Health, safety and security

Assess for danger

Keep themselves and the area safe

Prevent further harm

Maintain respect and dignity

Get help

Stay with the individual until help arrives

AKPMGS

Direct costs - e.g. sick pay, fines, claims

Indirect costs - e.g. low staff morale, overtime payments

Disciplinary action - e.g. first/final warning, dismissal, struck off professional registers

Employers:

Ensure records and information about employees are maintained and up to date,
Follow organisational policies and procedures,
Protect the health and welfare of the employees,
Assess risks in the workplace.

Employees:

Use equipment or substance in accordance with training,
Report serious or imminent danger,
Deliver good service,
Cooperate with employer.

Individuals who require care and support:

Adhere to the care settings' procedures,
Treat employees with respect,

Environmental - e.g. slip and trip hazards

Biological - e.g. waste and infection

Chemical - e.g. medicines, cleaning materials

Psychological - e.g. stress, fatigue

Physical - e.g. noise, radiation

Musculoskeletal - e.g. manual handling, display screen equipment

Working conditions - e.g. temperature, noise, travel

Working practices - e.g. working hours, supervision

Lack of security systems - e.g. door locks, alarm systems

A high workload due to staff absence can cause stress which can cause high blood pressure, poor ventilation can cause respiratory illnesses or poor personal hygiene can cause MRSA.

Injury or harm

Illness

Poor standards of care

Financial loss (e.g. theft, high staff turnover, legal action)

Intentional = done on purpose, deliberate (e.g. financial abuse)

Unintentional = not done on purpose, not meant to intend harm (e.g. poor care)

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For example:

Theft is intentional abuse

Poor care leading to pressure ulcers is unintentional abuse

Then think about PIES!!!!

= protect from harm or damage with an appropriate measure

Safeguarding must be person-centred and outcome-focused.

It involves working collaboratively to prevent abuse and neglect where possible. ... assuring itself that safeguarding practice is continuously improving and enhancing the quality of life of adults in its area.

A DBS check is a record of a person's criminal convictions and cautions – carried out by the Disclosure and Barring Service.

There are three levels of DBS checks – with each one suited to different types of roles.

These are:

Standard – covering spent and unspent convictions, reprimands, cautions, and final warnings.

Enhanced – covering all of the above plus any relevant information held by police.

Enhanced with list checks – covering everything in the enhanced check, plus a check of the DBS barred lists.

Reporting of accidents

Evacuation procedures

Follow-up review of critical incidents and emergencies

Report to relevant authorities (e.g. calling the police, notifying social services)

An accident is a bad event caused by error or by chance. Accidents are always unintentional, and they usually result in some damage or injury. A car crash is one example of an accident.

Incident can refer to any event – big or small, good or bad, intentional or unintentional. A bank robbery, a funny or controversial situation, an argument between celebrities, etc. – all can be described as incidents.

Incident is more general, and accident is more specific.

Food Safety Act [1990]

• Requires good personal hygiene is maintained when working with food so it's safe to eat. 
• Records are kept of where food is from so that it can be traced if needed. 
• Any food that isn't safe, must be removed and an incident report must be complete.

Health and Safety at Work Act [HASAWA) 1974]

• This is that basis for other health and safety regulation and guidelines.The Health and Safety Executive (HSE) is established as the regulator.
  • Its general subject-specific regulations have also been put into place to keep the workplace safe.
• Employers must protect the 'health, safety and welfare' for all of the employees at work.
• Key duties and responsibilities for all of the people at work.

Manual handling Operations Regulations [1990]

• Covers transporting/supporting of any load including; (people) and how to carry this out safely and prevent injury.
• Employers avoid hazardous manual handling tasks where possible and assess those that cannot be avoided.
• Employers must eliminate/reduce the risk assessment with manual handling tasks.
• Employers must provide information, training and supervision about safe moving and handling.

Injuries Diseases & Dangerous Occur [RIDDOR, 13]

• Employers must report and keep records for 3 years of work-related accidents that cause death and serious injuries (reportable injuries), diseases and dangerous occurrences - Incidents with potential to cause harm.
• Work settings must have procedures in place for reporting injuries, disease and incidents.
• Employers to provide information and training on reporting injuries, diseases and incidents.

Data Protection Act [1998]

• Protects the security of personal information.
• Information is accurate and up-to-date.
• Must not be kept longer than necessary.
• Data must be adequate, relevant and not excessive.
• Must be used fairly and lawfully.
• Must be used for specific purpose only.
• Controls use of personal information by the public and private organisation.
• Individuals have the right to find out what information the organisation store about them.

Control Substances Hazardous Health Reg [COSHH,02]

This is designed to protect people from hazardous substances - Any substance that can cause harm or ill health. 

• Employers must carry out a risk assessment to prevent/control exposure to hazardous substances.
• Employers must have procedures in place, for safe working with hazardous substances.
• Employers must provide information, training and supervision so that work activities can be carried out safely.