An accident is an unexpected event that causes damage, injury or harm.

A near miss is an incident that had the potential to cause damage, injury or harm, but was prevented.

The recording and investigation of both of these is important. By investigating to determine the root cause, the UoC is able to:

Corrective actions are actions that the UoC can put in place to ensure that the incident does not occur again. Examples are in Table 4 below:

There is a difference between immediate corrective action and the corrective actions to take once the root cause has been determined. For example: a fire extinguisher is blocked by a bin being placed in front of the extinguisher:

records of accidents or near misses

records of corrective actions taken

training records.

employees feel comfortable to report any accidents or near misses;

employees understand what the process is for reporting any accidents or near misses.

Training is important because it contributes to shared responsibility for health and safety, and a workplace where everyone is protected.

Training is delivered in a format and language that all employees can understand:

training records demonstrating regular training sessions and content trained on

attendance records confirming that all employees have been trained.

employees understand the different health and safety risks present at the site;

employees understand good practices around health and safety at the site;

employees have not paid for the training and it has taken place either during working hours, or they have been paid for the time that they have given to the training.

Hazardous work can include:

Examples of adjusting working conditions for pregnant women can include:

documented health and safety risk assessments.

whether there are pregnant women or people with medical conditions working at the UoC;

whether or not they have been included in the health and safety risk assessment;

that staff responsible for health and safety have an understanding of the particular risks that face pregnant women and people with a medical condition, and how to mitigate those risks.

This requirement is applicable to both the workplace and any accommodation facilities provided by the UoC.

An employee could decide that a workplace is unsafe if there are significant risks to health or safety due to, for example:

Retribution can take many forms and can be:

Management can communicate to employees that they are able to remove themselves from any unsafe situations, for example through:

employee contracts

health and safety training records

employees understand that they are able to remove themselves from unsafe situations without fear of retribution;

employees understand what unsafe situations may occur and are aware of escape routes and emergency procedures;

management understand that employees have the right to remove themselves from unsafe situations without fear of retribution.

To demonstrate competence, the person carrying out the health and safety risk assessment should:

training records

qualifications of the person conducting the health and safety risk assessment

health and safety risk assessment.

what applicable legal requirements there are for health and safety risk assessments;

the qualifications and experience of the person conducting the health and safety risk assessment;

how effective and thorough the risk assessment is that is in place.

“A risk assessment is simply a careful examination of what, in the workplace, could cause harm to people”.

The ILO identifies five steps in a risk assessment:

The risks assessment should:

The risk assessment should be reviewed and revised:

documented health and safety risk assessments

list of contingency and preventative measures to mitigate the risks.

the member of staff that is responsible for conducting and maintaining the risk assessment has a good understanding of the different risks on site, and the actions taken to mitigate them.

<https://www.ilo.org/media/453896/download#:~:text=A%20risk%20assessment%20is%20simply,and%20members%20of%20the%20public>

Any reasons for medical tests are clearly communicated to the employee or prospective employee, at time of recruitment where necessary.

The employee or prospective employee has the right to their test results and the UoC ensures that the results are kept confidential.

The cost of medical tests is paid by the UoC and is not a cost that is charged to the employee or prospective employee.

In some situations, the UoC may have an on-site doctor, or a doctor that there is an established relationship with, who regularly conducts the necessary medical tests. However, an employee or prospective employee is allowed to choose to consult an independent doctor, who could be their own doctor, or someone completely unrelated to the UoC.

Costs incurred by employees or prospective employees towards medical tests, if using an independent doctor, are to be reimbursed within an agreed time period.

terms of service between recruitment agencies and the UoC

documents from recruitment processes

information about which medical tests are required

evidence of provision of copies of medical tests to employees.

employees understand the reasons for the medical tests;

employees have access to their test results and they are confidential;

employees understand that they are able to use an independent doctor if they prefer;

there are no costs incurred by employees for any medical tests.

There are occasional situations where the UoC, or the agency involved in recruitment may need to perform medical tests. For example:

Examples of when medical tests may or may not be allowed are:

terms of service between recruitment agencies and the UoC

documents from recruitment processes

health and safety and food safety risk assessments that require medical testing

information about which medical tests are required.

where medical tests are required, the decision for these tests has been based on the outcome of a risk assessment;

employees understand the reasons for the medical tests.

There are occasional situations where the UoC, or the agency involved in recruitment may need to perform medical tests. For example:

Examples of when medical tests may be allowed are:

Examples of when medical tests may not be allowed are:

terms of service between recruitment agencies and the UoC

documents from recruitment processes

health and safety and food safety risk assessments that require medical testing

information about which medical tests are required.

where medical tests are required, the decision for these tests has been based on the outcome of a risk assessment;

employees understand the reasons for the medical tests.

Tests for virginity sometimes take place in some parts of the world as a custom and practice, with the social expectation that women and girls should remain ‘virgins’ until they are married.

The term ‘virginity’, as used in this way, is not a medical or scientific term, but a social and cultural construct that reflects discrimination against women and girls.

It is discrimination if a woman is tested for pregnancy during recruitment.

This indicator helps:

terms of service between recruitment agencies and the UoC

documents from recruitment processes

information about which, if any, medical tests are conducted

hiring and medical examination policies.

the experiences of female employees during the hiring process;

medical tests are only carried out based on a risk assessment (see also 3.4.5).

<https://www.who.int/news/item/17-10-2018-united-nations-agencies-call-for-ban-on-virginity-testing>