A. Provide a summary of the following employment acts:
I. Labour Relations and Industrial Disputes Act (LRIDA)
The labour relations and industrial disputes act, was first past as law on April 8, 1975. There has being three amendments to the act since it first past. They are March 23, 2002, March 22, 2010 and November 24, 2014.
Rights of workers in respect of trade union membership.
Every worker shall, as between himself and his employer, have the right to be a member of such trade union as he may choose and to take part, at any appropriate time, in the activity of any trade union of which he is a member. Any person who prevents or deters a worker from exercising any of the rights conferred on him by subsection (1); or dismisses, penalises or otherwise discriminates against a worker by reason of his exercising any such right, shall be guilty of an offence and shall be liable on summary conviction before a Resident Magistrate to a fine not exceeding two thousand dollars.
Industrial action.
Where industrial action contemplated to be taken in any of the services specified in the fifth schedule, notice in writing of such industrial action shall be given to the Minister and the employer by any party to the dispute or by any person acting on behalf of such party not less than seventy-two hours before the commencement of such industrial action. Where no notice is given pursuant to subsection one or notice is not given within the period specified in the subsection, the industrial action taken shall be deemed to be unlawful.
Establishment and functions of the Industrial Disputes Tribunal.
There shall be established for the purposes of this Act a tribunal to be called the industrial disputes tribunal. The provisions of section 8 and 10 and the second Schedule shall have effects as to the constitution of the Tribunal and otherwise in relation thereto.
Minister may on his own initiative refer dispute to the tribunal
Notwithstanding the provisions of sections 9, 10 and 11, where the Minister is satisfied that the industrial dispute exists in any undertaking, he may on his own initiative refer the dispute to the Tribunal for settlement. (i) If he is satisfied that attempts were made without success, to settle the dispute by such other means as were available to the parties or (ii) if, in his opinion, all the circumstances surrounding the dispute constitute such an urgent or exceptional situation that it would be expedient so to do. If any of the parties to whom the Minister gave directions to pursue means of settlement reports to him in writing that such means has been pursued without success, the minister may, upon the receipt of the report, or if he has not received any report at the end of any period specified in those directions, he may then, refer the dispute to the tribunal for settlement. Nothing in this section shall be construed as requiring that it be shown, in relation to any industrial dispute in question, that any industrial action has been, or likely to be, taking contemplation or furtherance of the dispute; or any worker who is a party in the dispute is a member of a trade union having bargaining rights.
Employer in essential service to keep register of worker
It shall be the duty of every employer of an undertaking which provides an essential service to compile and keep up-to-date an accurate register of the names and proper addresses of its workers and such register shall be kept so as to be able to determine readily the department in which a worker is employed and, where applicable, the bargaining unit to which he belongs. Where industrial action is threatened or taken in an undertaking which provides an essential service, the Minister or the Tribunal, where a dispute has been referred to it, as the case may be, may by notice in writing request the employer to provide a list of the names and addresses of the workers or any one of them in that undertaking according to department or bargaining unit or department and bargaining unit, as the case may be, and such list shall be provided within twenty-four hours of service of the notice. Any employer who fails to comply with a request made pursuant to subsection (2) shall be guilty of an offence and shall be liable on summary conviction before a Resident Magistrate to a fine not exceeding five thousand dollars and in the case of a continuing offence to a further fine not exceeding one thousand dollars for each day on which the offence continues after conviction.
II. Holiday with Pay Act, 1974
Sets out the conditions under which workers are entitled to holidays and sick leave with pay or such gratuities and benefits as may be determined.
The Holidays with Pay Order regulates the granting of both vacation leave (holiday) with Pay and Sick Leave with Pay.
The entitlement stipulated by this Order is the minimum to be granted.
For each year of employment, (each 12 month period from the first day of employment) the worker qualifies, and becomes eligible for paid vacation leave.
The Holidays with Pay Order, thus stipulates the minimum vacation leave to be granted and the method of qualifying;
The main principle is that a worker earns vacation leave by virtue of working for a certain number of days in a year;
In principle and by law, vacation leave is paid before the holiday begins, or at any other time agreed upon by the parties concerned;
Vacation leave cannot be granted during a period of notice given by the employer to terminate employment.
Amendment to the act was on October 20, 2009.
4. Provisions relating to workers other than casual workers.
6. Appointment of Advisory Boards.
8. Records to be kept.
9. Offences.
10A. Jurisdiction of Resident Magistrates’ Courts.
