You’re offline. This is a read only version of the page.
There are certain persons at work who, for varying reasons, are put in a position of risk that is not usual for persons in general e.g. Young Persons, Pregnant or nursing mothers, Disabled persons, Lone Workers etc. Therefore, as a company that subscribes to equal opportunities, it is the intention of this Occupational Health, Safety and Environmental Procedure to address these vulnerable persons as individuals, so as to ensure that inherent risks are managed to within tolerable limits or removed altogether if necessary.
The following Procedure has been set out in the following order;
Young Persons See HSF 205
Disabled Persons
Pregnant or Nursing Mothers
Foreign Workers / Non English Speaking Persons HSF 207
Lone Workers See HSF 207
Young workers are seen as being particularly at risk because of their possible lack of awareness of existing or potential risks, immaturity and inexperience. Children under 13 years of age are generally prohibited from any form of employment. Children between 13 and the minimum school leaving age (MSLA), which is just before or just after their 16th birthday are prohibited from being employed in industrial undertakings such as factories and construction, except when on work experience schemes approved by the local education authority. When the Company offer work experience placements to children, we must provide them with at least the same health, safety and welfare protection that we give our own employees. There are also some age-related restrictions, which prohibit young workers, including children on work experience, from working with particular machinery, substances or undertaking particular tasks where physical hazards may put them at great risk. It is common for The Company and contractors to employ people between 17 and 18 years of age. Such individuals are still classified as ‘Young Persons’ and therefore, the following procedures will apply.
Before any young worker is taken in to employment a risk assessment must be performed by the employing manager or Director for the work they shall be undertaking. This risk assessment MUST take cognisance of the potential limitations of a younger worker. In particular, the risk assessment must address the potential risks because:
Of their lack of experience;
Absence of awareness of existing or potential risks; or
The young person may not have fully matured.
Where school age children are on work experience placements, The Company must provide information to parents about the risk and the control measures introduced, BEFORE the child starts his/her placement.
When performing a risk assessment, for the most part, the risks to the younger worker are no greater or lesser than those to an adult worker. However, there are specific areas where special consideration should be given, examples of such are identified below.
Young workers may be more at risk as their muscle strength may not be fully developed, and they may be less skilled, e.g. in handling techniques or in pacing the work according to capacity. They may also be more subject to peer pressure and therefore take on tasks that are too much for them or work too quickly. Hence, the risk assessment must take account of age and experience. Training and effective close supervision should be provided.
Although there will be large individual differences in psychological capacity of young people, based on differences in training, experience, skills, personality and attitudes, in the vast majority of jobs there is no difference in the kind of mental and social skills used by young people and adults. However, there are some areas of work that could be beyond a young person's mental and emotional coping ability, such as dealing with violent and aggressive behaviour and decision-making in stressful situations. Hence, the risk assessment should focus on critical tasks, which rely on skill, experience and an understanding of the task requirements. Training and effective close supervision should be provided.
Young people are not physiologically at any greater risk from exposure to such substances than anyone else. However, young people may not appreciate the dangers to them or they may not understand or follow instructions properly because of their immaturity. These risks should be addressed using standard COSHH procedures.
Ionising Radiations (e.g. Laser equipment, welding equipment etc.)
The risk of developing cancer and hereditary defects from exposure to ionising radiation, which increases slightly for younger age groups, is controlled by setting statutory dose limits. The dose limits for young trainees are set at 30% of the adult limits. Work procedures should keep exposure to ionising radiation to an absolute minimum. Young people cannot be designated as ‘classified persons’. Entry into a ‘controlled area’ must be under a written system of work.
Regular exposure to shocks, low-frequency whole-body vibration, e.g. driving or riding in off-road vehicles on uneven surfaces, or excessive movement may be associated with back pain, and other spinal disorders. Younger workers may be at greater risk of damage to the spine as the strength of the muscles are still developing and the bones do not fully mature until around the age of 25. Site Management or contractors supervision needs to consider a programme to control the significant risks identified in the risk assessment including identification of hazardous equipment/tasks; limiting exposure by reducing either the time and/or level; producing information and training on how to minimise the risk; and health surveillance.
The Company should not employ a young person for work where the work:
Is beyond the young person’s physical or psychological capacity;
Involves potential harmful exposure to agents which are toxic or carcinogenic, cause heritable genetic damage or harm to the unborn child or which in any other way chronically affect human health;
Involves potential harmful exposure to radiation;
Involves the risk of accidents which it may reasonably be assumed cannot be recognised or avoided by young person’s owing to their insufficient attention to safety or lack of experience or training.
Furthermore, young people may not be employed to carry out work where there is a risk to their health from:
Extreme cold or heat;
Noise;
Vibration.
When control measures have been taken against these risks and if a significant risk still remains a young worker, above the minimum school leaving age, cannot do this work unless:
It is necessary for his/her training;
The young person will be supervised by a competent person; and
The risk will be reduced to the lowest level that is reasonably practicable.
