Igc 1 Summary and Question

Element 1: Foundations in health and safety v3.
1
1.5 - Summary.
This summary section will now refer you back to the learning outcomes and offer a brief
reminder of the topics.
Multi-disciplinary nature of health and safety.
The main focus in occupational health is on three different objectives:
1. The maintenance and promotion of workers' health and working capacity.
2. The improvement of working environment and work to become conducive to
safety and health.
3. Development of work organizations and working cultures in a direction which
supports health and safety at work and in doing so also promotes a positive
social climate and smooth operation and may enhance productivity of the
undertakings.
Barriers to good standards of health and safety include:
Complexity.
Employees become unhappy with the amount and type of information available on
health and safety which is not tailored specifically to them. Legislation, regulations and
requirements can become overwhelming, difficult to understand and poorly
communicated.
Competing & Conflicting Demands.
Demands to meet production targets or keep within budgets, may compromise health
and safety.
Behavioural Issues.
Changing workers attitudes and behaviour to work safely is one of the biggest
challenges in health and safety.
Definitions.
Health: A state of complete, physical, mental and social wellbeing.
Safety: Freedom from danger or risks.
Welfare: This refers to the facilities for workplace comfort.
Environmental: Any activity to maintain or restore the quality of the environmental
media by prevention of emission of pollutants or reduction in the presence of polluting
substances.
Identify barriers to good standards of health and safety.
Answer:
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H&S information not relevant or specific.
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Legislation and regulations perceived as overwhelming and difficult to

understand.
Production targets conflict with H&S requirement.
Insufficient budgets.
numbers of people to do work safely.
Lack of Insufficient awareness or knowledge.
Attitudes to H&S within management and workforce.
Element 1: Foundations in health and safety v3.1

2.6 - Summary.
This summary section will now refer you back to the learning outcomes and offer a brief
reminder of the topics.
Duty of Care.
The employer and employee both have a common law duty of care to each other and
other employees. Taking reasonable care to protect employees from risks of foreseeable
injury, disease or death.
Employer must provide:
o Safe place of work.
o Safe equipment, appliances and plant.
o Safe system of work.
o Competent employees.
Financial Arguments for Maintaining Good Standards of Health & Safety.
Any accidents or ill health will incur direct and indirect costs to the company, some of
which will be insured and some will not.
The economic benefits for an organisation for implementing a successful
health and safety management system include:
Increased productivity with improved morale.
Reduction in downtime.
Lower sickness rates.
An improvement in product quality.
Reduction in costs following accidents or legal actions involving civil claims or
enforcement procedures.
o Reduced insurance premiums.
o An enhanced corporate image.
o Lower staff turnover.
There are four main classes of accident:
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1. Those that cause

2. Those that cause
personnel.
3. Those that cause
4. Those that cause
equipment.
no damage to property or injury to people.

damage to material, plant or equipment but do not injure
injury to personnel but do not damage property.
both injury to people and damage to material, plant and
Previous
Next
Outline costs of a workplace accident that might be uninsured.

Answer
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Insurance excess agreed between the employer and the insurance company
will have to be paid.
Increase in the premium that could follow a serious accident.
Production delays or lost production.
Damage to the building, equipment, material and products.
Time involved in the investigation of the accident.
Loss of expertise or experience.
Hiring and training replacement staff.
Loss of goodwill and reputation.
Clean up costs.
Possible fines and legal costs.

3.14 - Summary.
Employers have multiple responsibilities according to the ILO Occupational Safety and
Health Convention C155. These responsibilities are set out under Part IV. Action at the
level of the undertaking.
Article 16.
1. Employers shall be required to ensure that, so far as is reasonably practicable,
the workplaces, machinery, equipment and processes under their control are
safe and without risk to health.
2. Employers shall be required to ensure that, so far as is reasonably practicable,
the chemical, physical and biological substances and agents under their
control are without risk to health when the appropriate measures of protection
are taken.
3. Employers shall be required to provide, where necessary, adequate protective
clothing and protective equipment to prevent, so far as is reasonably
practicable, risk of accidents or of adverse effects on health.
Workers' responsibilities and
rights.
The ILO sets out workers' responsibilities to protect themselves and those around them
from harm, the USA's Occupational Safety and Health Act 1970 sets out worker's duties
and includes:
o
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Employees to comply with occupational safety and health standards, rules,

regulations and orders.
Enforcement laws and regulations secured by adequate and appropriate
system of inspections.
o Enforcement system will provide penalties for violations.

The ILO is organised into four sectors:
o Standards and fundamental principles and rights at work.
o Employment.
o Social Protection.
o Social Dialogue.
The Health and Safety at Work Act 1974 Overview.
The Health and Safety at Work Act 1974 is an enabling Act under which a number of
very important regulations have been introduced. It is criminal law and so flouting it
may result in prosecution. It is written in a rather generic manner; however, section 2
of the Act states: "It shall be the duty of every employer to ensure, so far as is
reasonably practicable, the health, safety and welfare at work of all employees".
C155 Occupational Safety and Health Convention, 1981.
This convention is similar to the UK's Health and Safety at Work etc. Act 1974
The European Framework Directive and the five sibling (daughter) directives which were
adopted at the same time were implemented in the UK at the beginning of 1993 as the
set of regulations commonly known as the "six-pack".
The Management of Health and Safety at Work Regulations 1999 (amended
2006).
o The Manual Handling Operations Regulations 1992 (amended 2002)
o The Health and Safety (Display Screen Equipment) Regulations 1992
o The Provision and Use of Work Equipment Regulations 1998 (amended 2002).
o The Workplace (Health, Safety and Welfare) Regulations 1992 (amended 2002).
o The Personal Protective Equipment at Work Regulations 1992 (amended 2002).
You can find more detail on these UK regulations by visiting The UK National Archives
legislation website http://www.legislation.gov.uk/browse.
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Outline the main health and safety responsibilities of employers

Answer
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To provide and maintain safe plant and equipment.

To carry out risk assessments and to introduce safe systems of work.
To ensure the safe use, storage, handling, and transport of articles and
substances.
To provide and maintain a safe workplace, including access and egress.
To provide a safe working environment with adequate welfare facilities.
To provide information, instruction, supervision and training for employees.
To prepare, revise, and communicate a health and safety policy.
To cooperate and consult with employees.
To secure competent health and safety advice.
To cooperate with other employers in the workplace.

4.0 - Lesson Summary.
The main focus in occupational health as defined by the International Labour

Organization (ILO) and World Organization (WHO) is:
Maintenance and promotion of workers' health and working capacity.
Improvement of working environment and work to become conducive to safety
and health.
o Development of work organizations and working cultures in a direction which
supports health and safety at work and in doing so also promotes a positive
social climate and smooth operation and may enhance productivity of the
undertakings."
Definitions.
o
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Health. The state of complete physical, mental and social wellbeing.

Safety. Condition being safe, freedom from danger or risks.
Welfare. The facilities for workplace comfort.
Environmental protection. Any activity to maintain or restore the quality of
environmental media through preventing the emission of pollutants or reducing the
presence of polluting substances in environmental media.
Arguments for good Health and Safety Management include:
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Duty
Legal: criminal and civil liability.

Economic: the costs of injuries and ill health.
Moral: ethical and responsible behaviour.
of Care.
The employer and employee have a common duty of care to each other and other
employees. This means they must take reasonable care to protect employees from the
risk of foreseeable injury, disease or death.
Accidents.
The costs associated with accidents and ill health will result in direct costs (insurance
claims, sick pay, repairs, etc.) and indirect costs (legal fees, loss of orders, product
liability, etc.).
ILO.
Sets out conventions and member states subscribing to the work of the ILO agree to be
bound by conventions they have ratified. The ILO sets out workers' responsibilities to
protect themselves and those around them from harm, the USA's Occupational Safety
and Health Act 1970 sets out workers' duties in section 5.
(b) Each employee shall comply with occupational safety and health standards and all
rules, regulations, and orders issued pursuant to this Act which are applicable to his own
actions and conduct.
Occupational Safety and Health Convention C155 sets out broad requirements for
member countries to follow to ensure health and safety requirements are set in national
laws.
European Union Law and courts: European Directives are binding on all member
states, but each state must pass its own legislation (in the United Kingdom, a statutory
instrument) to bring the EU legislation into effect.
European Court of Human Rights, interprets European Convention for
Protection of Human Rights and Freedoms.
o European Court of Justice, gives rulings on interpretation of EU law at the
request of a member state or an individual.
The Health and Safety at Work Act 1974 Overview.
The Health and Safety at Work Act 1974 is an enabling Act under which a number of
very important regulations have been introduced. It is criminal law and so flouting it
may result in prosecution. It is written in a rather generic manner; however, section 2
of the Act states: "It shall be the duty of every employer to ensure, so far as is
reasonably practicable, the health, safety and welfare at work of all employees".
o
Approved Codes of Practice.

Acops give in depth information on how to comply with legislation and issued by the
HSE after a consultation process. Acops can accompany regulations and have a legal
status which can be used as evidence in a court of law.
More meanings.
Where a legal requirement introduces the phrase 'so far as is practicable', then the duty
that it qualifies needs to be complied with in the light of current knowledge and
invention. In other words, we need to ask whether it is physically possible to do it at the
time.
'So far as is reasonably practicable' this means the employer must weigh up the time,
effort and money against risk reduction that will be achieved. So to get the balance
right.
Enforcement agencies.
Enforcement authorities are the Health and Safety Executive itself, local authorities and
the Environment Agency. Enforcement is mainly the responsibility of the HSE or a local
authority. The inspectors representing the enforcement agency can:
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To enter premises at any time they deem to be reasonable.

