To see the other types of publications on this topic, follow the link: Manitoba Workplace Safety and Health Act.
Journal articles on the topic 'Manitoba Workplace Safety and Health Act'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Manitoba Workplace Safety and Health Act.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Clarke, Tenille. "Legislation in Australia: Social Control or Education?" Australian Journal of Environmental Education 17 (2001): 115–17. http://dx.doi.org/10.1017/s0814062600002512.
Full textAbstract:
The primary function of legislation in Australia is that of an educative one rather than an enforcement role. An example of legislation the main function of which is to educate is the Occupational Health and Safety Act, 1985 (O.H.&S. Act). The main aim of the Act is to legislate for a safe work place, breaches of the Act can induce human suffering, therefore the Act is designed to prevent workplace accidents, not to prosecute.The O.H.&S. Act was introduced after a time of social change. The sixties and seventies were times of protest on matters concerning equality for women and for many underprivileged groups. As a result of this, a demand for the rights of safety within the workplace followed. With the advent of the Act in 1985 came a legitimation to the premises of workplace health and safety. The demands for workplace health and safety were recognised by the government and it accommodated by legislating for a safe workplace. The OH & S Act satisfies a need to educate the public on workplace safety and the right to workplace rehabilitation after a workplace illness, by using many social mechanisms. These mechanisms include the set up of a beaurocratic organisation—Workcover, to administer the Act. Workcover educates the public through the use of training schemes, graphic television commercials and standards as a guide to correct practice. Evolution of the Act to management of safety by employers and employees demonstrated that legislation is a self-referential system that has feedback loops which are the result of the education of society. The mechanisms used in the processes of education are socially constructed. Legislation is therefore used to guide society into acceptance of an ideal/framework.
2
Milosevic, Anica, Gordana Bogdanovic, and Masa Milosevic. "HEALTH AND SAFETY IN THE MECHANICAL ENGINEERING WORKPLACE." Knowledge International Journal 34, no. 3 (October 4, 2019): 725–30. http://dx.doi.org/10.35120/kij3403725m.
Full textAbstract:
Risk assessment is the systematic recording and evaluation of all factors in the work process that can cause occupational injuries, illnesses or health damage. It can identify the options, ways of preventing, eliminating and reducing risks.The risk assessment considers the work organization, work processes, raw materials and materials used in technological and work processes, personal protective equipment and equipment at work, as well as other elements that may cause risk of personal injury, health damage or illness of the employee.The primary objective of occupational risk assessment is the protection, safety and health of employees.Risk assessment helps to minimize the risk of employees being compromised during work process activities. It also helps to maintain the efficiency of the business activity.A risk assessment act is an act containing a description of the work process with an assessment of the risk of injury and / or damage to workplace health in the work environment and measures to eliminate or reduce risks in order to improve safety and health at work.This act determines the possible types of hazards and harms in the workplace, assesses the risk of injury at work or health damage of the employee, determines ways and measures to eliminate them, or reduce their risk to minimum.Mechanical engineers design machines and tools, organize their production and handle their exploitation. They are experts for propulsion engines, vehicles and vessels, process and power plants, load-bearing structures. As designers, they design a product or manufacturing process so it can best meet the requirements and functions they need. In a process of designing a product, they take available raw materials and available production technology, and if they design the production process, they are guided by the type of input material and processing technology. Mechanical engineers in manufacturing plan, manage and supervise the production of machinery and plant. They systematically test the manufactured components, because they depend on the efficiency, reliability and safety of the whole system. For quality assurance, they constantly carry out tests and measurements of input materials and finished products with measuring instruments.This work is based on an analysis of the position of a mechanical engineer in the company named "Flamma-Systems Ltd." based in Nis. The company employs mechanical engineers and it deals primary with manufacturing of high-power boilers for heating greenhouses and buildings. The main market for this company is Sweden.
3
Gorkoff, Kelly, Nadine Bartlett, Rebeca Heringer, Mehmet Yavuz, and Natassia D’Sena. "Networked Architectures of Crime Prevention: Community Mobilization in Manitoba." Canadian Journal of Criminology and Criminal Justice 63, no. 3-4 (October 1, 2021): 89–111. http://dx.doi.org/10.3138/cjccj.2021-0008.
Full textAbstract:
Crime prevention programs in Canada have increasingly adopted community mobilization frameworks – a process in which individuals, groups, and organizations in a community come together to address particular social issues associated with individual risk, health and safety, crime prevention, and community development. These initiatives intend to address systemic issues that are strongly correlated with criminal activity and with community safety and well-being. Twelve community mobilization (CM) initiatives have been established in Manitoba. CM is often considered an innovative way to deal with high-risk individuals who are best served by an approach that activates communities to act on their behalf and, by doing so, increases community safety. CM is also considered a networked form of crime control that activates groups not normally involved with crime control. Although intending to mobilize communities to act, some of these programs have been critiqued as being state-centric and promoting a police agenda. We have found preliminary evidence that Manitoban initiatives have avoided these problems and retained autonomy and local governance in their design and operation. Using the theoretical concept of nodal networks (organizational sites that bring together institutions to shape a flow of events), we argue that models of CM in Manitoba have maintained local leadership and resisted standardization, which gives them the potential to meet the original goals of CM: to co-produce community-grounded definitions and practices of public safety. We introduce indicators to verify these nodal networks and discuss the possibilities for reimagining public safety.
4
Swee Kian, Catherine Tay. "Prosecution or Sustainability?: Can Singapore Businesses Ignore Their Safety Responsibilities under New Workplace Safety and Health Laws?" Business Law Review 28, Issue 2 (February 1, 2007): 30–33. http://dx.doi.org/10.54648/bula2007009.
Full textAbstract:
Occupational safety and health issues are critical to every workplace and offices. Unfortunately, many businesses and companies realise the benefits of sound practices only after a tragic industrial accident. The lessons learnt from such oversight can be very costly to any business organisation. Unnecessary costs arising from loss of man hours, reputation and goodwill and legal costs can be avoided. As safety is commitment driven, top management should drive this message down to every employee to take reasonable and practical steps to ensure the occupational safety and health of every worker in their workplace. Following the 3 recent high-profile industrial accidents, the recent introduction of Workplace Safety and Health Act 2006 mandates all stakeholders to take required steps to reduce safety risk as part of their corporate function. Failure by companies and individuals to comply will result in undesirable exposure to legal prosecution, penalties and financial losses.
5
Dixon, Shane M., Nancy Theberge, and Donald C. Cole. "Sustaining Management Commitment to Workplace Health Programs:." Articles 64, no. 1 (March 30, 2009): 50–74. http://dx.doi.org/10.7202/029538ar.
Full textAbstract:
This article investigates management commitment to workplace health and safety through an analysis of the implementation of participatory ergonomic (PE) interventions in three worksites. The PE programs were established to address the burden of work-related musculoskeletal disorders. Drawing upon interview and observational data, the analysis examines the evolution of managerial support for PE programs over time and in the context of pressures internal and external to the worksites. Ergonomic Change Teams in all three sites experienced problems establishing authority to act as change agents and in accessing employee time to carry out their activities. Resolution of these problems was heavily contingent on the commitment of senior management, and the efforts of individual management personnel to intervene in support of the PE program. Our findings highlight that “management” is not a monolithic entity and managerial structures are often marked by divisions in priorities, including health and safety.
6
Rosner, David, and Gerald Markowitz. "A Short History of Occupational Safety and Health in the United States." American Journal of Public Health 110, no. 5 (May 2020): 622–28. http://dx.doi.org/10.2105/ajph.2020.305581.
Full textAbstract:
As this short history of occupational safety and health before and after establishment of the Occupational Safety and Health Administration (OSHA) clearly demonstrates, labor has always recognized perils in the workplace, and as a result, workers’ safety and health have played an essential part of the battles for shorter hours, higher wages, and better working conditions. OSHA’s history is an intimate part of a long struggle over the rights of working people to a safe and healthy workplace. In the early decades, strikes over working conditions multiplied. The New Deal profoundly increased the role of the federal government in the field of occupational safety and health. In the 1960s, unions helped mobilize hundreds of thousands of workers and their unions to push for federal legislation that ultimately resulted in the passage of the Mine Safety and Health Act of 1969 and the Occupational Safety and Health Act of 1970. From the 1970s onward, industry developed a variety of tactics to undercut OSHA. Industry argued over what constituted good science, shifted the debate from health to economic costs, and challenged all statements considered damaging.
7
Oranye, Nelson Ositadimma, Bernadine Wallis, Nora Ahmad, and Zaklina Aguilar. "Workers’ experience with work-related musculoskeletal disorder and worker’s perception of organisational policies and practices." International Journal of Workplace Health Management 10, no. 1 (February 6, 2017): 69–83. http://dx.doi.org/10.1108/ijwhm-03-2016-0015.
