Violence at work
A guide for employers written by the HSE.
This document gives practical advice to help you find out if violence is a
problem for your employees, and if it is, how to tackle it. The advice is aimed
at employers, but should also interest employees and safety representatives.
B Part 10 Violence At Work By J Mc CannJames McCann
This document provides guidance for employers on addressing workplace violence. It defines workplace violence and outlines relevant health and safety laws. A four-stage process is presented for effectively managing violence: 1) assessing the problem, 2) deciding on actions, 3) taking action, and 4) reviewing results. Key recommendations include surveying employees, recording incidents, evaluating risks, providing training, improving environments, and supporting victims of violent incidents.
The document provides guidance on conducting a 5-step workplace risk assessment. It explains that a risk assessment identifies hazards, decides who may be harmed and how, evaluates risks and implements controls, records the findings, and reviews the assessment. The 5 steps include identifying hazards, identifying those at risk, evaluating risks and controls, recording the assessment, and reviewing it periodically. The guidance stresses that risk assessment should be a practical process to focus on significant hazards and control risks in a way that is reasonable and proportionate to the risk.
The document provides guidance on conducting a 5-step workplace risk assessment. It explains that a risk assessment identifies hazards, decides who may be harmed and how, evaluates risks and implements controls, records findings, and reviews the assessment. The 5 steps include identifying hazards, identifying those at risk, evaluating risks and controls, recording the assessment, and reviewing it periodically. The guidance stresses that risk assessment should be a practical process to focus on significant hazards and control risks in a way that is reasonable and proportionate to the risk.
All employers have a legal responsibility to manage health and safety in the workplace. This includes ensuring a risk assessment is completed to identify hazards and implement control measures.
Risk assessments must be carried out by a competent person with the necessary training, skills, experience and knowledge to identify hazards, determine the likelihood of harm, and decide on suitable controls.
The risk assessment process requires identifying potential hazards, evaluating the risks, recording the findings, and regularly reviewing and updating the assessment. Employers must provide instruction and information to employees so they understand the risks and can work safely.
This leaflet aims to help you assess health and safety risks in the workplace
Source : http://www.hse.gov.uk - Blog : http://rismandukhan.wordpress.com
A Risk Assessment is simply a careful examination of whatever, in your work or workplace, could cause harm to people, so that you can determine what precautions or controls are necessary to prevent harm.
In the present world of high Risk and unknown threats it is necessary for Security Manager to look for all Risk related to the site. His prime responsibility is to view the threat in all perspective and ensure preventive measure are in place with continual improvement. He should follow the PDCA cycle i.e.Plan ,do ,Check and Act on regular basis. The team should consult and discuss the total risk on regular interval with discussion on all issues related to security.this will ensure proper system in place to cater total security to personnel.
The document provides a 5-step process for conducting workplace risk assessments:
1. Identify hazards
2. Decide who may be harmed and how
3. Evaluate risks and existing precautions
4. Record findings and next steps
5. Review risk assessment periodically and after changes
It emphasizes that risk assessments should be simple, involve staff, and focus on significant risks. Precautions aim to eliminate hazards where possible and control risks that remain.
B Part 10 Violence At Work By J Mc CannJames McCann
This document provides guidance for employers on addressing workplace violence. It defines workplace violence and outlines relevant health and safety laws. A four-stage process is presented for effectively managing violence: 1) assessing the problem, 2) deciding on actions, 3) taking action, and 4) reviewing results. Key recommendations include surveying employees, recording incidents, evaluating risks, providing training, improving environments, and supporting victims of violent incidents.
The document provides guidance on conducting a 5-step workplace risk assessment. It explains that a risk assessment identifies hazards, decides who may be harmed and how, evaluates risks and implements controls, records the findings, and reviews the assessment. The 5 steps include identifying hazards, identifying those at risk, evaluating risks and controls, recording the assessment, and reviewing it periodically. The guidance stresses that risk assessment should be a practical process to focus on significant hazards and control risks in a way that is reasonable and proportionate to the risk.
The document provides guidance on conducting a 5-step workplace risk assessment. It explains that a risk assessment identifies hazards, decides who may be harmed and how, evaluates risks and implements controls, records findings, and reviews the assessment. The 5 steps include identifying hazards, identifying those at risk, evaluating risks and controls, recording the assessment, and reviewing it periodically. The guidance stresses that risk assessment should be a practical process to focus on significant hazards and control risks in a way that is reasonable and proportionate to the risk.
All employers have a legal responsibility to manage health and safety in the workplace. This includes ensuring a risk assessment is completed to identify hazards and implement control measures.
Risk assessments must be carried out by a competent person with the necessary training, skills, experience and knowledge to identify hazards, determine the likelihood of harm, and decide on suitable controls.
The risk assessment process requires identifying potential hazards, evaluating the risks, recording the findings, and regularly reviewing and updating the assessment. Employers must provide instruction and information to employees so they understand the risks and can work safely.
This leaflet aims to help you assess health and safety risks in the workplace
Source : http://www.hse.gov.uk - Blog : http://rismandukhan.wordpress.com
A Risk Assessment is simply a careful examination of whatever, in your work or workplace, could cause harm to people, so that you can determine what precautions or controls are necessary to prevent harm.
