CONTROLLING
WORKPLACE HAZARD.
87) In relation
to cutting timber using a bench mounted circular saw.
A)
Outline
the mechanical hazards to which an operator may be exposed.
1)
Cutting hazards associated with the rotating with the blade but
candidate might…
2)
Also have referred to entanglement with the rotating parts (such
as the spindle or parts of the transmission machinery).
3)
Hazard created by flying particles.
4)
Ejection of the wood being processed.
B) Identify the
guards and protective devices designed to prevent with the saw blade, and in
each case, explain how he /operator is
protected.
1)
An adjustable or self adjusting guards for the top of the saw,
exposing as little of the blade as possible.
2)
Fixed guards over the parts of the blade below the bench and
around the motor and drive mechanism.
3)
Protection at the rear of the blade in the form of a riving knife.
4)
Use of a push stick to keep operator hand away from the blade at
the end of the cut.
C) Outline four
non-mechanized hazards presented by the operation, identifying the possible
health & Safety effects in each case.
1)
Wood dust: Lung disorder, Nasal cancer.
2)
Electricity: shock or burn.
3)
Noise: noise induced hearing loss.
4)
Hot surfaces: burn.
88) Outline the
practical measures that might be taken to reduce the risk of violence to reduce
the risk of violence to employees who deal with members of the public as part
of their work.
With many occupations exposed to the risk of violence from members
of the public, particularly in the service industries, there was a wide range
of practical measures that could have been outlined. Better answer looked at
measures that encompassed the broad aspect of the environment, job factors,
individual protection and general security. Only by addressing a wide range of
issues, rather than concentrating on just physical security measures for
instance, could high ,marks be obtained.
The design of the public areas, in terms of décor, seating, the
means of providing information (i.e. on waiting times) and the absence of
obvious barriers, can help to reduce the build-up of confrontation and violent
episodes. A balance must be drawn, however, between presenting a calm and
‘open’ environment and protecting staff from any violent incidents that could
arise. Hence, there will often be need for wide counters, coded locks on doors,
CCTV systems, panic buttons and alarm systems, whether these are made discrete
or obvious will depend on the particularly those involving money may mean that
the risk is too great to avoid the use of some sort of physical means of
separation, such as security screens, between employees and the public.
Many occupations, such as estate consultant/agents and social
workers, involve interaction with the public outside work premises. In these
cases, measures such as the avoidance of carrying large amount of cash,
implementing appointment systems, Client risk assessment and accurate records,
keeping may need to be considered. The risk of lone workers should give
particular attention, with the need in certain circumstances to avoid lone
working altogether and/or to implement regular checks-in procedures and to
issue personal panic alarms.
In addition to designing the work place and the task to minimize
the risk of violence assault, staff will need to be trained in the procedures
and possibly in how they might recognize the early signs of aggressive behavior
and avoid, defense or otherwise deal with a violent situations, in certain
circumstances, the employment of security staff and the provision of PPE (e.g.
bullet or stab proof vests, helmet etc).may be required.
In general, answers tended to be limited, sometimes because
candidates seemed to have only one situation in mind, such that faced by health
service workers. Others refereed in vague terms to measures such as the need for
stringent security but without giving any details or examples of what this
might mean.
89) Outline the
precautions to be taken when employees are working at ground level in a
workshop where loads are lifted and transported by means of an overhead gantry
crane.
1)
The use, training and competence of key personnel (operator,
signaler, slinger) are of utmost importance to general crane safety, as are the
requirements for maintenance and statutory examinations of the crane and
lifting tackles.
2)
Warning of a lift taking place (audible and/or visual).
3)
Exclusion zones.
4)
Ensuring that the load is secure, does not exceed that safe
working load, is lifted to the correct height and is moved at an appropriate
speed.
5)
Ensuring that all those working in the area have been properly
trained and are adequately supervised.
90) Outline
control measures needed to ensure safety during excavation work on a
construction site.
