Work Based Learning & Health and Safety Act 1974
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Work Based Learning & Health and Safety Act 1974

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The Relevance of Health and Safety at Work Act (1974) to work based learning

The Relevance of Health and Safety at Work Act (1974) to work based learning

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Work Based Learning & Health and Safety Act 1974 Work Based Learning & Health and Safety Act 1974 Presentation Transcript

  • GOOD MORNING Mr Manoj Nair (Manu)
    • “ The Relevance of Health and Safety at Work Act (1974) to work based learning”
  • Health and Safety at Work Act?
    • The Health and Safety at Work Act 1974 (HASAW Act) or HASAW 74 or HSWA 1974 lays down wide-ranging duties on employers and also responsibilities from employees.
  • HASAW 74
    • Employers must protect the 'health, safety and welfare' at work of all their employees.
    • However, these duties are qualified with the words 'so far as is reasonably practicable'.
      • This means that employers can argue that the costs of a particular safety measure are not justified by the reduction in risk that the measure would produce.
    • It allows the government to issue Regulations, Guidance and Approved Codes of Practice for employers.
      • These set out detailed responsibilities for the employer in every aspect of workplace health and safety, from working safely with computers, to stress and hazardous chemicals.
  • HASAW 74
    • The HASAW Act set up the Health and Safety Commission, and an inspectorate called the Health and Safety Executive.
    • The Act introduced new powers and penalties for enforcement against employers.
    • The Act puts occupational safety at the heart of official policy and future Regulations.
  • Employers' Responsibilities
    • The Act places a general duty to "ensure, so far as is reasonably practicable, the health, safety and welfare at work of all their employees".
    • Employers must comply with the Act.
    • They must……
  • Employers' Responsibilities
    • Provide and maintain safety equipment and safe systems of work.
    • Ensure materials used are properly stored, handled, used and transported.
    • Provide information, training, instruction and supervision. Ensure staff are aware of instructions provided by manufacturers and suppliers of equipment.
  • Employers' Responsibilities
    • Provide a safe place of employment.
    • Provide a safe working environment.
    • Provide a written safety policy/risk assessment.
    • Look after health and safety of others, for example, members of the public.
    • Talk to safety representatives.
  • Employees Responsibilities
    • Employees have specific responsibilities too. They must
  • Employees Responsibilities
    • Take care of their own health and safety and that of other persons. Employees may be liable.
    • Co-operate with their employers.
    • Must not interfere with anything provided in the interest of health and safety.
  •  
  •  
    • Stakeholders’ believe ( external)……
    • Trainees continue to be more vulnerable than others at work.
    • Changes in work practice and technologies may increase risks as supervision is spread more thinly.
    • Supervision in relation to H & S of trainees is recognised as a prime factor in determining safe practices but is one that is not well understood .
    • There is a much greater need for a combination of enforcement and guidance if improvements and important changes have to be achieved in the field of Health and Safety .
    • (Source: SME Survey, DTI 1991)
    • Organisations’ belief (Internal)……
    • Leaving trainees to work alone in a safe place….but change in circumstances can make the work unsafe.
    • Trainees being “passed around” to help other workers in an unplanned way without additional risk assessment being undertaken.
    • Trainees working with people who themselves are not properly trained.
    • Trainees not having even a basic job description.
    • Trainees not knowing who their supervisor is and who they should and should not take instruction from.
    • Trainees lacking confidence to ask questions while supervisors assume they will seek clarification if they need it.
    • Trainees being supervised by other trainees
    • .
    • Trainees being given routine tasks because they are safe but where boredom factor makes them unsafe.
    • Trainees being given breaks when no supervision is available, but they remain at risk and are unsupervised.
    • Other beliefs……
  • Changes in workplace organisation and practices have led to…..
    • Less people doing more work;
    • Reduction in supervisory posts (a culture in some work places where everyone is his/her own supervisor);
    • A more task oriented work place culture where “ training is a personal not a company responsibility”.
    • An exemplary practice in the Construction Trade Industry……
  • Engineering Construction Industry Training Board (ECITB)
    • Safety passport by. Eg: HS001. Future aim to focus on “hard to contact” SMEs where accidents occur more frequently.
    • Induction Package for the trainees.
  • HASAW 74 Vs Work Based Learning (WBL)
    • What relevance can we deduce from all these facts?
    • This act provides an extensive and important structure for checking and monitoring Health and Safety.
    • It creates an environment where successful interventions can be developed that would offer businesses benefits along with safe working.
    • It highlights the importance of quality supervisions within the workplace offering WBL.
    • It clearly defines the role and responsibilities of different stakeholders towards developing and maintaining an organisation’s Health and Safety issues.
    • It produces a constant change in Organization’s attitude towards Health and Safety.
    • It produces a commitment to developing good working practices.
    • It helps to spread the awareness of Importance in Health and Safety by improved reporting procedures.
  • Safety Culture
    • Work Environment
    • Training
    • Team Working
    • Awareness
    • Good Supervision
    • Accident Reporting
    • Benefits……
  • Employer Benefits
    • Enhanced awareness of responsibilities under health and safety legislation.
    • Ability to receive or renew training on health and safety
    • A better health and safety record resulting from raised awareness can reduce costs to business arising from injury related claims and staff absences.
  • Employer Benefits
    • Ability to review won performance in relation to health and safety.
    • Ability to gain recognition as a good employer.
    • Ability to promote their organisation in the local community.
  • Benefits to Organization carrying out placement for WBL
    • Better placed to meet their duty of care
    • Protecting and supporting the staff responsible for organising and accompanying the WBL process.
    • Satisfaction that trainees (students) will enjoy a safe and beneficial period on work experience.
  • Benefits to Organization carrying out placement for WBL
    • Ability to enhance the curriculum by linking health and safety issues.
    • Better placed to meet contractual obligations.
    • Satisfaction of providing successful placements.
    • Raising of profile as quality work experience provider.
  • Trainee Benefits
    • Ability to fully benefit from their time in work experience and avoid injury to self and others.
    • Learn vital skills to prevent risk of injury to self or others not only in the workplace but also in their social and private life.
    • Developing a positive outlook for Health and safety issues, and making it a habit.
    • Health comes first……..
    • Safety comes next……..
    • then follows rest.
    • “ How you train is more important than What you train”
    • THANKYOU