ࡱ> |~{ >bjbj$$ #kF|F|6BBBVVVVT,V.d":[[[ccccccc$PfipcB[@[[[c c[j8Bc[cZ*}b@OX^_6cc0.d`vri#4ril}b}blriBb[[[[[[[ccW([[[.d[[[[ri[[[[[[[[[ :  Risk Assessment: What is it for and how do you do it? A key duty The days when the Government made laws that prescribed in detail what employers had to do to protect the health, safety & welfare of their workers have, in most cases, gone. The current approach to workplace health & safety standards is much more permissive and flexible, and enables employers to tailor-make solutions to problems that are appropriate to the particular circumstances in a workplace. This means that the same piece of legislation can cover workplaces as diverse as a university or a coal mine. The Health & Safety at Work Act 1974 (HASAWA) is an enabling Act which sets a framework of general duties on employers in respect of health & safety. The Act broadly requires them to ensure the health, safety & welfare at work of their employees; provide and maintain a safe workplace; establish a range of safe systems of work and a safe working environment; and ensure that employees welfare is assured. More detailed information on a wide range of work-related issues is found in sets of Regulations made under the Act. These are additional parts of the statutory framework. The Management of Health & Safety at Work Regulations 1999 (MHSWR) set out the steps that the employer must take to manage health & safety in the workplace.  HYPERLINK "http://www.legislation.gov.uk/uksi/1999/3242/contents/made" http://www.legislation.gov.uk/uksi/1999/3242/contents/made Both the Approved Code of Practice to the MHSWR and the booklet L21 were withdrawn in December 2013, but HSE give guidance links here  HYPERLINK "http://www.hse.gov.uk/pubns/books/l21.htm" http://www.hse.gov.uk/pubns/books/l21.htm MHSWR Regulation 3 imposes a key duty on employers to make a suitable and sufficient assessment of risks to their employees whilst at work, and to anyone else who may be affected, arising out of their undertaking. This duty on employers originally came into force on 1st January 1993. Employers should have been conducting assessments on the existing work that was being done in their workplaces from that point. In the case of new work, new processes or a new building begun since 1993, the assessment should take place before the work begins it isnt something you do once a problem arises. The risk assessment is now the statutory foundation on which safe workplaces and safe working practices are built. What the employer has to do 1) Conduct a suitable and sufficient risk assessment The assessment should identify the health and safety hazards present in the workplace, and the people who may be affected by them. The assessor should then estimate the likelihood of harm occurring and the seriousness of any resulting injury. An evaluation of the level of risk is calculated from the estimation. This can be as simple as categorising the risks as High, Medium, Low or Negligible. 2) Control the risks identified The assessment should identify what measures are in place to control the risks identified, and consider if any additional measures are required. The level of duty in the Health & Safety at Work Act 1974 to protect workers is qualified by the phrase so far as is reasonably practicable. This means that, in most cases, the standard will be met if the risks are minimised rather than totally eliminated. 51 recommends elimination as the preferred option where this is possible. 3) Keep records Where there are more than 5 employees, the employer must record the significant findings of the assessment. Significant findings include the hazards identified, the persons affected, the calculation of the level of risk, and the control measures used to reduce or eliminate the risks. 4) Informing & training workers The employer is required to give the employees information about the main points of the assessment. 51 regards these as the hazards and risks identified, who is affected, and the measures in place to control those risks. (MHSW Regulation 10) Where this information needs to be backed-up with training, the employer must provide this during paid working hours. This ensures that workers are informed about the potential risks, what measures have been taken to ensure a safe system of work is in place, and that they are trained in safe working practices. 5) Review and update If there is reason to believe that the original assessment is no longer valid, or the work or its organisation changes, or if new technical standards or legislation come into effect, the assessment must be reviewed and be updated as necessary. The risk assessment and control measures should always be reviewed in cases where an injury or incident occurs. Special considerations 1) Young persons Where a young person (aged up to 18) is employed (and work experience or placement counts as employed status for these purposes) the employer has to undertake a special assessment, taking particular account of the young persons inexperience, immaturity, and lack of awareness of risks, and a whole range of factors related to the specific workplace such as: the workplace fitting out and layout; the nature degree and duration of contact with physical, biological or chemical agents; the form, range and use of work equipment and how it is handled; the work organisation and processes, and the extent of training to be provided. For young persons between the ages of 14 16, information about the risks identified must be given to the young persons parents or legal guardian, but there is no requirement to do this in writing. 2) Women of child-bearing age Where women of child-bearing age are employed, the risk assessment must take that fact into account. Thats because they may become pregnant whilst undertaking that work, and that the working conditions may have the capacity to present risks to an expectant mother or her baby even before the woman is aware of the pregnancy. Who does risk assessments? The duty is on the employer, but Reg 7(1) of the MHSW Regulation says the employer shall appoint one or more competent persons to assist him to undertake the measures the law requires. Competence is not defined in detail but Reg 7(5) says that: A person shall be regarded as competent for the purposes of (this Regulation) where he has sufficient training and experience or knowledge and other qualities to enable him to properly assist in undertaking the measures referred to A competent person is someone who has sufficient training and experience or knowledge and other qualities that allow them to assist you properly. The level of competence required will depend on the complexity of the situation and the particular help you need. See HSE website at  HYPERLINK "http://www.hse.gov.uk/involvement/competentperson.htm" http://www.hse.gov.uk/involvement/competentperson.htm for more guidance Further, employers have a duty to ensure they take the individual employees capabilities into account