To take along a police constable if they believe they will be obstructed.
To take along another person and any equipment (perhaps a specialist
inspector).
To examine and investigate.
To direct that premises and anything within them be left undisturbed.
To take measurements and photographs and make recordings.
To take samples.
To order the dismantling or testing of any article or substance which appears to
have caused danger (only damaging or destroying it where necessary).
To take possession of and detain an article or substance (for examination, to

ensure it is not tampered with and to ensure it is available in evidence for any
proceedings).
o To require any person to answer questions and to sign a declaration of the
truth of the answers given.
o To require the production of books and documents for the purpose of
inspection and copying.
o To require any necessary facilities and assistance.
o Any other powers which are necessary.
Notices that may be issued are:
o
Improvement Notice.
Contravention of a relevant statutory provision at the time of issue.
Contravention in the past which is likely to be continued or repeated.
An appeal against the issue of the notice must be made to an industrial
tribunal within 21 days of the issue of the notice.
o The notice is suspended while the appeal is being heard.
Prohibition Notice.
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A risk of serious personal injury/illness.

An appeal against the issue of the notice must be made to an industrial
tribunal within 21 days of the issue of the notice.
The notice stays in effect during the appeal.
Element 2: Health and safety management systems - Plan v3.1

1.35 - Summary
The key elements of a health and safety management system include:
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Plan.
Do.
Check.
Act.
These key elements of a health and safety management system can consist of the
following:
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Policy.
Organising.
Planning and implementing.
Evaluation, monitoring, review, measurement, investigation.
Auditing.
Action for improvement (preventative and corrective action).
Continual improvement.
Policy. Should be specific to the organisation, clearly written, dated and signed or
endorsed by the most senior person within the organisation and communicated and
accessible to all persons at their place of work.
Organising. This outlines the individual's responsibility for health and safety. The
employer and senior management should allocate responsibility, accountability and
authority for the development, implementation and performance of the OSH
management system and the achievement of the relevant OSH objectives.
Planning and Implementing. The purpose should be to create an OSH management
system that supports:
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As the minimum, compliance with national laws and regulations.

The elements of the organisation's OSH management system.
Continual improvement in OSH performance.
Evaluation (monitoring, review, measurement and investigation). The OSH

management system should be monitored and measured regularly and recorded. It
should be reviewed periodically. Investigation of the origin and underlying causes of
work related injuries, ill health, diseases and incidents should identify any failures in the
OSH management system and should also be documented.
Auditing. Arrangements to conduct periodic audits are to be established in order to
determine whether the OSH management system and its elements are in place,
adequate, and effective in protecting the safety and health of workers and preventing
incidents.
Action for Improvement. Arrangements should be established and maintained for
preventative and corrective action resulting from OSH management system
performance monitoring and measurement, OSH management system audits and
management reviews.
Continual Improvement.
Arrangements should be established and maintained for the continual improvement of
the relevant elements of the OSH management system and the system as a whole. The
arrangements will look into objectives of the organisation, results of hazard and risk
identifications and assessments, results from a management review, etc.
The safety and health processes and performance of the organisation should be
compared with others in order to improve health and safety performance.
Identify the key elements of OHSAS 18001
Answer
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Reference to Plan, Do, Check, Act.

Policy (Plan)
Planning (Plan)
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Implementation and operation (Do)

Checking and corrective action (Check)
Management review (Act)
Continual Improvement (Act)

2.2 - Summary.
All organisations should have a clear policy which provides the direction for the
organisation to follow. The policy will show the aims that the health and safety
management system hopes to achieve. The policy must have the commitment of the
organisation and strive for continuous improvement.
Employee participation will be important and consultation with employees will show
commitment and the intent from the highest level to help the policy succeed. The policy
should be clear and well written, highlighting various responsibilities and information
within the organisation.
The policy must be displayed and understood by every worker in a language the worker
understands.

3.14 - Summary.
The health and safety policy will have a general statement of intent which must be
signed and dated by the most senior management (chief executive or managing
director). It will state the overall aims of the organisation in terms of health and safety
performance. Objectives and targets will be set.
Roles.
Health and safety roles and specific responsibilities of individuals within the organisation
will need to be established and lines of communication and feedback will have to be put
in place. Managers should be able to influence the policy and also monitor its
effectiveness.
Health and safety arrangements.
Arrangements need to be specified for the planning and organizing, controlling hazards,
consultation, communication and monitoring compliance with, and assessing the
effectiveness of, the arrangements to implement the health and safety policy.
Review.
The health and safety policy must be reviewed and updated when necessary. This may
be reviewed due to:
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Passage of time.
Change in legislation.
Technological or organizational changes.
Results from monitoring.
Following enforcement action.
It may also be necessary to review after a serious accident or incident.
Outline the purpose and general content of the THREE main sections of a health and
safety policy.
Answer
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'Statement of intent' which both demonstrates managements commitment to

health and safety...
... and sets goals and objectives for the organisation.
'Organisation' section'. The purpose of which is to allocate health and safety
responsibilities within the company...
... And to ensure effective delegating and reporting.
'Arrangements' section which sets out in detail the systems and procedures...
... That show how the policy is to be implemented.

This summary section will now refer you back to the learning outcomes and give a
summary of the contents.
Recent changes have seen the health and safety management system moving away
from using the POPMAR (Policy, Organising, Planning, Measuring performance, Auditing
and Review) to a different approach in the format of 'Plan, Do, Check, Act' model
(PDCA).
The move towards PDCA achieves a balance between the systems and behavioural
approaches of management. It also treats health and safety management as an integral
part of good management generally, rather than as a stand-alone system. Therefore
PDCA is also the basis of good quality and environmental management systems, and
not just reserved for H&S management.
The four phases in the PDCA Cycle involve:
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Plan: Identifying and analysing the problem.

Do: Developing and testing a potential solution.
Check: Measuring how effective the test solution was, and analysing whether it
could be improved in any way.
Act: Implementing the improved solution fully.
The policy is divided into 3 sections:

1). Health and safety policy statement: Sets out managements commitment to health
and safety, signed at the highest level and states what is going to be achieved - the
objectives.
2). Organisation section: Names the person(s) or the position of the person(s)
responsible for aspects and lines of command for the management arrangements
3). Arrangements section: Details how the objectives in the policy statement will be met
- these are usually detailed and can include:
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Role and function of the health and safety staff.

Allocation of funds.
Systems used to monitor performance.
Identification of main hazards likely to be encountered in the workplace.
Generic risk assessment's significant findings.
Any circumstances when specific risk assessments are required.
Safety training.
Design safety.
Fire arrangements.
Arrangements for maintaining mechanical and electrical work equipment and
systems.
Occupational health facilities.
First aid.
Environmental policy and monitoring.
Purchasing policy e.g. safety noise and chemicals.
Methods of reporting incidents and accidents and near-misses.
Arrangements for employing contractors.
Personal protective equipment.
Worker consolation.
Driver competence.
Permit to work.
Confined spaces.
Lone working.
Arrangements with regards to review.
Assistance and consultancy support.
Assess the appropriateness of an organisations health and safety policy in terms of

structure and general content.
Some success indicators:
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Lowering of lost time accidents.

Less sickness absence.
Fewer accidents reported, or an increase in accidents reported.
Fewer near-miss incidents reported, or an increase in near-miss reporting.
Fewer hazards reported, or an increase in hazards reported.
More risk assessments undertaken.
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An increase in safety training events and attendance at those events.

Increased discussion at any safety meetings with regards to safety.
Fewer HSE/EHO improvement notices/prohibitions.
A reduction in staff non-compliance incidents.
A reduction in damage to stock/materials caused by poor safety standard
Element 3: Health and safety management systems - DO v3.1

1.28 - Summary.
This summary will now refer you back to the learning outcomes for this lesson and give
a summary of the information.
Control arrangements for health and safety should be incorporated into the written
health and safety policy and reviewed to ensure they remain effective.
Agreed target and objectives, for example, annual audits and weekly
inspections should be stated and people should be held accountable for
achieving the objectives through normal or existing procedures such as:
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Job descriptions which include specific responsibilities for health and safety.
Appraisal systems to look at individual contributions.
Organisational arrangements for dealing with poor performance, and the use of
disciplinary procedures where necessary.
In addition to the legal responsibilities on management, there are many specific

responsibilities imposed by each individual organisation's policy on health and safety.
Employer's Responsibility.
The general duties of employers under the Health and Safety at Work Act relate to: The
health, safety and welfare at work of employees and other workers. 'Other Workers' is
basically anyone working under their control or direction and includes part-time,
temporary, trainees, contractors, visitors and the general public.
Reviews.
The health and safety performance of the company should be reviewed regularly,
usually annually unless changes occur in the meantime in regards personnel, legislation,
processes etc. The review of the system would establish if the company is effective in
meeting the policies and aims or objectives that were set for that period. To have the
appointed senior member undertaking the review or at least been involved once again
shows management commitment and is seen as a valuable and important aspect of the
system by all.
Employees have specific responsibilities under section 7 of the HASAWA,

which include:
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Taking reasonable care for the health and safety of themselves and of other
people who may be affected by their acts or omissions at the work place.
Co-operating with employers by assisting them to fulfil their statutory duties.
Not interfering with, or deliberately misusing, anything provided to further
health and safety at work, in accordance with health and safety legislation.
Competent Person.
In order for senior managers to carry out their health and safety responsibilities, it is
usual in larger organisations to have appointed persons employed as Safety
Practitioners to assist management in carrying out their duties. This can be delegated to
a competent person.
This means they must have the following:
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Knowledge and understanding of work involved.

Experience.
Capable.
Skilled.
Proficient.
Able.
Expert.
Qualifications.
Membership of professional bodies.
Awareness of their own limitations.
Designing and developing strategies, policies and plans.
Understanding of current best practice.
Contractors have rights too!