In the present world of high Risk and unknown threats it is necessary for Security Manager to look for all Risk related to the site. His prime responsibility is to view the threat in all perspective and ensure preventive measure are in place with continual improvement. He should follow the PDCA cycle i.e.Plan ,do ,Check and Act on regular basis. The team should consult and discuss the total risk on regular interval with discussion on all issues related to security.this will ensure proper system in place to cater total security to personnel.
The document provides a 5-step process for conducting workplace risk assessments:
1. Identify hazards
2. Decide who may be harmed and how
3. Evaluate risks and existing precautions
4. Record findings and next steps
5. Review risk assessment periodically and after changes
It emphasizes that risk assessments should be simple, involve staff, and focus on significant risks. Precautions aim to eliminate hazards where possible and control risks that remain.
This document provides an overview of the key elements needed to establish a strong safety program for a workplace. It outlines seven foundational activities for an effective safety program: 1) management leadership, 2) hazard anticipation and detection, 3) hazard prevention and control, 4) planning and evaluation, 5) administration and supervision, 6) safety and health training, and 7) employee participation. Specific actions are described for each foundational activity to integrate safety practices into daily business operations. Templates and forms are also included in the document to help implement aspects of the safety program such as investigating accidents and reporting hazards.
Practice Occupational Health and Safety Procedures.pptxRivenBarquilla
This document discusses occupational health and safety (OHS) procedures, including defining key terms like hazards, risks, and contingency measures. It explains that workplaces should implement OHS to ensure worker safety. Hazards are potential sources of harm, while risks are possibilities of being harmed from a hazard. Common steps to manage health and safety are hazard identification, risk assessment, and risk control. The document provides examples of hazards and appropriate contingency measures to include in OHS procedures.
This document discusses risk management in healthcare settings. It explains that risk management is important in hospitals and clinics to systematically identify and address risks from human error, poor organization, and unclear management that could harm patients, cost money, or cause loss of life. The document then outlines the 7 steps of the typical risk management process: 1) establish context 2) identify risks 3) analyze risks 4) evaluate risks 5) treat risks 6) monitor and review 7) communicate and consult. It provides examples of how different organizations use risk management and how to specifically assess and analyze risks.
The document provides guidance on how to conduct a risk assessment in five steps:
1) Identify hazards, 2) Decide who may be harmed, 3) Evaluate risks and precautions, 4) Record findings, and 5) Review assessment. Don't overcomplicate the process. Consider all workers, visitors, and contractors. Apply precautions like guarding, barriers, and PPE. Review assessments regularly for changes.
The goal of all safety departments is to prevent injury. Hands are the first thing that get exposed to potential injury. They should be the first thing that is on the minds of safety engineers and workers.
Safety engineers must be careful to select the proper gloves based on the job hazards. Improper selection could prove more dangerous than the actual hazard itself.
Health and safety training : A must for small businesses by Floyd Arthur (PPT)Floyd Arthur
Health and safety training is important for small businesses to avoid costs from lost productivity, higher insurance premiums, and lawsuits. Training should cover fire safety, first aid, injury prevention, and dealing with workplace violence. It does not need to be long but should address the main hazards of each workplace. Employers should designate a safety officer to organize training programs and ensure safety procedures and equipment are up to date.
Health and safety training : A must for small businesses by Floyd ArthurFloyd Arthur
The document discusses the importance of health and safety training for small businesses. It outlines several types of training that should be provided, including fire and emergency preparedness, injury prevention, basic life support/CPR, and preventing workplace violence. Providing such training can help reduce costs from lost productivity, lower worker's compensation premiums, and lawsuits. It stresses designating a safety officer to oversee the training program and ensuring all procedures and equipment are up to date.
This document provides guidelines for developing a workplace violence prevention program, including defining types of workplace violence, identifying risk factors, and recommending prevention and response measures. It discusses developing a violence prevention plan through hazard identification, control methods like training and policy changes, and establishing procedures for incident reporting. The goal is to help companies assess their policies and practices to reduce hazards and the potential for violent incidents.
The document provides guidance on identifying hazards, assessing risks, and controlling safety in the workplace. It discusses:
- The importance of identifying hazards, assessing associated risks, eliminating or controlling risks, and reviewing the risk assessment process.
- What constitutes a hazard, risk, and control. It also defines a risk assessment and explains the legal requirements for employers to conduct risk assessments and prepare a safety statement.
- The key components that must be included in a safety statement such as the identified hazards and risks, safety policies, emergency plans, roles and responsibilities, and review procedures.
SOCW 6520 WK 3 peer responses Respond to the blog post of th.docxrronald3
SOCW 6520 WK 3 peer responses
Respond to the blog post of three colleagues ( They have to be responded to separately) in one or more of the following ways:
Make a suggestion to your colleague's post.
Expand on your colleague's posting.
