Base). This paper will discuss legal invasion of privacy method’s that employers can use. The violation of these rights lead employees to form unions to make their voice heard. Health Insurance Cost vs. Privacy The question of whether or not something constitutes discrimination is completely dependent on the evaluator’s point of view. For example, if a person believes that a pre-employment drug screen is discrimination because it is no one’s business if someone has an alcohol or substance abuse problems an employee may have. If an employee is getting his or her job done, it does not matter what he or she is doing in their personal life. On the other hand, if an employee job requires driving for work related business and they drive under the influence. What if they injure someone or he or she need to go to rehab, thus filing numerous insurance claims, would it have been nice to know the potential risk before hiring? Companies are always looking for ways to reduce cost; this forces employer...
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...in Occupational Safety and Health Please be advised that the course material is regularly reviewed and updated on the eLearning platform. SHEilds would like to inform students downloading these printable notes and using these from which to study that we cannot ensure the accuracy subsequent to the date of printing. It is therefore important to access the eLearning environment regularly to ensure we can track your progress and to ensure you have the most up to date materials. Version 1.2c (08/02/2013) Element 1: Foundations in Health & Safety. Element 1: Foundations in Health & Safety. Overall aims: On completion of this Element, candidates will be able to: 1.1 - Outline the scope and nature of occupational health and safety. 1.2 - Explain the moral, social and economic reasons for maintaining and promoting good stan-dards of health and safety in the workplace. 1.3 - Explain the role of national governments and international bodies in formulating a framework for the regulation of health and safety. Sources of reference. Guidelines on Occupational Safety and Health Management Systems (ILO-OSH 2001) can be downloaded free from ILO web site. ILOLEX (ILO database of International Law) http://www.ilo.org/ilolex/index.htm. Occupational Health and Safety Assessment Series (OHSAS 18000): Occupational Health and Safety Management Systems (OHSAS 18001:2007 ISBN978 0 580 50802 8, OH-SAS18002:2008 ISBN: 978 0 580 61674 7. Occupational Safety and Health Convention (C155)...
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...Health and Safety Management Systems - An Analysis of System Types and Effectiveness EXECUTIVE SUMMARY 1. INTRODUCTION 2. HEALTH AND SAFETY MANAGEMENT SYSTEMS 3. TYPES OF HEALTH AND SAFETY MANAGEMENT SYSTEMS PART ONE: LITERATURE AND FRAMEWORK FOR ASSESSMENT 3.1 INTRODUCTION 3.2 LITERATURE ON TYPES OF HEALTH AND SAFETY MANAGEMENT SYSTEMS PART TWO: CASE EVIDENCE 3.3 SYSTEM TYPES - CASE STUDY FINDINGS 3.4 SUMMARY 4. ASSESSING HEALTH AND SAFETY MANAGEMENT SYSTEM EFFECTIVENESS PART ONE: LITERATURE AND FRAMEWORK FOR ASSESSMENT 4.1 INTRODUCTION 4.2 LITERATURE ON EFFECTIVENESS OF HEALTH AND SAFETY MANAGEMENT SYSTEMS PART TWO: CASE EVIDENCE 4.3 THE TWENTY CASES: CONTENT AND LEVEL OF DEVELOPMENT OF HEALTH AND SAFETY MANAGEMENT SYSTEMS 4.4 THE TWENTY CASES: OUTCOME DATA 4.5 SUMMARY 5. FACTORS SHAPING PERFORMANCE AND THE ROLE OF SYSTEM TYPE 5.1 INTRODUCTION 5.2 BASICS AND EXTRAS 5.3 SYSTEM-RELATED CHARACTERISTICS 5.4 THE ROLES OF THE KEY WORKPLACE PLAYERS 5.5 THE LINKAGES BETWEEN HEALTH AND SAFETY PERFORMANCE AND SYSTEM TYPE 5.6 SUMMARY 6. CONCLUSIONS REFERENCES APPENDIX ONE: CASE STUDY PROTOCOL APPENDIX TWO: ASSESSMENT CRITERIA APPENDIX THREE: CASE SUMMARIES AND SYSTEM TYPES Executive Summary This report examines planned approaches to health and safety management in the workplace. It is the result of a two-year study of enterprise-level health and safety management systems, funded by Worksafe Australia, and conducted from late 1994 to late 1996. The need...
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...|[pic] |[pic] | | |NUT GUIDANCE ON STANDARDS | | | | | |FOR FOOD SAFETY IN SCHOOLS | | |[pic] | Introduction This NUT guidance has been prepared to highlight the health and safety hazards which can exist in the absence of clear policies and procedures on the safe preparation of food in schools. It covers a range of issues which need to be addressed when carrying out risk assessments and writing safety policies for food preparation areas, including a detailed examination of the main circumstances in which food and drink are likely to be prepared, served and consumed in schools. It should be made clear at the outset that nothing whatsoever in this briefing should be interpreted as being in conflict with either the letter or the spirit of the School Meals Agreement 1968, which repealed regulations previously enabling local authorities to require teachers to supervise pupils taking school meals. The 1968...
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