Hazards:
1)
Collapse of sides.
2)
Fall of a persons.
3)
Material or vehicles into the excavation.
4)
Weakening of adjacent structures.
5)
Contact with buried services or contaminated soil.
6)
Build of fumes.
7)
Ingress of water and contact with mechanical plant.
Control measures:
1)
Shoring, benching etc (support of sides).
2)
Detection of services (e.g. from plans, use of cable /pipe
detectors etc).
3)
Storage of materials, equipments and spoil away from edge.
4)
Means of preventing vehicles falling into the excavation or
causing collapse (i.e. stop, blocks).
5)
Means of preventing peoples falling in (guard rails, barriers,
crossing points and covers).
6)
Means of preventing collapse of adjacent structures.
7)
Sage means of access & egress.
8)
Testing for, and ventilation of, noxious fumes.
9)
Pumping out water facility.
10)
Procedures for working with mechanical plant.
11)
General issues such as ‘IT IS’ & use of PPE protection against
contaminants).
91) In relation
to occupational dermatitis,
A) Identify TWO
causative agents
1) Acids
2) Alakalies
3) Detergents
4) Mineral Oil
5) Organic Solvent
6) Metal salts
7) Latex
8) Wet Cement.
B) Describe the
typical symptoms of the condition.
1)
Reddening of the skin.
2)
Soreness.
3)
Itchiness
4)
Flaking
5)
Cracking & bleeding with possible injection & ulceration.
C) Outline
specific measures designed to prevent the occurrence of occupational
dermatitis.
1)
Change of process or a substitution of the material or substance
being used.
2)
A reduction in exposure.
3)
Provision of the PPE (gloves, apron etc).
4)
Use of barrier and after work creams.
5)
Provision of adequate washing facilities.
6)
‘IT IS’ on the causes & prevention of dermatitis.
92) Describe the
physical features of traffic routes within a workplace designed to ensure the
safe movement of vehicles.
1)
Adequate width of a traffic routes with avoidance of blind
corners.
2)
Separation of vehicles & pedestrian with the provision of
barriers & refuges.
3)
One way system with turning circle to reduce the need for
reversing.
4)
Firm, even and well maintained round surface.
5)
Roadways unobstructed and signed to indicate speed limits, rights
of way & no entry.
6)
Visibility aids such as mirrors, transparent screens across
doorways & lighting.
7)
Traffic calming measures such as road humps.
8)
Marked pedestrian crossing points on vehicle routes.
93) In relation
to a work place fire risk assessment, outline the issues that should be taken
into account when assessing the means of escape.
1)
Widths, travel distances.
2)
Protection against smoke, fire, lighting.
3)
Signage and
4)
Specifications for doors (closers, direction of opening, glazing,
etc).
5)
Assessment should consider the provision and sitting of fire
fighting equipment and the adequacy of assembly points.
94) Outline the
precautions to be taken when repair work is to be carried out on the slopping
roof of a building.
1)
Assessment should be made to gauge the condition of the roof and
to check for the presence of fragile materials and / or asbestos.
2)
Means of access (e.g. scaffolding), the use of roof ladders,
crawling boards and full arrest equipment, and edge protection to prevent the
falls of persons and materials.
3)
Provision for transporting tools and materials to the roof and for
the removal of waste, barriers at ground level.
4)
The use of appropriate PPE such as hard hats & footwear.
5)
Employment of trained & competent personnel.
95 A) Identify
TWO types of injury that may be caused by the incorrect manual handling.
1)
Prolapsed or slipped discs.
2)
Torn ligaments.
3)
Muscular strains.
4)
Hernias.
5)
Cuts & abrasions.
B)
Outline
a good handling technique that could be adopted by a person required to lift a
load from ground.
1)
Placing the feet slightly apart & close to the load.
2)
Bending at the knees.
3)
Keeping the back straight ( or maintaining a natural curvature).
4)
Maintaining a good grip.
