All healthcare workers are required to report anything that affects the environment If there are any issues with the clinical environment for example any of the equipment we use is faulty or needs calibrating then we inform our Practice Manager who will make the necessary arrangements for equipment to be either sent out or for someone to come in and check over the equipment in the practice. If we require new equipment it’s always useful to attend relevant training courses where relevant information on who we can approach in regards to assessing our equipment is given out for example just recently I attended a course on INR Monitoring and Warfaring Dosing this allowed me to meet an advisor who can check over our machines when they aren’t working to the standard the practice sets out. By attending this course I was able to pass the details of the advisor over to our Practice Manager who has now arranged for her to come in and check over our equipment. The best way to investigate into where we can report and adjust our environment is by attending courses, it is always essential to keep up to date with relevant protocols as they constantly change so attending courses will enable us to keep working to the standards that is expected and help keep us up to date with relevant companies who are there to help. 1.4 – Describe the impact of environmental changes on resources including storage and use.
Before anyone enters the building, identification is required unless of course staff are aware who the visitor is. Hazardous equipment is also checked daily. Weekly fire checks are carried out. Checking fire extinguishers/blankets and also the fire call points are tested by sounding the fire alarm and the emergency lighting. Health and safety checks of the company car are completed weekly to ensure the car is road worthy etc.
By providing these rights and regulations it protects employers and employees by setting guidelines that must be adhered to, This is in place so that the employees aren’t taken advantage of from things such as; working excessive hours, working for below minimum wage, working with no breaks and excessive workloads. There are many places to seek information and advice for employment responsibilities and rights, firstly your contract of employment should outline the company’s responsibilities and rights to you as the employee, if not then the company’s Human Resources department or Manager should be able to give employees the information they need. Other sources include; Citizens Advice Bureau. Job Centre Plus, Department for Work and Pensions, Her Majesty’s Revenue and Customs, Employment Appeals Tribunal Service, Trade Unions, Advisory, Conciliation and Arbitration Service and the Direct.gov website. There is also help for people with disabilities, one in particular is Access to Work which can provide financial support in traveling to work and help at work with equipment or support
UNIT 6 Health and Safety at work 1.1 Health and safety is a major piece of legislation that all employers need to be familiar with. The aim of the act is to protect employees and it imposes major responsibilities on employers who can be heavily fined if they breech the act, Additional regulations have also been written which employers also have to comply with. Duty of employers; Employers must ensure the health and safety of their employees, they must show that they have taken all possible steps to do so. In practice most employers do this by providing training, safety equipment, carrying out regular checks and also by writing and implementing health and safety policy. Employers with more than 5 employees also have to carry out a risk assessment which identifies the potential hazards to employees and shows how the risks are to be managed or eliminated.
OSHA is the organization that defends the workers right to work in a safe environment and investigate if an injury or death occurs in the work place. In turn there is many rules and regulations a worker covered by OSHA must adhere by or fines and consequences will have to be put on the worker or supervision in which broke the rule or regulation. Also if a worker has a concern or complaint about the conditions or his or her work place they have the right to file a U.S Department of Labor Notice of Alleged Safety or Health Hazards complaint and they have the right to accompany the inspector on the inspection tour of the work place for hazards in the complaint. They also have the right to not have their name in the complaint and they cannot be mistreated for filing a complaint. Safe behavior workers should follow on and around ladders is don’t stand above the ladder rail, or sit/stand in the top/ pail shelf, always keep 3 feet of the ladder above the excavation/ roof, and always use three points of contact while claiming or dismounting the ladder.
In our workplaces we should have information provided in the health and safety file and COSHH file. As employees we should attend all necessary training regarding infection control and the prevention of. This training should be repeated every year. If you observe a member of staff cleaning body fluids and hazardous materials without protective equipment (PPE) you should report it to a senior staff member and not ignore it as this may cause infection to spread. All gloves and aprons that have been worn should be removed and disposed of correctly.
It helps to teach the older children to phone 9-1-1 in case you cannot do so or for them so seek help from other teachers or staff. Make sure staff knows how and when to shut off all utilities this could make the evacuation faster and safer. It is very important to stock emergency supplies and a disaster supplies kit. It would be of great help for all staff to attend First-Aid and CPR classes. Find two ways out of each room in the facility in case of entrapment.
INTRODUCTION It is an obligation of an employer to aggressively protect their employees from any form of Harassment and discrimination in the workplace. To instill a zero tolerance towards these issues, it is crucial for employers to educate themselves and their employees on issues, regulations and policies associated with them. In the following dissertation, I plan to describe how laws, regulations and policies against sexual harassment, harassment and discrimination in the workplace play a vital role on the business brand and relations with all employees regardless of nationality. The Equal Employment Opportunity Commission (EEOC) for sexual harassment defines sexual harassment as unwelcomed sexual advances, requests for sexual favors, and other verbal/Non- verbal, or physical conduct of a sexual nature. Harassment includes but not limited to any offensive conduct that has the purpose of effect of unreasonably interfering with an individual’s work performance or creating an intimidating, offensive, or hostile environment.
It is also employee’s responsibility to regularly attend all relevant training made available to them. They must wear appropriate personal protective equipment such as gloves, aprons and masks. After use, this equipment must be disposed of correctly or cleaned thoroughly and properly. If ever an employee witnesses a situation of bad practice such as another staff member not wearing correct PPE then it is their responsibility to report this to a senior member of staff as this type of practice may cause infection to spread. 1.2 The employers have a responsibility to make sure correct PPE is made available, organise the necessary training for staff and undertake risk assessments regarding infection control.
TORT ESSAY ASSIGNMENT LATEST Critically analysing the law governing an employers liability for injuries caused to his employee at work. INTRODUCTION The law requires that an employer takes reasonable steps to ensure the safety of all employees, and they are obliged to observe a reasonable standard of care. Broadly speaking, employers are required to provide adequate safety information and equipment to their employees, to ensure that the workplace is safe, while providing adequate instructions and competent staff to carry out the duties, and to properly warn employees of any dangers in the workplace. Failure to adequately adhere to their statutory duties may result in an action against an employer. It is well established law that an employer may be held liable for its employees’ breaches of common law obligations and statutory duties where this is expressly stated within the statute.