Intext citation and full references for each peer response after the response of each
Pe
er 1: Amber Hopf
A description of your personal safety plan for your field education experience
Approximately 85 percent of social workers experience aggression during their career and 30 percent experience assault (National Association of Social Workers Massachusetts Chapter, n.d.). Often times these individuals engage on the negative thoughts or beliefs regarding their social worker (Regehr & Glancy, 2010). For example, some clients may stalk social workers due to the relationship they developed inside their mind. While most cases the client does not wish to cause harm, it is still important for social workers to develop a safety plan. In this case the first step would be to set boundaries with clients to reduce these negative tendencies. This may consist of making sure clients do not have any personal information. However, setting boundaries may not always be a barrier to these behaviors. Therefore, social workers should also be aware of their surroundings. This would consist of being aware when leaving work to make sure no one is following. In addition, to prevent this from happening social workers should never walk alone after dark when leaving work. This is important as many mental health professionals are at a higher risk for stalking (Regehr & Glancy, 2010). Thus, social workers should have a set safety plan when working in the field. In my field agency, my plan is to set boundaries with clients to keep the relationship professional. Another plan is to make sure that I do not leave the agency alone or without telling someone that I am leaving. I will also be keeping an eye on my surrounding area rather than looking down at my phone.
On the other hand, creating and sticking to a safety plan helps professionals with decreasing the risk of burnout (National Association of Social Workers Massachusetts Chapter, n.d.). In fact, the risk of burnout can negatively impact a clinician’s mental health. In order to reduce my risk of burnout my personal safety plan is to make sure that I am not bringing my work home with me. In doing so, I am working on self-care so that I may return the following day in a better mindset to better provide services to clients. There are many ways that not taking care of oneself can negative influence a client seeking services. Thus, it is important that social workers engage in developing a safety plan to ensure not only themselves but their clients are safe and being taken care of.
An explanation of how your personal safety plan might differ from your agency safety plan during your field education experience
After looking over my agencies safety plan there are not many difference.
The document discusses guidelines for workplace safety inspections by the Occupational Safety and Health Administration (OSHA). It explains employers' responsibilities to comply with OSHA standards, cooperate with inspectors, correct any identified violations, and minimize unsafe acts by employees. The document also outlines common causes of workplace accidents and strategies for controlling workers' compensation costs, dealing with substance abuse and violence issues, and developing evacuation plans.
Risk assessment involves identifying hazards, analyzing associated risks, and determining appropriate controls. It is an important part of occupational health and safety management. The key steps are:
1) Identify hazards that could cause harm
2) Determine who may be affected and how
3) Evaluate risks and take action to reduce them, making a record of findings
4) Review risk assessments periodically to ensure safe practices are followed as work changes
The overall aim is to evaluate hazards and remove them or minimize risks through controls, creating a safer workplace by understanding what could happen and taking steps to prevent harm.
Michael Cosgrove from Workplace Laws discusses:
- Steps to prevent workplace bullying
- The process of dealing with workplace bullying after it occurs
- Legal frameworks, resources available for businesses and options for employees to have their workplace bullying issues dealt with effectively
Cover your workplace with LawPath's Workplace Policies Bundle: http://bit.ly/1AFe9VM
Understanding Employer Obligations Under Bill 168Enercare Inc.
This document provides information to employers about their obligations under Bill 168 to address workplace violence and harassment. It discusses conducting risk assessments to identify potential sources of violence. The summary is:
Bill 168 places new obligations on employers to proactively prevent workplace violence and harassment. Employers must conduct risk assessments, develop policies and programs, provide training, and review procedures annually. Risk assessments involve collecting information on previous incidents and input from employees to identify factors that could contribute to violence.
The following are a list of questions designed to specifically identify the most common causal factors of accidents or near-miss incidents in the general workplace. Each represents a controllable exposure employers should consider in their efforts to provide a safe and healthy work environment for their employees. Corrective actions should be implemented to prevent future reoccurrences of claims.
The document discusses the importance of conducting thorough accident investigations and root cause analyses. Legal regulations require employers to investigate accidents to plan corrective actions, demonstrate a positive safety culture to courts, and provide information to insurers. A full investigation identifies immediate causes and underlying root causes through methods like fishbone diagrams. The goal is to learn lessons, implement risk controls, and prevent recurrences, rather than attribute blame. A safety-focused culture is needed to ensure employees' cooperation with investigations.
This document provides guidelines for developing a workplace violence prevention program, including defining workplace violence, recognizing risk factors, and outlining key elements of an effective program. It recommends conducting a risk assessment, implementing engineering and administrative controls, establishing an incident reporting system, providing education and training to all employees, and regularly evaluating the program. The goal is to help organizations reduce hazards and prevent workplace violence.
The document discusses requirements for implementing risk assessment and safety and security protocols for businesses in the Philippines. It outlines relevant legislation and regulations from the Philippine government and international organizations. It also describes policies and procedures that businesses should establish regarding occupational safety, emergency response, personal protective equipment, training, and contingency planning to comply with requirements and support workplace safety.
This document provides an overview of health and safety in the workplace. It discusses why health and safety is important, highlighting hazards, costs of failures, and underlying principles. It outlines key aspects of managing health and safety such as having a system in place, identifying hazards, assessing risks, implementing control measures, and working together with employees. The document concludes with a case study about how Nestle reduced workplace accidents through early risk assessments in equipment and process design.