5)
Keeping the load close to the body without twisting and lifting
smoothly using leg muscles.
6)
Initial assessment of the load and lift prior to undertaking the
task.
96) Outline the
precautions to be taken to minimize the risks to the persons working in cold
stores operating at sub-zero temperature.
1)
Precautions against being locked in the cold store (e.g. doors
capable of being opened from the inside and the installation of alarms).
2)
Measures to protect the employees against the escape of
refrigerant gas.
3)
The need for pre-employment examinations & continuing health
surveillance.
4)
‘IT IS’ on the hazards associated with this type of work &
precautions to be taken.
5)
Provision of thermal clothing.
6)
Restricting the time spent in the cold store with regular breaks.
7)
Availability of warm drinks.
97) List the
items that should be included on a checklist for the routine visual inspection
of portable electrical appliances.
1)
Need to check that the appliance is of a suitable type for the
operations to be carried out.
2)
Connecting plugs are in sound condition and sockets not
overloaded.
3)
Fuses fitted are of the correct ratting.
4)
The appliance is operated at reduced voltage (where appropriate) and
/ or protected by a residual current device.
5)
Cables are undamaged & routed safely.
6)
Casing of the appliance is in good condition.
7)
Need to check that a portable appliance test (PAT) has been
carried out and is current, and that the relevant information is recorded.
8)
Inventory of the types of electrical appliance that should be
checked without listing the particular items that should be subject to a visual
inspection.
MANAGEMENT OF
HEALTH & SAFETY
98) Following a
significant increase in accidents, a health and safety campaign is to be
launched within an organization to encourage safe working by employees.
A)
Outline
how the organization might ensure that the nature of the campaign is
effectively communicated to, and understand by employees.
i)
A variety of means (posters, emails, toolbox talks, training
sessions etc). could be used to communicate and reinforce the message with
account taken of the language used in order to facilitate understanding
(avoidance of jargon, use of plan English etc).
ii)
Toolbox Talks, suggestion boxes, surveys and informal means of
consultation can be used to involve employees and to provide a feedback loop to
check that employees understand what the campaign is about and to assess the
level of support.
iii)
Provide feedback to employees on how the campaign is progressing
so that focus on the campaign’s objective is maintained.
iv)
Ensure that everybody within an organization knows the part that
they are to play within a health & safely campaign.
B)
Other
than poor communication, describe the organizational factors that could limit
the effectiveness of the campaign.
i) Lack of senior management commitment.
ii) Production or other pressures taking priority over health
& Safety.
i)
Insufficient resources allocated to the campaign.
ii)
Poor safety culture in general.
iii)
It should also have been recognized that poor working conditions
are likely to induce cynicism towards the campaign amongst employees.
iv)
In addition, poor industrial relations or a lack of confidence in
management’s ability could mean that the campaign is not given the support of
influential members of staff.
v)
Work patterns (e.g. shift work) could also mean that some sections
of the workforce are not fully considered or supported, possibly due to the
non-availability of the staff.
99) Outline the duties
placed on employees by,
A)
The
Health & Safety at work etc Act 1974 (Section 7 & * - H SWA 1974)
Section 7 of
the act requires employees to take reasonable care for themselves and others,
who might be affected by their acts or omissions, and to cooperate with their
employer or enable them to comply with their own statutory duties and
requirements.
Section 8 requires
that no one (including employees) shall intentionally or recklessly interfere
with or misuse anything provided in the interests of health, safety or welfare.
B) (Reg 14
–MHSWR-1999) :
i)
Requires employees to use all work items in accordance with the
training and instructions that they have been given.
ii)
Requires employees to inform their employers (or a specified
employee with health & safety responsibilities) of work situations that
could present a serious and immediate danger, as well as any shortcomings that
they might reasonably recognize in the existing arrangements for H & S.
