Work Immersion: Safety at The Workplace

Download as pdf or txt
Download as pdf or txt
You are on page 1of 18

WIRCACA

 
Work Immersion​ is a subject in the SHS Program that allows students to 
be exposed to and become familiarized with work-related environments 
related to their field of specialization. 
  
Work Immersion Objectives 
● appreciate the importance and application of the principles and 
theories learned in school; 
● enhance their technical knowledge and skills; 
● enrich their skills in communications and human relations; and 
● develop good work habits, attitudes, appreciation and respect for 
work. 
 
SAFETY AT THE WORKPLACE 
COMMON SAFETY DEFINITION 
Unsafe acts 
-Action behavior the you or co-worker carries out that may be potentially 
harmful 
Safe workplace 
-Control and elimination of recognizable hazards to minimize the risks. 
Unsafe conditions 
-Anything you or co-worker finds that is potentially harmful  
SLIPS, TRIPS, AND FALLS 
-Falls are the number one leading cause of injury in the workplace.  
 
Proper Lifting Techniques 
1. ​Warm Up ​- Consider simple exercises such as jumping jacks 
to get warmed up prior to lifting tasks. 
2. ​Stand close to load​ - Stand as close to the load as possible 
when lifting. 
3. ​Bend your knees​ - Bending your knees and keeping your 
upper body upright allows you to use your legs to lift, rather 
than your back. 
4. ​Grip the load ​- Some loads are not too heavy, but are simply 
too large to grip easily. 
5. ​Lower load in reverse ​- Some loads are not too heavy, but 
are simply too large to grip easily 
FIRE SAFETY  
-The best safety advice related to fire safety is to stay calm. Move to 
designated assembly point. Use a fire extinguisher 

 
 

 
 
 
 
Traffic Light​ are signalling devices positioned at road 
intersections, pedestrian crossings and other locations to 
control competing flows of traffic. 

 
 

 
Professionalism  
-defined by who you are, what you do, and how others perceive you. 
 
Work ethics​ are a set of standards and rules that are required by an 
individual for satisfactory work performance. 
Two types of Work Ethics 
1. ​Personal​ (i.e. sincerity, respect for the job, regularity, punctuality, 
seriousness) 
2. ​Specific to a work situation​: 
● Keeping certain information confidential. 
● Maintaining cordial relation with clients and agencies. 
● Being prepared to take up new tasks. 
 
Attendance  
-often have a large impact on individual and team success. 
-Absenteeism can also profoundly impact the job performance and 
retention. 
● Make work a high priority 
● Know your schedule 
● Make use of an alarm clock 
● Get enough sleep 
● Arrange your transportation 
● Inform your supervisor of an 
● absence 
 
CHARACTER 
Loyalty 
• Honesty 
• Trustworthiness 
• Dependability 
• Reliability 
• Initiative 
• Self-discipline 
• Self-responsibility 
 
TEAM WORK 
• Respecting the rights of others 
• Being a team worker 
• Being cooperative 
• Being assertive 
• Seeking opportunities for 
continuous learning 
• Demonstrating mannerly behavior 
• Respecting confidentiality 
 
APPEARANCE 
Dress Appropriately  
• Personal hygiene  
• Good manners 
 
ATTITUDE 
• Demonstrating a positive attitude 
• Appearing self confident 
• Having realistic expectations for 
self 
 
PRODUCTIVITY 
● Conserving materials 
● Keeping the work area 
● neat and clean 
● Following directions 
● properly 
 
ORGANIZATIONAL SKILLS 
Work Immersion/Research/Career Advocacy/Culminating Activity 
(WIRCACA) 
Second Semester, Third Quarter 

● Preparing for assignments at home 
● Prioritize–what’s most important? 
● Set timetables–list what you have 
● achieved and what is still pending 
● Spend time wisely 
 
COMMUNICATION SKILLS 
● Verbal or nonverbal must be clear 
● To the point 
● Empathetic 
● We must always treat others as we would like others to treat us 
 
COOPERATION 
● Developing good working relationships 
● Following the chain of command 
● Good at conflict management 
● Being a good problem solver 
 
RESPECT 
● Work to the best of your ability 
● Do what’s asked the first time 
● Accept and acknowledge an 
● individuals talents and knowledge 
 
 
THE WORKERS BASIC RIGHTS  
EQUAL OPPORTUNITIES FOR ALL 
 
-The State shall protect labor, promote full employment, provide equal 
work opportunity regardless of gender, race, or creed; and regulate 
employee-employer relations. 
-Male and female employees are entitled to equal compensation for work 
of equal value and to equal access to promotion and training 
opportunities.  
 
