Systematic work environment management, SWEM, in Sweden experiences from the implementation in small companies

Size: px
Start display at page:

Download "Systematic work environment management, SWEM, in Sweden experiences from the implementation in small companies"

Transcription

1 Systematic work environment management, SWEM, in Sweden experiences from the implementation in small companies Paper presented at STAS 2001, 8. Scweiz. Tagung fur Arbeitssicherheit, Casino, Luzern, 11. September 2001 Ann-Beth Antonsson, Swedish Environmental Research Institute, Box , Stockholm, Sweden, tel: , fax: ,

2 The regulation The Swedish regulation on systematic work environment management, SWEM, is a regulation similar to the EU-directive 89/391 which requires a policy, risk analysis, information, division of work tasks regarding the work environment, registration of work related accidents etc. The Swedish regulation however, is more far-reaching than the EU-directive. SWEM contains the following basic requirements: The employer shall make provisions for integration of a systematic way of dealing with the work environment in day-to-day business. SWEM includes all physical, psychological and social aspects that affect the work environment. Employees and safety rep s must be given the opportunity to take part in SWEM. Additionally, the following requirements have to be fulfilled: a work environment policy routines for how to work with SWEM, work tasks regarding SWEM should be divided among employees, workers must have knowledge of risks and control measures in their working environment, follow-up on work-related accidents, diseases and near-accidents, risk analysis has to be conducted and control measures undertaken, an action plan should be made if the control measures cannot be immediately realised, use of occupational health services when needed, and a yearly follow-up of SWEM. History The first step towards the SWEM regulation was taken with the revision of the Swedish Work Environment Act in A new paragraph was introduced, stating that the employer has to systematically plan and manage the activities in the company in such a way that the demands in work environment regulations and the Work Environment Act are fulfilled. Based on this paragraph the regulation on internal control came into force on January After one or two years, it became apparent that the regulation had little effect in small companies, i.e. those with less than 50 employees. A revision was started with the aim to make the regulation easier to understand for small companies. The main focus was the language. After a few more years, it was decided that the regulation should once again be revised and the purpose was the same to facilitate implementation in small companies. This last revision came into force on July the first this year (2001). This time the revision was a bit more extensive. The name of the regulation has been changed from Internal Control, which is a term that has required explanation to all those who have not heard it before, to Systematic Work Environment Management, which (at least in Swedish) is much easier to understand. Additionally, the regulation has been reorganised and the requirements have been better specified. During this presentation, I will only use the abbreviation SWEM, regardless of whether I refer to

3 the Internal control, which was the name until July first 2001, or the work required by the new regulation. I will give you some examples of clarifications in the new regulation. The first and second versions of the regulation stated that if needed some parts of the internal control should be documented. In the new regulation, the requirements are clearer. E.g. the policy, division of work tasks and yearly follow-up of the SWEM have to be documented only in companies with 10 employees or more. In this way, the new regulation alleviates the demands on companies with less than 10 employees and increases the demands on those with 10 employees or more. The sharper definition of the requirements is intended to make interpretation easier for companies. Earlier there was a requirement that The employer has to investigate the causes of ill health, accidents and serious near-accidents. This was often interpreted as a requirement for routines on what to do if an accident should happen, even in companies with no experience of accidents. This is clarified to When an employee is subject to ill health or an accident at work or when a near-accident takes place at work The present situation After all these years of effort to implement the regulation and revisions of it, in order to make it easier to implement, how far has this taken us in Sweden? The easiest answer is to present the latest figures on the implementation of SWEM in Swedish companies. These figures are based on figures from The Work Environment Inspectorate and their inspection of 5,891 companies during The status classification has to be explained. Status 4 is a well functioning SWEM where results, in terms of a good work environment, can be seen. Status 3 is a SWEM that fulfils the requirements in the regulation, that is a complete SWEM, but without the visible effects in the work environment. This classification may seem a bit peculiar, but is presently also being revised. Status 1 is no SWEM and 2 is a semifunctioning SWEM. We suspect that at least some of the companies classified as 3, do not have a complete SWEM. As an example, I have visited a company that cited the work environment inspector who said that he classified them as 3, but if they added the yearly follow-up in their SWEM, they would be classified as 4. Obviously, the SWEM was not complete and should not have been classified as 3, but rather as 2.

4 Present situation Status of SWEM in companies, empl empl >500 empl = SWEM implemented and giving effect 3 = SWEM implemented New regulation Campaign to revitalise SWEM Copyright Ann-Beth Antonsson As the figures show, and as can be expected, large companies are better at following the regulation. According to these figures, 23 % of small companies are obeying the regulation. I believe this is an overestimate, and I will get back to why later on. Regardless of whether it is an overestimate or not, we can see that even though there are many companies not fulfilling the regulation, there are maybe as many as 20% that have a complete SWEM as required by the regulation. This is a considerable fraction, especially taking into account that many people do not believe that small companies are able to work systematically with their work environment. The last revision of the regulation and an on-going campaign to revitalise public opinion of the working environment and SWEM, are both aimed at increasing the implementation of SWEM in small companies. What have we learnt about SWEM in small companies? I would like to share with you some Swedish experiences from the implementation of SWEM. In 1995 and 1996, I managed a project where we interviewed small companies about their experiences with SWEM. From a sample of 30 small companies with less than 50 employees, some of which were chosen randomly, we could see that 22 knew about SWEM. Out of these 22, 14 found SWEM too bureaucratic and considered the demands for documentation to be too extensive, 3 said SWEM was suitable for large companies, not small ones and 2 disliked authorities and the demands they make. 3 companies (14%) were positive about SWEM. Even if 22 companies knew about SWEM, only 12 had tried to implement SWEM and according to our judgement, not one of them had a complete SWEM. 3 companies had a fairly good SWEM. Some companies had a fairly good documentation of routines etc, but had not implemented them in day-to-day business. The companies who knew about SWEM but chose not work with it, argued it was too bureaucratic.

