Health And Social Care Level 3 Unit 3 M1
Unit 3
M1
In this assignment I am going to describe how health and safety legislation, policies and procedures promote the safety of individuals in a health or social care setting.
Firstly, all health and social care settings should have fluent staff training; this is to ensure that all staff is actually aware of the policies, safety legislation and procedures they will have to follow when working in the health and social care setting. The manager should go through all potential procedures that will have to be carried out in any incident. For example, the manager should construct a map of the building and make clear where all exits and emergency exits to the building are, this is in case of a patient escaping the building or in case of a …show more content…
fire, as the map will show clear routes to ensuring no one is in harm. The maps should be scattered all over the building on the walls so they are easy to find. All staff should be informed on where all fire exits are in the building and also explained to the service users so they have an understanding on the nearest exit if a fire occurs. This is following the fire precautions act 1997 as its main duty is to ensure all staff and service users are safe in the health and social care setting. The fire precautions act state that premises with over 5 workers must have a written risk assessment explaining fire safety work that needs to be required. Following the risk assessment, the employer must, where necessary, in order to safe guard service users and workers, provide the following; emergency routes and doors, lighting above emergency exits, fire equipment (fire extinguishers) fire detectors and fire alarms where necessary. All these should be provided with picture signs so anyone would be precautious and aware when using them, this is put in place by the health and safety (safety signs and signals) regulations 1996 act. Here are examples of these below.
The manager of the organisation must train employees in fire safety following this risk assessment. An emergency procedure should be clearly explained by the employer to employees on how to act and what to do if a fire occurs for example; they must set the fire alarm, contact the fire services, keep all service users calm also workers (but should focus on service users) and calmly leading everyone outside to the safety point, quickly taking a register to ensure no one is still inside the building. In order for this to work efficiently and professionally, all workers must be prepared, trained and equipped. All equipment and facilities such as fire extinguishers, smoke detectors etc should be regularly checked in order to ensure they function properly, if not, they should be fixed immediately as if a fire did occur, everyone will be at great risk of harm as they may not be aware of the fire (fire alarm defaulted) or cannot put out a fire in emergency (may be trapping or already harming someone). When repaired, it should be all recorded to ensure everything is up to date; this is because if anyone was harmed and the manager was to blame, she will have proof that the equipment was not faulty. Having all equipment up to date can prevent or decrease the risk of service users/ workers from being harmed. In every health and social care organisation a fire drill should occur every few months, this is so the workers and service users will understand what to do if a fire does occur also will know what to expect. For example in a school, a fire drill occurs every 5 months, the children are now used to this and do not feel as alarmed and as scared as they did the first time, they now have an understanding on what to do and where to go when the fire alarm sounds off.
Employers must appoint an adequate number of competent persons to assist them to comply with their obligations. This was stated by : http://www.legislation.gov.uk/uksi/1997/1840/contents/made. The fire precautions (workplace) regulations 1997.
This means that if it was just the manager’s responsibility to ensure all fire precaution measures, it wouldn’t be efficient enough as they will need other workers which are reliable and professional and with plenty of training to assist them with things such as; changes which need to be made, carry out risk assessment, train staff, inform service users’ etc. the manager won’t have enough time to do this by themselves, therefore the workplace would not be safe and the service users be prone to accidents and harm. The worker which assist the manager with risk assessments should have plenty on knowledge, experience and other qualities such as trust worthy, reliable, organised and using their initiative when needed in order to make the risk assessment very effective to prevent any hazards and harm occurring. If the workers fail to follow this procedure for example not doing risk assessments regularly or just the manager doing them, they would be committing a criminal offence and can be charged/ arrested.
A regulation which promotes the safety of individuals in a health or social care setting is code of conduct; this is a strict rule which informs the workers on what behaviour is acceptable when working in the organisation. This means workers should not harm their clients in any way such as physically, emotionally, intellectually or socially as they should reinforce good practise. An example of harming clients social health- ruining their friendships or turning others against them. Example improving/ encouraging an individual’s social health- encouraging new friendships for the client or encourage development of current friendships. There is a guide to all workers which provides workers with a guide to what is reasonably practicable in the workplace and how they can apply it to certain circumstances/ emergencies which may arise in work to assist service users. Certain circumstances/ emergencies including; fire, aggression, intruders, abuse, accidents etc. if the worker doesn’t have an understanding on how to act in these circumstances, they could be encouraging any harm or making the situation worse, for example; a child with learning disabilities begins abusing another child by punching them, the support worker starts being aggressive and shouts and pulls the child away, but just makes the child more aggressive and just makes it worse. If the support worker was calm and knew how to deal with the situation appropriately, then the child wouldn’t have got as harmed as he could of and the abusive child’s aggressive behaviour wouldn’t have got out of control.
