safety and health at work assignment

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• 5N1794 Safety and Health at Work Assignment Sample Ireland Ireland
• 5N1794 Safety and Health at Work Assignment Sample Ireland

The “5N1794 Safety and Health at Work” course offers a comprehensive understanding of the Health & Safety Authority’s (HSA) responsibilities as outlined in the Safety, Health and Welfare at Work 2005 Act. Participants will gain in-depth knowledge about workplace hazards and occupational health risks specific to the healthcare sector in Ireland. The course emphasizes the significance of fire prevention and equips learners with the necessary skills to ensure the safety of clients, visitors, and employees through effective evacuation procedures. By completing this course, individuals will be well-versed in promoting a secure work environment and preventing injuries or health concerns within the healthcare industry.

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Assignment Activity 1: Understand the role and responsibilities of the Health & Safety Authority (HSA) as per the Safety, Health and Welfare at Work 2005 Act.

The Health & Safety Authority (HSA) is a regulatory body established in accordance with the Safety, Health and Welfare at Work Act 2005 in Ireland. Its primary role is to promote and enforce health and safety standards in the workplace to ensure the safety, health, and welfare of employees and the general public.

The responsibilities of the HSA include:

• Regulation and enforcement: The HSA is responsible for developing and enforcing regulations and codes of practice relating to workplace health and safety. It conducts inspections, investigations, and audits to ensure compliance with the legislation.
• Guidance and information: The HSA provides guidance, information, and resources to employers, employees, and the public to promote a better understanding of health and safety issues in the workplace. This includes publishing guidelines, codes of practice, and informative materials.
• Training and education: The HSA plays a crucial role in providing training and education programs to raise awareness and enhance the competence of employers and employees in managing health and safety risks effectively. It supports the development of safety training initiatives and qualifications.
• Research and statistics: The HSA conducts research and collects data to identify emerging trends, risks, and areas where improvements are needed in workplace health and safety. This information is used to develop evidence-based policies and strategies.
• Collaboration and consultation: The HSA collaborates with various stakeholders, including employers, employees, industry associations, and other regulatory bodies, to promote a collaborative approach to health and safety. It engages in consultation processes to gather input and feedback on proposed changes to regulations and standards.
• Enforcement actions: The HSA has the power to take enforcement actions when breaches of health and safety legislation are identified. This can include issuing improvement notices, prohibition notices, and prosecuting non-compliant employers or individuals.

Overall, the HSA plays a pivotal role in ensuring that workplaces in Ireland comply with health and safety legislation, promoting a safe and healthy working environment for all.

Assignment Activity 2: Identify workplace hazards and occupational health risks that may pose a threat to the health and safety of individuals in the healthcare sector.

The healthcare sector presents a unique set of workplace hazards and occupational health risks due to the nature of the work involved. Some of the hazards and risks that may pose a threat to the health and safety of individuals in the healthcare sector include:

• Biological hazards: Healthcare workers are exposed to various infectious agents, such as bacteria, viruses, and fungi. This includes the risk of bloodborne pathogens, airborne diseases, and exposure to bodily fluids.
• Chemical hazards: The use of hazardous chemicals, disinfectants, and pharmaceutical substances in healthcare facilities can pose risks to workers if not handled and stored properly. Exposure to chemicals through inhalation, skin contact, or ingestion should be carefully managed.
• Ergonomic hazards: Healthcare workers often perform tasks that involve repetitive motions, lifting and transferring patients, and working in awkward postures. These activities can lead to musculoskeletal disorders, back injuries, and strain on the body.
• Physical hazards: Healthcare environments can be prone to physical hazards, such as slips, trips, and falls due to wet floors or cluttered work areas. Additionally, exposure to radiation, noise, and extreme temperatures can also be potential risks in certain healthcare settings.
• Psychosocial hazards: The healthcare sector can be emotionally demanding, with workers facing high levels of stress, burnout, and exposure to traumatic events. Factors such as long working hours, demanding workloads, and challenging patient interactions can contribute to psychological risks.
• Violence and aggression: Healthcare workers may face verbal or physical violence from patients or their families. This can occur in emergency departments, psychiatric units, or other healthcare settings, leading to injuries and psychological trauma.
• Latex allergies: Some individuals in the healthcare sector may develop allergies to latex gloves or other latex-containing products. This can lead to allergic reactions ranging from mild skin irritation to severe anaphylaxis.

It is important for healthcare organizations to conduct comprehensive risk assessments, implement appropriate control measures, provide adequate training, and promote a culture of safety to mitigate these hazards and protect the health and well-being of healthcare workers.

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Assignment Activity 3: Demonstrate knowledge of fire prevention measures and the importance of adhering to safe evacuation procedures for clients, visitors, and employees.

Fire prevention and safe evacuation procedures are crucial in ensuring the safety of individuals in any healthcare setting. Here are some key fire prevention measures and the importance of adhering to safe evacuation procedures:

Fire prevention measures:

• Fire risk assessment: Conducting regular fire risk assessments helps identify potential fire hazards and implement appropriate control measures. This includes assessing sources of ignition, fuel, and oxygen supply within the healthcare facility.
• Fire detection and alarm systems: Installing and maintaining effective fire detection and alarm systems, including smoke detectors, heat detectors, and manual call points, enables early detection of fires and timely evacuation.
• Firefighting equipment: Placing and maintaining fire extinguishers, fire blankets, and hose reels in easily accessible locations allows for prompt action in the early stages of a fire.
• Electrical safety: Ensuring proper maintenance of electrical systems, regular inspections, and compliance with electrical safety regulations minimizes the risk of electrical fires.
• Storage and housekeeping: Proper storage and housekeeping practices, including keeping corridors and emergency exits clear of obstructions, reduce the risk of fire spread and facilitate safe evacuation.

