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Body Massage

Control of Substances Hazardous to Health (COSHH) Regulations (Recently consolidated in 2002) Many substances that seem to be harmless can sometimes prove to be hazardous if incorrectly used or stored. The employer has to carry out a risk assessment to assess which could be a risk to health from exposure and to ensure that these are recorded; this must be carried out regularly. Hazardous substances must be identified by symbols and handled and stored correctly. Whenever possible high risk products should be replaced by low risk products. An assessment must be carried out on all members of staff who may be at risk. Personal protective equipment should be provided and staff training should be carried out if required. Hazardous substances can enter the body via: Eyes – contact  Nose – inhalation  Mouth – ingestion  Skin – contact/absorbed  Body – injected or via cuts All suppliers must legally provide guidelines on how their materials should be stored and used.

The Provision and Use of Work Equipment Regulations 1992 This states that all equipment must be fit for its purpose, properly maintained, and all staff must be trained in the use of the equipment. This applies to all new and second hand equipment. The Personal Protective Equipment at Work Regulations 1992 Usually the requirements from this act are met if you comply with the COSHH regulations. All employers must provide suitable personal protective equipment (PPE) to all employees who may be exposed to any risk while at work. The Environmental Protection Act 1990 This act states that all waste must be disposed of safely. It is important to exercise care when disposing of surplus/out of date stock and manufacturer’s guidance should be sought. If in any doubt ask the manufacturer to dispose of the stock for you. Inspection and registration of premises The local authority’s Environmental Health Department enforces the Health and Safety at Work Act. The environmental health officer visits and inspects the premises. Any area of danger is identified by the inspector, and it is then the employer’s responsibility to remove the danger within a stated period of time. If the employer fails to comply, this then can lead to prosecution. The inspector has the authority to close the business until he or she is satisfied that all dangers to the public and employees have been removed.

Regular checks should be carried out to ensure that safety is being adhered to at all times.The Consumer Protection Act 1987 This Act safeguards the consumer against unsafe products. product liability and prices that are misleading. If the employee also works elsewhere these other hours must be adjusted accordingly. . Health and Safety (Information for Employees) Regulations 1989 The regulation states that if an employer has more than five employees they must have a written health and d safety policy for the establishment and this must be available to all the staff. you will need to pay for eye tests given by an optician or doctor and special spectacles if required. a young person is entitled to 30 minutes if they have worked more than 4 ½ hours. An employee cannot work more than 48 hours averaged over 17 weeks unless the employee agrees in writing and a period of notice is agreed in which the employee can withdraw. Details of:  Chemicals that is stored on the premises  The stock cupboard or dispensary  Records of checks carried out by a qualified electrician on any specialist equipment  Escape routes and emergency evacuations  Names of key holders. It must include the following information. It is also the employer’s responsibility to provide information and training for display screen equipment users and ensure there are regular breaks or a change of activity. The Act covers general safe handling requirements. holidays and rest periods for both full time and part timer staff. Professional Indemnity Insurance The Health and Safety (Display Screen Equipment) Regulations 1992 If you have an employee who is working with display screen equipment. Under 18 year olds are entitled to 2 days per week off and all adult employees are entitled to at least one day per week off Holidays When an employee has been employed for 13 calendar weeks they are entitled to at least four weeks paid holiday. bank holidays can be counted towards these. Minimum rest periods All employees are entitled to at least a 20 minutes rest. such as a receptionist. Working time Regulations 1998 These regulations are concerned with working hours. if they have worked more than six hours.

It is important to establish if a spillage is potential to health and the action that must be taken. or prevent the emergency services entering the premises. Consumer Protection Act 1987 This implements the European Community directive to ensure that the consumer is protected against products and services being used or sold which are unsafe. And how should it be disposed of. Prices Act Product prices must be displayed to prevent the buyer being misled Resale Prices Act 1964 and 1976 A manufacturer can supply a recommended price. Clients that are unsatisfied may contact several organisations that deal with legal advice on consumer protection. and if a hazard is identified it must be reported to the designated person in order for the problem to be rectified. what equipment is required to remove the spillage. Provision and Use of work equipment regulations (PUWER) 1998 These regulations refer to the health and Safety controls on the provision and use of work equipment. This Act also covers all the conditions under which a person can return goods. Goods must be fit for their intended purpose and described of merchantable quality. It identifies the requirements in choosing suitable equipment and maintaining it. This regulation affects both old and new equipment. Obstructions An obstruction is anything that blocks the traffic route in the work place.It is important that the employer provides a safe and healthy environment. addressing the specific regulations that address the potential risks and dangers that could occur when using the equipment. They state both the duties for employer and employee. . and the information that the manufacturers provide instructions and training in safe use of the equipment. If any spillage occurs in the work place it is essential that it is removed immediately to avoid someone slipping and falling. If a business is at found at fault it will face legal action. It is important to remember to whom it must be reported to. but the seller is not obliged to sell it at the price that was recommended Sales and supply of Goods Act 1994 This has replaced the Supply of Goods Act 1982 in order to include service standards requirements. If a fire exit was blocked this would delay people from exiting the building.

