Work Immersion: Safety at The Workplace
Work Immersion: Safety at The Workplace
Work Immersion: Safety at The Workplace
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 Presidential
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
Unsafe
conditions