Incident Action Plan Research Paper Example | Topics and Well Written Essays - 1750 words

Incident Action Plan - Research Paper Example A job hazard analysis is a process that involves identifying and recognizing hazards before they happen. It focuses on the relations among the task, the worker, the tools and the environment of the work. Job hazard analysis (JHA) is considered to be an â€Å"essential safety management tool that if used correctly and consistently will increase organization’s ability to build an inventory or portfolio of hazards and risks associated with various jobs, job steps and the detailed tasks performed by its employees (Roughton & Crutchfield 2008). Evidence also suggests that conducting a job hazard analysis is â€Å"one of the best ways to determine and establish proper work procedures† (Occupational Safety and Health Administration, 2002, p.2). According to Roughton & Crutchfield (2008, p. 283), the main objective of the JAH process is to ensure that a self-sustaining process is implemented and remains effective. Swartz (2002, p. 27) explains in more details that JHA can serv e many objectives – from the need to develop safe working procedures or create uniform safety standards, to a desire to participate in OSHA’s Voluntary Protection Programs or the need to reduce costs associated with product and property damage†. Whatever the objective is pursued by an organization, JHA can be used to develop detailed written procedure for Job Incident Analysis. Job Incident Analysis mainly is comprised of jobs that involve new machines, processes or are new to the facility, jobs that have the potential to cause a high number of injuries or illnesses as well as ergonomic claims, and jobs that have produced incidents of property and product damage as well as near-hits among workers (Swartz 2002, p.28). Ideally, after identifying hazards, one has to initiate steps to eradicate or minimize them to a lesser risk level. There are a lot of injuries that can happen to people if they do not take appropriate care during a job or while performing any chore at home. However, one can reduce or prevent these injuries if he or she takes proper care and acts according to definite plans. In order to identify the potential risk present in a job, it is necessary to carry out relevant steps to eradicate the hazards. The methods safety analyst examines each step of the job or process from its very beginning with respect to the method, machine or material involved to see if any or all of these three can be responsible for the occurrence of accidents. If he finds a step that is potentially hazardous he notates the type of accident apt to be caused. He has a record, therefore, of 1) the steps of the job, 2) those steps which might be hazardous and 3) a means of reference for additional study of these steps, if necessary (Glenn 2011). Afterwards, for a job hazard analysis to be useful, the management must show its commitment to health and safety by prescribing and communicating necessary precautions. An Incident Action Plan (IAP) is fundamentally a n overall incident strategy plan with particular tactical actions that must be accomplished with the aim of meeting the goal of the emergency response. â€Å"

Sports Counsil Assignment Example | Topics and Well Written Essays - 2500 words

Sports Counsil - Assignment Example Furthermore, it argued that it had revoked its offer after the swim had started on 7th July 2011 and sent boats after the swimmers to make it clear to the swimmers that there will not be any prize. They argued that they had used loudspeakers. But, Jennifer said she never heard any announcement particularly due to the bathing cap covering her ears and she was focused on her swimming only. Issue The problem is that Jennifer had accepted the offer made by Sports Council and joined the swimmers in the race. She reached the shore first and was entitled to a prize. However, Sports Council has refused to pay her the promised prize. Questions Related to the Case The following questions arise here that requires critical analysis and legal backup to reach to the advice for Jennifer: Q1. What laws are applicable to Jennifer vs. Sports Council case? Q2. Was the offer made by Sports Council an offer or an invitation to treat? Q3. Was Jennifer’s acceptance of the offer properly communicated to Sports Council? Q4. Is intention to create legal relations integral to creating a valid enforceable contract? Q5. Was there any contract between Jennifer and Sports Council? Q6. Was it a unilateral or bilateral contract? Q7. Was there any consideration? Q8. Was the revocation of the offer valid? Q9. Is Sports Council liable to pay the prize to Jennifer and any other damages in the instance of refusal to pay the prize? Q10. Does UK law provides any remedies to Jennifer in terms of a legal action against Sports Council? Flow of Discussion in the Paper This paper will address the above mentioned questions through the critical analysis of the four alternative grounds relied upon to refuse payment of prize money to Jennifer. The analysis will aim to evaluate each of the alternative ground in the light of United Kingdom’s Contract Law to reach to the conclusion whether these grounds are valid and have any force of law. The conclusion will help in determining the legal position of Jennifer and lay down the future course of action to claim the prize money. Analysis of the Alternative Grounds Relied upon by Sports Council a) The newspaper advertisement was not an offer but a mere puff and there was no intention to create legal relations. Paul Richard has defined offer as â€Å"an expression of a willingness to contract on certain terms made with the intention that a binding agreement will exist once the offer is accepted†1. The first step to formation of a contract is an offer. The offer is made between an offeror and offeree. The offeror shows or expresses a willingness to enter into a contract on certain and definite terms which will come into force and become binding as soon as they have been accepted by the offeree who has been addressed. However, the term â€Å"expression† refer to numerous forms of communicating to the offeree like newspaper, letter or email. It also includes a conduct of an offeror to an offeree that communicates to the latter due to which the offeree is willing to contract with the offeror. The expression can only be objective and not a subjective one. The courts conduct a test to determine whether there was an offer which was accepted to determine whether an agreement existed between both parties. In the leading British case Smith v Hughes (1871) LR 6 QB 597, the court held that: "If, whatever a man's real intention may be, he so conducts himself that a reasonable