Safe evacuation procedures:

• Emergency plans: Developing and communicating emergency plans specific to each healthcare facility is crucial. These plans should include evacuation routes, assembly points, and designated responsibilities for staff members during emergencies.
• Staff training: Providing comprehensive training to healthcare staff on emergency procedures, including fire evacuation drills, ensures that they are prepared to respond effectively in case of a fire.
• Evacuation routes and signage: Clearly marked evacuation routes, illuminated exit signs, and floor plans displayed throughout the facility help individuals locate exits quickly and safely during an emergency.
• Communication and awareness: Establishing effective communication systems, such as public address systems or emergency alarms, helps alert individuals to the presence of a fire and the need for evacuation.
• Assistance for vulnerable individuals: Healthcare facilities should have protocols in place to assist individuals with mobility issues, disabilities, or those requiring specialized medical equipment during evacuation.
• Regular drills and reviews: Conducting regular fire drills and reviewing evacuation procedures allows healthcare facilities to identify any gaps or areas for improvement and ensure that staff and occupants are familiar with the procedures.

Adhering to fire prevention measures and safe evacuation procedures is vital for minimizing the risk of injuries, saving lives, and protecting the well-being of clients, visitors, and employees in healthcare settings.

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Assignment Activity 4: Promote a culture of safety by effectively communicating and implementing health and safety policies in the healthcare workplace.

Promoting a culture of safety in the healthcare workplace is essential to ensure the well-being of employees, patients, and visitors. Here are some strategies to effectively communicate and implement health and safety policies:

• Clear policies and procedures: Develop comprehensive health and safety policies and procedures that clearly outline expectations, roles, responsibilities, and guidelines for maintaining a safe working environment. Make these policies easily accessible to all employees.
• Training and education: Provide regular training sessions on health and safety topics to increase awareness and knowledge among employees. This includes specific training related to hazards, emergency response, and the proper use of safety equipment.
• Communication channels: Establish effective communication channels to disseminate information regarding health and safety. This can include staff meetings, newsletters, emails, notice boards, and intranet platforms.
• Leadership commitment: Demonstrate visible commitment to health and safety by involving senior leaders in promoting and actively participating in safety initiatives. This helps create a positive safety culture and encourages employees to prioritize safety in their daily activities.
• Employee involvement: Encourage employees to actively participate in health and safety initiatives by seeking their input, feedback, and suggestions. Foster a culture where employees feel comfortable reporting hazards or near-miss incidents.
• Recognition and rewards: Recognize and reward employees who actively contribute to maintaining a safe workplace. This can be done through public acknowledgement, incentives, or safety-related performance evaluations.
• Regular inspections and audits: Conduct regular inspections and audits to identify potential hazards, assess compliance with safety policies, and implement corrective actions. Involve employees in these processes to promote their ownership and engagement in safety.
• Continuous improvement: Foster a culture of continuous improvement by regularly reviewing health and safety practices, analyzing incidents, and implementing measures to prevent recurrence. Encourage employees to share lessons learned and contribute to ongoing safety enhancement.
• Incident reporting and investigation: Establish a robust incident reporting system that encourages employees to report all accidents, near-misses, and hazards. Ensure that incidents are promptly investigated, and actions are taken to prevent similar incidents in the future.
• Collaboration with stakeholders: Engage and collaborate with relevant stakeholders, such as unions, safety committees, and industry associations, to foster a collective commitment to health and safety.

By effectively communicating and implementing health and safety policies, healthcare organizations can create a culture that prioritizes safety, reduces accidents, and enhances the overall well-being of employees and those they serve.

Assignment Activity 5: Assess and evaluate potential risks and hazards in the healthcare environment and implement appropriate control measures to mitigate them.

Assessing and mitigating risks and hazards in the healthcare environment is crucial to ensure the safety and well-being of patients, employees, and visitors. Here are the steps involved in this process:

• Identify potential risks and hazards: Conduct a comprehensive assessment of the healthcare environment to identify potential risks and hazards. This includes considering physical, chemical, biological, ergonomic, and psychosocial hazards.
• Risk evaluation: Evaluate the identified risks by considering the likelihood and severity of harm. This assessment helps prioritize risks and determine appropriate control measures.
• Implement control measures: Once risks have been evaluated, implement appropriate control measures to mitigate or eliminate them. This can include a combination of engineering controls (e.g., modifying equipment or facilities), administrative controls (e.g., implementing policies and procedures), and personal protective equipment (PPE).
• Training and education: Provide thorough training and education to employees on the identified risks and control measures. Ensure that they understand how to implement and adhere to the prescribed controls.
• Regular inspections and monitoring: Conduct regular inspections and monitoring to ensure that control measures are in place and effective. This includes verifying the proper functioning of safety equipment, checking compliance with procedures, and addressing any identified deficiencies.
• Incident reporting and investigation: Establish a robust incident reporting system to encourage employees to report accidents, near-misses, or hazards. Investigate incidents promptly to identify underlying causes and implement corrective actions to prevent future occurrences.
• Review and improvement: Continuously review and improve the risk assessment process by learning from incidents, near-misses, and feedback from employees. Update control measures as necessary to reflect changes in the healthcare environment and industry best practices.

Examples of specific control measures for common hazards in the healthcare environment include:

• Biological hazards: Implementing infection control protocols, providing appropriate PPE (such as gloves, masks, and gowns), promoting hand hygiene practices, and ensuring proper waste management.
• Chemical hazards: Safely storing and handling hazardous chemicals, providing appropriate ventilation systems, conducting regular inspections of chemical storage areas, and providing training on the safe use of chemicals.
• Ergonomic hazards: Implementing ergonomic workstations, providing lifting and transfer aids, promoting proper body mechanics, and conducting ergonomic assessments of work processes.
• Physical hazards: Maintaining clear walkways and exits, ensuring proper storage and handling of equipment, addressing environmental hazards (e.g., noise, radiation, extreme temperatures), and providing adequate lighting and signage.

By conducting thorough risk assessments, implementing control measures, and regularly reviewing and updating safety practices, healthcare organizations can effectively mitigate risks and hazards, creating a safer environment for all.

Assignment Activity 6: Understand the legal obligations and duties of employers, employees, and other stakeholders in maintaining a safe and healthy work environment in the healthcare sector.