5 12 companies had started to work with SWEM. Managers had cooperated with the safety rep in only 3 companies. In none of the companies, had other employees been involved in the SWEM. Other studies have shown that worker participation is of great importance in succeeding with SWEM in small companies. The employer in a small company is usually so busy; it is obvious that he or she needs some help to make all details of SWEM work in day-to-day-business. Maybe the low degree of worker participation reflects the fact that SWEM has been perceived as a pure management tool, with no need to involve the employees. Another interesting finding was that of the 12 companies with some degree of SWEM, 9 also had ongoing work with quality management. Only one company with a quality management system had no SWEM. It is also interesting that 7 of the small companies claimed they did not work systematically with anything at all of course, they did not work systematically with SWEM either. During the spring year 2001, we continued to interview small companies about their SWEM. This time we focused on companies with a good SWEM, that is, status 3 and 4 according to the Work Environment Inspectorate. I will show you some figures from our interviews with these companies. We have contacted 58 small workplaces that were expected to have a good SWEM. We were not able to get in touch with 13 of the 58 companies and thus we know nothing about them. We have interviewed 45 companies, which in the statistics were classified as small workplaces, not as small companies. Very often, however, these statistics are presented as figures representing small companies. 18 of the 45 companies (40 %) were not small companies, but small workplaces, attached to large companies, organisations or authorities. We judged that 18 small companies of the remaining 27 (67%) had a good good SWEM. For the last 9 companies (20%), we judged that their SWEM did not fulfil the requirements of the regulation at all. 6 of these had a good SWEM when they were visited by the work environment inspector, but it had deteriorated. These randomly made interviews; show that the statistics on SWEM status probably overestimate the status in small companies. Firstly, due to the use of statistics concerning small workplaces attached to large companies etc. instead of using the company statistics. Secondly, a good SWEM does not last forever. As earlier studies have shown, routines regarding the working environment are sensitive to disturbance in day-to-day life in the company. Economic problems, staff problems and new premises are all factors with the potential to rapidly impair a good SWEM. We do not know how easy it is to revitalise such a damaged SWEM. What can we learn from companies with good SWEM? Small companies with a good SWEM are interesting as good examples to show to other small companies. They can illustrate the benefits of a good SWEM. Especially interesting is that they may also give us ideas on how to implement and work with SWEM in order to make it work in other companies. To learn from good examples of

6 SWEM in small companies, we have made extensive interviews in twelve small companies. We have interviewed management, saftey rep s and employees. We have seen that some of the characteristics of small companies with a good SWEM are that firstly, all of them are used to, or have started working systematically with, other management systems or with other formal routines. Secondly, most of these companies have managers with previous experience as employees in the same or a similar company and thirdly, many of the companies had a good safety culture, which preceded the implementation of SWEM. Another unexpected finding was that three of the twelve companies had own experiences of fatal accidents. This has probably contributed a lot to their motivation to work with SWEM. This fact also illustrates that their work was quite hazardous. Unfortunately, these characteristics are all very company-specific. Factors such as the use of other management systems and a managers former experience are usually impossible to affect from an external occupational health and safety expert. Thus, the analysis might not help a lot when implementing SWEM in other small companies. Other Swedish experiences There are other experiences from the implementation of SWEM in small companies, which I believe are of great importance, as they illustrate both problems and possibilities with the implementation of SWEM. We have seen that there is a clear trend towards the production of written documentation, for example, binders with the documentation required by the regulation. Usually these binders are produced by some kind of health and safety consultant, for example from the occupational health service. We have also seen that these expert-produced binders are of little help in companies SWEM. What has been especially astonishing to me, is that when SWEM was introduced, everyone talked about how important it was that the companies worked with the implementation themselves and that consultant-produced SWEM systems were less likely to succeed in day-to-day work. However, it seems obvious that this message has not reached the small companies a considerable fraction of small companies with SWEM have hired consultants to do the job for them. One explanation of the consultant-produced SWEM-binders may be that they are produced by safety engineers. As they are skilled technicians, they look upon SWEM as a problem that they are engaged to solve and therefore provide companies with a solution. In many cases a binder. Today, when I work with small companies and SWEM, I would rather look upon SWEM as a change process instead of a technical problem. Another experience from the implementation of SWEM is that many skilled specialists have implemented it in companies. The specialists know a lot about work environment and want to make use of their knowledge. Therefore, they tend to work with SWEM on too advanced a level, even when they make efforts to adapt the SWEM to the little company. As the companies cannot manage too advanced SWEM, they leave the work to experts instead of being active themselves.

7 Conclusions We are now working with a project where we are developing methods for the implementation of SWEM in small companies. I would like to share with you the basis of our work. First of all, we look upon SWEM as a change process which has to take place in the companies. Of course SWEM is also about solving problems in the work environment, but SWEM is mainly about developing a way of working systematically and proactively regarding the work environment of companies. What is SWEM about? Improving work environment? Solving problems? YES, but 1. Increase awareness of work environment 2. Change attitudes 3. Increase knowledge 4. Change behaviour A CHANGE PROCESS Copyright Ann-Beth Antonsson The simple steps of a change process are: 1. to increase the awareness of the work environment at the workplace. When people are aware, they are also motivated to continue to the second step 2. attitudes to the working environment may be changed and there is a perceived need to improve the work environment at the workplace 3. to learn more about the work environment at the workplace, the risks and safe routines and preventive measures, when there is knowledge 4. when there is knowledge and a desire to change, the change can be realized. These steps may seem simple but are in practice quite difficult to accomplish. It is often easy when problems in the work environment are obvious and all agree they have to be removed. When the problems are remote, something that has never happened but may happen at least if something goes wrong, the problems are often not given priority. As SWEM is proactive, at least parts of the problems that it should take care of are these remote problems. In order to increase the implementation of SWEM in small companies, we are going to:

