Based on the 3 basic rights of workers, and the new voluntary psychological standard – posted in this week’s documents, as well as referring to the text-book on p. 65 (6th ed.) or p. 62 (5th ed.) to the discussion in the paragraph following 'Latency Period'.
Do you think that worker rights are properly communicated in the workplace? Are psychological rights a natural evolution of basic safety rights or too much to ask of employers?
I think that worker rights are properly communicated in the workplace but I don’t think they are remembered or ...view middle of the document...
Some ways to communicate effectively in a workplace are that employers can open meetings, one on one, use presentations and training.
I think the psychological rights are natural evolution of basic safety rights. A psychologically healthy and safe workplace is one that promotes employee’s psychological well-being and actively works to prevent harm to employee psychological health due to negligent, reckless or intentional acts. I think the employers are required to make reasonable adjustments to working conditions or the workplace where that would help to accommodate a particular disabled person. I think that health and healthy living have become increasingly important issues both in society at large and in the workplace. The promotion of good health is unlikely to be effective unless it is part of a comprehensive approach to health and safety. The priority for employers should be to make a full assessment of workplace hazards, introduce proper controls and monitor their effectiveness. Employers should review health and safety measures regularly in consultation with workers and their representatives. Workers often have valuable suggestions to make about improvements to health and safety and their contribution should be encouraged by discussing health and safety issues at meetings and briefings.