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NEBOSH GC1 > Element 3: Do > Flashcards

Element 3: Do Flashcards

1
Q

Outline why it is important for all employees to be aware of their personal responsibilities for health and safety in the workplace.

A

The roles and responsibilities with regard to health and safety are delegated to all persons in the organisation. The organisation should ensure that all employees are aware of their responsibilities and understand how their own acts and omissions may result in people suffering accidents/incidents and possible ill health.

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2
Q

Explain what is meant by a “competent person”.

A

You must get help from a competent person to enable you to meet the requirements of health and safety law.

A competent person is someone who has sufficient training and experience or knowledge and other qualities that allow them to assist you properly. The level of competence required will depend on the complexity of the situation and the particular help you need.

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3
Q

Describe how managers can actively involve employees in improving workplace health and safety standards.

A

Employees are more likely to engage and believe in consultation when senior managers show personal and long-term commitment, and listen to the views of employees because they want to hear what the workforce has to say.

Your employees are more likely to communicate with you if:

  • You show them that you believe in the benefits of consultation
  • They are committed to the businesses goals, including the health and safety goals;
  • They think it is in their interests to participate;
  • They trust you and find you approachable;
  • Your actions match your words; and
  • You encourage your employees to be health and safety representatives.
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4
Q

Describe the factors that influence safety related behaviour at work:

A

The 3 factors are:

  • Job factors
  • Personal factors
  • Organisational factors

Job factors relate to the design of the process, equipment, displays and controls and the methods of work. Failure to consider these things may lead to the rules being by-passed.

Organisational factors will include leadership, communication and consultation arrangements, as well as working arrangements such as working time, breaks and welfare facilities. Failure to provide these organisational arrangements will cause workers to become frustrated and may be the reason for poor behaviour at work.

Personal factors would include the condition or characteristics of the person and will include such things as attitude, motivation, competency, experience and perception. Personal factors strongly influence a person’s behaviour so should be considered when planning tasks.

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5
Q

Organisational health and safety roles and responsibilities of employers, directors and managers. Core actions should ensure that:

A
  • They are aware of the significant risks
  • They communicate, promote and champion H&S
  • Sufficient resources for H&S are provided
  • They have competent H&S advice
  • Risk assessments are carried out
  • Employees or their representatives are involved in H&S decision making
  • Periodic safety management system (SMS) audits are carried out
  • The SMS is reviewed regularly
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6
Q

Identify 6 factors that may demonstrate senior management commitment to health and safety

A
  1. Being seen in the workplace and taking an interest in health and safety matters
  2. Creating, signing and publishing a health and safety statement of intent
  3. Ensuring health and safety is on management meeting agendas
  4. Providing resources for health and safety measures
  5. Appointing competent people to advise on H&S compliance
  6. Establishing a formal health and safety programme
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7
Q

Define the term ‘safety culture’

A

The way that we do things in this organisation.

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8
Q

Identify the tangible outputs that might be used as indicators of the safety culture within an organisation

A
  • Accident and incident rates
  • Absenteeism
  • Sickness rates
  • Staff turnover
  • Level of compliance with safety rules
  • Complaints about working conditions
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9
Q

Identify 8 factors that might contribute towards a negative culture within an organisation

A
  1. Lack of commitment by senior management
  2. Lack of resources
  3. Production pressures taking precedence over health and safety procedures
  4. Poorly planned or managed structural re-organisation
  5. Poor levels of supervision
  6. Inadequate training
  7. Poor consultation, communication and involvement
  8. Lack of procedures and safe systems of work
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10
Q

Identify factors relating to the organisation, job and individual that may help develop a positive safety culture (4 for each)

A

Organisation

  1. Leadership and commitment by senior managers
  2. Communication and consultation arrangements
  3. Effective monitoring systems
  4. Working arrangements including welfare provisions

Job

  1. Operating procedures and instructions
  2. Correct tools and equipment
  3. Scheduling of work patterns
  4. Design of process – ergonomic principles