Full textAbstract:
Purpose Different organisations have developed policies and programmes to prevent workplace injuries and facilitate return to work. Few multiple workplace studies have examined workers’ perceptions of these policies and programmes. The purpose of this paper is to compare workers’ perception and experience of workplace policies and practices on injury prevention, people-oriented work culture, and return to work. Design/methodology/approach This study recruited 118 workers from three healthcare facilities through an online and paper survey. Findings Work-related musculoskeletal injury was experienced by 46 per cent of the workers, with low back injuries being most prevalent. There were significant differences in perception of policies and practices for injury prevention among occupational groups, and between workers who have had previous workplace injury experience and those without past injury. Research limitations/implications Selection bias is possible because of voluntary participation. A larger sample could give stronger statistical power. Practical implications The perception of workplace policies can vary depending on workers’ occupational and injury status. Organisational managers need to pay attention to the diversity among workers when designing and implementing injury prevention and return to work policies. Social implications Risks for workplace injuries are related to multiple factors, including workplace policies and practices on health and safety. Workers’ understanding and response to the policies, programmes, and practices can determine injury outcomes. Originality/value No previous study has reported on workers’ perceptions of workplace policies and practices for injury prevention and return in Manitoba healthcare sector.
8
Napert, René, and François Darveau. "Le maître d'oeuvre sur un chantier de construction." Les Cahiers de droit 29, no. 1 (April 12, 2005): 147–82. http://dx.doi.org/10.7202/042872ar.
Full textAbstract:
The construction industry is a prime area for workplace accidents and as such The Health and Occupational Safety Act devotes an entire chapter to the subject. The objective of suppressing danger at its source has required making the foreman the most important agent for looking after the health and well-being of workers. Based on caselaw, this article focuses on sharpening the notion of the foreman acting in the workplace within the framework of The Health and Occupational Safety Act. Two major aspects are developed : that of the identification of the foreman and his obligations on a construction site.
9
Lax, Michael B. "Falling Short: The State’s Role in Workplace Safety and Health." NEW SOLUTIONS: A Journal of Environmental and Occupational Health Policy 30, no. 1 (January 30, 2020): 27–41. http://dx.doi.org/10.1177/1048291120903116.
Full textAbstract:
The state plays a major role in occupational safety and health in the United States, impacting all aspects including resources, training, research, standard setting, and enforcement. Howard Waitzkin has challenged public health activists to rethink their understanding of the State and to replace the dominant pluralist view with a conception that serves as the theory for more effective public health action to improve the health of working people. This paper is a response to Waitzkin’s challenge utilizing a framework that views the State as a reflection of the relationship and power dynamics between capital and labor, within the confines of institutions, policies, and laws organized to protect and maintain the capitalist system. A historical review of safety and health since the Occupational Safety and Health Act of 1970 in the context of the capitalist state serves as the basis for suggestions as to how this might shape safety and health advocates’ strategy.
10
Ezisi, Uzo, and Mohamed H. Issa. "Case study application of prevention through design to enhance workplace safety and health in Manitoba heavy construction projects." Canadian Journal of Civil Engineering 46, no. 2 (February 2019): 124–33. http://dx.doi.org/10.1139/cjce-2017-0454.
Full textAbstract:
This research aimed to develop a method to facilitate the implementation of prevention through design and apply it to a pump station case study in Manitoba, Canada. The method used, in part, failure mode and effects analysis and involved tasking experts with analyzing the project’s design documents to identify potential occupational health and safety failures that could occur throughout construction. It also entailed analyzing the project’s construction documents to determine actual, design-related, occupational health and safety failures observed throughout construction. The application of the method to that project identified 42 potential failure modes in the design, 38% of which were deemed high-risk. A total of 18 failures were detected throughout construction. Of these, 89% were predicted using failure mode and effects analysis and thus deemed preventable by design, indicating the potential effectiveness of the method. Future research should reapply it to other projects to validate these findings.
11
Wheat, Kay. "Mental Health in the Workplace (1) – ‘Stress’ Claims and Workplace Standards and the European Framework Directive on Health and Safety at Work." International Journal of Mental Health and Capacity Law 1, no. 14 (September 5, 2014): 53. http://dx.doi.org/10.19164/ijmhcl.v1i14.189.
Full textAbstract:
<p align="LEFT">This is first of two articles that will address mental health issues at work. It is written in the context of the case brought by the European Commission against the UK government alleging that the standard of care prescribed by the Health and Safety at Work Act 1974 falls below that required by the European Framework Directive on the introduction of measures to encourage improvements in the safety and health of workers at work. It will be argued that such alleged divergences between the UK and Europe are not clear cut, and, in the context of mental health, given the more nebulous nature of mental ill health and its causes, such divergences might be negligible.</p>
12
Yanar, Basak, Agnieszka Kosny, and Peter Smith. "Occupational Health and Safety Vulnerability of Recent Immigrants and Refugees." International Journal of Environmental Research and Public Health 15, no. 9 (September 14, 2018): 2004. http://dx.doi.org/10.3390/ijerph15092004.
Full textAbstract:
Recent immigrants and refugees have higher rates of work-related injuries and illnesses compared to Canadian-born workers. As a result, they are often labelled as vulnerable workers. This study explored the factors that contribute to occupational health and safety (OHS) vulnerability of recent immigrants and refugees with a focus on modifiable factors such as exposure to hazards and access to workplace protections, awareness of OHS and worker rights, and empowerment to act on those rights. Eighteen focus groups were conducted with 110 recent immigrants and refugees about their experiences looking for work and in their first jobs in Canada. A thematic content analysis was used to organize the data and to identify and report themes. The jobs described by participants typically involved poor working conditions and exposure to hazards without adequate workplace protections. Most participants had limited knowledge of OHS and employment rights and tended to not voice safety concerns to employers. Understanding OHS vulnerability from the lens of workplace context can help identify modifiable conditions that affect the risk of injury and illness among recent immigrants and refugees. Safe work integration depends on providing these workers with information about their rights, adequate job training, and opportunities for participating in injury prevention.
13
Malau, Parningotan. "Basic Legal Study On Workplace Health And Safety Protection In Indonesia." Technium Social Sciences Journal 6 (April 13, 2020): 88–100. http://dx.doi.org/10.47577/tssj.v6i1.287.
Full textAbstract:
This study aims to examine the legal history and the concretization of the value of Pancasila as a legal basis in protecting the occupational safety and health of workers in Indonesia. The research method used in this study is a type of normative research using the Statute Approach. The analysis technique in this study was carried out in a descriptive way to describe the legal conditions and protection of workers in Indonesia. The results of this study indicate that the birth of labor law in Indonesia is based on a long history of labor suffering due to slavery, forced cultivation, slavery to forced labor, not vice versa because employers corporations are persecuted by the treatment of workers and employers. National labor law, specifically the Work Safety Health Act, must be able to position workers as independent legal subjects, not arbitrarily controlled by other legal subjects, be treated humanely in accordance with their dignity and status, and obtain justice as a weak party. In addition, to avoid discrimination, it must show the principle of unity in work relations, between employers and workers in corporations, or broader unity in industrial relations, namely between employers' organizations, labor organizations, and government
14
Barrett, B. "The Health and Safety (Offences) Act 2008: The Cost of Behaving Dangerously at the Workplace." Industrial Law Journal 38, no. 1 (March 1, 2009): 73–79. http://dx.doi.org/10.1093/indlaw/dwp003.
Full text
15
Dabee, Nadia. "The Health and Safety at Work Act 2015: the Myth of Increased Deterrence." Victoria University of Wellington Law Review 47, no. 4 (December 1, 2016): 585. http://dx.doi.org/10.26686/vuwlr.v47i4.4787.
Full textAbstract:
An assumption frequently made about the Health and Safety at Work Act 2015 is that the imposition of more responsibility on businesses and officers and higher criminal penalties will increase the deterrence of workplace accidents. This article argues that the anticipated increase in deterrence is a myth. In the new Act the definitions of duty-holders and their duties are broad and flexible. In theory, in the face of this broadness and flexibility, businesses who are risk-averse will over-comply with safety regulations to ensure they do not face a penalty. The new law appears to increase penalties and impose higher obligations on a greater number of duty-holders. However, in reality, the standard of care on employers remains unchanged, as do the enforcement mechanisms. Thus, in practice, the incentives to under-comply are higher than the incentives to over-comply and deterrence is unlikely to increase.
16
Coventry, Petrina. "Occupational Health and Safety Receptivity towards Clinical Innovations That Can Benefit Workplace Mental Health Programs: Anxiety and Hypnotherapy Trends." International Journal of Environmental Research and Public Health 19, no. 13 (June 24, 2022): 7735. http://dx.doi.org/10.3390/ijerph19137735.