Where you are unsure of the requirements in such areas, guidance should be sought. Remember that competence and maturity are not simply a matter of the age of the worker. Training in itself will not ensure competence but it is part of what is required. The level of supervision needed will depend on how mature the workers are and whether they can work safely without putting themselves or others at risk. Even when they have been trained, young people tend to need more supervision to make sure that they do not act irresponsibly or take short cuts which put themselves and others at risk.
In this procedure, the expression "Disabled Person" means a person who, on account of injury, disease, or congenital deformity, is substantially handicapped in obtaining or keeping employment, or in undertaking work on his own account, of a kind which apart from that injury, disease or deformity would be suited to his age, experience and qualifications.
Disabled employees are to be offered equal opportunities as to persons without any registered disability. However, where due to their disability and the work for which they are employed or contracted to do constitutes a risk to the disabled person or others, priority must be given to control the risk to an acceptable level. If this cannot be achieved, subject to The Equality Act 2010, an alternative means of completing the work must be sought, even if this requires refusing the rights to work of the disabled person. This is in the interests of the disabled person themselves and any other person who could be injured and or property damaged.
Expectant mothers and mothers who have given birth in the last 6 months or are still breastfeeding are vulnerable in certain circumstances. e.g. When exposed to certain chemicals or substances, bio hazards, lead, radiation, noise, vibration and or extremes of temperature, the unborn child can suffer various adverse effects, embryo malformation or even death. Additionally, the expectant or nursing mother herself is more susceptible to back or other injuries at this time. Therefore, activities that involve exposure to chemicals or substances, lead, radiation, noise, vibration, extremes of temperature and or excessive or repetitive lifting should be avoided.
The Management of Health and Safety at Work Regulations state that where the work assigned could involve a risk to health to the expectant mother and/or baby, that risk must be assessed. The aim of this assessment is to remove that risk or reduce it to an acceptable level. If this is not possible, then working conditions/hours must be altered as required. If this is not possible, subject to the Employment Rights Act, suspension from work shall be considered.
The Construction (Design and Management) Regulations require suitable welfare provisions to be made available on all construction sites. One specific requirement is that of providing readily accessible, suitable and sufficient facilities for rest, including provision for pregnant women and nursing mothers. Generally, the facilities described in the Safety Management System and provided on all projects, meet this requirement in that they provide general rest rooms and separate lockable toilets for ladies use only. However, should these facilities not prove to be suitable at a time required, the first aid treatment room, if available, or site project office may be used to provide further comfort during required rest periods.
Coinford are an equal opportunity employer and will not discriminate against any individual regardless of ethnic origin, religion of beliefs. This means that on occasions employees may have little or limited spoken English. Coinford will endeavor through our Foreign Workers Policy to employ and supervise such individuals so as not to risk their Health, Safety and Welfare whilst working on our projects. We are committed to train and develop all employees and will ensure operatives with limited understanding will have suitable controls in place to ensure their Health & Safety.
The Health & Safety at Work Act 1974 outlines a duty of care that is required by the employer to the employee. The Management of Health & Safety at Work Regulations outlines that employers have an explicit duty to carry out risk assessment HSF 207 and identify risks and any changes that are necessary. Risk assessments must be followed up with appropriate preventative and protective measures and management arrangements. Employees must also be given adequate information and training which should enable employees to understand the risks and measures taken to reduce those risks.
Lone workers are those that work by themselves or without close supervision e.g. Sales/Marketing Staff, Land Buyers/Managers and Customer Service Personnel, Site or Project Managers, Construction Managers and Health and Safety Advisors.
The need to assess risks is applied to all areas of the Company business. The assessment process effectively starts upon legal exchange when purchasing land and runs through to the sale of the property and on through the maintenance and demolition of the structure. This procedure defines the assessment process and is split into the following sections: land, design, project, activity specific, COSHH, noise and manual handling.
Risk Assessment is an examination of a work process, or assessment carried out by a competent person or on behalf of an employer, which assesses the hazards inherent in an operation and all others who may be affected by it. It involves identifying the risks present in a work operation, and evaluating that risk, taking into account whatever precautions are already in place.
The risk assessment may cover just one task e.g. digging the foundations for a new building/property. If the work to be carried out is substantial, difficult or complex, then it will not be possible to carry out just one assessment. Each part of the operation should be identified and a risk assessment carried out.
A hazard is something with the potential to cause harm.
Risk contains the following elements:
Work method being used;
Environment where the work is being carried out;
People carrying out the work and those affected by the work.
The process of practical Risk Assessment has no fixed rules on how it should be undertaken, but whatever the process or procedure is followed they must take on board the principles of preventative and protective measures, that is:
Avoid the risk altogether;
Evaluate the risks that cannot be avoided;
Combat the source of the risk;
Adapt work to the individual wherever possible;
Adapt to technical progress;
Replace the dangerous with the non-dangerous or less dangerous;
Develop a coherent overall protection policy which covers such items as technology, working and social conditions;
Adopt measures that protect the greatest number of individuals;
Give appropriate training, information and instruction to employees; and
Provide Personal Protective Equipment.
