1. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.1 Protection from Hazards Conflict between needs for higher productivity and output and protection from hazards Impact of legislation

2. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.2 Health, Safety & Welfare Welfare – well being Health and safety – aspects of employee welfare

3. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.3 Benefits From the Provision of Welfare Facilities Physical benefits – measures to improve health and safety, as well as provision of holidays, reduced hours, etc Emotional welfare – provisions to improve mental well-being, e.g. counselling, improved communications

4. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.4 HRM Development of HS&W provision interrelated with development of HRM HS&W increasing importance to trade unions Conflict between HS&W and other business considerations

5. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.5 A Business Case For Effective Health & Safety and Welfare Provision 1.Illness and injury which is work related leads to avoidable absence 2.Serious illness or injury can lead to litigation and substantial compensation claims 3.A poor reputation for safety and welfare makes it harder to recruit and retain staff

6. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.6 Health & Safety Law Factories Act 1961 Offices, Shops, and Railway Premises Act 1963 Fire Precautions Act 1971 Health and Safety at Work Act 1974 COSHH Regulations 1988 EU Directives Working Time Regulations 1988 Single European Act 1987

7. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.7 Criminal Law Health and safety inspectors have a great deal of power Improvement notices Prohibition notices Prosecution and Fines

8. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.8 Purposes of Health & Safety at Work Act 1974 To secure the health, safety and welfare of people at work To protect the public from risks arising from workplace activities To control the use and storage of dangerous substances To control potentially dangerous environmental emissions

9. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.9 COSHH Regulations 1988 1.Assessing risk of substances used and precautions needed 2.Appropriate measures to control or prevent risk 3.Control measures used, procedures observed, and equipment maintained 4.Health surveillance 5.Employees informed about risks and trained about them and precautions

10. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.10 Working Time Regulations 1998 Workers’ Entitlements (1 of 2) A working week limited to 48 hours 4 weeks paid annual leave per year Limitation on night working (8 hours in any one 24 hour period) 11 hours rest in any one 24 hour period

11. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.11 Working Time Regulations 1998 Workers’ Entitlements (2 of 2) An uninterrupted break of 24 hours in any one 7 day period A 20 minute rest break in any shift of 6 hours or more Regular free health assessments to establish fitness for night working

12. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.12 Civil Law Breaches in employer implied duty of care to provide safe systems of working Courts have to satisfy themselves that employer failed to act reasonably Distinct from criminal sanctions Often brought alongside criminal proceedings Most claims brought under the law of contract

13. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.13 Defences open to Employers 1.Where accident was not foreseeable 2.Where employee voluntarily assumed a risk despite being warned of possible danger 3.Where injury sustained outside the workplace was worsened as a result of working 4.Where employee contributed to their own injury

14. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.14 Managing Stress & Emotional Welfare Workplace stress is a source of litigation Recently fewer successful personal injury claims made Court of Appeal – employers now able to take tougher line of stress related absences

15. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.15 Stress at Work Chronic stress often a by product of management initiatives Results of stress – adverse health conditions and behavioural consequences Often consequences of strains inside and outside the organisational setting

16. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.16 Managing Stress at Work Someone to talk to – someone to advise Reorganisation of work Positive health programmes

17. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.17 Managing Physical Welfare Making the work safe Enabling employees to work safely Safety training and other methods of persuasion Occupational health departments

18. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.18 Managers’ Responsibilities Scrupulously informing employees of what they must do – communicating processes, procedures, and instructions Ensuring knowledge is translated into action

19. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.19 Purpose of Safety Training 1.Inform and check understanding about nature of hazards in the workplace 2.Awareness of safety rules and procedures 3.Compliance with procedures

20. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.20 Settings for Safety Training Induction On the job Refresher

21. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.21 Occupational Health Departments (1 of 2) Emergency treatments Medical, dental, and other facilities Immediate advice on medical and related matters Monitoring of accidents and illnesses Identification of hazards and danger points

22. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.22 Occupational Health Departments (2 of 2) On site medical examinations for joiners Regular medical examinations of employees Input into health and safety training courses Regular screening services

23. Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Slide 22.23 Summary Occupational welfare is the well-being of people at work History of HR interrelated with the development of welfare Legal framework includes both criminal and civil law The Health and Safety at Work Act 1974 major piece of legislation Increasing interest in occupational health and welfare