100) Most
occupational accidents can be attributed in part to human error. Outline ways
of reducing the likelihood of human error in the workplace.
i)
The use of skilled, competent and properly trained employees.
ii)
Ensuring that they are well motivated.
iii)
Avoiding monotonous work process and arranging breaks to counter
fatigue.
iv)
Designating clear roles & lines of responsibilities.
v)
Ensuring adequate level of supervision.
vi)
Establishing good lines of communication with the workforce.
vii)
Ensuring the clarity of instructions and information passed on to
them.
viii)
Addressing workplace environmental issues such as noise, light and
heat.
ix)
Designating the workplace & work equipment to reduce the
opportunity for error ( e.g. automation,
unambiguous and clearly marked controls, monitoring & confirmation of
actions & feed back loops.
x)
Implementing policies an alcohol & drugs.
101) Outline the
main features of,
A)
A
health & Safety inspections of a workplace,
Safety Inspection: Involves the straight forward observation of a
workplace and/or the activities or equipment within it. Generally safety
inspection, usually carried out by a manager or employees representative and
often aided by the use of the checklist, may be carried out routinely and has
the aim of identifying hazards and assessing the use and effectiveness of
control measures ( Area to be covered -4p’s –Plant, people, procedures, plant &
equipment).
B)
A
Health & Safety Audit:
Audit is a thorough, critical examination of an organization’s
safety management systems & procedures. Audit is normally a lengthy process
carried out by a trained auditor, often someone from outside the organization.
It is a structured way of assessing the health & safety performance of a
organization by supplying answers to a serious preset questions, and often
involves a scoring system such that improvements can be measured.
102) An employer
is claiming compensation for injuries received during an accident involving a
forklift trucks.
Identifying the documented information that the employer might
draw together when preparing a possible defense against the claim.
i)
Accident book record.
ii)
RIDDOR form (if applicable).
iii)
Accident investigation report, including statements made by
witness or supervisors in terms of demonstrating compliance with statutory
& common law duties.
iv)
Relevant documents might include:
a)
The organization’s H&S Policy.
b)
Risk Assessment.
c)
Written safe systems of work relating to the activity.
d)
Training records.
e)
Statutory examination records ( as required by LOLER).
f)
Maintenance records (PUWER & LOLER).
g)
Inspection reports.
h)
Health & safety Committee Minutes.
i)
Documents relating to previous accidents & corrective actions
taken.
j)
Information relating to the claimant (e.g. involvement in previous
accidents disciplinary records etc.
103) With
reference to the (health & safety consultation with employees) Regulations
1996:
A)
Identify
the particular health & safety matters on which employees must consult
their employees.
1) The introduction of measures affecting the health & safety
of employees.
2) The arrangements for the appointing or nominating competent
persons under regulations 7 & 8 of the MHSWR- 1999.
3) Health & Safety information required by law to be provided
to employees.
4) The planning and organizing of any health & Safety training
that has to be provided.
5) Consequences of the introduction of new technology.
B)
Outline
the entitlements of representatives of employees safety who have been elected
under the regulations.
i)
Provision of reasonable facilities and assistance.
ii)
Provision of training (with coverage of associated costs).
iii)
Being given time off with pay during working hours to undertake
training and to carryout the stated functions.
iv)
Provision of information necessary to carryout the functions (
including specifically access to records kept under the requirements of the
Reporting of Injuries, Diseases & Dangerous Occurrences Regulations 1995).
104) Outline reasons
for maintaining good standards of health & safety within an organization.
i)
Moral: Need to provide a reasonable standard of care and to reduce
the injuries, pain and suffering caused to employees by accidents & ill
health.
ii)
Legal: concerned with the desire to avoid enforcement action and
civil claims.
iii)
Economic: Economic benefits include, a more motivated workforce
resulting in increased production rates. The avoidance of direct costs
associated with accidents (e.g. down time, administrative, investigation and
first aid costs, repair of plants & equipment, employing & training
replacement staff, etc.) possibly cheaper insurance premiums. The avoidance of
costs associated with legal action and maintaining the image and reputation of
the organization with its various stack holders.
