HUMAN RESOURCE MANAGEMENT PPB3243

GROUP ASSIGNMENT 1 - 25%

OCCUPATIONAL SAFETY AND HEALTH ACT (OSHA)

GROUP CLASS : A

LECTURER’S NAME :

PROF.MADYA.DR. AHMAD ZAINAL ABIDIN BIN ABD RAZAK

GROUP 7

MEMBERS NAME MATRIC NUMBER

NURUL SHIFA BINTI ABU BAKAR D20221104010

ANNISA SAJIDAH BINTI MD DIN D20221104036

NURUL AISYAH AQILAH BINTI KHAIRUL D20221104054

NURIN NAJIHAH BINTI MOHD OTHMAN D20221104062

1.0 Introduction ………………………………………………………………….3 - 5

2.0 Occupational Safety And Health (OSH) Issues At The Workplace.….…...6- 12

3.0 Safety And Health Program Suggestion…………………………...……..12 - 19

4.0 Conclusion…………………………………………………………………..19 - 20

References………………………………………………………………...…………..21

2
1.0 INTRODUCTION

Occupational health and safety is concerned with protecting the safety, health and

welfare of people engaged in work or employment. The main goal of occupational safety and

health is to create a work environment that minimises the risk of accidents, injuries, and

illnesses while promoting a culture of well-being. Safety and health (OSH) is also devoted to

protecting workers' health and welfare at work. In order to prevent workplace mishaps,

diseases, and injuries, it entails the methodical identification, evaluation, and reduction of

potential risks and hazards related to occupational activities. Encouraging a work

environment that puts employees' physical and mental health first is the main objective of

occupational safety and health (OSH), which covers a wide range of disciplines. These

include safety measures, health legislation, and ergonomic considerations. Occupational

safety and health advocates for preventive measures, education, and the application of safety

standards in an effort to establish work environments where people may carry out their

responsibilities with assurance and security.

Occupational safety and health (OSH) encompasses hazard identification and

assessment, preventive measure execution, and safety rules and protocols formulation. This

discipline covers a wide range of topics, including disaster preparedness, chemical exposure,

ergonomics, machinery safety, and psychological well-being. Occupational safety and health

specialists are essential in creating and enforcing safety regulations, doing risk assessments,

and offering training to guarantee that both employers and workers have the know-how to

operate in their workplaces safely. There's so many importance of safety and health at work

like for awareness of the surroundings, reducing workplace stress, financial impact on

business, proper safety gear, etc.

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 This topic is linked to the Occupational Safety and Health Act of 1994 (OSHA). The

Occupational Safety and Health Act of 1994, or OSHA 1994, is a piece of legislation that

establishes the legal framework for ensuring the welfare, safety, and health of all Malaysian

workers as well as for shielding others from risks to their health or safety arising from their

employment. The Occupational Safety and Health Act of 1994 was the name given to this

Act when it was enforced on February 25, 1994 as a guideline used by public or private

sectors in preparing and ensuring the safety and health policy in their workplace . This Act is

a useful tool that addresses current health and safety laws. In addition, to create the National

Council for Occupational Safety and Health and handle related issues. The legal foundation

for promoting, stimulating, and encouraging high standards of health and safety at work is

provided by the Occupational Safety and Health Act of 1994. Through self-regulation

schemes tailored to the specific industry or organisation, as well as through the accumulation

of influences and pressures operating at many levels in various ways, the Act promotes the

concepts of self-regulation, consultation, and cooperation. The ultimate goal is to promote

safety and health awareness and establish effective safety organisation and performance.

According to OSHA 1994, the Act's long-term objective is to establish a safe and healthy

work environment for all Malaysian companies and employees.

The Occupational Safety and Health Act (OSHA) of 1994 has multiple objectives, the

primary one is to secure the safety, health and welfare of individuals at work against threats

to safety or health arising out of the persons' activities at work. The second objective is to

protect any individuals at a workplace other than the workers against threats to safety or

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health arising out of the persons' activities at work. Thirdly, to promote an occupational

environment for individuals at the workplace, that is met with their physiological and

psychological needs. Finally, to provide the means in which the associated occupational

safety and health legislations may be gradually replaced by a system of regulations and

approved industrial codes of practice in concurrent with the provisions of the Act towards

maintaining and improving the standards of safety and health.