Discrimination against female 
employees are unlawful. 
• It is also unlawful for an employer to require a condition of employment 
that a woman employee shall not get married, or to stipulate expressly or 
tacitly that a woman employee shall be deemed dismissed upon marriage. 
 
The minimum age of employment is 18 years for hazardous jobs, and 15 
years for non-hazardous jobs.  
-But a child below 15 may be employed by parents or guardians in a 
non-hazardous job if the employment does not interfere with the child's 
schooling.  
 
SECURITY OF TENURE 
Every employee shall be assured security of tenure. No employee can be 
dismissed from work except for a just or authorized cause, and only after 
due 
process. 
Just Cause refers to any wrongdoing committed by an employee 
including: 
1. serious misconduct 
2. willful disobedience of employers' lawful orders connected with work 
3. gross and habitual neglect of duty 
4. fraud or willful breach of trust 
5. commission of crime or offense against the employer, employer's family 
member/s or representative 
6. other analogous cases 
 
Every employee shall be assured security of tenure​. No employee can be 
dismissed from work except for a just or authorized cause, and only after 
due process. 
 
Authorized Cause refers to an economic circumstance not due 
to the employee's fault, including: 
1. the introduction of labor-saving devices 
2. redundancy 
3. retrenchment to prevent losses 
4. closure or cessation of business 
 
Due Process in cases of just cause involves: 
1. notice to employee of intent to dismiss and grounds for dismissal 
2. opportunity for employee to explain his or her side 
3. notice of decision to dismiss 
  
In authorized causes, due process means written notice of 
dismissal to the employee specifying the grounds, at least ​30 days 
before the date of termination. 
 
  The inability of a probationary employee to meet the employer's 
prescribed standards of performance made known to him or her at the 
time of hiring is also a just cause for dismissal. 
 
 
Due Process in cases of just cause involves: 
1. notice to employee of intent to dismiss and grounds for dismissal 
2. opportunity for employee to explain his or her side 
3. notice of decision to dismiss 
In authorized causes, due process means written notice of 
dismissal to the employee specifying the grounds, at least 30 days 
before the date of termination. 
The inability of a probationary employee to meet the employer's 
prescribed standards of performance made known to him or her at the 
time of hiring is also a just cause for dismissal. 
 
 
WORK DAYS AND WORK HOURS 
 
An employee must be paid his or her wages for all hours worked. 
• If all or any part of his or her regular work hours falls between 
10:00 p.m. to 6:00 a.m​., a covered employee shall be entitled to a 
night shift pay in addition to his or her pay for regular work 
hours. 
• If he or she works for​ more than 8 hours​ in one day, he or she 
shall be entitled to ​overtime pay. 
 
WEEKLY REST DAY 
A day-off of 24 consecutive hours after 6 days of work should be 
scheduled by the employer upon consultation with the workers. 
 
WAGE AND WAGE – RELATED BENEFITS 
Wage ​is the amount paid to an employee in exchange for a task, 
piece of work, or service rendered to an employer. 
• includes overtime, night differential, rest day, holiday and 13th 
month pay 
• includes the ​fair and reasonable​ value of board, lodging and other 
facilities customarily furnished by the employer 
• Wage may be ​fixed for a given period,​ computed hourly, daily or monthly. 
• It may also be fixed for a ​specified task or result. 
 
If wage is for a fixed period, the minimum wage for a regular 8-hour 
workday shall not be lower than the minimum daily wage applicable to the 
place of work as determined by the Regional Tripartite Wage and 
Productivity Board having jurisdiction over the workplace. 
 
If wage is paid by result, the worker shall receive at least the prescribed 
minimum wage for 8 hours of work. The amount may be increased or 
reduced proportionately if work is rendered for more or less than 8 hours a 
day. 
 
An employer cannot make any deduction from an employee's wage 
except for insurance premiums with the consent of the employee, for 
union dues, or for withholding taxes, SSS premiums and other 
deductions expressly authorized by law. 
 
PAYMENT OF WAGES 
Wages shall be paid in cash, legal tender at or near the place of 
work. 
• Payment may be made through a ​bank upon written petition​ of 
majority of the workers in establishments with 25 or more 
employees and within one (1) kilometer radius to a bank. 
• Payment shall be made ​directly to the employees. 
• Wages shall be given not ​less than once every two (2) weeks​ or 
twice within a month at intervals not exceeding 16 days. 
 