105) A) The
meaning of the term ‘Permit to Work’.
‘A formal
documented procedure to control hazards in high risk activities’.
B) Outline the
specific details that should be included in a permit to work for entry into a
confined space.
1) A description of the plant involved with reference to the task
to be completed and forcible hazards and risks.
2) The precautions to be taken (e.g. isolating services,
atmosphere purging 7 the removal of contaminants, pre-entry and ongoing atmospheric
testing, means of communication, use of respiratory and PPE etc.).
3) Emergency arrangements & equipment to be provided (e.g.
safety lines, supporting staff, resuscitation and other first aid equipment,
welfare facilities etc).
4) Duration of the permit & signatures for authorization and
receipt and for hand back & cancellation.
106) A controller
has been engaged to undertake building maintenance work in a busy warehouse.
Outline the issues that should be covered in an induction program for the contractor’s
employees.
i)
The particular risks in the working area ( e.g movement of
forklift trucks, falling materials, conveyers & the possible presence of
asbestos).
ii)
General site safety rules regarding smoking, clothing & PPE.
iii)
Use of electrical equipment and so on.
iv)
Requirements for permit to work and other control.
v)
Exclusion zones & traffic routes.
vi)
Arrangements for the storage of materials.
vii)
Accident reporting & other emerging procedures (e.g. action
required in case of fire).
viii) The location & use of welfare facilities including
first-aid.
107) A) Outline
Three work activities that may present a particular risk to pregnant women.
i)
Manual handling or physically strenuous work.
ii)
Task involving long periods of standing or sitting.
iii)
Work involving exposure to the biological agents or chemical
substances that might affect unborn child.
iv)
Work in hyperbaric environment (e.g. those above normal
atmospheric pressure).
v)
Tasks involving exposure to ionizing radiation.
vi)
Unusually stressful work including exposure to high levels of
noise and hot environment.
vii)
Jobs that expose peoples to an increased risks of injury ( e.g.
due to slipping or violent assault). Have particular implications for pregnant
women.
viii)
Activity of radiographers exposed to X rays (standing). (swelling
of feet-edema, varicose veins, dizziness & fainting).
ix)
Sitting for long time – thrombosis, embolism).
B) Outline the
actions that an employer may take when a risk to a new or expectant mother
cannot be avoided.
(Reg -16 of MHSWR-1999).
i)
Changing the employees working conditions (e.g. finding other
suitable work or introducing additional breaks) or
ii)
Changing the hours of work, if not,
iii)
The employer would need to consider suspending the employee from
work on full pay for as long as is necessary.
108) List the powers
given to H & S enforcement officers appointed under the HSWA-1974.
Powers of
Inspector’s , Section 20 – HSWA -1974 with Section 21, 22, 25, 39.
i)
The right to enter premises, if necessary by enlisting the
assistance of a police officers.
ii)
Carryout examinations & investigations.
iii)
The direct that premises or equipment be left undisturbed for the
purpose of investigations.
iv)
To take measurements & photographs.
v)
To inspect and / or take copies of documents and records.
vi)
To take samples.
vii)
To require a person to answer questions and signs a declaration to
the truth of his/her answers.
viii)
To take possessions of articles and substances (and to seize and
render them harmless in situations of imminent danger).
ix)
To issue enforcement notices.
109) Human Error-
Workplace (Reducing ways)
1)
Use of skilled, trained & competent staff including
pre-employment screening issues.
2)
Motivation of workforce.
3)
Task variety to prevent monotony.
4)
Frequent breaks.
5)
Addressing environment issues-heat, light & noise.
6)
Mechanization & automation.
7)
Ensuring controls on machinery are clearly marked.
8)
Implementation of drugs & alcohol policy.
9)
Providing competent supervision of employees.
110) Hazard
underestimation – reasons
1) Overfamilarity & complacency.
2) Lack of instructions.
3) Information of training.
4) Lack of experience.