All parties to a contract have specific responsibilities under health and safety law and
these cannot be passed onto someone else.
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Employers are responsible for protecting people from harm caused by work
activities, this includes the responsibility to contractors and sub-contractors on
site.
Employees and contractors have to take care not to endanger themselves or
their colleagues or others affected by the work.
Employees have to co-operate with the employer on all health and safety
matters and must not do anything which puts either themselves or others at
risk.
Self-employed people must not put themselves or others in danger by their
work activities.
Contractors have to comply with HASWA and other health and safety
legislation. Co-operation and communication are needed to make sure all
parties, employers, contractors from other organisations and sub-contractors

can complete their work obligations in a safe manner.
All parties involved in contract work need to adopt a systematic approach in
dealing with the various health and safety aspects and should:
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Assess all the risks which may affect any personnel on site or neighbours of the
site and the general public.
Set up comprehensive emergency procedures.
Provide information, instruction, training and supervision to those
involved.
Co-operate fully with other contractors who may be sharing the site.
Employees have specific responsibilities under section 7 of the

HASAWA, which include:
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Taking reasonable care for the health and safety of themselves and of
other people who may be affected by their acts or omissions at the
work place.
Co-operating with employers by assisting them to fulfil their statutory
duties.
Not interfering with, or deliberately misusing, anything provided to
further health and safety at work, in accordance with health and
safety legislation.
Under the HASWA, duties placed on the self-employed are somewhat limited.
Self-employed personnel are:
Responsible for their own health and safety.
Responsible to ensure that others who may be affected are not
exposed to risks to their health and safety.
Explain the requirements placed on employers to consult with their
employees.
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Generally on the whole every employer, if requested in writing to do so by at

least two safety representatives, must establish a safety committee within three
months of the request being made and post a notice in a prominent position,
stating the composition of the committee and the work areas that it covers.
Outline how the organisation could reduce the risks to contractors before the project
starts and during the project
Answer
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Select competent contractors / check references / history of similar work /

check training records.
Select competent designer / ensure safe to build design.
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Appoint a person to coordinate between the client, the contractors, and the
designers.
Ensure sufficient resources and time to build.
Share information with the contractor such as hazards and layout.
Ongoing cooperation, coordinate, communication prior to and during the build.
Provide supervision such as monitoring the contractor. Appoint a responsible
contact person.
Check the contractor's method statements, safe systems of work, and risk
assessments.
Ensure formal procedures are in place, such as permits to work and emergency
procedures.
Carry out inspections and audits.
Maintain an ongoing relationship with the contactor i.e. contractors can obtain
a "preferred status" who will have familiarity with the site and organisation.
Systems to segregate pedestrians and vehicles.
Provide contractor with building/utilities/electricity/water/gas/telephone plans.
Ensure induction training is provided.
Provide adequate welfare facilities.
Follow up any accidents.

2.7 - Summary.
This summary will now refer you back to the learning outcomes for this lesson
and give a summary of the information.
What is a Health and Safety culture?
Safety culture is the combination of values, beliefs, vision, purpose, policies, objectives
and leadership styles. A positive safety culture is characterised by awareness,
assessment and action in all these areas, supported by an open communication style
throughout the whole organisation.
There are many results and benefits from a safety culture for both the
organisation and employees:
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The organisation will have a good reputation.

Direct and indirect costs of accidents as well as overall operating costs are
reduced.
Job security, job satisfaction, personal well-being are enhanced.
Production schedules and delivery times are improved.
Worker compensation costs are reduced.
Profit margins increase when accident costs go down.
The potential for legal costs is reduced.
Workers support one another.
Commitment to safety is clearly shown.
A Safety Culture cannot be quantitatively measured. It is more appropriate to survey

attitudes and observe employee and management behaviours and the quality of the
work process.
Attitudes & Values.
Clear statements of expectations:
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Every employee must contribute to achieve performance goals.

Long-term emphasis.
Openness among levels of the organisation.
Overt information sharing.
Self-critical outlook.
Strong corporate identity.
Understanding of goals and personal contributions.
Welcome diversity in viewpoints.
Plant Policy:
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Creative tensions are welcome.

Heavy commitment to training.
Root cause investigations focus on processes, not persons.
Safety is the overriding principle and emphasis parallels the industry's best.
The same commitment to process safety as it expects of behavioural safety.
Top-level commitment, resources and authority for safety initiatives.
Employee Behaviours:
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Acceptance of responsibility and accountability.

Challenge assumptions by seeking a basis for them. "The unexamined belief is
not worth holding".
Confront issues that do not seem right.
Employees anticipate failure and prepare contingencies.
Employees give feedback about process improvements.
Performance exceeds regulatory compliance levels.
Record deviation events and share lessons learned.
Strict procedural adherence.
Questioning attitude.
Workers feel comfortable raising issues.
Workers stop work when work cannot be performed as prescribed.
Workers support one another.
Management Behaviours:
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Active listening to front-line employee needs.

Encourage employees at all levels to contribute ideas for improvements.
Communicate freely and often about initiatives, strategies and goals.
Confront poor performance or counter-culture.
Provide leadership by example.
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Recognition of the importance of employee perceptions of problems.

Support and reward positive employee behaviours.
Outline possible causes for a deterioration in a previously positive health and safety
culture.
Answer
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Lack of visible leadership and commitment at senior level.

Changes in the management structure or roles.
Lack of effective communication prior to and during change.
H&S not given same priority as other objectives such as production or quality.
Lack of consultation with or involvement of the workforce.
Failure by management to implement and maintain risk controls.
Failure by management to investigate accidents to identify their causes and to
introduce remedial actions.
Introduction of new managers who tend to blame individuals for incidents,
rather than true root causes.
Reduction in workforce leading to work overload.
High staff turnover.
External influences such as a downturn in the economy leading to job
insecurity.

3.14 - Summary.
This summary will now refer you back to the learning outcomes for this lesson
and give a summary of the information.
Human Factors.
Human factors refer to environmental, organisational and job factors, and human and
individual characteristics which influence behaviour at work in a way which can affect
health and safety. In any workplace and during any workplace activity, there is a
complex interaction between factors relating to job, individual and organisation. This
complex interaction can have profound health and safety implications. Individuals vary
with regard to their attitudes, skills, habits and personalities. These differences can
have important influences upon task-related behaviour. Sometimes, these influences
are straightforward and obvious. However, often they are complex and much more
difficult to identify. Whereas some factors, such as skills and attitudes, can be influenced
and modified, others such as personality are much more fixed and resistant.
Management Commitment.
The commitment should be clear and visible to all and should be understood by all in
the organisation.
Job Tasking. Whenever possible the task should match the individual.
The issues to consider in the Design of a Job/Task include:
o Identification of the critical risks associated with the task.

o Provision of the correct tools and equipment.
o The scheduling of work patterns and workload.
o Control of stresses such as noise and heat to reduce fatigue.
o Organising the workspace.
o Operating instructions that are clear, concise and consistent.
o Clear labelling of control devices, displays and panels.
o Arrangements for cover for absence.
o Procedures for emergencies.
o Communications that are efficient and suitable.
Prevention of Human Error.
The main influence in the prevention of human error lies with the organisation.
Companies with good safety records exercise good discipline and have motivated and
committed workforces.
Human Factors:
o Attitudes.
o Motivation.
o Perception.
o Skill.
o Physical and mental capabilities.
Attitude:
This is such an important factor in the development of a safety culture, encompassing
as it does attitudes to authority, implementing systems of work, wearing PPE (Personal
Protective Equipment), recording the results of activities undertaken, and so on. We may
perhaps define attitude as behavioural tendencies in particular situations.
Attitude of individual Safety culture.
Aptitude:
Refers to an individual's ability in respect to something - their knowledge and skills, and
general ease of learning and understanding of it.
Motivation:
Reflects the factors which direct or drive the way in which a person acts.
Encouragement.
Incentives (including financial).
Involvement in decision-making.
Demonstrations of management commitment.
Disciplinary action (such negative motivation may be required at times, but is
hardly the option of first choice).
Perception:
The view or picture that an individual has of the environment and of the things which
are happening in that environment.
o
o
o
o
o
Perception failure may occur due to:

o
o
Sensory defects: Deafness, colour blindness.

Background factors: Such as experience and peer group pressure.
o Environmental factors: Loss of concentration because of noise, heat, etc.

o Individual factors: Alcohol, fatigue, stress.
Errors and violations.
Human defects.
o Ignorance. Remedy, adequate training.
o Carelessness, Remedy, adequate supervision.
o Poor Communication, Remedy, useful meaningful communication.
Psychological Factors.
Is another factor that can affect the performance and increase the possibility of
error/incident occurring.
Rest/Activity Cycles.
During shift work, the normal pattern becomes out of phase with work activities, leading
to an increase in the accident rate towards the end of a shift.
People do adjust their body clocks to a different time slot, but it takes 10 to 14 days;
since this is often longer than a company keeps personnel on a particular shift, there are
permanent high-risk periods for accidents on a shift work system.
Experience.
Analysis of accidents by age and/or length of service clearly demonstrates the necessity
of giving special attention to the protection of young persons and new entrants. A young
worker will lack experience and will be unaware of the hazards present. Although the
younger worker has a greater tendency to temporary disablement, his/her susceptibility
to fatal and permanent disablement is not so high as for the older worker. This is
probably because he/she is more agile, both mentally and physically, than the older
worker.
Peer Pressure.
This can also influence work behaviour which can have negative effects. But peer
influence can have the opposite and have positive effects.
Identify the factors that influence safety related behaviour at work
Answer
Individual factors:
o Age and/or past experience and training.
o Perception of risk.
o Physical capabilities or disabilities.
o Sensory defects.
o Attitude and aptitude.
o Lack of motivation.
o Fatigue and the effects of drugs or alcohol.
Job factors:
o Carrying out of monotonous operations leading to familiarity and boredom.
o Situations with many distractions and interruptions.
Organisational factors:
o
Insufficient staffing levels.
o Inflexible or over-demanding work schedules.

o Lack of interest shown by management and supervision.
o Peer group pressures.
Environmental factors:
o
o
o
o
Extremes of heat.
Noise.
Poor lighting.
Restricted workspace