Provisions relating to workers other than casual workers.
4.-(1) Any order relating to workers other than casual workers may make provision for the conditions on which, and the time at or the periods within which, any holiday with pay to which the worker is entitled shall be allowed and for. the conditions on which and the period for which the wofker shall be entitled to sick leave with pay, and shall make provision for the duration of, and the minimum holiday remuneration payable during, any such holiday, and shall make provision for the duration of, and the minimum remuneration payable during, any period of sick leave.
(2) The provision in any order in respect of-
(a) the duration of the holiday with pay and the duration of the sick leave with pay, shall be related to the duration of the period for which the worker has been employed or is engaged to be employed;
(b) the minimum holiday remuneration and the minimum remuneration payable during sick leave, shall be related to the worker’s earnings during such period prior to the date of the commencement of the holiday with pay or sick leave with pay, as the case may be, as may be specified in the order.
(3) An order may specify and define the occupation to which it applies, and may be applicable either generally to all such occupations or specially to such occupations as may be within a specified area.
(4) The holidays and the sick leave to which a worker is entitled to be allowed under any order shall, unless such order otherwise provides, be in addition to any holidays or half-holidays to which the worker may be entitled under any other law.
Appointment of Advisory Boards.
6.-1) Subject to the provisions of this Act the Minister may, where he considers it advisable to make recommendations in relation to the grant of holidays with pay, sick leave with pay, gratuities and sick benefit to workers in such occupations as he may specify in respect of each Advisory Board.
(2) Where any Advisory Board has been appointed under the Minimum Wage Act,. such Board shall have power to include in its report recommendations relating to holidays with pay and to sick leave with pay for workers other than casual workers and to gratuities and sick benefit for casual workers in the occupation in relation to which the Board was appointed.
Records to be kept
8. Where under any order a worker in any occupation is entitled to be allowed any holiday with pay or sick leave with pay or any gratuity or sick benefit then his employer shall keep such records as may be prescribed.
Offences.
9. Any employer who-
(a) fails to allow, under and in accordance with the terms of any order, to a worker any holiday with pay or sick leave with pay or gratuity or sick benefit which such worker is entitled to be allowed under such order; or
(b) enters into any contract any of the provisions of which is of no effect under section 7; or
(c) fails to keep any records in accordance with the provisions ‘of section 8, or knowingly enters, or causes to be entered, in such records any false or incorrect fact; or
(d) contravenes the provisions of any regulations made under this Act,
shall be guilty of an offence against this Act and liable on summary conviction before a Resident Magistrate to a fine not, exceeding two hundred and fifty thousand dollars or to imprisonment for a term not exceeding three months.
Jurisdiction of Resident Magistrates’ Courts.
10A. Not with standing any provision in any enactment limiting the jurisdiction of the Resident Magistrates’ Courts in relation to claims arising from contract, a Resident Magistrate’s Court shall have jurisdiction, in any action arising from a contract of employment to which this Act applies, where the amount claimed does not exceed five hundred thousand dollars.
III. Minimum Wage Act, 1938
Allow for the fixing of minimum wages to be paid to certain categories of workers
The 1974 amendment allows for the appointment of a Minimum Wage Advisory Commission for the purpose of fixing a National Minimum Wage
The Order may regulate the hours of work or other terms and conditions and may fix different minimum wages in different categories of establishment.
Amendment to the act was in 2011.
4A. Functions of Advisory Commission.
5. Penalty for not paying wages in accordance with minimum rate fixed under the provisions of
section 3.
8. Employers not to receive premiums where minimum rates in force
9. Prevention of evasion.
10. Burden of proof.
Functions of Advisory Commission.
4A. The functions of the Advisory Commission shall be-
(a) to consider and, to advise the Minister on all matters relating to national minimum wages and any other minimum wages ‘which may be fixed under this Act;
(b) to obtain and record information in relation to wages and other remuneration, terms and conditions of work and all other factors affecting the circumstances of employment and remuneration of the various categories of workers to keep such information under continuous review and advise the Minister from time to time as respects the categories of workers in relation to which a minimum wage should be fixed, the wage to be fixed and other matters related thereto;
(c) to keep under review all minimum wages fixed by the Minister and the terms and conditions in relation thereto, and to make recommendations to the Minister as respects any variation thereof.
Penalty for not paying wages in accordance with minimum rate fixed under the provisions of section 3.