The health and safety act states that anything which can be harmful to service users should be out of reach, this way, it would be reducing the risk of the service users being harmed, for example; a child in a learning disabilities takes the teacher’s pass key off the table, unlocks the main exit and wonders around the car park. It is the teacher’s responsibility to keep the passkey on them so the students don’t have access to it, this way they will be in a secure environment where they can be looked after. The health and safety act is very important, especially in health and social care settings as many of the service users are vulnerable and do not have a clear understanding on what can harm them, therefore is up to the carers to safeguard them. For example in a foster care home, the carer must not leave a child on their own around something which can harm them such as, fire, oven/ appliances in kitchen, pets, water near electrical equipment etc. also if the child is disabled, changes in the house must take place to ensure the child is not at risk of harm for example; there may have to be a stair lift which the child can use to get up and down the stairs safely, also the foster carer should always be present and assist the child when using it to ensure they don’t have any accidents using it.
The health and safety act 1974 states that an organisation with more than five workers, must have constructed their own written health and safety policy to ensure the health and safety of the service users and workers. The policy must include arrangements and arrangements to ensure the health and safety of the service users, an example of this is; it is the manager’s responsibility and 3 other fully trained workers to carry out a regular risk assessment, to check whether all risks are minimized and to ensure all problems which can cause harm are corrected. It must include responsibilities of workers in different areas of the workplace- ensuring a daily routine is in place. Information on who the organisation representatives are- who are involved in consultations- makes improvements on problems and concerns related to health and safety, for example; complaints have been made that the lifts are two small to fit wheelchairs in- this should be reported to the representatives in order to change this. Identify the first aiders, who keeps records of the health of the workers and service users which is important because if a problem arises within a service users health, previous health information/ medication could help with treatment or prevention.
The organisation’s policy statement should be reviewed and possibly altered because of certain experiences/ changes to the organisation or problems such as; an employee leaving the company as they wasn’t efficient enough when being responsible for recording accidents and hazards.
The Data Protection Act 1998 is an example of a piece of legislation, the aim of the data protection Act is to protect the rights and freedoms of individuals, especially the right to privacy when storing their personal data.
The data protection act ensures that all employee’s keep service user’s information confidential and to handing their personal information appropriately. This personal information can be anything such as; the individuals address, gender, sexuality, beliefs, name, medication/ diagnosis, treatment, illness etc. the data protection act also ensures that the employees show the individual the information which has been processed about them, as they have the right to see this. If an employee do not follow the data protection act, they will be guilty of criminal offence as they will be breeching confidentiality as they would be putting the individual at significant risk of harm. Confidentiality between the service user and the service provider is very important as the service user can trust them to give important information. If the individual doesn’t feel secure when giving this information, they may disclose it, which is essential not to happen for example; a patient feels uncomfortable about telling a doctor about her sexual health, therefore discloses certain information such as signs or symptoms which will determine what illness she
has.
It
M1
In this assignment I am going to describe how health and safety legislation, policies and procedures promote the safety of individuals in a health or social care setting.
Firstly, all health and social care settings should have fluent staff training; this is to ensure that all staff is actually aware of the policies, safety legislation and procedures they will have to follow when working in the health and social care setting. The manager should go through all potential procedures that will have to be carried out in any incident. For example, the manager should construct a map of the building and make clear where all exits and emergency exits to the building are, this is in case of a patient escaping the building or in case of a …show more content…
fire, as the map will show clear routes to ensuring no one is in harm. The maps should be scattered all over the building on the walls so they are easy to find. All staff should be informed on where all fire exits are in the building and also explained to the service users so they have an understanding on the nearest exit if a fire occurs. This is following the fire precautions act 1997 as its main duty is to ensure all staff and service users are safe in the health and social care setting. The fire precautions act state that premises with over 5 workers must have a written risk assessment explaining fire safety work that needs to be required. Following the risk assessment, the employer must, where necessary, in order to safe guard service users and workers, provide the following; emergency routes and doors, lighting above emergency exits, fire equipment (fire extinguishers) fire detectors and fire alarms where necessary. All these should be provided with picture signs so anyone would be precautious and aware when using them, this is put in place by the health and safety (safety signs and signals) regulations 1996 act. Here are examples of these below.
The manager of the organisation must train employees in fire safety following this risk assessment. An emergency procedure should be clearly explained by the employer to employees on how to act and what to do if a fire occurs for example; they must set the fire alarm, contact the fire services, keep all service users calm also workers (but should focus on service users) and calmly leading everyone outside to the safety point, quickly taking a register to ensure no one is still inside the building. In order for this to work efficiently and professionally, all workers must be prepared, trained and equipped. All equipment and facilities such as fire extinguishers, smoke detectors etc should be regularly checked in order to ensure they function properly, if not, they should be fixed immediately as if a fire did occur, everyone will be at great risk of harm as they may not be aware of the fire (fire alarm defaulted) or cannot put out a fire in emergency (may be trapping or already harming someone). When repaired, it should be all recorded to ensure everything is up to date; this is because if anyone was harmed and the manager was to blame, she will have proof that the equipment was not faulty. Having all equipment up to date can prevent or decrease the risk of service users/ workers from being harmed. In every health and social care organisation a fire drill should occur every few months, this is so the workers and service users will understand what to do if a fire does occur also will know what to expect. For example in a school, a fire drill occurs every 5 months, the children are now used to this and do not feel as alarmed and as scared as they did the first time, they now have an understanding on what to do and where to go when the fire alarm sounds off.
