This document provides an overview of workplace health promotion (WHP) in small and medium enterprises (SMEs) across 19 European countries. It analyzes general economic and health conditions, current regulations and procedures, and factors that inhibit or promote WHP practices in SMEs. SMEs make up over 99% of companies and employ 77 million people in Europe. However, they have fewer resources for formal OHS programs due to their small size and independent nature. Labor inspections focus on large companies due to limited resources. OHS services and employee representation are also less common in small enterprises.
Tot & pilot project program presentation 300507Alberto Mico
This document outlines an upcoming training program on occupational health and safety (OHS) and industrial relations for the ready-made garments sector in Bangladesh. The 3-day training will include presentations from various groups, exercises to learn different roles in OHS, and visits to 4 garment factories where participants will evaluate OHS conditions and create corrective action plans. The goals are to train participants to monitor OHS in factories and promote cooperation between factories and regulators to improve compliance.
Almm monitoring and evaluation tools draft[1]acm sir revisedAlberto Mico
This document outlines the key aspects of monitoring and evaluating Active Labor Market Measures (ALMM) projects. It discusses the types of information needed for monitoring, including inputs, progress, results, impacts, and management. Performance is monitored at both the impact and process levels. Key monitoring documents include quarterly reports on metrics, finances, participants, and post-program employment statuses. Evaluation examines outcomes like impacts and costs, as well as the process of program delivery and management. Evaluations should be conducted by independent internal or external parties, and include both quantitative and qualitative analyses. The goal is to assess progress, beneficiaries, impacts, efficiency, and make recommendations for improvements.
Supported employment aims to help people with disabilities find and retain paid jobs in the open labor market. It emphasizes real jobs with regular salaries and benefits, rather than focusing solely on training. The process involves 5 stages: engagement and vocational profiling; job finding; employer engagement; and on/off-the-job support that gradually fades. Supported employment is individualized and aims to empower people with disabilities by respecting their autonomy, choices, and confidentiality.
2.1 ap lm pwd typical structure content pppAlberto Mico
The document outlines the typical structure and contents of an Action Plan for integrating persons with disabilities into the labor market in Croatia. It recommends that the Action Plan focus on key issues like education, transportation, accessibility, and active labor market measures. The suggested structure includes an introduction, statistics, objectives, proposed measures and activities organized by thematic axis, coordination details, an evaluation plan, and annexes. The goal is for the Action Plan to define clear responsibilities, timelines, indicators and funding to effectively promote the inclusion of persons with disabilities.
The document provides guidance for companies to effectively include persons with disabilities in the labor market. It recommends that companies set concrete employment and promotion targets for people with disabilities at all levels. It also advises ensuring recruitment, training, and selection processes are accessible and do not discriminate. Companies should make reasonable accommodations for employees who acquire disabilities and establish mechanisms to prevent and address discrimination.
This document discusses youth employment and rural development policies in Europe and Spain. It provides statistics on high youth unemployment rates across Europe, particularly in Spain and rural areas. It outlines challenges in promoting youth and rural employment, including lack of skills, education, and job opportunities. The document then describes the policy framework in Spain and Europe, including programs to support training, entrepreneurship, recruitment incentives, and local development agents. It discusses the EU rural development policy and Leader program, which aim to foster economic growth, skills, and local partnerships.
This document outlines a project to support Turkey's Directorate General for Occupational Health and Safety (DGOHS) and its Occupational Health and Safety Centre (ISGUM) funded by the European Commission. The project aims to align Turkey's occupational health and safety standards with the EU and improve implementation. It will focus on capacity building, promotion, and increasing laboratory capacities over 20 months. A consortium led by BALKAN INSTITUTE and including ANKON was selected to implement the project in three components: institutional capacity building, promotion, and laboratories.
Tot & pilot project program presentation 300507Alberto Mico
This document outlines an upcoming training program on occupational health and safety (OHS) and industrial relations for the ready-made garments sector in Bangladesh. The 3-day training will include presentations from various groups, exercises to learn different roles in OHS, and visits to 4 garment factories where participants will evaluate OHS conditions and create corrective action plans. The goals are to train participants to monitor OHS in factories and promote cooperation between factories and regulators to improve compliance.
Almm monitoring and evaluation tools draft[1]acm sir revisedAlberto Mico
This document outlines the key aspects of monitoring and evaluating Active Labor Market Measures (ALMM) projects. It discusses the types of information needed for monitoring, including inputs, progress, results, impacts, and management. Performance is monitored at both the impact and process levels. Key monitoring documents include quarterly reports on metrics, finances, participants, and post-program employment statuses. Evaluation examines outcomes like impacts and costs, as well as the process of program delivery and management. Evaluations should be conducted by independent internal or external parties, and include both quantitative and qualitative analyses. The goal is to assess progress, beneficiaries, impacts, efficiency, and make recommendations for improvements.
Supported employment aims to help people with disabilities find and retain paid jobs in the open labor market. It emphasizes real jobs with regular salaries and benefits, rather than focusing solely on training. The process involves 5 stages: engagement and vocational profiling; job finding; employer engagement; and on/off-the-job support that gradually fades. Supported employment is individualized and aims to empower people with disabilities by respecting their autonomy, choices, and confidentiality.
