THE BLOG WHAT'S NEW?

Vehicles have become work places for some employees. In order to avoid repetitive driver injury, drivers should be trained to adjust their car seats properly. A suggested sequence of adjustments is as follows. (Some areas may not be applicable depending on the vehicle)

• Raise the seat as high as is comfortable to improve vision of the road.
• Check there is adequate clearance from the roof.
• Ensure there is maximum vision of the road.
• Move the seat forwards until it is possible to easily fully depress the clutch pedal and accelerator pedal.
• Adjust seat height as necessary to give good pedal control.
• Adjust the cushion tilt angle so that thighs are supported along the length of the cushion.
• Avoid pressure behind the knee.
• Adjust the back rest so it provides continuous support along the length of the back and is in contact up to shoulder height — approximately 30° reclined from vertical.
• Avoid reclining the seat too far as this can cause excessive forward bending of the head and neck, and may result in sliding forwards on the cushion.
• Adjust the lumbar support to give even pressure along the length of the back rest.
• Ensure lumbar support “fits” the back and is comfortable, with no pressure points or gaps.
• Adjust the steering wheel rearwards and downwards for easy reach.
• Check for clearance for thighs/knees when using pedals.
• Ensure display panel is in full view and not obstructed.
• Adjust the head restraint to ensure the risk of injury is reduced in the event of a car accident.

If employees have a problem with the seating in their vehicles ask them to discuss it with their manager.

If you require assistance, please contact us.

Are Electronic Cigarettes Legal at work?

An Electronic cigarette or e cigarette does not contain tobacco or produce passive smoke. Passive smoke generated from tobacco cigarettes and cigars is the prime concern of the smoking ban because non-smokers are forced to inhale tobacco smoke without choice.

The electronic cigarette is not governed by the smoking ban or restricted by tobacco laws due to the cigarette construction and contents.

In terms of the law, it is perfectly legal to ‘smoke’ or vape electronic cigarettes in nightclubs, restaurants, cinemas, bingo halls, bowling alleys, buses and just about anywhere.

Smoking at Work

Tobacco smoking in the workplace is restricted and the law enforced by the Health Act which bans customers, members of staff, consultants and visitors from smoking in public places and on their premises.

The Health Act does not affect the use of electronic cigarettes. Using an e cigarette is not classified as ‘Smoking’ as nothing is burned, but is termed ‘vaping’ just like a regular nicotine inhaler with the added benefit of the ability to inhale a realistic cigarette tasting, visible vapour. Legally, people are permitted to use an electronic cigarette in the workplace including work vehicles and offices.

However, if consuming food or drink in the work area is not allowed and depending on the type of occupation, an employer may not approve the use of electronic cigarettes while working or carrying out certain tasks.

It will be up to employers to determine when and where this device is used, there may be some opposition from members of staff, particularly in relation to the potential health effects as a mist is produced when used, although there is no evidence to suggest that the mist is likely to affect anyone.

Consider discussing this topic with members of staff as some may be uncomfortable with the device, such as pregnant women.

If you need further advice please contact us.

Every year I take place in the race for life. I have done so for 9 years. At first I began doing it to help support people who live with cancer by raising money.

Over time people close to me started getting cancer, some have even passed away. So now I feel obligated to continue doing the events and raising money for loved ones still here in the hope that they find a cure.

I apologise in advance for my shameless self promotion on the health and safety blogging page.

Please follow this link and sponsor me online – it’s quick, easy and totally secure.

http://www.justgiving.com/Emsiewoo?utm_source=emailvision&utm_medium=email%2B&utm_campaign=firstdonation_auto_email

https://twitter.com/

Risk assessments are an important part of the health and safety management system.

Regulation 3 of the Management of Health and Safety at Work Regulations 1999 requires employers to assess the risks to their employees while they are at work. They also need to consider the risks to non-employees such as contractors and the public. The self-employed have a similar duty.

Where there are five or more employees, the significant findings of the assessment must be recorded.

Specific risk assessments must be carried out for young workers, pregnant women and nursing mothers. Sometimes there will be the need to consider other regulations which also require risk assessment, such as those dealing with asbestos, ionising radiation and hazardous chemicals.

Top Tips for Effective Risk Assessment

To do a risk assessment, you need to understand what, in your business, might cause harm and decide whether you are doing enough to prevent that harm. Once you have decided that, you need to identify and prioritise putting in place appropriate and sensible control measures.

Start by carrying out the 5 steps to successful risk assessments:

• Identifying what can harm people in your workplace
• Identifying who might be harmed and how
• Evaluating the risks and deciding on the appropriate controls, taking into account the controls you already have in place
• Recording your risk assessment
• Reviewing and updating your assessment.

Top tips:

• Make sure that those who perform risk assessments have been trained. This is essential if the results are to be meaningful and accurate. Using a team of people to do the assessments – involving managers, staff representatives and those doing the work – is often an effective approach.
• Make sure that the resources used and the level of detail is in proportion with the risk. Trivial risks can be ignored and don’t spend all your time on low-risk issues.
• Be sensible about what you record following risk assessment. Keep records simple and sensible.
• Make sure that those doing the work are involved in the risk assessment and that they know how to protect themselves. This is the true test of whether the assessment process is effective.

Risk assessment is not a paperwork exercise; it’s about protecting your staff.

Review your risk assessment policies and procedures now.

If you need support contact us!

The Health and Safety Executive (HSE) defines work-related violence as:

Any incident in which a person is abused, threatened or assaulted in circumstances relating to their work

This can include verbal abuse or threats as well as physical attacks.

In 60% of cases of workplace violence, strangers were the offenders. Among incidents where the offender was known, the offenders were most likely to be clients or a member of the public known through work.

Victims of actual or threatened violence at work said that the offender was under the influence of alcohol in 38% of incidents, and under the influence of drugs in 26% of incidents.

If there is a possibility of your staff suffering from an act of violence then this must be included in your risk assessments, in line with the requirements of the Management of Health and Safety at Work Regulations 1999.

If there is a risk, you must introduce measures to protect your staff. This may include policies and procedures on violence. You also need to make sure that your staff know what to do if they are faced with violence.

Jobs may need redesigning to minimise the risk of violence. In some cases, you may need to use measures such CCTV monitoring, physical barriers and personal alarms.

Staff who feel threatened at work are likely to be absent on a regular basis and may be stressed. If they are assaulted, you may be faced with an expensive civil claim or even a fine from the Courts following prosecution.

Legal requirements

Health and safety law applies to risks from violence, just as it does to other risks from work. The main pieces of relevant legislation are:

• The Health and Safety at Work etc Act 1974 (HSW Act)
  Employers have a legal duty under this Act to ensure, so far as it is reasonably practicable, the health, safety and welfare at work of their employees.
• The Management of Health and Safety at Work Regulations 1999
  Employers must consider the risks to employees (including the risk of reasonably foreseeable violence); decide how significant these risks are; decide what to do to prevent or control the risks; and develop a clear management plan to achieve this.
• The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (RIDDOR)
  Employers must notify their enforcing authority in the event of an accident at work to any employee resulting in death, major injury, on incapacity for normal work for three or more days. This includes any act of non-consensual physical violence done to a person at work.
• Safety Representatives and Safety Committees Regulations 1977 (a) and The Health and Safety (Consultation with Employees) Regulations 1996 (b)
  Employers must inform, and consult with, employees in good time on matters relating to their health and safety. Employee representatives, either appointed by recognised trade unions under (a) or elected under (b) may make representations to their employer on matters affecting the health and safety of those they represent.

Contact us if you require any advice!