Case Study 0.1
“Welcome new staff employees to the Fantasy Resort.”
Queensland workplaces operate under the framework of the “Work Health and Safety Act” (2011). This Act outlines how to protect and balance the health, safety and welfare of all workers at the resort or workplace. The WHS Act also provides protection for the community so that their health and safety is not placed at any risk by work undertakings. At this resort as an employer, our responsibility is to make a risk assessment and to put in place the measures that are necessary for the health and safety for all employees and others, including customers and visitors who come to the hospitality venue. This responsibility is called duty of care. It is needed to organise work systems, equipment and training to minimise risk of illness or injury. This would include health and safety work areas, safe equipment, protective equipment, safe access, security, safety training and supervision. You as an employee; whenever you are working in a hospitality workplace you must be aware of your legal duty of care. You must work in a safe manner and follow all safety instructions and work as you have been directed to correctly use or wear any safety equipment or personal protective equipment, such as gloves or hair covers. You must inform your employer about any hazards, injuries, faulty equipment or safety concerns (Sturt University, 2014).
The Safety, Health and Welfare at Work (General Application) Regulations 2007, include more detailed legal requirements dealing with specific issues of health and safety at work such as noise, electricity, pregnancy at work, manual handling of loads, etc. Manual handling includes lifting and carrying boxes, putting down, stacking shelves, pushing, pulling or moving a weight, can lead to a risk of injuries to workers, (particularly to the back and repetition injury). The most common injuries experienced in this industry include sprains and strains. These injuries occur due to pushing, pulling or over working during the manual handling process. Strains and sprains can result from common day-to-day activities such as serving customers (e.g. balancing trays, leaning through the drive-thru window to serve customers, bending to pick up objects), and working in the kitchen (carrying hot liquids, pushing fryer cleaning equipment, lifting and carrying full hot pans and pots). There is a high risk of chance to injuries for those who are young workers, male workers and night workers. Stress/fatigue can also lead to mental conditions such as depression and anxiety and increase the risk of accidents and injuries. It has been shown that staying awake for 17 hours has the same effect on performance as having a blood alcohol content of 0.05%. If an employer works more than 48 hours within a week, the individual begins rise levels to fatigue, and affect the health and safety. It is important for the employees to stay healthy, this means, the employer and employees will struggle to do the occupation right. Slips, trips and falls are an unavoidable issue that can contribute workplace injuries and accidents. For example, many accidents in the Hospitality Industry can cause injuries in a café and restaurants such as slips, trips and falls (University Sydney, 2014). These are generally due to lack of housekeeping practices such as water or oil spilt on the floor. When this issue is assessed the potential for slips, trips and falls, it is important to look at out of sight areas such as freezers, cool and storage rooms, stairways, loading docks and behind bars (Worksafe, 2012).
Case Study 0.2
“Good Afternoon Administration of the Hotel Industry”
Sustainability has been a recent key factor of an organisation for the industry departments. A sustainable business industry is about maximising the businesses potential without corrupting the environment. The environmental sustainability is the outcome of consuming resources, involving...
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