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UNIT 3 Health and social care > LO2 > Flashcards

LO2 Flashcards

1
Q

health and safety at work act 1974 - policy and procedures

A

Legislation -> policy, what we do -> procedure, how we do it

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2
Q

HASAWA
health and safety policy

A

-policy in line with legal requirements
-staff aware of policy, can access
-display health and safety law policy

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3
Q

HASAWA
Employers responsibilities
Provide a safe environment:

A

-risk assessment
-provide PPE
-procedures to prevent accidents
-monitor staff practice
-fire safety

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4
Q

HASAWA
employers responsibilities
provide training and information:

A

-health and safety training - updated
-specialist equipment. eg hoist training
-medical need training. eg autism awareness and epilepsy first aid
-fire drills
-first aid

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5
Q

HASAWA
employers responsibilities
provide safety equipment:

A

-fit for purpose
-safety checks
-service and maintenance
-PAT test electrical equipment

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6
Q

HASAWA
employers responsibilities
provide PPE free of charge:

A

-personal protective equipment
-staff must use PPE
-aprons, masks, gloves etc

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7
Q

HASAWA
employees responsibilities

A

-cooperate with employees by following health and safety regulations
-report hazards
-do not misuse equipment
-keep self and others safe
-wear PPE
-take part is H&S training
-do what their employer says

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8
Q

HASAWA service users responsibilities

A

-follow the H&S rules of their service (their policies)
-report any H&S concerns
-follow the direction of staff

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9
Q

management of health and safety at work regulation 1999

employees must carry out and implement risk assessments:

A
  1. identify hazards
  2. decide who could be harmed and how
  3. risk rating
  4. control measures
  5. recording findings from risk assessments
  6. people review and update
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10
Q

management of health and safety at work regulation 1999

appoint competent people to manage health safety and security:

A

someone who has the necessary skills,
experience and knowledge to manage health and safety must be appointed

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11
Q

management of health and safety at work regulation 1999

emergency procedures in place:

A

procedures must be in place for emergencies that may occur. eg fire, flood & infection outbreak

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12
Q

management of health and safety at work regulation 1999

provide information training and supervision:

A

-health and safety information must be displayed
-health and safety policies
-staff must be training in health and safety

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13
Q

civil contingencies act 2004
contingency definition

A

a future event or circumstance which is possible but cannot be predicted with certainty

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14
Q

civil contingencies act 2004
response of public services in a major emergency

A

organisations work together with emergency services, local authorities and health bodies

provides a framework for emergency planning and response ranging from local to national levels

used when there is a major threat to public welfare

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15
Q

civil contingencies 2004
AAPPRR

A

Anticipation
Assessment
Prevention
Preparation
Response
Recovery

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16
Q

civil contingencies act 2004
legal requirements

A

-emergency services required to work together
-plan in place - each services knows it’s role
-risk assessment

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17
Q

civil contingencies act 2004
examples of major emergencies

A

-severe flooding
-extreme weather conditions
-terrorist attack
-pandemic

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18
Q

manual handling operation regulations 1992

A

-employers and employees must avoid hazardous manual handling tasks where possible and access those that cannot be avoided
-employees must eliminate or reduce risks associated manual handling tasks.
-employers must provide information training and supervision about safe moving and lifting

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19
Q

manual handling operation regulations 1992
to reduce the risk of injury from manual handling

A

-encourage individuals to move independently where possible.
-plan every lift to be as safe as possible.
-use lifting aids when people cannot be moved independently or when lifting heavy equipment.
-avoid twisting when lifting.
-avoid lifting from the floor.
-keep load close to body.
-avoid repetitive lifts.

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20
Q

manual handling operation regulations 1992
policies and procedures

A

-workplace hazards and risk control policy and manual handling policy.
-staff must always follow correct procedures for manual handling.
-procedure on staff attending training.

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21
Q

Control of substance hazardous to health 2022 COSHH

A

-COSHH stores are in all settings
-chemical hazards (bleach medicines etc)
-biological hazards (clean up infections)

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22
Q

Control of substance hazardous to health 2022 COSHH

hazardous substances found in HSC/CC settings

A

-drugs and medicines
-cleaning materials, disinfectants & maintenance products containing chemicals (eg pesticides)
-materials exposed to body fluids eg soiled bedding and incontinence pads.

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23
Q

Control of substance hazardous to health 2022 COSHH

actions of the employer

A

-decide on action to prevent or control exposure to hazardous substances, infections and diseases (risk assess)

24
Q

Control of substance hazardous to health 2022 COSHH

if substitution is not possible (if you have to use a chemical)

A

-handle the substance safely, following manufacturer instructions
-store products securely (eg cleaning products)
-keep products in their original containers
-use personal protective equipment

25
Q

Control of substance hazardous to health 2022 COSHH

training, information & instruction

A

-train in this correct use and storage of the products
-correct procedure for clearing up spillages
-procedures to check and wear PPE correctly

26
Q

Data protection act 1998

types of data help in HSC settings

A

-test results
-home address
-patient records

27
Q

data protection act 1998
ways of keeping confidentiality

A

-information relating to individuals must not be shared outside setting.
-telephone conversations - avoid disclosure of confidential information.

28
Q

data protection act 1998
transparency definition

A

transparency is the ‘cornerstone of healthcare’. every health care organisation must be honest, open and truthful in all their dealings with patients and personal interests must never be allowed to outweigh the dry to be honest, open & truthful.

