Various HSW [EU]

Young Persons

There is a directive on younger persons at work. It applies to all persons under 18 years who have an employment contract or employment relationship.

The directive does not apply to occasional work or work carried out for limited period in domestic service in a private household or work in the family business which is not considered likely to harm, injure, or endanger young people.

States must take the necessary measures to prohibit employment of children. They should ensure the employment of adolescents is strictly controlled and protected under conditions provided for in the directive.

The directive divides young persons as follows:

• Young persons under the age of 18.
• Children, young people under the age of 15 who are still in fulltime compulsory education in accordance with national legislation.
• Adolescents, young persons between 15 and 18 who are no longer in full time compulsory education in accordance with national legislation.

Broadly speaking, the employment of children is prohibited. The directive allows states to stipulate subject to certain conditions that the ban on children is not applicable to

• Children employed for cultural, artistic, sporting, advertising activities subject to prior authorization by the relevant authority.
• Children aged 14 years or over who work in a business as part of a work training scheme or traineeship, provided the work is carried out in accordance with the requirements of the competent authority.
• Children over 18 performing light work other than that referred to above.
• Children over 13 may perform light work for a limited number of hours per week in categories defined by national legislation.

There are provisions in relation to the employer’s general obligations. These cover protection of the health and safety of young people, assessment of risks associated with young persons work, monitoring of the health of young persons, information about young people and children’s legal representatives and possible risks to the health and safety.

Provisions on types of employments which must not be carried out by young people such as work which exceeds the mental and physical capacity of young people, work involving harmful exposure to dangerous substances. There are provisions relating to working hours, night work, rest, annual leave, and rest breaks.

Display Screens

EU directive on display screen equipment imposes obligations on employer. Display screen equipment includes any graphic display screen, regardless of the process involved. A workstation is an assembly comprising a display screen equipment which may be provided with a keyboard or input device or software determining operator machine interface, optional accessories, peripherals, telephone, modem, document holder, work chair, work desk surface, and immediate work environment.

Employers must analyze workstations, evaluate safety and health condition, remedy any risks to eyesight, physical problems, problems of mental stress.

Workstations put into service after 1^st January, 1993 must meet minimum requirements in the directive in respect of equipment environment, space, lighting, noise, heat etc. and the operator computer interface.

Daily routine work must be planned in a way that daily work on display screen is periodically interrupted by breaks or changes of activity.

Workers are entitled to appropriate eye and eyesight tests before commencing display screen work at regular intervals thereafter if they experience visual disability. They are entitled to ophthalmological examination if necessary. They must be provided with corrective appliances if required at no cost to them.

Workers must be informed about measures applicable to the workstation and receive training in workstation use.

Member states are responsible for defining measures in the event of infringement of the directive.

Constructions

There are specific provisions in respect of construction sites.  The client or project supervisor must appoint one or more coordinator for health and safety on construction sites at which more than one contractor is present.  The coordinator must ensure that prior to setting out the construction site, a health and safety plan is drawn up.

 

In the case of construction site with a work schedule that lasts more than 30 working days and at which 20 workers are employed simultaneously or the volume of work is scheduled to exceed 500 person days, the contractor must notify the competent authority.

 

The client or project supervisor must apply general prevention principles and the safety plan during the site preparation stage, in architectural choices, and during different stages of the work.

 

Coordinators on site should ensure employers and self-employed persons

apply the principles of prevention in the respective situations described and follow the health and safety plan.

organise cooperation between employers on health and safety matters

Coordinate arrangements to check procedures are implemented

Take steps necessary to ensure only authorised persons are allowed on site

 

Employers must comply with minimum health safety and requirements applicable to the construction site.  These include detailed provisions on, installations emergency routes, ventilation, temperature and traffic routes, dangerous areas, sanitary equipment.

 

Self-employed persons have obligations in respect of the use of work equipment personal protection. Employees and representatives must be informed of all measures taken for their safety on the construction site.

 

There is a directive on signs in the workplace concerning health and safety. This are to  relate to the location identification of, containers, fire-fighting equipment, traffic routes.  Signs may be visual or acoustic. Provision is made for verbal and hand signal communication

 

The employer must provide the requisite safety signs where hazards cannot be avoided or adequately prevented by preventative measures used in work organisations.  Signs used in transport may be appropriate

 

There are requirements in respect of the manual handling of loads.  Employers must use means to avoid the risk of manual handling or where this cannot be avoided, must take organisational measures to reduce the risk

They must ensure employees receive adequate information on the weight of a load, centre of gravity, and ensure proper training and information on how to handle loads correctly.  Consultation and participation of employees is required.