The scope of the Occupational Safety and Health Act 1995 (OSHA) is applicable to

all persons at work in all organisations involving commercial activities, including public

services and statutory bodies, but excluding those employed on board of ships and in the

armed forces. The Ministry of Human Resources' highest forum, the National Council of

Occupational Safety and Health (NCOSH), is where tripartite talks regarding matters

pertaining to the direction, national policy, and execution of occupational safety and health in

Malaysia take place. The Occupational Safety and Health Act 1994 (Act 514), Section 8,

allowed the Ministry of Human Resources to establish NCOSH in 1995. This resulted from

the government's ongoing attempts to instil safe and healthy work practices in Malaysian

culture. In addition, it aims to raise awareness of occupational safety and health issues and

guarantee workplace safety throughout Malaysia and take the lead in guiding the country

towards tripartism, creating a secure and healthy work environment, and improving the

standard of living for Malaysians.

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2.0 OCCUPATIONAL SAFETY AND HEALTH (OSH) ISSUES AT THE

WORKPLACE

Occupational Safety and Health (OSH) is about ensuring a safe and healthy work

environment for employees. It involves identifying and minimising workplace hazards that

could cause harm or health issues. OSH encompasses various measures such as risk

assessments, safety protocols, training, and providing necessary safety equipment to mitigate

potential dangers. The goal is to prevent accidents, injuries, and health problems in the

workplace, ensuring the well-being and safety of all employees.

2.1 SAFETY

Creating an effective occupational health and safety management system relies on

understanding and recognizing the diverse range of hazards present in a workplace. These

things are called hazards and they can be physical (like something that could hurt you) or

psychosocial (like something that could make you feel bad). Hazards can happen when the

place where you work has things that could hurt you, like dangerous equipment or chemicals,

or when people don't follow safe rules or behave in a way that could cause harm. Some of the

main types of hazards at work are listed below:

i. Safety Hazards : These are common and can cause injury or worse. They involve spills,

tripping hazards, working from heights, unguarded machinery, electrical dangers, confined

spaces, and machinery-related risks.

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ii. Biological Hazards : Associated with exposure to animals, people, or infectious materials

in settings like schools, hospitals, and outdoor occupations. These hazards include contact

with body fluids, fungi, bacteria, viruses, plants, insect bites, and animal waste, potentially

leading to various infections or parasitic infestations.

iii. Physical Hazards : Factors in the environment that harm the body without direct contact,

like radiation, sunlight, extreme temperatures, loud noise, poor lighting, ventilation issues,

and faulty electrical wiring.

iv. Ergonomic Hazards : Strain on the body due to work type, body positions, and

conditions. They might not be immediately noticeable but can cause soreness or long-term

illnesses from improperly adjusted workstations, frequent lifting, poor posture, repetitive

movements, excessive force, and vibrations.

v. Chemical Hazards: Arise from exposure to workplace chemicals in various forms (solid,

liquid, gas), potentially causing illness, skin irritation, or breathing problems. They include

exposure to liquids, vapours, gases, and flammable materials like cleaning products, paints,

solvents, welding fumes, and pesticides.

vi. Psychological hazards: It involves the interplay between job aspects, work structure,

management, and other environmental conditions with employees' competencies and needs.

These hazards encompass interactions that negatively impact employees' health through their

perceptions and experiences at work. Essentially, they refer to workplace dynamics that pose

risks to employees' well-being due to how they perceive and navigate their work

environment.