Full textAbstract:
Anxiety is one of the most common mental health conditions experienced by people in Australia during their working years according to the Australian Bureau of Statistics (ABS) and employers recognising that mental health impacts their organisation’s bottom line are increasingly interested in programs to promote better mental health, well-being, and productivity. Beyond management concern for productivity, statutory protection is necessary to safeguard mental health, under the Australian Occupational Health and Safety (OHS) Act, organisations have a duty to eliminate or minimise risks to psychological (mental) health by designing effective workplace systems and Occupational Health and Safety (OHS) practitioners are central to the design and responsibility in managing these systems. Despite literature indicating the benefits of OHS workplace mental health initiatives, such as improved overall health, reduced absenteeism, increased job satisfaction and morale, there remains a lack of empirical research around program measurement, and their effectiveness in this area has been brought into question. The OHS function is interested in improving research around the relationship and connection between work performance and mental health but: there are few studies regarding performance outcomes of mental health OHS services within management journals and insufficient information around the prevalence of psychological morbidity in the workplace and its impact. The purpose of this study was to assess OHS perception regarding anxiety and reveal perceptions and receptivity towards alternative therapies and solutions being used in clinical practice to deal with anxiety such as cognitive behavioural therapy (CBT) with a focus on Hypnotherapy.
17
Phulu, Thandekile. "Drawing the Line between Dismissal for Alcoholism (Incapacity) and Dismissal for Drunkenness (Misconduct). Are the Boni Mores Compromised?" African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 41 (January 19, 2018): 57–63. http://dx.doi.org/10.25159/2520-3223/3769.
Full textAbstract:
In South Africa employees are protected by various pieces of legislation. Section 23 of the Constitution of the Republic of South Africa 1996 provides for a right to fair labour practice. In its preamble the Labour Relations Act 66 of 1995 (hereafter referred to as the LRA) states that the purpose of the Act is to advance economic development, social justice, labour peace and democratisation of the workplace. The LRA also states that one of its objectives is to give effect to and regulate the fundamental rights conferred by section 27 of the Constitution. The Occupational Health and Safety Act as amended by the Occupational Health and Safety Amendment Act 181 of 1993 provides for the health and safety of persons at work and for the health and safety of persons in connection with the use of plant and machinery. The LRA provides for dismissal for incapacity and dismissals for misconduct. It also differentiates between the two. The LRA provides for both substantive and procedural fairness when dismissing an employee for incapacity and misconduct. This paper will examine the rationale behind differentiating between dismissal for drunkenness and dismissal for alcoholism.
18
Choi, Seo Yeon, Min Oh Na, Young Sik Kim, and Won Il Jeong. "A Study on the Status and Effectiveness of Safety and Health Education for Office Workers." Forum of Public Safety and Culture 16 (May 31, 2022): 79–89. http://dx.doi.org/10.52902/kjsc.2022.16.79.
Full textAbstract:
The current Occupational Safety and Health Act does not apply the regular safety and health education provisions of Article 32 of the Act to businesses that employ only office workers. However, it is stipulated that regular safety and health education of at least 3 hours per quarter is required for office workers working in the field. However, office workers are also at risk of being exposed to long hours of work, emotional labor, and musculoskeletal disorders, and it seems that there is no small need for safety and health education. Therefore, this study was conducted to classify office workers into general office workers and field office workers, to understand the actual situation of safety and health education, and to verify the necessity and economic effect of safety and health education and use it as evidence for expanding the subject of education. In this study, first, in order to understand the status of safety and health education of office workers, a survey was conducted on 123 office workers and statistical analysis was performed using frequency analysis and multiple response analysis. Second, to confirm the effect of safety and health education, using the 2018 workplace safety and health survey and the 2019 industrial accident statistics accident rate, we quantified the effect of education for office workers on the occurrence of industrial accidents and estimated the benefits of the effect of reducing industrial accidents. As a result of the study, it was found that general office workers' accident experience and awareness of accidents and diseases were higher than those of on-site office workers, and the subjects of safety and health education were supervisors and safety and health managers, and education was mainly provided by internal employees. The awareness of the effectiveness of regular safety and health education was high at 89.4%, and the need for flexible operation of training hours and an increase in the number of training sessions to vitalize regular safety and health education was found to be high. In particular, there was a high awareness that it was necessary to expand ‘outsourced education support’ for revitalization of education in small businesses and to manage ‘confirmation of safety and health education’ in order to establish regular safety and health education. Compared to workplaces that do not provide training, the effect of preventing industrial accidents is higher, and thus it is expected to contribute to the reduction of accidents and labor loss. Through this study, it was possible to confirm the perception that safety and health education is necessary for general office workers in addition to the field, and it was identified that flexible operation of education suitable for the characteristics of the workplace and management of workplace implementation were necessary.
19
Lazarević, Snežana, and Jelena Lukić-Nikolić. "Importance of workplace wellness programmes in protection of employee health." Sport - nauka i praksa 11, no. 2 (2021): 91–98. http://dx.doi.org/10.5937/snp2102091l.
Full textAbstract:
Every organization strives to have productive, creative, responsible employees, who constantly seek to acquire new knowledge and skills, who are motivated, loyal and engaged, and psycho-physically healthy. However, modern and dynamic business conditions, constantly growing demands and needs of consumers, setting new goals and tasks, increasing the level of responsibility and standards, and often setting expectations from employees too high are just some of the many pressures and sources of stress to which employees are permanently exposed in their workplace. Caring about employees, and safety and health protection at work is one of the important activities of the business function of human resource management. The priority task of experts in this field is to act preventively against stressors by creating various methods and techniques for their efficient and effective management. One of the techniques that is becoming increasingly popular in socially responsible organizations, are wellness programmes. By organizing and implementing these programmes, the management of the organization shows that it cares and acts preventively to maintain the safety and protection of the health of its employees, and the employees themselves acquire new knowledge and healthy life habits through these programmes. This paper points out the importance and role of wellness programmes, as important activities of strategic human resource management of modern organizations, which occupies a significant position in the protection and prevention of employee health. Also, the paper outlines all the important elements that management should keep in mind when designing and implementing wellness programmes in order for them to adequately influence the improvement of physical and mental health of employees.
20
Ismail, Afifah Binti, and Mohd Shahril Bin Ahmad Razimi. "Occupational Safety And Health (Osh) From Islamic Perspective: A Conceptual Study." IKONOMIKA 3, no. 1 (May 25, 2018): 73. http://dx.doi.org/10.24042/febi.v3i1.2543.
Full textAbstract:
ABSTRACTThis paper illustrates occupational safety and health (OSH) based on Islamic perspective in human resource management. This paper has been written based on the following objectives; a)to state the duty of employer to provide safety workplace and to concern on employee health; b)to list out the management system of OSH based on Islamic perspective as preventive measure.A purely qualitative approach of literature review was done and Islamic OSH is derived from Islamic principles which are guide by Al-Quran and sunnah. The responsibility to preserve safety and health of employee does not only relies to the employer solely but involved all workers, the government and the authority bodies as the runner for the Occupational safety and Health Act OSHA 1994, Islamic order’s and policy to be implemented in the organization. The Occupational Safety and Health Master Plan (OSHMP) 2020 is a tremendous incentive by the Ministry of Human Resource to cope and minimize the number of accident and injuries in Malaysia. Keywords: Islamic occupational safety and health, employee safety and health, Islamic management system of OSH
21
Baek, Heechong, Dong Ha Kim, and Yongil Jeon. "A Study on Disclosure Items of Safety and Health Management System for Major Injury Prevention." Crisis and Emergency Management: Theory and Praxis 18, no. 2 (February 28, 2022): 29–40. http://dx.doi.org/10.14251/crisisonomy.2022.18.2.29.
Full textAbstract:
The Serious Accidents Punishment Act was enacted in a surprise move to raise corporate managers' interest and awareness of fatal accidents, effective on January 2022. The government policy to reduce serious disasters by punishments has significant limitations. Thus, it is important to conduct a study on estimating industrial accident costs in the safety and health management system so that companies can voluntarily check the workplace realities. In order to strengthen the occupational safety and health (OSH) management system, this study focuses on the development of safety accident cost disclosure items, estimating industrial accident loss costs, both direct and indirect. The OSH disclosure items can be divided into general information of companies, OSH management system, OSH budget and expenses, certification status, and corporate industrial accident information. And also the OSH disclosure survey form was developed.
22
ALEXANDRIS POLOMARKAKIS, Konstantinos. "Health and Safety at Work in the Time of COVID-19: A Social Europe Reckoning?" European Journal of Risk Regulation 11, no. 4 (October 20, 2020): 864–83. http://dx.doi.org/10.1017/err.2020.86.
Full textAbstract:
The shortcomings in the handling of COVID-19 highlighted the salience of health and safety at work and fuelled discussions surrounding the desirability of a European Health Union. This article conceptualises occupational health and safety at the European Union (EU) level as a key driver for the creation of a European Health Union. Through recourse to the area’s roots and its relevance to the tackling of the COVID-19 pandemic, the benefits of putting occupational health and safety in the driving seat are set out. The implications of maintaining a healthy workforce are acute, from both a social and a public health perspective, especially in the time of a pandemic. Relying on a reflective approach that goes beyond the status quo, this article offers pragmatic yet imaginative proposals for strengthening the occupational health and safety acquis. The proposals act as the blueprint for health and safety in the workplace to lay the foundation for a European Health Union and advance the social dimension of the EU.
