Unit 504 Develop health and safety and risk management policies procedures and practices in health and social care or children and young people's settings 1. Understand the current legislative framework and organisational health, safety and risk management policies, procedures and practices that are relevant to health, and social care or children and young people’s settings 1.1 Explain the legislative framework for health, safety and risk management in the work setting The basis of British health and safety law is the Health and Safety at Work Act 1974. The Act sets out the general duties which employers have towards employees and members of the public, and employees have to themselves and to each other. These duties are qualified in the Act by the principle of ‘so far as is reasonably practicable’ In other words, an employer does not have to take measures to avoid or reduce the risk if they are technically impossible or if the time, trouble or cost of the measures would be grossly disproportionate to the risk. What the law requires here is what good management and common sense would lead employers to do anyway that is, to look at what the risks are and take sensible measures to tackle them.
This guide aims to raise awareness of health and safety in the context of adult social care. Dignity is about seeing the individual person and respecting their own space and way of life !4 Key Legislation - What do you need to know The following up-to-date legislation is available from the National Archives Website: http://www.nationalarchives.gov.uk and the Health and Safety Executive (HSE): http://www.hse.gov.uk The Health and Safety at Work etc Act 1974 (HASAW/HSW) The Act covers a wide range of issues relating to workplace health, safety and welfare across
1.1 Identify legislation relating to health and safety in a social care setting. * Health and Safety at work Act 1974 * Management of Health and Safety at Work Regulation 1999 * Health and Safety (First Aid) Regulation 1981 include amendment on 2009 * The Electricity at Work regulations 1989 * Manual Handling Operations Regulations 1992 * Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (RIDDOR) * Communicable diseases and infection control * Working Time Regulations 1998 * Care Standard Act 2000 * Control of exposure to Hazardous to Health 1999 * Food Safety Act 1990 and Food Hygiene Regulations 2005. * Environmental Protection Act 1990. 1.2 Explain how health and safety policies and procedures protect those in social care settings. * All of the above mentioned legislations are crucial part of health and safety.
The National Occupational Standards determines how the role of the job is carried out. There are regulations that influence the way my role is carried out as a support worker. It forms the basis for all the qualifications and is divided into mandatory and optional which are all relevant to the job role. The Care Standards Act requires the care provider to ensure that care provision meets the needs of the service users and is provided well. The Health and Safety Legislation that is the Health and Safety at Work Act, Food Safety Act and COSSH, RIDDOR determine the way my role is carried out.
CT308 Understand Health and Safety in Social Care settings Understand the different responsibilities relating to health and safety in social care settings Legislation that relates to health and safety in social care settings are generally covered by the Health and Safety at Work Act 1974. This act is the ‘umbrella’ that has been updated and supplemented by all the regulations and guidelines which extend it, support it or explain it. The regulations most likely to affect my workplace are: Manual Handling Regulations 1992(amended 2002) - sets out requirements for manual handling and moving and handling of people. Control of Substances Hazardous to Health regulations 2002 (COSHH) - requires employers to control substances that could cause harm. Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (amended 2008) RIDDOR - sets out what needs to be reported.
Understand employment responsibilities and rights in health, social care or children’s and young people’s settings Task A - Short Answer Questions Ai: The current policies and procedures handbook in place at the company. Up to date health and safety requirements. Internet for example: www.gov.co.uk. Aii a: Wages Work conditions Holiday entitlement Disciplinary procedures b: Training Employment Rights Minimum wage Health and safety legislation Equalities and Discrimination law Aiii: To protect employers and employees from those who would take advantage of them and to create a safe working environment. Task B Your work role Bi: My employment is subject to an enhanced disclosure from the CRB.
It can leave the participant feeling bad with seemingly no way forward. Verbalising and exploring a learners thoughts can assist them gain a positive perspective of their own work and ability and will also help identify problem areas, therefore providing both the teacher and the learner with the ability to develop e.g. asking a learner where they think they did well and where they think they could improve. Some situations in which constructive feedback is required can include; ongoing performance discussions, providing specific performance pointers, following up on teaching discussions, providing correct guidance, providing a learner with consequences of their behaviour. Clues at when constructive feedback is needed can be when a learner asks for your opinion on how they are doing, this can be a 'cry for help' from a learner.
| | | Health and Safety at Work Act 1974 | It is defines the fundamental structure and authority for the encouragement, regulation and enforcement of workplace health, safety an welfare within the United Kingdom. | | | Data Protection Act 1998 | To make sure that all our personal information is stored and disposed of correctly. Only information need is collected. Only kept for so long. | | | Race Relations Act | The 1976 Race Relations Act makes it unlawful for employer to discriminate against you on racial grounds.
M1: Develop health and safety and risk management policies, procedures and practices in health and social care or children and young people’s settings Unit reference K/602/3172 NVQ Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (England) Candidate Name: Linda Goldsmith Health and Safety at Work Act 1974 The Health and Safety at Work 1974 is the main piece of the health and safety legislation in Great Britain Before this Act was introduced; health and safety with regards to workplaces tended to be industry-specific, and was largely reactive instead of proactive, meaning that new legislation was only introduced after a serious accident had taken place. Prior to the Health and Safety at Work Act 1974 being introduced, existing health and safety legislation concentrated more on ensuring that the equipment being used was safe, rather than raising the awareness of employees to work safely and take responsibility for occupational health and safety. Whilst the Act is dated 1974, it is still current. The Health and Safety at Work Act 1974 in an Enabling Act, allowing further laws (Regulations) to be made without the need to pass another Act. Some Regulations apply across all industries e.g.
Unit 2 1. Introduction to Personal Development in Health, Social Care or Children’s and Young People’s Settings I have a job description which highlights the main role and responsiblities of my job as a support worker. The main priorities are; safeguarding, promoting a safe and secure environment. We use the 'Health and Safety at Work Act 1974' to work in a non-judgemental manner, to treat all individuals with dignity and respect. 'The Code of Conduct for Health and Social Care Worker' to follow all policies and procedures.