Module 1 Flashcards
Monitoring activities including:
Checking safety critical systems • Ensuring compliance with safety procedures • Observing people to ensure that they are acting in a safe manner • Reporting objects and activities that are unsafe.
Reducing risk by:
Eliminate risks • Alert others to hazards and risks • Ensure that emergency exits and escape routes are clear.
Responding by:
Providing or coordinating first aid • Controlling the scene and coordinating responses • Making sure accidents and injuries are reported and recorded • Managing traffic and keeping emergency routes open.
Assisting with recovery activities,
Securing the premises after a break in • Helping to
bring an area back to operation • Ensuring safety equipment is operational after use • Adjusting routines to
respond to breaches in security • Reporting on casualties/incidents to the Human resource department.
Functions of
the SIA
The private security industry is regulated by the Private Security Industry Act 2001, which covers England
and Wales, and was extended to include Scotland in 2005 and Northern Ireland in 2009.
The purpose of the
Act was to:
Raise standards • Remove criminal elements from the industry • Increase public confidence and
safety • Establish the SIA and licensing.
SIA responsibilities:
Compulsory licensing of certain jobs in the security industry • Management of the
voluntary Approved Contractors Scheme • Sets and approves standards of conduct, training and supervision •
Monitors the performance of the private security industry and the Private Security Industry Act • Undertakes
inspection and enforces regulation.
Civil law
involves non-criminal cases and enables individuals or
organisations to take action against each other in order to settle disputes - Security personnel do not have any
powers of arrest for a civil dispute
Criminal law - Crown Prosecution Service -
Security staff in England and Wales have the same power of arrest as members of the
public for indictable offences.
The burden of proof in a civil case is considered against ‘a balance of probabilities.’ The burden of proof for a
criminal case is higher, and has to be ‘beyond reasonable doubt.’
Statute Law
written laws that are passed by Acts of Parliament (known as statutes)
Common Law
non-codified legislation handed down and developed by courts over the years.
Equality Act 2010
designed to provide a single piece of legislation dealing with equality. The Act
affects employers, in relation to employment practices, service providers in relation to the way they deal with
customers and a variety of other groups including the public sector. It makes discrimination, harassment and
victimisation illegal for certain protected characteristics. Not all of the illegal acts apply to every protected
characteristic.
Direct Discrimination
Where a person is treated less favourably than
another person because of a protected
characteristic.
Associative Discrimination
Direct discrimination against someone because
they associate with another person who possesses
a protected characteristic.
Discrimination by Perception
Direct discrimination against someone because
the other person thinks that they possess a
particular protected characteristic.
Indirect Discrimination
Can occur when there is a rule or policy that
applies to everyone but disadvantages a person or
group that possess a particular protected
characteristic.
Harassment
Type of indirect discrimination -where the victim can show that the behaviour caused
injury to feelings
Perception of Harassment
Whether the action was intended to cause offence or not does not matter
Third party harassment:
The Equality Act makes employers potentially liable for harassment of their
employees by people who are not employees of the company such as customers or clients
Victimisation:
Victimisation occurs when an employee is treated badly because they have made or
supported a complaint or raised a grievance under the Equality Act, or because they are suspected of doing
so. An employee however, is not protected if they have maliciously made or supported an untrue complaint.
The Health and Safety at Work Act is
sets out the general duties that employers have towards employees and
members of the public, and employees have to themselves and each other. The Act applies to employers,
employees, visitors and customers, contractors, suppliers, end users, anyone that enters the site legally and
anyone entering the site illegally. WE ALL HAVE A COMMON DUTY OF CARE.
Employees must only carry out work related tasks they are trained in and to carry out these tasks in
accordance with the training received •
Operate equipment safely- comply with operating instructions and do
not misuse equipment • Follow H&S procedures - wear protective clothing, follow safety signage • Cooperate
with and participate in employer provided training • Report faults and defects found on machinery or
equipment as soon as they occur • Report injuries and accidents to employers.
It should be recognised that it is not just what you do that is important it is also what you do not do. These
are known as your acts and omissions within health & safety legislation and you can be prosecuted, if found
negligent in either.
In the security industry exercising your duty of care will include such things as: • Deciding the need and
recognising the consequences of physical intervention •Making sure that you are trained to take on the role
or the job • aspects of Taking action on safety issues observed on site.
Duty of Employers
Procedures and Facilities
Hazard
A hazard in the context of Health and Safety is “A potential source of harm which could have adverse effects
on a person or persons”.
