Develop health and safety and risk management policies

1 January 2018

Unit 4 Develop health and safety and risk management policies, procedures and practices in health and social care
Written questions
  Explain the legislative framework for health, safety and risk management in the work setting (1.1)
The Health and Safety Act 1974 is the main piece of legislations which applies to the health, safety and risk management. The Health and Safety at Work Act 1974 is the base of successive regulations “umbrella legislation” which has clarified responsibilities and responses.
The Health and Safety at Work Act 1974 places duty on the employers and also to ensure health, safety and welfare of all employees “as far as is reasonably practical”
Under the legislation the employer has a duty to:
Ensure the health and safety at work for all employees
Provide and maintain equipment and systems which are safe and not a risk to the employees
Provide information and training
Under the legislation managers have a duty to make sure:
Maintain a safe working environment for all staff
Ensure that all staff adhere to policies, procedures and instructions
Provide training for all staff practice and work methods
Explain hazards and safe working practice to new employees before they start work
Report / Record all accidents
Employees also have a responsibility when working and have a duty to:
Take reasonable care of their own health and safety
Take reasonable care not to put others at risk
To follow guidelines, policies and procedures of their employers and attend any training given in relation to health and safety.
To notify the manager of any hazards, incident or accidents that occur.
(HSE)
Under the umbrella employers are obliged to also follow alongside their employees, these include
The Health and Safety (First Aid) Regulations 1981:
Require employers to provide adequate and appropriate equipment, facilities and personnel to ensure their employees receive immediate attention if they are injured or taken ill at work. (HSE)
Workplace (Health, Safety and Welfare) Regulations 1992
Covers a wide range of basic health, safety and welfare issues and applies to most work places with the exception of construction work on constructive sites, working on a ship or down a mine. (HSE)
Manual Handling regulations 1992
employer you must comply with the risk assessment requirements set out in the Management of Health and Safety at Work Regulations 1999 as well as the requirement in the Manual Handling Operations Regulations 1992 (MHOR) to carry out a risk assessment on manual handling tasks. (HSE)
Personal Protective Equipment at Work Regulations 1992
Employers have duties concerning the provision and use of personal protective equipment (PPE) at work. PPE is equipment that will protect the user against health or safety risks at work. It can include items such as safety helmets, gloves, eye protection, high-visibility clothing, safety footwear and safety harnesses. (HSE)
Reporting of Injuries, Diseases and Dangerous Occurrence Regulations 1995
RIDDOR puts duties on employers, the self-employed and people in control of work premises (the Responsible Person) to report certain serious workplace accidents, occupational diseases and specified dangerous occurrences (near misses). (HSE)
Control of Substance Hazardous to Health Regulations 2002
These provide a framework to help protect people in the workplace against health risks from hazardous substances. The substances may be used directly in the workplace (eg cleaning chemicals) or may arise from the work (e.g. dusts, fumes and waste products). (HSE)
Management of Health and Safety at Work Regulations
Management of Health and Safety at Work Regulations 1999. The Regulations were introduced to reinforce the Health and Safety at Work etc Act 1974. The MHSWR places duties on employers and employees including those who are clients, designers, principal contractors or other contractors. (HSE)
Analyse how policies, procedures and practices in own setting meet health, safety and risk management requirements (1.2)
In my organisation we have written policies and procedure which we have copies of at our place of work; these reflect national legislation and good practice in our field of work.
Due to the size of the organisation our policy are written by our more senior managers and signed off by our Chief Executive they must check before signing off.
The policies contain information for employees in relation to health and safety, how to work safety in the work place and also include risk assessment and management procedures.
The policies that are produced and practiced in our own setting to meet health, safety and risk management are:
Accountability – It states that: Comprehensive Corporate Policies and Guidance – All staff are aware of and understand the company policies, procedures and guidelines both corporately and locally and their understanding is checked during their probationary period, each employee’s understanding and implementation of the companies policies are reinforced through regular training and supervision.
Each year locally we have between 6-8 topic supervision which cover health, safety and risk management which are completed with the staff member’s either in a group supervision or individual supervision to make sure they are up to date with their knowledge and understanding, when a policy is reviewed through a staff briefing the service manager will highlight the changes that have been made to the policy and this will be discussed in a Team Meeting, and all the staff team are asked to read and sign the new policy before it gets placed in the policy file.
The Health and Safety (corporate policy):
Clearly states that will comply with current Health and Safety legislation, code of practice, guidance notes, and British standards and any subsequently legislation enacted under the health and Safety Act 1974. These are reviewed every 3 years or when there is a change to legislation or new legislation is added to the umbrella of the Health & Safety at Work Act 1974.
I was always told that policy & Procedure files are like the work bible as they cover everything you will need and more to work in your job role and should you feel you need reassurance and guidance then to use and follow the policy and procedures that have been put in place.