In the healthcare sector, maintaining a safe and healthy work environment is not only a moral obligation but also a legal requirement. Various stakeholders, including employers, employees, and other parties, have specific legal obligations and duties to ensure workplace safety. Here’s an overview of their responsibilities:

Employers’ obligations and duties:

• General duty: Employers have a general duty to ensure the safety, health, and welfare of their employees, as stated in the Safety, Health and Welfare at Work Act 2005. This duty includes providing a safe workplace, safe systems of work, and necessary resources to eliminate or minimize risks.
• Risk assessments: Employers must conduct regular risk assessments to identify hazards, assess risks, and implement appropriate control measures. They should review and update these assessments as necessary.
• Safety statement: Employers must prepare a written safety statement that outlines their commitment to health and safety, identifies hazards, assesses risks, and describes control measures. The safety statement must be communicated to employees and reviewed regularly.
• Competent personnel: Employers must ensure that employees have the necessary skills, knowledge, and training to perform their work safely. They should provide appropriate training, supervision, and support to enable employees to carry out their duties safely.
• Safety representatives and committees: Employers must consult and involve employees in matters relating to health and safety. They should establish safety representatives and safety committees to facilitate communication, consultation, and cooperation.

Employees’ obligations and duties:

• Cooperation: Employees have a duty to cooperate with their employers and follow safe work practices. They should use provided safety equipment, report hazards or incidents, and participate in safety training and drills.
• Compliance: Employees must comply with safety policies, procedures, and instructions provided by their employers. They should follow safe work practices, use personal protective equipment as required, and report any potential risks or concerns.

Other stakeholders’ responsibilities:

• Contractors and subcontractors: Contractors and subcontractors working in the healthcare sector have a duty to ensure the safety of their employees and anyone affected by their work. They should coordinate with the healthcare facility to implement appropriate safety measures.
• Manufacturers and suppliers: Manufacturers and suppliers of equipment, chemicals, and other materials used in healthcare facilities have a responsibility to provide safe products and provide necessary information regarding their safe use.
• Regulatory authorities: Regulatory authorities, such as the Health & Safety Authority (HSA), have the responsibility to enforce health and safety legislation, conduct inspections, and provide guidance and support to employers and employees.
• Professional bodies and associations: Professional bodies and associations in the healthcare sector should promote and uphold high standards of safety and advocate for safe work practices among their members.

Failure to fulfill these legal obligations and duties can result in penalties, legal liabilities, and compromised safety for employees and others in the healthcare environment. It is crucial for all stakeholders to understand and comply with their respective responsibilities to create a safe and healthy work environment.

Assignment Activity 7: Develop skills in incident reporting, investigation, and emergency response to ensure prompt and effective actions in case of accidents or emergencies.

In order to develop skills in incident reporting, investigation, and emergency response, it is crucial to follow a systematic approach. Here are the key steps to consider:

Incident Reporting:

• Establish clear reporting procedures: Develop a comprehensive system for employees to report any incidents or accidents promptly. Ensure that reporting channels are easily accessible and well-communicated.
• Encourage reporting culture: Create an environment where employees feel comfortable reporting incidents without fear of retribution. Emphasize the importance of reporting to promote safety and learning from incidents.
• Document relevant information: When incidents occur, collect detailed information such as the date, time, location, individuals involved, and a description of the incident. This documentation will aid in investigations and future preventive measures.

Incident Investigation:

• Form an investigation team: Assemble a team responsible for investigating incidents. This team should have representatives from different departments and expertise relevant to the incident being investigated.
• Gather evidence: Collect all available evidence, including physical evidence, witness statements, and any relevant documents or records. Ensure proper documentation and preservation of evidence to support the investigation.
• Analyze root causes: Use established investigation techniques like the “5 Whys” or the “Fishbone Diagram” to determine the underlying causes of the incident. Identify both immediate causes and underlying systemic factors contributing to the incident.
• Develop corrective actions: Based on the investigation findings, develop actionable recommendations to address the root causes. Prioritize corrective actions that can prevent similar incidents in the future.

Emergency Response:

• Develop an emergency response plan: Create a comprehensive plan outlining the roles, responsibilities, and procedures for responding to emergencies. Ensure that all employees are familiar with the plan and conduct regular drills and training sessions.
• Establish communication channels: Implement effective communication systems to alert and inform employees during emergencies. This can include alarms, intercom systems, or other communication technologies.
• Coordinate with relevant authorities: Establish partnerships and communication channels with local emergency services, such as fire departments or paramedics, to ensure a coordinated response in case of major emergencies.
• Regularly review and update: Continuously evaluate and update the emergency response plan based on lessons learned from drills, incidents, and industry best practices. Regularly train employees on emergency procedures to maintain readiness.

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Occupational Safety and Health Administration

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Recommended Practices for Safety and Health Programs

A safe workplace is sound business.

The Recommended Practices are designed to be used in a wide variety of small and medium-sized business settings. The Recommended Practices present a step-by-step approach to implementing a safety and health program, built around seven core elements that make up a successful program.

The main goal of safety and health programs is to prevent workplace injuries, illnesses, and deaths, as well as the suffering and financial hardship these events can cause for workers, their families, and employers. The recommended practices use a proactive approach to managing workplace safety and health. Traditional approaches are often reactive –that is, problems are addressed only after a worker is injured or becomes sick, a new standard or regulation is published, or an outside inspection finds a problem that must be fixed. These recommended practices recognize that finding and fixing hazards before they cause injury or illness is a far more effective approach.

The idea is to begin with a basic program and simple goals and grow from there. If you focus on achieving goals, monitoring performance, and evaluating outcomes, your workplace can progress along the path to higher levels of safety and health achievement.