2.1 ap lm pwd typical structure content pppAlberto Mico
The document outlines the typical structure and contents of an Action Plan for integrating persons with disabilities into the labor market in Croatia. It recommends that the Action Plan focus on key issues like education, transportation, accessibility, and active labor market measures. The suggested structure includes an introduction, statistics, objectives, proposed measures and activities organized by thematic axis, coordination details, an evaluation plan, and annexes. The goal is for the Action Plan to define clear responsibilities, timelines, indicators and funding to effectively promote the inclusion of persons with disabilities.
The document provides guidance for companies to effectively include persons with disabilities in the labor market. It recommends that companies set concrete employment and promotion targets for people with disabilities at all levels. It also advises ensuring recruitment, training, and selection processes are accessible and do not discriminate. Companies should make reasonable accommodations for employees who acquire disabilities and establish mechanisms to prevent and address discrimination.
This document discusses youth employment and rural development policies in Europe and Spain. It provides statistics on high youth unemployment rates across Europe, particularly in Spain and rural areas. It outlines challenges in promoting youth and rural employment, including lack of skills, education, and job opportunities. The document then describes the policy framework in Spain and Europe, including programs to support training, entrepreneurship, recruitment incentives, and local development agents. It discusses the EU rural development policy and Leader program, which aim to foster economic growth, skills, and local partnerships.
This document outlines a project to support Turkey's Directorate General for Occupational Health and Safety (DGOHS) and its Occupational Health and Safety Centre (ISGUM) funded by the European Commission. The project aims to align Turkey's occupational health and safety standards with the EU and improve implementation. It will focus on capacity building, promotion, and increasing laboratory capacities over 20 months. A consortium led by BALKAN INSTITUTE and including ANKON was selected to implement the project in three components: institutional capacity building, promotion, and laboratories.
European network for workplace health promotion presentationAlberto Mico
This document provides an overview of workplace health promotion (WHP) in small and medium enterprises (SMEs) across 19 European countries. It finds that while SMEs make up the vast majority of businesses, they face challenges in implementing WHP due to limited resources and a perception that regulations hinder autonomy. The document analyzes economic conditions, current policies and structures, and makes recommendations to improve WHP in SMEs through awareness campaigns, infrastructure development, and tailored preventive services.
This document discusses the importance of health and safety for businesses. It notes that while health and safety practices can seem like bureaucracy, they are important for moral, legal, and economic reasons. Not following proper health and safety procedures can result in accidents, fines, lawsuits, lost productivity, and even criminal charges for directors. The document emphasizes that establishing strong health and safety systems, conducting risk assessments, providing training to employees, and working with insurers can help businesses operate safely and reduce costs from injuries over the long run. It also presents a case study of a company that was able to lower insurance premiums and claims expenses significantly by improving its health and safety culture and practices.
The document discusses health and safety policies and legal requirements for organizations. It notes that many organizations may not be aware of their duty of care obligations or legal requirements for health and safety. Employers have a duty to implement a written health and safety policy and ensure risks are assessed with control measures in place. While ideally organizations hire a full-time, qualified health and safety manager, interim health and safety practitioners can also help ensure policies are updated, staff are trained, and legal compliance is maintained.
PECB Webinar: Environment, Health and Safety for any organization. What you n...PECB
The webinar covers:
• Are you truly finding and adhering to every legal and other requirement for your organization through proper site and job related assessments?
• Are you complying with other documented requirements?
• Is your EHS framework being implemented effectively?
Presenter:
This live webinar was presented by Jason Teliszczak, CEO of JT Environmental Consulting, who is also a PECB Certified Trainer.
Link of the recorded session published on YouTube: https://youtu.be/ITAoX4eS7Ts
The document provides information on the Department of Occupational Safety and Health (DOSH) in Malaysia. It outlines DOSH's vision, mission, and objectives to prevent industrial accidents and occupational diseases. It describes DOSH's roles in standard setting, enforcement, and promotion of occupational safety and health. Key acts and regulations governing occupational safety are mentioned. The organization structure and national tripartite framework involving government, employers, and trade unions to promote occupational safety and health are summarized. Targets and strategies of the National Plan of Safety and Health are highlighted.
Leading health and safety at work - Leadership actiontthuynhcp
This document provides guidance for directors and board members on leading health and safety effectively within their organizations. It outlines essential principles of strong leadership from the top, worker involvement, and ongoing assessment and review of health and safety risks. The guidance recommends a four-point agenda for boards to follow: 1) plan the direction for health and safety by establishing a policy; 2) deliver health and safety by ensuring effective management systems; 3) check risks are well managed by monitoring performance; and 4) act to improve health and safety where necessary. Following this guidance can help organizations meet their legal health and safety obligations and reduce costs from accidents and injuries.
International marketing involves planning and conducting transactions across national borders to satisfy organizational and individual objectives. There are opportunities such as integrating global knowledge and expanding long-term production, but also challenges like dealing with international logistics and increased political/economic instability. Small businesses can also engage in international marketing, as 50% of German exports come from firms with 19 or fewer employees. When expanding internationally, companies must consider adapting to each local market, incorporating differences into a global strategy, or making no special provisions depending on factors like regulations, customer characteristics, and economic development in the target markets.
