Compliance with Health and Safety Acts and Regulations by Rapid Assignment Help
The purpose of this work is to propose the creation of a new Occupational Risk Prevention Plan for OnTime LC, an international courier firm. This plan will address various workplace hazards such as manual handling injuries, vehicle safety, ergonomics, and compliance with health and safety acts and regulations. A communication strategy to support the implementation and adherence of the plan will also be outlined, including employee training across all offices.
Furthermore, the work will include an empirical investigation of organizational case studies from different companies exhibiting either high or low levels of occupational risk prevention competence. Comparing effective practices across industries will help in designing a safer work environment and avoiding past mistakes. Students seeking guidance on structuring similar workplace safety projects and risk assessments can access expert support through Assignment Help in UK, which provides professional academic assistance in research, analysis, and report writing.
6 Years | PhD
New Occupational Risk Prevention Plan for OnTime
The position of Responsible for Occupational Risks of OnTime LC requires guaranteeing the safety of all systems that might be endangered at work, providing their protection by national and international health and safety requirements. This Occupational Risk Prevention Plan (ORPP) will have the purpose of managing the general and specific risks in the organization depending on each position that an employee has. Since employees will be working in warehouses, offices, and the transport sector, the plan will anchor prospective risks from all aspects of the business such as manual handling, working hours, vehicle safety, ergonomics, and health of the employees (Sundstrup et al., 2024). It will consist of risk assessment(s), plan(s), and risk control measures concerning workplace risks that can negatively affect the employees. In addition, the plan will outline a communication plan of how to involve all the employees in the prevention of risks. As such, there must be a communication strategy adopted in the implementation of the plan whereby it is continually maintained in the long run (Mohammadfam et al., 2022).
The initial process of developing an Occupational Risk Prevention Plan is to evaluate possible risks related to every position in the OnTime LC. This process will involve a critical evaluation of working conditions that are in the company’s operating environments such as the warehouses, the transport means, offices, and customer care. For transport workers such as Ludo, Max & Charlie, potential hazards include handling, and lifting Roll Containers with parcels and heavy boxes to load or unload. These employees are exposed to risks of musculoskeletal injuries especially because adequate tools are not used in lifting, working for long hours and Charlie already has a back scar (Hasin et al., 2023). To eliminate these risks, they should provide mechanical lifting aids like forklifts and trolleys, and ensure that workers have undergone ergonomic and manual handling courses. Also, the transportation of goods includes extended driving and can be accompanied by the risk of road traffic accidents. As a result, OnTime LC needs to undertake the responsibility of ensuring that all the vehicles under its ownership go through exercising frequent checks for any indicative of parts failure and are in good condition to meet the demands of the driving requirements, besides equipping them with safety essentials such as GPS devices. Another regulation is that a driver must be allowed sufficient rest for a specific number of hours so that he/she does not fall asleep at the wheel and cause an accident. For employers in the office environment, the risks most likely associated with, Elena’s and Maria's are ergonomic impairment due to poor ergonomic design in the work environment, the sedentary nature of the job, and mental stress caused by tight work schedules (Hasin et al., 2023). Such workers should be given ergonomically friendly furniture which should feature a mechanism that allows the chairs and tables used to be adjusted upward. It also should include mental health awareness programs as well as stress management training to the organization’s policies. Finally, for employees like Joseph and Emmanuel, who work in the company’s warehouse moving the goods and managing the stock there and then are facing conditions that are potentially dangerous like operating heavy tools and equipment or slipping on wet floors in case they have been cleaning the floor (Liu et al., 2022).
