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1.

1
Hazard control may define an action but before that it is more about conscious
and vigilant identification. Any hazard can only be prevented if identified. Thus
identification constitutes the most important and first step to a safe workplace.
Once identified, the next step is to arrange for the most suitable and trained
person available to eliminate the source of hazard. Finally, an educated and
aware staff is the best asset. Always vigilant and responsible staff will ensure
minimization of hazards and their causes. Each employee and staff member is
responsible for these three tools to make a workplace safe and productive.
Looking at hazard management as a whole process following is the
representation of all factors and control points determining the management of
hazard:
1. Identifying hazards
2. Assess risks
3. Remove hazards
4. Safety and protection equipment provision
5. Costs and related monetary factors
6. Alternative planning
7. Deterrence and precautions
8. Accountabilities of management, employees, and others
9. First aid
10. Promotion of health and safety
11. Health and Safety Committees and representatives

Identificatio
n

1.2

Elimination

Minimizatio
n

As the legislation clearly mentions, as soon as a hazard is identified, it must be


attended to immediately and eliminated to the best possible level. The process
of hazard identification and control is generally same across multitude of
organization:
Identification of Hazards/Risk Points
This involves distinguishing things that may cause injury or harm to the health
of a person.
Assessment of the Risk (Magnitude and Probability)
This involves risk assessment, examining and evaluating whether the hazard is
significant and the likelihood and degree of injury or harm occurring to a
person if they are exposed to a hazard.
Control Methods
This involves taking all practicable steps to eliminate or isolate or minimize
significant hazards.

Monitoring
Ensuring that the hazard has been controlled and chances of reoccurring are
minimal.

1.3
Regardless of the organization we work for, legislation in most cases imply the
same meaning duty of care. Whether one is the employer or employee, to
ensure the safety and security of ourselves, each other and company, is a duty
of all of us, as individuals and as a group. Primarily, the 'duty of care' means
that employers must attempt to do everything that they can to remove or
minimize risks in the workplace.
Below outlined are a few of the duties and responsibilities of both, employers
and employees:

Employer:
1. Ensuring qualification of the health and safety staff and designated
personnel
2. Facilitating training and information sessions regularly
3. Educating the staff about health and safety and making it a culture of the
company to promote health and safety all the time
4. Provision of an easy access to and from a workplace
5. Informing employees about any identified hazard or danger. Educating
and updating them regularly on health and safety issues
6. Providing with all the necessary safety equipment and tools
7. Building a safe workplace and designing safe work processes, especially
in manufacturing and construction industries
8. Keeping record of any and every event or situation, regardless of the
impact or outcome
Employees:
1. Understanding and acknowledging the duty of care
2. Cooperating with the employer and applicable procedures, processes
and policies to ensure a safe workplace
3. Always adhering to the policy of safely doing the appointed task without
harming the safety of own self or any one else.
4. Not interfering or misusing any machinery or work related equipment
that might expose your own self or any one else to risks
5. Using safety equipment/machinery wherever suggested or established in
the SOP
6. Active participation in identification and reporting of hazards and
education on a regular basis

1.4
Law requires that each workplace has to be safe in every manner, and only
when this condition is satisfied, an employer can offer a job to a person whom

he wants as an employee. Beyond this, both, employer and the employee are
mutually responsible for the safety of the workplace and hazard prevention
process. The law also demands that incident report forms must be used at all
times. Any incident, regardless of the magnitude or outcome, shall be reported
immediately to the designated person and should be kept on record. If the
frequency increases, an appropriate action should be under planning and
execution. Failure to do so is unlawful, for an employee as well as the
employer for putting employees or other co-workers at risk.