This document discusses the importance of providing a safe and healthy work environment for employees. It notes statistics on work-related fatalities, cancers, and respiratory illnesses in the UK each year. Specifically, it focuses on the inadequate installation, examination, and maintenance of Local Exhaust Ventilation (LEV) systems in many workplaces. The document advocates for properly designed, tested, and maintained LEV systems to control airborne contaminants and protect worker health as the most effective solution. It outlines the costs of failing to do so, including potential HSE prosecution, fines, employee lawsuits, rising insurance costs, and lost productivity from illnesses.
The document discusses corporate governance in both the public and private sectors. It defines governance as concerning appropriate board structures, processes, and values that drive an organization to achieve its purpose while maintaining prudent control. Key elements of governance in the public sector, especially the NHS, include standing orders, standing financial instructions, codes of conduct, clinical governance, risk management, fraud prevention, and the role of the audit committee in providing oversight. The document emphasizes that good governance is needed in both sectors to ensure accountability, probity, and transparency.
The document summarizes the new Corporate Manslaughter Bill legislation in the UK. It defines key terms like (1) senior manager, (2) duty of care, and (3) gross breach. It explains that an organization can be found guilty if a senior manager's decisions or actions cause a death through gross negligence of their duty of care. It also provides guidance on how organizations can avoid prosecution by having proper policies, training, oversight of risks, and responding appropriately if investigated.
The new Occupational Health Standard is coming out soon. ISO 45001 will bring more attention to the health of employees and their safety. This webinar gives you a detailed description of what is coming and it explains how ISO 45001 is related to ISO 9001. ISO 45001 has been planned to line up with ISO 9001 that was updated in 2015. That update laid the foundation for all other standards, going forward to be updated. So 9001, 14001, and 45001 will now line up to be more uniformly matched.
Main points covered:
• How to interpret the context of both standards
• Approaching risk in ISO 45001-PDCA Cycle
• Planning and acting
Presenter:
This webinar was presented by PECB Certified Trainer and CEO of JT Environmental Consulting, Mr. Jason Teliszczak.
Link of the recorded session published on YouTube: https://youtu.be/jX6UlW7R1sE
Corporate governance concerns protecting shareholders from self-interested directors and managers, primarily through establishing accountability, fairness, transparency and independence. It originated from the 1992 Cadbury Report in response to high-profile company collapses in the UK and is now a global practice, though its application varies between countries and types of organizations. Effective corporate governance can provide companies benefits like lower costs of capital despite weak legal environments through establishing strong internal governance practices.
Transparency International's Business Integrity Toolkit provides a six-step process for companies to build an effective anti-corruption program: Commit, Assess, Plan, Act, Monitor, and Report. The document outlines each step and what is expected from businesses. It provides examples of commitment statements and anti-bribery policies. Tools from Transparency International are also presented that can help with risk assessments, training, monitoring, and reporting on anti-corruption programs.
The increased focus on the implementation of the business practices to comply with the principles will lead to extra time consumption of the management and more resources will be required to ensure the compliance.
Business ethics presentation peter greenham iigi fwr group sustainable indep...Independentgroup
1.0 Cyber Attacks/Loss of Data
From a recent study Eighty percent of companies found that Loosing of data from USB sticks and mobile devices pose a significant risk to the organisations network.Cyber attacks to be an even bigger risk year, business owners will need to ensure they have the most up to date security systems and that all staff are adequately trained in proper data security.
A recent study identified that 400 companies lost over 12,000 customer records, with an average cost of $214 per record the amount of losses could exceed $2.5 Million.
A recent event where Russian hackers hold a medical centre after encrypting thousands of patient health records.
Finding Your 'ESG Mindset' with Invest EuropeNavatar
Experts from PAI Partners, KPMG and APG Asset Management showcase Invest Europe’s new ESG due diligence questionnaire, and explain how it helps private equity managers meet investors’ growing calls for responsible investment to become a central pillar of their investment strategies.
PECB Webinar: Implementing and maintaining an OHS system within the framework...PECB
We will cover:
• How to dissect the Safety Pillar Methodology and an OH&SMS based on OHSAS 18001
• How to integrate OHSAS 18001 with World Class Manufacturing
Presenter:
Cyrus Karanja is a well-practiced professional in the areas of Quality, Health, Safety & Environmental management with over nine years tested experience, knowledge and skill in these fields.
The clothing industry generates more than $250 billion each year worldwide. With so much money at stake, it is tempting for companies to ignore the ethical practices, such as sustainability, pay rates, and employee safety that the industry should practice.
As companies expand their manufacturing and sourcing capabilities around the world, supply chain workplace conditions are increasingly scrutinized, particularly in developing countries
Consumers increasingly want to buy products produced under conditions where minimum standards of human rights for workers in global supply chains are achieved.
Whistleblowing how to manage reputational risks - 8th webinar 16 nov 2017FERMA
Companies need to incorporate whistleblowing procedures into their corporate culture. Whistleblowing is an instrument used to reinforce trust inside the company and to strengthen corporate culture.
It helps to safeguard and uphold tenets such as corporate integrity, anti-corruption, anti-bribery regulations and codes of ethics. It also forms a key means of addressing wrongdoing and dysfunctional behaviour.
