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Learning Outcomes Contrast different approaches which can be used within the discipline system Suggest how these approaches can be avoided by the business.

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Presentation on theme: "Learning Outcomes Contrast different approaches which can be used within the discipline system Suggest how these approaches can be avoided by the business."— Presentation transcript:

1 Learning Outcomes Contrast different approaches which can be used within the discipline system Suggest how these approaches can be avoided by the business Describe the key principles of the UK Health and Safety Act Explain how risk identified and prevention strategies can be applied within the business context

2 Discipline Is often referenced as the formal discipline system within the company Formal meetings, capability, verbal warning, written warnings Relating to Conduct Timekeeping Absence Health and safety Use of telephones, and internet For more information

3 Capability The employer decide what is a reasonable (although not impossible) standard of performance required by the employee. If the standard is reasonable, it is difficult for you as an employee to challenge them. The fact that the employee may be very good at one part of the role but are failing in another may mean the employer is entitled to performance manage you. The employer must be consistent in the way it performance manages. If the employer wants to change the standards expected of the employee, the employer should give enough time and opportunity (practice and training) to adapt to the new expectations. (Capability Process)Capability Process The ability of an employee to complete that job which they are employed to do

4 Grievance For more information A complaint or serious issue which the employee wants to raise with the employer Issues that may cause grievances include: Terms and conditions of employment Health and safety Work relations Bullying and harassment New working practices/organisational changes Discrimination

5 Redundancy The state of being no longer in employment because there is no more work available. Is when an employer reduces their workforce because a job or jobs are no longer needed. However, if you lose your job and they get someone in to fill it that is NOT a redundancy. For more information Who do we make select employee’s Attendance record Disciplinary record Skills or experience Standard of work performance Successes at work – or lack of them

6 Mini Plenary What is discipline? Is often referenced as the formal discipline system within the company. What is capability? The ability of an employee to complete that job which they are employed to do What is grievance? A complaint or serious issue which the employee wants to raise with the employer What is redundancy? Is when an employer reduces their workforce because a job or jobs are no longer needed.

7 10-12 could continue after dinner

8 Health and Safety - Hazards A hazard is anything that may cause harm, such as chemicals, electricity, working from ladders, an open drawer etc… Check manufacturers' instructions or data sheets for chemicals and equipment as they can be very helpful in spelling out the hazards and putting them in their true perspective Look back at your accident and ill-health records - these often help to identify the less obvious hazards Take account of non-routine operations (eg maintenance, cleaning operations or changes in production cycles) Remember to think about long-term hazards to health (eg high levels of noise or exposure to harmful substances)

9 Health and Safety - Risk The risk is the chance, high or low, that somebody could be harmed by these and other hazards, together with an indication of how serious the harm could be Are some hazard more likely to happen compared to other? If there is an accident how does it impact on the employer? Reduction in production Reduction in profit (sick pay) Increase in staffing budgets (sick pay and supply staff) Reduction in staff moral and motivation Possible Increase in staff turn over etc… How much does it cost each year when staff are off because of Slip, trips or falls? ics/causinj/slips-trips-and- falls.pdf What is the graph telling us about violence at work? istics/causinj/violence/inde x.htm

10 Health and Safety Health and safety act (1974) requires all employer to keep a log of all accidence and incident within the workplace This data is submitted the health and safety executive who use it track workplace accidence It is useful for the employer to give the accident a level: https://www.hse.gov.uk/forms/incident/ LevelValueImpactRisk (by numbers) Low risk (Rare )1 1 = Negligible 2 = Minor 3 = Moderate 4 = Major 5 = Catastrophic Level + Impact = Risk Medium risk (Possible )3 High risk (Almost Certain)5

11 Health and Safety – Group Activity Create your own risk assessment form to ‘risk assess’ the student space down stairs. Consider the following headings. You will need to make recommendations to your manager

12 Revision Survey https://docs.google.com/forms/d/1MA7zIQzh3o- cqiEKA9Of6p2ak6OgJ6aRnSdKMamX3LQ/viewform

13 Dinner 12-1pm

14 Assessment Workshop a.Mark scheme b.Harvard References (Mendelely.com) c.Creating arguments, debates and comparing d.Paragraphs and sentence length


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