23
Dabee, Nadia. "How to Regulate the Due Diligence Duties of Officers under the Health and Safety at Work Act 2015." Victoria University of Wellington Law Review 51, no. 3 (November 9, 2020): 379. http://dx.doi.org/10.26686/vuwlr.v51i3.6609.
Full textAbstract:
To date, no enforcement activity against officers under the Health and Safety at Work Act 2015 (HSWA) has been reported and methods to achieve compliance also appear to be underdeveloped. In addition to there being no prosecutions against officers for breach of their due diligence duties, there are also no formalised regulatory structures to help officers "self-regulate" effectively in order to comply with their due diligence duties. Instead, it appears that officers have been left mostly to regulate their own behaviour with some guidance from WorkSafe. This leaves a gap in the regulatory landscape of workplace health and safety in New Zealand. Opportunities for developing a unique regulatory structure geared towards regulating the due diligence duties become evident upon an examination of some of the literature on regulation. These opportunities are presented here.
24
Kavrakovski, Zoran, Katerina Jugreva, and Biljana Bauer – Petrovska. "Testing for drug and alcohol abuse at the workplace." Macedonian Pharmaceutical Bulletin 55 (November 2009): 75–78. http://dx.doi.org/10.33320/maced.pharm.bull.2009.55.006.
Full textAbstract:
Drug and alcohol abuse in the workplace represents a great risk to employee’s health and safety. More than 50% of the employees worldwide are related to easily accessible drug abuse, while 70% of the employees are related to alcohol abuse in the workplace. Tests for detecting drug and alcohol abuse in the workplace should be part of a new regulation, compulsory for all employees in the Republic of Macedonia. Implementing this sort of testing program should at the same time be a step towards devising particular solutions that shall bring about greater safety in the working environment. A key element in the implementation is to devise and establish an adequate policy that shall determine the risk factors within a working establishment which shall clearly express its position regarding drug and alcohol abuse during working hours. Along with the risk factors, the policy may also include the program for testing both, employees and the ones who are about to be employed, for drug and alcohol abuse. In order to implement this sort of test, it must be in accordance with the Occupational Safety and Health Act (Official gazette of the Republic of Macedonia, No 92/07, 2007) and a legal framework has to be defined, that shall regulate and solve numerous aspects of this issue, in order to fully implement the program for drug free working environment pursuant to the Declaration and the decrees of the United Nations General Assembly in 1998.
25
Vokrri, Muhamet. "Aspects of safety and health at work in the context of EU and Kosovo." Sigurnost 63, no. 4 (December 28, 2021): 419–33. http://dx.doi.org/10.31306/s.63.4.6.
Full textAbstract:
Occupational Safety and Health are the two key components of employee efficiency in their workplace, and at the same time guaranteeing them can directly impact employee well-being and productivity for employers and their earnings. Obviously, legal definition and their protection fall under the State domain, respectively Institutions that are authorized to supervise the implementation of legislation by the employers. Having in consideration the facts that reports obtained from the labor field, particularly those of “Occupational Safety and Health” reflect the continuous challenges of majority of employees, it is understandable why there is a need for adequate legal regulation in this field at national and international level, including international standards (ILO Conventions), as well as the Treaties - EU Directives referring to the relevant field. In this context, an attempt was to elaborate on the nature and importance of these two components in the international level as well as the reflection they have within national legislation specifically the case of Kosovo in relation to ILO Conventions and with EU law, with EC Framework Directive no. 89/391 of 12 June 1989. The reasons for such elaboration lie in the fact of our society's aspirations to be part of the European Union, and the development of adequate legislation in this field as well as compatible with EU law, particularly after signing the Stabilization and Association Agreement (SAA) between Kosovo and the European Union (EU), where practically Kosovo has taken the legal and contractual obligation to approximate national legislation with the EU Acquis. The challenges in implementing national legislation as well as the increasing number of deaths and injuries in the workplace will be the focus of this study. In this context methods for practical harmonization will be analyzed and studied, as well as recommendations on how to act in specific areas so that workers are guaranteed dignity and above all, safety and health at their workplace.
26
Azmi, Ruzita, Siti Nur Samawati Ahmad, and Bidayatul Akmal Mustafa Kamil. "MENTAL HEALTH ISSUES AT WORKPLACE: AN OVERVIEW OF LAW AND POLICY IN MALAYSIA AND UNITED KINGDOM (UK)." International Journal of Law, Government and Communication 5, no. 21 (December 31, 2020): 316–29. http://dx.doi.org/10.35631/ijlgc.5210026.
Full textAbstract:
Surveys showed that workers in Malaysia are at high risk of health problems including mental health problems that stemmed from the rising stress level at work. Despite having employees’ safety, health, and welfare being codified, depression will be a major mental health illness among Malaysian by 2020. The Occupational Safety and Health Act 1994 (OSHA 1994) that caters to legislative framework in terms of securing safety, health, and welfare among Malaysian workforces has no provisions to provide a supportive environment for mental health wellbeing at the workplace as well as support for employees with a mental health problem. Furthermore, OSHA 1994 is self-regulated, causing fewer employers to develop OSH codes of practice and guidelines. This is among the weaknesses of OSHA 1994. This paper aims to examine the existing law and policy in Malaysia on mental health at the workplace. It also aims to compare the policy and legal framework in developed commonwealth countries such as the UK. This paper applies qualitative and comparative methods, consisting of a doctrinal legal research approach to understand the principles of law and policies dealing with mental health. A comparative method is employed in order to compare the policies and legal frameworks of mental health wellbeing in developed countries such as the UK. The comparative approach involves an examination of the similarities and dissimilarities between situations within the same legal system. The paper concludes that in order to support mental health and wellbeing at the workplace, a comprehensive legal framework and effective policy are needed especially for Malaysia. Compared with the UK, Malaysia is still lagged behind and has so much to learn from UK’s experiences to tackle issues on mental health.
27
Azmi, Ruzita, Siti Nur Samawati Ahmad, and Bidayatul Akmal Mustafa. "MENTAL HEALTH ISSUES AT WORKPLACE: AN OVERVIEW OF LAW AND POLICY IN MALAYSIA AND UNITED KINGDOM (UK)." International Journal of Law, Government and Communication 6, no. 22 (March 10, 2021): 95–108. http://dx.doi.org/10.35631/ijlgc.622009.
Full textAbstract:
Surveys showed that workers in Malaysia are at high risk of health problems including mental health problems that stemmed from the rising stress level at work. Despite having employees’ safety, health, and welfare being codified, depression will be a major mental health illness among Malaysian by 2020. The Occupational Safety and Health Act 1994 (OSHA 1994) that caters to legislative framework in terms of securing safety, health, and welfare among Malaysian workforces has no provisions to provide a supportive environment for mental health wellbeing at the workplace as well as support for employees with a mental health problem. Furthermore, OSHA 1994 is self-regulated, causing fewer employers to develop OSH codes of practice and guidelines. This is among the weaknesses of OSHA 1994. This paper aims to examine the existing law and policy in Malaysia on mental health at the workplace. It also aims to compare the policy and legal framework in developed commonwealth countries such as the UK. This paper applies qualitative and comparative methods, consisting of a doctrinal legal research approach to understand the principles of law and policies dealing with mental health. A comparative method is employed in order to compare the policies and legal frameworks of mental health wellbeing in developed countries such as the UK. The comparative approach involves an examination of the similarities and dissimilarities between situations within the same legal system. The paper concludes that in order to support mental health and wellbeing at the workplace, a comprehensive legal framework and effective policy are needed especially for Malaysia. Compared with the UK, Malaysia is still lagged behind and has so much to learn from UK’s experiences to tackle issues on mental health.
28
Cullum, Frederick W. H. "Managing Health and Safety: A Role for Occupational Therapists." British Journal of Occupational Therapy 60, no. 6 (June 1997): 259–62. http://dx.doi.org/10.1177/030802269706000606.
Full textAbstract:
The management of health and safety requires employers to undertake risk assessments, identifying hazards in the workplace and the associated risks. They are then required to eliminate or reduce the level of risk to employees through the introduction of adequate control measures. Some health and safety legislation develops this aspect of assessment further, such as the Manual Handling Operations Regulations 1992 and the Health and Safety (Display Screen Equipment) Regulations 1992. The Disability Discrimination Act 1995 also places a number of duties on employers, some of which have an impact on health and safety. The Management of Health and Safety at Work Regulations 1992 requires employers to have access to competent advice to assist them to comply with the legislation. There are many people who can provide such advice: safety practitioners, occupational health nurses and physicians, occupational hygienists, physiotherapists and occupational therapists. The role of each practitioner needs to be appreciated by the employer and there should be systems in place that will allow referral within a reasonable timescale and contact between practitioners to work as a team. The benefits from having access to an occupational therapist can be demonstrated through the use of examples that highlight reduced costs to the employer from both reactive and proactive involvement. There are also a number of benefits to be gained by the employee.
