Work Related Stress–RA002

Generic Risk Assessment Reference: RA001 Review Date: 11/01/2020 Risk Assessment Title: Slips, Trips and Falls Risk Assessor: Vincent Jack Task Process: Slipping, Tripping and Falling Persons at Risk: Employees, Directors, Sub-Contractors, Members of the Public

Likelihood x Severity = Risk Ranking Number

Likelihood Score Outcome Severity Score

Highly Improbable 1 Negligible Injuries 1 Remotely Possible 2 Minor Injuries 2 Occasional 3 Major Injuries 3

Fairly Frequent 4 Fatal Injuries 4 Almost and Certainty 5 Catastrophic Fatalities 5

Hazard RRN POWRA = Point of Work Risk Assessment

Risk Ranking Number (RRN) = Likelihood x Severity

Low Risk = Med/Low Risk = 6-10 Med/High Risk = 111-5 15 High Risk = 16-25

No further action required Further control measures may be required Immediate remedial action required

Control Measures RRN After Measures Any Further Action & Picture Aids

Slips, Trips and Falls in Workshop due to uneven or slippery surfaces 4x4=16 ⚫ Personnel to check rails and foot steps before using ladder ⚫ Rails & foot steps must be free from grease & debris and must be clean ⚫ In wet weather personnel are to take extra care around the entrance area ⚫ Cables to be stored away neatly when not in use ⚫ Personnel are not to stand or tilt on chairs ⚫ Tools are to be stored in allocated areas and not left lying about ⚫ Spill kits to be readily available for spillages ⚫ Personnel to alert anyone present of a spillage to prevent slips or trips ⚫ All areas to be well lit ⚫ All walkways to be left clear and deliveries to be sorted immediately ⚫ Regular floor checks to be undertaken 3x3=

9

Injury due to yard/office hazards such as uneven, wet, slippery surfaces, untidy surroundings or changes in level 4x4=16 ⚫ All cables are stored away neatly or on reels ⚫ Awareness of uneven surfaces in the yard to be observed ⚫ Lighting to be used to indicate changes in levels, where appropriate ⚫ Slopes and steps may be indicated with fluorescent yellow paint ⚫ Personnel are not to stand or tilt on chairs ⚫ All work-related rubbish is to be placed in the bins/bags provided. ⚫ Tools are stored in allocated areas and not left lying about ⚫ Spill kits are readily available for spillages ⚫ Personnel to alert anyone present of a spillage to prevent slips or trips ⚫ Regular floor checks to be undertaken

Revision: 01 Diarised Review Date: 11/01/2021 Read and understood by: Print Name Signature Date

3x3= 9

Generic Risk Assessment Reference: RA002 Risk Assessor: Vincent Jack Risk Assessment Title: Work Related Stress Date of Assessment: 03/03/2020 Task Process: Any task undertaken at work Personnel at Risk: Employees/Directors/Sub-Contractors

We consider the level/severity of risk is dependent on the individual and therefore only the Nature of the Risk and Control Measures have been listed.

Existing Workplace Hazards Nature of Risk – specific causes identified within each hazard category Control Measures – existing workplace precautions Further Control Measures to consider

Demands

Long hours

Inadequate staffing

Inappropriately trained

Skills not recognised or promotion prospects not fulfilled Cut out unnecessary work communications e.g. outside the working hours

Adequate holiday allocations are taken to ensure adequate rest

New staff are taken on as necessary to comply with current work loads

Regular working hours with a 45 minute lunch break

Weekend work is optional

All employees have regular training reviews, and are booked into further courses as necessary Career planning discussions within the company/annual review

Boring or repetitive work Nature of work is changeable and if an employee complains about a particular task it is taken into account whenever possible in order to avoid prolonged periods of that particular task

Time that breaks are taken can be flexible to suit individuals on particular jobs.

Staff have an important say in how tasks/jobs are carried out, working within a team

Inadequate resources for task Tools and equipment used as necessary for each task

If on a job where alternative equipment/tools are needed, employees suggest what is necessary and it is provided whenever possible/ another working method will be implemented

Physical Working Environment:

Poor temperature control

Lack of facilities

Dusty working areas

Environmental factors such as weather Toolbox talks carried out

Maintain good airflow through workshop

Employees encouraged to take breaks in the shade and plenty of fluids are provided

First aid kits avaialable

Rest area and facilities provided

RPE/Dust masks available

Risk assessments for company tasks are available to employees Consider changing the way jobs are done by moving people between jobs if possible/give individuals more/less responsibility if required

V Jack/T Winstanley to discuss purchasing/changes in method

Psychological Working Environment:

Threat of aggression or violence

Verbal abuse

Individuals not getting on with other individuals Zero tolerance regarding work place bullying / violence and aggression

Complaints are fully investigated through appropriate channels

Individuals encouraged to discuss concerns with Vince/Tom

Control

Lack of control over work

Fixed deadlines Employees are listened to with work that they dislike for example, and wherever possible it will be distributed to others

Employees have annual reviews in which they can formally feed-back information to the Directors e.g. what work they particularly like, any changes/improvements they think should be implemented etc.

Deadlines are designed, whenever possible, to be achievable – if a deadline has to change due to works going wrong etc. then it is discussed and changed as necessary with Directors Further encourage employees to be forward-coming with new suggestions or sharing concerns

Support

If employees feel that they require more training in a particular area, this is gladly reviewed

Work is regularly monitored by Directors and an open line of communication at all times is given

Sickness and absence management

Return to work system

Inductions Systems in place

Absence and sickness monitored

Staff encouraged to share any concerns they may have

One-to-one meetings held as required

Consideration of flexibility of working hours due to personal situations etc.

Staff have a thorough induction when first joining the company

A wide range of training is provided

Toolbox talks carried out regularly and are available at all times

Post disciplinary, grievance or suspension Staff are supported as appropriate practice

Relationships

Poor working relationships Factors are investigated Consider a more clearly structured Returning to Work system

Consider ‘top-up’ induction for returning staff after a long absence for example

Consider training in interpersonal skills