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By Joan Lewis, Greta Thornbory
Employment legislation and occupational well-being: a realistic handbook presents an important consultant to most sensible perform for all occupational wellbeing and fitness practitioners. This readable advisor to the legislations can assist to make sure either company luck and appreciate for person employment rights. the price of ailment absence can current significant expenses and enterprise administration difficulties to employers and safeguarding well-being is hence very important to each person and to all employers.
Employment legislations and occupational overall healthiness: a pragmatic handbook explores key matters in occupational future health perform from pre-employment, via well-being surveillance and occupational healthiness companies to termination of employment. themes explored comprise moral and confidentiality concerns, discrimination, facts security, operating in a foreign country, being pregnant and maternity depart, place of work guidelines, medicinal drugs and alcohol checking out, tension, counselling, overall healthiness surveillance behavior ideas.
Content:
Chapter 1 Recruitment and Pre?Employment overall healthiness evaluation (pages 1–24):
Chapter 2 documents and reviews (pages 25–43):
Chapter three future health Surveillance (pages 44–75):
Chapter four Occupational overall healthiness companies (pages 76–110):
Chapter five In ailment and in health and wellbeing (pages 111–143):
Chapter 6 Termination of Employment (pages 144–160):
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Additional info for Employment Law and Occupational Health: A Practical Handbook
Example text
3. Step 2: Decide who might be harmed and how The important aspects of this step are those people you may not necessarily have thought about: young workers, expectant mothers, other vulnerable people, or even the general public if you think of such things as building scaffolding or public events. This may lead you to consider that there are some jobs that cannot be undertaken by certain groups, but care must be taken here, and if necessary advice sought, as legislation such as the Disability Discrimination Act 1995 may come into play.
G. 3 This concept of risk ELA_C01 16/06/2006 16:11 Page 13 Recruitment and Pre-employment Health Assessment 13 Step 1: Look for hazards Step 2: Decide who might be harmed and how Step 3: Evaluate the risks. Decide whether the existing precautions are adequate or whether they should be improved Step 4: Record the findings Step 5: Review the assessment and revise it if necessary Fig. 2 Five steps to risk assessment (HSE 1998)3. assessment has alarmed some employers and they have in some instances tried to pass the responsibility on to occupational health, or have avoided getting to grips with their obligations under the legislation.
If an applicant is likely to be unemployed or is in competition with others then he may feel compelled to take part in the process,5 or it may be that he withholds vital information about his mental or physical condition. In order to be able to make professional, evidence-based decisions on the mental and physical suitability of a prospective employee for a particular job, the occupational health practitioner needs to be thoroughly aware of the job requirements and any risks or health hazards within the duties relative to the individual.