2.1
Bounce fitness strives to provide its employees and patrons a hazard-free

workplace. For any of our clubs, it is of utmost importance to ensure a safe


space to work and to enjoy. Thus bounce fitness relies on its employees at
levels to actively participate and inform each other to isolate and eliminate any
sources of danger to one self and others.
The promotion and maintenance of occupational health and safety is primarily
the responsibility of management. Management at all levels is required to
contribute to the health and safety of all persons in the workplace. To this end,
it is the responsibility of management to develop, implement and keep under
review, in consultation with its employees, the organizations OHS Program in
each Centre. Resources in accordance with the importance of occupational
health and safety are made available to obey all relevant Acts and Regulations
and to ensure that the workplace is safe and without risk to health.

2.2
Safe workplace is each employees right and responsibility as well. As an
individual and as a team we are collectively responsible to make a workplace
safe and free from the risk of injury, hazard or illness. Thus at each level within
the organization, it is vital to accumulate active participation in this program
and a sense of responsibility. It starts from the top and flows down to the
frontline staff at the bottom of the hierarchy.
Club Manager
He is the single in-charge of the club and hence responsible for any and every
situation that arises. He is thus responsible to resolve all the issues and take
accountability for all the outcomes. With such responsibilities in his hands, he
is the first person to promote OHS throughout the organization. He should
scrutinize and monitor OHS policy and incidents, if any, at a regular basis and
also ensure legal compliance of the system.

Health and Safety Officer


He is the person who is appointed to handle situations on a daily basis. He can
be the already existing assistant manager or senior floor supervisor etc. Since
OHS officer is not a full time job and requires attention once in a few weeks or

days, he could be serving regularly in his usual position. This is most


commonly a voluntary job often provided to a mid-level manager or supervisor.
The Occupational Health and Safety Officer is an individual within an
organization who will assist in the management of health and safety matters
within an organization. The Health and Safety Officer must have a strong
knowledge of Health and Safety Legislation, be thoroughly familiar with the
regulations, codes of practice and requirements of an organization in relation to
health and safety. His common duties include:
1.
2.
3.
4.
5.
6.
7.

Informing staff members about safety issues


Advising management on OHS issues and concerns
Organizing and conducting safety drills
Ensuring regular checkup and QC testing of equipment and machinery
Organizing and conducting OHS training
Assisting with hazard identification, isolation and elimination
Supervising audits on safety systems in place and modifying them as
and when required
8. Investigation and reporting of incidents and accidents
9. Preparing and authoring safety and instruction manuals
Employees
Each employee is as responsible for hazard identification and OHS as is any
other person in the workplace. Each employee must work in the best interest of
ensuring safety in and around the work area. At Bounce Fitness, some of
the obligations of the staff as a part of hazard and risk management
system include:
Cooperating with the Centre Manager to foster OHS
Ensuring that their work practices do not jeopardize anyone
Using the safety equipment provided each and every time
they operate or conduct a task
Be involved in the process of identifying hazards and
controlling risks
Reporting any incident or accident to the duty/OHS officer

2.3
The implementation of a policy requires mind and money. OHS is not a costly
policy to exercise. In fact, it could save a lot of money, which might otherwise

be dispensed in case of an injury or accident. For the whole year, the budget is
forecasted at the very beginning. This budget will have an allocated amount
kept aside for the running of OHS policy and related matters. This amount is
mainly regarding the training costs of employees, OHS officers and if required,
hiring contractors or external bodies for auditing and assessment purposes.
Using OHS officer of one center to audit OHS Policy of another center can
diminish even this contracting cost. National OHS manager can accompany all
of them to ensure quality and efficacy. Most of the finance required is for
equipment, insurance, training and when auditing, airfares and accommodation.

