UV30491 - Monitor and maintain health and safety practice in the salon - Assignments - Zoe

Reynolds

Outcome 2: Be able to monitor health and Safety in the salon

b. Outline the health and safety support that should be provided to staff
All staff should have current knowledge of all the relevant health and safety legislation for working in
the salon environment. Ongoing training should be provided to ensure that these are always
adhered to.

The Health and Safety at Work Act (1974) – Employers have a responsibility to ensure the health
and safety and welfare of their employees as far as reasonably possible. As well as other on the
premises including temporary workers, clients and the general public (those that might be affected
by what they do). A business could be forced to stop providing certain services or close completely if
they don’t follow this legislation.

Control of substances hazardous to health regulations (COSHH) – This is to minimise risks

associated with using substances that are hazardous to the health of the employer and employees.
Employers are required to prevent, reduce or at the very least, control exposure to hazardous
substances in order to prevent ill health to their workers. Any hazardous substances that are
identified should be recorded and given a hazard risk rating. All employees should then be trained
on the correct way to handle, use, store and dispose of this. Material Safety Data Sheet can be
requested from all Beauty suppliers which detail how to use and store the substances, but will be
automatically supplied if they contain a hazard symbol.

Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) – The employer
or responsible person is required to report and record certain serious workplace accidents,
occupational diseases and dangerous occurrences (near miss accidents). In addition, accidents
involving others should also be reported e.g. clients. It is a legal requirement for each workplace
should have an accident book to record any injuries. If the injury results in a staff member having 7
days off work this should be reported to HSE.
The record should detail the date, time and place, how it was reported, details of the
person/persons involved and a description of the injury, disease or dangerous occurrence.
Occupational dermatitis is something that should be recorded if it has started or symptoms have
become worse through work being carried out in the workplace.

Personal Protective Equipment (PPE) – After completing a risk assessment to identify if a treatment/
activity requires protective clothing or equipment, the employer should ensure that the correct
amount of PPE is available for all employees and stock should be checked and replenished so that it
is available for use at any given time. E.g gloves would be needed to carry out electrical epilation due
to the high risk of contamination. It is the employees own responsibly to make sure that they are
using the correct PPE that they have been supplied with, although they should be made aware of
how to use it safely and how to dispose of it after use.

Electricity at Work Regulations (1989) – Every piece of equipment should be maintained to prevent
danger. Equipment should be PAT tested to ensure safe use and this should be recorded and made
available for inspection if required. A trained member of staff should then check the equipment
regularly and record the outcomes (every 3 months is the suggested period). Although these checks
are in place each piece of equipment should be checked over by the user before each use for
potential hazards including loose, bare wires, loose sockets and cables etc. Equipment should never
be used if found to be faulty. All staff should be trained in this and any equipment found to be faulty
should be clearly labelled so that no one else tries to use it.

Manual Handling Operations Regulations (1992) – Any transporting or supporting of a load

(including lifting, putting down, pushing, pulling, carrying and moving) by hand or bodily force.
Employers must make an assessment of the risk to employees from the manual handling of loads
and carry out a risk assessment on all manual handling tasks that could cause injury. Employees have
a responsibility for their own health and safety and that of others who may be affected by their
actions. They must communicate with their employers so that they too are able to meet their health
and safety duties. Training should be given to each employee so that they understand how to move
things safely and should understand that they should not move things alone if it is a struggle they
should ask someone else for help. This regulation aims to prevent skeletal and muscular disorders
due to poor working practice.

The Trade Descriptions Act 1968 - An Act of the Parliament which prevents manufacturers, retailers
or service industry providers from misleading consumers as to what they are spending their money
on. Companies or individuals can be punished if they make false claims about the products or
services that they sell.

Supply of Goods and Services – this has now been superseded with the Consumer Rights Act 2015.
Goods – should be of satisfactory quality, fit for the consumer's particular purpose and as
described
Services - Services must be performed with reasonable care and skill and also within a
reasonable time. The Act also ensures that any statement a trader makes when a consumer
is either deciding to enter into the contract or making a decision about the service after
entering into the contract is now a binding contractual term.

Data Protection - This details how data about people can be used, there will be rules in place that
employees will need to follow to protect client information. This can be information or data stored
on a computer or an organised paper filing system.

