Risk management for small and medium transit agencies Assignment

Risk management for small and medium transit agencies - Assignment Example Elimination / minimization of hazards The mentioned Act merits that all the hurdles in the way of smooth working are to be addressed properly to take concrete steps to eliminate or minimize it. Potential hazards which may cause irreparable damage to life and assets should be taken seriously for removal. In case elimination is not possible then two options are left to address this issue, either to separate it or minimize it. By applying mentioned tactics, we may put to the hazard at its lowest ebb. The chain of control meant for ongoing monitoring and to analyze the risk that are in the way (Health and Safety in Employment Act). Initially, the business sector showed its anger on the inclusion of Health & Safety cover for the employees in the Employment Act 1992 with a view that they have to bear unnecessary burden of expenses that relates to health and safety measures for the employees within their area of operations of small to medium sized business concern (Health and Safety in Empl oyment Act). On the public side, it was applauded by the workers and treated this act of government, a step in the right direction. The effectiveness of this act can be gauged with this fact that it proves its lasting and positive impact. It definitely reduced the incident that took place in the past within the premises of working place in New Zealand prior to promulgation of this act (Health and Safety in Employment Act). Example Take the example of Ruth who  engages himself for the sewing of fashion garments that enables  Lavina to sell it from her apparel outlet called Lavina Modes. He does the job for Lavina on piece rates who, according to the broader term of the Act is the employer of Ruth. Therefore, where she works may be considered as place of work. In case Ruth does the job independently where the role of Lavina is an independent contractor. By all means as per the terms of the Act, he may be treated as self employed. It is a case of multiple factors, inclusive of reso urcing, economic dependence and the control of Lavina over Ruth. Employment Relations Act (ERA) The New Zealand Employment Relations Act 2000 came into being to safeguard the interest of human resources. Later on it was amended by the Parliament to meet the requirement. Courts and Authorities Under the mentioned Act, numbers of courts have been established to deal with the issues of Employment, Employers, Employees and the Self employed. The judges of the Competent Courts are appointed on the advice of Attorney General and the members of Employment Relations Authority are appointed by the Attorney General on the advice of the concerned ministry. The mediation service is the prerogative of labor department. These courts are empowered by the section 187 of ERA on the matter that relates employment disputes. The employment court in question has the status of the High Court of New Zealand (Rudman, 2009). According to Section 157, Employment Relations Authority has to carry out the inves tigation of the matter handed over to find out the factual status of the case and to resolve the issue between the employer and the employee. As per Section 144, Mediation Service is being provided by the Labor Department. However, section 164(b) empowers parties involved in disputes to resolve the issues themselves before knocking at the door of Employment Rel