3.1
Each center will have a volunteer OHS officer. He will be trained and
developed by the national OHS manager. Once at his own center, this person

will be the one stop contact for OHS related issues for all other employees.
Although the center manager himself will also be able to head OHS operations,
this person acts as the operationally responsible employee for OHS related
issues, on a daily basis.
Each employee will know whom to contact if they have any ideas, suggestions,
questions or any form of incident or accident reporting to be done. He will look
after safety drills, training sessions and policy review and modifications.
Apart from him, every other employee is inevitably responsible for OHS. It is
important to see and hear through the eyes of all the employees when it comes
to safe workplace. More and more objects, locations and possible risks can be
identified in less time and appropriate actions can be takes quickly.
These safety representatives from all the centers will form our national OHS
community and they will be required to teleconference each month apart from
their regular communication. This conference will be a place where they bring
together important incidents, issues, policy amendments, budget problems and
employee training plans.

3.2
The health and safety officer or OHS Representative is the person appointed as
the bridge between the staff and the management. If staff has issues, complains
or any ideas and suggestions, it will be directed to him and he will present it to
the management in an appropriate manner.
Similar is the path from the other side. He, informing them about all the
changes or modifications, will communicate managements answers, solutions
or changes to the staff and when will they come into effect. The representative
will discuss the issues raised with senior management or the committee,
depending on the nature of issue and will endeavor to resolve it as quickly as
possible. It is very important that all associates of the organization have an
opinion in the hazard management system and therefore, everyone should be
provided an opportunity to raise their concerns.

3.3

When a staff member raises an issue or a concern, he expects feedback or


response in return. Once an employee has communicated any issue or incident
to OHS officer, it is his first duty to resolve it at his level or forward it to the
senior management. Also, it is his responsibility to keep the concerned
employee informed about the progress and whether an action is being planned
or not. If the employee is not satisfied, he should be provided with a valid and
logical reason or explanation rather than placing the blame on the senior
management. Employee should be kept informed either via e-mail or newsletter
if the issue concerns a group not just an individual.

4.1
To ensure organizational health and safety, it is important to manage hazards
and their elimination. As mentioned earlier, identification is the key to manage
a safe workplace. Bounce fitness promoted educated and informed staff and an

active OHS committee to handle OHS related issues and situations. Besides the
manpower involved in the process, Bounce fitness lays down an effective
hazard identification and isolation procedure to ensure quality results each
time.
1. Task analysis: Breaking down each task to be performed into indivisible
steps with safest way to carry out each and equipment to be used.
2. Behavior analysis: This is about monitoring the behavior of the employees.
Analyzing the way employees do the job and not the job. Their usage of safety
or protective equipment and clothing, their attitude towards safety, their attitude
towards other workers safety is all monitored and recorded.
3. Environment analysis: The physical workplace is under scrutiny here. Air,
temperature, ventilation, cleanliness, hygiene, construction, and all other minor
aspects that contribute to an appealing workplace and distinguish it from a noncompliant workplace, are considered and reported.
4. 'What if' analysis: This is about crisis management. Predicting possible
hazards and planning solutions in advance is the key function. This is done by
estimating the magnitude and probability of each risk. Those with high possible
impact and high probability are handled first and so on.
5. Fault tree analysis: A fault tree analysis (FTA) is a deductive, top-down
method of analyzing system design and performance. It involves specifying a
top event to analyze (such as a fire), followed by identifying all of the
associated elements in the system that could cause that top event to occur. Fault
trees provide a convenient symbolic representation of the combination of
events resulting in the occurrence of the top event.
6. Accident and Incident Investigations: As and when reported, OHS officer
is responsible to conduct a thorough investigation and establish clearly the
reason, the origin, the cause, the outcome, the possibilities and the person
involved and responsible parties.

4.2
OHS Officer
1. Design, implementation and Enforcement of OHS Policy

2. Hazard identification, isolation, elimination


3. Authoring print media, instruction manuals and other informative
material
4. Conducting training and information sessions
5. Supervision of safety and fire drills/bomb threats etc.
6. Conducting health and safety audits
7. Informing and educating employees and customers regularly about
existing policies and those that have now changed or are about to be
changed
8. Investigating incidents, accidents and reporting and recording them
Employees
1.
2.
3.
4.
5.
6.
7.