In each house we have a health and safety file which outlines check that must be made on a daily, weekly and monthly basis these include:
Daily checks include:
Water temperatures – fridge & freezer temperatures – daily checks of the property both inside and outside – daily cleaning rota – and night safety check.
Water checks – are important as an individual could be scalded if the hot water was too hot, support staff check the temperature each time they support an individual with personal care and record the temperature in the Health & Safety file. Each individual have safe bathing risk assessments in place for staff to follow.
Fridge/ Freezer daily checks – The temperature of the appliance is taking each morning to make sure that the temperature is at a satisfactory level and the appliance is working correctly – food is not out of date and is disposed correctly as directed by the council, staff know to contact the landlord should there be a problem and the appliance is not working as it should be.
Daily checks: Are carried out by staff to make sure that there is no risk to the individuals and everything is safe. These are visual checks, looking at wires plugs, appliances, fire panel, extinguishes
Explain the actions to take when health, safety and risk management, procedures and practices are not being complied with:
The action I would take if there was a health & safety risk management procedure and practice which would not being adhered to would be.
To speak to the staff team or staff member in team meeting or supervision to find out why the practice is not being adhered to. I would go through their training and see if they require further training or refresher training. If this should happen again then I would speak to my line manager and give the staff member or staff team a manager instruction which would be held on their file for 12 months, this would then be talked about in supervision to make sure that they adhering to it.
I would make sure that all the risk assessments and plans are up to date and in place and ask all the staff team to read and sign to say that they understand.
If it was something that would cause significant harm to an individual then I would report it to my line manager and also the health and safety representative at out head office. The staff member could be suspended and an investigation would take place and they would have to attend a meeting to discuss why the event took place and why they were not following the risk management in place, they could be dismissed for gross misconduct,
I complete health and safety audits each month to make sure that the staff team is following and completing what is asked of them on a daily, weekly, monthly and annual basis.
Evaluate own practice in promoting a balanced approach to risk management (4.3)
My job role is support coordinator for two services, one being supported living and the other being independent living.
I evaluate my own practice by listening and discussing with staff and individuals to approach a balance to risk management.
i.e. one of the individuals who lives in the independent setting is supported with PRN medication and has a history of keeping pills in their mouth when they are being supported. The individual told a member of staff that they had kept 6 tablets and because they were not sleeping took the whole six tablets in one go. The staff member sought advice from the health professionals. When I returned to work the staff team brought this to my attention and after discussion with their CPN it was decided to lower the risk to have the tablet in liquid form so the individual could not store and try and take more than what is prescribed.
Discussions also take place in all handovers, staff meetings and also individual supervisions.
I also like to liaise and speak to the people we support and manage any risk management.
i.e. one of the individuals had at one time an increase desire to hold on to high levels of medication as they were self-medicating, we now complete weekly stock checks to make sure they are managing their medication and stock that is only required on a monthly cycle.
I try and attend tenant meeting and discuss any risk issues that are brought up in the meeting – we always include feeling safe in the home and out in the community and also ask them if they have any repairs that they need to report.
If I am in need of support I will go to my line manager and see advice and pass this on to the staff and people we support and plan ways to move forward.
Analyse how helping others to understand the balance between risk and rights improves practice (4.4)
 
Helping others to understand the balance between risk and rights improves the staff practice and the relationship with the people they are supporting on a day to day basis.
The staff team:
When new staff begin to work for the company they receive the training to support the people we support, this enable them to understand the balance between the risk and rights when supporting and developing risk assessments, lone working risk assessments e.c.t
For the staff team to complete keyworker sessions and identify any risks that a person may want to take i.e a helicopter ride and are a wheelchair user, the staff member would be able to seek advice on behalf of the person we are supporting as it is their right to do as much as they can with support this improves our practice and that we are working in a person centred way.
For the staff team to be open and honest and be able to discuss and concerns they have around risks and the rights of the people we support, which enable the team to share good practice and knowledge.
The people we support:
To have a relationship with the staff team, who are able to identify risks and lower the risks by completing risk assessments with the individuals involvement at all times so that they have an understanding of the risk involved. To know that the staff team have their best interests when it comes to decision making and to hold discussions with the relevant people who would be involved, which may include having a capacity assessment

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