4.28 - Summary.
Cultural Change.
This can only be done by the full commitment from the very top with the co-operation
from the directors, senior management and the current workforce. Communication
needs to be done at all levels and senior management need to lead by example. On
going training and supervision should be put in place, as and when required.
Each organisation will have a different climate or landscape, depending on their unique
combination of values, beliefs and policies and on the results of previous activities to
improve safety. The levels correspond with the indicators of a positive safety culture.
Identifying where you are on the scale will help you identify which areas require
attention.
Co-operation:
The majority of staff in the organisation are convinced that health and safety is
important from both a moral and economic point of view.
o Managers and front-line staff recognise that a wide range of factors cause
accidents, and the root causes are likely to come back to management
decisions.
o Front-line staff accept personal responsibility for their own health and safety
and that of others.
o The importance of all employees feeling valued and treated fairly is
recognised.
o The organisation puts significant effort into proactive measures to prevent
accidents.
o Safety performance is actively monitored, using all data available.
o Non-work accidents are also monitored and a healthy lifestyle is promoted.
Getting the message across.
o
Good communication and training is essential from all levels. Information can be done
by:
o
o
o
o
Written versions.
Orally.
Posters.
Flyers.
o Competitions.
o Videos.
o Meetings.
o Seminars.
Specific provisions requiring employers to consult with employees on matters
of health and safety are contained in four pieces of legislation:
o
The Health and Safety at Work, etc. Act 1974.
The Safety Representatives and Safety Committees Regulations 1977.
The Management of Health and Safety at Work Regulations 1999 (amended

2003 and 2006).
The Health and Safety (Consultation with Employees) Regulations 1996.
Co-operation and consultation with the work force can go even further with Health and
Safety representatives being on board.
Function of Safety Representatives.
To investigate:
o
Potential hazards.
Employees' complaints.
All dangerous occurrences and accidents.
To inspect the workplace:

o
After accidents, dangerous occurrences and diseases which are notifiable to

the HSE.
After substantial changes in conditions of work.
After the HSE publish new information relevant to hazards in the workplace.
After any remedial action has taken place (re-inspection).
To talk to and consult:

o
With employees.
With employers on particular health and safety problems as well as general

matters affecting health, safety and welfare at work.
With employers prior to certain decisions.
With the HSE and/or EHO.
To get information:
From the employer, including information on accidents, risks, technical

information from suppliers and manufacturers, consultants' reports.
From the HSE and the EHO, including copies of any Prohibition or Improvement
Notices issued.
To get reasonable assistance from the employer:

o
Give adequate and sufficient notice of intent to carry out inspections, etc.
Not to abuse any facilities and assistance which have been provided by the
employer, e.g. for carrying out investigations and inspections, access to
telephones, typing, duplicating equipment, notice boards, office for meetings
and storage of files, etc.
Paid time off to carry out duties and to attend training courses.
An employer shall permit a safety representative to take such time off with
pay during the employees' working hours as shall be necessary for the
purpose of:
(a) Performing his/her functions above.
(b) Undergo such training.
Management of Health and Safety at Work Regulations 1999 amended the Safety
Representatives and Safety Committees Regulations 1977 by inserting new
requirements on consultation.
Facilities and time off to go on union based safety courses must be provided by the
management.
When to Train.
Capitalisation on the opportunities and need for training provision include:
o
Induction training for new employees.
Job changes.
Process changes.
The introduction of new legislation.
The introduction of new technology.
Training may need to adapt to the companies line of business, it may be company policy
to have refresher training on certain activities which may be done by an external party
or it may be done in house.
Identify how an organisation can motivate workers to adopt safe working practices
Answer
o
o
o
o
o
o
o
o
o
o
o
o
Establishment of a positive health and safety culture or a no blame culture.

Setting realistic health and safety objectives.
Working involvement in health and safety issues / consultation / safety
committees.
Clarification of H&S responsibilities.
Developing a positive reward structure / recognising and rewarding
achievement.
Monitoring H&S performance.
Improving workers' knowledge of the consequence of not working safely /
information and training.
Demonstrating commitment of the organisation to safety / resources / safe
working environment.
Managers leading by example.
Supervisors and managers giving appropriate feedback / mentoring.
Consistently applying procedures.
Providing adequate welfare facilities.

5.19 - Summary.
Risk Assessments.
A risk assessment must be carried out if there are five or more employees as found in
the Management of health and safety at work 1999 regs.
You need to learn the following terminology which falls into a risk assessment format.
o
o
o
Hazard: Anything with the potential to cause harm.

Risk: The likelihood of harm being realised/happening.
Risk Assessment: Identifying preventive and protective measures by
evaluating the risk(s) arising from a hazard (s), taking into account the
adequacy of any existing controls, and deciding whether or not the risk(s) is
acceptable.
Control Measure: Anything (action or measure) put in place either to
eliminate the hazard or reduce the risk.
Can we remember the definition of an accident?

It is an unplanned, uncontrolled event leading to actual or potential injury, damage,
harm or loss.
To combat incidents occurring we can do a risk assessment but hazards need
to be identified by a hazard spotting exercise before any measures can be put
into place.
The risk assessment needs to be suitable and sufficient.
Therefore it needs to match the following criteria:
o
o
o
o
o
o
The risk assessment is to be appropriate to the work and risks involved.

All significant hazards and risks identified.
People affected taken into account.
All controls identified, prioritised and reasonable.
Compliance with the legislation and result in the risk being low as possible.
The risk assessment should remain valid for a sufficient amount of time.
Risk Assessment.
A risk assessment is simply a careful examination of what in your workplace could cause
harm to people, so that you can decide whether you have taken enough precautions or
should do more to prevent harm. The purpose is to make sure that no one gets hurt or
becomes ill. Remember, the employer is legally required to assess the risks in the
workplace. The assessment must be 'suitable and sufficient' which means it must be
done by a competent person, must take account of any legislation or recognised good
practice (AcoPs are useful here), and must be recorded and communicated in an
appropriate way.
5 Steps to a Risk assessment. (It is important you learn and remember these steps).
o
o
o
o
o
STEP 1: Identify the hazards.

STEP 2: Identify the persons at risk.
STEP 3: Evaluate the risks and decide whether the existing precautions are
adequate or whether more should be done.
STEP 4: Record your findings.
STEP 5: Review your assessment and revise it if necessary.
Outline provisions that should be considered to help ensure the health and safety of
disabled workers.
Answer
o
o
o
o
o
o
o
o
o
Specific risk assessment required for disabled persons.

A PEEP (Personal Emergency Evacuation Plan) is required for evacuation.
Additional assistance such as buddies should be provided.
Appropriate welfare facilities must be provided.
The workplace may need to be adapted e.g. wider corridors, access ramps,
refuges etc.
Information may need to be communicated in a different form e.g. braille,
audio, large text etc.
Ergonomic adjustments may be needed such as adjustable seating or desks.
Appropriate warning devices may be needed such as pagers, warning lights,
flashing lights etc.
Specialist evacuation equipment may be needed such as evac chairs or
stretchers

6.25 - Summary.
The General principles of the preventive and protective measures as referred to the ILOOSH 2001: Guidelines on Occupational Safety and Health Management Systems.
Prevention and Control Measures.
Hazards and risks to workers' safety and health should be identified and assessed on an
ongoing basis. Preventive and protective measures should be implemented in the
following order of priority:
o eliminate the hazard/risk;
o control the hazard/risk at source, through the use of engineering controls or
organizational measures;
o minimize the hazard/risk by the design of safe work systems, which include
administrative control measures;
o where residual hazards/risks cannot be controlled by collective measures, the
employer should provide for appropriate personal protective equipment,
including clothing, at no cost, and should implement measures to ensure its
use and maintenance.
Control Measures.
A risk control measure is the designing, implementing and maintaining of measures
which will reduce particular risks. Because there are many different types of risk, there
are many different types of control measures that require designing, implementing and
of course maintaining. A risk control measure is the designing, implementing and
maintaining of measures which will reduce particular risks. Because there are many
different types of risk, there are many different types of control measures that require
designing, implementing and of course maintaining.
Order of Control Measures Priority.
1. Elimination or avoidance of the hazard at source.
This means don't do what you are intending to do. In reality, this is difficult to
achieve in the workplace. However, it must be considered in certain
circumstances.
2. Substitution of the hazard at source.
This means to substitute for a less hazardous process or substance.
3. Placing a guard of some kind.
Guarding moving parts of machinery, attack-proof glass in a bank etc.
4. Remove the employee from the hazard.
In a noisy environment, place the employee in a sound-proof work area.
5. Reduce the exposure of the employee from the risk.
In noisy environments, reduce the time that the employee is exposed to the
high noise levels.
6. Produce a safe method of working, safe system, safe procedure, that is
known to the employee and followed.
When erecting a tower system for instance, or administering medication.
7. Ensure adequate and suitable levels of supervision.

Close supervision is sometimes required for complex high-risk activities or
where the employee(s) are inexperienced, young, require training etc.
8. Training.
Employees require safety training commensurate with their work activities.
9. Make safety rules, or issue instructions.
Ensure that employees are aware of these rules and follow them. Be prepared
to consider disciplinary action.
10. Issue Personal Protective Equipment (PPE).
Hard and bump hats, boots, gloves, knee pads, safety goggles and ear
defenders etc. This really should be the last resort and where the risks cannot
adequately be controlled by other means.
Identify the general principles of preventative and protective measures according to
ILO-OSH 2001
Answer
o
o
o
o
o
Eliminate the hazard/risk.

Control the hazard/risk at source, through engineering controls or
organisational measures.
Minimise the hazard/risk by the design of safe work systems, which include
administrative control measures.
Where residual hazards/risks cannot be controlled by collective measures, the
employer should provide appropriate PPE, including clothing, at no cost.
The employer should ensure the PPE is use and maintained.