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After identifying the risks current and future steps should be taken in order to minimize their impact or completely eliminate them. There is therefore the need to propose a three-tiered risk control model for OnTime LC, which comprises of engineering controls, administrative controls, and personal protective measures. Engineering controls works aimed at designing the workplace in such a way that, the risk factors are minimized. For instance, the company should consider the kind of paths within a warehouse that is used to transport heavy stock. If Roll Containers cannot be used for transportation of material through distances within the warehouse, then mechanical equipment like conveyors or hoists can be used. Organizational controls are applied in changing the entire working environment on the belief that exposure to risks can be avoided (Bęś & Strzałkowski, 2024). The following recommendation should be put in place OnTime LC company as a measure to avoid repetitive strain injuries, job rotation should be encouraged in the company in a bid to ensure the workers do not spend a lot of time on a given job. Furthermore, the company should have a proper working schedule for their workers so that they do not work for long without rest or breaks, some of which are supposed to be incorporated into a worker’s daily working timetable. Some of the recommendations the employees should be trained in include handling, lifting, and carrying loads safely, and the use of personal protective equipment. Personal protective equipment (PPE) is the last barrier, and every employee who works in high-risk conditions should be equipped with PPE. For instance, workers such as Joseph, and Emmanuel as well as those in the warehouse should be issued with high visibility vests, helmets, gloves, and nonslip shoes. Public transport drivers should be provided with seat belts and other safety accessories when using that vehicle on the road (Banister, 2007).
According to the case, the Occupational Risk Prevention Plan has to be by the existing national and international legislation and standards. In Spain, there is the Occupational Risk Prevention Law (Ley 31/1995) which broadly provides on the part of the employer the duty to protect the health of workers. This involves risk survey, risk control measures as well as risk awareness, or any related precaution. As a result, OnTime LC must review its risk prevention policies to meet these legal requirements and ensure there are enough changes made to the policies to meet changes in the law. However, OnTime LC can also strive to achieve other regulatory objectives; these are the occupational safety regulatory standards. Of course, more effective practices could involve embracing the ISO 45001 which is the international standard on occupational health and safety management system. (Morillas et al., 2013)
Employees’ training is a very important factor when considering the Occupational Risk Prevention Plan. The protection of every employee from risks associated with their assignment is very crucial, and OnTime LC ensures all employees are informed, as well as trained not to cause an accident or harm to anyone. It is believed that training should only include the needs relevant to the employee’s position. For instance, pre-service training in driving should include; their clients should be trained on road safety, safe driving, and knowledge of vehicle maintenance. Warehouse employees should be taught how to lift objects, the use of protective gear, and how to operate such structures as forklifts and trolleys. The clerical workers should be taught how to position themselves at their workstations, how to reduce stress, and how they can avoid developing RSI’s (Adi et al., 2021).
One of the most important strategies proposed in the Occupational Risk Prevention Plan is the communication that has to take place in the company. OnTime LC needs to ensure it is communicating to the employees regarding safety requirements, policies, and changes to the risk minimization techniques. The communication strategy should therefore involve both downward and upward communication. Finally, management should timely inform the employees of the safety policies, and changes that take place through meetings, emails, or any notice that is deemed appropriate. They should also be encouraged to report any instances of perceived weakness with the current practicing safety policies or recommend changes in the safety policies through feedback forms, boxes, or group meetings (Tripathi & Mittal, 2024).
The recommendations of the Occupational Risk Prevention Plan shall have to be controlled and assessed constantly. Accident/near miss/ safety hazard reporting system OnTime LC should establish. This type of design will be useful in determining where the safety needs of the company are insufficient or where adjustments are required. A company should regularly perform safety audits to check the firm’s conformity to legal requirements and also to benchmark against other firms. This is why consultation with the employees will form part of the exercise to ensure that there is input on the areas of concern or lack of them in the plan. Lastly, it suggests strategic development of OnTime LC through permanent improvement. The organization should look at its records by the safety audits, accidents, and opinions of employees to shape the prevention strategy and add new ways of addressing hazards at the workplace (Simms et al., 2020).
