lo3 ppt

• Role

  The position or purpose someone has in a situation or organisation
• Responsibilities


  The specific activities or duties that a person is required to carry out to fulfil their role and for which they are held accountable
• Roles

  • Employers
  • NHS
  • Local Authority
  • Care managers/private care home owners
  • Headteachers/Board of Governors
  • Third sector (e.g. Barnardo's, Age UK, National Autistic Society)
  • Employees
  • Individuals who require care and support
• Employer responsibilities

  • Comply with health and safety legislation
  • Provide a safe place to work
  • Provide necessary training
  • Provide appropriate/safe working equipment
• NHS responsibilities

  • Provide secure and healthy work and visit environments
  • Provide staff training, information and supervision
• Local Authority responsibilities

  • Promote health and safety - provide guidance and raise awareness
  • Enforce health and safety - ensure standards are high, carry out inspections, make recommendations for improvements
• Care manager/private care home owner responsibilities

  • Develop, review and update health, safety and security policies and procedures
  • Ensure effective and safe systems for recording, reporting and investigating accidents, injuries under RIDDOR regulations
• Headteacher responsibilities

  • Ensure safeguarding to protect the welfare of staff, students and visitors
  • Ensure the school site and all activities are meeting health, safety and security requirements
• Third sector responsibilities


  • Safeguard and promote health, safety and security for employees and individuals who require their help and support
• Employee responsibilities

  • Use safe working practices to maintain their own and others' safety
  • Attend training
  • Use PPE
  • Report hazards
• Responsibilities of individuals who require care and support

  • Follow health and safety instructions provided by staff
  • Follow safety signs
  • Report hazards

  
• It is an employer's duty to protect the health, safety and welfare of their employees and other people who might be affected by their business
• Employers must provide information to employees and others about the risks they face, how they can protect themselves and train employees to avoid the risks
• Employers must consult with employees about the risks they face so employers are fully informed
• Employers have to display information about health and safety and give out leaflets and the law to employees

  
• It is the role of the employer to protect people associated with its business
• Workers have a duty to take care of their own health and safety and that of others who may be affected by their actions at work
• Workers must co-operate with employers and co-workers to help everyone meet their legal requirements
• Employees can't blame their employer if they have acted recklessly, ignored training or failed to carry out published procedures
• Employees must attend and engage with training and follow the procedures set down by employers
• If health and social care settings do not meet their legal responsibilities there can be severe consequences for employers, employees, individuals who require care and support and their families and visitors to the setting
• Consequences of not meeting responsibilities

  • Direct costs (e.g. claims on employers and public liability insurance, sick pay, fines)
  • Indirect costs (e.g. recruitment costs, overtime payments, low staff morale)
  • Disciplinary action (e.g. first written warning, final written warning, dismissal)
  • Civil (common law) and criminal prosecution (statute law)
  • Being removed from professional registers (e.g. medical, teaching)
  • Causing injury or harm
  • Being injured or harmed
• Direct costs for employers

  • Claims on employers and public liability insurance
  • Sick pay
  • Fines
• Indirect costs for employers

  • Recruitment costs
  • Overtime payments
  • Low staff morale
• Consequences for employees

  • Disciplinary action (first written warning, final written warning, dismissal)
  • Civil (common law) and criminal prosecution (statute law)
  • Being removed from professional registers (e.g. medical, teaching)
• Consequences for individuals requiring care and support

  • Causing injury or harm
  • Being injured or harmed
• Consequences of the wrong medication being given to a service user (patient) in a nursing home

  • Financial loss (e.g. The nursing home may receive a fine)
  • Criminal prosecution
  • Bad publicity about the nursing home
• Consequences for the patient

  • Harm (e.g. a patient may be put in danger)
  • Illness (e.g. an individual may become ill)
  • Death (e.g. an individual could die)
• Consequences for the care worker

  • Disciplinary action
  • Care worker could lose their job
  • Care worker could be suspended
• Consequences for the employer

  • Direct costs (e.g. fines, insurance claims)
  • Indirect costs (e.g. recruitment, overtime, low morale)
  • Prosecution under criminal or civil law
• Consequences for the employee

  • Disciplinary action (written warnings, dismissal)
  • Removal from professional register
• Regulators hold registers of those professionals who are qualified to practice, e.g. nurses, midwives, doctors and dentists
• Individuals can be removed or 'struck off' from these registers due to 'fitness to practice' concerns
• Under the Health and Safety Offences Act 2008, the conviction of a director or other employee of failing to take reasonable care for the health and safety of themselves and others can result in either imprisonment for up to a two-year period or an unlimited time
• The Health and Safety at Work Act 1974 states that if a director or senior manager personally commits an offence and their actions are deemed grossly negligent and can cause a person's death, then a charge of gross negligence manslaughter could be brought
• The Corporate Manslaughter and Corporate Homicide Act 2007 states that a corporate manslaughter offence can be committed if the way in which an organisation's activities are managed by senior management causes a person's death
• The Plan, Do, Check, Act approach achieves a balance between the systems and behavioural aspects of management. It also treats health and safety management as an integral part of good management generally, rather than as a stand-alone system
• Employer responsibilities for COSHH

  • Ensure staff are trained in how to store and use hazardous substances
  • Ensure use of hazardous substances is minimised where possible
  • Carry out risk assessments to prevent or control exposure to hazardous substances
• Employer responsibilities for Manual Handling

  • Ensure manual handling tasks are avoided where possible
  • Risk assess manual handling tasks that can't be avoided
  • Provide training, information and supervision about safe manual handling
• Employer responsibilities for RIDDOR


  • Report and keep records of work-related accidents that cause death or serious injury for 3 years
  • Report and keep records of incidents with the potential to cause harm
  • Provide information and training on how to report injuries, diseases and incidents