This document provides guidance on protecting lone workers and managing the risks of working alone. It defines lone workers as those who work by themselves without close supervision. As an employer, you are responsible for lone worker health and safety. You should assess risks, provide training and support, and have emergency procedures in place. Communication and monitoring are important to keep in touch with lone workers and respond to any incidents. Lone workers also have responsibilities to take care of their own safety and cooperate with employers' health and safety procedures.
This document provides an overview of trade finance in the UK. It begins with forewords and then discusses the current climate for trade, including the impacts of COVID-19, Brexit, and the Russia-Ukraine conflict. It defines trade finance and the main products covered, including letters of credit, bonds, and guarantees. It introduces the trade cycle and how trade finance helps manage financing gaps. It outlines various types of trade finance products and introduces support from UK Export Finance (UKEF), including buyer finance, exporter guarantees, and export insurance. The document concludes with UK case studies and a glossary of terms.
Making the best use of
lifting and handling aids.
Frequent and heavy lifting and handling can cause back injuries. But using lifting
and handling aids can remove or reduce that risk and keep workers healthy and
at work.
This HSE guidance is intended for managers, employees and their representatives and
others involved in the selection of lifting and handling aids
This document provides an overview of the key elements needed to establish a strong safety program for a workplace. It outlines seven foundational activities for an effective safety program: 1) management leadership, 2) hazard anticipation and detection, 3) hazard prevention and control, 4) planning and evaluation, 5) administration and supervision, 6) safety and health training, and 7) employee participation. Specific actions are described for each foundational activity to integrate safety practices into daily business operations. Templates and forms are also included in the document to help implement aspects of the safety program such as investigating accidents and reporting hazards.
Practice Occupational Health and Safety Procedures.pptxRivenBarquilla
This document discusses occupational health and safety (OHS) procedures, including defining key terms like hazards, risks, and contingency measures. It explains that workplaces should implement OHS to ensure worker safety. Hazards are potential sources of harm, while risks are possibilities of being harmed from a hazard. Common steps to manage health and safety are hazard identification, risk assessment, and risk control. The document provides examples of hazards and appropriate contingency measures to include in OHS procedures.
This document discusses risk management in healthcare settings. It explains that risk management is important in hospitals and clinics to systematically identify and address risks from human error, poor organization, and unclear management that could harm patients, cost money, or cause loss of life. The document then outlines the 7 steps of the typical risk management process: 1) establish context 2) identify risks 3) analyze risks 4) evaluate risks 5) treat risks 6) monitor and review 7) communicate and consult. It provides examples of how different organizations use risk management and how to specifically assess and analyze risks.
The document provides guidance on how to conduct a risk assessment in five steps:
1) Identify hazards, 2) Decide who may be harmed, 3) Evaluate risks and precautions, 4) Record findings, and 5) Review assessment. Don't overcomplicate the process. Consider all workers, visitors, and contractors. Apply precautions like guarding, barriers, and PPE. Review assessments regularly for changes.
The goal of all safety departments is to prevent injury. Hands are the first thing that get exposed to potential injury. They should be the first thing that is on the minds of safety engineers and workers.
Safety engineers must be careful to select the proper gloves based on the job hazards. Improper selection could prove more dangerous than the actual hazard itself.
Health and safety training : A must for small businesses by Floyd Arthur (PPT)Floyd Arthur
Health and safety training is important for small businesses to avoid costs from lost productivity, higher insurance premiums, and lawsuits. Training should cover fire safety, first aid, injury prevention, and dealing with workplace violence. It does not need to be long but should address the main hazards of each workplace. Employers should designate a safety officer to organize training programs and ensure safety procedures and equipment are up to date.
Health and safety training : A must for small businesses by Floyd ArthurFloyd Arthur
The document discusses the importance of health and safety training for small businesses. It outlines several types of training that should be provided, including fire and emergency preparedness, injury prevention, basic life support/CPR, and preventing workplace violence. Providing such training can help reduce costs from lost productivity, lower worker's compensation premiums, and lawsuits. It stresses designating a safety officer to oversee the training program and ensuring all procedures and equipment are up to date.
This document provides guidelines for developing a workplace violence prevention program, including defining types of workplace violence, identifying risk factors, and recommending prevention and response measures. It discusses developing a violence prevention plan through hazard identification, control methods like training and policy changes, and establishing procedures for incident reporting. The goal is to help companies assess their policies and practices to reduce hazards and the potential for violent incidents.
The document provides guidance on identifying hazards, assessing risks, and controlling safety in the workplace. It discusses:
- The importance of identifying hazards, assessing associated risks, eliminating or controlling risks, and reviewing the risk assessment process.
- What constitutes a hazard, risk, and control. It also defines a risk assessment and explains the legal requirements for employers to conduct risk assessments and prepare a safety statement.
- The key components that must be included in a safety statement such as the identified hazards and risks, safety policies, emergency plans, roles and responsibilities, and review procedures.
SOCW 6520 WK 3 peer responses Respond to the blog post of th.docxrronald3
SOCW 6520 WK 3 peer responses
Respond to the blog post of three colleagues ( They have to be responded to separately) in one or more of the following ways:
Make a suggestion to your colleague's post.
Expand on your colleague's posting.
