Confined Space Entry Work Procedure
Note: The procedure can be modified according to the need of the organization, activity is being performed, and other factors which are different from this procedure. Confined Space Entry Work Permit can be download from the following here.
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International Labor Organization was established in 1919, as a part of the Treaty of Versailles that ended World War 1(WW1). Its main aim is to promote rights at work, encourage decent employment opportunities, enhance social protection and strengthen dialogue in handling world-related issues.
ILO is an agency of the UN that is devoted to advancing opportunities for women and men to obtain decent and productive work in conditions of freedom, equality, security, and human dignity. It is the only Tripartite United Nations agency that brings the representatives of governments, employers, and workers to jointly shape policies and programs.
It is a global body responsible for developing and monitoring international labor standards. 181 countries are members of this organization and working with them, ILO ensures the labor standards are respected in practice.
So far, ILO has adopted more than 180 conventions and 190 recommendations covering all aspects of the world of work, and nearly half of these conventions are relevant to Health and Safety.
Every Year in June, ILO members meet in Geneva, Switzerland where each state is represented by a delegate. Each delegate consists of two government delegates, an employer delegate, a worker delegate, and their respective advisers.
Every delegate has the same right, and all can express themselves freely and vote as they wish, worker and employer delegates may vote against their government's representatives, or against each other. Many of the government representatives are cabinet ministers responsible for labor affairs in their own countries. Heads of states also participate in the conference. A two-thirds majority is required before they can be adopted.
The adoption of a convention by the ILO Conference allows the government to ratify it, and when a specified number of governments have done so, the convention becomes a treaty in international law. All ILO conventions are considered Labor standards, irrespective of how many governments have ratified them.
Ratification of a convention imposes a legal obligation to apply its provision. It is voluntary for a country to ratify a convention. If states don't ratify a convention, it has the same legal force as the recommendation. Each government is bound to submit a report about its compliance with its ratified convention, and an ILO Committee examins report to find out the breaches of labor standards.
An example of a convention is the Occupational Safety and Health Convention 1981 and its protocol of 2002.
If a worker has a work-related incident at the workplace or comes in contact with a disease as a result of work he is undertaking, it may result in a loss that may include pain, suffering as well as loss of future income. This incident or ill-health may lead to the death of the worker, which will result in the worker's dependents suffering a major financial setback.
Over the passage of time, there are various mechanisms that have evolved to compensate the injured workers in case of an accident or provide financial aid to the dependents of the worker if the worker loses a life.
The mechanism is to compensate the victim but this system is divided into sub-categories listed below;
The main purpose of this mechanism is to compensate the victim. The mechanism can be divided into two schemes where it is;
There is no need to prove the fault of the employer/ defendant but it is to establish that the harm was caused as a result of the person's employment. Usually, No-Fault Compensation Schemes fall into one of the two main categories;
Here the employer is liable to provide benefits to the worker. The scheme is operated by the Insurance Companies. An employer who hires workers to work on his behalf pays Premium to the insurance companies. Many countries through their legislation, require that the workers should be insured.
In case of any accident or illness, the claim is made by the worker and the insurance company pays compensation to the claimant on behalf of the employer. In other words, it is the return of the premium, employer-paid as insurance money to the insurance company.
These schemes are administrated by the government and funded by compulsory contributions made by the employer, worker, both with possible further contributions made from general taxation. These contributions may be at a fixed rate or maybe earnings-related.
If a claim is made by the injured worker, a medical examination is done to establish the nature of the harm or loss whether any recovery is likely. If the disability is permanent, then a pension is paid, instead of a lump-sum amount by the government department.
An example of such a scheme is the British Industrial Disablement Benefits Scheme which is funded by the employees, employers, and taxation. The benefit is paid to someone who has suffered the loss of faculty due to an accident at work or has a prescribed industrial disease associated with the person's occupation. The Compensation is paid to employees only, not to self-employed ones.
Most jurisdictions make an employer liable for injury or illness to a worker as a result of their occupation. This requires the injured worker to file a case in the civil court of that country against the employer and the need to establish fault on the part of the employer, or one of his/her workers.
In simple words, the claimant has to prove that the harm was caused by the negligence of the employer or one of his employees or that there has been a breach of health and safety legislation.
The liability of the employer may come about in two ways;
Every system has advantages and disadvantages when they are integrated with other systems to construct a system. For example, an organization has 3 different systems ISO 9001 QMS, ISO 14001 EMS, ISO 45001 OHSMS as a stand-alone system. If they are integrated, their merits and demerits will be the same, and sometimes these merits and demerits will be countering each other.
Few Benefits and Limitations of Integrating Management Systems (IMS) are listed below;
Benefits
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