Case Study Of Pinoccchio Company

Employers, managers and supervisors should all ensure that workplace practices reflect the risk assessment and safety statement. Behavior, the way in which everyone works, must reflect the safe working practices laid down in these documents. Supervisory checks and audits should be carried out to determine how well the aims set down are being achieved. Corrective action should be taken when required. Additionally, if a workplace is provided for use by others. The safety statement must also set out the safe work practices that are relevant to them. Hence, it is

Employers have duties under health and safety law to assess risks in the workplace. Risk assessments should be carried out that address all risks that might cause harm in the workplace. Employers must give employees information about the risks in their workplace and how they are protected, also instruct and train their employees on how to deal with the risks. Employers must consult employees on health and safety issues. Consultation must be either direct or through a safety representative that is either elected by the workforce or appointed by a trade union. It is an employees duty to take reasonable care of their own health and safety. If possible avoid wearing jewellery or loose clothing if operating machinery. If the employee has long hair or wears a headscarf, make sure it's tucked out of the way (it could get caught in machinery). To take reasonable care not to put other people such as fellow employees and members of the public at risk by what they do or don't do in the course of their work. To co-operate with the employer, making sure the employee gets proper training and the employee understands and follows the company's health and safety policies. Not to interfere with or misuse anything that's been provided for their health, safety or welfare. To report any injuries, strains or illnesses they suffer as a result of doing their job (the employer may need to change the way they work). To tell their employer if something

Reporting of Injuries,Diseases and dangerous occurrences regulations of 1995 requires the reporting of work-related accidents, diseases and dangerous occurrences. The Act applies to all work related activities, but not to all work related incidents. The objective of the regulations is to enable the enforcing authorities to identify where and how risks arise and to investigate serious accidents so as to prevent them from occurring in the future and thus providing a safer work environment. The enforcing authorities can then help and advise you on preventive action to reduce injury, ill health and accidental loss,the main points of our own policy that relate to this are:

It is important to recognise the different responsibilities and approaches of a member of staff, the employer and others in the work setting. For example the employer is responsible to provide PPE and relevant health and safety training free of charge. It is then the responsibility of a staff member to use the PPE and to attend the training. So although the responsibilities are different they are also related and both need to work in order to ensure a high standard of health and safety. The employer provides as safe working environment, however if an accident or incident occurs it requires the efforts of both staff and sometimes others to report this to ensure measures are put into place to reduce any risk associated with the incident or accident. Another example of how health and safety has a linked responsibility can be shown through a member of staff ensuring they provide the relevant fire safety information/instructions to others. It is then the responsibility for others to follow these instructions.

Health & Safety At Work Etc. Act 1974 (HASAWA)Employers have a general duty to ensure the health, safety and welfare at work of all employees so far as is reasonably practicable.Management of Health & Safety at Work Regulations 1999Employers have a legal duty to carry out risk assessments as the first step in ensuring a safe and healthy workplace. * A written record must be kept if there are 5 or more employees. * Preventive and protective measures must be

The human resources process has to accompany both the employee and employer in regard to safety issues. An employee wants the assurance of safe and healthy working conditions; anything less exposes danger to their own wellbeing. In addition employees must take heed to precautions design by the organization. However an employer wants to avoid expenditures in overhead by cutting cost or corners often putting their employees at harmful risk. In addition, organizations also have a lawful obligation in which they have to provide a safe workplace by preventing accidents, hazards, serious injuries or accident-related deaths. Negligence on either behalf can result in determination, fines, citations, work-related

‘It is an employer's duty to protect the health, safety and welfare of their employees and other people who might be affected by their business. Employers must do whatever is reasonably practicable to achieve this.’

Throughout history, there has been a multitude of events that have helped shape the Occupational Safety and Health doctrines that we have today. Some events have had small impacts, and others have totally reshaped how an entire industry operates. Although there are many incidents that we can talk about, we are going to focus on the Triangle Shirtwaist Factory fire. Within this subject, we will talk about the specific events that happened, what safety standards existed and what standards were penned because of the incident, and how the existing safety standards keep a similar tragedy from happening in the current era. With all of this information, we will have a better picture of how the world of Occupational Safety and Health evolves throughout

Workers are protected under the Workplace Health and Safety Act. This act states that all workers have the right to know about the hazards they are working with. This includes what the specific dangers of the task or object(s) are, and what precautions must be taken to prevent any injuries from happening while working with them. Secondly, all workers have the right to participate. They are allowed to participate in any health and safety activities, meetings, and/or plans. Additionally, workers can refuse to work if they believe their task could in any way harm themselves or others. The Vice President of Health and Safety (the supervisor) will then have to investigate the problem and will have to come up with a solution to avoid the potential

This responsibility motivates the HR department and managers to implement stringent policies to prevent work-related injuries to avoid paying for higher workers’ compensation insurance. Moreover, it inspires the company to promote safety by organizing a safety committee to address hazards in the workplace to prevent injuries or deaths. The committee solicits employee suggestions and participation to increase compliance to company policies. It also develops various safety programs to promote employee wellness to improve their quality of life (Gomez-Mejia, et al, 2010).

Any information, instruction, training and supervision needed to make sure that all workers are safe from injury and risks to their health

It is important it have a written work Health and Safety Policy for the organizations and businesses which have management systems. The Work Health and Safety Regulation 2011 addresses Major Hazard Facilities in Regulation 558 and Schedule 17(1.2) and requires that the Safety Management System includes a Safety Policy, including the operator’s broad aims in relation to the safe operation of the major hazard facility, and that the safety policy must include and express commitment to ongoing improvement of all aspects of the safety management system. A Work Health and Safety Policy is an explicit statement of business commitment to work health and safety. It will include a statement outlining the importance which is placed on work health and safety and how it is to be implemented.

Before commencing of work term, a week of training is delivered for employee including Co-op technicians with the emphasis of work place safety and employee rights. Through different presentation and video, the urgency of personal protection equipment, health and safety issues are described during training and again throughout the Co-op term. The employees also received various training regarding work stress, food safety, and current issues of food and beverage production. Kiso Products employees enjoyed the right for vacations, employment insurance, medical insurance and periodically received incentives for punctuality and regular attendance. As a food company, Kisko adepts a strict hygienic and food safety

From the case study, one of the underlying problems identified is that the occupational health and safety (OHS) measures are not properly conveyed to the employees, and training on OHS measures is not conducted. In order for the employees to put more attention onto OHS, the organization has to impart the knowledge and importance of OHS, and train the employees to put more effort in practicing OHS measures (Gravel, Rhéaume & Legendre, 2011). As ACC did not address OHS’s importance to the employees, it can be seen that there is an increasing cases of workplace accidents in ACC, and some incidents happened as the employees did not practice diligence when handling the machineries. Frick, Jensen, Quinlan & Wilthagen (2000) also further state that, companies tend to overlook the importance of OHS when they are facing economic instability. Since ACC is facing economic instability, this might be the reason why OHS is overlooked by the personnel department.

Failure to comply with health and safety laws within a country, which then cause an incident can then lead to a criminal and/or civil legal action. If found guilty this could involve considerable fines and/or compensation awards.