Employers will find that implementing these recommended practices also brings other benefits. Safety and health programs help businesses:

• Prevent workplace injuries and illnesses
• Improve compliance with laws and regulations
• Reduce costs, including significant reductions in workers' compensation premiums
• Engage workers
• Enhance their social responsibility goals
• Increase productivity and enhance overall business operations

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Recommended Practices for Safety and Health Programs (en Español)   Download

Recommended Practices for Safety and Health Programs in Construction   Download

Teaching Talking Safety: Lesson 1 – Young Worker Injuries

• Lesson 1 – Young Worker Injuries
• Lesson 2 – Finding Hazards
• Lesson 3 – Making the Job Safer
• Lesson 4 – Emergencies at Work
• Lesson 5 – Know Your Rights and Responsibilities
• Lesson 6 – Taking Action

DHHS (NIOSH) Publication Number 2018-165A

While many young people have thought about working, but have they considered that, while work has many benefits, it also has risks? This video covers Lesson 1, Young Worker Injuries . It explains how to: introduce the topic of workplace safety, assess students’ prior knowledge about workplace safety and health, and teach students that injuries at work are predictable and preventable.

The video also covers the activities in Lesson 1: job safety quiz, Mallory’s Story video, and real life stories of teens injured on the job.

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• Contact NIOSH

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Chapter 9: Safety and Health at Work

Training for safety during the pandemic.

You have recently been hired as the new Safety and Training Coordinator for a multinational pharmaceutical company. You are aware of the general Occupational Health and Safety Practices that you need to follow and spend the first few weeks in your new role ensuring all employees receive a refresher training on the Material Data Safety Sheets and the Chemical Hazards in the Workplace principles.

The third week on the job, you receive a call from your director and she says that she is very disappointed with the number of medical leaves that have increased since you started. You are confused as you did what you normally do when you work in this domain based on your previous roles and ten years plus experience in Occupational Health and Safety. Perplexed by the results, you ask to see the report of health and safety absences. You notice that most employees lost more than one day of work due to Covid-19 symptoms and the remainder are due to mental issues related to anxiety felt in this global context.

Your director asks you what went wrong?

You take a moment and you realize that although you did standard Occupational Health and Safety training, you omitted a crucial part of safety training in this new global context. You assure your director you are on top of the situation and start your remediation plan.

First on your to do list: you consult the CNESST site that encompasses all of the employers obligations related to the pandemic.

https://www.cnesst.gouv.qc.ca/salle-de-presse/covid-19-info-en/Pages/toolkit.aspx

To ensure this does not occur in the future, you devise a clear plan on safety training in a global pandemic.

As seen in this aforementioned example, safety training is at the forefront of everyone’s mind these days. The global pandemic has shifted the way we work. Companies must adapt to the new security measures that are ever changing and ensure that the health of their employees is protected. The organization has the overall responsibility to ensure that their workers have the proper personal protective equipment (PPE) and that they are aware of the safety norms. Training is paramount. There needs to be clear metrics to ensure that the rules are being followed and that the issues of non-compliance are being tracked.

Human Resources Management - Canadian Edition by Stéphane Brutus and Nora Baronian is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.

Health and Safety at Work Course (QQI Level 5)

€ 354.00 Original price was: €354.00. € 314.00 Current price is: €314.00. — or € 159.00 / month for 2 months

• Our online QQI Level 5 Health & Safety at Work module aims to equip the learner with the knowledge, skill and competence to promote and maintain safety and health in a work environment.
• What QQI award do I receive?  On successful completion of this module you will gain a QQI Level 5 component Certificate in Health and Safety at Work (5N1794) .
• NFQ Credit Value:  15 Credits.
• How is it delivered?  Online Learning with flexible part-time study from your own home.
• How long is the Course?  Students are given ample time (8 weeks) to complete the course and can start it at any time of the year.
• What does it cost?  The full course fee is  €314 and includes all documentation, lecturing, assessments, learner registration and QQI certification fees. No other enrolment fees to pay!
• There is also an Easy Payment option of –  €159 per month over 2 months with our unrivaled Easy Payment Plans. Enrol using your Debit / Credit Card or call us on (+353) 1 206 1828 to avail of this offer
• Study from Home – No classes to attend.

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Course Description

Course details, accreditation, delivery format.

This QQI Level 5 Health & Safety at Work module aims to equip the learner with the knowledge, skill and competence to promote and maintain safety and health in a work environment.

• The learner will be supported in achieving an awareness of safety and health issues in the workplace.
• The tutor will assist the learner in becoming familiar with the responsibilities and duties of the employer and employee with regard to health and safety.
• The learner will be facilitated in developing skills in identifying hazards and carry out risk assessments and will be supported in identifying the relevant national legislation and statutory bodies.

Topics covered include:

• Legislation
• Risk Assessments
• Chemical Control Strategies
• Machine Hazards
• Manual Handling
• Health Promotion
• Emergency Planning
• Fire-Related issues
• Safety signs
• First Aid Kit
• Infection Control.

Entry Requirements / Prerequisites :

Leaving certificate, Level 4 certificate or equivalent in a relevant subject area (Sports, Healthcare, Childcare) and/or relevant practical experience (3 years minimum) – Please ask about our requirements surrounding Recognition of Prior Learning (RPL) for entry.

Mature students (over 23 years) may be exempt from the above prerequisites.

English Language Requirement: Students entering programmes leading to awards at Level 5 are expected to be able to: be proficient at reading, drafting, preparing and understanding information across a broad range of topics, including quantitative information.

Learners undertaking this programme must have basic IT skills and access to the necessary equipment to enable them to undertake an online programme: computer, broadband, email, Microsoft, recording equipment necessary for some skills demonstration tasks, and where applicable any other specialised software/equipment. 

As this programme is delivered through eLearning, students must be capable of studying on their own initiative.

For more details on participation suitability of this course click here».

• This course is assessed through a combination of an assignment and online exam based.
• As part of our quality assurance, student assessment work will be marked by an Internal Assessor, validated by a Verifier with an independent QQI External Authenticator to complete the process.
• Following successful completion you will receive a QQI level 5 component Certificate in Health and Safety at Work (5N1794).
• QQI (Quality & Qualifications Ireland) is the national awarding body for further education and training in Ireland. The Open College is registered with QQI to offer programmes leading to QQI awards in the National Framework of Qualifications in Ireland. Click here for details of the  National Framework of Qualifications .
• Click here for more detailed Accreditation information.
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The safety net should work for working-age adults

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Subscribe to the economic studies bulletin, lauren bauer , lauren bauer fellow - economic studies , associate director - the hamilton project @laurenlbauer bradley hardy , and bradley hardy nonresident senior fellow - economic studies @bl_hardy olivia howard olivia howard research assistant - economic studies , the hamilton project.