Intext citation and full references for each peer response after the response of each
Pe
er 1: Amber Hopf
A description of your personal safety plan for your field education experience
Approximately 85 percent of social workers experience aggression during their career and 30 percent experience assault (National Association of Social Workers Massachusetts Chapter, n.d.). Often times these individuals engage on the negative thoughts or beliefs regarding their social worker (Regehr & Glancy, 2010). For example, some clients may stalk social workers due to the relationship they developed inside their mind. While most cases the client does not wish to cause harm, it is still important for social workers to develop a safety plan. In this case the first step would be to set boundaries with clients to reduce these negative tendencies. This may consist of making sure clients do not have any personal information. However, setting boundaries may not always be a barrier to these behaviors. Therefore, social workers should also be aware of their surroundings. This would consist of being aware when leaving work to make sure no one is following. In addition, to prevent this from happening social workers should never walk alone after dark when leaving work. This is important as many mental health professionals are at a higher risk for stalking (Regehr & Glancy, 2010). Thus, social workers should have a set safety plan when working in the field. In my field agency, my plan is to set boundaries with clients to keep the relationship professional. Another plan is to make sure that I do not leave the agency alone or without telling someone that I am leaving. I will also be keeping an eye on my surrounding area rather than looking down at my phone.
On the other hand, creating and sticking to a safety plan helps professionals with decreasing the risk of burnout (National Association of Social Workers Massachusetts Chapter, n.d.). In fact, the risk of burnout can negatively impact a clinician’s mental health. In order to reduce my risk of burnout my personal safety plan is to make sure that I am not bringing my work home with me. In doing so, I am working on self-care so that I may return the following day in a better mindset to better provide services to clients. There are many ways that not taking care of oneself can negative influence a client seeking services. Thus, it is important that social workers engage in developing a safety plan to ensure not only themselves but their clients are safe and being taken care of.
An explanation of how your personal safety plan might differ from your agency safety plan during your field education experience
After looking over my agencies safety plan there are not many difference.
The document discusses guidelines for workplace safety inspections by the Occupational Safety and Health Administration (OSHA). It explains employers' responsibilities to comply with OSHA standards, cooperate with inspectors, correct any identified violations, and minimize unsafe acts by employees. The document also outlines common causes of workplace accidents and strategies for controlling workers' compensation costs, dealing with substance abuse and violence issues, and developing evacuation plans.
Risk assessment involves identifying hazards, analyzing associated risks, and determining appropriate controls. It is an important part of occupational health and safety management. The key steps are:
1) Identify hazards that could cause harm
2) Determine who may be affected and how
3) Evaluate risks and take action to reduce them, making a record of findings
4) Review risk assessments periodically to ensure safe practices are followed as work changes
The overall aim is to evaluate hazards and remove them or minimize risks through controls, creating a safer workplace by understanding what could happen and taking steps to prevent harm.
Michael Cosgrove from Workplace Laws discusses:
- Steps to prevent workplace bullying
- The process of dealing with workplace bullying after it occurs
- Legal frameworks, resources available for businesses and options for employees to have their workplace bullying issues dealt with effectively
Cover your workplace with LawPath's Workplace Policies Bundle: http://bit.ly/1AFe9VM
Understanding Employer Obligations Under Bill 168Enercare Inc.
This document provides information to employers about their obligations under Bill 168 to address workplace violence and harassment. It discusses conducting risk assessments to identify potential sources of violence. The summary is:
Bill 168 places new obligations on employers to proactively prevent workplace violence and harassment. Employers must conduct risk assessments, develop policies and programs, provide training, and review procedures annually. Risk assessments involve collecting information on previous incidents and input from employees to identify factors that could contribute to violence.
The following are a list of questions designed to specifically identify the most common causal factors of accidents or near-miss incidents in the general workplace. Each represents a controllable exposure employers should consider in their efforts to provide a safe and healthy work environment for their employees. Corrective actions should be implemented to prevent future reoccurrences of claims.
The document discusses the importance of conducting thorough accident investigations and root cause analyses. Legal regulations require employers to investigate accidents to plan corrective actions, demonstrate a positive safety culture to courts, and provide information to insurers. A full investigation identifies immediate causes and underlying root causes through methods like fishbone diagrams. The goal is to learn lessons, implement risk controls, and prevent recurrences, rather than attribute blame. A safety-focused culture is needed to ensure employees' cooperation with investigations.
This document provides guidelines for developing a workplace violence prevention program, including defining workplace violence, recognizing risk factors, and outlining key elements of an effective program. It recommends conducting a risk assessment, implementing engineering and administrative controls, establishing an incident reporting system, providing education and training to all employees, and regularly evaluating the program. The goal is to help organizations reduce hazards and prevent workplace violence.
The document discusses requirements for implementing risk assessment and safety and security protocols for businesses in the Philippines. It outlines relevant legislation and regulations from the Philippine government and international organizations. It also describes policies and procedures that businesses should establish regarding occupational safety, emergency response, personal protective equipment, training, and contingency planning to comply with requirements and support workplace safety.