The participants were Michel de Fabiani (Non-Executive Director Valeo/Valco/Ebtrans), Kate Kenny (Professor in Management and Organisation Studies at Queen’s University Belfast), Richard Eveleigh (AIG) and Alex Lowe, Senior Associate for Mills & Reeve LLP.
The webinar was moderated by Dr. Roger Barker, Senior Consultant, Institute of Directors, IoD, UK.
The webinar covered:
- How is whistleblowing integrated in the corporate culture? What type of education/training is needed to support the process?
- With the whistleblower phenomenon increasing, institutions have started taking measures to handle it. What are the best practices?
- The role division / allocation between internal auditors, risk managers and board members.
The document provides a curriculum vitae for Alberto Cerda Micó, including his educational background, professional experience, language skills, and areas of expertise. Cerda Micó has over 30 years of experience working on labor market policies, occupational safety and health, social security systems, and EU funded projects. He has extensive experience working in countries across Europe, Asia, and North Africa.
This document discusses monitoring and evaluation of active labour market measures providers for persons with disabilities. It describes the differences between monitoring and evaluation, with monitoring taking a more numerical approach and evaluation using both quantitative and qualitative methods. Both formative and summative evaluation are explained. The document also discusses international certification standards, pragmatic local certification approaches, and conditions for organisations to become licensed certification centres and for active labour market measures providers to be licensed.
European network for workplace health promotion presentationAlberto Mico
This document provides an overview of workplace health promotion (WHP) in small and medium enterprises (SMEs) across 19 European countries. It finds that while SMEs make up the vast majority of businesses, they face challenges in implementing WHP due to limited resources and a perception that regulations hinder autonomy. The document analyzes economic conditions, current policies and structures, and makes recommendations to improve WHP in SMEs through awareness campaigns, infrastructure development, and tailored preventive services.
This document discusses the importance of health and safety for businesses. It notes that while health and safety practices can seem like bureaucracy, they are important for moral, legal, and economic reasons. Not following proper health and safety procedures can result in accidents, fines, lawsuits, lost productivity, and even criminal charges for directors. The document emphasizes that establishing strong health and safety systems, conducting risk assessments, providing training to employees, and working with insurers can help businesses operate safely and reduce costs from injuries over the long run. It also presents a case study of a company that was able to lower insurance premiums and claims expenses significantly by improving its health and safety culture and practices.
The document discusses health and safety policies and legal requirements for organizations. It notes that many organizations may not be aware of their duty of care obligations or legal requirements for health and safety. Employers have a duty to implement a written health and safety policy and ensure risks are assessed with control measures in place. While ideally organizations hire a full-time, qualified health and safety manager, interim health and safety practitioners can also help ensure policies are updated, staff are trained, and legal compliance is maintained.
PECB Webinar: Environment, Health and Safety for any organization. What you n...PECB
The webinar covers:
• Are you truly finding and adhering to every legal and other requirement for your organization through proper site and job related assessments?
• Are you complying with other documented requirements?
• Is your EHS framework being implemented effectively?
Presenter:
This live webinar was presented by Jason Teliszczak, CEO of JT Environmental Consulting, who is also a PECB Certified Trainer.
Link of the recorded session published on YouTube: https://youtu.be/ITAoX4eS7Ts
The document provides information on the Department of Occupational Safety and Health (DOSH) in Malaysia. It outlines DOSH's vision, mission, and objectives to prevent industrial accidents and occupational diseases. It describes DOSH's roles in standard setting, enforcement, and promotion of occupational safety and health. Key acts and regulations governing occupational safety are mentioned. The organization structure and national tripartite framework involving government, employers, and trade unions to promote occupational safety and health are summarized. Targets and strategies of the National Plan of Safety and Health are highlighted.
Leading health and safety at work - Leadership actiontthuynhcp
This document provides guidance for directors and board members on leading health and safety effectively within their organizations. It outlines essential principles of strong leadership from the top, worker involvement, and ongoing assessment and review of health and safety risks. The guidance recommends a four-point agenda for boards to follow: 1) plan the direction for health and safety by establishing a policy; 2) deliver health and safety by ensuring effective management systems; 3) check risks are well managed by monitoring performance; and 4) act to improve health and safety where necessary. Following this guidance can help organizations meet their legal health and safety obligations and reduce costs from accidents and injuries.
International marketing involves planning and conducting transactions across national borders to satisfy organizational and individual objectives. There are opportunities such as integrating global knowledge and expanding long-term production, but also challenges like dealing with international logistics and increased political/economic instability. Small businesses can also engage in international marketing, as 50% of German exports come from firms with 19 or fewer employees. When expanding internationally, companies must consider adapting to each local market, incorporating differences into a global strategy, or making no special provisions depending on factors like regulations, customer characteristics, and economic development in the target markets.
This document discusses the importance of providing a safe and healthy work environment for employees. It notes statistics on work-related fatalities, cancers, and respiratory illnesses in the UK each year. Specifically, it focuses on the inadequate installation, examination, and maintenance of Local Exhaust Ventilation (LEV) systems in many workplaces. The document advocates for properly designed, tested, and maintained LEV systems to control airborne contaminants and protect worker health as the most effective solution. It outlines the costs of failing to do so, including potential HSE prosecution, fines, employee lawsuits, rising insurance costs, and lost productivity from illnesses.