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 Ensuring workplace safety is crucial for both workers and employers to carry out their

tasks without worry. Unfortunately, accidents occur when occupational safety and health

(OSH) is not given priority. Dr. Rabaayah Daud, the director of the Perak Occupational

Safety and Health Department (DOSH), mentioned that from January to May, there were 365

cases of work-related injuries this year. As the event happened before, two workplace

accidents occurred in Penang, Malaysia. In the first incident, at 2.40 pm on 17 Feb 2023 a

Pakistani man fell from a 2.44 metre high ladder while changing a lamp.He complained of

head pain and dizziness before passing away after a week of hospitalizations due to his

injuries. The second accident happened at 10.50 am on 10 February 2023 involving a

Bangladeshi worker and a welder caught in flames while clearing scrap waste, despite ICU

treatment, the Bangladeshi worker succumbed to burns. Penang's Department of

Occupational Safety and Health expressed serious concern over these incidents and pledged

legal action if violations of workplace safety laws were found.

In conclusion, ensuring safety at the workplace is crucial for the well-being of all.

Prioritizing safety measures helps prevent accidents and creates an environment where

everyone can perform their duties without unnecessary risks. It's a shared responsibility that

contributes to a secure and productive work atmosphere.

2.2 HEALTH

Health means feeling good in your body, mind, and having good relationships with

others. It's not just about not being sick. Everyone has the right to be healthy, no matter who

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they are or where they come from. Everyone should be able to have the best possible health.

Most workplaces have health issues that affect employees. The common health hazards at

work include the use of organic chemicals and toxic substances, fumes, dust, smoke, extreme

temperatures, noise and vibration levels, radiation, and infection.

The Department of Occupational Safety and Health, Ministry of Human Resources

Malaysia describes injury and disease as occupational diseases and occupational injury.

Occupational diseases and injuries, which occur directly due to the nature of work and the

workplace environment. This can make them not able to work well, take more time off from

work and have lower quality of life. There have been many studies that show how common it

is for people to get sick or hurt because of their work, like getting asthma or problems with

their muscles and bones. Healthcare workers are a group that might be exposed to things at

their workplace that can make them sick. The International Labour Organisation (ILO) is

responsible for compiling a list of occupational diseases and categorizing them based on what

caused them like chemical, physical or biological and the target organ affected. The

Department of Occupational Safety and Health Malaysia (DOSH) also used a similar system

for surveillance data. Unfortunately, not all cases of work-related sickness and injury are

reported, so it's hard to know how many people are affected worldwide.

For example, workers in a chemical factory experienced skin irritations and

respiratory problems because they were exposed to dangerous substances every day. They

didn't have enough protective gear while handling these chemicals, which resulted in skin

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rashes and difficulties in breathing. Even though there were safety guidelines, the extended

contact with these substances caused health issues. This highlights the significance of

following proper safety procedures and providing appropriate protective equipment to ensure

the well-being of employees in such workplaces.

Besides, employee health issues about sexual harassment at the workplace often

happen. The Employment Act 1955 defines sexual harassment as any unwelcome behavior of

a sexual nature, including verbal, nonverbal, visual, gestural, or physical actions directed at a

person. Such behaviour is considered offensive or humiliating and poses a threat to the

well-being of the individual, occurring in the context of their employment. Sexual harassment

can happen in many different ways and some common examples include verbal harassment,

non-verbal harassment, visual harassment, psychological harassment and physical harassment

as below:

i. Verbal sexual harassment means saying inappropriate things that make someone feel

uncomfortable or scared. It can be jokes or comments about sex, asking for dates or favours,

or using words that suggest something sexual. It can happen when people are talking

face-to-face, on the phone, or even through emails.

ii. Non-verbal sexual harassment means when someone does things that make another

person feel uncomfortable in a bad way, but without using words. This can include things like

staring at someone in a weird way, making rude hand movements, or touching someone

without their permission.

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iii. Physical sexual harassment is when someone touches or kisses you in a way that you

don't want them to, or hurts you in a sexual way. It can also mean when someone forces you

to do something sexual that you don't want to do.

iv. Visual sexual harassment means showing or sharing things that are inappropriate and

make people feel uncomfortable. This could be pictures, posters, or messages that have rude

or dirty pictures or words. It can also include making rude gestures or using faces that show

something inappropriate.

v. Psychological sexual harassment is when someone uses mean or scary tricks to make

another person feel bad or scared about their body or things related to sex. Some examples

are when someone says scary things about touching them inappropriately, tells lies about their

private life, or says mean things about how they look.