5.-(1) Where any minimum wage has been fixed by the Minister under this Act an employer shall in cases to which the minimum wage is applicable pay wages to the person employed at not less than the minimum wage and if he fails so to do shall be liable on summary conviction before a Resident Magistrate in respect of each offence to a penalty not exceeding one hundred thousand dollars.
(2) On the conviction of an employer under the provisions of subsection (I) the court may by the conviction adjudge the employer convicted to pay in addition to any penalty such sum as appears to the court to be due to the person employed on account of wages, calculated on the basis of the minimum wage :
Provided that the power to order the payment of wages under this subsection shall not be in derogation of any right of the person employed to recover wages by any other proceedings.
Employers not to receive premiums where minimum rates in force
8.-(1) Where a worker in any trade being a person to whom a minimum wage fixed under this Act applies is an apprentice or learner it shall not be lawful for his employer to receive directly or indirectly from him or on his behalf or on his account any payment by way of premium.
(2) If any employer acts in contravention of the provisions of subsection (1) he shall be liable on summary conviction before a Resident Magistrate in respect of each offence to a penalty not exceeding two hundred and fifty thousand dollars, and the court may by the conviction in addition to imposing a penalty adjudge him to pay to the worker or other person by whom the payment was made the sum improperly received by way of premium.
Prevention of evasion.
9. Any shop-keeper, dealer or trader who by way of trade makes any arrangements express or implied with any worker in pursuance of which the worker performs any work for which a minimum wage has been fixed under this Act shall be deemed for the purpose of this Act to be the employer of the worker and the net remuneration obtainable by the worker in respect of the work after allowing for his necessary expenditure in connection with the work shall be deemed to be wages.
Burden of proof
10. On any prosecution of a person for failing to pay wages at not less than the minimum wage, it shall lie on that person to prove that he has not paid wages at less than the minimum wage.
IV. Employment Termination and Redundancy Payment Act (ETRPA)
The employment termination and redundancy payment act was first pasted December 9, 1974.It has been amended two times since then 1986 and 2008
Agreement deemed to be included in certain contracts of employment.
Every contract of employment in relation to which the requirements of subsection (2) are satisfied shall be deemed to include an agreement by the employer to provide the employee, on the termination of the contract with suitable transportation, or a sum sufficient to enable him to pay for suitable transportation, from his place of employment to the place at which he was ordinarily resident when he was engaged under the contract; and with such sum as may be necessary, by reason of the time required for travel by suitable transportation from his place of employment to the place at which he was ordinarily resident when he was engaged under the contract, to pay for his meals during the journey, and the employee may recover damages for a breach of that agreement by an action for damages for a breach of conduct. The requirements referred to in subsection (1) are that both the place at which the employee was ordinarily resident when he was engaged under the contract of employment and any other place at which he was present when the offer of employment was made to him by any means other than by advertisement or at which the contract of employment was made shall be in Jamaica and be more than ten miles from the place in Kingston or Saint Andrew, or more than five miles from the place in any other parish of Jamaica, where he is required to perform the work for which he is employed under the contract.
Contracts of employment for a fixed term.
Section 5 shall not apply to an employee who immediately before the relevant date is employed under a contract of employment for a fixed term of two years or a fixed more, if that contract was made before the appointed day (whether before or after the passing of this Act). Without prejudice to subsection (1), an employee under a contract of employment for a fixed term of two years or more shall not be entitled to a redundancy payment in respect of the expiry of that term without its being renewed if before the term so expires he has agreed in writing to exclude any right to a redundancy payment in that event. An agreement of the kind mentioned in subsection (2) may, in the case of a contract made after the passing of this Act, be contained either in the contract itself or in a separate agreement. Where an agreement of the kind mentioned in sub(2) is made during the currency of a fixed term, and that term is renewed, that agreement shall not be construed as applying to the term as renewed, but without prejudice to the making of a further agreement of that kind in relation to the term as renewed.
Written particulars of redundancy payment.