Individual

  1. Competency
  2. Attitude
  3. Motivation
  4. Perception
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11
Q

Explain what is meant by attitude

A

The tendency to respond in a particular way in a given situation

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12
Q

Explain what is meant by aptitude

A

The inbuilt predisposition to be able to do certain things

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13
Q

Explain what is meant by perception

A

The way that people interpret and make sense of presented information

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14
Q

Identify 6 factors that may affect a person’s perception of risk

A
  1. Lighting conditions (stroboscopic effect)
  2. Age
  3. Experience
  4. Health
  5. Intelligence
  6. Level of competence
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15
Q

Explain what is meant by motivation

A

Motivation is the driving force behind the way a person acts in order to achieve a goal

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16
Q

Identify 6 reasons why workers may fail to follow safety procedures

A
  1. They don’t perceive the level of risks
  2. Production pressures
  3. Told to ignore them by supervisor
  4. Lack of knowledge of correct way of working
  5. Safety procedures not clear
  6. Personal factors (attitude / personality)
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17
Q

Identify ways of reducing the likelihood of errors and violations in the workplace

A
  • Skilled competent workers
  • Well motivated employees
  • Clear roles and lines of responsibility
  • Adequate levels of supervision
  • Clear information and instructions
  • Drug and alcohol prevention policies
  • Good environmental conditions e.g. lighting, noise etc
  • Avoiding monotonous work Breaks to avoid fatigue
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18
Q

Identify ways of securing the commitment of managers at all levels to help develop the safety culture

A
  • Ensure competent health and safety advice is available
  • Provide management training to ensure understanding of responsibilities and consequences of poor commitment
  • Promote the need for visibility on shop floor
  • Show real returns on investment and efficiencies
  • Establish H&S committees with authority
  • Actively involve workers at all levels
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19
Q

Identify the merits and limitations of verbal, written and graphic methods of communication

A

Written communication

Advantages

Written record 
Can be referred to
Can convey complex ideas
Provide analysis
Many people in different locations
Can clarify or confirm oral
Forms basis of contracts

Disadvantages

May not be read 
Too complex and jargon 
Time to produce and expensive 
Tends to be formal and distant 
Does not provide feedback 
Difficulty to modify 
Does not allow for exchange of views 
Attitude

Oral communication

Advantages

Direct 
Close physical proximity 
Allows for interchange 
Provides instant feedback 
May be more effective 
Allows for contribution

Disadvantages

No written record
Difficult to control
May reduce the quality of decision making through lack of time
Attitude

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20
Q

Identify reasons why a verbal message may be misunderstood

A

The receiver Sensory impairment; learning difficulties; inexperience; lack of motivation

The deliverer Too much jargon, language or dialect; ambiguity of the message; too complex message; lack of feedback

The place High noise levels; interference from PPE; distractions

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21
Q

Under what circumstances should an employer consult the workforce regarding health and safety

A
  • Any measure that will have a substantial impact on health and safety within the organisation.
  • How competent persons will be appointed or nominated.
  • Any information that should be provided, e.g. emergency procedures.
  • How required training will be introduced, e.g. during induction.
  • Any risks associated with new technology.
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22
Q

State the functions of a Trade Union Safety Representative

A
  • Representing employees in consultation with the employer
  • Investigating accidents, hazards and dangerous occurrences
  • Assisting with risk assessment programmes
  • Attending health and safety committee meetings
  • Carrying out workplace inspections
  • Investigating accidents
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23
Q

State the rights of a Trade Union Safety Representative

A
  • To receive time off with pay to attend training
  • To be given paid time from work to perform their duties
  • To be given access to office facilities, equipment and information to enable them to perform their duties
  • To carry out workplace inspections
  • To carry out accident investigations
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24
Q

What factors should be considered to ensure that a safety committee is effective

A
  • Clearly stated objectives and terms of reference
  • Members should represent the whole company (workers and management).
  • Clear agendas
  • Strong and fair chairperson
  • Regular meetings – during work time
  • Ensure senior manager is present to ensure actions are taken and resources provided where necessary.
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25
Q

