Implementation Of The Personnel Section

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

policies and procedures. Staff to have the relevant training to be able to fill their role

1. Know the statutory responsibilities and right of employees and employers within own area of work

Issue Identification: This memo presents an analysis of the employment classifications for the state employees of New Mexico, specifically an analysis of the discrepancies that have been brought up regarding a position within the Human Services Department and the Department of Labor. Currently, the position of “Employment Counselor” in the State of New Mexico holds two different classifications under the Department of Labor (DOL) and the Human Services Department (HSD). Ms. Rose Paddock, an Employment Counselor for the state of New Mexico under HSD has acquired assistance from her union, the American Federation of State, County, and Municipal Employees (AFSCME), Local #2839 as they believe that the State of New Mexico has violated the principle of a public sector organization by not grouping the identical positions in the same classification. The issue at hand is whether same job titles can be classified differently by an employer even if the job specifications and qualifications are the same; the only difference is that these state employees are placed in different departments.

My work setting follows the laws and standards set by the Health and Safety Act 1974:-

Welcome and Introduction How to use this Workbook 1 Statutory Rights and Responsibilities 1.1 Contracts of Employment 1.2 Anti-Discrimination 1.3 Age Discrimination 1.4 Disability Discrimination 1.5 Working Hours, Rest Breaks and Holiday Entitlements 1.6 Maternity/Paternity, Parental and Adoption Leave 1.7 Absence and Sickness 1.8 Data Protection and Access to Personal Information 1.9 Health and Safety Procedures and Documents in your Organisation 2.1 Contracts of Employment 2.2 Anti- Discrimination 2.3 Working Hours and Holiday Entitlement 2.4 Sickness Absence and Sick Pay 2.5 Data Protection 2.6 Health and Safety Sources of Information and Advice 3.1 Internal Sources 3.2 External Sources About your Occupation and

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 is probably one of the main laws to consider as this not only affects your safety but

‘provide clear information, supervision and training for employees and ensure that suitably competent people are

As an employer, you need to be aware of the processes and duties produced in these regulations and the practical implications imposed. There is also a duty to involve employees in all health and safety

Policies and procedures are in place for all employers and employees to follow. The Health and Safety Act 1974 is like the overall

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

Write a policy for each of the above, and write a procedure to explain how each of the policies will be implemented. Four policies are four procedures are required

Though when we first look at it, it seems the ineffective communication is only with Suresh the occurrence of this problem in the 1st place was that throughout the organization there weren’t a proper communication method.