8 Use personal contact to increase awareness of, and attitudes to, the work environment. We are going to collaborate with the social partners, occupational health services and regional safety representatives, which cover most small companies and already have personal contacts within many small companies. Use personal contact in combination with good tools that can be used by the company to improve the knowledge about their working environment and start the change processes that have to take place. We know that the implementation of SWEM is a process that takes time. Of course we don t tell that to the companies. That would scare them away! We will focus on the actual work environment in the companies, not on bureaucratic routines, and try to establish some kind of simple and regular activities. Everything that the companies are expected to do, should be adapted to their means of working and integrated, if possible, in existing routines. We will not start to talk about work environment in the companies, as we know quite a large fraction are repelled by just those words. Instead, we would like to start talking about the company, their needs and present situation, and try to fit work environment within that context. As our Swedish definition of work environment includes work organisation and competence, this is not very hard to do. Even if we start by approaching the company manager, our aim is that employees in the companies will be involved in SWEM. Work material was developed for small companies, based on one of my projects, which I have described earlier today. I believe it will be an option for the companies to work with that or similar material. The work material is very simple and contains the following parts: Survey the working environment once a year with a checklist or similar tool A yearly meeting with staff focusing on about ten questions reflecting demands in the SWEM Part of day-to-day work, for example as a part of regular staff meetings Register work-related accidents, diseases and near accidents I believe these methods will increase the implementation of SWEM in our group of small companies. As we have decided only to use realistic methods and not put a lot of work into supporting and persuading the companies, I would be surprised if we succeed in more than one third of the companies. SWEM is a difficult concept to implement and it is not realistic to expect that 100 % of small companies obey the regulation. This leads to the last part of my presentation. I would like you to reflect upon the following questions. If a compulsory SWEM is introduced, do you think it is good if it covers all small companies, even those where the owner is the only person that works in the company and even those small companies where the risks can be ignored (if there are such companies)?

9 I would say that if you want SWEM to cover all those companies, it is of utmost importance that the SWEM is well adapted to these target groups. If you want to exclude some companies, then you have to consider what the criteria should be for requiring companies to have SWEM. If your alternative is a voluntary system rather than a compulsory one, how can such a system be adapted to small companies? Voluntary systems are usually more rigid than compulsory ones, requiring, for example, more documentation. Such requirements are often barriers towards their use in many small companies. One could also question if vast documentation improves the outcome of the systems. Voluntary systems require some kind of inspection or certification. For small companies, the cost for certification may be too high. What are the incentives for small companies to have a certificate? With all the difficulties in implementing SWEM I have pointed out, and all the questions I have asked you to think about, I would like to end this presentation hoping that, if you are confused, I hope, I have at least succeeded in making you confused at a higher level!!! References Lena Birgersdotter, Lisa Schmidt, Ann-Beth Antonsson. Fungerande systematiskt arbetsmiljöarbete i små företag.erfarenheter från 45 små arbetsställen. IVL-rapport B 1475, Ann-Beth Antonsson, Malin Nilsson, Ola Hansén. Internkontroll i små företag. Verklighet och visioner. IVL-rapport B 1291, 1998 Both reports are available in Swedish with an English summary on

What is needed to reduce sharp injuries in health care and medical services?

What is needed to reduce sharp injuries in health care and medical services? Ann-Beth Antonsson, Lisa Schmidt, Gabriella Östlund Swedish Environmental Research Institute Background New directive, general demands How can the directive be implemented? Still many sharp injuries Why?

More information

XVIII WORLD CONGRESS OF LABOUR AND SECURITY LAW

XVIII WORLD CONGRESS OF LABOUR AND SECURITY LAW XVIII WORLD CONGRESS OF LABOUR AND SECURITY LAW Paris, September 5 th to 8 th 2006 TOPIC 3 OCCUPATION RISKS : SOCIAL PROTECTION AND EMPLOYERS LIABILITY SWEDEN Lill Dahlberg Legal counsel The Swedish LO-TCO

More information

A Guide to Accident Investigations

A Guide to Accident Investigations A Guide to Accident Investigations Introduction The Health and Safety Executive (HSE) report that in 2010/2011 171 workers were killed at work. A further 121,430 other injuries to employees were reported

More information

Elements of an Effective Safety and Health Program

Elements of an Effective Safety and Health Program Elements of an Effective Safety and Health Program Voluntary Safety and Health Program Management Guidelines Wholesale and Retail Trade Sector Healthy Workplaces 1 Effective Safety and Health Programs

More information

Injured Worker s Guide to. Best Practice Return to Work for a Stress Injury

Injured Worker s Guide to. Best Practice Return to Work for a Stress Injury Injured Worker s Guide to Best Practice Return to Work for a Stress Injury The best practice return to work guidelines for a stress injury were developed by the Australian Services Union with the support

More information

Financial Services Core Competences

Financial Services Core Competences The Sector Skills Council for financial services, accountancy and finance National Occupational Standards for the Financial Services Sector Financial Services Core Competences Final version approved September

More information

Accident Investigation

Accident Investigation Accident Investigation Contents 1.1 Why Investigate?...1 1.2 Selecting the Level of Investigation and Investigators...1 1.3 Documentation...2 1.4 Key Steps in the Investigation Process...2 1.4.1 Collection

More information

Elements of an Effective Health and Safety Program. Health and Safety Program Management Guidelines

Elements of an Effective Health and Safety Program. Health and Safety Program Management Guidelines Elements of an Effective Health and Safety Program Health and Safety Program Management Guidelines Effective Health and Safety Programs It has been found that effective management of worker health and

More information

Anchoring change in non-profit organizations

Anchoring change in non-profit organizations Anchoring change in non-profit organizations TEIO13 2013-12-12 Sofia Georgsson, sofge522 Louise Johnsson, loujo908 Hilda Lycke, hilly963 DPU5 Introduction This report is a part of the course TEIO13 Leadership

More information

Office of the Commissioner for Public Employment COUNSELLING. for better work performance

Office of the Commissioner for Public Employment COUNSELLING. for better work performance Office of the Commissioner for Public Employment COUNSELLING for better work performance Northern Territory Government Contents Introduction Performance Management Page 1 Feedback Page 4 Moving from feedback

More information

Health and Safety Management Standards

Health and Safety Management Standards Health and Safety Management Standards Health and Safety Curtin University APR 2012 PAGE LEFT INTENTIONALLY BLANK Page 2 of 15 CONTENTS 1. Introduction... 4 1.1 Hierarchy of Health and Safety Documents...