EMPLOYMENT OF WOMEN 
Nightwork prohibition unless allowed by the Rules: 
• in industrial undertakings from 10PM to 6AM 
• in commercial/non-industrial undertakings from 12MN to 6AM 
• in agricultural undertakings, at night time unless given not less than 9 
consecutive hours of rest 
-Welfare facilities must be installed at the workplace such as seats, 
separate toilet rooms, lavatories, and dressing rooms. 
-Prohibition against discrimination with respect to pay (i.e. equal pay for 
work of equal value), promotion, training opportunities, study and 
scholarship grants. 
 
EMPLOYMENT OF CHILDREN 
• Minimum employable age is​ 15 years​. 
• A worker below 15 years of age should be directly under the sole 
responsibility of parents or guardians; work does not interfere 
with child's schooling/normal development. 
• No person​ below 18 years of age​ can be employed in a ​hazardous 
or deleterious undertaking 
 
SAFE WORKING CONDITIONS 
Employers must provide workers with every kind of on-the-job protection 
against injury, sickness or death through safe and healthful working 
conditions. 
Hazardous jobs ​are those which expose the employee to ​dangerous 
environment elements, including contaminants, radiation, fire, poisonous 
substances, biological agents and explosives, or dangerous processes or 
equipment including construction, mining, quarrying, blasting, stevedoring, 
mechanized farming and operating heavy equipment.  
 
RIGHT TO SELF-ORGANIZATION AND COLLECTIVE 
BARGAINING 
Collective Bargaining involves two parties: 
1. the representative of the employer 
2. a union duly authorized by the majority of the employees within a 
bargaining unit called exclusive bargaining agent. 
It is a process where the parties agree: 
1. to fix and administer terms and conditions of employment which must 
not be below the minimum standards fixed by law 
2. to set a mechanism for resolving their grievances 
 
The result of collective bargaining is a contract called collective 
bargaining 
agreement (CBA). A CBA generally has a term of five years. 
The provisions of a CBA may be classified as political or economic. 
• Political provisions refer to those which define the coverage of the CBA 
and recognize the collective bargaining agent as the exclusive 
representative of the employees for the term of the CBA. 
• Economic provisions refer to all terms and conditions of employment with 
a monetary value. Economic provisions have a term of five years but may 
be renegotiated before the end of the third year of effectivity for the CBA. 
 
EC BENEFITS FOR WORK-RELATED CONTINGENCIES 
The Employees' Compensation Program is the tax-exempt compensation 
program for employees and their dependents created under P​residential 
Decree No. 626 
which was implemented in March 1975. 
The benefits include: 
• Medical benefits for sickness/injuries 
• Disability benefits 
• Rehabilitation benefits 
• Death and funeral benefits 
• Pension benefits 
 
Republic Act No. 10173​, otherwise known as the ​Data Privacy Act​ is a law 
that seeks to protect all forms of information, be it private, personal, or 
sensitive. It is meant to cover both natural and juridical persons involved in 
the processing of personal information. 
 
Personal Information 
Under Sec. 3(g) of the Data Privacy Act, “personal information refers to any 
information whether recorded in a material form or not, from which the 
identity of an individual is apparent or can be reasonably and directly 
ascertained by the entity holding the information, or when put together 
with other information would directly and certainly identify an individual.” 
In other words, personal information is any information which can be 
linked to your identity, thus making you readily identifiable. 
The Data Protection Officer shall be accountable for ensuring compliance 
with the appropriate data protection laws and regulations. 
 
The Importance of Confidentiality in the 
Workplace 
-Confidentiality in the workplace is rule number one in the book of 
business 
etiquette. It’s important for an employer to take the necessary steps to 
ensure confidential information is kept. 
-A confidentiality breach is the disclosure of information to someone 
without the consent of the person who owns it. In other words, failing to 
respect a person's privacy or the confidence in which they gave the 
information or data to you, by passing it onto someone else. 
Information you can’t share outside of a business might include: 
• customer lists, production processes, recipes, patents, financial 
information, research, website traffic statistics and computer and building 
security information 
Personnel information is confidential, and information in an employee’s 
file, 
such as: 
• social security number, salary, health records, disciplinary actions and 
termination reason can’t be discussed with other employees 
 
How to prevent a breach of confidential information in the 
workplace 
Add a confidentiality agreement to all employment contracts. 
This must be read and signed by all, to confirm they legally agree 
to keep confidential information private. It’s important to 
understand why it’s essential to protect private data and what the 
procedures are for keeping information safe. 
 
Add a confidentiality agreement to all employment contracts. 
This must be read and signed by all, to confirm they legally agree 
to keep confidential information private. It’s important to 
understand why it’s essential to protect private data and what the 
procedures are for keeping information safe. 
 