Berita Harian shown the report on 14 February 2019, between 2013 and 2017 in

Sungai Petani, Malaysia, 257 male and 961 female workers were victims of workplace sexual

harassment, totaling 1,218 cases. Out of these, 1,272 suspects were identified, with 1,215

men and 57 women. Currently, 1,187 cases are under investigation, and 31 cases have been

charged under Section 509 of the Penal Code. Deputy Minister Hannah Yeoh expressed

concern about unreported cases due to flawed reporting mechanisms and lengthy

investigations. She highlighted the challenges faced by victims, particularly if working under

the alleged harasser, risking job loss and hindrance to career growth.

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 The Ministry awaits an impact study to guide the enactment of the Sexual Harassment

Act, focusing on punishing silence, expediting investigations, and improving reporting

mechanisms, with an emphasis on reasonableness for complainants or victims. In summary,

giving due importance to occupational safety and health in the workplace is vital. The

reported instances of work-related injuries emphasise the need for proactive measures to

create a secure environment for employees and employers. It is crucial to consistently

implement and uphold safety protocols to minimise risks and prioritise the overall well-being

of those engaged in the workforce. Sustained commitment to fostering a safe workplace

remains a fundamental aspect of promoting productivity and ensuring the welfare of everyone

involved.

3.0 SAFETY AND HEALTH PROGRAM SUGGESTION

Employees can play a pivotal role in promoting safety at the workplace by actively

participating in regular risk assessments and hazard identification processes. Encouraging a

culture of open communication allows workers to share their insights and concerns regarding

potential safety issues, fostering a sense of ownership in maintaining a secure working

environment. This involvement can extend to establishing safety committees or forums where

employees can collaboratively discuss and propose safety measures. Additionally, creating

awareness campaigns within the workforce about the importance of adhering to safety

protocols and providing accessible channels for reporting safety concerns empowers

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employees to contribute to the ongoing improvement of workplace safety standards. This

employee-driven engagement not only enhances the effectiveness of safety initiatives but also

promotes a collective commitment to maintaining a secure and healthy work environment.

From the government's perspective, a robust and proactive approach to workplace

safety involves implementing a comprehensive framework that incentivises companies to

prioritise safety. This can be achieved by offering tax benefits, subsidies, or grants to

organisations that demonstrate a commitment to maintaining high safety standards.

Government agencies can also play a crucial role by conducting regular and thorough

inspections to ensure compliance with safety regulations, providing necessary resources for

enforcement, and swiftly addressing violations. Furthermore, investing in ongoing research

and data collection on occupational hazards can inform the development of targeted safety

guidelines for various industries. Establishing partnerships with educational institutions and

industry associations to disseminate best practices and knowledge on safety measures

contributes to building a resilient safety infrastructure. Additionally, the government can

initiate public awareness campaigns to educate employers and employees about the

importance of adhering to safety standards and fostering a culture of responsibility and

accountability. This multifaceted approach by the government ensures a supportive

environment for companies striving to enhance workplace safety. It underscores the

significance of a collaborative effort to create and maintain a secure working environment.

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 3.1 Wellness programs.

a. Employer's Initiatives:

Assessment Conduct a thorough evaluation to identify specific health and wellness

needs and challenges within the organisation. Next, Employee Input Involve employees in the

planning process to understand their preferences and needs, fostering a sense of ownership in

the wellness program. Through Communication: Implement effective communication

strategies to promote awareness of wellness initiatives. Use various channels such as emails,

newsletters, and workplace posters. Other than that, Incentives Offer meaningful incentives to

encourage participation in wellness programs. This could include rewards, recognition, or

even small prizes for achieving health goals. The wellness program also suggests making

Flexible Work Policies that Introduce flexible work arrangements or policies that support a

healthy work-life balance, such as flexible hours or telecommuting. At the same time, it

makes Educational Programs Provide, workshops, seminars, or webinars on stress

management, nutrition, and physical fitness. Create a workplace environment that encourages

physical activity, for example, by providing ergonomic workstations or establishing walking

paths.

b. Government's Role:

Wellness programs suggest that Legislation and Regulation Implement and enforce

regulations that promote employee health and safety in the workplace, aligning with OSHA

standards. Other than that, Incentives for Employers include tax incentives or subsidies for

companies that actively promote and invest in employee wellness programs. Government

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should make Public Awareness Campaigns that launch public awareness campaigns to

educate employers and employees about the importance of workplace wellness and available

resources through Training and Support. Offer training programs for employers on

implementing effective wellness initiatives, focusing on prevention and early intervention.