Following the company OHS policy at all times without exceptions


Taking care of own self and the safety of those around
Participating in fire/safety drills
Participating in training sessions, information classes etc.
Reporting all incidents/accidents to OHS officer or duty manager
Participation in identifying and isolating potential hazards
Always adhering to SOPs and using safety or protective equipment as
required

Identifyin
g the
hazard
Assessin
g the
hazard
Controlli
ng the
hazard
Monitorin
g action

Above shows the hazard management procedure and the steps taken. Once
identified, the authorized person based on its magnitude and its possibility will
then assess hazard. A chart is prepared with both these values for every possible
risk. Magnitude of a risk multiplied by its possibility gives the overall impact
value of that risk. Then the risks are taken into consideration based upon their
impact value. Higher this value, higher is the rank given to it for being resolved
or planned.

The process of assimilation is as we discussed earlier:

Elimination

Isolation

Minimizatio
n

4.3
External contractor or a third party involvement can be beneficial sometimes.
Although the OHS officer of a particular center will be looking after all OHS
related issues but at certain instances, it is much more useful to have an
external agent.
External person will be able to look at the situation or issue from a whole new
light. He might be able to opinionate us in areas invisible to us as employees.
He can be very useful for an unbiased auditing of our OHS system. Staff will
be more honest to him since his actions do not harm their employment in any
manner.
Although these are not always the cases and it might not be necessary at all to
get an external party involved but there definitely are situations where your
own case officer will not be of sufficient assistance and to have an external
contractor might prove fruitful.

5.1
Training for OHS is vital for both already existing employees as well as the
new hires. Training provides important information to the staff regarding what
OHS is about, how to identify and report hazards and how to keep themselves
safe and also, how to educate themselves. Training also serves the following
four purposes:

1. Employees dont injure themselves or do things in a manner, which can


out others safety at risk.
2. Develop a positive health and safety culture and promote it to each
other.
3. Employees can discover various ways to foster OHS in the workplace
and manage their health and safety in a better way.
4. Meet their legal duty to protect health and safety of themselves and each
other at the workplace.
Training serves following purposes in regards to the employer/company:
1. Assists in reducing workplace injury and illnesses.
2. Reduces the damage caused by the major accidents.
3. Avoids the stress and de-motivation caused by workplace incidents
amongst staff members.
All of us as employees need to be fully aware of what health and safety in the
workplace are about and that is the exact purpose of training. Employees at
each level or band within the company are responsible for OHS and should be
trained and informed regarding the same. Managers also need to know what to
expect from their staff with regards to delivering a healthy and safe workplace
for all their staff members. They need to understand our policies and
procedures and know the ways in which we are to deal with things like
accidents, incidents and new hazards being identified. Employees represent the
largest fraction of workforce and this indicates that a lot of any training budget
will need to be devoted to ensuring they are fully aware of their rights and
responsibilities as an employee of your organization. Like any other manager
or owner, they will need to be made aware of the policies and procedures
covering healthy and safe work including the information about their own roles
and responsibilities.

5.2
Gathering information, recording it in a mathematical manner and organizing it
appropriately is important not only to monitor regular performance but also to
assist future managers to make decisions based on the historic figures. Record
keeping is also necessary for the legal purposes.

The volunteers, OHS Officer and other team members for the organization will
collect required data. OHS Officer will then be able to record and represent it in
a desired manner to make numerical structures for further analysis. The most
important pieces of information to be recorded would be as follows:
1. Incident Reports/ Accident Reports
These are required by law and must be retained all the time. For legal
requirements or for our own investigation, they are very crucial. A repetitive
incident marks a certain issue and indicates that action must be taken quickly.
2. Training in OHS and First Aid
As it is a legal requirement to train staff in OHS and first aid, this is an official
document for legal authorities to show them that we are working in line with
the legal guidelines. This also provides information to new
managers/employees as to who is capable of first aid and whether employees
are aware of the company OHS policy.
3. OHS Committee Activities and Decisions
This is to orderly record all the proceedings, meetings, activities, and decisionmaking process of the OHS committee. This will ensure that we hold a record
of what problems were introduced to us and what actions were taken to resolve
those issues.
4. Hazard Identification and Management Report
These are usually required for investigation purposes. This is basically for a
future reference where we know what exact issue was identified and what were
our initial steps in order to eliminate, isolate or minimize the risk involved with
the identified hazard.