More information

Chapter 1: Health & Safety Management Systems (SMS) Leadership and Organisational Safety Culture

Chapter 1: Health & Safety Management Systems (SMS) Leadership and Organisational Safety Culture Chapter 1: Health & Safety Management Systems (SMS) Leadership and Organisational Safety Culture 3 29 Safety Matters! A Guide to Health & Safety at Work Chapter outline Leadership and Organisational Safety

More information

Student Achievement through Staff Development

Student Achievement through Staff Development ` Student Achievement through Staff Development Bruce Joyce and Beverley Showers In: Bruce Joyce and Beverley Showers, 2002, Designing Training and Peer Coaching: Our needs for learning, VA, USA, ASCD

More information

APPENDIX ONE: SUMMARY TABLE OF SURVEY FINDINGS AND ACTIONS TAKEN ANNUAL PATIENT AND PUBLIC SURVEY 2013: SUMMARY OF KEY FINDINGS

APPENDIX ONE: SUMMARY TABLE OF SURVEY FINDINGS AND ACTIONS TAKEN ANNUAL PATIENT AND PUBLIC SURVEY 2013: SUMMARY OF KEY FINDINGS APPENDIX ONE: SUMMARY TABLE OF SURVEY FINDINGS AND ACTIONS TAKEN ANNUAL PATIENT AND PUBLIC SURVEY 2013: SUMMARY OF KEY FINDINGS Topic Finding Action taken/planned Awareness of the GDC Unprompted awareness

More information

A Manager s Guide to Reasonable Accommodation

A Manager s Guide to Reasonable Accommodation A Manager s Guide to Reasonable Accommodation This guide is the responsibility of the Public Service Agency Province of British Columbia TABLE OF CONTENTS INTRODUCTION...2 KEY CONCEPTS...3 A. The Concept

More information

Michigan Occupational Safety and Health Act

Michigan Occupational Safety and Health Act Michigan Occupational Safety and Health Act Introduction Every year, accidents in the work place cause serious injuries and loss of life. These injuries and deaths negatively affect employee morale and

More information

Six steps to Occupational Health and Safety

Six steps to Occupational Health and Safety Six steps to Occupational Health and Safety This booklet gives basic guidelines for workplace health and safety systems to help industry in NSW comply with the "duty of care" principle outlined in the

More information

Communication of Health and Safety Policy and Information

Communication of Health and Safety Policy and Information Modules 1 4 1. Communication of Health and Safety Policy and Information 2. Allocation of Responsibility/Accountability for Health and Safety 3. Purchasing Controls 4. Contractors Communication of Health

More information

Implementing Occupational Health & Safety in Schools and District Worksites

Implementing Occupational Health & Safety in Schools and District Worksites Implementing Occupational Health & Safety in Schools and District Worksites Overview... 2.1 Getting Started (Establishing Due Diligence)... 2.1 How to Use This Manual... 2.1 Responsibility of the Principal

More information

2.1 A SAFETY COMPETITION IN THE CONSTRUCTION INDUSTRY USING EFFECTIVE MONITORING SYSTEMS. Going safely into the 21st century competition

2.1 A SAFETY COMPETITION IN THE CONSTRUCTION INDUSTRY USING EFFECTIVE MONITORING SYSTEMS. Going safely into the 21st century competition 2.1 A SAFETY COMPETITION IN THE CONSTRUCTION INDUSTRY USING EFFECTIVE MONITORING SYSTEMS Going safely into the 21st century competition Rakennusteollisuus RT Uudenmaan piiri, Unioninkatu 14, 00130 Helsinki,

More information

Work-related stress can be caused by psychological hazards such as work design, organisation and management, and issues like bullying and violence.

Work-related stress can be caused by psychological hazards such as work design, organisation and management, and issues like bullying and violence. Work-related Stress Work-related stress is a very significant occupational health and safety problem for teachers which can lead to conditions such as depression, anxiety, nervousness, fatigue and heart

More information

Getting the occupational safety basics organised

Getting the occupational safety basics organised Getting the occupational safety basics organised 10 important measures Introduction Occupational health and safety are the foundation of wellbeing at work. The employer is responsible for providing safe

More information

Stockholm, Tel: E- mail:

Stockholm, Tel: E- mail: ISBN 978-91-7930-625-0 ISSN 1650-3163 112 79 Stockholm, Tel: 010-730 90 00 E- mail: arbetsmiljoverket@av.se www.av.se Arbetsmiljöverket 112 79 Stockholm Tel 010-730 90 00 www.av.se The Swedish Work Authority

More information

WEEK SIX Performance Management

WEEK SIX Performance Management WEEK SIX Performance Management Performance Management: objective-setting and systematic performance review Monitoring Performance: control/monitoring systems, absence control and the design of disciplinary

More information

Department for Education Policy Review: Asbestos Management in Schools

Department for Education Policy Review: Asbestos Management in Schools Department for Education Policy Review: Asbestos Management in Schools A response by the Association of Personal Injury Lawyers March 2014 Page 1 of 8 The Association of Personal Injury Lawyers (APIL)

More information

Organising for health and safety

Organising for health and safety Organising for health and safety A course for UNISON health and safety representatives Updated July 2012 trained and active 1 Organising for safety Introduction Welcome to this course on health and safety