Identify topics that may be covered in a health and safety induction session

A
  • Health and safety policy
  • Overview of safety management system
  • General health and safety rules
  • Emergency procedures
  • Incident and accident reporting
  • Special site hazards and risks
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26
Q

Identify times when an employee might require training

A
  • On recruitment (Induction)
  • On the job training
  • Transfer
  • New equipment
  • New technology
  • New systems of work or system changes
27
Q

Identify factors that should be considered when deciding on first aid requirements for a workplace

A
  • The nature of hazards and risks
  • The number of workers
  • The location of the workplace and distance from emergency care
  • Working arrangements (shift work / lone working)
  • Vulnerable groups (young people, disabled workers, pregnant mothers)
  • Accident/ incident history on site
28
Q

Explain why it is important for people who share workplaces to co-operate and coordinate with each other in relation to the management of health and safety.

A

Organisations that understand the need for effective consultation and co-operation with the workforce benefit in the following ways:

  • More ownership of health and safety issues
  • Reduced accidents and incidents due to use of policies/procedures
  • Successful health and safety management systems
29
Q

Outline the ways in which the behaviour of employees can be improved.

A

To encourage positive behaviours the organisation must:

  • Lead by clear and evident senior management commitment to health and safety
  • Ensure the allocation of all necessary resources
  • Demonstrate good identification and management of organisational risk
  • Provide effective communication to all people involved in the delivery of the health and safety management system
  • Have effective monitoring systems
  • Provide good working conditions including the welfare provision
30
Q

Identify the ways in which health and safety information can be communicated to the workforce.

A
  • Notice boards
  • Films, posters
  • Toolbox talks
  • Memos
  • Employee handbooks
  • Co-operation and consultation with the workforce
31
Q

Identify six different types of health and safety information that could be displayed on a health and safety notice board.

A
  1. Health and safety policy – statement of intent
  2. Employers’ liability compulsory insurance (ELCI) certificate
  3. Fire evacuation arrangements
  4. First aid arrangements
  5. Risk Assessments
  6. Accident Reports
32
Q

Giving practical examples describe the terms error and violation in relation to human failure.

A

When X was interviewed for a night guard position, questions were not asked about their day activities to determine that they were able to do a 12-hour shift without fatigue. It was later known to the company that X was undertaking a day job which he had not disclosed in the interview process and was having a total of 4 hours sleep. Due to this they were caught sleeping on the job and a stranger was able to slip into the building without detection.

A brick layer was hired to undertake a job which required the lifting of heavy materials. He was physically fit but had limited training in manual training which the company had not yet booked him on and whilst on duty did not lift correctly. He tore a muscle in his back and was signed off from work for 1 week.

33
Q

Explain the term health and safety culture

A

The UK Health and Safety Commission developed one of the most commonly used definitions of safety culture: “The product of individual and group values, attitudes, perceptions, competencies, and patterns of behaviour that determine the commitment to, and the style and proficiency of, an organisation’s health and safety management.”

It is now recognised that the safety culture of an organisation is the product of the individual and collective views, attitudes and beliefs that determine how each and every decision is made, how work activities are conducted and how all individuals behave….or…”how we do things around here”.

34
Q

Outline six indicators that could be used to help determine the type of health and safety culture of an organisation.

A

Indicators used to assess an organisation’s safety culture are those that are tangible (measurable), such as:

  1. Numbers of accidents and near misses reported
  2. Number of cases of occupational ill health
  3. Number of working days lost due to accidents/ill health
  4. High levels of staff turnover.
  5. Complaints about working conditions and levels of absenteeism/sickness rates.
  6. Impressions gathered from conversations and observations, which are not as easily measured but do inform judgement.
35
Q

Directors/Managers

A

Directors and senior managers have the responsibility for setting the policy and the aims and objectives of the organisation. They need to ensure adequate resources are made available for the successful operation of the health and safety policy. In particular, they must ensure that:

