Learning for life: Fit for work

first_imgLearning for life: Fit for workOn 1 Apr 2002 in Personnel Today Life Long Learning and Continuing Professional Development are the processesby which professionals, such as nurses, develop and improve their practice. There are many ways to address CPD: formally, through attending courses,study days and workshops; or informally, through private study and reflection.Reading articles in professional journals is a good way of keeping up-to-datewith what is going on in the field of practice, but reflecting and identifyingwhat you have learnt is not always easy. These questions are designed to helpyou to identify what you have learnt from studying the article. They will alsohelp you to clarify what you can apply to practice, what you did not understandand what you need to explore further. 1. What legislation has accelerated the debate on the assessment offitness to work? a) Disability b) Employment c) European d) Health and safety 2. OH nurses need to recognise the legal requirements of employment forthe benefit of a) The Health and Safety Executive b) The environmental health officer c) Employers and employees d) Trade unions 3. The fitness to work framework can also be used to help with a) Reducing insurance premiums b) Litigation processes c) Disciplinary procedures d) Documentation 4. Assessment should be made on a) Test results b) Each individual c) Past history d) Medical criteria 5. Assessment of fitness to work has to consider which of the followinghealth aspects? a) Psychological b) Physical c) Sociological and intellectual d) All of the above 6. In order to assess fitness to work the OH nurse needs a thoroughknowledge of a) The job specification b) Individual qualities c) The contract of employment d) Interviewing procedures 7. Standard requirements for fitness to work are available for a) Nurses, drivers and offshore workers b) Nurses, teachers and drivers c) Drivers, offshore workers and teachers d) Nurses, teachers and offshore workers 8. Documentation of the decision-making process aids a) Transparency and efficacy b) Opacity and equitability c) Transparency and equitability d) Opacity and efficacy 9. In the working environment when should lifts NOT be used a) When they are being cleaned b) During silent hours c) When there is an emergency such as fire d) When building inspections are taking place 10. The Disability Discrimination Act applies to employers with more thana) 1,500 or more employees b) 150 or more employees c) 51 or more employees d) 15 or more employees Feedback1.a)All this legislation is important with regards to health at work but theDisability Discrimination Act 1995 has put a different slant on fitness towork. Obtain a copy of the booklet, The Disability Discrimination Act 1995:What employers need to know (1999) DL170 available from the Disability RightsCommission. 2. c), 3. d) The framework may help with all the factorsproviding suitable documentation is in place. Revise your knowledge of recordsand record keeping by reading the 1998 UKCC booklet, Guidelines for records andrecord keeping. 4. b) Although the other answers are all important everyindividual should be assessed separately. 5. d), 6. a) A sound knowledgeof the workplace and the work the individual will be doing is necessary inorder to make an assessment of fitness to work. 7. c) This answer isinteresting and should promote debate. Discuss it with respected colleagues orat you local OH group and consider how you may be able to bring about changeshould you think it is necessary. 8. c) See the answer to question 3.9. c), 10. d) Originally the figure was 20 or more employees but it wasquickly changed to 15. Take some time to explore the Disability RightsCommission website at www.drc-gb.org.uk and see what interesting and usefulpublications can be downloaded or obtained free of charge. Comments are closed. Previous Article Next Article Related posts:No related photos.last_img read more