The failure in workplace safety and ethics came to light in the case of UK-based retailer Sports Direct in early 2016. The auditor’s probe disclosed that the company has engaged in various acts of compliance violations on health and safety aspects with the public and legal actions following this development. At the heart of the scandal, it was apparent that in its Shirebrook warehouse, many workers complained about working conditions, and had to put up with exploitative practices, and as for safety measures, it seemed there were none. The employees in the warehouse experienced huge pressure to produce, and this led to desperation and putting their lives at risk more than anything else. News suggested that one was fired for not coming to work, let alone for going to the hospital for a check-up (Butler, 2020). Many examples were provided of the company’s completely cavalier attitude toward occupational health and safety, such as workers fainting on the job from exhaustion and being disciplined for being absent even if the absence was due to a doctor’s orders. The “six strikes and you’re out” policy roped in employees under the fear of losing their jobs and working relentlessly in the organization instead of focusing on their health. Further, place: Manual handling risks were also a concern felt by employees at Sports Direct; the organization was accused of poor handling of this risk. Thousands of employees were involved in lifting loads and objects that included heavy boxes with little or no safety training to manage and use equipment to prevent musculoskeletal disorders. Lack of adequate personal protective equipment; PPE and an unclean environment also added to the safety issue. These irregularities had the following effects: Such practices were for some time revealed in a parliamentary investigation and negatively affected the company’s reputation and revenues. Mike Ashley, the founder was called to appear before the Business, Innovation, and Skills (BIS) Committee to answer the matters. These disclosures provoked the public which compelled the company to agree to review its safety standards and working environment (BBC News, 2016).
On the other hand, Rolls-Royce, a UK-based engineering and aerospace firm is known to have a top-notch occupational health and safety program. The safety management system of the company is extremely strong with the focus on the most powerful program called “Zero Harm,” which focuses on eradicating all possible incidents or injuries at the workplace using intensive organizational measures and participation of the employees as well as constant improvement. The following are some of the ways that Rolls-Royce embraces safety, safety has to start with the leadership. The management of this company has adopted an organizational health and safety management system compatible with international best practices like ISO 45001. These are risk management assessments, occurrence reports, and embedding of safety factors in all activities of the company (Health and Safety in an Era of Smart Manufacturing, n.d.). The leadership communicates the issue of safety with all members and comprises and conducts training sessions and workshops for members, hence there is constant relativity of safety as a key factor in the organizational hierarchy of the company. Another interesting practice of Rolls-Royce is the engagement of its employees in safety activities undertaken by the company. The company also encourages workers to report on possibilities of risks and engage in decision-making processes of ways of controlling the risks through safety committees and suggestion systems. Performance is evaluated by moderate safety audits and reviews, followed by addressing existing issues and taking corrective action. The final determinant of safety success at Rolls-Royce is technology and innovation, which will be discussed in this section (Health, Safety and Environment, n.d.). For example, in the production line, the company incorporates complicated automation technology and robotics to avoid direct contact with toxic atmospheres. This not only makes it safer but also makes it function better. Besides physical safety, Rolls-Royce has a major focus on people’s psychological state. There are policies in the company that have been put in place to help those employees experiencing stress, anxiety, and other mental health issues. Efforts like anonymous services for counselling and training for developing more psychological stability cases have been effective in supporting the workplace environment (Yumpu.com, n.d.).
Conclusion
The study also confirms the relevance of culture-safe occupational risk prevention plans and the necessity of their proper perfection and realization to guarantee work safety and a healthy livelihood. Inadequate training, excessive workloads, and unsafe practices are highlighted as deficiencies of OnTime SL, which further underlines the need to take a holistic approach to risk management. Real-world examples from cases also reinforce the effect of impunity and the advantages of superior levels of safety. Sports Direct itself has recently fallen foul of weak safety strategies, resulting in staff injuries, reputational issues, and investigations. Conversely, Rolls Royce shows one good example of a company that embraces this aspect of safety through different measures and practices not only for the organization‘s safety but also for the safe working spaces for employees resulting in high survival rates. These findings stress that the promotion of the safety culture is not solely about compliance with legal needs because safety culture increases the morale of the employees, the effectiveness of operations, and the reputation of the organization. Businesses have to make safety one of the areas of organizational fundamental importance.
References
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