April 17, 2024

Key takeaways:

• Able-bodied adults without dependents (ABAWDs) receive minimal support from traditional safety net programs. The safety net’s impact on poverty reduction for ABAWDs has remained stagnant for 25 years, showing only a 1.1 percentage point decrease.
• A plurality of low-income ABAWDs report work-limiting disabilities, many face health challenges, and almost 40 percent are parents.
• The authors offer evidence that a safety net that predicates its inaccessibility to ABAWDs on the grounds of self-sufficiency through work does not recognize the state of the low-wage labor market and the precarious position of many of its workers.

This analysis directs attention toward a population notably ill-served by the safety net: low-income working-age adults without dependents or government-determined disabilities (able-bodied adults without dependents or ABAWDs).

Most of the nation’s traditional social welfare policy programs, such as food, cash, and housing assistance, explicitly target or otherwise prioritize delivery to children, adults with custody or direct responsibility for children under age 18, elderly adults, and those with disabilities. As a result, in 2017, social insurance programs reduced poverty for children (44 percent), elderly adults (69 percent), and adults with disabilities (60 percent). The safety net reduces poverty among ABAWDs by about 8 percent.

The authors show that ABAWDs are demographically diverse, are members of families, and struggle with health issues. The authors argue that a safety net that is largely inaccessible to ABAWDs, many of whom face employment obstacles, does not recognize the state of the low-wage labor market and the precarious position of many of its workers.

The safety net does little to support low-income ABAWDs

The authors show that approximately 14.4 percent of adults between the ages of 18 and 64 who do not reside with children and do not receive Social Security (SS) or Supplemental Security Income (SSI) were in poverty in 2017. This rate decreases to 13.3 percent after accounting for taxes and transfers—a mere 1.1 percentage point difference. In contrast, those with SS/SSI saw the largest percentage point reduction in poverty in 2017 (37.8 percentage points), even more than elderly adults overall (34.5 percentage points).

The safety net for working-age adults has been broken for a long time even as the safety net has strengthened for others. From 1993 to 2017, the total reduction in poverty for all groups increased from 6.9 to 11.9 percentage points. For ABAWDs, the safety net went from reducing poverty by 0.8 percentage points in 1993 to 1.1 percentage points in 2017—effectively no change in poverty reduction in the past 25 years.

Those who do not have access to the safety net do not see its benefits. Some states have not extended access to Medicaid to adults 19-64 with incomes below 138 percent of the federal poverty level (FPL). ABAWDs can only receive the Supplemental Nutrition Assistance Program (SNAP) for three months out of 36 if they fail to meet a work requirement. ABAWDs are eligible for many housing assistance programs, but these programs are not entitlements and other groups receive priority. The value of the Earned Income Tax Credit (EITC) for this population is very small. State-level General Assistance (GA) for ABAWDs is either non-existent or paltry.

Who are ABAWDs?

There are a few prevailing stereotypical images of a low-income ABAWD—most famously of an unemployed single white man living with his parents who spends his days playing video games. The authors provide evidence that the ABAWD stereotype does not hold. Nearly half of low-income ABAWDs are women. Low-income ABAWDs are disproportionately people of color. The “able-bodied” moniker masks health issues, while the “without dependents” designation misses some parents and some people who care for elderly adults or individuals with disabilities.

Slightly more than a third of the total population could be characterized as ABAWDs—those between the ages of 18 and 64 who do not have a resident minor child and who do not receive SS/SSI. Overall, 8.2 percent of the population are ABAWDs with incomes below 200 percent FPL, a fifth of all ABAWDs. The authors suggest that there is more churn into and out of being an ABAWD than is commonly understood; for example, ABAWDs could typically work but be temporarily disabled without a job.

Low-income ABAWDs struggle with their health. Nearly 32 percent of ABAWDs living under 200 percent FPL report having a disability, and 24 percent report that a disability affects their ability to work. A striking 46 percent of low-income ABAWDs who never entered the labor force in 2021 self-reported a disability, and 83 percent of that group claimed their disability affected their attempts to work. Among ABAWDs who were employed all 12 months of 2021, 27 percent report a disability, and 39 percent of that group report that their disability impacts their work (e.g., by affecting the number of work hours or type of labor).

Low-income ABAWDs are parents and part of families. About 39 percent of low-income ABAWDs are parents. While most ABAWDs who are parents have adult children, approximately 5 percent of low-income ABAWDs are noncustodial parents (i.e., parents to a child under age 21 who does not live in their household). ABAWDs are not an island onto themselves; they may draw upon family members for financial support, or instead find themselves in the position of providing support for family members in need of assistance, including their children. Policies that exclude ABAWDs can inadvertently place more economic pressure on members of their familial and social network. Intervening with a more robust safety net for ABAWDs who are non-custodial parents can disrupt the intergenerational transmission of economic disadvantage.

How do low-income ABAWDs interact with the labor force?

In the American context, the image of the individual pulling themselves up by their bootstraps without a helping hand explains another aspect of safety-net deservingness: the view that those able to work should be able to adequately support themselves. The authors provide evidence that a safety net that predicates its inaccessibility to ABAWDs on the grounds of self-sufficiency through work does not recognize the state of the low-wage labor market and the precarious position of many of its workers.

The authors show that about half of low-income ABAWDs were employed in March 2023 and 6 percent were seeking work. ABAWDs report that they do not work because they are students, are disabled, are retired, or other reasons, most likely caregiving or home responsibilities. Among unemployed ABAWDs in 2021, only 1.7 percent report no desire to work, compared to 59 percent who report work-related barriers to employment, such as being laid off or not being able to find work.

Benefit inequality as well as income and earnings volatility due to entry and exit into employment, variation in hours worked, and work-schedule instability impede ABAWDs’ ability to support themselves and their families predictably and sustainably. Spells of economic insecurity among ABAWDs are met with an inadequate response from an income support system ill-positioned to help them during times of need. Extending greater safety net protections to ABAWDs can help these adults adapt and respond to volatile economic conditions.