The document discusses corporate governance in both the public and private sectors. It defines governance as concerning appropriate board structures, processes, and values that drive an organization to achieve its purpose while maintaining prudent control. Key elements of governance in the public sector, especially the NHS, include standing orders, standing financial instructions, codes of conduct, clinical governance, risk management, fraud prevention, and the role of the audit committee in providing oversight. The document emphasizes that good governance is needed in both sectors to ensure accountability, probity, and transparency.
The document summarizes the new Corporate Manslaughter Bill legislation in the UK. It defines key terms like (1) senior manager, (2) duty of care, and (3) gross breach. It explains that an organization can be found guilty if a senior manager's decisions or actions cause a death through gross negligence of their duty of care. It also provides guidance on how organizations can avoid prosecution by having proper policies, training, oversight of risks, and responding appropriately if investigated.
The new Occupational Health Standard is coming out soon. ISO 45001 will bring more attention to the health of employees and their safety. This webinar gives you a detailed description of what is coming and it explains how ISO 45001 is related to ISO 9001. ISO 45001 has been planned to line up with ISO 9001 that was updated in 2015. That update laid the foundation for all other standards, going forward to be updated. So 9001, 14001, and 45001 will now line up to be more uniformly matched.
Main points covered:
• How to interpret the context of both standards
• Approaching risk in ISO 45001-PDCA Cycle
• Planning and acting
Presenter:
This webinar was presented by PECB Certified Trainer and CEO of JT Environmental Consulting, Mr. Jason Teliszczak.
Link of the recorded session published on YouTube: https://youtu.be/jX6UlW7R1sE
Corporate governance concerns protecting shareholders from self-interested directors and managers, primarily through establishing accountability, fairness, transparency and independence. It originated from the 1992 Cadbury Report in response to high-profile company collapses in the UK and is now a global practice, though its application varies between countries and types of organizations. Effective corporate governance can provide companies benefits like lower costs of capital despite weak legal environments through establishing strong internal governance practices.
Transparency International's Business Integrity Toolkit provides a six-step process for companies to build an effective anti-corruption program: Commit, Assess, Plan, Act, Monitor, and Report. The document outlines each step and what is expected from businesses. It provides examples of commitment statements and anti-bribery policies. Tools from Transparency International are also presented that can help with risk assessments, training, monitoring, and reporting on anti-corruption programs.
The increased focus on the implementation of the business practices to comply with the principles will lead to extra time consumption of the management and more resources will be required to ensure the compliance.
Business ethics presentation peter greenham iigi fwr group sustainable indep...Independentgroup
1.0 Cyber Attacks/Loss of Data
From a recent study Eighty percent of companies found that Loosing of data from USB sticks and mobile devices pose a significant risk to the organisations network.Cyber attacks to be an even bigger risk year, business owners will need to ensure they have the most up to date security systems and that all staff are adequately trained in proper data security.
A recent study identified that 400 companies lost over 12,000 customer records, with an average cost of $214 per record the amount of losses could exceed $2.5 Million.
A recent event where Russian hackers hold a medical centre after encrypting thousands of patient health records.
Finding Your 'ESG Mindset' with Invest EuropeNavatar
Experts from PAI Partners, KPMG and APG Asset Management showcase Invest Europe’s new ESG due diligence questionnaire, and explain how it helps private equity managers meet investors’ growing calls for responsible investment to become a central pillar of their investment strategies.
PECB Webinar: Implementing and maintaining an OHS system within the framework...PECB
We will cover:
• How to dissect the Safety Pillar Methodology and an OH&SMS based on OHSAS 18001
• How to integrate OHSAS 18001 with World Class Manufacturing
Presenter:
Cyrus Karanja is a well-practiced professional in the areas of Quality, Health, Safety & Environmental management with over nine years tested experience, knowledge and skill in these fields.
The clothing industry generates more than $250 billion each year worldwide. With so much money at stake, it is tempting for companies to ignore the ethical practices, such as sustainability, pay rates, and employee safety that the industry should practice.
As companies expand their manufacturing and sourcing capabilities around the world, supply chain workplace conditions are increasingly scrutinized, particularly in developing countries
Consumers increasingly want to buy products produced under conditions where minimum standards of human rights for workers in global supply chains are achieved.
Whistleblowing how to manage reputational risks - 8th webinar 16 nov 2017FERMA
Companies need to incorporate whistleblowing procedures into their corporate culture. Whistleblowing is an instrument used to reinforce trust inside the company and to strengthen corporate culture.
It helps to safeguard and uphold tenets such as corporate integrity, anti-corruption, anti-bribery regulations and codes of ethics. It also forms a key means of addressing wrongdoing and dysfunctional behaviour.
The participants were Michel de Fabiani (Non-Executive Director Valeo/Valco/Ebtrans), Kate Kenny (Professor in Management and Organisation Studies at Queen’s University Belfast), Richard Eveleigh (AIG) and Alex Lowe, Senior Associate for Mills & Reeve LLP.
The webinar was moderated by Dr. Roger Barker, Senior Consultant, Institute of Directors, IoD, UK.
The webinar covered:
- How is whistleblowing integrated in the corporate culture? What type of education/training is needed to support the process?
