• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

The aim of this report is to make available information relating to Occupational Health and Safety (OHS) in Bo Caf and to provide an overview of good practices at both the policy and workplace levels.

Extracts from this document...

Introduction

Summary The hotel, restaurant and catering sector covers a wide range of different businesses including hotels, pubs and restaurants, fast-food takeaways, cafes and bistros. It plays an important role as a job creator in the service sector and in the economy as a whole in Australia. As there are huge number of people working in service industry, it is important to manage the risks and prevent the causes of accidents and ill health in the hospitality sector. In other words, employers and employees have a duty of care to all people in NSW workplaces with regard to health, safety and welfare at work under NSW Occupational Health and Safety Act 2000 (NSW OHS Act) (Occupational Health and Safety in Hospitality, 2003:3) . The aim of this report is to make available information relating to Occupational Health and Safety (OHS) in Bo Café and to provide an overview of good practices at both the policy and workplace levels. The first part of the report presents the key OHS policies relating to Café sector such as hygiene, safety and security in the workplace. The report then focuses on the prevention of risks to workers in Bo Café. The business should provide the training courses for employees at workplace level, including infection control, emergency procedure, fire prevention, manual handling, first aid, machinery and equipment and hazardous substance. The following section gives three methods that employer can consult with the employees under the Act. The brief explanations of the consultations include Health and Safety Representatives (HSRs), Health and Safety Committees (HSCs) and Additional ways to consult. The next section refers the legislations that should be conducted in the Bo Café and provides an overview of contractual elements that should be involved in employer and employees. It includes the compensation for the staff who are not disadvantaged and have an early and successful return to work, and what legal obligations employers should be conducted. ...read more.

Middle

The purpose is to make the employees aware of exactly what infections include and practicing the good hygiene that will result in a safe and health environment for both staff and guests. 3.2 Emergency procedure training All workplaces must allow safe and rapid evacuation in the event of an emergency. There should be emergency exits and all staff should be trained in the procedures to follow in the event of an emergency. Besides, some staff should be trained to oversee the evacuation and to use fire extinguishers in order to reduce injuries and deaths. 3.3 Fire prevention training Employers have responsibility to train employees about the fire hazards associated with the specific materials and processes to which they are exposed, and will maintain documentation of the training. 3.4 Manual handling training "74% of businesses have risk assessments on manual handling in the workplace" (Café and Restaurant Inspection Program Report, 2006:5). Therefore, the manual handling training aims to prevent injuries arising from manual handling and require employers to identify, assess and control manual handling hazards. 3.5 First aid training First aid training provides the initial and immediate attention to a person suffering an injury or illness. A quick first aid response could mean the difference between life and death and reduce the severity of the injury or illness. Employers have legal responsibilities for ensuring adequate first aid provisions for employees. 3.6 Machinery and equipment training This training provides an overview of safe practices related of the operation of machinery and equipment. It is designed as an awareness program and is suitable for all staff who are exposed to machinery and equipment. It provides with an understanding of the basic hazards and control strategies associated with safe operation of machinery and equipment. 3.7 Hazardous substance training Hazardous substances are chemicals and other substances that can affect workers' health. The hazardous substances regulations detail the duties of employers and suppliers regarding material safety data sheets, labeling, risk assessment and control, health surveillance and record keeping. ...read more.