Strengthening the safety net for low-income ABAWDs

Means-testing is not the sole determinant of access to government safety net programs. Eligibility is determined by several factors, and such program rules have excluded ABAWDs from participating in or materially benefiting from the safety net.

The authors argue that the American safety net fails to protect millions of Americans who are in poor health, are part of a complex family, or work in the low-wage labor market who either cannot access or struggle to gain and maintain access to protections. Stereotypical assumptions about ABAWDs, an outdated understanding of the volatile labor market, and changing family norms and demographics render policies and laws regarding ABAWDs unresponsive to the needs of many individuals, families, and their communities.

The authors offer many policy proposals to support this population. Given evidence on the employment effects of the EITC and labor-market-driven income instability among this population, expanding access to and the generosity of the EITC for this population merits consideration. The authors argue that new flexibility around what could constitute sufficient work effort and making searching for work an allowable activity are examples of policies that would allow SNAP to serve as a better work support for those in the low-wage labor market. The authors also call for continued expansion of Medicaid but not with the imposition of Medicaid work requirements.

Opening the aperture for those who merit the protection of social insurance and increasing investment in the nation’s low-income ABAWDs would plug a hole in the nation’s safety net that currently leaves many working-age adults exposed to economic insecurity.

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2024 World Day for Safety and Health at Work and Workers’ Memorial Day

Sunday 28 April 2024 is World Day for Safety and Health at Work (World Day) and Workers' Memorial Day. 

Our latest data shows that in 2022, 195 workers in Australia were fatally injured at work. This concerning statistic amplifies the importance of increasing awareness around work health and safety to prevent work-related injuries and fatalities.

The 2024 World Day theme set by the International Labour Organization (ILO) explores the ‘ impacts of climate change on occupational safety and health ’.

Changing weather patterns can create work health and safety (WHS) risks including heat stress, UV radiation, air pollution, major industrial accidents, extreme weather events, an increase in vector-borne diseases and increased exposure to chemicals. 

The Australian Work Health and Safety Strategy sets a platform for delivering WHS improvements over the next decade, including on emerging issues like climate change and the green economy. This World Day and Worker’s Memorial Day, we remain committed to achieving our vision of safe and healthy work for all.     

 Accompanying World Day, the International Trade Union Confederation’s (ITUC) theme for Workers’ Memorial Day 2024 is ‘ climate risks for workers ’. 

We encourage everyone to recognise the importance of health and safety in the workplace by promoting World Day and acknowledging Workers’ Memorial Day on 28 April 2024.

We have developed a range of co-brandable resources you can use in your workplace, including a poster, desktop background and social media tile. We also have a range of practical resources about how to stay safe when working in severe weather.  

For more information and to download resources, go to the World Day for Safety and Health at Work and Workers’ Memorial Day web page.

We develop national policy relating to WHS and workers' compensation.

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WHY THIS MATTERS

The new rules can affect foreign nationals working in Bulgaria and their employers.

Employers and employees are assigned a number of new obligations in relation to the provision of a suitable workplace, compliance with the minimum requirements for health and safety at work, as well as the assignment and reporting of work when an information system is used.

Generally applicable new rules have also been introduced in relation to the daily and weekly rest periods of the employees. 

Joint and several liability for the contractor under a service contract is also regulated in the event that its direct subcontractor, in its capacity as an employer, is in default of its obligations for payment of employment remuneration.

Employers and employees should become familiar with the rules and take appropriate steps to be in compliance.  

Workplace in Cases of Remote Work

The definition of “remote work” is updated: “a place in a room in the employee’s home or in another room of his/her choice outside the enterprise where the work is carried out” and not, as before, “the employee’s home or other room of his/her choice outside the enterprise.”

In line with the amendments, it will be possible to specify more than one place of work from which the employee can work remotely in the individual employment contract.

In addition, the employer may change the place of work for no more than 30 working days per year at the written request of the employee under conditions and procedures determined by the employment contract and/or by internal acts of the enterprise.

Employees who work remotely are now obliged to establish a concrete workplace for remote work at the date of establishment or change of the employment relationship, as well as to provide the employer with written information about the characteristics of the workplace.

The employers of third-country nationals, holding an EU Blue Card, should be reminded of the following obligations under the Foreigners in the Republic of Bulgaria Act:

• The terms and conditions for performing remote work should be set out in the foreign national’s individual employment contract or in additional agreement thereto.
• When switching to remote work, the employer or a person authorised by him shall immediately notify the Migration Directorate for the change of the address where the foreign national performs his/her work.
• In case of switching to remote work mode in another city, different from the one specified on the EU Blue Card residence permit, the employer or a person authorised by him or the foreign national should change his address of residence.

Health and Safety Conditions at Work During Remote Work

The employer is obliged to take specific measures to make sure that at the date of establishment or change of the employment relationship, every remote work workplace meets the minimum requirements for health and safety at work.

Employees performing remote work are obliged to immediately notify the employer of any accident at the workplace in line with prearranged terms.

A new rule has also been introduced in connection with the reduction of the employer’s liability for an accident at work or an occupational disease caused by remote work when the employee has not complied with the rules and norms prescribed for health and safety at work.

The LAS to the LC also introduces amendments to the Law on Safety and Health at Work, related to a number of obligations of the employer for fostering safe and healthy working conditions for employees working remotely.

Assignment and Reporting of Remote Work

A legal definition of the term “information system for algorithmic management” (i.e., artificial intelligence) is introduced, providing for the use of this type of system for assignment and reporting of remote work.

Where remote work assignments and reporting are performed through an information system, the employer should provide the employee with written information on the type and volume of work-related data collected, processed, and stored therein.

Where an information system is used for algorithmic management of remote work, the employer shall provide the employee with written information on the way decisions are made.  At the employee’s written request, the employer or its designated representative is obliged to check the decision of the algorithmic management system and notify the employee of the final decision.  Thus, the obligation for exercising human control over all important automated decisions affecting the rights of the employees is hereby established.