7.2 - Summary.
This summary section will refer you back to the learning outcomes and summarise the
notes.
Health and safety information.
These can be sourced both internally and externally.
Internal sources of information can be found from:
o Accident, ill health and Absence data.
o Safety Audits.
o Statutory Inspections.
o Investigation reports..
o Discussions with employees.
o Maintenance records.
o Legislation.
External sources of information include:
o
o
o
o
Manufacturer's data.
Legislation such as Acts and Regulations.
European Safety Agency.
HSE Publications.
o
o
o
o
o
o
Trade Associations.
British, European and International Standards.
ILO and other Authoritative Sources.
IT Sources such as from the World Wide Web.
Occupational Safety and Health Administration (USA).
Work Safe (Western Australia).
Identify internal sources of information that can be used to identify hazards.

Answer
o
o
o
o
o
o
o
o
o
Previous workplace inspections.

Accident and near miss reports.
Investigation reports.
Safety Audits.
Statutory Inspections.
Return to work interviews.
Minutes of safety meetings / complaints from employees.
Work equipment manuals.
Maintenance records.

8.23 - Summary.
Safe Systems of Work.
Is an analysis of a task or process which considers the hazards likely to be present and
details the precautions necessary to avoid or minimise the risk to the health and safety
of individuals.
A competent person will develop the safe system of work and will spend time in
research. Employee participation in developing the safe system is to be encouraged and
in some circumstances required.
The 5 Steps to a Safe System of Work to prevent injury to employees and
others are identified here:
1. Assessing the Task.
This involves a detailed review known as job or task analysis, a formal step-by-step
review of the work to be carried out.
2. Identifying the Hazards.
After the assessment of the job task, hazards must be identified and the risk assessed.
Ideally, hazards and risks should be removed/controlled at source before reliance on a
safe system of work.

3. Defining Safe Methods.
This may be done informally (orally), by a simple written procedure or in exceptional
circumstances by a formal permit (e.g. hot work permit).
4. Implementing the System.
The need for effective communication is paramount and must be understood and
applied by employees. It should be ensured that they understand the commitment to
safety through safe systems.
Instructions and training must be put into place and depending on the nature of the
process, these may be simple verbal/written instructions or may need closer
supervision.
5. Monitoring the System.
Performance monitoring includes periodic checking of the following:
o
o
o
Do employees find the system workable?

Are established procedures effective and followed?
Do changed circumstances require the system to be reviewed?
There are five main conclusions:

1.
2.
3.
4.
5.
Safe working should be planned and not left to chance.

Personnel must be instructed, informed and trained.
Suitable safety equipment should be provided.
Management organisation should address such activities.
Adequate resources should be allocated to the function.
Confined Spaces.
What is the definition?
Any place such as trenches, chambers, silos, pits, sewers, wells, or any other similar
spaces which because of their nature could give rise to a "specified risk".
Specified Risk means a risk of:
o
o
o
o
o
o
Injury from fire or explosion.

Loss of consciousness arising from increased body temperature.
Loss of consciousness or asphyxiation arising from gas, fume, vapour or the
lack of oxygen.
Drowning.
Asphyxiation arising from a free flowing solid.
Entrapment by a free flowing solid.
The likely Hazards found in a Confined space could be:

o
The confines of the space itself, preventing ease of egress.
o
o
o
o
o
o
o
Flammable substances, from the contents of the space, leaks from services
running through the confined space or a nearby area.
Oxygen enrichment, e.g. from leaking welding cylinders.
Ignition of contaminants in the air.
Sludge or fumes remaining in the space from previous processes or contents,
when disturbed, these may release toxic or flammable substances.
Oxygen deficiency, from inert gas purging, biological processes such as
rusting, decomposition or fermentation, processes such as welding or workers
breathing within the space.
Liquids or solid materials, which can flow, entering the space from elsewhere,
this may cause drowning or entrapment.
Heat exhaustion, caused by working in the confined space or from nearby hot
processes.
Safe Systems of Work (Confined Spaces).

The assessment process should lead on to the designing of a safe system of work, which
may form the basis of a Permit to Work system. This will depend on the risk assessment.
The Regulations require that no person shall enter, work in, or leave a confined
space(other than in an emergency situation) unless there is a safe system of work in
place that renders the work safe and without risks to health.
Lone worker.
Sometimes workers may have to work alone, so a risk assessment must be carried out
by the employer and written procedures may have to be in place to ensure that the
work can be carried out safely. Lone working must not be undertaken where there is a
reasonably foreseeable risk that the work might result in an accident which would be
sufficiently serious to require a second person to be available to summon help. Those
tasks which are deemed unacceptable to be performed by a lone worker under any
circumstances should be documented in either the written record of risk assessments or
other appropriate document.
Identify sources of information that might usefully be consulted when developing a

safe system of work
Answer
o
o
o
o
o
o
o
o
Legislation and official guidance.

Information from manufacturers.
National and international standards such as from the ILO and industry
standards or trade association guidance.
Results of risk assessments and job safety analyses.
Results of monitoring exercises such as audits and inspections.
Accident statistics and health/medical surveillance records.
The results of consultation with the workforce.
Company policy, standards and maintenance records.

9.7 - Summary.
Permits to Work (PTW).
Permission has to be gained to undertake a task or gain entrance to a particular area or
item of plant.
PTW are used to ensure that equipment, electrical or other, is switched off and isolated
before the maintenance work begins and that the equipment remains isolated for the
duration of the work or that entry to a hazardous area is controlled.
What are the aims of PTW ?
o
o
o
o
o
PTW
Gaining written permission to carry out a task. In real terms, a permit to work
is a formal written system covering all aspects of the work to be undertaken,
with signed authority required for the various activities to take place. Every
aspect of the work is planned, overseen, checked and recorded and when the
time comes, is confirmed as having been completed satisfactorily.
Providing a procedure to carry out a risk assessment prior to carrying out a
high risk task.
Providing a procedure to ensure that essential controls remain in place.
Providing a procedure to ensure that things are returned to a safe state on
completion of the task.
Providing a means of adequate communication for those managing and
undertaking the task.
can be used for:
Work with electrical, high voltage electrical equipment.

Work with flammable liquids or gases.
Work in confined spaces.
Hot work, such as burning or welding which may introduce an actual or
potential ignition source.
o Work at heights.
o Demolition work.
o Work in environments which present considerable health hazards.
o Radiation work.
o Conditions of severe thermal stress, repair work in kilns, food freezer storage
systems.
o Work involving toxic dusts (asbestos), gases and vapours (often in confined
spaces).
o Lone working.
A PTW on being issued must:
o
o
o
o
o
o
State what work is to be undertaken, but may not need to detail how it will be
done.
Must detail where the work is to be done. Consider the various pieces of
equipment in different locations of the plant.
o
o
o
When the work has to be done. Tasks may be required to be undertaken in a

particular order to ensure safety at all times.
Must indicate the hazards associated with the work, and risk which may be
involved.
The risk control measures.
Identify FOUR types of work activity that might require a permit-to-work, AND give
a reason in EACH case for the requirement
Answer
o
o
o
o
o
Entry into a confined spaces to ensure hazards have been identified and the
atmosphere is regularly monitored whilst work is in progress.
Hot work to control ignition sources.
Work on live electrical equipment or high voltage electrical work to ensure the
necessary isolation is in place.
Working at height near an unprotected edge to ensure a fall arrest strategy is
in place.
Specialist maintenance work or where interlocks/controls have been bypassed
and where a strict system of work is necessary to provide protection.

10.8 - Summary.
Emergency Procedures.
A major incident or emergency could happen without warning. This could have a great
impact with severe consequences causing or threatening death or injury, damage to
property or to the environment, or disruption to the community. Due to the effects it
cannot be dealt with by the emergency services and local authorities as part of their
day to day responsibilities.
Examples of major incidents or emergencies fall into four broad categories:
1. Natural (e.g. flooding, severe weather, human/animal infectious disease
outbreak).
2. Accidental caused by human error or technical failure, e.g. impact by moving
vehicle.
3. Planned (e.g. terrorist activity).
4. Disruption where, for some reason, essential services are not available for a
significant period of time.
Emergency Plan.
A major incident or emergency cannot be predicted therefore it is essential that the
company has an emergency plan in force. If any major incident or emergency occurs
there should be measures to deal with the unpredicted consequences.
Preparation for an Emergency.
Factors taken into account:
In the event of a major incident or emergency, the employer will play as full a
part as possible in the inter-agency response.
o Responsibility for particular aspects of the emergency response are delegated
to individuals within the company.
o The employer must ensure that staff are adequately prepared, trained and
appropriate plans are exercised on a regular basis.
o Training and exercises, such as evacuation, should be undertaken on a regular
basis as appropriate.
o Emergency response arrangements will be sufficiently flexible enough to deal
with a variety of incidents or emergencies.
o Arrangements for contacting emergency and rescue services.
Every person must be aware of what to do in case an emergency situation arises in the
workplace or building in which he or she works. Each person should determine, before
any emergency occurs, the location of the telephones, the fire alarms, the emergency
fire exits and the firefighting equipment, and the location of first aid materials in the
area of the building where he or she normally works.
o
If appropriate, the whereabouts of other emergency equipment, such as breathing

apparatus and emergency control valves and switches, etc. should also be known
Outline reasons why workplace emergency procedures should be practised.
Answer
o The need to satisfy legal, insurance and company policy requirements.
o To ensure procedures are operable and effective and to test the time taken for
evacuation.
o To enable people with designated responsibilities such as fire wardens to
practise their roles.
o To enable employees to practise the action required and to become familiar
with the evacuation routes.
o To ensure arrangements for vulnerable people are viable and adequate.
o To test emergency communication channels.
o To identify any weaknesses in the current arrangements and to plan
improvements.
o To test equipment and services that are not in regular use and to ensure
alarms can be heard in all parts of the premises.
o To prevent panic should an emergency arise.
o To demonstrate management commitment and to develop the coordination
with the emergency services.

