… and the man died. If he could have survived the ordeal, perhaps only TIME might have whispered, but no! TIME was wicked!! Time did not tell and so the man continued with his official activities regardless of the employer’s insensitivity and upon his continuance dedicated diligence, intelligence, knowledge and competence, he died still. None of his great attributes unfortunately could forestall the impending death nor call for his redemption, and so he died, YES HE DID DIE.
Occupational Health as defined by the joint committee of the ILO/WHO (1950) is the promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupation. Employers must thus be able to take responsibilities of hazards between the stipulated official hours.
According to International Labour Organization, it was estimated that there were 4,821 workplace fatalities across all industries in 2014, up from 4,585 fatalities in 2013. It was also recorded that construction, transportation, warehousing, agriculture, forestry, fishing & hunting remain worldwide the industries with the highest numbers of workplace fatalities and each of them has risen from 4-16% since 2013. 91% of workplace fatalities in 2014 happened in private industries, up from 89% in 2013. Almost 19 million victims are exploited by private individuals or enterprises in the world.
Another record shows still that worldwide, hundreds of thousands die in workplace accidents with millions dying of occupational diseases. Some employers violate employees’ human rights by dishing out some impossible and ridiculous tasks. Workers who however report these job hazards or job injuries are fired or disciplined cum denial of health insurance, as a result, each year thousands of workers are killed and millions more injured or diseased because of the insensitive nature of such callous employers.
In a developing economy as seen in Nigeria where there are no accurate data and laws are not enforced, the figures of job hazards may be higher and Nigeria as a member of the United Nations hence adopted the conventions and recommendations of the ILO. In addition is the country’s own labour law as spelt out in the laws of Labour Act Cap L1 under Nigeria laws (2004). The Factories’ act of 2004, the Workmen’s compensation act of 1987 and the labour safety, health and welfare bill of 2012 are all important documents aimed at protecting the health and safety of the Nigerian workers.
Of a truth, organizations exist for the major purpose of making profit, of course making use of the employees’ expertise. Be that as it may there must be an understanding that the health, safety and welfare of employees must not be jeopardised for no reason, hence the clarion call for employers to be more sensitive to the safety of their employees.
Employers must also be aware of the negative effects of the psychosocial hazards that may affect workers as a result of overwork with the consequences of work-related stress. Stress, according to research can lead to disorders such as anxiety, exhaustion and cardiovascular disease, while factors such as high job demands, lack of support and conflict with co-workers, recession effects, greater competition, loftier expectations and longer hours can cause employers’ break-down.
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An effective program to carry out risk assessments and prevent workplace stress and at the same time ensuring that there is a hundred percent safety at work place include;
*Proper identification of psychosocial risks and assessment of work performance and personal problems.
*All accidents in the workplace should be reported to the employer, who should record the details of the incident. Reporting the accident will help to safeguard social welfare and other rights.
*Employers should carry out separate risk assessments in relation to pregnant employees. Time spent on health and safety leave should be treated as though the employee has been in employment.
*One of the employer’s duties is also to prevent improper conduct or behaviour (which includes bullying amongst staff).
*Employers must prevent harassment in the work place.
*Under the Safety, Health and Welfare at Work Act 2005 the employee may not be victimised for exercising his or her rights under safety and health legislation such as making a complaint. This means that the employer may not penalise an employee by dismissal or in some other way, for example, by disciplinary action or by being treated less favourably than other employees
*There must be room for sick leave and sick pay
Employers and other stakeholders must ensure that occupational health and safety of every employee is for the benefit of all and is guaranteed because when irresponsible organizations put production first, workers can pay a deadly price.
FACO
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