An employer shall, on making any redundancy payment, give to the employee a written statement indicating how the amount of the payment has been calculated. Any employer who without reasonable excuse fails to comply with subsection (1) shall be guilty of an offence and be liable on summary conviction before a Resident Magistrate to a fine not exceeding one hundred dollars and in default of payment to imprisonment for a term not exceeding three months. If an employer fails to comply with subsection (1), then (without prejudice to any proceedings for an offence under subsection (2)) the employee may by notice in writing to the employer require him to give to the employee the written statement mentioned in subsection (1) within such period, not being less than one week beginning with the day on which the notice is giver’, as may he specified in the notice; and if the employer without reasonable excuse fails to comply with the notice he shall be guilty of an offence under this subsection and be liable on summary conviction before a Resident Magistrate to a fine not exceeding one hundred dollars and in default of payment to imprisonment for a term not exceeding three months and, in the case of a continuing offence, be liable to a further fine not exceed ten dollars for each day on which the offence continues after conviction.
Death of employee.
Where an employer has given notice to an employee to terminate his contract of employment, and before that notice expires the employee dies, the provisions of this Part shall apply as if the contract had been duly terminated by the employer by notice expiring on the date of the employee’s death. Where an employer has given notice to an employee to terminate his contract of employment, and has offered to renew his contract of employment or to re-engage him under a new contract, then if the employee dies without having either accepted or refused the offer; and the offer has not been withdrawn before his death, subsection (3) or subsection (4), as the case may be, of sec6 shall apply as if, for the words “the employee has unreasonably refusedâ€, there were substituted the words “it would have been unreasonable on the part of the employee to refuseâ€. Subject to the provisions of subsection (2) of section 10 and subsections (1) and (2) of this section, in relation to an employee who has died any reference in this Part to the doing of anything by, or in relation to, an employee shall be construed as including a reference to the doing of that thing by, or in relation to, any personal representative of the deceased employee; and any reference in this Part to- a thing required or authorized to be done by, or in relation to, an employee shall be construed as including a reference to anything which, in accordance with any provision of this Part as modified by this section is required or authorized to be done by, or in relation to, any personal representative of the deceased employee. Any right of a personal representative of a deceased employee to a redundancy payment, where that right had not accrued before the employee’s death, shall devolve as if it had accrued before his death.
Record to be kept.
Every employer shall keep, in relation to each of his employees, a record in such form and containing such particulars as may be prescribed. Any employer who fails to comply with the proof subsection (1) shall be guilty of an offence and shall be liable on summary conviction before a Resident Magistrate to a fine not exceeding three hundred dollars and in default of payment to imprisonment for a term not exceeding three months.
Appendix A
THE LABOUR RELATIONS AND INDUSTRIAL DISPUTES ACT
Acts
14 of 1975
13 of 1978
14 of 1983
S.6
7 of 1986.
13 of 2002
8 of 2010
PART I
PRELIMINARY
1. This Act may be cited as the Labour Relations and Industrial Disputes Act.
2. In this Act unless the context otherwise requires –
“action†includes any refusal or failure to act, and any reference to taking action shall be construed accordingly;
“bargaining rights†means rights to participate, on behalf of the workers in relation to whom that expression is used, in negotiations in respect of –
(a) the terms and conditions of employment of those workers, or the physical conditions in which any of them are required to work;
(b) engagement or non-engagement or termination or suspension of employment, of any worker;
(c) allocation of work as between workers or groups of workers;
“bargaining unit†means those workers or categories of workers of an employer in relation to whom collective bargaining is, or could appropriately be carried on;
“Board†means a Board of Inquiry appointed under this Act;
“collective agreement†means any agreement or arrangement which –
B.
[9th December, 1974.]
PART I
Preliminary
.
1. This Act may be cited as the Employment (Termination and Redundancy Payments) Act.
2. In this Act, unless the context otherwise requires-
“the appointed day†means the 9th December, 1974; “business†includes—
(a) a trade or profession; and
(b) any activity carried on by a body of persons, whether corporate or incorporate;
“cease†and “diminish†mean respectively cease or diminish either permanently or temporarily and from whatsoever cause;
“employee†means an individual who has entered into or works (or, in the case of a contract which has been terminated, worked) under a contract with an employer, whether the contract be for manual labour, clerical work or otherwise, be express or implied, oral or in writing, but does not include—
(a) any person employed by the Government; or
(b) any person employed in the service of the Council of the Kingston and St. Andrew Corporation or in the service of any Parish Council,
and “employer†and any reference to employment shall be construed accordingly;
“public holiday†means—
(a) any day which under the provisions of any enactment for the time being in force is, or is declared to be, or is proclaimed as, a public general holiday; and
(b) Good Friday and Christmas Day;
“the relevant date†in relation to the dismissal of an employee means-
(a) where his contract of employment is terminated by notice given by his employer, the date on which that notice expires;
(b) where his contract of employment is terminated without notice, whether by the employer or the employee, the date on which the termination takes effect;
(c) where he is employed under a contract for a fixed term and that term expires, the date on which that term expires;
(d) where he has been employed in seasonal employment and any of the events mentioned in paragraphs (b) and (c) of subsection (3) of section 5 occurs, the date on which the event occurs.
