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NEBOSH IGC Question and Answers PART 4

NEBOSH IGC Question and Answers PART 3 Cont...

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61) Explain the difference between ‘consulting’ and ‘informing’. [With reference to the H & S Consultation with Employees Regulations 1996.

Under the H & S at work etc act 1974, employers have a duty to inform employees ( i.e. provide information on hazards, risks and control measures) in order to help to ensure their H & S. this general duty is echoed in a number of regulations made under the act. The health and safety (consultation with employees) regulations 1996, however, require that employees consult their employees on H & S matters (i.e. listen to, and take account of their views) before a decision is taken.

 62) Outline H & S matters on which employees must consult their employees.

The introduction of any measures at the workplace that may substantially affect employees H & S, the arrangements for appointing and / or nominating competent persons; the planning and organizations of H & S implications of introducing new technology; and the information that the employee is required to provide under regulations such as that relating to risk assessments, preventing measures and emergency procedures. Hence employees are obliged not only to provide information but they must also consult their employees on the appropriateness of the information before it is given.

 63) Define the term ‘Negligence’.

A tort involving a breach of the common law duty to take reasonable care.

 64) Outline the Three standard conditions that must be met for an employee to prove a case of alleged negligence against an employer.

A duty of care is owed.
A breach of duty occurred in that the employer failed to take reasonable care.
The breach directly to the loss, damage or injury.

65) List four categories of personal, other than his own employees, to whom an employer owes a duty to take reasonable care.

HASAWA sect.3:

Visitors: A members of public.
Uninvited persons (trespassers).

66) Outline the procedure that an organization might adopt in order to ensure the safety of visitors to its premises.

Identify visitors. (E.g. signing in and badges etc).
The provision of information regarding the risk presents and site rules and procedures to be followed particularly in emergency situations.
Need to supervise visitors. (E.g. a provision of escorts).
Restriction of access to certain areas.

67) Describe, with an example in each case, six ways in which an employer may fail to fulfill the duties to his employees under sec.2 of the H, S at Work etc Act 1974.

Safe plant and safe system of work.
Safe handling, storage, maintenance and transport of (work) articles and substances (HSMT).
Necessary ‘IT IS’.
A safe place of work, with safe access and egress.
A safe working environment with adequate welfare facilities.

68) Outline the Three standard conditions that must be met for an employee to prove a case of alleged negligence against an employer.

A duty of care is owed.
A breach of duty of care is occurred in that an employer to take reasonable care.
The breach led directly injured, loss and damage.

69) Explain the meaning of term ‘vicarious’ liability.

The employer will be liable for the negligence of his employees whilst acting in the course of their employment.

 HUMAN FACTORS:

70) Explain the meaning of term ‘Human Factor’.

i) GSG 48 ‘Human factor’ in industrial safety.
ii) Individual, the organization and the job.

71) Explain How an understanding of human factors can contribute towards accident prevention.

How the job, individual and organization interact with each other, and how an understanding of each factor will assist in identifying and implementing accident prevention/reduction measures.

 72) Describe the steps that should be taken to protect experienced workers from accidents in the work place.

Training requirements.
Close supervision.
Job restrictions.
Safe system of work.

73) Explain the meaning of term ‘perception’.

‘The way people see situations’ based on an affected by knowledge, experiences, attitudes, back ground and sensory/mental –processing abilities.

 74) Outline measures that could be taken to increase H & S awareness at the work place.

Tool Box Talks.
Management by example.

75) Explain using an example, the meaning of each of the following terms.

Motivation: ‘A desire to achieve a particular goal’. The driving force behind the way a person acts.
Perception: the way people see situations, based on their knowledge, experience, attitude, background and sensory/mental processing abilities.
Attitude:
Human error: In industrial safety human errors means the job, organization, individuals.

76) Outline the various measures that may be taken to reduce human error in the work place.

The use of skilled, trained and competent staff (including prescreening issues).
Motivations of the work force.
Task variety to prevent monotony.
Provision of frequent breaks to avoid over load.
Addressing work place, environmental issues such as noise, light, heat.
Mechanization and atomization.
Ensuring that controls on machinery are clearly marked.
Implementation of drug and alcohol policy.
Providing competent supervision of employees.

77) Explain the meaning of the term ‘ergonomics’.

‘The study of the interaction between workers and the work environment’ or ‘making the job or task fit to the person’.

 78) Outline the main factors to be considered in an ergonomic assessment.

Process Design.
Individual characteristics.
Machine controls.
Display marking. Environmental- factor
Environmental -factor
Work organization e.g. shift work, breaks and supervision.

79) outline how health and safety training needs can be identified.

Legislative requirement.
Risk assessment.
Accident analysis/investigation.
Job / equipment / organizational changes.
Audit recommendations.

80) Explain the meaning of term ‘Motivation’.

‘Desire to achieve a particular goal’. The driving force behind the way a person acts.

NEBOSH IGC Question and Answers PART 5 Cont...

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