Health and Safety at Work Regulations 1999

Health and Safety at Work Regulations 1999

Question one: Section 11, 12 and 15 Cooperation and Coordination Management

This sector of cooperation and coordination management shows how the workers, clients, and employees are supposed to relate so that they can offer quality services. Proper management and a conducive environment for workers and the public results to high yields in any given company or industry. Section 11 states that in a situation where there are more than two employers in a given workplace, they should work together in compliance with the prohibitions and requirements imposed on them. Section 12 says that everyone related to the organization whether it is the employee, employer or the customer should be given adequate information regarding the risks associated with health and safety, and, the measure that the employer who is mentioned first concerning that risk. Self-employed people also ought to be given comprehensive information on the same. Section 15 of cooperation and coordination management states that an employer should provide the employee who is on a contract that is fixed with any qualification that is special or special skills that the employee needs to uphold if the latter wants to conduct the work safely. Also, health surveillance requirements should be given to any self-employed person in the business and those working under the employer.

Question two: Section 13 Capabilities and Training Management

If work is to be done effectively and positive results achieved, it has to be that the one carrying out that work is competent enough to handle such work. He or she has a clear understanding of that environment and that is where he or she can work best and achieve quality results. It goes without saying that the employer needs to understand the capabilities and level of training of an employee before assigning any task. This is because many of these tasks might lead to health risks which include pressure, stress, fatigue and being overwhelmed. In return, there will be negative results. When employees are being recruited, they need to undergo training based on safety and health practices. They also need to be trained when they are being subjected to an increased risk or a new risk in the company. These risks include the transfer of responsibility and exposure to a new machine that will be used in carrying out their operations under the undertakings of the employer. They need to learn when a new technology has been introduced so that they can be able to relate with it for maximum results or change of a system in the working place. This training should be done frequently and should be done during working hours.

Question three: Section 14 Duties on Employees Management

The employee having being trained should carry out the operation of the company adequately without fear of intimidation. He or she should take great caution when handling machines and equipment as loss or damage might result in penalties in one way or the other. The employee ought to work in compliance with the instructions and the rules laid out. This is in regard to the substance being used, method of production, machinery, transport equipment or any safety device. If he has not received any formal training on the machine or equipment, he should report to the employee whom he is under so that quick action is taken. If by any chance the employee notices something amiss in the workplace and especially regarding the operations and machines being used, the employer should be informed with immediate effect. This is if it can result in health risk and the employer is not aware or if it is affecting the responsibility given to the employee.

Question four: Section 16-18 New or Expectant Mothers Management

Any expectant mother working at any given company or industry should be given a priority when it comes to her health and safety. This is because one mistake can result in a health hazard which includes a miscarriage or complication. Section 16 takes care of those people or the women in the child-bearing age and those that are expecting to give birth at any given time.  Risks associated with the type of work, conditions in the workplace, processes, chemical, physical and biological chemicals including those measures introduced in the Council Directive should be highly assessed.  If in case the actions mentioned above will alter with the employee’s health, the employer should avoid any risk by altering the working hours, working conditions of the employee or suspending her from work. Section 17 states that if by any case the employee has been given a letter from a registered medical practitioner pertaining how she should handle her working routines, the employer should relieve her from night duties or if the practitioner has indicated that she needs to be excused from working. Section 18 states that the employee should inform the employer that she is expectant or has given birth so that the employer will know the period of time that she will be exempted. She should produce a certificate or letter from a registered midwife that it is indeed that she needs time to breastfeed and regain strength to be able to continue working.

Question five: Section 19 Young person(s) Management

The young people should be protected from any harm or risk in the working places and therefore, it is the duty of the employee to ensure that the environment is clear from hazards. The employer should at all costs protect them from any health risk which might arise from poor or no experience, lack of awareness concerning potential or existing risks or in an event that the person has not fully matured. No employer should give the young person tasks that are beyond his psychological and physical capabilities. There should not exposure to genetic damage that is inheritable or agents that are carcinogenic or toxic.  Employers should carry out necessary assessments in ensuring that the work assigned to them does not involve harm at any given time. Some of those risks might also include extreme heat or cold, vibration and even noise. Therefore, it is an obligation to the employer to ensure that young people working under him or her work in proper conditions.

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