  • The organisation fulfils its legal requirements
  • Health and safety is included in all strategic thinking, planning and decision making
  • The health and safety roles and responsibilities are defined
  • Allocating a named director as the health and safety champion
  • Appointment of competent persons to support the health and safety function
  • Show visible commitment to health and safety
  • Demonstrate clear and consistent commitment and leadership of health and safety
  • Establish a formal health and safety programme
  • Ensure health and safety is discussed at management meetings
  • Provide and sign a health and safety policy
  • The organisation carries out systematic reviews of health and safety performance
36
Q

Middle Managers

A

All middle managers have operational responsibility for the work activities and delivery of services. They have an important role to play to ensure employees remain safe and well. In order to achieve this, managers should ensure that:

  • All relevant health and safety policies and procedures are implemented and monitored
  • Safety equipment is supplied and replaced as necessary
  • Employees are trained and competent to do all allocated work tasks
  • All accidents are reported and investigated
  • All statutory tests and examinations are conducted and records are maintained
37
Q

Supervisors

A

The employees will look to the supervisor for direction and support. Therefore, the supervisor must be a good ambassador for health and safety and provide a good example of health and safety practice at all times. In particular, they should ensure:

  • Safe working procedures are implemented and followed at all times
  • Employees are provided with the relevant information and training to enable them to understand the risks and controls
  • All accidents and incidents are reported and investigated
  • Equipment is readily available
38
Q

Competent persons

A

The Management of Health and Safety at Work Regulations 1999, regulation 7, require the employer to appoint a competent person, or more than one if necessary, to help him or her take steps to comply with requirements imposed by relevant statutory provisions.

The Approved Code of Practice (ACoP) adds further guidance on the issue, stating that employers are “solely responsible for ensuring that those they appoint to assist them with health and safety measures are competent to carry out whatever tasks they are assigned”.

The competent person/s who is appointed should have received sufficient training and have sufficient knowledge and experience to be in a position to provide adequate assistance. The guidance explains the required levels of competence in a little more detail, making it clear that competence in these regulations does not necessarily depend on having particular skills or qualifications. Simple situations, for instance, may only require the following:

  • An understanding of relevant current best practice
  • An awareness of the limitations of individual experience and knowledge
  • “The willingness and ability to supplement existing experience and knowledge, when necessary by obtaining external help and advice”

Where the situation is more complicated, the competent person’s competency will depend on a higher level of knowledge and experience. In addition, if the situation is highly technical, appropriately qualified specialists can provide specific applied knowledge and skills. Employers should check for appropriate health and safety qualifications, which may be specific to an industry, as well as membership of relevant professional bodies or organisations.

39
Q

Employees

A

Employees are responsible for the health and safety of themselves and others who may be affected by their acts or omissions.

The roles and responsibilities with regard to health and safety are delegated to all persons in the organisation. The organisation should ensure that all employees are aware of their responsibilities and understand how their own acts and omissions may result in people suffering accidents/incidents and possible ill health.

40
Q

Persons in control of premises

A

Under the Health and Safety at Work Act, section 4, the employer is not the only person responsible for the health and safety of people in the workplace.

This is often the case where the employer leases the building from a third party such as the owner. In these workplaces the owner or person in control of the premises has a legal responsibility for ensuring that the building and its facilities are safe for the intended use.

Building owners or persons in control of premises may need to ensure that the building is maintained and fire arrangements are in place in accordance with legislation.

41
Q

Self- employed persons

A

Self-employed persons can also affect the safety of themselves and others as they carry out work in the workplace. This may include some contractors and agency workers. Self-employed persons are required to be aware of the risks associated with their work and the risks that may already exist in the work area. Self-employed persons should ensure that they work according to procedures and use risk controls to minimise the risks to themselves and others.

42
Q

An organisation with a positive health and safety culture will have:

A
  • A clear and consistent health and safety policy statement from the senior management team and the understanding of this commitment will be evident right through the organisation
  • Competent employees with strongly held health and safety values which they use with regard to all planning, decisions and work practices
  • Clear management and control of all hazards and risks
  • Effective communication throughout the organisation with regard to all health and safety issues
  • A desire to learn from all potential loss or actual loss events

An organisation with a positive health and safety culture achieves health and safety aims and objectives and produces positive performance monitoring data such as reduction in accidents and incidents.