Employers must appoint an adequate number of competent persons to assist them to comply with their obligations. This was stated by : http://www.legislation.gov.uk/uksi/1997/1840/contents/made. The fire precautions (workplace) regulations 1997.
This means that if it was just the manager’s responsibility to ensure all fire precaution measures, it wouldn’t be efficient enough as they will need other workers which are reliable and professional and with plenty of training to assist them with things such as; changes which need to be made, carry out risk assessment, train staff, inform service users’ etc. the manager won’t have enough time to do this by themselves, therefore the workplace would not be safe and the service users be prone to accidents and harm. The worker which assist the manager with risk assessments should have plenty on knowledge, experience and other qualities such as trust worthy, reliable, organised and using their initiative when needed in order to make the risk assessment very effective to prevent any hazards and harm occurring. If the workers fail to follow this procedure for example not doing risk assessments regularly or just the manager doing them, they would be committing a criminal offence and can be charged/ arrested.
A regulation which promotes the safety of individuals in a health or social care setting is code of conduct; this is a strict rule which informs the workers on what behaviour is acceptable when working in the organisation. This means workers should not harm their clients in any way such as physically, emotionally, intellectually or socially as they should reinforce good practise. An example of harming clients social health- ruining their friendships or turning others against them. Example improving/ encouraging an individual’s social health- encouraging new friendships for the client or encourage development of current friendships. There is a guide to all workers which provides workers with a guide to what is reasonably practicable in the workplace and how they can apply it to certain circumstances/ emergencies which may arise in work to assist service users. Certain circumstances/ emergencies including; fire, aggression, intruders, abuse, accidents etc. if the worker doesn’t have an understanding on how to act in these circumstances, they could be encouraging any harm or making the situation worse, for example; a child with learning disabilities begins abusing another child by punching them, the support worker starts being aggressive and shouts and pulls the child away, but just makes the child more aggressive and just makes it worse. If the support worker was calm and knew how to deal with the situation appropriately, then the child wouldn’t have got as harmed as he could of and the abusive child’s aggressive behaviour wouldn’t have got out of control.
The health and safety act states that anything which can be harmful to service users should be out of reach, this way, it would be reducing the risk of the service users being harmed, for example; a child in a learning disabilities takes the teacher’s pass key off the table, unlocks the main exit and wonders around the car park. It is the teacher’s responsibility to keep the passkey on them so the students don’t have access to it, this way they will be in a secure environment where they can be looked after. The health and safety act is very important, especially in health and social care settings as many of the service users are vulnerable and do not have a clear understanding on what can harm them, therefore is up to the carers to safeguard them. For example in a foster care home, the carer must not leave a child on their own around something which can harm them such as, fire, oven/ appliances in kitchen, pets, water near electrical equipment etc. also if the child is disabled, changes in the house must take place to ensure the child is not at risk of harm for example; there may have to be a stair lift which the child can use to get up and down the stairs safely, also the foster carer should always be present and assist the child when using it to ensure they don’t have any accidents using it.
The health and safety act 1974 states that an organisation with more than five workers, must have constructed their own written health and safety policy to ensure the health and safety of the service users and workers. The policy must include arrangements and arrangements to ensure the health and safety of the service users, an example of this is; it is the manager’s responsibility and 3 other fully trained workers to carry out a regular risk assessment, to check whether all risks are minimized and to ensure all problems which can cause harm are corrected. It must include responsibilities of workers in different areas of the workplace- ensuring a daily routine is in place. Information on who the organisation representatives are- who are involved in consultations- makes improvements on problems and concerns related to health and safety, for example; complaints have been made that the lifts are two small to fit wheelchairs in- this should be reported to the representatives in order to change this. Identify the first aiders, who keeps records of the health of the workers and service users which is important because if a problem arises within a service users health, previous health information/ medication could help with treatment or prevention.
The organisation’s policy statement should be reviewed and possibly altered because of certain experiences/ changes to the organisation or problems such as; an employee leaving the company as they wasn’t efficient enough when being responsible for recording accidents and hazards.
The Data Protection Act 1998 is an example of a piece of legislation, the aim of the data protection Act is to protect the rights and freedoms of individuals, especially the right to privacy when storing their personal data.
The data protection act ensures that all employee’s keep service user’s information confidential and to handing their personal information appropriately. This personal information can be anything such as; the individuals address, gender, sexuality, beliefs, name, medication/ diagnosis, treatment, illness etc. the data protection act also ensures that the employees show the individual the information which has been processed about them, as they have the right to see this. If an employee do not follow the data protection act, they will be guilty of criminal offence as they will be breeching confidentiality as they would be putting the individual at significant risk of harm. Confidentiality between the service user and the service provider is very important as the service user can trust them to give important information. If the individual doesn’t feel secure when giving this information, they may disclose it, which is essential not to happen for example; a patient feels uncomfortable about telling a doctor about her sexual health, therefore discloses certain information such as signs or symptoms which will determine what illness she
has.
It