Unit3 Health, Safety and Security in Health and Social Care P2-M1 In this assignment I will be talking about the different types of legislations and why they are important. Health and safety at a workplace is important because it ensures that all workers are being protected, it is also important because workers are being protected from illness and if they have become ill because of work the health and safety at work act 1974 can make sure a risk assessment is taken so hat other workers stay safe and the same thing does not happen again. Health and safety at work act 1974 is an act that covers everyone such as employees, employers and the service user. Within this act they provide training for workers, students and anyone that is on a placement or someone that is doing voluntary work this legislation has been helping people and workers for 30years. This act has helped people save their lives and be able to carry on working; this act covers people in the UK for example England, Wales and Northern Ireland.
- simple maintenance can be carried out by the trained wearer, but more intricate repairs should only be done by specialists. The Regulations require employers to: - avoid the need for hazardous manual handling, so far as is reasonably practicable; - assess the risk of injury from any hazardous manual handling that can’t be avoided; and - reduce the risk of injury from hazardous manual handling, so far as is reasonably practicable. Employees should: - follow appropriate systems of work laid down for their safety; - make proper use of equipment provided for their safety; - co-operate with their employer on health and safety matters; - inform the employer if they identify hazardous handling activities; - take care to ensure that their activities do not put others at risk. 2. What are the specific regulations and safe working practices and procedures that apply to your work activities?
The idea behind it is that children are best cared for within their own families. However, if this is not possible the Act makes provisions for times when parents and families do not cooperate with statutory bodies. The Education Act 2002 This Act sets out the responsibilities of Local Education Authority [LEAs], governing bodies, head teachers and all others working in schools to ensure that children and young people are safe and free from harm. The aim of this Act is to place the education services for making child protection arrangements on a statutory footing and to further safe-guard against child abuse in any form. These bodies now have a duty to safe-guard and promote the welfare of children in relation to all functions relating to the conduct of a school.
It is a law that has been put into place to prevent any discrimination against; age, sex, race, disabilities, religion, gender and sexual orientation in a work place or in society generally. This also includes indirect discrimination as well as direct discrimination towards patients and colleagues (Human Resources, 2013). If the Act is broken the employer has to informally discuss a disciplinary first, before any action is taken. A formal disciplinary is only made depending on how the victim would like to handle the problem, if the employee concerned has had various
Legislations Health and Safety at Work Act 1974 This is an Act to make further provision for securing the health, safety and welfare of people at work, for protecting others against risks to health or safety in connection with the activities of persons at work, for controlling the keeping and use and preventing the unlawful acquisition, possession and use of dangerous substance for controlling certain emissions into the atmosphere; to make further provision with respect to the employment medical advisory service. Employers are responsible for the health and safety of employees, workers from other organisation, and visitors while they are on the premises. Employers must: * Carry out thorough risk assessment before opening for business, and it should be updated regularly * Ensure that there is a health and safety policy written for the setting and appoint someone to be responsible for health and safety * Keep a record of all accidents and incidents * Provide safety equipment, written health and safety information and training * Ensure the workplace is fully insured. Employers’ compulsory liability insurance must be taken out and public liability is strongly recommended in case an incident occurs and the business is found to be a fault. Employees (including yourself when on work experience, even though you are not paid) also have responsibilities under the Health and Safety at Work Act 1974.
What having a duty of care means for a Care Giving Organisation. Aiii: Trained to their Organisations Standards. Ensuring employee’s understand CQC and the definition Duty of Care. Legally, employers must abide by relevant health and safety and employment law, as well as the common law duty of care. They also have a moral and ethical duty not to cause, or fail to prevent, physical or psychological injury, and must fulfil their responsibilities with regard to personal injury and negligence claims.
1.1 List the aspects of employment covered by law. The aspects of employment covered by law are as follows: • Health and Safety at work Act 1974 - This act is to ensure that the employer has things in place to protect their employees from any risk or dangers which may occur in the work place. The employee on the other hand has to ensure they that they avoid taking any unnecessary risks by using protective clothing or equipment provided for the job and also follow instructions and guidelines as well as any training given • The Equality Act 2010: This act provides a legal/legislative framework to protect the rights of an individual. It replaces previous anti-discrimination laws by a single act. • The Disability Discrimination Act: This Act is to protect people with a disability and ensure that they aren’t discriminated against because of their disability.
Understand the role of the social care worker 1.1 Explain how a working relationship is different from a personal relationship It's different as you can't look upon them as a close friend or relative, we have to keep it on a professional level and not to have any favourites.1.2 Describe different working relationships in social care settingsWorking with the residents relativesWorking with the managerWorking as part of a team with carers2.1 Describe why it is important to adhere to the agreed scope of the job roleIt is important to adhere to the agreed scope of the job as you should follow regulations and procedures in a professional manner.2.2 Outline what is meant by agreed ways of workingAn agreed way of working is a policy or procedure in your organisation which you need to abide by e.g. moving and handling – there should always be 2 carers when using the hoist.2.3 Explain the importance of full up-to-date details of agreed ways of workingIt is important to have up-to-date agreed ways of working as there may be changes in policies within law. Your company may have to implement them to help protect the vulnerable.3.1 Explain why it is important to work in partnership with othersIt is very important to work in partnership with others as they may be able to provide useful information to support you in your work e.g. a relative. You may be also be able to provide useful information to support them in being part of the individuals lives.3.2 Identify ways of working that can help improve partnership workingGood communication can improve partnership working a lot as you need to be able to communicate with your work colleagues.3.3 Identify skills and approaches needed for resolving conflictsGood communication skills is needed to resolve conflicts and also approach them in a calm and polite way to resolve the matter.3.4 Explain how and when to access support and
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.
There is no specific legal prohibition on working alone, but the general legal duties of employers under theOccupational Health and Safety Act (2004) still apply. "An employer shall provide and maintain so far as is reasonably practicable for employees a working environment that is safe and without risks to health." [Section 21(1)] Establishing safe working conditions for lone workers is no different from organising the safety of other employees. Employers should identify the hazards of the work, assess the risks involved, and implement changes to the workplace and safe working arrangements to ensure the risks are either eliminated or adequately controlled. When it is not possible to devise arrangements for the work to be done safely by one person, alternative arrangements providing help or back-up have to be devised.