This document provides an overview of health and safety in the workplace. It discusses why health and safety is important, highlighting hazards, costs of failures, and underlying principles. It outlines key aspects of managing health and safety such as having a system in place, identifying hazards, assessing risks, implementing control measures, and working together with employees. The document concludes with a case study about how Nestle reduced workplace accidents through early risk assessments in equipment and process design.
This document provides guidance on protecting lone workers and managing the risks of working alone. It defines lone workers as those who work by themselves without close supervision. As an employer, you are responsible for lone worker health and safety. You should assess risks, provide training and support, and have emergency procedures in place. Communication and monitoring are important to keep in touch with lone workers and respond to any incidents. Lone workers also have responsibilities to take care of their own safety and cooperate with employers' health and safety procedures.
This document provides an overview of trade finance in the UK. It begins with forewords and then discusses the current climate for trade, including the impacts of COVID-19, Brexit, and the Russia-Ukraine conflict. It defines trade finance and the main products covered, including letters of credit, bonds, and guarantees. It introduces the trade cycle and how trade finance helps manage financing gaps. It outlines various types of trade finance products and introduces support from UK Export Finance (UKEF), including buyer finance, exporter guarantees, and export insurance. The document concludes with UK case studies and a glossary of terms.
Making the best use of
lifting and handling aids.
Frequent and heavy lifting and handling can cause back injuries. But using lifting
and handling aids can remove or reduce that risk and keep workers healthy and
at work.
This HSE guidance is intended for managers, employees and their representatives and
others involved in the selection of lifting and handling aids
Business Plan Template from Princes Trust for small businesses.
A business plan will help you turn an idea into a business.
It needs you to think through all the parts of your business to
plan how everything will work. It will take a few weeks to write
if you’re going to do it properly. Some parts will be easier to
complete than others.
This document provides an overview of the Sanctions and Anti-Money Laundering Act 2018 in the United Kingdom. Key points include:
- The Act enables sanctions to be imposed for compliance with UN obligations, other international obligations, or for purposes related to terrorism, national security, foreign policy, and human rights.
- Sanctions can include financial sanctions, immigration sanctions, trade sanctions, aircraft sanctions, and shipping sanctions. Designated persons and entities are also outlined.
- The Act provides for periodic review of designations and specifications, as well as court review processes. It also describes regulations and enforcement measures.
- Additional requirements are defined for imposing sanctions for discretionary purposes rather than obligations.
This document provides guidance to employers on complying with health and safety regulations regarding display screen equipment (DSE) such as computers and laptops. It outlines the key responsibilities of employers, including analyzing workstations, ensuring proper controls are in place, providing training and information to employees, and providing eye tests and corrective lenses if needed. It also describes how to properly set up workstations and organize work to reduce health risks associated with prolonged DSE use such as fatigue, eye strain and back pain. Employers must consult with employees and involve them in health and safety decisions regarding DSE use.
This document provides guidance on the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR) in the UK, which requires employers to report and keep records of work-related accidents, injuries, diseases and dangerous occurrences. It outlines the main changes and reporting requirements under RIDDOR, including what types of injuries, diseases and incidents must be reported. These include deaths, specified injuries like fractures and amputations, injuries that lead to workers being absent for more than seven days, and certain occupational diseases. It also describes exemptions to reporting and how to make reports online or by phone.
The document provides guidance for small businesses to improve their cyber security through affordable and practical advice. It recommends implementing training and awareness actions for staff, technical actions to protect devices and networks, and creating cyber security policies. Key actions include ensuring software updates, enabling encryption, conducting backups, using strong passwords, and staying informed of the latest cyber threats. Following these actions can significantly reduce the risks of a cyber attack.
This document provides a summary of 5 topics to help small businesses improve their cyber security:
1) Backing up data regularly and storing backups separately can help businesses recover from ransomware attacks and other incidents.
2) Following tips to protect against malware like installing antivirus software, updating devices regularly, and controlling USB usage can help prevent common cyber attacks.
3) Securing smartphones and tablets used for business with passwords, remote tracking/wiping tools, and keeping devices updated is important as they store more data outside the office.
4) Using strong, unique passwords and multi-factor authentication helps protect accounts and data from phishing and hacking attempts.
5) The guidance is provided by the National Cyber
This guidance is intended to help accountants comply with UK anti-money laundering legislation by preventing, recognizing, and reporting money laundering. It covers the responsibilities and obligations of accountants, including conducting risk assessments, implementing customer due diligence procedures, reporting suspicious activity, record keeping, and training employees. The guidance aims to ensure compliance with relevant UK laws and regulations related to anti-money laundering and counter-terrorist financing.
Explore the key differences between silicone sponge rubber and foam rubber in this comprehensive presentation. Learn about their unique properties, manufacturing processes, and applications across various industries. Discover how each material performs in terms of temperature resistance, chemical resistance, and cost-effectiveness. Gain insights from real-world case studies and make informed decisions for your projects.
1. 10/96
Health and Safety
Executive
Violence at work
A guide for employers
AT W O R K
a guide for employers
This is a web-friendly
version of leaflet
INDG69(rev), revised
People who deal directly with the public may face aggressive or violent
behaviour. They may be sworn at, threatened or even attacked.