29
Q

data protection act 1998
GDPR 7 principles

A
  1. data must be collected in a transparent way.
  2. if you wish to use it for other reasons eg marketing and promotion, you will require consent
  3. you must not collect any additional personal information that is not necessary.
  4. if has to be legible and accurate and you must have systems and processes in place to keep it up to date
  5. you cannot retain information any longer than the legally required timescales.
  6. personalised data must be processed and stored securely
  7. accountability - organisation must have policies, procedures and training on data protection.
30
Q

list the types of hazards used in food safety

A

biological, chemical & environmental

31
Q

food safety act 1990

A

-good personal hygiene is kept when working with food.
-records kept of where food comes from.
-food must not be falsely or misleadingly described or presented.
-incident reports made for unsafe food being used.
-enforced by the food standards agency.

32
Q

list 5 consequences of breaking the food safety act

A

-fines
-imprisonment
-closure of the service
-environmental health officers
-enforce food safety - eg seize unfit food

33
Q

food safety regulations 1995

A

-risk assessments for food use
-good personal hygiene monitored
-good hygiene of food preparation areas
-aims to reduce the spread of disease

34
Q

responsibilities of food safety

A

-treat food so it is safe to consume (dates, temp, storage etc)
-train staff in procedures (coloured boards, cleaning, personal hygiene etc)
-staff are aware of cross contamination risks (temp, storage, high risk foods etc)

35
Q

food handlers hygiene

A

-keep clean (good personal hygiene)
-wear suitable protective clothing
-cover cut with blue waterproof dressings
-do not smoke or spit

36
Q

Reporting of injuries, diseases and dangerous occurrences regulations 2013 (RIDDOR)
records:

A

-employer must keep a record for any reportable injury, disease or dangerous occurrence for three years. records must include
-method of reporting
-data, time & place of event
-personal details of those involved
-brief description of the injury, description or dangerous occurrence.

37
Q

Reporting of injuries, diseases and dangerous occurrences regulations 2013 (RIDDOR)
specified injuries:

A

Accidents resulting in employees dying, being injured, being absent from work or unable to do normal work for 7 days or more
-amputations
-serious burns
-injury leading to loss or reduction of sight

38
Q

Reporting of injuries, diseases and dangerous occurrences regulations 2013 (RIDDOR)
reportable injuries to people not at work:

A

-a service user received a fractured arm when their arm becomes trapped in a bed rail.
-a visitor to the hospital is struck on the head by a car park barrier and receives a specified injury that requires hospital attention

39
Q

Reporting of injuries, diseases and dangerous occurrences regulations 2013 (RIDDOR)
reportable diseases, infection & i’ll health:

A

-occupational asthma
-hand-arm vibration syndrome
-severe cramp of the hand of forearm
-any occupational cancer

40
Q

Reporting of injuries, diseases and dangerous occurrences regulations 2013 (RIDDOR)
reportable diseases:

A

-a nurse contracts active pulmonary TB after nursing a patient with the condition

41
Q

Reporting of injuries, diseases and dangerous occurrences regulations 2013 (RIDDOR)
dangerous occurrences in HASC:

A

-failure of lifts and lifting equipment
-an electric short circuit or overload causing fire or explosion
-a patient hoist collapses or overturns.

42
Q

safeguarding
who’s responsibility is it?

A

Safeguarding adults and children from harm and abuse is everyone’s responsibility.

43
Q

DBS - disclosure and barring service

A

-prevents unsuitable people from working vulnerable adults and children.
-search police records
-decides whether a person should be placed on or removed from a barred list.
-employer requests DBS check for roles that may involve working or volunteering on HSC or child care settings.
-DBS required if a person adopts or fosters a child.
-applicants must be over 16 years old.

44
Q

safeguarding policy

A

-all staff must have a DSL
-there must be a ‘named person’ on site at all times who is responsible for safeguarding
-the DSL must attend training and keep up to date with safeguarding requirements
-staff must act of information a child/adult tells them.
-staff must keep written records of all injuries to children/adults
-the use of mobile phones and cameras is prohibited in settings

45
Q

THE INFLUENCES OF LEGISLATION
on staff:

A

Legislation promotes safe and secure environments and working practices due to requirements for:
-safe staffing levels
-effective supervision, instruction & training
-suitable levels of awareness, knowledge & skills

46
Q

THE INFLUENCES OF LEGISLATION
for premises (the service) :

A

Legislation requires maintenance of premises:
-clean - for infection control
-good condition - for security
-hand washing / changing facilities - for personal hygiene

escape routes and exits:
-available for use at all times - not blocked
-signs for escape routes, fire alarms & fire extinguishers

47
Q

THE INFLUENCES OF LEGISLATIONS
for practices:

A

Legislation promotes good personal hygiene to control spread of infection
- effective hand washing
-wearing clean clothes
-wear protective equipment

legislation requires correct and secure recording and storage of information for:
-accidents, illnesses and incidents

48
Q

definition of a policy

A

-What must be done to follow the law
-Clear statements of intent of how an organisation intends to conduct it’s services.

49
Q

definition of a procedure

A

-how they do what the policy says
-the way in which the service or organisation expects its employees to put its policies into action.

50
Q

what are the two steps of the implementing of policies and procedures?

A

-legislation requires employers to have in place policies and procedures that explain how health, safety and welfare is safeguarded
-policies will vary between different settings.

51
Q

regular review to relent changes to:

A

-legislation
-organisations needs and aims
-individuals needs

52
Q

why do we need to update policies?

A

-because legislation changes
-to keep everyone safe
-for individuals needs

53
Q

to ensure policies are up to date and accurate include a system to:

A

-date and number policy
-plan review date
-communicate the changes to staff

54
Q

what is the impact of not complying with policies on EMPLOYEES

A

-further training
-closer monitoring / supervision
-disciplinary action

55
Q

what is the impact on not complying with policies on EMPLOYERS?

A

-closure
-fines
-imprisonment

UNIT 3 Health and social care (4 decks)

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