43
Q

By contrast, organisations with a negative health and safety culture have:

A
  • Poor health and safety performance data
  • Managers and employees achieving the minimum standards
  • Health and safety applied when required by national laws or client pressure rather than by choice
  • Poor attitudes to health and safety in the workplace
  • A dominant culture that is often a production-based culture
  • Poor levels of supervision of employees
  • Inadequate training programmes for employees
  • Lack of policies and procedures
  • Poor consultation with employees
44
Q

Organisational factors

A

The organisation has a significant influence on the behaviours of people. It must present a positive health and safety culture that is clear and consistent in all situations and this sets the standard of acceptance with regard to employee behaviour. Employees are aware of what the organisation expects and what is not acceptable with regard to health and safety practice. To encourage positive behaviours this organisation must:

  • Lead by clear and evident senior management commitment to health and safety
  • Ensure the allocation of all necessary resources
  • Demonstrate good identification and management of organisational risk
  • Provide effective communication to all people involved in the delivery of the health and safety management system
  • Have effective monitoring systems
  • Provide good working conditions including the welfare provision
45
Q

Job factors

A
  • Jobs or roles within an organisation contain a number of tasks; the tasks can often be seen in a job description document.
  • These tasks, required in order to carry out the overall job/role, may be both physical and mental.
  • Therefore, in order to maximise productivity and minimise human error we should ensure that all human factors are considered with regard to appointments and that we employ the right people to carry out work in the various jobs/roles within the organisation.
  • It is much easier to achieve the required behaviours from an employee correctly matched to the job requirements.
  • Matching the job to the person will ensure that they are not overloaded and that the most effective contribution to the business is achieved.
  • Physical matching includes the design of the whole workplace and working environment.
  • Mental matching involves the individual’s information and decision-making requirements, as well as their perception of the tasks and risks.
  • Mismatches between job requirements and people’s capabilities provide the potential for human error.
  • The job-related factors include consideration of equipment design, displays and controls and the design of work procedures.
  • There have been numerous studies completed to show the importance of the application of ergonomics to the design of equipment to minimise error and ensure efficiency.
  • Equally, when designing work procedures, consideration should be given to minimising human error wherever possible.
  • In practice this may include the provision of regular breaks and task rotation to minimise loss of concentration and fatigue.
46
Q

Individual factors

A

People bring to their job personal attitudes, skills, habits and personalities that can be strengths or weaknesses depending on the task demands. Individual characteristics influence behaviour in complex and significant ways. These characteristics include:

Attitude is the tendency to respond in a particular way to a given situation. Attitude may be affected by:

  • Background
  • Personality
  • Anxiety
  • Experience
  • Expectation
  • Peer group influence

Perception – is the way that people interpret and make sense of presented information. Factors that affect individual perception are:

  • Nature of the hazard - Obvious or hidden - Immediate or delayed effects
  • Previous experience
  • Health conditions
  • Familiarity with the situation
  • Level of training
  • Peer pressure
  • Intelligence and aptitude
  • Level of compliance
  • Confidence in others
  • Personal characteristics - Age, attitude and sensory impairment

Some characteristics, such as personality, are fixed and cannot be changed. Others, such as perception of risk, skills and attitudes, may be changed, or enhanced, through learning and experience. Suitable people can be assessed using a training needs analysis and then further developed to meet the needs of their job.