5) Some hazards may be invisible.
6) Sensory impairment.
7) Involvement in routine.
8) Repetitive task that may lead to lack of attention.
111) Motivation –
Ways Outline
1) The Overt recognition of good health & safety performance.
( Praise / offering financial incentives).
2) Disciplining employees.
3) Involvement of employees: a) Risk assessment b) safe system of
work.
4) Improving companies H & S culture & demonstrating a
high level of management commitment.
5) Ensuring a good working environment.
6) Providing training.
7) Ensuring good communication.
112) Pregnant
employees (Factors affecting –Outline).
1) Exposure to chemical e.g. pesticides, lead that causes intra
cellular changes (mutagens) or affect the embryo (teratogens).
2) Biological exposures e.g.
Hepatitis.
3) Physical agents exposures e.g. Ionizing radiations, extra
temperature issues.
4) Ergonomic issues – manual handling, prolonged standing,
adoption of awkward body, movements –stress.
5) PPE issues.
113) Smoking
policy – Benefits –Explain.
1) Reduction in the risk of fire.
2) Improvement in general cleanliness.
3) Reduction in smoking exposure to non-smoking staff (irritant
effect) long term health damage.
4) Promotion of health.
5) Avoidance of conflict between smokers & non-smokers.
114) No smoking
policy – Ways outline
1) Policy should be clear in its intents & communicated to all
staff ( notice boards, leaflets & forms of propaganda)
2) Consultation with employees to encourage ownership.
3) Setting an example by management people.
4) Providing help to employees in the form of counseling.
5) Provision of designated smoking area.
6) Use of disciplinary procedure.
7) Providing smoke free environment.
115) Monitoring
& reviews of safety performance by Management – Why reasons Outline.
i)
To identify substandard health & safety practical &
conditions (workplace inspection).
ii)
To identify trends in relation to different types of incidents
(analysis of incident data).
iii)
Benchmark- by comparing data with similar industries, to identify
measures are in use & to assess their effectiveness.
iv)
To be able to make decisions on appropriate remedial measures for
any deficiencies identified.
v)
To set priorities & establish realistic timescale.
vi)
To assess compliance with legal requirements MHSWR-1999.
vii)
To provide information to board of director & safety
committee.
116) Reporting of
fatality to enforce authority, state legal requirements.
‘Notify the enforcement
authority by the quickest practicable means then to report the death within 10
days by an approved means – F 2508.
117) Work related
injuries- reportable outline
i)
Major injury
A)
Fracture of bone.
B)
Amputation.
C)
24 hrs. Hospitalization.
ii)
Injured person away from work. ( > 3 day consecutive).
iii)
Injury to non-employees taken to hospital for treatment.
118) First aid
arrangements – factors outline.
1) No. of trained first aid personnel.
2) First aid facilities – size of organization.
3) Distribution & composition of workforce.
4) The types of hazard & level of risk present.
5) The proximity to emergency services.
6) The special need of traveling.
7) Remote or lone workers.
8) Arrangement for other shifts, sickness leave & other
absence.
119) Civil Law
& Criminal law , Difference outline.
1)
One to provide a remedy & other to punish.
2)
A burden of proof required. ( a balance of probabilities as
opposed to beyond all reasonable doubts.
3)
The practices generally involved ( two individual rather than
state & individual).
4)
Different court structure.
120) Risk –
Explain (example)
‘Probability / Likelihood
of an occurrence & the severity of its consequences.
121) General Risk
Assessment – Key Stages –Outline
1)
Define the task & identify both the hazards associated with
the task & the clauses of persons at risk of harm.
2)
Evaluate the risk arising from the hazards ( to assess the
effectiveness of existing precautions and to decide whether additional measures
are required to eliminate or control the risks.
3)
Records of the findings.
4)
Time scale- set for their review & revision.
122) Induction
Training (new employees) Main H & S issues –Outline.
1)
Health & Safety Policy of organization.
2)
Emergency procedures.