More information

A guide for injured workers. Returning to work. April 2011

A guide for injured workers. Returning to work. April 2011 A guide for injured workers Returning to work April 2011 Contents 1. Getting back to work 1 Ideas to help you return to work 2 Staying positive 2 Your employer s legal obligations 3 Anti-discrimination

More information

Power plant safety: a wise business move

Power plant safety: a wise business move Power plant safety: a wise business move Power plant safety: a wise business move Going to work in a controlled and safe environment is not an unreasonable expectation for any worker. In many occupations,

More information

Report of External Evaluation and Review

Report of External Evaluation and Review Report of External Evaluation and Review Glasgow Training Services Confident in educational performance Confident in capability in self-assessment Date of report: 16 January 2014 Contents Purpose of this

More information

A guide to strategic human resource planning

A guide to strategic human resource planning A guide to strategic human resource planning By Workinfo.com, www.workinfo.com 1. Introduction A comprehensive Human Resource Strategy plays a vital role in the achievement of an organisation's overall

More information

ISHN 01-11 1 Using Performance Objectives and Corrective Feedback. To Increase Competence

ISHN 01-11 1 Using Performance Objectives and Corrective Feedback. To Increase Competence ISHN 01-11 1 Using Performance Objectives and Corrective Feedback To Increase Competence Last month my ISHN article addressed the challenge of using performance appraisals to build people s competence.

More information

WORKERS COMPENSATION QUICK FACTS

WORKERS COMPENSATION QUICK FACTS The Workers' Compensation Handbook // 1 WORKERS COMPENSATION QUICK FACTS Workers Compensation Quick Facts contains general information about the workers compensation system in New Mexico, to provide employers

More information

YOUR RIGHTS AT WORK. Union recognition

YOUR RIGHTS AT WORK. Union recognition The Law and You 65 YOUR RIGHTS AT WORK CAN I JOIN A UNION? Yes. The Constitution protects your rights to join a trade union of your choice. If any one tries to stop you exercising this right you can take

More information

Together we are stronger from a vision to an integrated information literacy program

Together we are stronger from a vision to an integrated information literacy program Together we are stronger from a vision to an integrated information literacy program The Information Literacy Team at the Swedish School of Economics and Business Administration, Helsinki: Tua Hindersson-Söderholm,

More information

Managing Occupational Safety and Health in Schools

Managing Occupational Safety and Health in Schools Managing Occupational Safety and Health in Schools Occupational Safety and Health Branch Labour Department This Guide is prepared by the Occupational Safety and Health Branch, Labour Department. This Edition

More information

Health & Safety for Businesses and the Voluntary Sector. Key Principles

Health & Safety for Businesses and the Voluntary Sector. Key Principles Health & Safety for Businesses and the Voluntary Sector Key Principles KEY PRINCIPLES 1 Key Principles Introduction The importance of managing health and safety effectively cannot be over-emphasised. Ensuring

More information

Evaluating Company Safety Policies

Evaluating Company Safety Policies Evaluating Company Safety Policies Dr. Daryl L. Orth, Ph. D., Dr. Carl Miller, Ph. D., and Ms. Abigail Miller Northern Kentucky University Highland Heights, Kentucky A safety survey was conducted of electrical

More information

Accident & Incident Investigation. An overview of investigating accident & incidents for line managers & supervisors

Accident & Incident Investigation. An overview of investigating accident & incidents for line managers & supervisors Accident & Incident Investigation An overview of investigating accident & incidents for line managers & supervisors Carrying out your own health and safety investigations will provide you with a deeper

More information

Docket No. OSHA-2013-0023 Proposed Rule to Improve Tracking of Workplace Injuries and Illnesses

Docket No. OSHA-2013-0023 Proposed Rule to Improve Tracking of Workplace Injuries and Illnesses March 10, 2014 Via Electronic Submission: http://www.regulations.gov The Honorable David Michaels Assistant Secretary Occupational Safety and Health Administration U.S. Department of Labor 200 Constitution

More information

Corporate Health and Safety Policy Issue 9

Corporate Health and Safety Policy Issue 9 Corporate Health and Safety Policy Issue 9 July 2011 1 Contents Foreword by the Chief Executive 3 1. General health and safety policy statement 4 a Our responsibilities 5 b Health and safety management

More information

Feedback from open forum meetings to discuss the sickness absence policy

Feedback from open forum meetings to discuss the sickness absence policy Feedback from open forum meetings to discuss the sickness absence policy As you will have read or been told about in recent months, the HR team are currently leading on a project to review the Service

More information

Families with Children in Care

Families with Children in Care Families with Children in Care A guide to your rights if your child is in care Partnership with Families Project Family Advocacy Service support for families with children in care Handbook This guide for

More information

ADVICE to safety representatives

ADVICE to safety representatives UNITE LEGAL SERVICES - TRUST YOUR UNION ADVICE to safety representatives Unite has launched a new asbestos campaign aiming to: Raise members awareness of asbestos hazards at work Provide advice to Unite

More information

presents: your guide to time management

presents: your guide to time management presents: your guide to time management the problem with time management? Time management is a challenge for every business owner. With so many calls on your time how do you prioritise when you should

More information

Due Diligence. Why care about due diligence? Consider the following situation:

Due Diligence. Why care about due diligence? Consider the following situation: Due Diligence Consider the following situation: You are awakened at 4 a.m. by a call from the Operations Manager at your workplace. A piece of machinery has collapsed, killing a worker. As Maintenance

More information

Workers Compensation Strategies That Will Positively Influence Your Bottom Line

Workers Compensation Strategies That Will Positively Influence Your Bottom Line GDI INSURANCE AGENCY, INC S MONEY-SAVING WORKERS COMPENSATION TIPS Workers Compensation Strategies That Will Positively Influence Your Bottom Line Provided by: GDI Insurance Agency, Inc. 801 Geer Road

