Health and Safety Management Principles and Policy Assessment

 Enforcement of Occupational Health and Safety (OHS) Regulations:

• Enforcement agencies have a role to ensure compliance with OHS standards
• Non-compliance can result in criminal prosecution for organizations and individuals
• Enforcement action may include fines, closure of operations, and court orders

 Role of National Governments in OHS:

• Governments formulate OHS legislations
• Establish and communicate consequences of non-compliance
• Empower enforcement agencies with resources and mandates
• Make employer and public liability insurances mandatory

 PDCA Model in OHS Management System:

• Plan, Do, Check, Act model for managing and improving OHS performance
• Context of the organization is significant for effective implementation

 Systematic Safety and Health Management:

• Tools and processes to manage and improve OHS performance systematically
• The organization's policy sets the direction and builds stakeholder confidence

 Role of OH&S Policy in Decision Making:

• OHS policy guides resources allocation and procedures formulation
• Effective implementation and maintenance of documented procedures are crucial

 Key Features of an Effective OH&S Policy:

• Must be parallel with organizational context, prevention-focused, and legally compliant
• Must be communicated to employees and other stakeholders

 Review of OH&S Policy:

• Regular review of policy to ensure its continued effectiveness
• Factors affecting review frequency include organizational context and legal requirements

 Technology and OH&S Policy:

• Introduction of new technology may necessitate review of OH&S policy

 Effectiveness of OH&S Policy:

• Measuring the impact of OH&S policy on injury and illness rates and other indicators
• Continuous improvement through feedback and communication

 Process Approach in OHS Management System:

• Management of OHS as a process rather than a series of procedures
• Benefits include improved efficiency and effectiveness

 Planning an OH&S Management System:

• Proper planning is crucial for effective implementation
• Sources of guidance include in-house expertise, consultancy, and benchmarking

 Risks Associated with Planning:

• Planning carried out by incompetent personnel can lead to ineffective policies and procedures
• Dependence on external providers for critical functions can be risky

 Key Processes in the OH&S Management System:

• Identification and management of critical processes to ensure OHS performance
• Factors influencing key processes include organizational context and risk level

 Reporting on OH&S Planning:

• Regular reporting on OH&S planning matters to stakeholders
• Effective communication of plans and progress towards objectives

 OH&S Objectives:

• Specific targets for improvement in OHS performance

• Frequency of setting objectives depends on the organization's context and goals.

• 3rd Party Accredited Certification: 1. Marketing advantage for businesses 2. Allows entry into overseas markets 3. Builds customer trust and loyalty 4. Fulfils legal and other requirements 5. Exempts clients from conducting 2nd party audits

• 2. Sampling in Audits and Inspections: 1. Used to evaluate the quality or compliance of a larger group 2. Characteristics: representative, size, unbiased, homogeneity 3. Risks: sampling error, measurement error

• Checklists: 1. Used for standardized procedures and inspections 2. Preparation: clear objectives, comprehensive, easy to use 3. Pros: efficiency, consistency, completeness 4. Cons: overreliance, complexity, lack of flexibility

• Audit Principles: 1. Integrity: honesty, transparency, fairness 2. Fair presentation: accurate, unbiased, clear 3. Due professional care: competence, expertise, diligence 4. Confidentiality: protection of sensitive information 5. Independence: impartiality, objectivity, freedom from conflicts of interest 6. Evidence-based approach: use of facts, data, and documentation

• Objective Audit Evidence: 1. Definition: factual, observable, measurable, unbiased 2. Collection: document review, observation, interviewing 3. Verification: cross-checking, comparing, reconciling

• Non-Conformity: 1. Definition: deviation from requirements 2. Detection: by auditors, by management, by employees 3. Types: major, minor, critical 4. Reporting: timely, accurate, clear 5. Addressing: corrective action, corrective and preventive action, non-conformity closure