This document gives practical advice to help you find out if violence is a
problem for your employees, and if it is, how to tackle it. The advice is aimed
at employers, but should also interest employees and safety representatives.
Violence is ...
The Health and Safety Executive’s definition of work-related violence is:
‘any incident in which a person is abused, threatened or assaulted in
circumstances relating to their work’.
Verbal abuse and threats are the most common types of incident. Physical attacks
are comparatively rare.
Who is at risk?
Employees whose job requires them to deal with the public can be at risk from
violence. Most at risk are those who are engaged in:
■ giving a service
■ caring
■ education
■ cash transactions
■ delivery/collection
■ controlling
■ representing authority
Is it my concern?
Both employer and employees have an interest in reducing violence at work. For
employers, violence can lead to poor morale and a poor image for the
organisation, making it difficult to recruit and keep staff. It can also mean extra
cost, with absenteeism, higher insurance premiums and compensation payments.
For employees, violence can cause pain, distress and even disability or death.
Physical attacks are obviously dangerous but serious or persistent verbal abuse or
threats can also damage employees’ health through anxiety or stress.
1 of 7 pages
2. Health and Safety
Executive
What the law requires
There are five main pieces of health and safety law which are relevant to violence at
work. These are:
■ The Health and Safety at Work etc Act 1974 (HSW Act)
Employers have a legal duty under this Act to ensure, so far as is reasonably
practicable, the health, safety and welfare at work of their employees.
■ The Management of Health and Safety at Work Regulations 1999
Employers must assess the risks to employees and make arrangements for
their health and safety by effective:
- planning;
- organisation;
- control;
- monitoring and review.
The risks covered should, where appropriate, include the need to protect
employees from exposure to reasonably foreseeable violence.
■ The Reporting of Injuries, Diseases and Dangerous Occurrences
Regulations 1995 (RIDDOR)
Employers must notify their enforcing authority in the event of an accident at
work to any employee resulting in death, major injury or incapacity for normal
work for three or more consecutive days. This includes any act of non-
consensual physical violence done to a person at work.
■ Safety Representatives and Safety Committees Regulations 1977 (a) and
The Health and Safety (Consultation with Employees) Regulations 1996 (b)
Employers must inform, and consult with, employees in good time on matters
relating to their health and safety. Employee representatives, either appointed
by recognised trade unions under (a) or elected under (b) may make
representations to their employer on matters affecting the health and safety of
those they represent.
Effective management of violence
A straightforward four stage management process is set out below and is
further described on pages 2-5 and in Health risk management (see ‘Where
can I get further information?’ for details).
Stage 1 Finding out if you have a problem
Stage 2 Deciding what action to take
Stage 3 Take action
Stage 4 Check what you have done
It is important to remember that these four stages are not a one-off set of actions.
If stage 4 shows there is still a problem then the process should be repeated again.
Stages 1 and 2 are completed by carrying out a risk assessment.
Stage 1 Finding out if you have a problem
The first step in risk assessment is to identify the hazard. You may think violence is
not a problem at your workplace or that incidents are rare. However, your
employees’ view may be very different.
A major petrol company was not aware of the size of the problem faced
daily by forecourt employees, until it sought their views during a series of
meetings. Filling station employees believed strongly that increased
customer violence was the most serious threat to their personal health
and safety.
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3. Health and Safety
Executive
Ask your staff - do this informally through managers, supervisors and safety
representatives or use a short questionnaire to find out whether your employees
ever feel threatened. Tell them the results of your survey so they realise that you
recognise the problem.
Keep detailed records - it is a good idea to record incidents, including verbal
abuse and threats. You may find it useful to record the following information:
■ an account of what happened;
■ details of the victim(s), the assailant(s) and any witnesses;
■ the outcome, including working time lost to both the individual(s) affected and
to the organisation as a whole;
■ the details of the location of the incident.
For a variety of reasons some employees may be reluctant to report incidents of
aggressive behaviour which make them feel threatened or worried. They may for
instance feel that accepting abuse is part of the job. You will need a record of all
incidents to enable you to build up a complete picture of the problem. Encourage
employees to report incidents promptly and fully and let them know that this is
what you expect.
Classify all incidents - use headings such as place, time, type of incident,
potential severity, who was involved and possible causes. It is important that you
examine each incident report to establish whether there could have been a more
serious outcome. Here is an example of a simple classification to help you decide
how serious incidents are:
■ fatal injury;
■ major injury;
■ injury or emotional shock requiring first aid, out-patient treatment, counselling,
absence from work (record number of days);
■ feeling of being at risk or distressed.
It should be easy to classify ‘major injuries’ but you will have to decide how to
classify ‘serious or persistent verbal abuse’ for your organisation, so as to cover all
incidents that worry staff.
You can use the details from your incident records along with the classifications to
check for patterns. Look for common causes, areas or times. The steps you take
can then be targeted where they are needed most.
A survey by a trade union after 12 separate shop robberies found that each
incident occurred between 5 and 7 o’clock in the evening. This finding could
have useful security lessons for late night opening of stores and shops.
Try to predict what might happen - do not restrict your assessment to incidents
which have already affected your own employees. There may be a known pattern
of violence linked to certain work situations. Trade and professional organisations
and trade unions may be able to provide useful information on this. Articles in the
local, national and technical press might also alert you to relevant incidents and
potential problem areas.
