By Joan Lewis, Greta Thornbory
Employment legislation and occupational overall healthiness: a pragmatic handbook offers an important consultant to most sensible perform for all occupational well-being practitioners. This readable advisor to the legislations may also help to make sure either company luck and admire for person employment rights. the price of ailment absence can current significant bills and enterprise administration difficulties to employers and safeguarding healthiness is for that reason very important to each person and to all employers.
Employment legislations and occupational healthiness: a pragmatic handbook explores key concerns in occupational health and wellbeing perform from pre-employment, via well-being surveillance and occupational healthiness prone to termination of employment. subject matters explored comprise moral and confidentiality concerns, discrimination, info safeguard, operating in a foreign country, being pregnant and maternity go away, office rules, medicinal drugs and alcohol checking out, rigidity, counselling, overall healthiness surveillance behavior ideas.
Chapter 1 Recruitment and Pre?Employment health and wellbeing review (pages 1–24):
Chapter 2 documents and studies (pages 25–43):
Chapter three well-being Surveillance (pages 44–75):
Chapter four Occupational wellbeing and fitness companies (pages 76–110):
Chapter five In disorder and in wellbeing and fitness (pages 111–143):
Chapter 6 Termination of Employment (pages 144–160):
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Additional info for Employment Law and Occupational Health: A Practical Handbook
Assessing the skill levels of workers is the job of management, but skills can be impaired by underlying physical or mental health problems. Workers may be aware of this and may not disclose this in pre-employment job applications or at interview. It is believed that the confidential nature of occupational health helps to overcome this dilemma, but this will depend on the confidence the organisation displays in the occupational health service as well as the system used for health assessment. Job applicants may not see the relevance of disclosing personal medical information, or they may not fully understand the implications of their medical condition.
Hincliff, S. & Norman, S. (1998) Nursing Practice and Health Care, 3rd edn. Arnold, London. Cox, R. (2000) Fitness for Work: the Medical Aspects. Oxford University Press, Oxford. ELA_C02 15/06/2006 17:29 Page 25 Chapter 2 Records and Reports Information that employers hold about their workers is usually confidential. Privacy and confidentiality are now protected as such by a raft of legislation. Often the first practical question that arises is to whom is the information confidential? Within that question lie more detailed issues such as which persons are permitted to have all or some knowledge of information held about an individual, and which information is much more restricted?
Someone may sit on this and receive an injury or musculoskeletal problems. Provide a safe system for labelling, removing and reporting broken equipment. 4 Of course, today this would contravene all sorts of legislation in the UK. Before even getting to the situation of assessing the health of individuals and their suitability for employment in a given post ELA_C01 16/06/2006 16:11 Page 20 20 Employment Law and Occupational Health there are a host of rules and regulations to be considered, not to mention a few myths to be dispelled.