TEAMWORK 
A ​TEAM​ is a small number of people (from two to a couple dozen) 
formed to work, often temporarily, in a joint effort to achieve an end. 
TEAMWORK refers to acting as a team, which means that many of 
the members must have complementary skills. 
 
Being a Team Player means that a participant: 
• Has the required skills, knowledge, or experience to fill his or her 
role 
• Is willing to do his or her best for the group 
• Is willing to do so in a cooperative, pleasant manner 
 
Being a Coach: Managing Teams 
Teams don’t exist in a void. 
They’re given their goals by someone, report back to someone, and 
have their results assessed by someone. In other words, teams must 
be managed.  
 
The Basics of Team Management 
Because individual team members sometimes tend to stray off in their own 
direction, you as a leader may find it necessary to coordinate your teams. 
One way to do this is to: 
1. ​Assign a team leader/captain ​– the team leader must be able to work well 
with 
others and have a decent understanding of the team’s purpose. 
2. ​Holding regular meetings ​, use agendas to track items & updates – To 
assess how the work of the team is going, you want the team to meet 
regularly, use agendas to track items. There’s a saying” You can’t manage 
what you can’t measure.” Critical items, tasks, and to-do’s should be 
measured, and regular meetings help you do that. Holding regular 
meetings also helps with setting goals and deadlines. 
 
3. ​Team progress​ should be documented. Teams and their members must 
be accountable for what they do in the name of the team, but often 
reviewing the accomplishments of each member suffices as a record of the 
team’s work. Daily reports and final reports can be motivating, and 
anything that’s motivating makes team management easier. Records and 
reports are kind of stock taking, giving feedback to players about how well 
they’re doing 
 
Firing up Teams 
Team leaders shouldn’t take for granted that all team members 
understand and share a sense of urgency. It’s up to the team leader to : 
• Present relevant facts and statistics on the urgent matter 
• Show what might happen if the problem isn’t promptly solved 
• Identify who or what conditions have created the critical problem 
• Identify the team’s allies and resources and indicate how they can help 
deal with 
the problem 
• Present a plan for solving the urgent problem in a timely way 
 
POWER​ is hierarchical authority to demand actions from others. 
• It can be a mighty handy resource because it allows you to get 
people to do something they would prefer not to do, but you want 
them to do anyway. 
-Don’t insult, demean, or manipulate your team members. Refrain 
from sarcasm. 
-Collaborating with Your Team Members to Work toward a Common 
Goal 
-Collaboration often involves team members sharing practical tidbits 
about how to accomplish the team’s goals. Useful tips, gained from 
experience, are passed along to others in team meetings to enhance their 
effectiveness.  
 
Two types of teamwork: 
• ​Independent teamwork ​- involves team members working more or less on 
their own and coming together regularly to share what they’re doing. 
•​ Interdependent teamwork​ - involves routine coordination and, depending 
on circumstances, timing of individual actions. 
 
TEAMWORK SKILLS: SIX STEPS TO EFFECTIVE CONFLICT RESOLUTION 
Regardless of the type of conflict, effective resolution is a set of teamwork 
skills that 
every team needs to understand. Here is a simple, six-step approach to 
reaching 
conflict resolution: 
1. Get everyone to agree that a problem exists: A classic example; no one 
wants to talk about the elephant in the room. Get it out in the open and 
get agreement that there is a problem. 
 
2. Brainstorm potential solutions: This is critical and everyone involved with 
the problem needs to be involved. Remember, it is a brainstorming session 
and not a problem solving session. 
 
3. Discuss all of the solutions and come to a mutual agreement: After the 
brainstorming session, let ideas settle for a little while and then gather 
everyone together to discuss solutions and come to an agreement on the 
next process, then set an agreement in place. 
 
4. Expect cooperation from everyone and share these expectations: This 
stage is one that many dismiss – by getting everyone to share his / her 
expectations they are, in effect, gaining mutual buy-in and creating mutual 
accountability. 
 
5. Sign the agreement discussed in step four: The buy-in gets deeper when 
all parties sign the agreement. 
 
6. Have a systematic follow through plan in place. If you are not tracking 
progress, how will you know if the plan you put into place is indeed 
working? This allows you to provide appropriate feedback to everyone 
along the way 

Traffic Light are signalling


devices positioned at road
intersections, pedestrian
crossings and other locations
to
control competing flows of
traffic.
SLIPS, TRIPS, AND FALLS
SLIPS, TRIPS, AND FAL

Unsafe
conditions

You might also like