Stage 2 Deciding what action to take
Having found out that violence could be a problem for your employees you need to
decide what needs to be done. Continue the risk assessment by taking the
following steps to help you decide what action you need to take.
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4. Health and Safety
Executive
Decide who might be harmed, and how
Identify which employees are at risk - those who have face-to-face contact with the
public are normally the most vulnerable. Where appropriate, identify potentially
violent people in advance so that the risks from them can be minimised.
Evaluate the risk
Check existing arrangements, are the precautions already in place adequate or
should more be done? Remember it is usually a combination of factors that give
rise to violence. Factors which you can influence include:
■ the level of training and information provided;
■ the environment;
■ the design of the job.
Consider the way these factors work together to influence the risk of violence.
Examples of preventive measures are listed at the bottom of this page.
Training and information
Train your employees so that they can spot the early signs of aggression and either
avoid it or cope with it. Make sure they fully understand any system you have set
up for their protection.
Provide employees with any information they might need to identify clients with a
history of violence or to anticipate factors which might make violence more likely.
The environment
Provide better seating, decor, lighting in public waiting rooms and more regular
information about delays.
Consider physical security measures such as:
■ video cameras or alarm systems;
■ coded security locks on doors to keep the public out of staff areas;
■ wider counters and raised floors on the staff side of the counter to give staff
more protection.
The design of the job
Use cheques, credit cards or tokens instead of cash to make robbery less
attractive.
Bank money more frequently and vary the route taken to reduce the risk of robbery.
Check the credentials of clients and the place and arrangements for any meetings
away from the workplace.
Arrange for staff to be accompanied by a colleague if they have to meet a
suspected aggressor at their home or at a remote location.
Make arrangements for employees who work away from their base to keep in
touch.
Maintain numbers of staff at the workplace to avoid a lone worker situation
developing.
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5. Health and Safety
Executive
The threat of violence does not stop when the work period has ended. It is good
practice to make sure that employees can get home safely. For example where
employees are required to work late, employers might help by arranging transport
home or by ensuring a safe parking area is available.
Employees are likely to be more committed to the measures if they help to design
them and put them into practice. A mix of measures often works best.
Concentrating on just one aspect of the problem may make things worse in
another. Try to take an overall view and balance the risks to your employees
against any possible reaction of the public. Remember that an atmosphere that
suggests employees are worried about violence can sometimes increase its
likelihood.
In one housing department it was found that protective screens made it
difficult for staff and the public to speak to each other. This caused tension
on both sides. Management and safety representatives agreed a package of
measures including taking screens down, providing more comfortable waiting
areas and better information on waiting lists and delays. This package of
measures reduced tension and violent incidents.
Record your findings
Keep a record of the significant findings of your assessment. The record should
provide a working document for both managers and employees.
Review and revise your assessment
Regularly check that your assessment is a true reflection of your current work
situation. Be prepared to add further measures or change existing measures where
these are not working. This is particularly important where the job changes. If a
violent incident occurs, look back at your assessment, evaluate it and make any
necessary changes.
Stage 3 Take action
Your policy for dealing with violence may be written into your health and safety
policy statement, so that all employees are aware of it. This will help your
employees to co-operate with you, follow procedures properly and report any
further incidents.
Stage 4 Check what you have done
Check on a regular basis how well your arrangements are working, consulting
employees or their representatives as you do so. Consider setting up joint
management and safety representative committees to do this. Keep records of
incidents and examine them regularly; they will show what progress you are making
and if the problem is changing. If your measures are working well, keep them up.
If violence is still a problem, try something else. Go back to Stages 1 and 2 and
identify other preventive measures that could work.
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6. Health and Safety
Executive
What about the victims?
If there is a violent incident involving your workforce you will need to respond
quickly to avoid any long-term distress to employees. It is essential to plan how
you are going to provide them with support, before any incidents. You may want to
consider the following:
■ debriefing
- victims will need to talk through their experience as soon as possible after the
event. Remember that verbal abuse can be just as upsetting as a physical
attack;
■ time off work
- individuals will react differently and may need differing amounts of time to
recover. In some circumstances they might need specialist counselling;
■ legal help
- in serious cases legal help may be appropriate;
■ other employees
- may need guidance and/or training to help them to react appropriately.
The Home Office leaflet Victims of crime gives more useful advice if one of your
employees suffers an injury, loss or damage from a crime, including how to apply
for compensation. It should be available from libraries, police stations, Citizens
Advice Bureaux and victim support schemes.
Further help may be available from victim support schemes that operate in many
areas. Your local police station can direct you to your nearest one. Alternatively you
can contact them yourself at the addresses below:
In England and Wales:
Victim Support
National Office
Cranmer House
39 Brixton Road
London SW9 6DZ
Tel: 020 7735 9166
www.victimsupport.org
In Scotland:
Victim Support Scotland
15/23 Hardwell Close
Edinburgh EH8 9RX
Tel: 0131 668 4486
Fax: 0131 662 5400
E-mail: info@victimsupportsco.demon.co.uk
www.victimsupportsco.demon.co.uk
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