Working Hours When Working Remotely

When working remotely, employees organise their working hours independently; however in accordance with the changes introduced by the new law, they must be available and working during the time when the employer is in communication with third parties.  Previously, this obligation was limited to the time when the employer is in communication only with his business partners.

The number of hours worked can now be reported through an automated system for reporting working time. The employer is obliged, upon request, to provide the employee who performs remote work with access to the data in the system on the number of hours worked by him/her.  

Right to Disconnect

Changes have also been introduced in relation to daily and weekly “rest periods” – “disconnect” time – which will be applicable to all employees, not just remote workers.  It is explicitly stated that employees will not be obliged to respond to employer-initiated communications during the daily and weekly rest period, except when the individual and/or collective employment contract includes conditions under which this is permissible.

Joint and Several Liability for the Contractor under a Service Contract for Unpaid Remuneration by Its Direct Subcontractor

According to the changes, when the employer is a direct subcontractor under a contract for the provision of services, the contractor will always be jointly and severally liable with the subcontractor-employer for the payment of employees’ remuneration, but this liability will be limited to the rights of employees arising from the contractual relationship between the contractor and the subcontractor. The contractor will not be liable if it has fulfilled or performs accurately and in good faith its obligations under the contract with the subcontractor–employer.

KPMG INSIGHTS

The changes introduced by the LAS to the LC are wide-ranging and will require a change in approach and administration, as compared to the previous rules that applied.  We anticipate there may be some questions regarding how these rules apply to the employer, to the contractor and subcontractor, to the employees, and what “next steps” need to be taken.  Such questions and related concerns should be directed to their usual employment law professionals or to a member of the KPMG Legal Advisory Services team in Bulgaria (see the Contacts section).

1  See (In Bulgarian): https://dv.parliament.bg/DVWeb/showMaterialDV.jsp?idMat=209841 .

RELATED RESOURCE

This article is excerpted, with permission, from " Amendments to the Labour Code: Legal News ," an online publication of the KPMG International member firm in Bulgaria. 

* Please note the KPMG International member firm in the United States does not provide immigration or labour law services. However, KPMG Law LLP in Canada can assist clients with U.S. immigration matters.

The information contained in this newsletter was submitted by the KPMG International member firm in Bulgaria.

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GMS Flash Alert is a Global Mobility Services publication of the KPMG LLP Washington National Tax practice. The KPMG name and logo are trademarks used under license by the independent member firms of the KPMG global organization. KPMG International Limited is a private English company limited by guarantee and does not provide services to clients. No member firm has any authority to obligate or bind KPMG International or any other member firm vis-à-vis third parties, nor does KPMG International have any such authority to obligate or bind any member firm. The information contained herein is of a general nature and is not intended to address the circumstances of any particular individual or entity. Although we endeavor to provide accurate and timely information, there can be no guarantee that such information is accurate as of the date it is received or that it will continue to be accurate in the future. No one should act on such information without appropriate professional advice after a thorough examination of the particular situation.

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Florida blocks heat protections for workers right before summer

Alejandra Borunda

A man works in a Florida agricultural field on a hot, humid day in July 2023, one of the hottest months ever recorded in the state. There are no federal heat regulations. Chandan Khanna/AFP via Getty Images hide caption

A man works in a Florida agricultural field on a hot, humid day in July 2023, one of the hottest months ever recorded in the state. There are no federal heat regulations.

Florida Gov. Ron DeSantis has signed a law that prevents cities or counties from creating protections for workers who labor in the state's often extreme and dangerous heat.

Two million people in Florida, from construction to agriculture, work outside in often humid, blazing heat.

For years, many of them have asked for rules to protect them from heat: paid rest breaks, water, and access to shade when temperatures soar. After years of negotiations, such rules were on the agenda in Miami-Dade County, home to an estimated 300,000 outdoor workers.

But the new law, signed Thursday evening, blocks such protections from being implemented in cities and counties across the state.

Miami-Dade pulled its local heat protection rule from consideration after the statewide bill passed the legislature in March.

"It's outrageous that the state legislature will override the elected officials of Miami Dade or other counties that really recognize the importance of protecting that community of workers," says David Michaels, an epidemiologist at George Washington University and a former administrator at the federal Occupational Health and Safety Administration (OSHA).

The loss of the local rule was a major blow to Miami-Dade activists and workers who had hoped the county heat protection rules would be in place before summer.

In a press conference on Friday, DeSantis said the bill he signed did not come from him. "There was a lot of concern out of one county, Miami-Dade. And I don't think it was an issue in any other part of the state," DeSantis said. "I think they were pursuing something that was going to cause a lot of problems down there."

But extreme heat will only get worse. "Last year was the hottest summer in Florida's history. And this year will likely be the hottest summer in Florida's history," says Esteban Wood, director of the advocacy group We-Count, one of the organizations working on heat protections in Miami-Dade. The new law, he says, represents "a profound loss for not only the campaign but for all the families that have for many years been fighting for the minimum—which was just water, shade and rest, and the right to return home after work alive."

Lupe Gonzalo knows this reality well. She used to pick tomatoes in Florida during the summer and she'd find herself woozy from the heat. Sometimes she'd cramp up or get piercing headaches. Gonzalo shoved bottles of water into every pocket, but even that wasn't nearly enough to get her through the day. Some colleagues, she says, went to the hospital with heat exhaustion—and some even died.

"Without water, without rests, without shade, the body of a worker—it resents it," Gonzalo says in Spanish.

The heat has already caused problems this spring. Samuel Nava, a landscaper from Homestead, Florida, says in March his coworker collapsed with heat-induced cramps. Nava helped him get to the emergency room.

Nava says he's used to the heat working for months on end in high humidity, his clothes drenched in sweat.

"Es como una sauna," he says—it's like a sauna.

Patchy national protections against heat

Heat risks have grown dramatically in recent years. Globally, since the 1980s, climate change has made heat waves last longer. They come more frequently and affect bigger areas. The worst heat waves are several degrees hotter now than they would have been without human-caused climate change.

The U.S. experienced its hottest-ever summer in 2023, and Florida recorded its hottest-ever July and August . The heat index, a measure that incorporates both temperature and humidity, stayed above 100 degrees Fahrenheit for 46 days in a row in Miami .

