Lack of experience of working in a new industry or workplace; slack of familiarity with the job and the work environment; Helps to identify Hazards and risks; “Familiarity with Rules and precautions; *Knowledge of Emergency procedures; “Knowledge of Limitations and restrictions; Reluctance to raise concerns (or not knowing how to); *Eagerness to impress workmates and managers. “Organization Health and safety policy. “Fire & other Emergency procedures. “First aid facilities & personnel. “Welfare facilities. “Safe movement at workplace. Accident and incident-reporting procedures. -Consultation arrangements. “Safety rules at site. “Use of PPEs / Special PPEs *Safe working and permits systems. isk assessment system. “Details of Workplace and Hazard present “Responsibilities of individuals iplinary ProceduresYour first aid assessment should take account of; (It will depend on following factors) < a. + The nature of the work + The competency & distribution of the workforce (The number of workers)/Size of the Organization + The general or significant risk/hazard level of the workplace. + Previous Accident/ Incident history. + Presence of Vulnerable persons( Including medical ill health condition workers) + Work pattems and shift systems ( 12 hours shift / three shift/ Out of Shift i. + Workplace location (geographic). + The spread of the workplace. ( e.g. Railway Projects } + The history and consequences of injuries + The remoteness of the site from the hospitals / emergency services, including location, terrain and weather conditions (e.g. Traffic) + Working on shared or multi-occupied sites ( e.g multi-occupier are working) + Annual Leave & Holidays and other absences of Rescue team + Number of First Aiders available on site. + Non-Employees- The presence of trainees and members of public{ including + The possibility of medical conditions or allergies + Legal Requirement (First Aid regulation 1981 , MHSWR 1999, ILO) tenance work). tors , vendors , suppliers etc.)to provide effective supervision (No supervision)(only one-way communication) to provide the specific PPEs (No PPE provided.) — Failed to provide the induction training & Job-specific training (No training/ inadequate Training) to provide the proper maintenance schedule (No maintenance.) (Inadequate/ insufficient maintenance) (Maintenance errors) —Failed to implement the Active monitoring and Reactive monitoring (No checking or inspections / No provision of Active and Reactive monitoring ) — Failed to develop and implement the effective risk assessment (Inadequate or no risk assessments.) — Failed to develop the OH&SMS , H&S Policy (Lack of system, Policy ) to provide the adequate resources (Lack of resources) ~ Failed to provide the effective Internal & External Communication (Lack of Communication) , Communication issues e.g. between shifts, between personnel and management ete to prevent the Violations/ non-compliance behaviour — Disciplinary action not developed {- ~ Failed to hire competent manpower (Lack of competency) ~ Could not provided the right equipment/plant design (Poor workplace layout, poor design of tools and equipment, Poor workstation set-up) ~ Not planned & developed any H&SMS (Inadequate safety management systems) — Failed to avoid the Excess workloads, Excess physical & mental pressure (Excessive working hours resulting in mental fatigue) ire to carry out the risk assessment (inadequate risk assessment, or no review of RA) ~ Failure to monitor actual performance and provide feedback ~ Failed to implement the accident reporting procedure / system (Inadequate reporting systems) — Not implemented any accident Investigation System (ineffective accident investigation system) ~ Poor management practices e.g. inadequate supervision ~ Pressure to meet productiontargets ~ Failure to learn lessons from previous incidents (Lesson learn not shared) - Failed to develop / implement the sop (Inadequate procedures) ~Modification/ updates to equipment without operator knowledge and/or revised risk assessments ~ Failed to act/resolve the Worker's complaints/concerns+ By telephone: Employer will immediately call to competent authority on INCIDENT CONTACT CENTRE and will provide the accident information + Employer will use FAX services to give the information about accident with accident report. + By Written notices: The employer will give written confirmation to Authorities after a phone call. + The employer will write an email with accident report to HSE authority. * Employer will fill ONLINE REPORT FORM of HSE (Competent Authority) and this information will reach to competent authority. * Via Media relations contacts: The employer can inform to regional journalist who will contact to competent authority and journalist also can do the email Competent Authority. = By contact a named individual Competent Authority: The employer will contact to a named individual HSE representative or Advisory team and can provide the accident details. = The organizational accidents/incident report form Accident book = National accident reporting procedures for external agencies. (RIDDOR2013) nal accidents are classified as: The ILO Code of practice requires that occupa’ = Occupational