when allocating tasks, and ensure that adequate training is provided, especially when giving employees a change of responsibilities [MHSW Regulation 13(2)(b)(i)]. Although this is essentially about the employees primary job, it must also apply where an employee has been appointed as a competent person to undertake risk assessments. Regardless of who is appointed, the guidance reminds the employer that this does not absolve them from any of the duties or responsibilities imposed on them by legislation. There is a statutory duty on employers to consult with safety representatives about the appointment of competent persons. (See below for more detail) 51 has no policy in relation to its members being appointed under these Regulations, and it can often be the case that it is a lecturer who has the best knowledge and level of competence to undertake the task. 51 strongly urges that employees who the employer proposes to appoint should have to give their consent to being appointed. An individual employee who expresses concerns about their suitability, ability, lack of knowledge or confidence to undertake the task could not reasonably be classed as competent. It is doubtful that suitable and sufficient risk assessments could be done by reluctant assessors or people dragooned into the job who have no commitment to it. Assessors need proper training in the process itself, and any related matters, and must be given adequate time from their normal work to do the job, write up the assessments and check that everything is in place correctly. It's not crystal clear what the legal position of an individual assessor would be in the event that there were serious weaknesses in an assessment, and some incident or injury were to occur as a consequence. Employers need reminding that its they who could end up in court if the assessment is not suitable and sufficient, and an injury or incident occurs as a result. It is the employers duty is to ensure that persons who are appointed are competent to do the job. Safety representatives involvement 1) Appointment of risk assessors Under the Safety Representatives and Safety Committee Regulations 1977 (SRSCR), Reg 4A(1)(b) the employer has an absolute duty to consult in good time with safety representatives (i.e. with the union) on the arrangements for the appointment or nomination of competent persons appointed under Regulation 7(1) (originally Regulation 6(1)) of the Management of Health & Safety at Work Regulations. Note: The 1999 amendment to the MHSWR introduced a new Regulation Regulation 4. This had the effect of changing the numbering of the subsequent regulations. There are 2 footnotes to Regulation 4A in the latest version of the SRSCR booklet that point out this change. Further, under SRSCR Regulation 4A(1)(a) the employer also has a duty to consult in good time before introducing any measure that may substantially affect the health & safety of employees. Where an individual is appointed as a risk assessor, this is a significant change for that employee; and it is also a significant change that will affect other workers, because what risk assessors do clearly impinges on other workers. The guidance to SRSCR Regulation 4A spells out what consultation in good time" means to provide the union with information about what is proposed, give them time to consider it and express their views, and then take account of any response before making the final decision. (SRSCR Guidance paragraph 41) So employers have no excuse for claiming they don't understand what consultation means. 51 believes that the scope of consultation should be broader than that limited by the Regulation to the employers arrangements. We think the union should also be jointly involved in deciding numbers necessary, drawing-up the job description and person specification, and any interviewing and appointment procedures. 2) Involvement in the assessment process There is no specific duty on the employer to involve safety representatives in the actual risk assessment process, and many resist our involvement. In 2007 the HSE did consult on whether-or-not this specific duty should be included in the SRSCR but despite an overwhelmingly positive response, decided to take no further action. In addition to the employer duty outlined above in SRSCR Reg 4A(1)(a), our access to the risk assessment is via SRSCR Regulation 7(1), which imposes a duty on the employer to permit safety reps to inspect and take copies of any document that the law requires the employer to keep. The risk assessment duty includes recording the main points of the assessment so this becomes a document that falls within the Reg 7(1) definition. SRSCR Regulation 7(2) imposes a duty on the employer to make available to safety representatives the information within the employers knowledge necessary to enable them to fulfil their functions. The golden rule is that 51 safety reps shouldnt do risk assessments. Our role should be a constructively critical one in an advisory and monitoring capacity. What happens in each workplace can be different, but we need to ensure our actions remain independent of the employer. If we conduct the assessment, we have no grounds on which to be critical later, should there be a problem. A minimum level of 51 safety reps involvement can be as simple as ensuring that you are given a copy of the draft assessment for review and comment; to check back with members to ensure all potential hazards have been identified, and that proposed control measures to minimise or eliminate the risks are appropriate and adequate. A better approach would be to accompany the assessor during the actual activity. That way you can discuss the potential hazards that should be considered, and the weight given to them when calculating the risk. You can ensure the assessor asks the workers the right questions, and discuss and agree appropriate control measures. Then, pick up on the draft assessment and do a final appraisal. Branch/LA agreements with employers 51 recommends that Branches seek to conclude an agreement with the employer covering the role of the 51 representatives in the appointment of competent persons, (and that informed consent and agreement would be a necessary part of that) and in the risk assessment process generally. A more comprehensive agreement with the employer should cover matters such as definitions of competence; the other qualities that risk assessors should have; levels of experience and qualification; provision of training and updating; time off from the employees normal duties to undertake the risk assessment tasks; and the circumstances under which an employee ceases to be a risk assessor. An agreement outlining the procedure for conducting, reviewing and updating risk assessments should be part of the employers arrangements under the safety policy. This should be checked by the 51 organisation locally to see it meets standards acceptable to 51. 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