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Merry Christmas and a Happy new Year, from Walker Health and Safety Services Limited.

Driving in adverse weather conditions is dangerous, as the vehicle will not always behave in ways that might be expected. This makes driving tiring and stressful, due to the higher levels of concentration required. Adverse weather conditions include high winds, driving rain, fog, snow and ice.

Drivers are often ill-prepared for driving in these conditions and the following simple safeguards are often overlooked.

When driving in fog, switch on front and rear fog lights but remember to turn them off when conditions clear as rear fog lights dazzle drivers behind (it is also an offence to drive in clear conditions with rear fog lights on).

Slow down when driving in rain as wet roads are slippery and stopping distances are dramatically increased. Turn on dipped beam headlights. Be aware when passing large vehicles that excessive spray can temporarily swamp the windscreen and completely obscure the driver’s vision.

Driving in high winds is unpredictable, especially over bridges and exposed high ground. Sudden gusts, known as wind shear, can cause a vehicle to veer violently. The driver should be aware that large vehicles may veer around in high winds.

Snow, sleet and ice are treacherous as road conditions can vary in a very short space of time and patches of black ice may be present. In times of extreme cold, it is advisable to have warm clothes, blankets, suitable footwear and even a flask of hot drink in the vehicle in case of a breakdown.

Wherever possible, driving in adverse conditions should be avoided. All major road safety organisations warn drivers to avoid driving in snowy conditions. If driving in snow is necessary, consider having a shovel in the vehicle.

Be safe out there!!

Contact Walker Health and Safety Services if you require assistance.

Lone workers are those who work by themselves without close or direct supervision.

They are:

• people in fixed establishments where only one person works on the premises, e.g. in small workshops, kiosks, shops and home workers
• people who work separately from others in factories, warehouses, research and training establishments, leisure centres or fairgrounds
• people who work outside normal hours as cleaners, security, special production, night shift workers, maintenance and repair staff
• people who work away from their home base on construction sites, in plant installation, maintenance, cleaning work, electrical repairs, lift work, painting and decorating or vehicle recovery
• agricultural and forestry workers
• service workers who collect rents, postal workers, home helps, community nursing staff, pest control workers, drivers, engineers, estate agents, sales representatives and similar professionals visiting domestic and commercial premises.

Legal duties and responsibilities around lone working

There is no legal requirement indicating that lone working must not happen.

However, a great deal depends upon the Risk Assessment which should be undertaken as part of broad duties under The Health and Safety at Work Act (1974) and The Management of Health and Safety at Work Regulations (1999).

These regulations require identifying the hazards found at work, assessing the risks arising from these hazards, and then putting measures in place to control the risks.

Assessing and controlling the risks of lone working

A Risk Assessment should indicate any significant risk, and detail how the risks should be adequately controlled for lone working to continue.

Risk assessment often identifies the correct level of supervision or backup required. Some risk assessments, such as those for working in confined spaces, state that communication and rescue arrangements need to be in place where at least one other person needs to be present.

Control measures may include training, instruction, communications, supervision and personal protective equipment.

If a Risk Assessment shows it is unsafe to work alone, then arrangements should be in place for providing help or backup.

If the worker is at another employer’s workplace, the occupier should inform the lone worker’s employer of the risks and of control measures needed.

For organisations with five or more employees, the Risk Assessment of significant findings must be recorded.

Safe arrangements for lone workers

Safe working arrangements for lone workers are no different to organising the safety of other employees:

• it must be identified if the lone worker can adequately control the risks of the job
• precautions must be in place for both normal work and for emergencies such as fire, equipment failure or sudden illness.

Other considerations:

• does the lone worker have a safe way in and out of the workplace?
• can one person handle temporary access equipment, plant, goods or substances?
• is there a risk of violence?
• are women especially at risk?
• do young people work alone?

Lone workers in many situations also face greater risks from violence and aggression.

Medical suitability of lone workers

Check that lone workers have no medical condition that would make them unsuitable for working alone, seeking medical advice if necessary.

Training for lone workers

Training is particularly important where there is limited supervision:

• lone workers need to be sufficiently experienced to fully understand the risks and precautions required
• employers should set limits of what may and may not be done whilst working alone
• lone workers should be competent to deal with unusual or new circumstances beyond their training, and know when to stop and seek advice.

Supervision of lone workers

The extent of supervision depends on the risk and the ability of the lone worker to identify and handle health and safety issues.

Employees new to a job may need to be accompanied until competencies are achieved. Supervisors may periodically visit to observe the work being done.

• there should be regular contact by radio, telephone or mobile phone
• automatic warnings should be activated if specific signals are not received at base
• other warnings that raise the alarm in the event of an emergency should be devised
• check that the lone worker has returned to base, or home, on completion of the work.

Emergencies and lone working

• lone workers should be capable of responding correctly to an emergency
• emergency procedures should be in place with the worker trained to respond
• lone workers should have access to a First Aid Kit or facilities
• risk assessment may indicate that the lone worker needs First Aid training

Contact Walker Health and Safety should you require assistance.

1. Do a risk assessment in advance to determine the hazards involved in the work activity. This should involve tasks relating to excavations through to working on or near the cables. Think about how electric cables could be disturbed, perhaps by the use of sharp tools, or by being crushed by machinery.
2. Obtain the necessary drawings from the utility company so that you know exactly where the cables are – this should include both buried cables and those overhead. Ensure all parties involved in the work have a copy of the drawings.
3. Provide training for workers on scanning and also on what different underground cables look like, from electricity through to gas and even telephone lines. Inform them that they must report any damage to cables that occurs during their work.
4. Develop a safe system of work for all workers to follow. Whenever possible arrange for the cabling to be made dead by contacting the supplier.
5. Make sure that the work is undertaken by trained workers and that it is always supervised by a competent person. Always ensure that workers dig alongside the cable rather than above it, and that they use insulated tools when digging.

Make sure that you have the necessary procedures in place to prevent an accident like this happening to one of your workers.

Contact us for guidance at Walker Health and Safety Services.

The frequency rate of work-related stress and mental health problems among workers in Great Britain rose in 2016-17 to 1,610 per 100,000 workers, according to the latest Health and Safety Executive (HSE) injury and ill health statistics. This is the highest rate for at least the past 11 years.

Stress symptoms

Stress affects different people in different ways, and everyone has a different method of dealing with it. The chemicals that are released by your body as a result of stress can build up over time and cause various mental and physical symptoms.

Defining cases of work-related stress

Defining a case of work-related stress is complicated and is the subject of a 128-page report commissioned by the HSE. The conclusion drawn from the report is that no simple and universal case definition is possible, largely because of the complex nature of work-related stress.

The report suggests that stress should not be treated as an ‘illness’ but rather as a ‘process’, where the emotional experience of stress largely resulted from exposure to psychosocial hazards at work, and in the worst cases led to impairments of physical and psychological health of clinical and behavioural significance.

In terms of determining the presence of a case, the five critical elements of an epidemiological case assessment framework are:

• the report of experience of work-related stress (or equivalent)
• evidence of exposure to psychosocial hazards associated with work
• evidence of the onset of a new condition of clinical significance or of the worsening of an existing condition of similar level of significance
• evidence of a significant consequence, either in terms of absence from work or change in frequency of visits to a general practitioner (or treatment for ill health)
• lack of evidence of any major confounding individual difference or circumstance.

https://www.ioshmagazine.com/article/stress-overtakes-msds-britains-workplaces-says-hse

Employers need to be proactive with employees to help understand what steps they need to take to proactively support their mental health so that you can focus on growing the business

Contact us should you require advice or assistance.