B. Using the Factories Act and National HIV/Aids Policy examine how aspects of these are incorporated in the health and safety policies of two Jamaican organizations. Give five (5) areas of these:
JUICI PATTIES
I. Provision and maintenance of safety gears
– In the organization they deal highly with machinery and food base items. The managers and supervisors should always ensure that the workers are properly covered in their correct garments when working. They should ensure that they are wearing either spectacles/goggles to protect their eyes from anything, gloves and barriers cream for hand protection, whole shoes/boots for foot protection, caps/hair mesh for head protection long sleeved clothes for skin protection and last to ensure that they have on apron if necessary to prevent their clothes from getting dirty. So managers and supervisors should always ensure that the workers keep up the maintenance of safety gears.
II. Training and protection in using various equipment
– Training is a planned effort to enable, employees to learn job related knowledge, skills and behavior. For this now the managers will have to ensure that the workers get proper training in knowing how to use the various equipment because you don’t want when they hire that person and assign them to that job and the person then now doesn’t know what to do and go try it out and end up hurting themselves, that would be a problem right there and the company would then be in trouble or even so say that the person has aids and they don’t know about it because when hiring, by right they shouldn’t take any aids test of the person, so say the machine cuts the person because they didn’t train him or her and that blood happens to now catch on something food related that would then again put the company at risk, so training in using various equipment is very important.
III. Training on hazardous environment
– For managers to train workers in dangerous environment cannot be good because for instance they can be loose electrical wires about the place and a person may not see it and step on it and it may then shock them. It is important to have a safe and clean environment to train your workers where there won’t be any harm of such.
IV. Notification of accident
– For this I think this is where if someone gets hurt on the job it has to be reported to the supervisor in order for anything to be taken place. Managers should also allow workers to sign up insurance papers in case of accidents but to be noted that the company will only be able to do something if the accident happened while that person was on the job, otherwise they can’t.
The Factories act was passed on the first day of September 1961, the main purpose of the act is to uphold the responsibilities for monitoring and enforcing the requirements of the Factories Act and its accompanying Regulations, for occupational safety and health in Jamaica.
The National Workplace Policy on HIV/AIDS is a constitution for action by government, employee and workers to deal effectively with HIV/AIDS at the workplace. The policy takes into consideration the effects of HIV/AIDS on the most productive segment of the workplace and as such, views the problems associated with HIV/AIDS in terms of the significant negative implications they hold for production and national development. It accepts that proper management of the situation will benefit all stakeholders in the society by safeguarding production and development.
The Jamaica Fire Brigade is committed in playing its role as a partner in the prevention and
Control of HIV/AIDS epidemic in Jamaica. HIV/AIDS is one of the greatest challenges facing
The world in the 21st century. This work place policy on HIV/AIDS of the Jamaica Fire Brigade
is the framework for action by the management and staff to deal effectively with HIV/AIDS in
the work place. The policy takes into consideration the effects of HIV/AIDS on the most
productive segment of the work force, as such the policy views the problem associated with
HIV/AIDS, in terms of the significant negative impact on productivity and national development.
The brigade accepts that the proper management of the HIV epidemic will benefit all
Stakeholders in society by safeguarding production and national development. The policy
Outlines the Brigade’s response in relations to present and prospective employees both
Uniformed and non-uniformed staff who are affected or impacted by the epidemic.
RECOGNITION OF HIV AND AIDS AS A WORKPLACE ISSUE
The Jamaica Fire Brigade is cognizant that HIV/AIDS is a workplace issue and has accepted its
role and responsibility in responding to the epidemic. The Brigade believes that an informed
workforce, in a safe working environment, can prevent the spread of and contribute to the
effective management of HIV and AIDS.
None HIV/AIDS Screening for Exclusion for Recruitment and Employment
Section 4.6 of the ILO code of practice on HIV/AIDS and the world of work (2001) states that;
“HIV/AIDS screening should not be required of job applicants or persons in employment.â€
Therefore in conformity to international conventions the Brigade will not compel an employee or a job applicant to disclose his/her HIV/AIDS status or that of any other person. The Brigade will
provide equal employment opportunities for qualified candidates on a non-discriminatory basis, and will not conduct any tests to screen job applicants or employees for HIV/AIDS as a condition of
employment, promotion or training. However, where possible the Brigade shall promote and
facilitate access to voluntary confidential counseling and testing for all employees.
