Legislation Health, Safety and Welfare at Work Act 2005 Health, Safety and Welfare are applicable both to the employer and the employee in the work place. The Health and Safety Authority (HSA) enforces Health and Safety procedures and monitors compliance. The HSA provide a number of services to employers, employees and the public, including: • workplace inspections and monitoring for compliance • investigations into serious accidents • providing information service • develop new laws and standards The Health, Safety and Welfare at Work Act 2005 sets out the requirements for the control of health and safety in the work place, the management of those systems to reach the goals, the responsibility of the employers, employees and …show more content…
Findings must be recorded, not just as a once off procedure, but continual reviews must take place and updated as necessary. This must be done in consultation with employees. Duties of the Employee The Employee must: • Observe pertinent health and safety laws. • Not become intoxicated or otherwise impaired while at work and so endangering themselves and others. • Use all tools and equipment in a prescribed manner. • Not engage in acts or behaviour that could place themselves or others at risk. • Report defects or problems that might endanger themselves or others. • Take part in relevant health and safety training. • Work with employers in terms of health and safety. Equality Act 2004 An employee has rights and protection against harassment and discrimination because of factors such as (but not limited to) age, gender, marital status, civil status, religious beliefs, race, disability, or by being a member of the traveller community. If an employee feels they are being harassed on any of those grounds, the can take a claim to the Equality Tribunal. Maternity Protection (Amendment) Act 2004 Female employees are entitled to twenty-six weeks of maternity leave, plus an additional sixteen weeks unpaid maternity leave, regardless of the
The main features of the Health and Safety at Work Act (1974) is that it requires certain health and safety procedures to be maintained in a health and social care setting, for example, the act explains that there must be, safe operation and maintenance of working equipment, plant and system, maintenance of safe access to the workplace, safe use, handling and storage of dangerous/hazardous substances, training of staff to ensure that there is health and safety, to provide welfare for staff at work.
Answer – The Health and Safety at Work Act 1974 is the main piece of the health and safety legislation in Great Britain. It provides the legal framework to promote and encourage high standards in the workplace.
The employer must conduct an internal investigation by interviewing the parties involved and witnesses. The article also mentions the 1964 Civil Rights Act and the Age Discrimination Act of 1967 to explain the root of the guidelines, and gives further analysis using different clarification approaches to clarify the legal concerns involved. In order to describe prevention methods, the article straightforwardly states what a manager prerequisites. Training and informing the employees is the law. The article’s approach and statements mentioned how to deal with legal matters and to make sure that they are valid. Managing harassment and discrimination problems is not only a responsibility, but also makes good business sense. Maintaining a workplace free of discrimination and harassment by doing whatever is necessary to prevent complaints from occurring in the first place, and stopping them before they reach the level of lawsuits are acceptable methods of dealing with legal issues.
The Health and Safety at Work Act was put in place in 1974. This primary legislation covers occupational health and safety ensuring employees and employers are safe within their working environment.
Employers must provide a safe working environment for all of their employees. The legislation states it is an employer’s duty "to ensure, so far as is reasonably practicable, the health, safety and welfare at work" of all their employees as well as others on their premises, including temps, casual workers, the self-employed, clients, visitors and the general public.Workers health is paramount within an organisation, employers must ensure that all workers health is not affected by the work they are doing and put in place all necessities to prevent this. The Health and Safety at Work Act sets out specific standards which can add costs to a business, however these costs are considered essential for the safety of all workers. Most of the costs come from training staff about health and safety and putting in place procedures to maintain this. This act prevents unfair unsafe working conditions which in turn reduces the likelihood of accidents or injury at work. If a worker has injured themselves at work due to something which could have been otherwise prevented by the company had the followed the guidelines of the Health and Safety at Work Act they company may be required to pay out for the injury. For those who employ five or more staff, employers must also keep and revise a written record of health and safety policy and consult
The employer has a responsibility to follow the regulation which is known as the ‘Health and Safety at Work Act 1974’. This is An Act to make further provision for securing the health, safety and
The Health and Safety at Work Act 1974 is the primary piece of legislation covering work-related health and safety. It sets out a lot of your employer’s responsibilities for your health and safety at work.
An Act to make further provision for securing the health, safety and welfare of persons at work, for protecting others against risks to health or safety in connection with the activities of persons at work, for controlling the keeping and use and preventing the unlawful acquisition, possession and use of dangerous substances, and for controlling certain emissions into the atmosphere; to make further provision with respect to the employment medical advisory service; to amend the law relating to building regulations.
Section 2 of the HSW Act deals with employersʹ duties, and states: ʺIt shall be the duty of all employers to ensure, so far as is reasonably practicable, the health safety and welfare of all their employees whilst they are at work.ʺ
The following paper will introduce the house bill number 4266 titled Nurse and Health Care Worker Protection Act of 2015. This bill attempts to lessen nurse injuries by investing in safe patient handling and mobilization technologies and education programs. This paper will provide a background on the bill. Next, the bill will be summarized and analyzed using Malone’s (2005) framework. The paper will next discuss ethical considerations, mainly focusing on utilitarianism and nonmaleficence to highlight both the pros and cons of the policy present by the house. A section is included on nurse support for the bill by the American Nurses Association, and finally a personal reflection.
• When would you like to engage in a similar review of the situation? Who Is Involved in a Review of Performance?
In 1974, the Health and Safety at Work Act, also referred to as HSWA, was put in place to make further terms for securing the health, safety and welfare of a person within a working environment, making it the prime piece of legislation to cover the occupational health and safety in Great Britain. Everybody within a workforce has the duty to obey the act in order to promote, stimulate and encourage high standards of health and safety so that themselves, their employees, their fellow peers and the members of the public feel safe. Employees must be provided with the appropriate clothing and equipment for their own safety and protection. Additionally, all machinery that is used, if needed, should be of high standards and regularly checked to make sure that it is still suitable for use.
This article discussed the different types of harassment, while testing multiple hypothesizes regarding workplace harassment. Workplace harassment is under federal law and Department of Labor (DOL) policy, harassment by DOL employees of DOL employees based on race, color, religion, sex (including gender identity and pregnancy), national origin, age, disability, genetic information, sexual orientation, or parental status is prohibited. The Department defined workplace harassment may take either of two forms. It may entail "quid pro quo" harassment, which occurs in cases in which employment decisions
One of the main issues in the workplace is and has been employment discrimination. There are various different types of employment discrimination from discrimination against religion to sexual harassment. Thankfully, over the years laws and regulations have been put into place to stop this from happening and provide an equal employment opportunity for the population. In regards to any aspect of employment, the law forbids discrimination. This includes the cases of job pay, firing, hiring, promotions, and other aspects of employment.