...RIVER COAL MINE: THE DISASTER REPORT ON FAILURE OF THE PROJECT Prepared By: Atul Srivastava Stu ID- 14854045 05 Oct 2015 Table of Contents Executive Summery ………………………………………………………………………… 1. Introduction ………………………………………………………………………… 2. Methodology ………………………………………………………………………… 2.1 Factors contributed to project failure ………………………………………… 2.2 Failure of theories behind Pike tragedy ……………………………………… 3. Conclusion …………………………………………………………………………… References Executive Summery Pike river coal mine was operated by Pike River Coal 46 km (29 mi) north-east of Greymouth in the West Coast Region of New Zealand's South Island. Pike River Coal Company Ltd (Pike) was formed in 1982 and acquired by New Zealand Oil & Gas Ltd (NZOG) in 1998 as the major shareholder. It was initially expected to produce around one million tonnes of coal per year for around 20 years, making the mine the second-largest coal export mine in the country, as well as the largest underground coal mine of the country. Because of various technical glitch and poor forecasting of the management, the whole project was delayed. The Delayed timeframe, lower production rate of coal has increased the financial pressure as it was proven to be as over-promised and under-delivered. On Friday the 19th November 2010 an underground explosion occurred at the Pike River Mine that resulted in the deaths of twenty- nine men. Over the ensuing nine days, three more explosions propagated through the mine. The investigation...
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...mental and social well-being of workers in all occupations; the prevention amongst workers of departures from health caused by their working conditions; the protection of workers in their employment from risks resulting from factors adverse to health; the placing and maintenance of the worker in an occupational environment adapted to his physiological and psychological capabilities; and, to summarize, the adaptation of work to man and of each man to his job. "The main focus in occupational health is on three different objectives: (i) the maintenance and promotion of workers’ health and working capacity; (ii) the improvement of working environment and work to become conducive to safety and health and (iii) development of work organizations and working cultures in a direction which supports health and safety at work and in doing so also promotes a positive social climate and smooth operation and may enhance productivity of the undertakings. The concept of working culture is intended in this context to mean a reflection of the essential value systems adopted by the undertaking concerned. Such a culture is reflected in practice in the managerial systems, personnel policy, principles for participation, training policies and quality management of the undertaking." —Joint ILO/WHO Committee on Occupational Health[3] History[edit] The research and regulation of...
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...the article are relevant within many business types and the consequences of overlooking such issues can result in catastrophic outcomes that impact on all involved. I also was intrigued with regard to the responsibility management had for the outcome of the Pike River Mine disaster which then sparked an interest in finding out what measures could have been taken to prevent such tragedy from occurring. Contemporary Management Issues Failing Human Relations Management (HRM) & Occupational Health & Safety Management (OHSM) Responsibilities. Background and context of the company Pike River Coal Ltd carried out business within the industrial sector of coal mining with ownership of the rights to premium hard coking coal resources in the South Islands of New Zealand (Dept of Internal Affairs, 2012 par. 2). Furthermore, Pike River Coal Ltd is the company behind the tragic Pike River mine disaster that took place on 19th November 2010 claiming 29 lives, and producing four separate explosions within a few days of each other (News Limited, 2012 par. 1) ...
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...negotiated for data from workplace safety insurance boards across Canada. The work allowed us to help track top national trends in the workplace of today. This is the first time a Canadian media company has investigated workplace safety issues by analyzing Canada’s own data on a national level. Go back 125 years in Canada's labour history and you'll find a very different country – especially when it comes to workplace safety. If you were the victim of an accident on the job, chances are you'd be left to fend for yourself. The Canadian government was determined to join the industrial age. What had been primarily a rural economy was turning into a world of coal, steam and hard manual labour. Machines got bigger, louder and more dangerous. People were getting hurt – and dying – in large numbers on the job. Some industries, the reasoning went, were simply more dangerous than others and you had to expect accidents. It wasn't until 1914 that Canada had its first "modern" workers' compensation law The building of the Canadian Pacific Railway did much to open up the country – but at a very high price. More than 15,000 Chinese workers were imported to work on the project. More than 1,000 of them died. They were paid 30 to 50 per cent less than white workers – and often given the more dangerous jobs like working with explosives. In the mines, the danger of methane gas was well known. Still, there was little regard for safety. Being a safety inspector could even kill you. ...