29
Jung, Sang Youn, and Seung Ho Kim. "A study on the scope of the safety and health management system at construction sites to respond to the Severe Disaster Punishment Act." Forum of Public Safety and Culture 16 (May 31, 2022): 173–87. http://dx.doi.org/10.52902/kjsc.2022.16.173.
Full textAbstract:
A serious accident refers to an industrial accident in which the severity of the accident, such as death, is severe, or in which a large number of injured persons occur. According to the Occupational Safety and Health Act, a serious accident is defined as an accident in which one or more fatalities, two or more injured persons requiring treatment for 3 months or longer, or ten or more injured or occupational diseases occur simultaneously. The reason that the law distinguishes major disasters from general disasters and stipulates separate treatment procedures is to prevent recurrence of such disasters in the future in consideration of the severity of the damage. It should be understood that the Major Accident Punishment Act, which recently strengthened the responsibility of business owners and business managers for the occurrence of serious accidents, is for the prevention and recurrence of serious accidents rather than punishment for those responsible.
As the Serious Accident Punishment Act came into effect on January 27, 2022, business owners and managers of businesses or workplaces that are actually controlled, operated, and managed have the duty to secure safety and health for workers. Here, the obligation to secure safety and health means to prevent serious industrial accidents by strengthening safety and health measures through the establishment of a safety and health management system. However, in the Serious Disaster Punishment Act, the specific scope and action plan for each project for the establishment of a safety and health management system are not presented, so preparations for and response to the enforcement of the law are insufficient.
Therefore, the establishment of a safety and health management system (hereinafter referred to as the “safety and health management system”) at the workplace where a serious accident occurs is the key, and how to effectively and specifically establish and operate it is an important factor. However, in order to establish an effective and specific safety and health management system through the Serious Disaster Punishment Act and related instructions, it is difficult to respond to the law because the scope and direction of the safety and health management system are insufficient.
In this study, for one month from November 18th to December 17th, 2021, 7 construction sites were inspected through three institutions: a health and safety diagnosis institution (Article 48 of the Industrial Safety and Health Act) and a construction accident prevention expert guidance institution. For a total of 12 sites including 5 civil engineering sites, 13 items were checked on the fulfillment of obligations in accordance with safety and health laws Therefore, this study draws on the scope of the safety and health management system at construction sites required by the Serious Disaster Punishment Act and the direction of effective system construction.
30
Feriyanto, Dafit, S. S. Abdulmalik, and Supaat Zakaria. "Occupational Safety and Health (OSH) Practices and Its Influenced Factor - Review OSH in Malaysia." International Journal of Advanced Technology in Mechanical, Mechatronics and Materials 1, no. 3 (December 31, 2020): 108–17. http://dx.doi.org/10.37869/ijatec.v1i3.36.
Full textAbstract:
High occupational accident in Malaysia as reported by Department of Occupational Safety and Health (DOSH) Malaysia shows the urgently applied a occupational safety and health (OSH) practices in workplaces. This study purposed to review the OSH practices in Malaysia and its influence factor. The factor of that influence to accident cases, good OSH practice and OSH system and framework as well as agencies that has authority with OSH was briefly explained. Factor that influence the accident was consists of stress and fatigue, unsafe act, machinery/tools, design of workplace and training procedure, factor that influenced to achieve good OSH practices was consists of training, safe work procedure, consultation, reporting safety, management commitment and injury management, several OSH agencies that has been developed in Malaysia such as NIOS, NCOSH, DOSH and SOCSO as program in the institution. Institution contribute an important factor due to in institution teach a fundamental of OSH that may applied in the workplaces.
31
Calitz, Karin. "Protection of employees against sexual harassment: The development, successes and shortcomings of the South African legal system." South African Law Journal 139, no. 4 (2022): 913–45. http://dx.doi.org/10.47348/salj/v139/i4a8.
Full textAbstract:
Despite extensive protection for employees against sexual harassment in the workplace, South African workplaces are still riddled with this harmful conduct. The severe consequences for victims and workplaces necessitate an analysis of the development of South African law to establish its successes, but also the shortcomings that continue to exist. Although there is a matrix of laws protecting employees against sexual harassment, the Employment Equity Act 55 of 1998, which regards harassment as a form of discrimination, is still the primary statute. In this article I argue that the tendency to focus on sexual harassment as a dignity and equality issue does not take sufficient cognisance of sexual harassment as a multifaceted issue involving criminal conduct, which threatens employees’ employment security and impacts on employees’ health and safety. An analysis of case law indicates that many employers have not adopted a policy on sexual harassment, and that some employers and the Commission for Conciliation, Mediation and Arbitration commissioners do not deal with sexual harassment in a gender-sensitive way, which is an approach endorsed by the International Labour Organization’s Violence and Harassment Convention 190 of 2019. This Convention emphasises the need for an inclusive, integrated approach to combat harassment. To align the protection of victims of harassment with the Convention, South Africa adopted a Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace in 2022. This Code, dealing with different kinds of harassment, including sexual harassment, replaced the 2005 Code of Good Practice on the Handling of Sexual Harassment Cases in the Workplace. By comparing the 2005 Code and related jurisprudence to the 2022 Code, the article considers whether sexual harassment is likely to be addressed more effectively under the 2022 Code. The 2022 Code has made certain improvements to the 2005 Code, but the altered definition of sexual harassment indicates the difficulties created by adopting one code to cover both misconduct and discrimination. In addition, aspects of the Convention, such as protecting the health and safety of employees, are not dealt with effectively in the 2022 Code. A separate code should be issued in terms of the Occupational Health and Safety Act to address the psychosocial safety of employees and the compensation of victims in terms of the Compensation for Injuries and Diseases Act 130 of 1993.
32
Lippel, Katherine. "Les victimes sans crimes : le traitement pénal des accidents de travail." Criminologie 21, no. 1 (August 16, 2005): 35–56. http://dx.doi.org/10.7202/017257ar.
Full textAbstract:
More people die in Canada every year from work related accidents and illnesses than as a result of murder. More work days are lost to work accidents and illnesses than to strikes and lockouts. Yet the illegalities committed in the field of health and safety in the workplace are, for all intents and purposes, left unnoticed by the criminal justice system. This article addresses the use of penal and criminal law in Quebec against employers who have violated health and safety legislation and the Criminal Code. The first part examines the historical, political and social reasons why deaths and injuries in the work place are perceived as normal and inevitable, rather than as aberra -tions often of a criminal nature. The second part examines the application of statutory legislation in Quebec, particularly the Act Respecting Occupational Health and Safety (R.S.Q. c. S-2.1). The nature of the offences therein provided for is studied, as well as the attitude of the judiciary and the Quebec Health and Safety Commission (C.S.S.T.) towards their application. In the final section the relevant provisions of the Criminal Code are studied, in the light of the rare examples from case law where criminal negligence charges have been laid. The article concludes with the assertion that a change of attitude both on the part of the state and on the part of public opinion is necessary if we wish that health and safety in the workplace be taken seriously by employers.
33
Mudenha, Wellington Farai, Nisha Naicker, and Tanusha Singh. "Impact of the macro-environment on the reporting of occupational injuries and illnesses by low-income workers compared to middle-income workers in South Africa: a mixed-methods study protocol." BMJ Open 12, no. 8 (August 2022): e063384. http://dx.doi.org/10.1136/bmjopen-2022-063384.
Full textAbstract:
IntroductionConstruction workers, mineworkers and manufacturing employees in South Africa must report occupational injuries and illnesses to their employer as stipulated in section 14 of the Occupational Health and Safety Act and section 22 of the Mine Health and Safety Act. However, under-reporting of workplace injuries and illnesses is common globally.This protocol seeks to ascertain if macro-environment factors impact reporting of workplace injuries and illnesses and compare reporting between low-income and middle-income workers.Methods and analysisTo achieve the objectives of the study, a sequential mixed-methods research design will be adopted. A questionnaire will be distributed among low-income and middle-income workers from nine companies in Gauteng from the construction, mining and manufacturing sectors to establish macro-environment factors that impact their reporting. In addition, a data extraction sheet will be submitted to compensation fund administrators who receive and process workers’ compensation claims to determine reporting patterns by low-income and middle-income workers. In-depth interviews will be conducted with occupational health and safety subject matter experts in South Africa to ascertain their opinion regarding factors that impact reporting. Data will be analysed using SPSS V.27.Ethics and disseminationPrior to the commencement of the study, ethical approval and permission will be obtained from the University of Johannesburg Faculty of Health Sciences Research Ethics Committee. The researcher intends to publish the results of the study in peer-reviewed journals and present research papers at scientific conferences and provide feedback to employers and employees across all three industries. The study shall determine associations in reporting between the manufacturing, mining and construction sectors and establish interventions employers can implement for workers to report injuries and illnesses.