mail order. Under the DDA from 1996 as a provider of services. race. Services can only be denied to a person who is disabled only if it is justified and other clients would be treated in the same way. They are concerned with purchases made by digital television. Race Relations Act 1976 This Act makes it unlawful to discriminate on the grounds of colour. supplier’s details. which should be in writing. and it should be monitored regularly to review the effectiveness. . goods and facilities your work place has a duty to ensure that no clients are discriminated against on the grounds of disability. Equal Opportunities The United Kingdom has equality legislation specific to protecting employees. it covers the supply of goods/services made between suppliers acting in a commercial capacity and consumers. and the internet. delivery arrangements. The consumer must receive clear information on services and goods. ethnic or national origin.Consumer Safety act 1978 This Act is to reduce the consumers risk from products that are potentially dangerous. Consumer Protection (Distance Selling) Regulations 2000 These are derived from a European Directive. Fail to make adjustments that are reasonable to the way the services are provided. and the consumer’s cancellation rights. nationality. It is unlawful because of a disability to provide a service to a lesser standard or on worse terms. including the payment. From 2004 to fail to make reasonable adjustments to the service premises physical features. telephone. The Consumer may cancel their purchase during the 7 day cool off period. All employees should know and understand this policy. It is the employer’s responsibility to ensure adequate training is provided to the employees to prevent discrimination practices taking place and reasonable adjustments are made to the work place to facilitate access for people who are disabled Equal Opportunity Policy The Equal Opportunity Commission (EOC) states it is best practise for all work places to have a written Equal Opportunities Policy. fax. in order to over come physical barriers to access. Disability Discrimination Act 1995 (DDA) This Act makes it unlawful to discriminate on the ground s of disability. and covers the goods and services provision. This will include an equal opportunity commitment by the employer and details of a structure on how the policy will be implemented.

visitors and anyone entering the premises and to take the appropriate action to eliminate or minimise the risks. If the employer has five or more employees the named person must document the findings of their assessment and document the findings.Sex Discrimination Acts 1975 and 1985 and the Equal Pay Act 1970 This was implemented to prevent less favourable treatment of a man or women on the basis of gender. and to promote equal opportunities as well as covering pay and conditions. Employers have a duty to adjust working conditions to prevent discrimination of a person with a disability. which will include treatment details. salon performance. The appointed person would need to be trained and fully aware of all the procedures involved. . Employees who have been penalised can complain to an employment tribunal. If any risks have been identified. personal details etc. as well as current stock levels. Health and safety training for all staff must be ongoing. Disability Discrimination Act 1995 This has been introduced to prevent people who are disabled being discriminated against during selection. recruitment and employment. retail sales and daily takings of monies. an action plan must be drawn up and all staff must be aware of the risks and the procedures that will be enforced to control the identified risks. Computer systems allow you to input. Management of Health and safety at work regulations 1999 This regulation requires employers to appoint a person who would be responsible for assessing the risks to health and safety of employees. clients. Manual systems need to be indexed into an organised filing system. Information Systems Information systems can be either computerised or manual. Trade Union and Labour Relations Act 1992 This Act is to prevent members of the trade unions being treated less favourably than non members and visa versa. Data on staff. client information. Information systems are to ensure that the business runs smoothly and provides all the legal information required for external agents and the supervisor this includes information required by the Inland Revenue at the end of each financial year. targets they have met.

What do you understand by ‘risk assessment’? 4.Revision Questions 1. Name four essential items in the work place first aid box. If you had a grievance to whom would you report it? . 3. What do you understand by the employer’s liability insurance? 2. What do you understand by the legislation RIDDOR 1985? 5.