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...Timeline of the History of Australian Occupational Health and Safety Laws 1. The early history of Occupational Health and Safety Laws and significant historical events that helped to shape current laws 1833 The first HM Factory Inspectorate was formed in the UK. The major goal of the Inspectorate was to inspect factories and workshops to prevent injuries of child textile workers (Factories and Workshops: Annual Report of the Chief Inspector of Factories and Workshops, 1842, p. 9). 1837 Priestly vs. Fowler case in the UK was used to establish occupational health and safety as part of common law. In this case, a butcher’s assistant sued his employer after he fell from the overloaded cart and was injured (Bohle & Quinlan, 2000, p. 319). 1840 A Royal Commission in the UK published the findings on the state of working conditions in the mining industry, documenting the appallingly dangerous conditions for workers and high rate of accidents (including fatal ones) in mines. This case led to the public outrage and the adoption of the Mines Act of 1842. The Mines Act led to the establishment of an Inspectorate for mines and collieries to improve safety environment and prosecutions. Under this act, inspectors had the right to enter and inspect premises at their discretion by 1850 (Lavalette, 1999, p. 101). 1880 One of the first voluntary standardizing bodies, American Society of Mechanical Engineers (ASME) was established . Actually, the creation of ASME was connected with...
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...Name: Course Name: Course Instructor: Date of Submission: Abstract Each and every medical facility requires some element of management coined in its vision, mission and rules that govern the code of conduct of the staff towards the clients and among themselves. As a matter of fact, it is the duty of every medical practitioner to strictly observe the rules and the code of ethics set by the said medical facility. In this regard therefore, there exists a systematic approach aimed at maintaining as well as improving the quality of medical health care within a given health system- this is what is referred to as Clinical Governance. This paper aims at discussing various issues to do with clinical governance as well as the practice of Nursing. Learning Activity One Introduction There are three major aspects of professional performance that have been discussed; these are professional accountability expected from the practitioners to their clients, their fellow staff as well as to the organizations that they work for. There is also the need to have a system through which there will be appraisals for good performers within a health facility that will encourage the others to provide exemplary service and finally, clinical governance which is a vehicle that tackles all the wide differences in the quality of healthcare provided to the patients throughout the world. It is important to note that there has been a difficulty in the past to produce a universally approved definition of...
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...Laws Prevailing in Other Countries 26 Data Analysis & Interpretation 32 Conclusion & Recommendation 38 Bibliography 40 Chapter – 1 INTRODUCTION 1. Labour law also known as employment law is a body of laws, administrative rulings and precedents which address the legal rights of, and restrictions on, working people and their organisations. It mediates many aspects of the relationship between trade unions, employers and employees. In brief, Labour law defines the rights and obligations as workers, union members and employers in the workplace. Generally Labour law covers:- (a) Industrial Relations – Certification of Unions, Labour-management relations, collective bargaining and unfair labour practices (b) Workplace health and safety (c) Employment standards, including general holidays, annual leave, working hours, unfair dismissal, minimum wage, layoff procedures and severance pay. 2. There are two broad categories of Labour law. First, collective labour law relating to the tripartite relationship between employee, employer and union. Second, individual labour law concerning employees’ rights at work and through contract of work. 3. Once an investor sets-up a business in India, whether a liaison office, project office, branch or company, that business needs to comply with Indian regulations and Labour law compliance is no exemption. 4. Here in the further chapters we discuss the history and evolution...
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...Laws Prevailing in Other Countries 26 Data Analysis & Interpretation 32 Conclusion & Recommendation 38 Bibliography 40 Chapter – 1 INTRODUCTION 1. Labour law also known as employment law is a body of laws, administrative rulings and precedents which address the legal rights of, and restrictions on, working people and their organisations. It mediates many aspects of the relationship between trade unions, employers and employees. In brief, Labour law defines the rights and obligations as workers, union members and employers in the workplace. Generally Labour law covers:- (a) Industrial Relations – Certification of Unions, Labour-management relations, collective bargaining and unfair labour practices (b) Workplace health and safety (c) Employment standards, including general holidays, annual leave, working hours, unfair dismissal, minimum wage, layoff procedures and severance pay. 2. There are two broad categories of Labour law. First, collective labour law relating to the tripartite relationship between employee, employer and union. Second, individual labour law concerning employees’ rights at work and through contract of work. 3. Once an investor sets-up a business in India, whether a liaison office, project office, branch or company, that business needs to comply with Indian regulations and Labour law compliance is no exemption. 4. Here in the further chapters we discuss the history and evolution of Labour laws in India, the various labour laws...
