4. Occupational health should aim at
“the promotion and maintenance of the highest
degree of physical, mental and social well-
being of workers in all occupations;
the prevention amongst workers of departures
from health caused by their working conditions;
the protection of workers in their employment
from risks resulting from factors adverse to
health;
the placing and maintenance of the worker in
an occupational environment adapted to his
physiological and psychological capabilities;
and, to summarize, the adaptation of work to
man and of each man to his job.”
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5. "The main focus in occupational
health is on three different objectives:
(i) the maintenance and promotion of
workers’ health and working capacity;
(ii) the improvement of working
environment and work to become
conducive to safety and health and
(iii) development of work
organizations and working cultures in
a direction which supports health and
safety at work and in doing so also
promotes a positive social climate and
smooth operation and may enhance
productivity of the undertakings.
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6. Company Logo
Industrial Health
Industrial health is essential to
1. Promote and maintain the
highest degree of
physical, social, mental well being
of workers
Improve productivity & quality of
work
Reduce
accidents, injuries, absenteeism
and labour turnover
Protect workers against any
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Workplace hazards
Physical
&
Mechanical
Biological chemical
Psychological
&
social issues
• Employment
of children
• Falls
• An engineering
workshop
• Machines
• Confined spaces
• Noise
• Temperature
extremes
• Electricity
• Bacteria
• Virus
• Fungi
• Mold
• Blood-borne
• Tuberculosis
• Acids
• Bases
• Heavy metals
• Lead
• Solvents
• Petroleum
• Work-related
stress overwork
• Violence
• Bullying,
• Sexual
harassment
• Mobbing
• Burnout
8. LEGAL PROVISIONS REGARDING
HEALTH
Factories Act, 1948 lays emphasis on
1. Cleanliness
2. Wastes
3. Ventilation and temperature
4. Dust & fumes
5. Artificial humidification
6. Over crowding
7. Lighting
8. Drinking water
9. Latrine & Urinals
10.Spittoons
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9. Employee Safety
The main purpose of effective safety
programs is to prevent work related
injuries and accident.
1. Slipping, tripping or falling on the
floor hazard
2. Equipment hazard
3. Hazards from falling objects
4. Fire Hazards
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10. Effective Safety Management
1. Safety policy
2. Top Management support
3. Safety committee
4. Safety discipline motivation
5. Safety engineering
6. Safety training and communication
7. Accident investigation & Research
8. Evaluation of safety effort
9. Government support
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11. Legal provision regarding safety
1. Fencing of machinery
2. Employment of young persons
3. Employment of women, children near cotton
openers
4. Hoists & Lifts
5. Revolving Machinery
6. Pressure plant
7. Floors, stairs and means of access
8. Excessive weights
9. Precaution with regard to portable lights
10. Excessive Weights
11. Dangerous fumes & gases
12. Precautions in case of fire
13. Explosive or inflammable gas or dust
14. Protection of Eyes Etc….
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12. Occupational safety and health
Division of Occupational Safety and Health (DOSH)
DOSH protects workers from safety hazards through
its Cal/OSHA program and provides consultative
assistance to employers.
In addition to ensuring safe and healthful working
conditions, the Division of Occupational Safety and
Health (DOSH) has two major units devoted to
conducting inspections to protect the public from
safety hazards:
The Elevator and Ride and Tramway Units conducts
public safety inspections of elevators, amusement rides
-- both portable and permanent -- and aerial passenger
tramways, or ski lifts. The Pressure Vessel Unit
conducts public safety inspections of boilers, air and
liquid storage tanks, and other types of pressure
vessels.
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16. Employee Grievances
1.A grievance refers to any form of discontent or
dissatisfaction with any aspect of the
organization.
2. Dissatisfaction should arise out of employment
and not due to personal or family problems.
3. The discontent may arise out of factual or
imaginary reasons.
4. The discontent may be voiced or non voiced.
5. Broadly speaking, grievance is traceable to
perceived non fulfillment of ones expectations
from the organization
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17. Effects
On production
1. Low productivity
2. Low quality and quantity of production
3. Increase in wastage of materials
4. Increase in cost of production per unit
On employee
1. Increased rate of absenteeism
2. Reduces the level of commitment
3. Increases accidents
4. Reduce level of employee morale
On Manager
1. Strain in superior- subordinate relation
2. Increase in the degree of supervision
3. Increase in indiscipline cases
4. Increase in unrest
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18. Steps in Grievance procedure
Identify grievance
Define correctly
Collect data
Analyze and solve
Prompt redressal
Implement & follow up
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19. Advantages of Grievance Handling
Procedure
The management can know the
employees feeling and opinions about
the company’s policies and practices.
Employee get a chance to ventilate
his feelings, through official channel.
Keep a check on supervisors attitude
and Behavior
The morale will be high with an
existence of a good grievance cell.
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20. Discipline- three interpretations
Discipline is intercepted as a sort of
check or restraint in the freedom of a
person. Discipline is used to refer to
the act of imposing penalties for
wrong behavior.
Negative discipline
Positive discipline
Self discipline & Control
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21. Disciplinary Action
Issuing a letter of charge
Consideration of explanations
Show cause notice
Holding a full fledged enquiry
Making final order of punishment
Follow up
Or
Punishment or Suspension/
Dismissal or Discharge
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22. Essentials of Good Disciplinary
system
To avoid conflict and law suits managers must administer discipline
properly.
Effective discipline should be aimed at behavior and not on the
personality traits.
Effective disciplinary procedures of an organization may be listed as
1. Rules and performance criteria
2. Documentation of facts
3. Consistent response to rule violation
4. Training of supervisors
5. Prompt action
6. Impersonal discipline
7. Reasonable penalty
8. Follow up
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23. Labour Legislations offering
social security
The Workmen’s compensation Act, 1923- impose an
obligation on the employer to pay compensation to
the workman who suffers partial or total incapacity
for more than 3 days leading to loss in the earning
capacity
The Employee’s State Insurance Act, 1948- Offer
social insurance to workers in respect of three
contingencies- sickness, employment injury, and
child birth.
The Maternity Benefit Act, 1961- applicable to
establishments not covered under ESI Act, 1948.
The Employers Provident Funds and Miscellaneous
Act, 1952- Benefit to workers in the form of pension,
provident fund and deposit linked insurance.
Group Insurance
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