accidents resulting in death; = Occupational non-fatal accidents with at least three consecutive days of incapacity excluding the day of the accident. = Commuting accidents; = Occupational diseases as defined in national laws; and = Dangerous occurrences as defined by national laws.Reasons to carry out investigations of an accident + Toidentify the immediate, underlying and root causes of the incident. « Toidentify corrective action to prevent a recurrence. (Prevention of similar losses in future] « Tarecord the facts & evidence of the incident « For legal reasons and legal compliances. (MHSWR 1999, regulation 5) « For claim management & Insurance Purposes « For Lesson Learning - specific & general (to identify the training needs, further recommendation) For increasing staff morale. For disciplinary purposes. For data gathering & analyzing purposes. To Review / update risk assessments.( helps to identify and eliminate the hazards) * Discover trends & patterns of Accidents. zl Benefits to carry out investigations of an accident : + Helps in developing safe culture, + Stakeholders satisfaction, * Increase in business reputation, * Financial benefits as avoid the reoccurrences, Improve HSMS system performance, integrity, creditability, assurance , Review the system, Helps to reduce the accidents/ incidents , Reduce injury and Severity rates Reduction in fines , penalty , compensation claim, Human sufferings Helps in developing safe system of work (PTW) Helps in continuous improvement process: * Demonstrate improvement & ownership of outcomes * Development of managerial skills - can be applied to other areas of the ‘organisationalThe HSE says that near miss investigations will help you: © Identify where existing control measures failed © The improvements required © Prevent it from happening again © Highlight where risk assessment needs reviewing © Improve risk control‘important concept in an effective safety ‘management system (SMS) is that itis not the sole responsibility of the company’s safety office — itis the responsibility of everyone within the company. Senior managers are responsible for establishing and maintaining the SMS. Their roles and. responsibilities include: + Establishing levels of acceptable risks + Establishing safety policy: + Establishing safety performance goals that are in line with other company goals and help set a direction for improvement; + Allocating sufficient resources; + Overseeing system performance; and, ‘+ Modifying policies and goals, as necessary. Line managers carry out the instructions of senior ‘management by: + Implementing safety programs: + Ensuring that staff receives safety training; + Ensuring that staff has, and uses, safety ‘equipment; + Enforcing safety rules; + Including safety in performance reviews: + Providing safety coaching to staff + Monitoring staff safety performance; and, + Conducting incident investigations. Employee acceptance of the SMS and safety programs is essential for success and can be achieved by having employees: + Help develop and establish safety programs; + Participate on safety committees; + Follow established procedures and not take short cuts; + Assist in investigations; + Report hazards and incidents; and, + Provide feedback to managers. ©Ke Negative (Reactive)factors affecting H&S Culture (Climate) XE Me LMNs Ree SE ene > Lack of commitment to H&S > _No HAS Policy & No H&S Procedures > Low priority of H&S in business - Conflicting priorities > No planning of Risk assessment, ( e.g, General Risk Assessment) %_no provision of Safe System of Work (e.g. PTW) > High Staff Turnover Rate ( Workers leaving the organizations etc)*Moral expectation is based on Humanitarian ground, Value of human life- it is very precious, (Human aspects} It is a Ethical waiy(Ethical decision- reverse unethical) to provide good H&S . It is a noble & principally right approach. «Moral Obligation is not to cause harm to others-never hurt anyone. *Moral Reason is a right way to do the things rightly (concerned with the principle of right and wrong behaviour by employer) . (Moral behaviour), -When H&S is not managed properly, people get killed and suffered from injuries. The effect of size of organisation on accident/incident rates. “It is right to live safe , Right attitude (Positive approach) of employer towards H&S. *Manifesting high principles and standard of H&S -It is a upright approach - Universally Preventive <- | Saturday, November 27, 2021 I Justi ; “The unacceptability of putting the heaith and safety of workers at risk ‘care- Duty of Care (Concern for others) *Deep sense of commitment by employer- no one should hurt “Responsibility & accountability, (trustworthiness), Reliability, Good relationship among all, Avoid conflicts, “compliance (Law abiding), “Fulfilling commitments (commitment to excellence} , *Honesty, *Dissemination of information, ‘fairness and professionalism (Team members are treated fairly.) , sconscious , right choice, *Respect, loyalty and honour for workers, Promise-keeping, integrity, *keeps harmony, develop & maintain worker's dignity, dynamic, liability “Code of conduct, sdeveloped & implemented Rules, procedures, policies, goals, actions ete. ,