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...Delivery and growth Royal Dutch Shell plc Annual Report and Form 20-F for the year ended December 31, 2007 Royal Dutch Shell Our Business With 104,000 employees in more than 110 countries and territories, Shell plays a key role in helping to meet the world’s growing demand for energy in economically, environmentally and socially responsible ways. Our Exploration & Production business searches for and recovers oil and natural gas around the world. Many of these activities are carried out as joint venture partnerships, often with national oil companies. Our Gas & Power business liquefies natural gas and transports it to customers across the world. Its gas to liquids (GTL) process turns natural gas into cleaner-burning synthetic fuel and other products. It develops wind power to generate electricity and invests in solar power technology. It also licenses our coal gasification technology, a cleaner way of turning coal into chemical feedstocks and energy. Our Oil Sands business, the Athabasca Oil Sands Project, extracts bitumen from oil sands in Alberta, western Canada and converts it to synthetic crude oils. Our Oil Products business makes, moves and sells a range of petroleum-based products around the world for domestic, industrial and transport use. Its Future Fuels and CO2 business unit develops fuels such as biofuels and hydrogen and synthetic fuels made from natural gas (GTL Fuel) and potentially from biomass; and leads company-wide activities on CO2 management. With...
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...------------------------------------------------- Child labour From Wikipedia, the free encyclopedia A succession of laws on child labour, the so-calledFactory Acts, were passed in Britain in the 19th century. Children younger than nine were not allowed to work, those aged 9-16 could work 16 hours per day per Cotton Mills Act. In 1856, the law permitted child labour past age 9, for 60 hours per week, night or day. In 1901, the permissible child labour age was raised to 12.[1][2] Child labour refers to the employment of children in any work that deprives children of their childhood, interferes with their ability to attend regular school, and that is mentally, physically, socially or morally dangerous and harmful.[3] This practice is considered exploitative by manyinternational organisations. Legislations across the world prohibit child labour.[4][5] These laws do not consider all work by children as child labour; exceptions include work by child artists, supervised training, certain categories of work such as those by Amish children, and others.[6][7] Child labour was employed to varying extents through most of history. Before 1940, numerous children aged 5–14 worked in Europe, the United States and various colonies of European powers. These children worked in agriculture, home-based assembly operations, factories, mining and in services such as newsies. Some worked night shifts lasting 12 hours. With the rise of household income, availability of schools and passage of...
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...A Baptist policy on immigration and asylum seekers The world currently faces a global refugee crisis with up to 40 million displaced people (the majority of whom are women and children). Australia currently accepts around 13,750 refugees each year as part of total planned annual immigration of around 182,000 people. This paper identifies social and political problems relating to asylum seekers and refugees. It examines the biblical teaching on a responsible Christian approach to asylum seekers and refugees, and discusses some of the ways in which Australian Baptists have responded to the challenges of immigration and asylum seekers. It concludes with a new policy proposal for the consideration of Australian Baptist Ministries, the various State and Territory Baptist Unions, and local churches. There is also a guide to further information. The situation facing Australia today Immigration policy is one of the two most bitterly contested issues in Australian politics, and has been for more than ten years. People who seek asylum by boat, and various policy instruments designed to deter both asylum seekers and people smugglers, have been at the heart of an increasingly contentious public and political discussion in Australia for more than a decade. The debate has polarised large sections of the Australian community and prevented many politicians from engaging in a constructive policy dialogue. With little to differentiate their product, especially on economic and employment...
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...Introduction to Business Environment According to the business dictionary, the business environment is the combination of all factors that influence a company's operating situation. The business environment can include large factors such as stakeholders: customers, clients, suppliers, distributors, owners, shareholders, employees, competitors, government bodies, media, action groups and others factors as market, economy, social and industry trends, demographics and cultural factors, referred as operating business. So business environment is the set of external and internal factors which affects the activities of the organisation, the decisions of the business. Each organisation has an own environment. The environment of a business can be seen in two ways of factors (Kew and Stredwick, 2005): - Macro environment (general environment): concerns national culture (historical background, ideologies and values), scientific and technological developments, the level of education, legal and political processes, demographic factors, available resources, the international environment and the general economic, social and industrial structure of the country. - Micro environment (task environment): concerns the forces relevant to an individual organisation within an industry including customers, suppliers, competitors, regulators, the local labour market and specific technologies. The business environment is the climate in which the business methods, skills, attitudes and objectives...