34
Wang, Ya-huei, Cheng-Ming Chang, and Hung-Chang Liao. "Reducing Waste in Healthcare through Occupational Safety and Health Measures: A Study of Manufacturing Industries in Taiwan." Healthcare 9, no. 11 (October 30, 2021): 1476. http://dx.doi.org/10.3390/healthcare9111476.
Full textAbstract:
Occupational accidents and diseases cause the loss of valuable workers and lead to high healthcare expenses. Because occupational accidents and diseases are ascribed to inadequate working conditions and work environments, they can be prevented through a well-established occupational safety and health management system, which can ensure workers’ health and reduce the expense of healthcare. The study investigated the shortage of work-related occupational safety and health (OSH) measures in medium-sized manufacturing industries. This study mainly focused on qualitative interviews with 15 labor inspectors and 25 business executives from OSH participating to investigate the problems of occupational safety and health in the manufacturing industries in Taiwan. The results of a qualitative study show that the most important problems with OSH management are employers’ negligence and workers’ insufficient knowledge about OSH management. The research results revealed the following eighteen significant shortcomings of OSH management: employers care mostly about production profit and do not care much for OSH; OSH data collection and OSH planning are not suitable for the workplace; many managers of OSH affairs are not qualified, in terms of their professional or academic backgrounds; and the repair of workplaces’ roofs often results in falling accidents, especially before or after a typhoon, because of workers’ failure to use safety belts and/or to follow OSH guidelines. In order to address the shortcomings and bottlenecks, the study also presented recommendations for how to implement and revise the OSH Act and how to research and enhance OSH management. The results of this study will not only supply the Ministry of Labor (Taiwan) with data to plan the strategy of OSH management but also will allow employers and workers to improve OSH management in the workplace in order to prevent the occurrence of occupational accidents.
35
Faue, Elizabeth, and Josiah Rector. "The Precarious Work of Care." Labor 17, no. 4 (December 1, 2020): 9–33. http://dx.doi.org/10.1215/15476715-8643460.
Full textAbstract:
This article examines a series of Service Employees’ International Union (SEIU) campaigns for protection from needlestick injuries, led by women health-care workers, from the dawn of the HIV/AIDS epidemic in the 1980s through battles over the 1992 OSHA standard on blood-borne pathogens and the Needlestick Safety and Prevention Act of 2000. We argue that these campaigns developed in response to the growing physical precarity of women health-care workers in the era of “managed care,” caused by the intensification and flexibilization of health-care labor and the deregulation and underfunding of OSHA and the CDC. We show how women workers challenged employers, OSHA, and elected federal officials to address workplace health hazards, through unions like SEIU and women’s, gay rights, and public health organizations. More broadly, we argue that the occupational hazards of health-care workers are a crucial but underexplored facet of workplace studies and the history of women workers in the late twentieth and early twenty-first centuries.
36
DeJoy, David M. "Behavioral-Diagnostic Analysis of Worker Compliance with Hearing Protectors." Proceedings of the Human Factors Society Annual Meeting 30, no. 14 (September 1986): 1433–37. http://dx.doi.org/10.1177/154193128603001421.
Full textAbstract:
This paper presents a behavioral-diagnostic model for fostering self-protective behavior in the workplace and applies the model to hearing protector usage in industry. Central to the model is the identification of the behavioral causes of safety/health problems and the systematic analysis of their determinants. For prevention strategies to be effective, they must act to modify these determining factors. The application to hearing protectors is intended to demonstrate the usefulness of the model and to suggest some recommendations for more effective hearing conservation programs.
37
Izudi, Jonathan, Viola Ninsiima, and John Bosco Alege. "Use of Personal Protective Equipment among Building Construction Workers in Kampala, Uganda." Journal of Environmental and Public Health 2017 (2017): 1–5. http://dx.doi.org/10.1155/2017/7930589.
Full textAbstract:
Background. 270 million workplace accidents occur annually. In Uganda, Kampala district has the highest workplace injury and fatality rates. However, information on personal protective equipment (PPE)—hand gloves, hardhats, overalls, safety boots, earplugs, safety harness with lanyard, and face shields—utilization among building construction workers remains scarce. We assessed PPE utilization and determinants among building construction workers in Kampala, Uganda. Methods. This cross-sectional study involved 385 respondents. Data collected by structured questionnaire was double-entered in EpiData and analyzed in STATA at 5% significance level. Independent determinants of PPE use were established by a stepwise backward logistic regression analysis. Results. 305 (79.2%) respondents were males, 290 (75.3%) were 18–30 years, 285 (74.0%) completed secondary education, and 197 (51.2%) were temporary employees. 60 (15.6%) respondents used PPE. Female sex (adjusted odds ratio (AOR) = 6.64; 95% CI: 1.55–28.46; P=0.011), temporary (AOR = 0.05; 95% CI: 0.01–0.27; P<0.001) and casual (AOR = 0.01; 95% CI: 0.001–0.071; P<0.001) employment, and previous knowledge of safety measures (AOR = 100.72; 95% CI: 26.00–390.16; P<0.001) were associated with PPE use. Conclusion. PPE use was low in Kampala, Uganda. Building construction companies should implement measures of the Uganda Occupational Health and Safety Act.
38
Goff, J. Larry. "The Legislative Response to Alcoholism and Drug Addiction in the Americans with Disabilities Act of 1990." Journal of Psychiatry & Law 21, no. 1 (March 1993): 77–107. http://dx.doi.org/10.1177/009318539302100105.
Full textAbstract:
The Americans With Disabilities Act was enacted in 1990 and became law on July 26, 1992. It represents the latest Congressional effort to provide protection against discrimination in the workplace to people with disabilities, giving them more access to employment opportunities for which they are qualified and which they can perform and imposing requirements on employers to help facilitate this through reasonable accommodations. The act also amended the Rehabilitation Act of 1973, extending the coverage of that earlier legislation to include more employers as covered entities as well as clarifying selected sections. For those who use or are addicted to alcohol or drugs, treatment under both acts has been uneven. The 1973 legislation was silent about these individuals except for an exclusionary provision dealing with current use vis-à-vis job performance and threats to the safety of other people and property. The Americans With Disabilities Act is more comprehensive in its approach both to individuals who use alcohol and drugs and to those who use them addictively. It has, however, still left some open questions and created some new concerns. The purpose of this article is to review the highlights of the Americans With Disabilities Act as it relates to alcohol and drug use and to explore some of the unresolved issues.
39
Faue, Elizabeth, Josiah Rector, and Amanda Lauren Walter. "“Fix the Workplace, Not the Worker”: Labour Feminism and the Shifting Grounds of Equality in the US Workplace, 1960-91." Labour History: Volume 119, Issue 1 119, no. 1 (November 1, 2020): 93–114. http://dx.doi.org/10.3828/jlh.2020.20.
Full textAbstract:
The US Supreme Court decision in UAW v. Johnson Controls, a landmark case that eliminated employer policies that excluded women from jobs with significant reproductive risks, has been the focus of considerable debate. While challenging policies that decided what risks were acceptable for women of childbearing age, critics charged that the ruling weakened labour law protections for women in the USA and lowered standards for all workers. Yet, the case emerged at a time when workplace protections under the Occupational Health and Safety Administration were already failing due to deregulation and unions were running into growing employer hostility. This article argues that labour feminists in the United Auto Workers (UAW) hoped to simultaneously force employers to end sex discrimination and toxic exposures in the workplace. They only shifted to the narrower legal strategy that prevailed in Johnson Controls in the late 1970s and 1980s for pragmatic reasons. Using equal opportunity provisions of the Civil Rights Act was one way for union plaintiffs to ensure that employers were not using foetal protection policies as an end-run around a safer workplace for all workers. Yet, while women workers and unions originally sought to “fix the workplace, not the worker,” conservative opposition accepted women having fewer labour protections while endorsing a less protected and riskier workplace.
40
Mazzocchi, Tony. "Crossing Paths: Science and the Working Class." NEW SOLUTIONS: A Journal of Environmental and Occupational Health Policy 8, no. 1 (May 1998): 27–32. http://dx.doi.org/10.1177/104829119800800105.
Full textAbstract:
My first meeting with Barry Commoner developed out of my interest in nuclear weapons testing, an issue that had engrossed Commoner and the Committee for Nuclear Information (CNI) for some time. Then, our union local worked collaboratively with the scientists on the Baby Tooth Survey which showed an association between nuclear fallout and the level of strontium-90 in children's teeth. Linking the CNI scientists and the working class in this way produced results and Commoner and his colleagues made themselves available to respond to corporate scientists on issues such as toxic workplaces exposures. We were successful in raising occupational health and safety questions because we had credible scientists on our side. Through the association with Barry, we changed the face of the workplace and thousands of people are alive today because we helped pass the federal Occupational Safety and Health Act. A whole cadre of health and safety specialists came out of those efforts.