11.4 - Summary.
First Aid.
Each company must have the sufficient number of first aid boxes and qualified first
aiders.
Appointed Person.
An appointed person should always be available when people are working on the site
and it follows that there may need to be more than one such person. The appointed
person will take charge when someone is injured or falls ill, calling for medical
assistance and giving any limited first aid for which they are trained. Another
responsibility will be to ensure that first aid equipment (boxes, stretchers, eye-wash
stations etc.) are in position, clean, fully stocked, signposted and so on.
Qualified First Aider.
Someone who has successfully undertaken an approved training course and holds a
current first aid at work certificate. Such a person can undertake the duties of an
appointed person. It is the responsibility of the employer to decide how many first
aiders are required. This must be done so all shifts are covered and coverage is also
done if one of the first aiders is absent (holiday, sickness etc.).
First aid Equipment.
Equipment can vary depending on the line of business. Stretchers, eye wash jets,
emergency showers and so on may be required in industrial working environments such
as foundries, chemical process plants and so on.
First aid boxes will need to be provided in all workplaces, clearly marked (white cross on
green) and signposted. First aid boxes should be kept clean and be used exclusively for
first aid material, and nothing else.
Typically, the first aid box might contain:
o
o
o
o
o
o
Information leaflet (phone numbers of first aiders and appointed persons,

contents of the first aid box, and so on).
Individually wrapped sterile dressings and sterile eye pads.
Individually wrapped triangular bandages.
Medium sized non medicated wound dressings.
Disposable gloves.
Adhesive tape.
Additional items might include:

o
o
o
Disposable aprons.
Blankets etc.
In situations where mains tap water is not available, sterile water or sterile
normal saline in sealed disposable containers may need to be provided.
First aid room(s).

The first aid assessment may identify the need for first aid room(s) particularly in larger
organisations. Such rooms should be exclusively used for first aid (not doubling as extra
storage / broom cupboard / pool table room).
Number of first aiders.
This will depend on:
o
o
o
o
o
The size of the organisation.

The distribution and composition of the workforce.
The types of hazards and the level of risk.
Proximity to the emergency services.
Those required for shift work or for sickness, leave or other absences.
Other factors to include are the needs of individual employees, and the needs of visitors
such as customers in retail premises.
Outline the factors to consider when carrying out a risk assessment of the first aid
provision on the site.
Answer
o The number, composition, and distribution of the workforce.
o The types of hazards and level of risk present.
o The proximity of the site to emergency medical services.
o The facilities and resources (such as first aid personnel) that might be shared
with other occupants.
o The special needs of the workforce.
o The needs of non-employees.
o The ability to provide continued cover over different shifts and for sickness,
leave, and absence

Control arrangements for health and safety should be incorporated into the written
health and safety policy and reviewed to ensure they remain effective.
Agreed target and objectives, for example, annual audits and weekly
inspections should be stated and people should be held accountable for
achieving the objectives through normal or existing procedures such as:
Job descriptions which include specific responsibilities for health and safety.
Appraisal systems to look at individual contributions.
Organisational arrangements for dealing with poor performance, and the use of
disciplinary procedures where necessary.
In addition to the legal responsibilities on management, there are many specific
responsibilities imposed by each individual organisation's policy on health and safety.
o
o
o
What is a Health and Safety culture?

Safety culture is the combination of values, beliefs, vision, purpose, policies, objectives
and leadership styles. A positive safety culture is characterised by awareness,
assessment and action in all these areas, supported by an open communication style
throughout the whole organisation.
There are many results and benefits from a safety culture for both the
organisation and employees:
The organisation will have a good reputation.

Direct and indirect costs of accidents as well as overall operating costs are
reduced.
o Job security, job satisfaction, personal well-being are enhanced.
o Production schedules and delivery times are improved.
o Worker compensation costs are reduced.
o Profit margins increase when accident costs go down.
o The potential for legal costs is reduced.
o Workers support one another.
o Commitment to safety is clearly shown.
A Safety Culture cannot be quantitatively measured. It is more appropriate to survey
attitudes and observe employee and management behaviours and the quality of the
work process.
o
o
Human Factors.
Human factors refer to environmental, organisational and job factors, and human and
individual characteristics which influence behaviour at work in a way which can affect
health and safety. In any workplace and during any workplace activity, there is a
complex interaction between factors relating to the job, the individual and the
organisation. This complex interaction can have profound health and safety
implications. Individuals vary with regard to their attitudes, skills, habits and
personalities. These differences can have important influences upon task-related
behaviour. Sometimes, these influences are straightforward and obvious. However,
often they are complex and much more difficult to identify. Whereas some factors, such
as skills and attitudes, can be influenced and modified, others such as personality are
much more fixed and resistant.
Cultural Change.
This can only be done by the full commitment from the very top with the co-operation
from the directors, senior management and the current workforce. Communication
needs to be done at all levels and senior management need to lead by example. On
going training and supervision should be put in place, as and when required.
Each organisation will have a different climate or landscape, depending on their unique
combination of values, beliefs and policies and on the results of previous activities to
improve safety. The levels correspond with the indicators of a positive safety culture.
Identifying where you are on the scale will help you identify which areas require
attention.
Risk Assessment.
A risk assessment is simply a careful examination of what in your workplace could cause
harm to people, so that you can decide whether you have taken enough precautions or
should do more to prevent harm. The purpose is to make sure that no one gets hurt or
becomes ill. Remember, the employer is legally required to assess the risks in the
workplace. The assessment must be 'suitable and sufficient' which means it must be
done by a competent person, must take account of any legislation or recognised good
practice (AcoPs are useful here), and must be recorded and communicated in an
appropriate way.
The General principles of the preventive and protective measures as referred to the ILOOSH 2001: Guidelines on Occupational Safety and Health Management Systems.
Prevention and Control Measures.
Hazards and risks to workers' safety and health should be identified and assessed on an
ongoing basis. Preventive and protective measures should be implemented in the
following order of priority:
o eliminate the hazard/risk;
o control the hazard/risk at source, through the use of engineering controls or
organizational measures;
o minimize the hazard/risk by the design of safe work systems, which include
administrative control measures;
o where residual hazards/risks cannot be controlled by collective measures, the
employer should provide for appropriate personal protective equipment,
including clothing, at no cost, and should implement measures to ensure its
use and maintenance.
Internal sources of information can be found from:
o Accident, ill health and Absence data.
o Safety Audits.
o Statutory Inspections.
o Investigation reports..
o Discussions with employees.
o Legislation.
External sources of information include:
o
o
o
o
o
o
o
o
o
o
Safe
Manufacturer's data.
Legislation such as Acts and Regulations.
European Safety Agency.
HSE Publications.
Trade Associations.
British, European and International Standards.
ILO and other Authoritative Sources.
IT Sources such as from the World Wide Web.
Occupational Safety and Health Administration (USA).
Work Safe (Western Australia).
Systems of Work.
Is an analysis of a task or process which considers the hazards likely to be present and
details the precautions necessary to avoid or minimise the risk to the health and safety
of individuals.
A competent person will develop the safe system of work and will spend time in
research. Employee participation in developing the safe system is to be encouraged and
in some circumstances required.
Permits to Work (PTW).
Permission has to be gained to undertake a task or gain entrance to a particular area or
item of plant.
PTW are used to ensure that equipment, electrical or other, is switched off and isolated
before the maintenance work begins and that the equipment remains isolated for the
duration of the work or that entry to a hazardous area is controlled.
Emergency Procedures.
A major incident or emergency could happen without warning. This could have a great
impact with severe consequences causing or threatening death or injury, damage to

property or to the environment, or disruption to the community. Due to the effects it
cannot be dealt with by the emergency services and local authorities as part of their
day to day responsibilities.Qualified First Aider.
Someone who has successfully undertaken an approved training course and holds a
current first aid at work certificate. Such a person can undertake the duties of an
appointed person. It is the responsibility of the employer to decide how many first
aiders are required. This must be done so all shifts are covered and coverage is also
done if one of the first aiders is absent (holiday, sickness etc.).
First aid Equipment.
Equipment can vary depending on the line of business. Stretchers, eye wash jets,
emergency showers and so on may be required in industrial working environments such
as foundries, chemical process plants and so on.
First aid boxes will need to be provided in all workplaces, clearly marked (white cross on
green) and signposted. First aid boxes should be kept clean and be used exclusively for
first aid material, and nothing else.
Element 4: Health and safety management systems - Check v3.1

1.18 - Summary.
Explain the purpose of regular reviews of health and safety performance, the means by
which reviews might be undertaken and the criteria that will influence the frequency of
such reviews.
Safety auditing is part of the process of continuous improvement, beginning with the
development of a health and safety policy and identification of the organisational
structure, followed by assessment and planning of performance standards, systems and
activities and continuing with measurement of performance. This leads to a
performance review, which may indicate that certain areas require improvement.
For the review part of the process to operate efficiently, any audit findings must have
credibility and the report document must have standing with those who are subject to
its requirements. The recommendations must be meaningful, with a realistic time-scale
and allocation of action.
The report must be formally accepted and the recommendations endorsed by the senior
manager to provide the necessary impetus to the implementation process. Once the
audit report recommendations have been accepted by the senior manager,
arrangements should be made through the health and safety manager to develop an
implementation action plan. At this time, a review should be carried out of the existing
health and safety policy and programme and any necessary revisions made.
Use a variety of proactive and reactive monitoring procedures.