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...KENSINGTON COLLEG OF BUSINESS AND UNIVERSITY OF WALES BP Market Analysis and Strategic Marketing Recommendations In the USA after the Gulf of Mexico Oil spill Nahid Mohsen Pour 2/28/2011 Contains: 2962 words Without charts, content, references, tables In this essay, I am performing Macro environmental analysis of BP business in the USA, after the gulf of Mexico oil spill, and also try to give Strategic Marketing recommendations to recover from the so called “Marketing disaster in the USA market” Nahid Mohsen Pour Table of Contents Introduction ............................................................................................................................................ 4 Approach ............................................................................................................................................. 4 Importance of Marketing ..................................................................................................................... 4 Part I: Macro Environmental Analysis of BP business in the USA after the Gulf of Mexico Oil Spill ............ 5 Political Analysis .............................................................................................................................. 5 Economical Analysis ......................................................................................................................... 5 Social Analysis..........................................................................
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...OCCUPATIONAL HEALTH AND SAFETY ACT REVIEW March 2004 Chris Maxwell © State of Victoria Printed by State of Victoria, March 2004 ISBN 1920921044 This work is copyright. Apart from any use permitted under the Copyright Act 1968, no part may be reproduced by any process without prior written permission from State of Victoria. Disclaimer: The content in this report is provided for information purposes only. The views expressed herein are those of the author and do not purport to represent the position of the State of Victoria. Neither the author nor the State of Victoria accept any liability to any persons for the information (or the use of such information) which is provided in this review or incorporated into it by reference. The information in this Review is provided on the basis that all persons having access to it undertake responsibility for assessing the relevance and accuracy of its content. OCCUPATIONAL HEALTH AND SAFETY ACT REVIEW March 2004 Chris Maxwell TABLE OF CONTENTS TABLE OF CONTENTS ABBREVIATIONS ACKNOWLEDGEMENTS EXECUTIVE SUMMARY INTRODUCTION CHAPTER 1: A CONSULTATIVE INQUIRY CHAPTER 2: THE SAFETY CONSENSUS PART 1: NEW CHALLENGES FOR OHS 1 3 5 6 15 15 20 24 24 29 46 46 54 60 71 96 96 100 110 120 135 141 159 163 169 177 177 186 192 192 215 222 227 233 233 258 272 284 284 293 328 347 350 354 354 357 360 363 383 387 392 392 397 ...
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...LABOUR LAWS IN INDIA Index Particulars 1. Introduction a) History of Labour law 3 5 6 6 8 9 27 Page No. b) Evolution of Labour law in India c) Purpose of Labour Legislations d) Constitutional provisions with regard to labour laws e) 2. 3. 4. Labour Policy of India List of Labour laws in India Classification of labour laws in India Overview of important labour laws in India a) Apprentices Act, 1961 29 36 51 of 55 b) Employees State Insurance Act, 1948 c) Employees Provident Fund And Misc. Provisions Act, 1952 Employment Exchanges (Compulsory Notification d) The Vacancies) Act, 1959 e) f) g) Factories Act, 1948 Industrial Disputes Act, 1947 Labour Laws (Exemption From Furnishing Returns & Maintaining Registers By Certain Establishments) Act, 1988 h) Payment of Bonus Act, 1965 i) j) Payment of Gratuity Act, 1972 Workmen’s Compensation Act, 1923 83 87 91 58 74 80 1 k) l) The Trade Unions Act, 1926 Shops and Establishment Act, 1954 97 101 104 118 129 132 135 144 147 151 157 172 177 179 180 186 190 m) Laws related to wages n) Laws related to child labour o) Law related to contract labour p) Maternity Benefit Act, 1961 5. 6. 7. 8. 9. Checklist of labour law compliance Unfair labour practice Labour laws in the unorganized sector Women labour and the Law Industrial relations 10. Special points to be noted while drafting Employment Agreement 11. Important case laws under various labour legislations 12. Important organizations 13. Authorities under...
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