5.3
Evaluating a plan is as important as designing it. Evaluating it shows how
efficient the plan is, how satisfying are the results it produces and where are the
opportunities to improve further. What to monitor and to what extent is an
important issue in this case. Those risks that have a high impact will require

continuous and detailed monitoring; those with less impact and less probability
will require limited monitoring.
Evaluation is more of a mathematical or numerical approach to theoretical
plans. We set performance standards in form of numerical output and when the
plan is implemented, we record actual performance in numbers as well. When
we compare the actual with the expected, we are able to clearly see where we
perform well and where we fall back. These figures then assist us to rethink our
policies and modify our operations to do better next time. It is a process of
constant puzzle solving. That is why performance standards are vital to any
organization as they are to bounce fitness. They solve the following purpose:
a. They clearly specify the acceptable margin for error
b. They forecast expected results
c. They provide precise conditions under which the performance or result
is expected to be accomplished
To ensure top performance, performance standards should be precise and
accurate. They should adhere to the following guidelines:
1. They should be realistic and achievable
2. They should be specific and should describe exactly what is to be
achieved and how
3. They should be measurable so that there is always a room for
improvement
4. They should be congruent to our core philosophies and our other
organizational goals
5. They should be challenging. Undervalued forecasting the hope to exceed
expectations in the end will always devalue the organization.
6. They should be clear, understandable and comprehensive enough for all
levels of employees in the organization so that each team member can
associate himself with them.
7. They should be ever evolving. There should always be flexibility to
modify and alter them as per the current needs.
It will not serve the organization well to have performance standards in place if
they are not being continuously monitored to ensure compliance. If such a
monitoring system is not in place and working effectively, the organization may
not be able to pick up on significant variances that will have a negative impact
on the organization. The outcome of a monitoring system is data that can be
used to evaluate the current performance levels of the organizations hazard

management processes. Once data has been recorded and analyzed a detailed
report with findings and appropriate measures addressing the key issues, should
be submitted by each centers manager to the national head during the halfyearly or annual meeting. The reasons of the variances should be analyzed and
addressed. There could be numerous factors that can possibly cause variances.
The following should be the problem solving method once the variances have
been identified:
1. Specify the problems identified, their possible impact and the cause
behind their origin.
2. Collection of more facts and figures if required through proper
investigation and questioning related subjects.
3. Crafting an alternative solution or the one that poses least harm to the
already existing system and does not adversely affect thee productivity.
4. Analyze and monitor the solutions described and test them thoroughly.

5.4
Being in accordance with the OHS legislation is the first priority of any OHS
plan as it is required by law and will interfere with our operations everyday.
Law requires a few criterions to be met by each organization in their OHS
plans:
1. Responsible OHS Representative
2. Data collection
3. Process Monitoring
4. Staff training and development
5. Employers responsibility
6. Employees cooperation
7. Duty of care for everyone
We have designed our OHS plan according to these requirements and have in
place, systems to adhere to all the legislative requirements. As the legal bodies
will constantly monitor and audit our systems we intend to make sure that we
exceed their benchmarks and not fall short. We will get an external contractor
twice a year to audit our systems in place and all the contained policies and
procedures as well. This will ensure our quality and adherence sincerity.
However, our intention to be in line with OHS legislation is not to save
ourselves from legal troubles but to maintain high standard safe workplace for
all our employees and our guests.