Facilitate collaboration between government agencies, healthcare providers, and employers to

create comprehensive wellness programs. Next, the government should find a way to do

Research and Data Collection that invests in research to understand the workforce's specific

health challenges, helping tailor wellness initiatives to address prevalent issues. Access to

Healthcare to Ensure employees access affordable healthcare services and facilities,

promoting preventive care.

3.2 Stress Management.

a. Employer's Initiatives:

First of all, Workplace Assessment: Conduct regular stress assessments to identify

stressors within the workplace. Responsible parties can take stress management through

surveys, focus groups, or confidential interviews. Secondly, Training Programs that provide

stress management training for employees to help them recognise and cope with stress

effectively. This can include workshops on time management, resilience, and coping

strategies. Other than that, Flexible Work Arrangements Implement flexible work schedules

or remote work options to promote a better work-life balance, reducing stress associated with

commuting or long working hours. Next, Clear Communication fosters open communication

channels to allow employees to express concerns and seek support. Clear communication

15
about expectations and changes within the organisation is crucial throughout. Supportive

Leadership trains managers to recognise signs of stress in their team members and provide

support. Encourage a leadership style that promotes a positive work environment. Resource

Accessibility: Ensure easy access to resources such as Employee Assistance Programs

(EAPs) for confidential counselling and support.

b. Government's Role:

The government has a way of enforcing regulations that address workplace stress and

mental health, ensuring compliance with standards set by occupational safety and health

authorities. Secondly, Mental Health Policies Develop and implement policies that

specifically focus on mental health and stress management in the workplace. The government

also make Public Awareness Campaigns to Launch campaigns to reduce the stigma around

mental health issues and promote the importance of seeking help. Both employers and the

government can target training programs. Training for Employers with Provide training

programs on recognising and managing workplace stress. This can include resources on

creating a supportive work culture.

3.3 Mental Health Program.

a. Employer's Initiatives:

A mental health program should be by Assessment and Awareness that Conduct a

mental health needs assessment to understand the specific challenges within the organisation.

Raise awareness about mental health issues through workshops, seminars, and

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communication campaigns. Training and Education that Provide training for managers and

employees on recognising signs of mental health issues. Offer educational programs to

reduce stigma and promote understanding of mental health. Next, Employee Assistance

Programs (EAPs) that Implement EAPs that offer confidential counselling and support

services for employees facing mental health challenges. Other than that, Stress Reduction

Activities Integrate stress-reduce activities into the workplace, such as mindfulness sessions,

yoga classes, or relaxation workshops. Other than that, clear communication channels

establish clear channels for employees to communicate their concerns and seek support from

HR or management. Workplace Policies also Develop and communicate policies prioritising

mental health, including reasonable workload expectations and policies against harassment.

b. Government's Role:

The government should act via Legislation and Enforce regulations that mandate the

inclusion of mental health programs in workplaces. Establish legal frameworks that protect

employees from discrimination based on mental health conditions. Public Awareness and

Education also Launch public awareness campaigns to destigmatise mental health issues and

educate the public about available resources. Funding and Support for allocate funds to

support mental health initiatives in workplaces, providing financial assistance to companies

implementing comprehensive programs. Next, employers offer duty impulses or subventions

to companies that invest in internal health programs for their workers. Health system

integration to ensure that interior health services are integrated into the more comprehensive

health system and provide accessible support to vulnerable people. Unite with

non-governmental organisations ( NGOs) and internal health advocacy groups to enhance

support services.

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 By combining efforts at both organisational and governmental levels, a

comprehensive mental health program can be established, promoting a positive and

supportive workplace culture.

