|
Health and Safety at Work |
|
Written by Jordan Richards
|
|
Saturday, 14 July 2007 |
Health and Safety at Work
The Health and Safety at Work Act creates a general duty to ‘ensure so far as is reasonably
practicable the health, safety and welfare at work of all their employees’. Employers (including
associations) must comply with the Act. Its requirements include:
- Providing and maintaining safety equipment and safe systems of work.
- Ensuring materials used are properly stored, handled, used and transported.
- Providing information, training, instruction and supervision.
- Ensuring staff are aware of instructions provided by manufacturers and suppliers of
- equipment.
- Providing a safe place of employment.
- Providing a safe working environment.
- Providing a written safety policy/risk assessment.
- Looking after health and safety of others.
- Talking to safety representatives.
|
|
|
Written by Jordan Richards
|
|
Saturday, 14 July 2007 |
Smoking in workplaces
From 1 July 2007, all public places and workplaces in England are required to be smoke-free in
England. The public smoking ban in Wales came into effect on 2 April.
Under the Smoke-free (Signs) Regulations 2007 and accompanying primary legislation, each
workplace is obliged to display a no-smoking sign at the entrance or face a £150 fine.
If you would like further information about this and advice on employers’ duty of care in this
area, please contact the Department of Health’s Customer Service Centre on 020 7210 4850 or
visit http://www.smokefreeengland.co.uk/
|
|
Last Updated ( Saturday, 14 July 2007 )
|
|
|
Diversity and Equal Opportunities |
|
Written by Jordan Richards
|
|
Saturday, 14 July 2007 |
Diversity and Equal Opportunities
It is good practice to treat everyone fairly and with respect – and to work to ensure that all
employees have access to the same opportunities. The area of equal opportunities is subject to a
lot of legislation, covering discrimination on grounds of age, religious belief, gender, sexual
orientation, disability and ethnic origin.
Associations have a statutory duty of care towards their employees – and vicarious liability for
the actions of their employees. Vicarious liability means that organisations may be held
responsible for any acts of discrimination or harassment carried out by their individual employees
even if these were done without their knowledge and / or approval. One way to help prevent such
claims is through training and awareness.
The Party is making available a free on-line training module for volunteers and employees alike
to help associations meet their duty of care in this area. The module takes around 75 minutes to
complete and simply requires access to the internet. Should you want to make use of this facility,
please contact Lindsay Gordon at
This e-mail address is being protected from spam bots, you need JavaScript enabled to view it
or Sharon Rowland at
This e-mail address is being protected from spam bots, you need JavaScript enabled to view it
with your name and email address so that you can be set up
with access to the relevant website and a password.
|
|
Last Updated ( Saturday, 14 July 2007 )
|
|
|
|
<< Start < Prev 1 2 3 Next > End >>
|
| Results 1 - 4 of 9 |