Proactive Monitoring Measures.
Proactive Monitoring:
o
o
o
o
o
Safety audits.
Workplace inspections.
Safety surveys.
Safety tours.
Safety sampling.
Reactive monitoring measures include monitoring data on:

o
o
o
o
o
o
Accidents.
Dangerous occurrences.
Near-misses.
Ill-health.
Complaints by workforce.
Enforcement action.
Differentiate between safety inspections, sampling and tours and explain their roles
within a monitoring regime:
Safety Survey.
This can mean a detailed investigation of one aspect of the workplace. For example, a
noise survey of an engineering workshop might involve detailed measurements over
several days and subsequent analysis of the results.
'Survey' may also mean a familiarisation exercise, planning the campaign to make best
use of limited resources, for example, an occupational hygienist may have conducted a
walk-through survey of the engineering workshop in order to ascertain if a full noise
survey is required and, if so, how this should be undertaken.
Safety Tour.
A brief (15 minute) examination of one or more aspects of an organisation's activities by
a small management team. This might serve as a means of indicating management's
commitment to health and safety.
Alternatively, the tour could be a prelude to a more detailed series of inspections.
Note: You will appreciate that a safety tour might be viewed in a less favourable light if
the management team are seen to drift in and out without learning anything.
Safety Sampling.
Sampling implies an inspection that is limited either to certain areas of the workplace or
to certain aspects of workplace activity, e.g. inspection of all the fire doors and fire
escape signs. The defects that are spotted are noted and the total number of defects is
added up to give an index of accident potential. You will appreciate that both trivial and
major defects will register the same.
Explain the meaning of the term 'health and safety audit' and describe the preparations
that may be needed prior to an audit and the information that may be needed during an
audit.
The audit planning process involves five key functions:
1. Description. The responsible persons, their duties, procedures and expected
performance should be described.
2. Definition. The nature and scope of the audit must be established before the
audit is carried out.
3. Designation. There must be a clear identification of the roles of senior
management, line management, safety staff and the workforce in the audit
process.
4. Communication. The reporting procedures need to be clear. Audit reports
generally go to the relevant manager and to the safety department.
5. Record Keeping. The audit reports should be retained for future reference
and review.
A wide range of documentation may be reviewed during an audit, depending on the
scope and the focus.
Relevant documentation includes:
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
Policy statement.
Procedures manual.
Inspection records.
Safety committee agenda and minutes.
Management job descriptions.
Training plans and materials.
Accident statistics.
Safety rules and booklets.
Emergency procedures.
Accident investigation reports.
Purchasing policy.
Promotional materials.
Previous audit results.
Records of statutory inspections.
Looking at records and procedures for completeness, availability, accuracy and

reliability is useful, before questioning persons who carry out the activities referred to in
the documents for their understanding.
There is often a gap between safety documentation (what management thinks is
happening) and safety practice in the workplace.
Outline how accident data can be used to improve health and safety performance
within an organization
Answer
o
o
o
o
o
o
o
o
It can identify problem areas and allow remedial action.

It enables improvements in resource allocation.
It allows comparisons between organisations and departments.
It can be communicated to the workers.
It can be used at joint consultation meetings to discuss improvements.
It can be used to calculate accident costs.
Data can be compiled to identify trends in accidents.
This data can be used to set new targets for accident reduction.

2.52 - Summary.
Accident Investigation Process.
Accident investigations are conducted to find out the cause of accidents and to prevent
similar accidents in the future. Further to this, legal requirements are placed on
employers through RIDDOR.
The investigation can also be used to determine costs and will, by the nature of the
investigation, highlight compliance with statutory requirements.
Near-miss accidents should also be investigated in the same manner as loss events.
Investigating the near-miss will identify hazards that can then be corrected. The forklift
truck that nearly hit a pedestrian on a blind corner may have a simple corrective action
to prevent a major accident.
What types of incident/accident do we have?
The incident that requires an investigation, can fall into the following categories:
Injury.
This may be a minor or major injury.
Ill-Health.
This may be an employee suffering ill health such as having vibration white finger or
dermatitis.
Dangerous Occurrence.
This is an event that leads to damage to property but no injuries or deaths.
Near Miss.
This is a narrowly avoided collision or other accident.
Damage Only.
This is where damage has occurred to property, vehicles or work equipment.
Unsafe Acts.
Unsafe acts are made by people. They are not made by systems or by faulty equipment.
People make unsafe acts.
Unsafe Conditions.
Can be Mechanical and/or Physical.
What is a Root Cause?
The most basic cause that can be reasonably identified and that management has
control to fix.
Root Cause analysis is simply a tool designed to help incident investigators determine
what, how and most importantly, why an incident occurred.
When the root cause has been established remedial action and preventative measures
can be put into place.
Recommendations of remedial actions should be:
SMARTER:
SPECIFIC. Who will do what and when.
MEASURABLE. The corrective actions must be measurable.
ACCOUNTABLE. The persons responsible for implementing the corrective actions
should be clearly defined.
REASONABLE. The corrective action should be practical, i.e. will it work, and can it be
implemented.
TIMELY. The due date of the corrective action(s) must be timely. There may be interim
actions that can be implemented sooner if required.
EFFECTIVE. The corrective actions must prevent or significantly reduce the risk of this
problem happening again.
REVIEWABLE. Will this corrective action cause any problems? What might be the
negative impact if any?
Those involved must:
ADAP:
Agree on how to eliminate the immediate hazard.

Develop actionable recommendations for each root cause.
Assign responsibility for each recommendation.
Prioritise recommendations, based on the potential for eliminating the incident in the
future.
Identify FOUR documents which may need to be checked during the investigation
process, giving reasons why EACH would need to be considered.
Answer
o
o
o
o
o
o
o
o
The initial accident report to obtain details of the incident.

Copies of risk assessments and safe systems of work to ensure that a suitable
and sufficient risk assessment had been completed for the task and the
appropriate control measures introduced.
Reports of ladder inspections to ensure these had been taken at regular
intervals.
Reports on workplace inspections to monitor compliance with the laid down
standards.
Permits to work which might have been issued to assess the level of control
over the work being carried out.
Training records of the injured employee to ensure they had received training
in working at height.
Health surveillance records which would reveal any medical conditions from
which the victim was suffering.
Reports of the investigations of previous incidents to identify any trends that
might exist.

3.17 - Summary.
Explain the purpose of and procedures for investigating accidents at work.
Why do we investigate accidents and incidents?
The simple answer is to ascertain why the accident happened and put measures in
place to ensure that the same or similar accidents do not happen again.
It is, however, much more complicated than that. Finding the root cause of an accident
and ensuring that measures are put in place to ensure that it cannot happen again is a
vital part of any investigation.
Basic Accident Investigation Procedures:
o
o
o
o
o
o
o
Interviews.
Plans.
Photographs.
Relevant records.
Checklists.
Identifying immediate causes (unsafe acts and conditions) and root or
underlying causes (management system failures).
Identifying remedial actions.
When to Report:
o
o
o
o
In the event of a death or major injury.

If there is an accident connected with work.
An employee, or a self-employed person working is killed or suffers a major
injury (including as a result of physical violence).
A member of the public is killed or taken to hospital.
Those with responsibilities to report under the regulations must notify the enforcing
authority without delay (e.g. by telephone).
Brief details are required such as:
o
o
o
Name and address.

The injured person's details.
About the accident.
Major Injury or Incident:

o
o
o
o
o
o
o
o
o
o
o
Amputation.
Acute illness requiring medical treatment.
Injury resulting from an electric shock or burn.
Loss of sight (temporary or permanent), and so on.
Failure of industrial radiography equipment.
Plant in contact with overhead power lines.
Explosion or fire causing suspension of normal work for over 24 hours.
Failure of load-bearing parts of lifting equipment.
Reportable diseases.
Some skin diseases, infections such as legionellosis.
Lung diseases such as occupational asthma.
Disease.
If a doctor notifies an employee that they are suffering from a reportable work-related
disease, the employer must send a completed disease report form to the enforcing
authority.
Dangerous Occurrence.
If something happens which does not result in a reportable injury but which clearly
could have done, it may be a dangerous occurrence which must be reported
immediately (e.g. by telephone) to the enforcing authority.
Outline reasons why an organisation should have a system for the internal reporting of
accidents.
Answer
o
o
o
o
o
To permit the compilation of accident statistics and identification of trends.

To meet relevant legal requirements, such as those in the ILO Code of Practice
"Recording and Notification of Occupational Accidents and Diseases" 1996.
So that an investigation may be carried out to identify weaknesses in the
safety management system and prevent a recurrence of the accident.
For use in civil claims or to satisfy insurance requirements.
To inform the review of risk assessments.

Proactive Monitoring Measures.
Proactive Monitoring:
o
o
o
o
o
Safety audits.
Workplace inspections.
Safety surveys.
Safety tours.
Safety sampling.
Reactive monitoring measures include monitoring data on:

o
o
o
o
o
o
Accidents.
Dangerous occurrences.
Near-misses.
Ill-health.
Complaints by workforce.
Enforcement action.
Differentiate between safety inspections, sampling and tours and explain their roles
within a monitoring regime.
Safety Survey.
This can mean a detailed investigation of one aspect of the workplace, for example, a
noise survey of an engineering workshop might involve detailed measurements over
several days and subsequent analysis of the results.
'Survey' may also mean a familiarisation exercise, planning the campaign to make best
use of limited resources, for example, an occupational hygienist may have conducted a
walk-through survey of the engineering workshop in order to ascertain if a full noise

survey is required and, if so, how this should be undertaken.
Safety Tour.
A brief (15 minute) examination of one or more aspects of an organisation's activities by
a small management team. This might serve as a means of indicating management's
commitment to health and safety.
Alternatively, the tour could be a prelude to a more detailed series of inspections.
Note: You will appreciate that a safety tour might be viewed in a less favourable light if
the management team are seen to drift in and out without learning anything.
Safety Sampling.
Sampling implies an inspection that is limited either to certain areas of the workplace or
to certain aspects of workplace activity, e.g. inspection of all the fire doors and fire
escape signs.
The defects that are spotted are noted and the total number of defects is added up to
give an index of accident potential. You will appreciate that both trivial and major
defects will register the same.
Explain the meaning of the term 'health and safety audit' and describe the preparations
that may be needed prior to an audit and the information that may be needed during an
audit.
Why do we investigate accidents and incidents?
The simple answer is to ascertain why the accident happened and put measures in
place to ensure that the same - or similar - accidents do not happen again.
It is, however, much more complicated than that. Finding the root cause of an accident
and ensuring that measures are put in place to ensure that it cannot happen again is a
vital part of any investigation.
Basic accident investigation procedures:
o
o
o
o
o
o
o
Interviews;
Plans;
Photographs;
Relevant records;
Checklists;
Identifying immediate causes (unsafe acts and conditions) and root or
underlying causes (management system failures);
Identifying remedial actions.
The organisation should have an internal system in place to collect data regarding
incidents and accidents, this should then be analysed and recorded to see if these
factors are getting better or worse.
Reporting to the local authorities will depend on the national law and regulations, that
are in place.
Element 5: Health and safety management systems - ACT v3.1

