Workplace Hazards and Risk Control

Workplace Hazards and Risk Control

These hazards can be controlled through the risk assessment process and by careful design construction of the workplace.

Hazards in the Workplace

When people move around in workplace they are exposed to a range of hazards simply by being pedestrians. These hazards can be categorized by the type of accident that they cause. Details of these categories, along with some typical conditions and environment in which each hazards might arise, follow.

Slips, Trips and Falls on the same Level

Typical slip hazards:

·        Smooth floor surfaces that are:

-         Inherently slippery (e.g. polished marble).

-         Wet because of spills or cleaning operations.

·        Contamination of a floor with slippery contaminant (e.g. oil or leaves)

A person’s footwear can make a big difference to how vulnerable they are to slipping on a floor.

Typical trip hazards:

·        Uneven or loose floor surfaces(e.g. broken paving slab;

Poorly-laid floor mat).

·        Trailing cables (e.g. the cord of a vacuum cleaner).

·        Objects on the floor (e.g. a bag left on the floor).

Note that people frequently ‘trip over their own feet’.

When people slip or trip, they often fall to the floor. Though falls on the same level do not always lead to serious injury, they may well lead to broken bones (especially in the hand, wrist or arm).

Risk Control Measures

The employer should collect information about the state of the problem in the workplace. Company history may show a clear pattern of drug or alcohol misuse. Of course, in some locations local culture will dictate that drugs and alcohol are severely restricted in use.

The employer should establish a clear drugs and alcohol policy. This policy might contain the following:

·        Rules restricting access to alcohol in the workplace or during working hours.

·        Statutory legal requirements prohibiting workers from being under working hours.

·        Non- Statutory requirements prohibiting workers from being under the influence of drugs and alcohol

·        Arrangements for any random drug and alcohol testing that workers will be subject to.

·        Arrangements for workers to have access to rehabilitation and treatment programmers if they admit to having a problem.

·        Provision of information, instruction and training for workers, supervisors and managers.

Drug and alcohol awareness campaigns should also be considered.

Any drug alcohol testing policy must be justified and clearly explained to workers. There are legal and ethical issues associated with testing regimes that must be carefully considered.

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