Figure 3: Explanation of the four duties
Duty of Information An employer’s duty to inform workers of any unusual risks they may not be aware of and the steps employees must take to avoid them. This includes understanding the risks employees are exposed to and providing staff the opportunity to ask competent, experienced individuals questions.
Duty of Prevention An employer’s duty to anticipate risks and act accordingly through the provision of guidelines to mitigate the likelihood and impact of these risks.
Duty of Care Duty of Monitoring An employer’s duty to regularly monitor compliance with guidelines, at both an individual and systemic level.
IV.
Duty of Intervention An employer’s duty to intervene in response to incidents, complaints, and non-compliance in accordance with risk management processes. This includes intervening when it comes to partnership arrangements.
Duty of care processes
As a next step, the research led to the identification of key processes that support meeting each respective duty. One of the primary starting points to identify the key duty of care processes was using examples of good practice within the literature. For example, the seven key principles of 13 duty of care that the NRC developed in the aftermath of the Dennis v NRC court case :
Security risk assessments; Mitigation and contingency measures; Informed consent, including responsibilities; Line management competency, including staff induction and training; Systems function as intended: insurance and redress; Access to expertise; Control and monitoring measures.
Using the elements above and others identified through the literature review, this study asked survey respondents to identify the top five activities respondents perceived as most important for fulfilling duty of care. See figure 4 for the priority ranking that emerged.
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Cardona (2017).
© cinfo 2018 – www.cinfo.ch – Duty of Care Maturity Model – cinfo in collaboration with EISF
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