- With the whistleblower phenomenon increasing, institutions have started taking measures to handle it. What are the best practices?
- The role division / allocation between internal auditors, risk managers and board members.
The document provides a curriculum vitae for Alberto Cerda Micó, including his educational background, professional experience, language skills, and areas of expertise. Cerda Micó has over 30 years of experience working on labor market policies, occupational safety and health, social security systems, and EU funded projects. He has extensive experience working in countries across Europe, Asia, and North Africa.
This document discusses monitoring and evaluation of active labour market measures providers for persons with disabilities. It describes the differences between monitoring and evaluation, with monitoring taking a more numerical approach and evaluation using both quantitative and qualitative methods. Both formative and summative evaluation are explained. The document also discusses international certification standards, pragmatic local certification approaches, and conditions for organisations to become licensed certification centres and for active labour market measures providers to be licensed.
The document provides guidance on fostering effective inclusion of persons with disabilities in the labour market. It outlines several action plans to consider for job integration and adaptation, including workplace assessment and reasonable accommodations. Examples of workplace adaptations that could be made include adjusting premises, workstations, equipment, instructions, and working hours. Training, supervision, emergency procedures, and consulting workers are also important to support the inclusion of persons with disabilities.
This document discusses various policy issues related to work injury benefits. It examines questions around who is eligible for disability benefits, what qualifies as a work injury, how occupational diseases are handled, and the criteria for assessing disablement and determining benefit entitlement. It also addresses issues such as the length of awards, review and appeal processes, the relationship between social insurance benefits and civil liability, rehabilitation and training requirements, disability aids, and options for employment of persons with work injuries or occupational diseases.
The Spanish model of work injury insurance is administered through employers' associations authorized by the Ministry of Labour and Social Security. These associations, known as Mutual Funds, collect fee contributions from employers to cover occupational risks. The Mutual Funds provide general services funded by these fees, such as informing companies of their obligations, investigating accidents, and providing training. They also offer additional prevention services for a separate fee, such as risk evaluations, medical measurements, and specialized training. The Mutual Funds employ over 5,000 health and safety technicians and have an annual budget of over 6 billion euros to administer work injury coverage, prevention services, and rehabilitation care through specialized medical units.
Job integration disabled persons en cnAlberto Mico
This document discusses guidelines for facilitating the job integration and employment of disabled persons. It outlines several key points including ensuring workplaces are accessible and safe for disabled individuals, providing reasonable accommodations, conducting risk assessments that consider individual needs, and establishing emergency procedures that account for those with disabilities. Adaptations like ramps, lifts, and assistive technologies can help make workplaces more accessible. Training, supervision, and policies should also ensure disabled employees are not disadvantaged.
Risk evaluation presentation power pointAlberto Mico
The document discusses occupational health and safety (OHS) policies and frameworks in Europe. It outlines the following key points:
1) The European Community supports improving work environments and working conditions through directives adopted by the Council.
2) Frameworks like the Framework Directive 89/391 establish general preventive principles for OHS including risk evaluation, preventive planning, and organizing necessary resources.
3) Resources can be organized through the employer taking responsibility, designating workers, setting up internal/external preventive services, and ensuring workers representatives are involved in OHS discussions.
Developing effective OHS policies requires coordination between all relevant stakeholders.
This document outlines plans to strengthen the prevention culture in Europe through initiatives in education, awareness raising, anticipating new risks, and promoting prevention across policies and business practices. Key strategies include integrating occupational safety and health (OSH) into education curricula, raising awareness through campaigns and information sharing, establishing a risk observatory to identify emerging threats, and mainstreaming prevention through public procurement, corporate social responsibility programs, and international cooperation.
This document outlines a methodology for planning and implementing occupational health and safety preventive campaigns in workplaces. It discusses preparing for a campaign by defining objectives, target groups, and collaboration. It also covers organizing the campaign by choosing an audience and budget, developing tailored messages, and identifying indicators to monitor and evaluate the campaign. The document provides guidance on disseminating campaign results and keeping stakeholders engaged on occupational health and safety issues.
This document outlines a technical assistance project to support the Turkish Employment Organisation (ISKUR) in identifying employment actions to be supported under the 2006 EU programming exercise. The project aims to support ISKUR in consolidating its role, building on past achievements, and continuing its active role in EU-funded projects. It involves needs assessments and recommendations to help ISKUR with institutional building activities at the provincial level and to identify priority target groups and actions for a grant scheme component. The project will be carried out by a team of international and national experts over several months in 2006.
This document outlines a project funded by the European Union to develop action plans to foster the effective inclusion of persons with disabilities in the labor market in Croatia. The project will establish working groups in 8 counties to develop action plans. The working groups will receive training in September and then meet regularly to draft the action plans with support from project experts. The action plans are intended to strengthen partnerships and create synergies to improve regional economies and social cohesion.
Almm monitoring and evaluation tools draft[1]acmAlberto Mico
This document outlines monitoring and evaluation tools and processes for employment programs. It defines monitoring as highlighting strengths and weaknesses to enable program improvements. Evaluation determines program success and explains outcomes. Key aspects of monitoring include gathering inputs, progress, results, impacts and management data. Evaluation assesses achievement of objectives and recommends improvements. Both quantitative and qualitative data should be analyzed to fully understand outcomes and processes. Regular interim and final evaluations are important to inform future programs.
