LO3 - Roles and Responsibilities Flashcards
(23 cards)
Roles of Employers
- Ensure compliance with the health and safety legislation
- Provide a safe place to work
- Provide any necessary training
- Provide appropriate and safe work equipment
Role of the NHS
- Provide environments that are secure and healthy to work in and visit
- Must provide staff with training, information and supervision to be able to work safely
Role of the Local Authority
Promote health and safety:
- Provide guidance and raise awareness of health and safety by providing information about roles and responsibilities
Enforce health and safety standards:
- Carry out inspections and make recommendations for improvements
- Send advisory letters, re-inspect or prosecute premises if they do not maintain adequate standards
Role of the Care Manager or Private Care Home Owner
- Develop, review and update the care home’s health, safety and security policies and procedures
- Ensure effective safe systems for recording, reporting and investigating accidents, injuries and incidents under RIDDOR Regulations
Role of the Headteacher and Board of Governors
- Oversight and management roles to ensure safeguarding to protect the welfare of staff, students and visitors
Role of the Third Sector (Charities)
- Have a role to play in safeguarding
- Promote health, safety and security for their employees as well as individuals who require their help and support
Examples of Third Sectors - Barnardo’s, Age UK, Childline, MIND, Menace
Role of Employees
- Use safe working practices to maintain their own and other’s safety
- Attend health and safety training
- Use PPE provided
- Report hazards in the workplace
Role of Individuals who require care and support
- Follow any health and safety instructions provided verbally by staff
- Report any hazards they become aware of
Responsibilities of Employers
- Promoting health and safety policies
- Ensuring all relevant health and safety policies are in place
- Ensuring all staff are aware of their responsibilities as stated in the relevant policies
- Ensuring health and safety training is provided
- Ensuring appropriate staff are recruited
Responsibilities of Employers
- Maintaining health and safety policies
- Keeping up to date with legislation
- Updating policies regularly
- Recording and following up all accidents and incidents
- Providing induction training for new staff
- Providing ongoing training
- Checking the setting for health and safety issues
- Staff supervision
Responsibilities of Employers
- Enforcing health and safety policies
- Regular fire drills evacuation practices
- Ongoing monitoring, supervision and training
- Managing responses to external checks such as the CQC or Ofsted
- Monitoring whether policies for staff ratios, levels of supervision and working hours are being complied with
- Implementing disciplinary procedures as and when required
Responsibilities of Employees
- Using equipment or substances
- Using only in accordance with training
- Taking care of themselves and others around them
- Co-operating with wearing PPE as required and provided
- Not tampering with or misusing any equipment provided to meet health and safety regulations
Responsibilities of Employees
- Reporting serious or imminent danger
- Communicating hazards and anything dangerous to the employer immediately
- Implementing safeguarding procedures
Responsibilities of Employees
- Reporting shortcomings
- In health and safety arrangements or procedures
Responsibilities of Individuals who require care and support
- Understanding health and safety policies
- Taking part in fire evacuation drills as necessary
- Reporting any hazards they become aware of
- Co-operating with risk assessments and safety instructions
Consequences of not meeting responsibilities
- Direct costs
- Setting sued for negligence by residents, patients and their families or staff
- Compensation costs
- Legal costs
- Fines
- Insurance may not pay out if legal obligations were not complied with or procedures not followed
Consequences of not meeting responsibilities
- Indirect costs
- Poor reputation for the care setting which could result in closure
- Loss of business income (if a private care setting) which could lead to closure due to lack of income
- Difficulty recruiting suitable staff which could increase training costs
- Lowered staff morale
- High staff turnover
- Loss of trust and respect from colleagues and service users
- Future employment may be difficult to find
Consequences of not meeting responsibilities
- Disciplinary action
- Dismissal of those responsible
- Disciplinary procedures instigated:
1) Verbal warning 2) First written warning
3) Suspension 4) Dismissal
–> Stage depends on previous performance - Management changes
- Increased monitoring of the setting e.g. Oftsed, CQC, Local Authority Inspecstions and Re-inspections
- Requirement for an individual to undergo further training or re-training
Consequences of not meeting responsibilities
- Civil or criminal prosecution
- Civil law - sued for compensation
Consequences of not meeting responsibilities
- Criminal law
- Prosecution for breaching regulations
- If serious injury or death has occurred and in cases of negligence
- Could lead to a custodial sentence in very serious cases
Consequences of not meeting responsibilities
- Causing injury or harm or Being injured or harmed
- Injury, harm, death of residents, staff or visitors
- Examples- Fractured limbs, Food poisoning, Disease, Exposure to infection, Burns
- Poor standards of care, neglect, abuse
Removal from professional registers
- Regulators of health, social care and teaching professions hold registers of those qualified to practise
- Individuals can be ‘struck off’ their professional register die to ‘fitness to practise’ concerns
–> The fitness to practise process is designed to protect the public from those registrants who are not fit to practise as there are concerns about their ability to practise safely and effectively due to dishonesty, violence or harm to service users
What does removal from professional registers involve?
- Being ‘struck off’ and not allowed to practise at all
- Practice being restricted e.g. they may be limited in what they are allowed to do
- Loss of professional status and reputation
