Element 1 Flashcards
(121 cards)
Outline the basic welfare requirements that apply to workplaces (6)
- Drinking Water
- Sanitary Conveniences
- Washing facilities
- Changing Rooms
- Resting & Eating Facilities
Outline the minimum welfare standards with regards to drinking water (2)
- Wholesome
- If non potable is available there should be a clear distinction between the two
Outline the minimum welfare standards with regards to Sanitary Conveniences (5)
- Sufficient number for the number of workers
- Separate facilities for men and women
- Protected from the weather
- Adequately Clean, Lit, Well Ventilated
- Special Provision for Disabled workers
Outline the minimum welfare standards with regards to Washing Facilities (4)
- By sanitary conveniences, changing facilities and as required in other work areas
- Showers if work is dirty, strenuous and involves potential contamination with hazardous substances
- Have hot & cold (or warm) running water
- Soap, towels, or other means of drying
Outline the minimum welfare standards with regards to Changing Rooms (3)
- Provided if workers have to change into special workwear and this involves significant undressing
- Adequately lit, clean, well ventilated
- Separate facilities for mean & women
Outline the minimum welfare standards with regards to Accommodation for Clothing (2)
- Should be clean and secure
- Separate storage for dirty work clothing may be necessary to prevent cross contamination.
Outline the minimum welfare standards with regards to Resting & Eating Facilities (6)
- Sufficient seating
- Away from hazardous work areas and allow workers to remove PPE & relax
- Eating Facilities provided so that food can be eaten in a hygienic environment
- If hot food is not provided, means to heat up the workers own food
- Separate facilities for new and expectant mothers
- Non smoking areas to protect workers from second hand smoke
Outline the basic workplace environmental requirements (10)
- Space (Provision of adequate space to allow workers to perform the task safely)
- Seating (Provision of seating where work tasks allow, seating should be stable, with a backrest and footrest where possible
- Ventilation (Sufficient supply of fresh or purified air)
- Heating (Temperature dependant on type of work, Minimum Temperature for sedentary work = 16 Degrees C and 13 Degrees C for manual work
- Lighting (Adequate Lighting)
Outline what factors and employer must consider when providing workplace lighting (9)
- Minimum lux levels achieved (indicated by ACoPs and guidance
- Natural light used in preference to artificial light
- Light levels should be adjusted to suit the level of detail required and visual acuity of the worker
- Local lighting such as spotlights positioned above machinery to shine light on critical areas
- Lighting arranged to avoid reflections and glare that might dazzle or temporarily disable workers
- Arranged to avoid the creation of shadows
- Flickering and the stroboscopic effect avoided
- Suitable for the environment (ie intrinsically safe)
- Emergency lighting provided to allow safety in the event of mains failure
Outline the possible health and safety effects of working in a hot environment and describe what each effect is (12)
- Dehydration (Water loss as a result of sweating)
- Muscle Cramps (A result of salt loss through sweating)
- Heat Stress (Where core temperature (37) cannot be controlled causing lethargy & fainting
- Heat Exhaustion (A pre-cursor for heat stroke)
- Other effects (Skin burns, skin cancer, burns from radiant heat sources and contact with hot surfaces
Outline the possible health and safety effects of working in a cold environment and describe what each effect is (8)
- Hypothermia (Core temperature falls below 35 Degrees causing mood swings, shivering, drowsiness, coma & death
- Frostbite (Body Tissues are frozen causing tissue damage, necrosis, gangrene and amputation
- Slip Hazards (Ice on walking surfaces)
- Freeze or burn injuries (Skin contact with very cold surfaces)
Give preventive measures employers can take to protect workers working in hot environments (7)
- Shield Radiant Heat Sources
- Insulate heat sources (lagging pipes)
- Provide good ventilation (Moving air has a cooling effect)
- Provide cool refuges
- Provide easy access to drinking water and isotonic drinks
- Frequent breaks and job rotation
- Provide appropriate PPE with consideration given to other workplace hazards
Give preventive measures employers can take to protect workers working in cold environments (6)
- Protect workers from draughts
- Shield or Lag extremely cold surfaces
- Provide warm refuges
- Provide PPE (Jackets, Trousers, Boots, Balaclavas etc)
- Frequent breaks and job rotation
- Easy access to hot food and drinks
- Scrape, salt or grit icy floors
Give another solution employers can use to help reduce risk to workers working in hot and cold environments (1)
- Information, instruction, training & supervision should be provided to help workers understand the risks involved
Identify the risk factors for workplace violence and give a brief description of each (14)
- Cash handling (Workers handling cash, risk of robbery/violence)
- Lone working (Working in urban areas/contact with public at remote or private locations)
- Representing Authority (Police, Traffic Wardens etc)
- Wearing a uniform (seen as a symbol of authority, workers may be singled out for abuse)
- Dealing with people under stress (People under stress can lose control)
- Dealing with people under the influence (Drugs, alcohol or people with mental health problems can become violent)
- Censuring or saying no (Workers who have to refuse a service or say no ie Bar staff)
Identify some typical occupations which may be at risk from violence at work (8)
- Police
- Hospital & Accident emergency Staff
- Social Workers
- Bus & Taxi Drivers
- Fire Fighters & Paramedics
- Traffic Wardens
- Railway Staff
- Teachers
Identify the first step in managing work-related violence and outline how this may be investigated (4)
- The first step to managing workplace violence is to find out the exact nature of the problem by means of investigation. The extent of the problem can be investigated by:
- Collecting Anecdotal Evidence & Analysing incident reports
- Interviewing staff formally and informally
- Staff Surveys
Identify preventive measures that could be implemented to prevent violence at a central office (10)
- Zero Tolerance policy to violence
- Security Staff
- CCTV
- Security Doors between public & staff areas
- Minimising Queues and waiting times
- Clear announcements about waiting times
- Training for staff such as providing a good service and how to diffuse aggression
- Screens between public and staff
- Panic Alarms
- Pleasant environment
Identify preventive measures that could be used to protect workers conducting home visits against violence (10)
- No Lone working
- Keeping records of past incidents
- Vetting Customers
- Visit-Logging with supervisors
- Pre and post visit telephone calls
- Training (Self Defence, Tension Diffusion, Lone working procedures)
- Always having a means of communication
- No visits after dark
- Parking in secure areas
- Not carrying valuables
Give the different types of substance that may be abused in the workplace (3)
- Alcohol
- Legal or Illegal drugs
- Solvents
Identify the effects of alcohol on the body (2)
- Sensory Impairment
- Skewed Perceptions
- Impairment to motor control
- Fatigue and drowsiness
- Long term health affects - Liver Damage, Brain Damage, Heart Problems
Identify the risks posed to health and safety from alcohol or drug abuse in the workplace (8)
- Late attendance
- Increased Absenteeism
- Reduction of quality in work
- Reduction in work rate
- Dishonesty
- Theft potentially to fund a habit
- Irritability and mood swings
- Deterioration in working relationships
Outline the control measures to reduce the risks from substance abuse at work (8)
- Rules Restricting Access to alcohol in the workplace during working hours
- Statutory Legal requirements such as drink drive laws
- Non Statutory requirements prohibiting workers from being under the influence set by the employer
- Arrangements for random D&A testing (Legal Requirement in some cases)
- Disciplinary procedures for workers who refuse to be drug tested or fail a test
- Provision of information, instruction, training and supervision to workers, supervisors and managers
- Drug and alcohol awareness campaigns
Outline what employers must consider before implementing random drug and alcohol testing in the workplace and give reasons why they must make these considerations
- Must be justified
- Must be made clearly explained to workers
Why?
- Legal issues
- Ethical issues