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Health Surveillance or monitoring in construction may be required to
- Prevent Dermatitis
- Prevent HAVS
- Prevent Noise induced hearing loss
- Prevent COPD
- PSA Tests
Step 1. Use your risk assessment to decide if health surveillance may be required
See table (click here) and assessment according to trade (click here)
Step 2. Decide on the form and frequency of health surveillance including the need for pre-employment surveillance.
1. How will statutory health surveillance system be setup?
The best way of doing this is through a formal contract with a provider. This, or a policy document, should include details about:
- Who will carry out the surveillance should always supervised by a competent doctor but may be carried out by a competent nurse;
- When? This should reflect the recommended intervals given in relevant guidance;
- A work place walkthrough by the providers is important to ensure they understand the jobs being carried out and they are aware of the work practices and environment;
- The communication process with the employees needs to be agreed and union or employee reps consulted, particularly if this is the first time the surveillance has been carried out;
- Feedback to employees this should cover confidentiality and include details of the information which will be provided to the worker concerning fitness for work.
- Feedback to employer should include fitness information and advice on suitable work as a minimum. Signed consent for the employer to be informed of some health conditions may be needed.
- Agreement should be reached prior to the health surveillance on what will happen to employees who are found to be no longer fit for work' for particular tasks. Unions, employees and the employer need to fully understand this.
2. What form will the statutory surveillance take?
The surveillance should follow current HSENI guidance: There is a range of people who could be involved- the workers themselves; supervisors/foremen; more senior managers or in house health and safety personnel; Occupational health nurses and Doctors. The provider should be able to set out exactly what would be required of each person in the chain.
It may be sensible for employees to have a pre-employment assessment for relevant health conditions to give a baseline .
3. How will feedback be given?
To employees: this should include verbal and written advice on fitness for work. Health education advice such as encouragement to stop smoking may also be given. The employee should be told what information will be passed on to their employer.
To employer : this should be in written form and include fitness status ie fit /unfit / fit with restrictions for work; advice on compliance with restrictions and a review date
4. How will follow up and ongoing contact be arranged?
It is useful to agree the frequency of contacts and a nominated contact with the provider for dealing with queries .
Step 3. Decide if you need professional assistance and use the checklist belwo to guide you
The checklist for use by employers when assessing providers of expert advice on statutory Health Surveillance HAVS (click here)
What qualifications or experience do the potential providers have in this area of work?
Useful advice can be obtained from the relevant section of the HSE Website.
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