3.4 Drug and alcohol abuse.

a. Employer's Initiatives:

The responsible party should have a Policy Development. Develop clear and

comprehensive drug and alcohol policies outlining expectations, consequences, and support

mechanisms. At the same time, Education and Training to provide regular training to

employees and managers on the risks of drug and alcohol abuse, recognising signs, and

addressing concerns. Employee Assistance Programs (EAPs) that Implement EAPs that offer

counselling and support services for employees struggling with substance abuse. The

responsible party also should establish a fair and consistent drug testing policy, ensuring

confidentiality and compliance with legal regulations. Next, promote a Supportive Culture

that fosters an open and non-judgmental culture where employees feel comfortable seeking

help without fear of repercussions. Rehabilitation Programs also offer access to rehabilitation

programs or support groups for employees facing substance abuse issues. Management

should also have supervisor training to train supervisors to recognise signs of substance abuse

and provide guidance on handling related issues.

b. Government's Role:

As a government party, they should act via Legislation and Regulation to enforce and

regularly update regulations related to substance abuse in the workplace, ensuring legal

18
compliance. Next, Public Awareness Campaigns launch public campaigns to raise awareness

about the consequences of substance abuse and available resources for treatment. Later,

access to treatment to ensure that people struggling with drug and alcohol addiction have

access to accessible and affordable treatment through the healthcare system. Other than that,

community support collaborates with community organisations and support groups to

enhance the support network for individuals dealing with substance abuse. Government

parties also should make workplace inspections that conduct inspections and audits to ensure

workplaces comply with drug and alcohol policies and regulations. Reintegration Programs

that will develop and support reintegration programs for individuals in recovery to facilitate

their return to the workforce. Another way to Research and Data Collection is to Investigate

the prevalence and impact of substance abuse in the workforce, guiding policy development.

4.0 CONCLUSION

The main goal of occupational safety and health is to create a work environment that

minimises the risk of accidents, injuries, and illnesses while promoting a culture of

well-being. The Occupational Safety and Health Act (OSHA) of 1994 has multiple

objectives, the primary one is to secure the safety, health and welfare of individuals at work

against threats to safety or health arising out of the persons' activities at work. The scope of

the Occupational Safety and Health Act 1995 (OSHA) is applicable to all persons at work in

all organisations involving commercial activities, including public services and statutory

bodies, but excluding those employed on board of ships and in the armed forces. The

Occupational Safety and Health Act 1994 (Act 514), Section 8, allowed the Ministry of

Human Resources to establish NCOSH in 1995.

19
 In conclusion, ensuring safety at the workplace is crucial for the well-being of all. It's

not just about not being sick. Everyone has the right to be healthy, no matter who they are or

where they come from. Occupational diseases and injuries, which occur directly due to the

nature of work and the workplace environment. This can make them not able to work well,

take more time off from work and have a lower quality of life. Even though there were safety

guidelines, the extended contact with these substances caused health issues. This highlights

the significance of following proper safety procedures and providing appropriate protective

equipment to ensure the well-being of employees in such workplaces. Besides, employee

health issues about sexual harassment at the workplace often happen.Some of the main types

of hazards at work are listed below which is Ergonomic Hazards when Strain on the body due

to work type, body positions, and conditions.

Employees can play a pivotal role in promoting safety at the workplace by actively

participating in regular risk assessments and hazard identification processes. This

employee-driven engagement not only enhances the effectiveness of safety initiatives but also

promotes a collective commitment to maintaining a secure and healthy work environment.

From the government's perspective, a robust and proactive approach to workplace safety

involves implementing a comprehensive framework that incentivises companies to prioritise

safety. Additionally, the government can initiate public awareness campaigns to educate

employers and employees about the importance of adhering to safety standards and fostering

a culture of responsibility and accountability. This multifaceted approach by the government

ensures a supportive environment for companies striving to enhance workplace safety.

Government should make Public Awareness Campaigns that launch public awareness

campaigns to educate employers and employees about the importance of workplace wellness

and available resources through Training and Support.

20
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