3)
Hazards specific to work place,
4)
Need to comply with H & S requirements, H & S
responsibilities & line of communication.
5)
Accidents & first aid arrangements.
6)
Welfare provision.
7)
Health & surveillance.
8)
Consultation procedure.
123) Safe system
of work –Explain
‘Integration of people,
equipment, material & the environment to produce an acceptable level of
safety. (Procedure, hazards, control, equipment, PPE & Training).
124) Developing
safe system of work. Sources- outline.
1)
Legislation.
2)
Approved code of practices.
3)
Manufacturer’s information.
4)
Standards- British, European, international & Industry.
5)
Contacts- enforcement agencies & professional bodies.
6)
In house standards.
7)
Result of risk assessment & JSA.
8)
Accident, Health surveillance data.
125) Contractors
– Assessment of H & S competence –list factors.
1)
Previous experience.
2)
Reputation.
3)
HSE Policy.
4)
HRA.
5)
Training.
6)
H & S Responsibility.
7)
Accident enforcement & history.
8)
Membership with accreditation body & ISO Certification.
9)
Statutory examination of equipment.
10)
Methods of statements – Procedure.
126) Forklift
driver – Injured
A)
Behavior.
1)
Cornering too fast.
2)
Hitting obstructions.
3)
Driving on uneven ground / across slope.
4)
Moving with the load elevated, unstable or excessive.
5)
Colliding with another vehicle.
B)
Condition
of work equipment & workplace.
1)
Potholes.
2)
Ineffective brakes.
3)
Tire in poor condition, inflated & mechanical failure.
4)
Human factor issues.
C)
Underlying
factors – Describe.
1)
A poor or complete lack of risk assessment.
2)
Poor selection of vehicle.
3)
Inadequate driver training.
4)
A failure to develop safe system of work.
5)
Poor employee selection procedure.
6)
A lack of supervision.
7)
A poor maintenance procedure.
8)
Failure to introduce a system for reporting defects.
9)
General lack of commitment to H & S on the part of management.
127) Propaganda
Posters – Advantage Outline
Vehicles for
passing on H & S message to workforce.
1)
Relatively low cost.
2)
Flexibility.
3)
Brevity.
4)
Use in reinforcing verbal instructions or information.
5)
Potential to involve employees in their selection or design.
(Employee involvement).
6)
Humor can sometimes be used effectively to convey a serious
message.
Disadvantage:
1)
Need to change posters on regular basis if they are to be noticed.
2)
They may become soiled.
3)
Defaced and out of date.
4)
They might trivialize serious matters or present language
barriers.
5)
Over reliance on posters to convey H & S information.
6)
They may be perceived by unscrupulous employees as an easy, if not
particularly effective; way of discharge their H & S duties 7 of shifting
the responsibility into the workforce for any accidents that may occur.
128) H & S
Inspector. May serve –Explain.
i) An Improvement
Notice:
There is a breach of relevant statutory provisions, or that there
has been a breach that is likely to be continued or repeated.
e.g. Floor that has been poorly maintained in contravention of the
requirements of the workplace (HSWR-1992).
ii) A Prohibition
Notice:
An inspector must be of the opinion that there is, or is likely to
be, a risk of serious personal injury.
E.g. Scaffold that has been poorly constructed and is therefore in
an unsafe condition.
iii) Enforcement
Notice, Effect : State
Improvement Notice: to suspend the notice until the appeal is
held.
Prohibition Notice: Continuous in force until the appeal is heard.
129) Young
persons at a greater risk of accidents at work. (factors that may place –
Identify.
1)
Lack of knowledge, experience or training.
2) Individual’s physical development.
3) Tendency of young persons to take risks and to respond to peer
group pressure.
130) Minimize the
risks to young persons. Measures –Outline.
1)
Competition of risk assessments with young persons specifically in
mind.
2)
The provision of Induction program’s.
3)
Careful supervision or
monitoring by an experienced & responsible fellow worker.
