Junaid Reyaz’s Post

During a Safety PAL product demo, the company asked how it could have helped in an unfair dismissal case. They suspected an employee of being under the influence of drugs or alcohol due to signs like irritability, confusion, poor job performance, and time-keeping. A worker was instantly dismissed after a boardroom conversation, which is undisclosed, due to an incident. The company claimed that the employee was a danger to himself and others. The employee came back with legal support, claiming unfair dismissal. I asked if the company had followed its drug and alcohol policy, testing procedures, and health and safety policy. This reply was wonderful! (Political answer) “We are extremely passionate about ensuring all our employees have a better understanding of drug and alcohol misuse, whether deliberate or unintentional. Even making the employees aware that misuse can harm the misuser physically and mentally and the business and sometimes co-workers.” I suspected the honest answer was No! The full story below: https://lnkd.in/eS6f6u2k #healthandsafety #accident #prevention #protection #SafetyPAL #HSE #safetymanagement #healthandsafetytraining #healthylifestyle #scaffolding #healthcare #wellness #safetyalways #worksafety #emergency #constructionindustry #riskassessment #environmental #compliance #drugandalcohol

The importance of real-time monitoring to compliment regulatory compliance cannot be understated. Taking the bare minimum approach is not an excuse anymore. If meeting the law is the sole focus, doing an 8-hour ( +/-30% accurate)sample in one place once every few months may seem sufficient to avoid prosecutions. However, is that truly fulfilling the role of an H&S professional? Collecting data from just one location for one hour out of every 60 worked, raises questions about the acceptability of such limited sampling to give a real picture. Real-time monitoring offers advantages and disadvantages, as does the regulated method. To make a real impact, it's crucial to consider a combination of both methods to cover all bases. In the realm of health and safety, prioritizing a comprehensive approach over the minimum requirement is not just a legal obligation but a moral imperative. It's about using common sense to ensure the well-being of all individuals involved. #HealthandSafety #RegulatoryCompliance #RealTimeMonitoring #SafetyFirst

Consequence of NON Compliance with health and safety Laws Non-compliance with health and safety laws isn't just about ticking boxes; it can have significant repercussions for individuals, organizations, and society at large. Here's why prioritizing compliance matters: 1️⃣ Legal Penalties: Fines, citations, and even criminal charges can be levied for violations, varying by severity and jurisdiction. 2️⃣ Civil Lawsuits: Non-compliance opens the door to costly civil lawsuits from injured employees or their families, resulting in financial damages and reputational harm. 3️⃣ Reputation Damage: Public perception suffers, leading to decreased trust, negative publicity, and long-term brand damage. 4️⃣ Workplace Morale: Unsafe conditions breed low morale, absenteeism, and turnover, impacting productivity and employee well-being. 5️⃣ Health and Safety Risks: Violations put employees at risk of injury or illness, disrupt operations, and create a culture of fear. 6️⃣ Loss of Productivity: Accidents lead to downtime, delays, and increased training costs, affecting the bottom line. 7️⃣ Regulatory Scrutiny: Non-compliance triggers increased inspections, diverting resources and disrupting operations. 8️⃣ Loss of Contracts/Licenses: Compliance may be a prerequisite for contracts or licenses, impacting business opportunities and growth. 9️⃣ Environmental Impact: Failure to comply can harm ecosystems, triggering additional penalties and environmental damage. Prioritizing compliance ensures the safety of employees, protects the organization's reputation, and fosters sustainable operations. #SafetyFirst #ComplianceMatters #WorkplaceSafety 🛡️👷♂️🌐 #h2ssafety #safetytraining #safetycourses

⚠️ Fear arises when individuals sense imminent danger, leading them to take action to safeguard themselves from harm. So, why do individuals fail to protect themselves from the consequences of neglecting their responsibilities under health and safety law? Many employees aim for a promotion to the role of director or eagerly accept a new position at work, looking forward to the status and potential financial benefits. Amidst the excitement however the responsibilities that come with the role are often overlooked.  When an incident occurs, the regulator will not only look at the organisation but also how individuals actively fulfilled their health and safety responsibilities. Recent years have seen an increase in health and safety prosecutions brought against individuals which have resulted in harsh prison sentences, personal fines and directors’ disqualifications. It can be all too easy to leave the responsibility to someone else, but every individual has a duty to promote health and safety within an organisation and take action where safety issues are identified.  Businesses should be regularly reviewing workplace arrangements to ensure they have up to date policies and procedures so that every individual knows what is expected of them. Individuals should be conversant with these arrangements and their responsibilities. ✉️For a discussion regarding workplace responsibilities or if you've been visited by the Health and Safety Executive (HSE), please get in touch by emailing aharold@excellolaw.co.uk. #HealthandSafety #RiskManagement #EmployeeSafety #BusinessOwner #RegulatoryLaw #WorkplaceSafety #BusinessDefence #ExcelloLaw