More information

CHAPTER 7: Problems with COIDA

CHAPTER 7: Problems with COIDA CHAPTER 7: Problems with COIDA Contents 1. A compensation system in crisis... 141 2. Problems created by the compensation system and the Compensation Fund... 143 3. Problems created by employers... 146

More information

Training and Development (T & D): Introduction and Overview

Training and Development (T & D): Introduction and Overview Training and Development (T & D): Introduction and Overview Recommended textbook. Goldstein I. L. & Ford K. (2002) Training in Organizations: Needs assessment, Development and Evaluation (4 th Edn.). Belmont:

More information

C. Wohlin, "Is Prior Knowledge of a Programming Language Important for Software Quality?", Proceedings 1st International Symposium on Empirical

C. Wohlin, Is Prior Knowledge of a Programming Language Important for Software Quality?, Proceedings 1st International Symposium on Empirical C. Wohlin, "Is Prior Knowledge of a Programming Language Important for Software Quality?", Proceedings 1st International Symposium on Empirical Software Engineering, pp. 27-36, Nara, Japan, October 2002.

More information

Australian Work Health and Safety Strategy 2012 2022. Healthy, safe and productive working lives

Australian Work Health and Safety Strategy 2012 2022. Healthy, safe and productive working lives Australian Work Health and Safety Strategy 2012 2022 Healthy, safe and productive working lives Creative Commons ISBN 978-0-642-78566-4 [PDF online] ISBN 978-0-642-78565-7 [Print] With the exception of

More information

Page 1 of 9. Table of Contents

Page 1 of 9. Table of Contents Table of Contents 1. Executive Summary Page 2 2. Introduction.. Page 3 3. Definitions of Occupational Disease. Page 4 4. Occupational Disease Branch. Page 6 5. Adversarial vs. Inquiry.. Page 7 6. Quicker

More information

Response Rates in Online Teaching Evaluation Systems

Response Rates in Online Teaching Evaluation Systems Response Rates in Online Teaching Evaluation Systems James A. Kulik Office of Evaluations and Examinations The University of Michigan July 30, 2009 (Revised October 6, 2009) 10/6/2009 1 How do you get

More information

Finnish Institute of Occupational Health. Finnish Institute of Occupational Health - Annual Report

Finnish Institute of Occupational Health. Finnish Institute of Occupational Health - Annual Report Page 1 of 5 Search: fioh annual report Instructions Main Page Contact Us Organization Thematic Pages Research Information Training Advisory services Organization About FIOH Strategy Annual Report Organization

More information

Three Attributes of Every Successful Merchant Services Program-20140604 1602-1

Three Attributes of Every Successful Merchant Services Program-20140604 1602-1 Three Attributes of Every Successful Merchant Services Program-20140604 1602-1 [Start of recorded material] [Starts Mid Sentence] thank everyone that s joined the call today. I know everybody is busy with

More information

EXECUTIVE SAFETY LEADERSHIP

EXECUTIVE SAFETY LEADERSHIP EXECUTIVE SAFETY LEADERSHIP EXECUTIVE SUMMARY This guide offers clear explanations of health and safety concepts that are important to executives and board members, and provides practical solutions that

More information

Safety and Health Management Systems Assessments

Safety and Health Management Systems Assessments STAR Consultants, Inc. This article presents a safety and health management system and assessment methodology that describes a process and provides a tool to measure the ability of management to achieve

More information

BRING YOUR OWN DEVICE

BRING YOUR OWN DEVICE BRING YOUR OWN DEVICE TEN GOOD PRACTICES FOR EMPLOYERS AND THEIR DATA Managing Risk Maximising Opportunity www.controlrisks.com TEN GOOD PRACTICES FOR EMPLOYERS AND THEIR DATA The concept of employees

More information

Measurement Program Implementation Approaches

Measurement Program Implementation Approaches CHAPTER SIX Measurement Program Implementation Approaches Lori Holmes Introduction Measurement processes have become a necessary and important part of today s software organization. To compete in an ever-changing,

More information

Managing A Vehicle Fleet In Australia

Managing A Vehicle Fleet In Australia Safety First Managing A Vehicle Fleet In Australia CONTENTS Introduction 3 Statistics 4-5 Protecting Your People 6-7 Protecting Your Business 8-9 Work Health and Safety Act 10-11 Page 2 Introduction This

More information

Preferred Practice Notes

Preferred Practice Notes Preferred Practice Notes for organisers proposing events or filming activities in Birmingham on the public highway or in council managed areas of the City. Film Birmingham Birmingham Museum & Art Gallery

More information

Employer s Guide to. Best Practice Return to Work for a Stress Injury

Employer s Guide to. Best Practice Return to Work for a Stress Injury Employer s Guide to Best Practice Return to Work for a Stress Injury Employers Guide to Best Practice Return to Work for a Stress Injury 1. Early Intervention 2. Claim Lodged 3. Claim Acceptance 4. Return

More information

SAFETY IN THE WORKPLACE By Sharon A. Stewart. January 28, 2005. The Occupational Safety and Health Act (OSHA) includes a General Duty Clause

SAFETY IN THE WORKPLACE By Sharon A. Stewart. January 28, 2005. The Occupational Safety and Health Act (OSHA) includes a General Duty Clause SAFETY IN THE WORKPLACE By Sharon A. Stewart January 28, 2005 The Occupational Safety and Health Act (OSHA) includes a General Duty Clause requiring employers to "furnish a place of employment which is

More information

ANNEX 6 DRIVERS BEHIND PARTICIPATION

ANNEX 6 DRIVERS BEHIND PARTICIPATION ANNEX 6 DRIVERS BEHIND PARTICIPATION DRIVERS BEHIND PARTICIPATION 1 INTRODUCTION This short paper describes the drivers behind participation in the Environmental Protection Expenditure Survey 2004. It

More information

A guide for parents about school attendance

A guide for parents about school attendance A guide for parents about school attendance EAGER & ACHIEVING SAFE & SUPPORTED MOTIVATED & LEARNING RESPECTED & RESPONSIBLE A guide for parents about school attendance The Scottish Government, Edinburgh

More information

Sample only. STOP for Each Other. Unit 1: Introduction SAFETY TRAINING OBSERVATION PROGRAM. Name:

Sample only. STOP for Each Other. Unit 1: Introduction SAFETY TRAINING OBSERVATION PROGRAM. Name: Unit 1: Introduction Name: SAFETY STOP for Each Other TRAINING OBSERVATION PROGRAM Note to Readers The authors, reviewers, editors and DuPont have made extensive efforts to ensure that the technology,

More information

Workplace health and safety committees are also known as occupational health and safety (OHS) committees.