47
Q

There are various studies and guidance documents that suggest ways in which senior managers may show ongoing commitment with regard to health and safety:

A
  • Being visible and available within the working environment
  • Interacting with employees through face-to-face discussions and attendance at safety meetings
  • Ensuring effective consultation and communication within the organisation
  • Providing sufficient resources to work safely
  • Ensuring all staff are competent to carry out the roles allocated to them
  • Setting a good example with regard to safety procedures such as the wearing of personal protective equipment
  • Enforcing the safety policy and procedures
  • Promoting health and safety standards by leadership and example and appropriate use of disciplinary procedures
  • Providing competent personnel with relevant knowledge, skills and work experience
48
Q

The merits of graphic communication is that it:

A
  • Provides a user-friendly method of presenting numerical data
  • Visually supports written/verbal communication
  • Can be more effective than other forms of communication
49
Q

The limitations of graphic communication are that it:

A
  • Does not provide sufficient information for detailed instructions or technical information to be received
  • Creation/development of graphic communication requires technical expertise, which may be costly
50
Q

The need for effective communication is essential with regard to health and safety. To achieve effective communication a number of different methods are used within the organisation. This includes:

A

Notice boards

Notice boards are used in many workplaces to draw attention to particular health and safety practices and communicate the relevant organisational information. Notice boards are effective if the information is regularly updated, is relevant to the workforce and information is presented well.

Films, posters

Films and posters are used to reinforce the safety messages and can be very effective if well designed and appropriate for the target audience.

Toolbox talks

Toolbox talks are used to remind employees of the main risks and controls associated with the work activities. They are effective if they are properly planned and delivered with enthusiasm. They should be concise and use operational examples to ensure employees remain interested and learn from the information received.

Memos

Memos are written notifications to remind employees of key messages or requirements. There is no opportunity for feedback and understanding is assumed. They must be clear, concise and only used when appropriate to be effective.

Employee handbooks

Employee handbooks set out the organisational health and safety policy and procedures. All employees are issued with a copy on appointment to the organisation. To be effective, they must be well written and provide an effective method of being updated.

51
Q

Co-operation and consultation with the workforce

A

Organisations with effective communication ensure regular co-operation and consultation with the workforce. Co-operation and consultation provide opportunities for the involvement of the workforce during the development of policies/procedures and eventual ownership of the policies/procedures following implementation.

A duty lies on the employer under Section 2(6) of HASWA to consult the representative(s): “with a view to the making and maintenance of arrangements which will enable him and his employees to co-operate effectively in promoting and developing measures to ensure the health and safety at work of the employees, and in checking the effectiveness of such measures.”

52
Q

The functions of an elected trade union safety representative are:

A
  • To investigate hazards and dangerous occurrences
  • To examine causes of accidents
  • To investigate employee complaints
  • To represent employees with employer and enforcing authority
  • To carry out inspections of the workplace and notify employer
  • To receive information from enforcing authority
  • To attend safety committee meetings
53
Q

The rights of an elected trade union safety representative are:

A
  • To have time off with pay for training
  • To be allowed time to carry out the identified functions
  • To conduct inspections at least every three months and following accidents or reported problems • To conduct accident investigations
  • Access to certain facilities, including access to information or certain records, office space for discussions with staff and access to copying equipment, PC, telephone, etc.
54
Q

A safety representative may make a complaint to an employment tribunal if:

A
  • The employer has failed to permit him to take time off to perform his functions
  • The employer has failed to pay him for the time taken to perform these functions
55
Q

Health and Safety (Consultation with Employees) Regulations 1996 These regulations require employers to consult with their employees where there are no trade unions to ensure the duty to consult is fulfilled in organisations where there is no trade union activity.

A

Employers are required to consult with employees on matters that may affect their health and safety.

Representatives of employee safety should make representations to their employer about hazards and dangerous occurrences and general health and safety matters. They should also represent the group in consultations with enforcement inspectors.

The employer should ensure that employee representatives are supported and receive training in order to carry out their duties, time off with pay during working hours in order for them to carry out their functions, and access to suitable facilities to carry out their duties.

