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1.1Review systems, policies and procedures for communicating information on health and social care workplace in accordance with legislative requirements.

Health and safety legislation exists to protect the worker, and the business owner. Show you care and look after those who work for you. There are plenty of business benefits: • A reduction in the number of working days lost due to illness and injury • Retain your staff

• Motivate your workers and boost productivity
• Protect the reputation of your company
• Shield yourself from potential legal action and reduce your insurance premiums

The Health and Safety at Work Act 1974 is the primary piece of legislation covering health and safety in the workplace. This piece of legislation lays out the employer’s responsibilities for health and safety. Employers have a ‘duty of care’ over the health, safety and welfare of their staff in the workplace.

The Act specifies the duties that employers have to their staff, to customers and members of the public whilst in the working environment. This health and safety law also states that employees have their own responsibility for keeping themselves and others safe, for example they must follow the guidance in the health and safety training they are provided.

However, health and safety legislation limits an employer’s responsibility to what is ‘reasonably practical’. Therefore if the measures required to protect staff and the general public are technically impossible, or the cost of the measures is grossly disproportionate to the risk, then the employer does not have to implement them. ? 1.2Assess the responsibilities in a specific health and social care work place for the management of health and safety in relation to organizational structure. Health service managers are responsible for making sure a hospital, or other health organisation, runs efficiently and effectively. Their aim is to provide patients and other users with the best possible service, given the available facilities, finance and staff. If you’ve got leadership and financial management skills, and you can motivate others, this job could be ideal for you. As a health service manager, your duties could include:

•supervising staff and taking responsibility for the work they do •dealing with day-to-day operational matters
•using statistical information to monitor performance and help with long term planning •setting and maintaining budgets
•creating and carrying out the company objectives
•implementing the policies of the board, making sure government guidelines are followed •working with clinical staff and other professionals
•managing contracts.
• Undertake to support students, prior to their commencement on and throughout the duration of the programme • Identify a suitable mentor for the student. As the student and the mentor are usually work colleagues, employed in the same practice area, it is essential that the relationship between them is both professional and objective. Managers have an important role in ensuring appropriate mentor allocation • Ensure mentors meet the NMC mentor standard (pdf) (NMC 2008) • Support the preparation of the team to effectively facilitate the learning and development of students undertaking the OU pre-registration nursing programme • Ensure that students practise according to the organisation’s local policies and procedures • Continue to fulfil employer/employee line management responsibilities, for example monitor sickness and absence and report
concerns to the Programme Tutor • Ensure that supernumerary status is upheld and that students do not deliberately or inadvertently revert to their health care worker role during student nurse practice hours. ? 1.3Analyse health and safety priorities appropriate for a specific health and social care work place.

Workers employed in the health care sector have to deal with a wide range of activities and environments that pose a threat to their health and put them at risk of occupational disease or work-related accidents. This section provides detailed information about such risks and effective methods of assessing and eliminating or minimising them. The range of risks faced by health workers includes:

•Biological risks such as infections caused y needlestick injuries •Chemical risks including drugs used in the treatment of cancer and disinfectants •Physical risks such as ionising radiation
•Ergonomic risks, for example, patient handling
•Psychosocial risks including violence and shift work
•Workers in the healthcare sector are at risk from needlestick or sharp injury. Such injuries are of concern as the worker may become infected by blood-borne pathogens (viruses, bacteria, fungi and other micro-organisms). •The Human Immunodeficiency Virus (HIV) and hepatitis B (HBV) or C (HCV) are the commonest risks, but there are more than 20 blood-borne diseases that may be transmitted. •In Europe, it is estimated that there are 1 million needlestick injuries annually. It is not just medical professionals who are at risk. While nurses working in acute medical situations are identified as being at the highest risk, many other workers have the potential to sustain these injuries. For example, auxiliary staff such as cleaners and laundry staff can also be at significant risk. This can be achieved by putting in place the following preventive and protection measures: -eliminating the unnecessary use of sharps

– providing medical devices
– incorporating safety-engineered protection mechanisms
– implementing safe systems of work
– implementing safe procedures for using and disposing medical sharps – banning the recapping
– using personal protective equipment
– vaccination
– information and training.

2.1 Analyse how information from risk assessments informs care planning for individuals and organizational decision making about policies and procedures.
2.2 Analyse the impact of one aspect of health and safety policy on health and social care practice and its customers.
2.3 Discuss how dilemmas encountered in relation to implementing systems and policies for health, safety and security may be addressed.

2.4 Analyse the effects of non-compliance with health and safety legislation in a health and social care work place.

3.1 Explain how health and safety policies and practices are monitored and reviewed.
3.2 Analyse the effectiveness of health and safety policies and practices in the workplace in promoting a positive health and safety culture.
3.3 Evaluate own contribution to placing the health and safety needs of individuals at the Centre of practice.