Workplace health and safety committees are also known as occupational health and safety (OHS) committees. What is a workplace health and safety committee? A workplace health and safety committee is a forum where health and safety problems can be identified and resolved, and where safe systems and procedures

More information

Railway Management Maturity Model (RM 3 )

Railway Management Maturity Model (RM 3 ) Railway Management Maturity Model (RM 3 ) (Version 1.02) March 2011 Published by the Office of Rail Regulation 1 Contents Introduction... 1 Excellence in safety management systems... 3 Governance, policy

More information

Explanation of a Project and the Value of a Project Manager

Explanation of a Project and the Value of a Project Manager Comprehensive Consulting Solutions, Inc. Bu siness Savvy. IT Smart. What is a Project and when is a Project Manager needed? White Paper Published: March 2001 (with revisions) Explanation of a Project and

More information

Health and Safety at Work Policy

Health and Safety at Work Policy Health and Safety at Work Policy Introduction Management of health and safety issues is an integral part of our business and is given the highest priority. Compliance with Health and Safety legislation

More information

D 1. Working with people Develop productive working relationships with colleagues. Unit Summary. effective performance.

D 1. Working with people Develop productive working relationships with colleagues. Unit Summary. effective performance. 1 Develop productive working relationships with colleagues Unit Summary What is the unit about? This unit is about developing working relationships with colleagues, within your own organisation and within

More information

Government of India Ministry of Labour and Employment

Government of India Ministry of Labour and Employment Government of India Ministry of Labour and Employment NATIONAL POLICY ON SAFETY, HEALTH AND ENVIRONMENT AT WORK PLACE 1. PREAMBLE 1.1 The Constitution of India provide detailed provisions for the rights

More information

Accident Reporting & Investigation Policy and Guidance

Accident Reporting & Investigation Policy and Guidance Accident Reporting & Investigation Policy and Guidance INTRODUCTION Torbay Council is committed to providing an environment which is as healthy and as safe as possible for its staff, visitors and the local

More information

Volunteer Satisfaction Survey 2012

Volunteer Satisfaction Survey 2012 Volunteer Satisfaction Survey 2012 Introduction Compass Disability Services Volunteer Satisfaction questionnaire was circulated to 21 people that regularly give up their time to volunteer for us; this

More information

How to Deploy the Survey Below are some ideas and elements to consider when deploying this survey.

How to Deploy the Survey Below are some ideas and elements to consider when deploying this survey. SECURITY AWARENESS SURVEY Is a survey necessary A survey will give you insight into information security awareness within your company. The industry has increasingly realized that people are at least as

More information

THE BEGINNERS GUIDE TO IR35

THE BEGINNERS GUIDE TO IR35 TO CONTENTS Introduction - What is? Chapter 1 - Know your status Chapter 2 - The cost of non compliance Chapter 3 - Selecting your operating structure Chapter 4 - Investigations Using this guide You can

More information

Supporting information for appraisal and revalidation

Supporting information for appraisal and revalidation Supporting information for appraisal and revalidation During their annual appraisals, doctors will use supporting information to demonstrate that they are continuing to meet the principles and values set

More information

Risk Assessment of Pediatric Emergency Transfers

Risk Assessment of Pediatric Emergency Transfers Risk Assessment of Pediatric Emergency Transfers Toolkit: AHRQ P20 HS017125 For further questions, please contact: Jane Holl, MD, MPH (j holl@northwestern.edu) Table of Contents Pages FMEA Prep Checklist

More information

Apoteket s Code of Conduct for Sustainable Business Final version, October 2015

Apoteket s Code of Conduct for Sustainable Business Final version, October 2015 1 (6) Apoteket s Code of Conduct for Sustainable Business Final version, October 2015 1 INTRODUCTION 1.1 General Respect for people and the environment is vital to Apoteket's business. We work towards

More information

Costs of occupational accidents - Effects of occupational safety on company business A research and development project

Costs of occupational accidents - Effects of occupational safety on company business A research and development project Costs of occupational accidents - Effects of occupational safety on company business A research and development project Markku Aaltonen 1 ; Kimmo Oinonen 2 ; Jari-Pekka Kitinoja 3 ; Jorma Saari 4 ; Mika

More information

mobility coaching A project to change travel habits City of Göteborg Traffic & Public Transport Authority, 2007

mobility coaching A project to change travel habits City of Göteborg Traffic & Public Transport Authority, 2007 mobility coaching A project to change travel habits City of Göteborg Traffic & Public Transport Authority, 2007 Participants undertook to leave the car behind and to walk, cycle or take public transport

More information

Diabetes. Supporting Disabled Members in the Workplace. This short factsheet has been developed to help reps who are supporting members with diabetes.

Diabetes. Supporting Disabled Members in the Workplace. This short factsheet has been developed to help reps who are supporting members with diabetes. Supporting Disabled Members in the Workplace Diabetes This short factsheet has been developed to help reps who are supporting members with diabetes. Someone with diabetes may be entitled to the protection

More information

We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards.