Stigma and Discrimination
The Jamaica Fire Brigade has a zero tolerance policy on stigmatization and discrimination
against persons known or perceived to be affected or impacted by HIV and AIDS. The Brigade
will, through an aggressive education and training programmes promote the need to protect
employees from stigma, discrimination and harassment based on real or perceived HIV or AIDS
status. The Board and Management of the Brigade guarantees that job access, status, promotion,
security and training will not be influenced by the HIV status of any employee. Redress shall be
available for persons who have been stigmatized and discriminated against through grievance procedure, or other appropriate mechanism. Acts of discrimination will be addressed swiftly, fairly and thoroughly, while promoting a culture of respect; for human rights, self and others.
Gender Equality
The Jamaica Fire Brigade accepts that the gender dimensions of HIV should be recognized. The
physical/biological, social, cultural, emotional and economic impacts of HIV may differ between
men and women and must therefore be addressed from a gender sensitive perspective.
Prevention
The Jamaica Fire Brigade accepts that the workplace is an appropriate setting for interventions
related to the prevention of HIV. These interventions should be appropriately targeted to local 27
conditions, culturally sensitive and involve all the social partners. Changing attitudes and
behaviour through education and training is important to promoting prevention.
Promotion of Universal Precautions
The Brigade shall promote the adoption and use of universal precautions in medical emergencies
both on Brigade premises and on emergency scenes; this will be achieved through adequate training
sessions for all staff. The department shall provide to emergency response personnel all the necessary
appropriate safety gears, adequate instructions, safety equipment for employees’ safety and
emergency response procedures. The Brigade shall conduct regular maintenance on all machinery
and equipment, which may pose a threat to workers.
For the purpose of this policy “Universal Precautions†means protecting oneself from exposure to
blood or body fluids through the use of latex glove, masks, or eye goggles; cleaning blood and body
fluid spills with soap and bleach solution and water; and disinfecting and incinerating or
decontaminating infected waste before disposal.
I. Provision and maintenance of safety gears
Firefighting is an extremely dangerous occupation. In addition to fighting actual fires, firefighters must contend with smoke, water, hot embers, falling objects and collapsing floors. They perform their jobs under stressful time constraints, given that they often have precious few minutes to get occupants safely out of burning structures. Modern firefighters wear a full range of personal protective equipment to help protect them during their potentially dangerous work. Fire helmets are made of durable, heat-resistant materials to protect firefighters from both heat and falling objects. Firefighters wear turnout pants and jackets made of a two-layer fabric designed to repel heat and wick away any moisture that gets inside. A self-contained breathing apparatus is standard protective gear for firefighters at most fire departments. The breathing apparatus includes a mask with a hose connected to a tank filled with breathable air. They also wear thick leather gloves as a basic part of their protective equipment. Waterproof firefighting boots are thick, natural rubber boots with rubber soles that function well on wet surfaces. Most firefighting boots are reinforced with steel or another tough metal alloy in the toes and soles to protect firefighters from sharp debris they might accidentally kick or step on.
II. Training on hazardous environment
In order to protect the health and welfare of each employee and to strive towards compliance with state, and local regulations, appropriate protective equipment and training is required in areas where the use of equipment’s may be a risk of injury or exposure to hazardous substances or conditions. Each supervisor has the responsibility to protect his/her employees from injury. Hazards should be evaluated, controlled or eliminated if possible, prior to the start of any work where hazards have been identified. If hazards may not be eliminated, then guards and protective equipment should be utilized to ensure the safety of employees.
III. Training and protection in using various equipment
Firefighter training is critical for safe, productive, and coordinated fire suppression. The training portion evaluates a variety of training activities. Firefighters should receive structure fire training each month at a local company level, with additional training provided at a fire training facility. A training center needs a drill tower for ladder and rope work and advancing hose lines,
a fire building where firefighters can fight live fires, and enough area to allow firefighters to conduct other types of training.
IV. Notification of accidents
In the event of an on-the-job accident, the injured party should obtain first aid as needed and notify the immediate supervisor of the incident as soon as practicable, the immediate supervisor should notify Human Resources of the incident as soon as possible.