Conclusion

They consistently conduct risk assessments prior to employees commencing tasks and using equipment. Risk assessments should also be done for processes that use hazardous substances, involve manual handling, or expose workers to loud noises, to ensure the work practices minimise the risk of industrial disease. Information on how to conduct a risk assessment and related material can be found at http://www.workcover.act.gov.au/docs/tensteps.htm 3. They are aware of their incident and injury reporting requirements and ensure appropriate reporting procedures are in place. Information for reporting requirements can be found on the ACT WorkCover website at: http://www.workcover.act.gov.au/docs/injreport.htm. 4. Health and safety induction training is provided for all workers in the industry, whether they are casual or permanent employees. There should be particular attention to induction training to prevent muscle strain and to minimize exposure to chemicals. All training should be documented on site to ensure accurate records are maintained for present and future statistical purposes. 5. Good housekeeping is maintained as a means of reducing slip and trip hazards and to avoid overexertion in manual handling due to the storage of items in awkward areas. Reference Occupational Health and Safety Policy, 2005, Goulburn Ovens Institute of TAFE http://www.gotafe.vic.edu.au/web/Publishing/Quality%20System/Policy/OHS/OHSPolicy.pdf Occupational Health and Safety in the Hospitality Industry, 2003, WorkCover http://www.workcover.nsw.gov.au/Documents/Publications/Industry/Hospitality/ohs_in_the_hospitality_industry_4133.pdf Café and Restaurant Inspection Report, 2006, ACT WorkCover, http://www.ors.act.gov.au/workcover/pdfs/WorkSafe/Reports/cafe_audit_report.pdf New South Wales Workplace Safety Summit 2002, Government Response, NSW Government, Sydney. (Available on the WorkCover website at www.workcover.nsw.gov.au) McCallum, RC, Hall, P, Hatcher, A, Searle, A 2004, Advice in relation to workplace death, occupational health and safety legislation & other matters - Report to WorkCover Authority of NSW. (Available on the WorkCover website at www.workcover.nsw.gov.au) OHS Polices, 2007, New South Government, http://www.rta.nsw.gov.au/doingbusinesswithus/downloads/contractor-ohs/ohs_policies_dl1.html REPORT ON THE REVIEW OF THE OCCUPATIONAL HEALTH AND SAFETY ACT 2000, 2006, WorkCover, http://www.workcover.nsw.gov.au/Documents/Publications/OHS/OHS%20Act%20Review/report_on_the_review_of_the_occupational_health_and_safety_2006_4859.pdf Consultation on Health and Safety, 2007, WorkSafe, http://www.worksafe.vic.gov.au/wps/wcm/resources/file/eb7ff00e0ef5885/vwa_consultation.pdf Occupational Health and Safety Policy, 2006, NSW Department of Education & Training, https://www.det.nsw.edu.au/policies/staff/oh_s/ohs_pol/PD20040007.shtml Occupational Health and Safety Performance, 2002, DETYA, http://www.dest.gov.au/archive/publications/annual_reports/2001/c9/9d.htm Submission on the inquiry Into Small Business Employment, 2002, Restaurant & Catering Australia, http://www.aph.gov.au/SEnate/committee/eet_ctte/completed_inquiries/2002-04/smallbus_employ/submissions/sub019.pdf Superannuation in Australia, 2009, Wikipedia, http://en.wikipedia.org/wiki/Superannuation_in_Australia ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. A PROJECT REPORT ON PERFORMANCE APPRAISAL PRACTICES IN ONGC ...

    of the regions, on the basis of monitoring \. The moderation is based on forced distribution method "of performance appraisal. Under this system , the rate is asked to appraise the employee according to predetermined distribution scale. The reter's bias is sought to be eliminated here because worker are not at a higher or lower end of the scale.

  2. Balanced Scorecard for Telecom Industry

    The author, further believes that the reasons for a failed strategy implementation are unclear vision of the company; incentives of managers not linked to the strategy execution; top management hardly meeting up to discuss strategy for the company; and businesses failing to link budgets with strategy which means there is a resource constraint.

  1. Diversity and Non-Discrimination In the Workplace.

    poor performance, she was refused and told that the company would not agree to a further evaluation. Following Ms. Chang's complaint to the EOC she was not given a salary increase in 1998 and in 1999 her increase was less than other product managers.

  2. A CASE STUDY OF PERFORMANCE APPRAISAL IN A SMALL PUBLIC SECTOR ORGANISATION

    I am satisfied with my total benefits package ( eg salary, pension, leave) 74% 13% 13% (Difference from national benchmark +20%) Key positive neutral negative Source: Passenger Focus 2007 Employee Opinion Survey In conclusion, the gap between expectations and experience of training/development and financial reward as outcomes of performance appraisal is small.

  1. Reward Management, Monitoring Performance and Exit Rights & Procedures

    generate sales; but they are not entirely dependant on commission- they are cushioned by the base salary Relating pay to the volume or value of sales is too crude an approach and may result in staff going for volume by concentrating on the easier to sell products not those generating

  2. Management and leadership within health visiting team in Edmonton locality.

    effective leaders but most studies singled out intelligence, which means solving complex problems and discovering patterns. Initiation. It includes the use of initiatives related to stamina and energy. Self assurance- Perception of a place in society and self-confidence. John Hunt of the London Business School claims that leaders trait tend

  1. Part A of this report will examine my learning styles, preferences, highlight any areas ...

    Belbin originally identified eight key roles but added a ninth role in 1993, that of specialist (Belbin, 1993). The addition of this role was to provide the professional expertise necessary in certain real life settings (Prichard and Stanton, 1999).

  2. Health Safety and Welfare for Construction

    The CDM co-ordinator should also: Notify details of the project to Health and Safety Executive and ensure that the health and safety file is delivered to the client at the end of the project. Co-ordinate health and safety aspects of design work and co-operate with others involved with the project,

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work