We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. Inspection Report We are the regulator: Our job is to check whether hospitals, care homes and care services are meeting essential standards. Southdowns Private Healthcare 97 Havant Road, Emsworth, PO10

More information

Drugs and Alcohol in the Workplace. Guidance for Workplace Representatives

Drugs and Alcohol in the Workplace. Guidance for Workplace Representatives Drugs and Alcohol in the Workplace Guidance for Workplace Representatives Health and safety May 2010 Introduction The use of drugs and alcohol can be a serious workplace issue. Not only can their use lead

More information

Choosing A Service Provider:

Choosing A Service Provider: Choosing A Service Provider: Small businesses face many challenges every day finding good IT support is one of them. IT support can present unique challenges to business owners because many people feel

More information

How Are We Doing? A Home Health Agency Self Assessment Survey on Patient Transitions and Family Caregivers

How Are We Doing? A Home Health Agency Self Assessment Survey on Patient Transitions and Family Caregivers How Are We Doing? A on Well-planned and managed transitions are essential for high quality care and patient safety. Transitions occur when patients are admitted and discharged, when they move from one

More information

Risk Management & Assessment at UQ

Risk Management & Assessment at UQ Risk Management & Assessment at UQ Course Overview: This training module has been developed for workers at the University of Queensland, and forms part of the OH&S training program at UQ. The aim of this

More information

BUSINESS USERS GO MOBILE

BUSINESS USERS GO MOBILE CONSUMERLAB BUSINESS USERS GO MOBILE A study of enterprise mobility transformation An Ericsson ConsumerLab Insight Summary Report December 2014 ERICSSON CONSUMERLAB GAMING IN THE NETWORKED SOCIETY 1 contents

More information

Quality Management Systems. Compliance Driven or Quality Driven?

Quality Management Systems. Compliance Driven or Quality Driven? Quality Management Systems Compliance Driven or Quality Driven? Written by N. Richard Puglielli Page 1 of 7 Overview ISO standards have been around for quite some time now and the concept behind these

More information

Injury Management. Making it Work. Injury Management Making it Work 1

Injury Management. Making it Work. Injury Management Making it Work 1 Injury Management Making it Work Injury Management Making it Work 1 Please note This information is for guidance only and is not to be taken as an expression of the law. It should be read in conjunction

More information

Mauro Calvano. About Aviation Safety Management Systems

Mauro Calvano. About Aviation Safety Management Systems Mauro Calvano About Aviation Safety Management Systems January 2003 1 INTRODUCTION In order to be aware of the factors that are driving the accident rate during the last decade, we must identify the hazards

More information

Välkommen till Arbetsförmedlingen! Information till dig som är arbetssökande Engelska

Välkommen till Arbetsförmedlingen! Information till dig som är arbetssökande Engelska Välkommen till Arbetsförmedlingen! Information till dig som är arbetssökande Engelska In Platsbanken (the Job Bank) vacancy database you can seek work and subscribe to job ads. Here you can find a large

More information

HERE WE GO AGAIN! OSHA s Memorandum on Employer Incentive and Disincentive Policies and Practices

HERE WE GO AGAIN! OSHA s Memorandum on Employer Incentive and Disincentive Policies and Practices HERE WE GO AGAIN! OSHA s Memorandum on Employer Incentive and Disincentive Policies and Practices Gary W. Auman Dunlevey, Mahan & Furry On March 12, 2012, Richard E. Fairfax, the Deputy Assistant Secretary

More information

Health and safety made simple The basics for your business

Health and safety made simple The basics for your business Health and safety made simple The basics for your business Introduction This guide is for employers and those who want some basic information on what they must do to make sure their businesses comply with

More information

AFTRS Health and Safety Risk Management Policy

AFTRS Health and Safety Risk Management Policy AFTRS Health and Safety Risk Management Policy Responsible Officer Contact Officer Authorisation Director, Corporate and Student Services Head of Human Resources Chief Executive Officer Effective Date

More information

Information for Employers. Information for Workers

Information for Employers. Information for Workers Information for Employers Information for Workers Revised March, 2015 Contents Overview 2 Coverage 2 Registration 4 Renewal 5 Rates 5 Industry Classification 6 Experience Rating Program 6 Payment 7 Occupational

More information

Edwin Lindsay Principal Consultant. Compliance Solutions (Life Sciences) Ltd, Tel: + 44 (0) 7917134922 E-Mail: elindsay@blueyonder.co.

Edwin Lindsay Principal Consultant. Compliance Solutions (Life Sciences) Ltd, Tel: + 44 (0) 7917134922 E-Mail: elindsay@blueyonder.co. Edwin Lindsay Principal Consultant, Tel: + 44 (0) 7917134922 E-Mail: elindsay@blueyonder.co.uk There were no guidelines/ regulations There was no training No Procedures No Inspectors Inform All staff of

More information

Afro Ant Conversation. Change Management Return on Investment 3 April 2014

Afro Ant Conversation. Change Management Return on Investment 3 April 2014 Afro Ant Conversation Change Management Return on Investment 3 April 2014 Overview This report documents the information gathered at the Afro Ant Conversation held on the 3 rd of April 2014 on the topic

More information

APPENDIX F HSEQ REQUIREMENTS

APPENDIX F HSEQ REQUIREMENTS APPENDIX F HSEQ REQUIREMENTS CATEGORY IV (Hired Temporary Personnel & Services Onshore) Table of Contents 1. GENERAL... 2 2. DEFINITIONS... 2 2.1 ACCIDENT... 2 2.2 DEVIATION PERMITS... 2 2.3 FAC, FIRST

More information

introduction by Stacey Barr

introduction by Stacey Barr There's no such thing as the performance measure stork! after you've conceived your measures, there's actually some unavoidable labour needed to bring them into the world by Stacey Barr introduction In

More information

Leadership for the major hazard industries

Leadership for the major hazard industries Further reading 1 Responsible care management systems (Fourth edition) Chemical Industries Association 2003. Order online at www.cia.org.uk 2 BS 8800: 2004 Occupational health and safety management systems.

More information