41
Bridget Duffy, M. "Now is the time to redefine safety in healthcare." Healthcare Management Forum 34, no. 6 (October 25, 2021): 307–10. http://dx.doi.org/10.1177/08404704211048806.
Full textAbstract:
Throughout the COVID-19 pandemic, frontline healthcare workers around the globe provided exceptional patient care despite fears of infection, shortages of staff and supplies, and the frustrations of trying to treat a novel pathogen. At the same time, COVID-19 exposed deep and systemic risks to healthcare team members’ physical, psychological, and emotional safety driving burnout to crisis levels. Burnout is arising not only from the emotional toll of caring for sick and dying patients, but COVID-19 also exposed flaws in our health system and infrastructure. Systemic inequities were amplified as COVID-19 disproportionately impacted people of colour and Indigenous community members. A renewed and expanded definition of safety is needed to restore trust, recruit, and retain individuals to the healing professions, enable care to be provided with the greatest skill and humanity, and ensure the well-being of every person working in healthcare. In collaboration with CEOs of a diverse group of health systems in the United States, the author drafted a Declaration of Principles that expands the definition of safety to include safeguarding psychological and emotional well-being of team members, promoting health justice by declaring equity and anti-racism as core components of safety, and ensuring physical safety, which includes a zero-harm program to eliminate workplace violence, both physical and verbal. We invite Canadian leaders to embrace these concepts and commit to supporting team member safety and well-being as an essential foundation for public health. We must humanize healthcare and the time to act is now.
42
Brigden, Cathy. "Unions and Collective Bargaining in 2009." Journal of Industrial Relations 52, no. 3 (June 2010): 321–34. http://dx.doi.org/10.1177/0022185610365634.
Full textAbstract:
With the global financial crisis posing an ongoing threat to job security, more positive experiences of trade unions were often overshadowed in 2009. The passage and commencement of the Fair Work Act finally brought Work Choices to an end, or so it seemed until leadership change in the federal Liberal Party revived debate over individual contracts at the end of the year. The still difficult relationship between the unions and the Rudd federal government was in evidence throughout the year, and was underlined at the ACTU Congress. The return of Telstra and the major banks to the bargaining table with unions demonstrated a significant shift in the collective bargaining and industrial relations landscape in 2009. Occupational health and safety issues confronting unions included further developments concerning James Hardie and asbestos, workplace fatalities in the Pilbara and harmonization of occupational health and safety laws.
43
Feijó, Fernando, Anaclaudia Fassa, and Neil Pearce. "O2B.1 What psychosocial factors at work are associated to workplace bullying? A study with judiciary brazilian civil servants from southern brazil." Occupational and Environmental Medicine 76, Suppl 1 (April 2019): A14.2—A14. http://dx.doi.org/10.1136/oem-2019-epi.37.
Full textAbstract:
IntroductionWorkplace bullying has been currently described as one of the main psychosocial factors at work, with negative impact on health. Its causes and antecedents have been increasingly discussed by researchers, although there is still a lack of epidemiological evidence on the phenomenon. Therefore we aimed to evaluate the association between other psychosocial factors at work and bullying in a sample of Judiciary Brazilian Civil Servants.MethodsCross-sectional study with a sample of 1667 workers from the Federal Judiciary in southern Brazil. We used the Psychosocial Safety Climate Scale (PSC-12), the Job Stress Scale (JSS) and the Effort-Reward Imbalance Scale Scale(ERI) in order to evaluate psychosocial antecedents of bullying at work. The Negative Acts Questionnaire (NAQ-r) was used to measure bullying. Poisson regression was used to test associations between bullying and psychosocial factors.ResultsThe overall prevalence of bullying (exposure to a weekly negative act) was 17.7%. High risk Psychosocial Safety Climate, High Job Strain and High Effort-Reward Imbalance increased the prevalence of bullying in 3.14 (CI 2.20–4.49), 5.68 (CI 3.86–8.35) and 4.12 (3.05–5.57) times, respectively. The Poisson Regression model including all psychosocial risks showed that all psychosocial factors were strongly and independently associated with bullying (p<0.001). High risk psychosocial safety climate was associated with a 82% higher prevalence of bullying, while high job strain and high effort-reward imbalance were associated with a 172% and 140%, respectively, higher prevalence of bullying.DiscussionThese findings corroborate the hypothesis that social and organizational factors at work are key determinants of workplace bullying. Interventions to target bullying and protect workers health should focus on work organization and work processes.
44
Moon, Hyung-Il, Sang-Woo Han, Saemi Shin, and Sang-Hoon Byeon. "Comparison of the Qualitative and the Quantitative Risk Assessment of Hazardous Substances Requiring Management under the Occupational Safety and Health Act in South Korea." International Journal of Environmental Research and Public Health 18, no. 3 (February 2, 2021): 1354. http://dx.doi.org/10.3390/ijerph18031354.
Full textAbstract:
The risk assessment of hazardous substances has become increasingly important for the efficient prevention and management of various diseases or accidents caused by increased amounts of hazardous substances in the workplace. In this study, risk assessment was conducted for 36 kinds of hazardous substances requiring management by using qualitative and quantitative risk assessments. Qualitative risk assessment was performed by multiplying the exposure level class by the hazard class according to the Korea Occupational Safety and Health Agency’s (KOSHA) Chemical Hazard Risk Management (CHARM). The quantitative risk assessment was followed by a four-step risk assessment system presented in the Guidelines for Hazard Risk Assessment of Chemicals (KOSHA GUIDE W-6-2016). In the quantitative assessments, we presented a new method of classifying risk levels into four steps, much like qualitative assessments. In this study, the quantitative risk assessment was considered difficult to predict through qualitative risk assessment. Therefore, it is necessary to perform a quantitative risk assessment after a qualitative risk assessment for a higher level of risk assessment.
45
Lăutaru, Vlad Alexandru, Alexandru Simion, and Sorin Simion. "Expertise of thermal environment in metallurgical complexes in Romania." MATEC Web of Conferences 373 (2022): 00053. http://dx.doi.org/10.1051/matecconf/202237300053.
Full textAbstract:
Workplace microclimate is determined by temperature and humidity of air, air currents and caloric radiation of work environments. All microclimate factors act combined and simultaneously on the human body. Thermal comfort plays a decisive role in mental and physical abilities of workers, and decisively influences workplace performance of employees. In order to ensure the highest possible yield for workers, employers mustregularly evaluate microclimate parameters by measurements. The paper presents a case study on the thermal environment of several metallurgical complexes in Romania, by calculating the PMV and PPD indices at various workplaces that are found in all studied units. After correlating the PMV and PPD indices for each workplace in particular, in all studied units, results were used to create a regression analysis that is expressed by a regression graph, in order to present as concise and objective as possible differences between the studied workplaces. Importance of the paper is outlined by the need to develop research in the field of Health and Safety at Work, in order to objectively assess working conditions in Romania and to develop new methods to ensure a proper work climate in order to maintain or increase the level of workers’ productivity.
46
LaMontagne, Anthony D., David C. Christiani, and Mary Lee Dunn. "Prevention of Work-Related Cancers." NEW SOLUTIONS: A Journal of Environmental and Occupational Health Policy 12, no. 2 (August 2002): 137–56. http://dx.doi.org/10.2190/7lhn-3cdr-9cqr-2vqv.
Full textAbstract:
Work-related cancers are highly preventable. The primary responsibility for prevention rests not with the workers who are affected by cancers, but with the manufacturers and distributors of carcinogenic substances and the companies who use them. U.S. public policies of strict product liability and the Occupational Safety and Health Act of 1970 address the issue of responsibility. Workers, health care providers, and others also have important roles that complement employers' preventive efforts. The range of prevention strategies available includes ones that should be applied to prevent potentially carcinogenic substances from being marketed and distributed; others that apply in the workplace where potential carcinogens are used; and public policy interventions aimed at ensuring universal implementation of pre-market and workplace prevention strategies. Work-related cancer remains a large problem, even though strategies exist to identify carcinogens and prevent and control on-the-job exposures. However, preventive efforts by government and the society have stalled and a continuing lack of toxicity information shows inadequate societal commitment. The principal barriers to prevention of work-related cancers are political and economic rather than scientific and medical.
47
Liaudanskienė, Rita, Nerijus Varnas, and Leonas Ustinovichius. "MODELLING THE APPLICATION OF WORKPLACE SAFETY AND HEALTH ACT IN LITHUANIAN CONSTRUCTION SECTOR / DARBUOTOJŲ SAUGOS IR SVEIKATOS TEISĖS AKTŲ NAUDOJIMO MODELIAVIMAS LIETUVOS STATYBŲ SEKTORIUJE." Technological and Economic Development of Economy 16, no. 2 (June 30, 2010): 233–53. http://dx.doi.org/10.3846/tede.2010.15.