56
Q

Many organisations have health and safety representatives and form health and safety committees. The functions of the safety committee is to:

A
  • Provide a forum for consultation and communication on health and safety issues
  • To review health and safety performance, such as accident statistics
  • To review reports from audits and enforcement visits
  • To review reports from employees
  • To monitor the effectiveness of health and safety communications
  • To monitor the provision of training and development for employees
  • To review recurring problems
  • Be involved with the development and review of safety rules, policies and procedures, etc.
57
Q

An effective health and safety committee needs:

A
  • The right number and mix of members to ensure good and balanced discussions take place
  • Adequate authority to make decisions and allocate resources
  • Knowledge and expertise to deal with the issues
  • Good communications to ensure everyone receives the information
  • A suitable level of formality - Agenda, minutes, chairperson
  • External input/access to specialists when required
  • Minutes to identify who is responsible for actions and deadlines
  • Identified and agreed priorities
  • Strong and fair chairperson
  • Regular meetings in work time
58
Q

Organisations that understand the need for effective consultation and co-operation with the workforce benefit in the following ways:

A
  • More ownership of health and safety issues
  • Reduced accidents and incidents due to use of policies/procedures
  • Successful health and safety management systems
59
Q

Induction training is provided to new employees and contractors. Typical induction training includes the following topics:

A
  • Review and discussion of health and safety policy
  • Organisation and arrangements for the policy – overview of management system
  • Specific site risks and control measures
  • Fire and emergency procedures
  • Welfare facilities
  • Accident and incident reporting
  • First aid
  • Personal protective equipment required for work

Other training requirements for employees include when there is a job/role change, process change, following the introduction of new legislation, and the introduction of new technology.

60
Q

It is important that emergency procedures are developed to:

A
  • Fulfil the national legal requirement or best practice requirement
  • Prevent or mitigate loss/injuries
  • Allow the emergency drill to be rehearsed
  • Allow coordination with other persons, such as landlords, emergency services, visitors
  • Aid continuity and therefore minimise disruption
61
Q

Arrangements for contacting emergency and rescue services

A

Emergency and rescue services should be called as soon as possible and in accordance with national requirements. Most emergency services wish to be involved as soon as possible and use their expertise to bring the situation under control.

The emergency telephone number in any country is typically a three-digit number so that it is easily remembered and dialled quickly. Operators or emergency dispatchers will determine the emergency response required and require some key information from the caller.

The single European emergency call number is 112 and anyone may call this service from any telephone and without money.

All employees should be made aware of the arrangements for contacting the emergency services.

62
Q

Importance of training and testing emergency procedures

A

To ensure people remain safe during real emergencies it is essential that the emergency procedures are practiced and tested regularly and thoroughly. Training and practice will help to ensure that when an emergency is declared, people will actually behave in the way that was planned and they will follow the procedures precisely.

Results of practice drills must always be recorded. Where necessary to improve performance, procedures should be modified and further training and practice should be provided.

63
Q

First aid is defined as:

A

‘a situation where a person will need help from a medical practitioner or nurse, treatment for the purpose of preserving life and minimising the consequences of injury and illness until such help is obtained, and treatment of minor injuries which would otherwise receive no treatment or which do not need treatment by a medical practitioner or nurse’. (HSE, 1981)

Organisations should consider the work activities, risk levels and employees exposed, and decide on the appropriate level of first aid support for the workplace. The first aid provision will include the numbers of first aid trained staff and the provision of suitably stocked first aid boxes.

First aid trained staff will have attended a suitable training course and been awarded a certificate of competence on completion. The training should be repeated every three years to maintain competence and skill. Training must be provided by suitable training providers to ensure standards are maintained. The number of first aiders required is determined by using a risk assessment approach.

This determines the risk based on:

  • The numbers of employees
  • The location of the workplace
  • The typical work activities
  • Hazards and risks present in the workplace
  • Working arrangements such as shift patterns
  • Accident history on the site
64
Q

Although there is not usually a specific contents list, first-aid boxes should normally contain:

A
  • 1 guidance leaflet
  • 20 individually wrapped sterile adhesive dressings
  • 2 sterile eye pads
  • 4 individually wrapped triangular bandages
  • 6 safety pins
  • 6 medium sterile unmediated dressings
  • 2 large sterile unmediated dressings
  • 1 pair disposable gloves

NEBOSH GC1 (5 decks)

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