Construction workers often labor under dangerously hot, humid conditions in Florida, like during 2023's July heat wave. Heat records broke across the state during 2023's summer. Eva Marie Uzcategui/Bloomberg via Getty Images hide caption

Construction workers often labor under dangerously hot, humid conditions in Florida, like during 2023's July heat wave. Heat records broke across the state during 2023's summer.

Despite the increasing risks, there are no federal rules regulating when it's too hot to work, even though thousands of heat-related injuries and dozens of deaths are reported across the U.S. every year. There is a federal requirement that employers keep workers safe on the job, and recommendations for how to do so, including protecting workers from extreme heat. But the guidance doesn't say exactly what those protections are or what to do when limits are surpassed.

A handful of states or local jurisdictions like Miami-Dade have attempted to create some protections. Some have succeeded, but more have stalled or failed.

California was the first to establish regulations in 2006. They require employers to provide shade, rest breaks, and access to cool, clean water for outdoor workers. After the rules were implemented, heat-related workers compensation claims dropped, according to a 2021 study from UCLA.

More recently, after several farm workers died in the deadly June heat wave in the Pacific Northwest in 2021, Washington and Oregon created worker protections from heat .

Political headwinds have blocked other efforts. Proposals in state legislatures including Virginia and Nevada failed. In Texas, Austin and Dallas created ordinances that required employers to provide paid water breaks to outdoor workers. But last year Texas Gov. Greg Abbott signed a "preemption" law that blocked local jurisdictions from making such rules. The goal, Abbott's office said, was to prevent a "patchwork" of differing local rules, which they contended would cause confusion for businesses in the state.

Florida's new law is similar to the one passed in Texas, though it is more narrowly focused on preventing heat protections. Lobbyists cited similar concerns to Texas, saying they wanted clarity and consistency statewide.

"Predictability and certainty is what we look for," says Carol Bowen, chief lobbyist for the Associated Builders and Contractors of Florida, an industry group. "You want a set of consistent guidelines so you know the road map." Right now, she says, the federal recommendations provide a clear-enough outline.

But Shefali Milczarek-Desai, a labor law expert at the University of Arizona, says "If the legislature is really concerned about having a patchwork of heat standards, then why doesn't the legislature itself pass a heat standard regulation?" Proposed heat legislation has come up before the Florida legislature several times in recent years but it has not moved forward.

OSHA began working on national rules targeting heat in 2021, but the process could take years. Creating a new OSHA rule takes on average seven years from start to implementation, according to the Governmental Accountability Office.

In the meantime, the state-by-state patchwork of rules leaves tens of millions of workers at risk, says Michaels. "We need a solution that protects all workers, and that's what the federal standard will do," he says.

High heat risks in Florida

Nationally, the Bureau of Labor Statistics recorded 436 heat-related worker deaths between 2011 and 2021. The true number is likely much higher, says Juley Fulcher, a policy expert at Public Citizen, an organization focused on worker health and safety. Public Citizen estimates 2,000 workers die, and more than 100,000 are injured , from heat-related issues each year.

The discrepancy could come from counting technicalities. Only injuries or deaths that can be directly linked to heat usually get recorded in official statistics—when someone passes out from heatstroke, for example, and falls off a ladder. But heat can affect people in less obvious ways that still lead to injury or death. Heat draws blood away from the brain, affecting people's ability to think clearly. That can lead to clumsiness or dangerous mistakes.

Heat also puts extra stress on the body, increasing the chance of other health problems developing. Medical providers are seeing people with kidney problems from heat exposure, or strokes, or "because their heart symptoms are worse after people experienced extreme conditions in their homes if they couldn't run air conditioning," says Shauna Junco, an infectious disease pharmacist and board member of Florida Clinicians for Climate Action.

Absent federal rules protecting workers from heat, a few states like California, Oregon, and Washington have made their own. Others like Texas and now Florida have blocked local attempts to create protective rules. Chameleonseye/Getty Images hide caption

Absent federal rules protecting workers from heat, a few states like California, Oregon, and Washington have made their own. Others like Texas and now Florida have blocked local attempts to create protective rules.

In a 2020 study, climate scientist Michelle Tigchellar and her colleagues looked at the heat risks to agricultural workers across the country . Under good working conditions—with regular breaks, shade, and water access—most workers, they found, can stay relatively safe up to a heat index of about 83 degrees Fahrenheit. The risks build quickly beyond that threshold. In one Florida county, they analyzed, working conditions are already hotter than that for 113 days out of the year. That number could rise to 148 days if global temperatures rise further.

"In places like Florida where there's a lot of humid heat, the entire growing season will be unsafe to work," Tigchelaar says.

Florida does see risks for some people

Many people in Florida recognize the dangers of heat.

In 2020, after the heat-related death of 16-year-old football player Zachary Martin-Polsenberg in 2017, Florida lawmakers unanimously passed a law requiring schools to protect student-athletes from heat illness.

"In the same way high-school athletes should be protected, outdoor workers should too," says Esteban Wood from We-Count.

But heat protections for workers will take time.

Meanwhile, this summer's heat is projected to be another hot one in a string of record-breaking years. Wood is already worried about how bad things could get in the coming months. He and his colleagues are trying to figure out what they can do to help people stay safe in the continued absence of stricter rules protecting them.

One strategy, says Lupe Gonzalo, is to find alternative solutions while the policy-making slowly moves. She and her colleagues at the Coalition of Immokalee Workers, a farmworker organization based in south Florida, have developed a community-led effort called the Fair Food Program.

Their organization has agreements with major food brands like Walmart and Chipotle—enormous buyers of the fresh produce their workers pick and prepare. The buyers require the agricultural growers to provide safe working conditions, including water, shade, and rest breaks on a schedule dictated by heat conditions. So far, the program has been working effectively, Gonzalo says—doing what the state has not.

Jessica Meszaros with member station WUSF contributed to this story.

Correction April 12, 2024

An earlier version of this story misspelled the last name of Florida Governor Ron DeSantis. The story has been corrected.

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