Full textAbstract:
Being one of the largest European industry branches, construction is also characterized by some of the worst workplace health and safety indices in the region. On average, workers at construction sites face double the chance of non‐fatal accidents at work compared with workers from other EU sectors. With a view to reducing the number of accidents and occupational illnesses in the construction sector, numerous legal acts have been passed and consistently implemented within recent decades, which allowed improving work conditions in the EU member countries. Although EU legal acts apply in Lithuania, the increase in accidents at work in the construction sector is reflected in the statistics. To prevent accidents at work and occupational illnesses, as well as increase work productivity and job satisfaction, the implementation of measures ensuring safe work at construction sites becomes a necessity. Work safety in various construction processes can be achieved not only by making use of collective and personal protective equipment, occupational risk assessment, employee instruction and training on safety at work, but also by properly organizing work and creating proper working conditions. In order to ensure safe work for construction workers, knowledge and application of standard legal acts is necessary. Santrauka Statyba ‐ viena iš didžiausių Europos pramonės šakų. Šio sektoriaus darbuotojų saugos ir sveikatos rodikliai yra vieni prasčiausių regione. Palyginti su kitu ES sektorių darbuotojais, statybose dirbantiems darbininkams kyla vidutiniškai dvigubai didesnė nemirtinų nelaimingų atsitikimų tikimybė. Siekiant sumažinti nelaimingų atsitikimų ir profesinių ligų skaičių statybų sektoriuje, per kelis pastaruosius dešimtmečius buvo priimta ir nuosekliai taikyta daug teisės aktų, leidusių pagerinti darbo salygas ES valstybėse narėse. Nors Lietuvoje įgyvendinti ES teises aktai, tačiau statistikos duomenys byloja apie nelaimingų atsitikimų statybos sektoriuje augimą. Norint užkirsti kelia nelaimingiems atsitikimams ir profesinėms ligoms, pagerinti darbo našumą, darbuotoju pasitenkinimą darbu, būtina imtis priemonių, užtikrinančių saugų darbą statybvietėse. Atsižvelgiant i tai, kad, vykdant įvairius statybos procesus, saugų darbą gali užtikrinti ne tik kolektyvinių bei asmeninių priemonių naudojimas, profesinės rizikos įvertinimas, darbuotojų instruktavimas ir mokymas saugos klausimais, nelaimingų atsitikimų bei profesinių ligų išvengimą gali garantuoti tinkamas darbu organizavimas ir darbo salygų sudarymas. Norint tinkamai užtikrinti saugų darbą statybose dirbantiems darbininkams, būtina išmanyti ir vykdyti norminius teises aktus.
48
Malau, Parningotan. "Penerapan Pidana terhadap Korporasi sebagai Pelaku Kejahatan dalam Perlindungan Kesehatan dan Keselamatan Kerja (K3) Buruh di Indonesia." JURNAL MERCATORIA 13, no. 1 (June 27, 2020): 36–45. http://dx.doi.org/10.31289/mercatoria.v13i1.3600.
Full textAbstract:
Corporate crime in protecting K3 workers/laborers in the workplace is very structured. The corporation is always profit-oriented as much as possible without regard to social aspects. This situation makes it easy for corporations to disobey the applicable laws and regulations. This study aims to determine the application of criminal offenses for corporate offenders if negligent in providing protection of health, work safety for workers. The research method used in this study is normative research. The analysis technique used is qualitative analysis with the support of secondary data in the form of a Law document. The results showed that the application of criminal acts against corporate perpetrators who violated the Manpower Act in particular OHS was not optimal and was not yet effective. This finding is proven by the absence of protection from work accident cases because the Occupational Health Safety Act (OHS Law) is still dysfunctional and cannot be enforced (dysfunctional and non-enforceable). In connection with that, all cases of work accident cases do not use OHS Law as the basis for the indictment, the basis for prosecution, or the basis for a criminal prosecution, but instead, use the articles in KUHP and other special laws outside the unusual KUHP
49
Seon, Eun-Ae. "A Study on the Improvement of Legislation in Accordance with Serious Accidents." Korean Public Land Law Association 99 (August 30, 2022): 349–69. http://dx.doi.org/10.30933/kpllr.2022.99.349.
Full textAbstract:
Paragraph 6 in Article 34 of the Constitution is prescribing that “The state shall endeavor to prevent disasters and to protect its people from the dangers.” Hence, the role of the nation is being presented concerning the prevention of industrial accidents and the protection from danger. Accordingly, it may be mentioned that workers have the right to be safe from danger and that the state has an obligation to ensure the safety of workers from social risks.
The total revision in ｢Occupational Safety and Health Act｣ on January 15, 2019 led to having appointed a person in charge and a responsible person to manage the safety and health of workers and to having been taken measures such as the organization and operation of the safety and health management regulations and of the safety and health consultative group. With regard to the enforcement in ｢The Serious Accident Punishment Act｣ that was enacted on January 26, 2021 and was implemented on January 27, 2022, the punishment, etc. for business owners, chief executives, public officials, and corporations were stipulated. It led to having come to prevent serious accidents and protect the lives and bodies of citizens and workers. The objective of ｢The Serious Accident Punishment Act｣ is not to punish the chief executive by holding him or her accountable for that, but to have a large preventive aspect to block severe accidents from occurring.
In 2022, the fatalities in severe industrial accidents stood at 303 cases(320 deaths), thereby having diminished by 31 cases and by 20 fatalities compared to 334 cases(340 deaths) in the same period of the previous year. The violation of the safety measures that caused the death accident appeared to be in order of the failure to establish the work procedures and standards such as the designation of a work conductor with 108 cases(24.4%), the failure to take action to prevent the risk of falling such as the installation of safety handrails with 70 cases(15.8%), and the failure to take safety measures for dangerous machinery and equipment such as conveyors with 53 cases(12.0%). This implies the real situation that severe accidents are only decreased but not eradicated despite the enforcement in ｢The Serious Accident Punishment Act｣. There are problems about the exemption even from the punishment because the application scope of ｢The Serious Accident Punishment Act｣ leads to being not adopted the regulations for serious industrial accidents to a business owner or a chief manager of a business or workplace with less than five full-time workers, about the extensive law application subjects, and about the ambiguous criteria for punishment in the event of an accident.
Consequently, the law application subjects need to be clarified through revising the Serious Accident Punishment Act. Thus, the range of business owners, chief managers, etc must be established. Also, there is a need to be fulfilled the obligation to secure safety and health under the Serious Accidents Act aiming to assure workers' right to safety, and to be also reviewed the safety & health education.
And to obstruct industrial accidents, the opinions of the field workers should be heard. Thus, it is necessary to arrange a procedure of listening to and reflecting the opinions on risks or improvements from field workers. In relation to the scope of workers, an expanded implementation plan must be sought by adding vocational education trainees who have signed a field training contract in accordance with ｢Vocational Education and Training Promotion Act｣. This improvement in the Serious Accident Legislation should lead to being secured workers' right to safety and to being realized their welfare.
50
Schuffenhauer, Heidi, and Rosa Hettmannsperger-Lippolt. "Gewalt gegen Pflegende in Notaufnahmen. Eine explorative Analyse zu Stressbelastung, Coping und Persönlichkeit." ASU Arbeitsmedizin Sozialmedizin Umweltmedizin 2022, no. 02 (January 26, 2022): 98–105. http://dx.doi.org/10.17147/asu-1-167090.
Full textAbstract:
Violence against nurses in emergency departments. An explorative analysis of stress, coping strategies and personality Objectives: The aim of this work is to determine the prevalence and type of violence, feelings of stress, stress symptomatology, coping strategies and personality traits and to examine correlations between these variables. Methods: The nationwide survey targeted nurses in accordance with the German Nursing Professions Act who worked in the emergency department. Hospitals with emergency departments were contacted via an electronic cover letter (N = 1479). The online questionnaire included items on the prevalence of verbal, physical and sexual violence, reporting behaviour, perception of stress, stress symptomatology, coping strategies, personality traits and socio-demographic information. Hypotheses were tested with regression analyses. In addition, guided expert interviews were conducted (mixed methods). Results: 250 nurses participated in the survey. Violence against nurses in the emergency department workplace is common, places great stress on most victims and correlates significantly with stress. The central coping strategies of positive thinking, active stress management and social support are above average, but have no influence on the stress symptoms, because affected persons do not talk about experienced violence due to fear, shame and feelings of guilt. Risk factors for experiencing violence are little work experience, victim behaviour and female gender. No correlation was found between personality and experienced violence. Conclusion: Organisations and managers should take more responsibility for this issue, comply with regulations of the Occupational Safety and Health Act and introduce measures for prevention and aftercare in a targeted manner based on a risk assessment involving employees. Patient assaults should be reported to the employers' liability insurance association as an occupational accident. Even if there are no injuries, patient assaults should always be documented confidentially within the company. Employees should be made more aware that violence is not part of their job, reject the role of victim, not be afraid to report assaults and seek help. Keywords: workplace violence – emergency department – coping strategies – personality – health consequences