Almm monitoring and evaluation tools draft[1]acm sir revisedAlberto Mico
Monitoring and evaluation tools are necessary to assess the success of ALMM-funded projects. A monitoring system should gather information on programme inputs, progress towards objectives, results and impacts on target groups. Evaluation determines whether objectives were achieved and why. It assesses outcomes, processes, costs, benefits and replicability. Both monitoring and evaluation require defining indicators, collecting and analyzing quantitative and qualitative data, and reporting findings to stakeholders. Regular interim and final evaluations provide opportunities for improvement and ensure accountability.
Holistic public role osh chemical eu acm 280909Alberto Mico
The document discusses the holistic public role in occupational safety and health (OSH) at the chemical industry according to EU models. It describes how EU countries implement a wide range of roles including mandating standards, facilitating guidance, partnering with stakeholders, and endorsing best practices. It also outlines the EU's OSH legal and institutional model, which includes disseminating information, monitoring regulations, health surveillance, and controlling exposure to hazardous substances.
1. GTZ - Progress Social & Environmental Standarts. Alberto Cerda MicoGTZ - Progress Social & Environmental Standarts. Alberto Cerda Mico 11
The European Network forThe European Network for
Workplace Health PromotionWorkplace Health Promotion
(ENWHP) 2001(ENWHP) 2001
Report of the Current Status ofReport of the Current Status of
WHP in Small & MediumWHP in Small & Medium
Enterprises (SMEs)Enterprises (SMEs)
(19 countries)(19 countries)
2. GTZ - Progress Social & Environmental Standarts. Alberto2
Objectives:Objectives: provide overview currentprovide overview current
practice in workplace OHS pro-motionpractice in workplace OHS pro-motion in SMEsin SMEs
in the European Unionin the European Union
We will analyse:We will analyse:
I - general economic and health conditionsI - general economic and health conditions
II - current procedures and regulationsII - current procedures and regulations
III - conditions which inhibit or promoteIII - conditions which inhibit or promote
practice in both fieldspractice in both fields
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SpecialSpecial features of SMEsfeatures of SMEs
The role of the enterprise ownerThe role of the enterprise owner
regard themselves as independent/enjoyregard themselves as independent/enjoy
personal autonomy to make decisions.personal autonomy to make decisions.
very sceptical about formal legal require-ments.very sceptical about formal legal require-ments.
If health-related strategies are implemented,If health-related strategies are implemented,
they tend to be of a short-term nature.they tend to be of a short-term nature.
Longer-term strategic and conceptionalLonger-term strategic and conceptional
programmes, required for preventive action, areprogrammes, required for preventive action, are
therefore less developed or not promoted.therefore less developed or not promoted.
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Social relationships inSocial relationships in
enterpriseenterprise
strong family atmosphere = tend to be familystrong family atmosphere = tend to be family
ownedowned
employees tend to feel trust and loyalty towardsemployees tend to feel trust and loyalty towards
the ownerthe owner
owner shows consideration/understandingowner shows consideration/understanding
towards stafftowards staff
Not surpris-ingNot surpris-ing institutionalised representatives –institutionalised representatives –
e.g. works councils – have little significance thane.g. works councils – have little significance than
in large companiesin large companies
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Work requirementsWork requirements
characterised by simple organisationalcharacterised by simple organisational
structuresstructures
Fewer routine activitiesFewer routine activities
significant degree of direct communicationsignificant degree of direct communication
Ad-hoc decisions &Ad-hoc decisions & improvisation areimprovisation are
common than rigid regulations laid downcommon than rigid regulations laid down
in writing.in writing.
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I General economicI General economic
conditionsconditions
SMEs play a key role in the economicSMEs play a key role in the economic
development of Europedevelopment of Europe
almost 20 million companies within the 19almost 20 million companies within the 19
European states * employ fewer than 250European states * employ fewer than 250
peo-plepeo-ple
That is more than 99% of all companiesThat is more than 99% of all companies
77 million people work in SMEs77 million people work in SMEs
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II StructuresII Structures occupationaloccupational
health and safety for SMEshealth and safety for SMEs
Legislative frameworkLegislative framework
Labour inspectionLabour inspection
Occupational health & safety servicesOccupational health & safety services
Employees representationEmployees representation
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b) Labour inspectionb) Labour inspection
despite different structures, qualifications, skills anddespite different structures, qualifications, skills and
responsibilities of the labour inspectors, their OHSresponsibilities of the labour inspectors, their OHS
strategies show more and more similaritiesstrategies show more and more similarities
The inspection mandate has been extended to includeThe inspection mandate has been extended to include
consultancy and information. The employers are to beconsultancy and information. The employers are to be
advised and informed by the inspectors as to how theyadvised and informed by the inspectors as to how they
should carry out their obligations.should carry out their obligations.