Employers Liability (Compulsory Insurance) Act – All employers must have this insurance to cover
their employees for compensation in the event of being injured after having an accident in the
workplace. A certificate to show that the employer has this cover should be displayed in a
prominent place in the workplace.

Public Liability – Covers the employer and employees in the case of death or injury claim to a third
party whilst on the premises.

Professional Indemnity – This extends the PL to cover named employees against claims – important
consideration when carrying out treatments such as electrical epilation.

Local By-Laws – these are set by the council requiring something that must be done or not done in a
specific area. There are penalties in place for not abiding to these.
Salon Rules – Each individual salon with have their own specific rules in place to help everyone work
together and have the same standards to ensure continuity for the clients and to ensure that each
person understands their responsibilities in the workplace. This could include health, hygiene, time
keeping, working hours and breaks, behaviour, communications skills, relationship with the clients,
eating and drinking in the salon, salon environment etc.

Code of Ethics – This is to ensure that all employees follow the same standards and behaviours to
ensure best working practice and safety to keep the reputation of the beauty industry.

All staff will be able to observe the proper practices whilst working in the workplace and get
continued support and training on any updated policies or procedures. Staff should be made to feel
comfortable to be able to bring up any issues or questions that they need to resolve or to ask for
support or extra training. All employees should be up to date with the latest training and techniques
so that they can carry out treatment properly and safely. Regular team meetings are a good idea to
share new information and give updates on changes in the workplace. It is the responsibility of the
employer to ensure that any changes in law are updated and that staff are aware and all policies and
procedures are updates or replaced.

c. Outline procedures for dealing with different types of security breaches

All security incidents should be reported to the salon owner immediately, records should be reviews
e.g stock, equipment, money, records), statements should be taken from anyone who has witnessed
the incident. The findings should then be reviewed to understand how/why it has happened and
what can be done to reduce the future risk. If needed, police should be notified and the data
protection agency and client should be informed. If the incident is found to have been committed by
a staff member they could be terminated from employment.

Some examples include:

Premises – burglary or vandalism should be reported to the salon owner immediately. The
police should be informed and anyone who has seen the incident should give statements.
You should then review how this has happened and if there is something that can be done to
stop this happening again e.g. install an alarm and cameras or security lighting etc.

Theft of stock, money or personal belongings – Theft should be reported to the salon owner
immediately and an investigation carried out to find out how it could have happened.
Review stock levels and re-calculate money to ensure that it is not a mistake. If anyone has
seen the incident happen they should report to the salon owner who can make a record of
this. New systems should be put in place to stop it happening again in the future e.g. the way
stock levels are recorded, checked and stored, or if money has gone from the till make sure
that only one person throughout the day has access to stop any mistakes and it is also then
easier to identify who it is if there is only one person on there. If the person is identified take
the necessary action – this could mean termination of employment. All staff should have a
background check before given the job to reduce this risk.

Client Information – If there has been a problem with an online system and records have
gone missing or have been hacked this should be recorded and reported to the salon owner
immediately. Also the clients should be made aware that their personal information has
 been lost or stolen and inform the data protection registry of the incident. Review how this
could have happened, was it a system error, or lack of security around the IT system or was
it someone’s fault for leaving systems open for access by anyone or paper files not locked
away etc. New systems should be considered or more security measures put in place for the
system and all staff should be trained on the importance of locking the system when not in
use and storing client records in a safe and secure place.

d. Explain the need for insurance

Having the right insurance not only protects the business should a client make a claim, but it also
reassures potential clients, who are considering services, that you’re a reputable and trustworthy
business. Also, many professional associations and governing bodies insist on members having
insurance in place before they will accept an application.

Public Liability Insurance will protect employers and employees against a death or injury claim to a
third party whilst on the premises and also client possessions.

Professional Indemnity covers as above for named employees. This is especially important when
carry out treatments such as electrical epilation.

Employers Liability is compulsory. This should be obtained to ensure that compensation can be paid
to employees if they are injured as a result of an accident in the workplace. This should cover a
minimum of £5m and be displayed in the workplace. This keeps the employer, and the business,
protected from potential harm and ensures the right insurance in place to cover all the
circumstances related to the profession.