• Occupational Safety and Health Management in CSR: 1. CSR's influence: integration, strategic approach, innovation 2. Ethical and value-driven approaches 3. Stakeholder perspective 4. integrated approaches to safety and health 5. Links with human resources, environment, profitability, and productivity

• Workplace Occupational Health & Wellbeing: 1. Encouraging movement, healthy eating, choice 2. Creating a sense of belonging and connection 3. Connecting with the outdoors 4. Combat stress and burnout 5. Vocational rehabilitation: 50,000 cases, 15.4 million days lost, 44% of all work-related ill health cases

• Work-Related Mental Ill Health: 1. Stress, depression, anxiety: 440,000 cases, 239,000 new cases 2. Anxiety: symptoms, causes, long-term effects 3. Depression: symptoms, causes, severity 4. Work-related stress: causes, effects, prevalence

• Causes of Work-Related Mental Ill Health: 1. Excessive demands 2. Lack of control 3. Lack of support 4. Poor workplace relationships 5. Unclear role 6. Threat of change 7. Change itself

• Staying in Work: 1. Benefits of work for mental health 2. Policies and procedures 3. Most people recover or manage mental illness and work effectively 4. Support from employers and colleagues 5. Reducing stigma and discrimination.

• 3rd Party Accredited Certification: 1. Marketing advantage for businesses 2. Allows entry into overseas markets 3. Builds customer trust and loyalty 4. Fulfils legal and other requirements 5. Exempts clients from conducting 2nd party audits

• 2. Sampling in Audits and Inspections: 1. Used to evaluate the quality or compliance of a larger group 2. Characteristics: representative, size, unbiased, homogeneity 3. Risks: sampling error, measurement error

• Checklists: 1. Used for standardized procedures and inspections 2. Preparation: clear objectives, comprehensive, easy to use 3. Pros: efficiency, consistency, completeness 4. Cons: overreliance, complexity, lack of flexibility

• Audit Principles: 1. Integrity: honesty, transparency, fairness 2. Fair presentation: accurate, unbiased, clear 3. Due professional care: competence, expertise, diligence 4. Confidentiality: protection of sensitive information 5. Independence: impartiality, objectivity, freedom from conflicts of interest 6. Evidence-based approach: use of facts, data, and documentation

• Objective Audit Evidence: 1. Definition: factual, observable, measurable, unbiased 2. Collection: document review, observation, interviewing 3. Verification: cross-checking, comparing, reconciling

• Non-Conformity: 1. Definition: deviation from requirements 2. Detection: by auditors, by management, by employees 3. Types: major, minor, critical 4. Reporting: timely, accurate, clear 5. Addressing: corrective action, corrective and preventive action, non-conformity closure

• Occupational Safety and Health Management in CSR: 1. CSR's influence: integration, strategic approach, innovation 2. Ethical and value-driven approaches 3. Stakeholder perspective 4. integrated approaches to safety and health 5. Links with human resources, environment, profitability, and productivity

• Workplace Occupational Health & Wellbeing: 1. Encouraging movement, healthy eating, choice 2. Creating a sense of belonging and connection 3. Connecting with the outdoors 4. Combat stress and burnout 5. Vocational rehabilitation: 50,000 cases, 15.4 million days lost, 44% of all work-related ill health cases

• Work-Related Mental Ill Health: 1. Stress, depression, anxiety: 440,000 cases, 239,000 new cases 2. Anxiety: symptoms, causes, long-term effects 3. Depression: symptoms, causes, severity 4. Work-related stress: causes, effects, prevalence

• Causes of Work-Related Mental Ill Health: 1. Excessive demands 2. Lack of control 3. Lack of support 4. Poor workplace relationships 5. Unclear role 6. Threat of change 7. Change itself

• Staying in Work: 1. Benefits of work for mental health 2. Policies and procedures 3. Most people recover or manage mental illness and work effectively 4. Support from employers and colleagues 5. Reducing stigma and discrimination.