Do you suspect someone might be under the influence at work but are unsure of what to do or how to handle the situation? Register today for NEPIRC's Reasonable Suspicion Training webinar on Wednesday, December 4 from 8 to 10 a.m. via MS Teams! Led by Brian Matyjevich, NEPIRC's Professional Safety Expert & Lean Specialist, reasonable suspicion training helps managers, supervisors and company leaders recognize the effects of alcohol and drug misuse in the workplace. It shows how to identify signs of substance abuse, along with teaching how to make informed testing decisions without discrimination based on objective observation. What should employers do if they suspect an employee is under the influence of drugs or alcohol at work? This training presents the steps management should take to properly execute and document situations under a drug and alcohol testing policy. To learn more and register, visit https://bit.ly/3UobXSi or www.NEPIRC.com/Training. #mepnationalnetwork #manufacturing #workplacesafety #OSHA

You might have seen our posts on occasion or maybe this is the first time you're seeing anything from CleaniQ. Either way, when it comes to cleaning, hygiene, compliance, safety and everything in between we love it and we'll probably post about it.  If that sounds like something you'd be into, give us a follow 😊 #cleaniq #compliance #socials #followus  https://lnkd.in/g9PYzcy7

Your consultant talks the talk but do they walk the walk? You aspire to be a leader in your industry and/or organization. You want to perform at your best and deliver consistent results. You care about doing things right and protecting your employees or co-workers from various health, safety, and occupational exposure hazards. You hire a consultant to help you then the frustration hits! The industrial hygiene firm you hired fails to deliver on time and within budget. Instead of helping you mitigate your risk and liability, they increase it by doing a poor job and providing inadequate compliance documentation. Have you felt taken advantage of by learning that they proposed many things as legally required for you to learn later it was just their opinion and drove the cost up? Call BDN. At BDN, we do it right the first time because there isn't always a second! We strive to develop a trusted relationship/partnership with our clients to help them navigate the regulatory requirements and complexities surrounding worker health, safety, and industrial hygiene. We will present what is required, and if we have any recommendations above or beyond that, we will provide our reasoning and the added value it brings to you or your organization so you can make an informed decision. We tell you what you need to hear not what you want to hear! #bdn #creatingsafework

What an insightful session, Cindy-Lee Bekeer and LnP Beyond Legal dealing with project and permitting issues in the H&S practice area.

Boost your organization's safety culture with ISO 45001! 🌍🔒 Achieve global recognition, enhance operational efficiency, and protect your team with the world’s leading occupational health and safety standards. Register Now! For more information, contact us: Email: admin@tnvmail.com Contact: +91 92199 75790 Website: isoindia.org . . . . #WorkplaceSafety #HealthAndSafety #RiskManagement #ISOStandards #OperationalExcellence #SafetyFirst #DubaiStandards #PeruSafety #NegociosEspañoles #AustraliaSafety #NormasEspaña #PerúEmpresas #DubaiBusiness #AustraliaBusiness

I work as an OSHA Compliance Consultant in Arizona. I am perplexed that in 2024 we are still struggling with the requirement for safety sharps. The requirement for safety sharps for any 'employee/compensated' and/or an owner, who has incorporated themselves in a way that makes them an employee of their own incorporation, has been in place since the writing/promulgation of OSHA's Bloodborne Pathogens Standard, 1910.1030, (1992). Additionally, once a year, OSHA requires employers to evaluate for new technology and incorporate safer sharps. OSHA further wrote that if there is a safer option available, you incorporate them into your practice . There are four caveats that back you out of the requirement for safety sharps: 1. It won't become contaminated. (draw needles) 2. No technology available. (spinal needles don't come in a safety 3. Owner. (OSHA's jurisdiction limited to employees/compensated); however, OSHA states the owner can't pass the hazard on to an employee... unfortunately this is still being done in most settings 4. The clinician has a proven medical reason for using the non-safety sharp. The reason has to be documented in the company's Exposure Control Plan, and OSHA can challenge the reasoning... so, 'I hate change', 'they cost too much', 'you can't make me', may not be acceptable reasoning. The USA is far behind on OSHA required safety sharps. Unfortunately, there are still between 600,000-800,000 needlesticks a year in the USA. Company's are still selling pre-packaged surgical kits that don't come with a safety scalpel. When OSHA was asked this exact question (Letter of Interpretation, LOI, osha.gov) by a surgeon, OSHA replied, 'contact your supplier and tell them to start putting safety scalpels inside them or the employer is required to suplement the kit with a safety scalpel'. At the end of the day, a bloodborne pathogen isn't the number one reason for medical/dental/mental health workers to die at work. It's homicide. Please encourage your staff to read, The Gift of Fear by Gavin DeBecker. Mr. DeBecker is a threat assessment professional. In his book, Gavin talks about how a woman's intuition and a man's gut instinct are true phenomenons. So, the next time you're walking your patient to the exam room, and you get the heebie-jeebies, listen to that feeling. I hope this information is helpful in some way.