scholarly journals Work fatalities, bereaved families and the enforcement of OHS legislation

2019 ◽  
Vol 61 (5) ◽  
pp. 637-656
Author(s):  
Lynda R Matthews ◽  
Richard Johnstone ◽  
Michael Quinlan ◽  
Olivia Rawlings-Way ◽  
Philip Bohle

There has been considerable research and policy debate over the enforcement and decriminalization of occupational health and safety legislation, particularly regarding its capacity to deal with serious harm. Reference has been made to community attitudes to work fatalities, but the perspectives of those most directly affected, the bereaved families, have received little attention. Drawing on evidence from detailed interviews with 44 Australian family members, this article seeks to rectify this omission. Findings highlight the importance of investigative and prosecutorial processes to bereaved families who seek justice, some assurance that culpable behaviours are not condoned, and the implementation of measures to prevent a recurrence. However, reinforcing previous research critical of the degree of enforcement and advocating for a more readily implementable offence of industrial manslaughter, the vast majority of those interviewed were critical of the processes that occurred. Far from assisting, these processes generally left families very dissatisfied with their experiences.

2021 ◽  
Author(s):  
Lynette Morgan

Abstract According to the International Labour Organisation (ILO), health is defined as the promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupations, while safety is freedom from unacceptable risk or harm. Occupational health and safety (OHS or OSH) is specifically concerned with the health, safety and welfare of people in their work environment, but it also encompasses any other people who may be present onsite, including customers, friends and family members, visitors and contractors. In addition it considers the fact that many horticultural properties have staff and owners who reside on the site.


Author(s):  
Susan Moir

Research and policy initiatives often cite the need for greater worker participation in reducing workplace hazards. However, the meaning and methods of participation are less clearly understood. To clarify the nature of worker participation in occupational health and safety (OHS), the various traditions are deconstructed in this review of the published literature. Three traditions influencing OHS emerged from larger social forces in the late 1950s and 1960s: the Scandinavian work environment movement, the Italian Workers' Model, and the Japanese model of participative management. The review is used to create a “genealogy” of worker participation in OHS, clarifying the effect of underlying political ideologies on management control, worker empowerment, and the levels and limits of participation in practice.


2012 ◽  
Author(s):  
Andrea Bizarro ◽  
Megan Dove-Steinkamp ◽  
Nicole Johnson ◽  
Scott Ryan ◽  
Michelle Robertson ◽  
...  

2000 ◽  
Author(s):  
H. Herman-Haase ◽  
M. Quinn ◽  
J. Tessler ◽  
L. Punnett ◽  
N. Haiama ◽  
...  

Author(s):  
Thandekile Phulu

In South Africa employees are protected by various pieces of legislation. Section 23 of the Constitution of the Republic of South Africa 1996 provides for a right to fair labour practice. In its preamble the Labour Relations Act 66 of 1995 (hereafter referred to as the LRA) states that the purpose of the Act is to advance economic development, social justice, labour peace and democratisation of the workplace. The LRA also states that one of its objectives is to give effect to and regulate the fundamental rights conferred by section 27 of the Constitution. The Occupational Health and Safety Act as amended by the Occupational Health and Safety Amendment Act 181 of 1993 provides for the health and safety of persons at work and for the health and safety of persons in connection with the use of plant and machinery. The LRA provides for dismissal for incapacity and dismissals for misconduct. It also differentiates between the two. The LRA provides for both substantive and procedural fairness when dismissing an employee for incapacity and misconduct. This paper will examine the rationale behind differentiating between dismissal for drunkenness and dismissal for alcoholism.


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