1.27 - Summary.
Safety auditing is part of the process of continuous improvement, beginning with the
development of a health and safety policy and identification of the organisational
structure, followed by assessment and planning of performance standards, systems and
activities and continuing with measurement of performance. This leads to a
performance review, which may indicate that certain areas require improvement.
1. Description: The responsible persons, their duties, procedures and expected
2. Definition: The nature and scope of the audit must be established before the
3. Designation: There must be a clear identification of the roles of senior
process.
4. Communication: The reporting procedures need to be clear. Audit reports
5. Record Keeping: The audit reports should be retained for future reference
and review.

o Policy statement.
o Procedures manual.
o Inspection records.
o Safety committee agenda and minutes.
o Management job descriptions.
o Training plans and materials.
o Accident statistics.
o Safety rules and booklets.
o Emergency procedures.
o Accident investigation reports.
o Purchasing policy.
o Promotional materials.
o Previous audit results.
o Records of statutory inspections.
An important issue is the use of internal or external auditors.
Audits carried out by internal employees provide advantages:
o
o
o
Relatively low costs.

Auditors already have knowledge of the enterprise.
Confidentiality.
Advantages and disadvantages of internal and external audits.

Internal audits are usually carried out more frequently than external audits. However,
there may be some disadvantages. The internal auditor may be too close to the
problems and other workers to carry out a truly objective assessment. Familiar problems
can be overlooked or discounted as acceptable hazards.
External auditors are expected to bring an objective viewpoint to the audit, because
they have no vested interest in the enterprise. External auditors are frequently selected
for their background and experience in a particular industry or activity and can bring
greater expertise in detecting problems and greater knowledge of their solutions.
Audits may be undertaken by one or more persons. A team approach, using managers,
employees and safety and health representatives can improve cooperation and
commitment to the audit's findings and recommendations.
Audit teams may include line managers from other areas of the enterprise or the
manager responsible for the audited area. Although the responsible manager may not
be able to objectively grade their own performance, a manager can provide local
knowledge and expertise, and has the opportunity to appraise the performance of their
supervisors.
Outline the differences between health and safety 'audits' and 'workplace inspections'
Answer
o
o
o
o
o
o
An audit is a lengthy process. An inspection has a shorter timescale.

An audit examines the entire system for the management of health and safety
and normally results in the production of a full and comprehensive report. An
inspection is a straightforward observation of the workplace and/or the
activities in it, and generally results in a short report of its findings.
An audit requires detailed planning and is generally carried out infrequently
perhaps on a 6 monthly or annual basis. An inspection requires less detailed
planning and is carried out more frequently.
An audit requires considerable resources and effort and because of its
infrequency gives no early warning of a decline in health and safety standards
at the workplace. An inspection requires less resources and effort, and can give
an early warning of declining standards leading to a subsequent improvement
in controls at a practical level.
An audit's aims is to improve systems at a higher level, it has no immediate
effect on employee morale. An inspection will lead to improvements at a local
level, is more visible, and thus has an effect on employee morale.
An audit is carried out by external or internal auditors with training in audit
procedures who would carry out observations, interviews and reviews of
documents. An inspection can be carried out by supervisors or safety
representatives with knowledge of the hazards and possible unsafe conditions.

2.20 - Summary.
Summary.
Why do we review a Health and Safety Performance?
This is a requirement in legislation - Regulation 5 of the Management of

Health and Safety at Work Regulations 1999 (MHSWR) (amended 2003 and
2006) which state:
"Every employer shall make and give effect to such arrangements as are appropriate,
having regard to the nature of his activities and the size of his undertaking, for the
effective planning, organisation, control, monitoring and review of the preventative and
protective measures".
The reviewing can be done to see how well you have achieved your companies aims
and objectives as well as comparing the performance to the previous periods to see if
you have improved or not and you can even compare yourself to other organisations in
the same industrial field to see how you stand in the larger scheme of things.
When should the review be done?
o
o
o
o
o
The interval at which they should be done to ensure that planned objectives
are met.
The organisations risk level.
Has there been any non-compliance already.
Any potential or possible changes which may occur such as with legislation,
personnel.
The legal requirements for reviewing.
During the review we can check for:

o
o
o
o
o
o
o
o
o
o
Compliance.
Accident/incident data.
Inspections.
Absence/sickness reports.
Monitoring data.
Consultation results.
Actions from management reviews.
Health and safety performance report.
Maintenance of management review records.
Continual improvements.
What is the role of senior management?

The senior Management team have the responsibility for ensuring that the reviews are
conducted and actioned upon.
Overall responsibility will be with the Chief Executive who signs the policy to reflect this
responsibility but they may share this responsibility with the Senior Management
(Board). It is the senior management who incorporate Health, Safety and Environment
aspects into all other business functions to ensure it is treated equal to other functions.
The management team set the goals and objectives, based on the previous review
information. In some instances they may appoint a Health and Safety Director who will
be given the responsibility to undertake the reviews and report back to the rest of the
Senior Management Team.
The Senior team need to ensure that data is made available for the reviews and are
themselves included in the review process, as discussed previously. This re-iterates their
commitment to the process plus it allows them to see and prove how effective the
company is and action if not.
Identify the information that could be used to review an organisation's health and
safety performance.
Answer
o
o
o
o
o
o
o
o
o
o
Accident and ill-health statistics and trends.

Reported incidents involving near misses and dangerous occurrences.
Property damage.
Actions taken by enforcement authorities such as the serving of improvement
or prohibition notices.
The history of compensation claims.
The results of inspections, surveys, tours etc.
The quality and extent of risk assessments.
Safety audit outcomes.
The results of health surveillance.
Benchmarking and information obtained from cultural and behavioural
questionnaires.


1. Description. The responsible persons, their duties, procedures and expected
2. Definition. The nature and scope of the audit must be established before the
3. Designation. There must be a clear identification of the roles of senior
process.
4. Communication. The reporting procedures need to be clear. Audit reports
5. Record Keeping. The audit reports should be retained for future reference and
review.
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
Policy statement.
Procedures manual.
Inspection records.
Safety committee agenda and minutes.
Management job descriptions.
Training plans and materials.
Accident statistics.
Safety rules and booklets.
Emergency procedures.
Accident investigation reports.
Purchasing policy.
Promotional materials.
Previous audit results.
Records of statutory inspections.


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Element 1: Foundations in health and safety v3.

H&S information not relevant or specific.

Legislation and regulations perceived as overwhelming and difficult to

Element 1: Foundations in health and safety v3.1

1. Those that cause

no damage to property or injury to people.

Outline costs of a workplace accident that might be uninsured.

Element 1: Foundations in health and safety v3.1

Employees to comply with occupational safety and health standards, rules,

o Enforcement system will provide penalties for violations.

Outline the main health and safety responsibilities of employers

To provide and maintain safe plant and equipment.

Element 1: Foundations in health and safety v3.1

The main focus in occupational health as defined by the International Labour

Health. The state of complete physical, mental and social wellbeing.

Legal: criminal and civil liability.

Approved Codes of Practice.

To enter premises at any time they deem to be reasonable.

To take possession of and detain an article or substance (for examination, to

A risk of serious personal injury/illness.

Element 2: Health and safety management systems - Plan v3.1

As the minimum, compliance with national laws and regulations.

Evaluation (monitoring, review, measurement and investigation). The OSH

Reference to Plan, Do, Check, Act.

Implementation and operation (Do)

Element 2: Health and safety management systems - Plan v3.1

Element 2: Health and safety management systems - Plan v3.1

'Statement of intent' which both demonstrates managements commitment to

Element 2: Health and safety management systems - Plan v3.1

Plan: Identifying and analysing the problem.

The policy is divided into 3 sections:

Role and function of the health and safety staff.

Assess the appropriateness of an organisations health and safety policy in terms of

Lowering of lost time accidents.

An increase in safety training events and attendance at those events.

Element 3: Health and safety management systems - DO v3.1

In addition to the legal responsibilities on management, there are many specific

Employees have specific responsibilities under section 7 of the HASAWA,

Knowledge and understanding of work involved.

Contractors have rights too!

parties, employers, contractors from other organisations and sub-contractors

Employees have specific responsibilities under section 7 of the

Generally on the whole every employer, if requested in writing to do so by at

Select competent contractors / check references / history of similar work /

Element 3: Health and safety management systems - DO v3.1

The organisation will have a good reputation.

A Safety Culture cannot be quantitatively measured. It is more appropriate to survey

Every employee must contribute to achieve performance goals.

Creative tensions are welcome.

Acceptance of responsibility and accountability.

Active listening to front-line employee needs.

Recognition of the importance of employee perceptions of problems.

Lack of visible leadership and commitment at senior level.

Element 3: Health and safety management systems - DO v3.1

o Identification of the critical risks associated with the task.

Perception failure may occur due to:

Sensory defects: Deafness, colour blindness.

o Environmental factors: Loss of concentration because of noise, heat, etc.

Insufficient staffing levels.

o Inflexible or over-demanding work schedules.

Element 3: Health and safety management systems - DO v3.1

The Health and Safety at Work, etc. Act 1974.

The Safety Representatives and Safety Committees Regulations 1977.