REAL INCIDENT

This real incident highlights just how important Risk Assessment is in our line of work, which involves sending employees out into other premises or domestic dwellings.
Source: www.hse.gov.uk

Mental Health Matters Ltd, a North East-based registered charity has been fined £30,000 with costs of £20,000 after one of their employees was killed by a service user.
Ashleigh Ewing, a 22-year-old support worker employed by Mental Health Matters, was attacked and killed by service user Ronald Dixon.
Mental Health Matters provide support and housing services to people who suffer from mental health problems. They pleaded guilty to a charge brought by the Health and Safety Executive for a breach of Section 2(1) of the Health and Safety at Work etc Act 1974 for failing to do all that was reasonably practicable to ensure Ms Ewing's safety.
Newcastle Crown Court heard that Ashleigh Ewing was visiting Ronald Dixon at his home in Heaton, Newcastle upon Tyne on 19 May 2006 when she was attacked and stabbed to death.
Ashleigh had started work with Mental Health Matters exactly six months prior to the date of her death. The attack occurred on the final day of her probation period.
The prosecution told Mr Justice Keith that Ashleigh's employment by Mental Health Matters exposed her to certain obvious risks, particularly in the context of her dealings with Mr Dixon. His mental health was known to be deteriorating and Mental Health Matters failed to respond to a number of warning signs. The court also heard that they failed to afford Ashleigh the level of protection that the nature of her job warranted.

Mrs Pam Waldron, HSE's Head of Operations said:
"This is an unusual case which shows the need for employers to assess risks to employees who visit individuals in their homes and for arrangements to be reviewed when changes occur.
"We believe that if Mental Health Matters had carried out a risk assessment, it would have resulted in the visiting arrangements being reviewed."
Notes to Editors:
1. The service user, Ronald Dixon, who killed Ashleigh Ewing, pleaded guilty in October 2007 to manslaughter on the grounds of diminished responsibility and is detained indefinitely at Rampton Secure Hospital.
2. Working alone is not in itself against the law, and it will often be safe to do so. However, the law requires employers and others to think about and deal with any health and safety risks before people should be allowed to work alone. For more information about lone working http://www.hse.gov.uk/pubns/indg73.pdf
3. Section 2(1) of the Health and Safety at Work etc Act 1974 states: it shall be the duty of every employer to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all his employees.

INTERNATIONAL YOUTH DAY.

It is International Youth Day on 12 August
The Management of Health and Safety at Work Regulations 1999 includes particular responsibilities aimed at young people in the workplace.

All people are at particular risk of injury in the first six months of a job as they may be unaware of existing or potential risks. Young people will frequently be in this category

Young people may lack experience or maturity or may be unaware of how to raise concerns.
They may not have reached physical maturity and therefore lack the strength demanded
They may be eager to impress or please people with whom they work.
Everyone involved in the employment of young people needs to understand:

# Young people and the law.
# Risks to young people at work.

Those who employ young people can help them to understand the importance of health and safety at work. It will serve them well not only in their working life, but in their everyday life as well. Sensible health and safety at work is about managing risks rather than expecting them to be eliminated.

Periods of work experience and work-based learning will be the first time that most young people experience the work environment. Good preparation and organisation of placements is essential if these opportunities are to be rewarding and safe introductions to the world of work.

Work Experience should be taken to include reference to Work Based Learning. There is a wealth of guidance produced to help those employing young people or involved in work experience. The HSE provides guidelines for those involved with young people at work and on work experience. For authorative information, follow the links on the HSE website to the specific guidance and refer to the relevant legislation. The new HSE legislation site provides information on the range of health and safety legislation that applies to workplaces in Great Britain.

Information sourced from www.hse.gov.uk

Did you know... Disability
‘Health and safey’ is sometimes used as a false excuse for not employing people with a disability. However, research has shown that disabled employees are as productive as their colleagues.

Find out more about diversity disability issues.
Quick facts
1.Disabled employees have less time off sick; stay longer in their jobs and have fewer work accidents;
2.20% of the workforce, 6.9 million people, have some form of disability or impairment;
3.Only 17% of people with a disability are born with that disability, the majority acquire their disability during their woking life;
4.Estimates from the LFS indicate that self-reported work-related stress, depression or anxiety accounted for an estimated 11.4 million lost working days in Britain in 2008/09.
5.“Reasonable adjustments” can make a difference to the working environment of people with a disability or long term health issue;
6.‘Reasonable adjustments ‘ can also be made on a temporary basis;
7.For muscoskeletal disoders (MSDs), altering a task, equipment or workload an individual faces can significantly reduce the risk of MSDs occuring;
8.The 5 steps to risk assessment is a useful tool for employers.
Remember that disabilities are not always visible. Everyone has a duty to be health and safety conscious and be aware of the health and safety risks in their workplace.

Some reasonable adjustments can be made at little or no cost to the employer. However, Access to Work can offer advice and support for adaptations.