4)
Specific health surveillance.
5)
Clear line of communication.
6)
Restrictions on the type of work & the number of hours worked.
131) Civil law
& Criminal law – Difference –Outline.
1)
One to provide a remedy and the other to punish.
2)
Courts involved Civil magistrates courts civil the county courts
etc.
3)
The burden of the proof required ( a balance of probabilities as
opposed to beyond all reasonable doubts).
4)
The parties generally involved the state and an individual and the
different court structures involved.
5)
Difference in the sources of law, with criminal law generally
written down in, statutes and with civil liabilities largely defined in common
law by judicial precedent.
132) H & S
Committee – Establish by employer. (Circumstances – State)
A)
An
employer must establish a H & S
committee when requested to do so in writing by two or more trade union
appointed safety representative within 3 months.
B)
H
& S Committee –Ineffective (6 –reasons)- Give
1)
Lack of management commitment.
2)
No agenda or remit and / or no minutes or notes of the meetings
being produced.
3)
An uneven balance between management & employee
representative.
4)
Poor chairmanship.
5)
No access to the decision making process.
6)
Infrequent meetings.
7)
In appropriate topics.
8)
No access to H & S expertise.
133) Reference to
RIDDOR
A) State the legal requirement.
1)
Notify the enforcing authority by the quickest practicable means.
2)
Written report regarding death formally within 10 days by an
approved means
3)
The responsible person under the regulations has the duty to
submit the report and that delayed deaths, up to 1 year after the original
accident have to be reported whether or not they have been previously reported
under another category.
B) Work related
injuries (other than fatal injuries) – 3 categories – Reportable.
1)
Injured person being away from the work; or unable to do normal
work for > 3 consecutive days.
2)
Injuries to non-employees who are taken to hospital for treatment
etc.
134) H & S
Regulations & ACOP (Outline with example).
H & S
Regulations:
1)
Generally made under the H & SWA -1974 by secretary of state.
2)
Contain statutory requirements which, if not the imposition of a
fine or to the issue of an enforcement notice by the appropriated met by the
person on whom they are laid.
3)
May lead to prosecution in the courts & enforcement authority.
ACOP:
1)
Approved by the H & S Commission with the consent of the
secretary of state.
2)
They provide a practical interpretation of legal requirements in
specific areas.
3)
They do not themselves impose any legal requirements they may be
produced in the court as supportive evidence.
135) A) Ergonomics – Define
‘The study of the
interaction between workers & the work environment’ OR ‘Making the job or
task fit to the person”.
B) Inspection of
a machine operation which is not ergonomically designed (Observation List).
1)
The need for excessive force or repetitive movements by the
operator.
2) The need for the operator to stretch or stoop.
3) Machine control sited in awkward positions.
4) Controls and displays unmarked or poorly marked and their
function not obvious.
5) Luck of visibility of the task by the operator.
6) The work piece difficult to position because of its size/ weight
/ type of protection provided.
7) Difficulty experience in changing, adjusting or cleaning the
machine tools.
136) State shape
& colours with example.
1)
Prohibition Signs: White background within a red circle and with a
diagonal red line. E.g. “No Smoking”.
2)
Warning Sign: Yellow background within a black triangle. E.g.
Flammable material, radiation & electricity.
3)
Mandatory sign: Round signs with blue background used to designate
compulsory use. E.g. Hearing / head protection / fire door close.
4)
Emergency exit or first aid: Rectangular or square with a green
background. E.g. Emergency escape sign (Running Man).
137) Monitoring
of H & S performance (* measures – Identify.)
1)
Rates of incidents, injuries & work related ill-health.
2)
Action taken by enforcement authorities.
3)
The number of Civil claims.
4)
The result of inspections & environmental monitoring.
5)
Safety audits outcomes.
6)
The degree of compliance with procedures ( PPE usage).
7)
No. of staff trained in H & S.
8)
Result of medical and / or health surveillance.