Although inspection and monitoring, linked with action inAlthough inspection and monitoring, linked with action in
the case of blatant infringements are still relevant, a new,the case of blatant infringements are still relevant, a new,
revised understand-ing of a labour inspector’s role canrevised understand-ing of a labour inspector’s role can
be seenbe seen
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b) Labour inspectionb) Labour inspection
the aim is no longer short-term, one-offthe aim is no longer short-term, one-off
elimination of all acute deficiencies, but theelimination of all acute deficiencies, but the
detection of underlying (frequentlydetection of underlying (frequently
organisational) shortcomingsorganisational) shortcomings
the labour inspector more as a mediator andthe labour inspector more as a mediator and
advisor on OHS and less as an inspectoradvisor on OHS and less as an inspector
Remaining Problems: subject to restrictions inRemaining Problems: subject to restrictions in
terms of resources (few staff and insufficientterms of resources (few staff and insufficient
funds)funds)
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The smaller the enterprise/the less chancesThe smaller the enterprise/the less chances inspectedinspected
Swedend: typical situation in SMEs: labour inspec-torate visits 15,000Swedend: typical situation in SMEs: labour inspec-torate visits 15,000
of the 160,000 enterprises with fewer than 10 employees annuallyof the 160,000 enterprises with fewer than 10 employees annually
- 75% of visits made to small enterprises- 75% of visits made to small enterprises
- However the largest companies are contacted on average almost- However the largest companies are contacted on average almost
three times a yearthree times a year
- the smallest enterprises see a labour inspector once in ten years.- the smallest enterprises see a labour inspector once in ten years.
Problems:Problems:
- Labour inspectorate perceived by SMEs as costly and time-- Labour inspectorate perceived by SMEs as costly and time-
consumingconsuming
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- bureaucratic structures are less pronounced than in- bureaucratic structures are less pronounced than in
large companieslarge companies
- formalised statutory procedures for occupational health- formalised statutory procedures for occupational health
and safety represent a majorand safety represent a major
burden = need for documentation, identification, self-burden = need for documentation, identification, self-
monitoringmonitoring
- limited resources = labour inspection is concentrated- limited resources = labour inspection is concentrated
on high-risk work siteson high-risk work sites
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c) Occupational health andc) Occupational health and
safety servicessafety services
the employers are legally obliged to provide carethe employers are legally obliged to provide care
through OHS servicesthrough OHS services
size of the enterprise = the smaller thesize of the enterprise = the smaller the
enterprise, the less favourable the situation isenterprise, the less favourable the situation is
- Although risk assessment is obligatory, it only- Although risk assessment is obligatory, it only
takes place in 30 to 50 % of small enterprises (<takes place in 30 to 50 % of small enterprises (<
50 employees)50 employees)
- whereas in larger companies (> 100- whereas in larger companies (> 100
employees) the proportion isemployees) the proportion is
roughly 90%.roughly 90%.
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c) Occupational health andc) Occupational health and
safety servicessafety services
OHS Preventive services: minimum requirementOHS Preventive services: minimum requirement
only permitted or approved if at least fouronly permitted or approved if at least four
different disciplines are represented:different disciplines are represented:
- occupational medicine (normally externalized),- occupational medicine (normally externalized),
- safety speciality- safety speciality
- occupational hygiene- occupational hygiene
- psycho-sociology and ergonomics- psycho-sociology and ergonomics
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c) Occupational health and safety servicesc) Occupational health and safety services
In Sweden there are 700 preventive service units with 7,000In Sweden there are 700 preventive service units with 7,000
doctors, nurses,doctors, nurses,
psychologists, ergonomists, and physiotherapists working in jointpsychologists, ergonomists, and physiotherapists working in joint
private and branch ser-vicesprivate and branch ser-vices
In Spain more than 1000 (Accident non profitable Funds and PrivateIn Spain more than 1000 (Accident non profitable Funds and Private
ServicesServices
In Finland the municipal model is the most importantIn Finland the municipal model is the most important
The “Good Neighbour Scheme” is a programme (Irish) to encourageThe “Good Neighbour Scheme” is a programme (Irish) to encourage
OHS in SMEs:OHS in SMEs:
- large enterprises with a good occupa-tional health and safety- large enterprises with a good occupa-tional health and safety
infrastructureinfrastructure
- act as mentors for small enterprises in their region- act as mentors for small enterprises in their region
- they help and advise local SMEs, support them with their OHS- they help and advise local SMEs, support them with their OHS
services (including training)services (including training)
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d) Health and safety committees andd) Health and safety committees and
representativesrepresentatives
health and safety representatives are frequently closelyhealth and safety representatives are frequently closely
linked to the trade unions. They are either nominatedlinked to the trade unions. They are either nominated
directly by the trade unions (UK) or approved bydirectly by the trade unions (UK) or approved by
trade unions following an election by the workforce (DK)trade unions following an election by the workforce (DK)
or simply elected by workers (Spain)or simply elected by workers (Spain)
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d) Health and safety committeesd) Health and safety committees
and representativesand representatives
they present a forum for employers’ and employees’they present a forum for employers’ and employees’
delegates to discuss OHS and together to find solutionsdelegates to discuss OHS and together to find solutions
the committees also play important role in monitoringthe committees also play important role in monitoring
OHS measures and holding training courses andOHS measures and holding training courses and
information eventsinformation events
they are useful tool to implement OHS in practicethey are useful tool to implement OHS in practice
their establishment only obligatory for businesses of atheir establishment only obligatory for businesses of a
certain size upwards. The limit is between 20 and 50certain size upwards. The limit is between 20 and 50
employees, depending on the country.employees, depending on the country.
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