A Risk Assessment can be carried out in five steps:
Look for the hazards that could cause harm;
Decide who might be harmed, how, why, when and by what;
Evaluate the risks and decide whether the existing controls and precautions are adequate, or whether more could be done;
Record the findings;
Review the findings and revise if necessary
Lone workers face particular problems. Some of the issues which require special attention when planning safe working arrangements are as follows:
Can the risks of the job be adequately controlled by one person?
Lone workers should not be at more risk than other employees. This may require extra control measures. Precautions should take account of normal work and foreseeable emergencies such as equipment failure, fire, illness and accidents.
Managers should identify situations where staff work alone and ask questions such as:
Does the workplace present a special risk to the staff member?
Is there a safe way in and out for the staff member?
Can any temporary access equipment such as portable ladders or trestles be safely handled by one person?
Can all the plant, substances, goods and materials be safely handled by one person? Consider if the work involves lifting objects too large for one person or whether more than one person is needed to operate essential controls for the safe running of equipment
Is there a risk of violence?
Are women especially at risk if they work alone?
Are young workers especially at risk if they work alone?
Check that staff has no medical conditions that make them unsuitable for working alone. Seek medical advice if necessary. Consider both routine work and foreseeable emergencies which may impose additional physical and mental burdens on an individual.
Training is particularly important where there is limited supervision to control, guide and help in situations of uncertainty. Training may be critical to avoid panic reactions in unusual situations.
Lone workers need to be sufficiently experienced and to understand the risks and precautions fully. Managers should set limits as what can and cannot be done when working alone. They should ensure staff are competent to deal with circumstances whish are new, unusual or beyond the scope of training provided for example when to stop work and seek the advice of a supervisor.
Although Lone workers cannot be subject to constant supervision, it is still the Line Managers responsibility to ensure their Health & Safety at work. Supervision can help to ensure staff understands the risks associated with their work and that the necessary safety precautions are carried out. Supervisors can also provide guidance in situations of uncertainty.
Supervision (of H&S) can be carried out when checking progress or quality of work and may take the form of periodic site visits combined with discussions in which H&S issues are raised.
The extent of supervision required depends on the risks involved and the ability of individuals to identify and handle the H&S issues. Employees new to a job, undergoing training, doing a job that presents special risks or dealing with new situations, may need to be accompanied at first.
The level of supervision required is a Management decision which should be based on the findings of risk assessment. The higher the risk, the greater the level of supervision required. It should not be left to individuals to decide if they require assistance.
Procedures will need to be put in place to monitor Lone Workers to see that they remain safe. These may include:
Supervisors periodically visiting and observing staff working alone;
Regular contact between the Supervisor and Lone worker by either telephone or radio;
Automatic warning devices which operate if specific signals are not received from the Lone Worker;
Other devices designed to raise the alarm in the event of an emergency which may be operated either manually or automatically by absence of activity;
Checks that a Lone Worker has returned to their home or base on completion of a task.
Lone Workers should be capable of responding correctly to emergencies. Risk assessment should identify foreseeable events, emergency procedures should be established and staff trained in them. Lone Workers should have access to adequate First Aid facilities suitable for treating minor injuries. Lone Workers should be trained First Aiders.
Most people tend to assume that other people will behave predictably. So when a situation becomes, or threatens to become violent, we are often surprised because it was so unexpected.
With hindsight, however, many victims can identify some of the signs that led to the outburst, knowing how to recognise these sign’, then acting accordingly, is essential in keeping safe.
A balance must also be struck between sensible caution and exaggerated suspicion. The need is for skills, behaviour and ways that help you recognise and avoid danger based on awareness and confidence, rather than paranoia.
Prepare yourself. Know where you are going and how to get there. Familiarise yourself with this procedure. Look confident. Be alert; be aware of your surroundings. Avoid risk. When going out from your workplace, leave details, in writing, of your movements and when you expect to finish or be back. If you change your plans, let your Supervisor or Line Manage know. If anything appears dubious, contact your Supervisor or Line Manager first. Avoid dangerous short cuts. Never assume ‘it won’t happen to you’; ‘your fears are unfounded’ or ‘people are what they seem’.
Remember always report any incident, however trivial it may seem. Not doing so may put others at risk. Many of us do our jobs the way we have always done them, without thinking whether or not we are putting ourselves unnecessarily at risk. Some things to consider when assessing the possible risks in the way we work is:
Does anyone know where you are;
If you change your plans, do you inform people;
Do you check or vet people you go to meet alone;
Can you be contacted;
Do you use a check-in system;
Do you think where to park – is it safe;
Do you use the safest route;
If you carry money or valuables, do you really need to;
Are you alone at work;
Are you properly protected from members of the public;
Do you carry an alarm?
