If these tools are used positively by everyone, soon we change our world to be a better place for surviving in a more pleasing way, we should use cloth, newspaper and jute bags to replace plastic bags. If these three principles are adopted to reduce plastic, then the future will be very golden and the sight of our earth swinging in the cradle of laughing greenery.
Introduction: - We use plastic in virtually every shape and form in our daily lives, It carries our drinks, holds our shampoos, and keeps our veggies fresh, In this custom essay paper , we go to see how to stop plastic pollution at the source, Reduce, Reuse, Recycle. Why do we use plastic: - Data indicates that during the 20th century, global materials use rise at about twice the rate of pollution, we love plastic because it is waterproof, cheap, durable, versatile, convenient, and easily disposable.
Effects of plastic pollution: - Unlike other materials, plastics never goes away, plastic break down but in a landfill, it takes up to Aoo hundreds of years; worse. Plastic is made from toxic materials such as benzene and vinyl hydrochloride. These chemicals cause cancer and by-products contaminate our air and soil.
The first step is Reduce: The most effective way to reduce plastic pollution is to not create plastic in the first place, reduce and refuse! Sure it's great to recycle a plastic water bottle after you are done with it. Every child who brings non-reusable bags for launch to school every day generates pounds of waste every year, the straw for cool drinks, deodorant tubes, extra plastic bags can be avoided to reduce plastic usage. The second step is reuse: If you are like most people, it's difficult to make it through your day without acquiring some form of plastic.
That's where reuse comes in once the plastic is in your possession, it is your chance to be creative and find different usages for it. The last step is to recycle: Afeter you have reused plastic as many times as you can and are ready to dispose of it, choose the recycling conditioner instead if the trash recycling plastic takes less energy that makes plastic from raw material sure it can be a hassle to clean your peanut butter jar to recycle it rather tossing it in the trash, but the impact is vastly different and the choice is yours.
Conclusion :- Plastic is a fact of material life as is pollution derived from it however with a little planning, commitment, and effort, its easy to make steps towards reducing your carbon footprint, the biggest impact is made by avoiding plastics in the first place, enough people taking these simple steps to keep our planet clean and healthy for the future generation.
People produce huge quantities of trash every day each year people throw away million tons of trash into landfills, landfills are areas of land where garbage is dumped into huge piles this trash quickly piles up and can change the local environment.
Household garbage may contain harmful chemicals some materials do not break down easily and they add to the amount of trash that builds up over time. People can help protect the land water and air by following a few rules of conservation. People can reduce the number of natural resources they use reducing the amount of fuel used to heat homes or choosing to drive more fuel-efficient cars will help conserve natural resources.
Reusing materials also saves natural resources there are many products that can be reused you can use washable dishes instead of disposable dishes. Think about the amount of garbage that piles up in landfills from paper and foam tableware using washable dishes cuts down on waste, look in the kitchen and you will find numerous containers that when empty can be reused instead of being thrown away. Empty pasta sauce jars can be used as storage for nails and screws in the garage modern artists have made many amazing and unique sculptures from materials they found to be reusable.
One idea that's gained popularity is reselling building materials when a house or building is torn down a crew will remove all usable materials these items are sold to contractors or homeowners to be reused in new homes. People can also save resources by recycling materials that can be reused in new ways you can separate your trash for recycling and take paper products plastic glass and metal cans to recycling centres.
These products can be recycled and reused instead of piling up in landfills many new playgrounds are covered with shredded rubber mulch that has been recycled from tires this recycled rubber protects children from being injured while keeping waste out of landfills.
Recycled paper is washed and combined with other materials to create a special mixture this mixture is spread using large rollers into thin sheets once dried these sheets are cut and used for new clean pieces of paper.
Recycled paper can also be turned into cardboard or newsprint reducing reusing and recycling waste keeps garbage out of landfills and helps to protect the environment. Principles of Reduce, Reuse, Recycle in plastic waste management essay for kids. There are three words that start with the letter R which I love. They are: Reduce, reuse and recycle. Do you know why I love them so much? Because they are almost magical words. Together they can make all living things as well as myself be happier.
Each and every one of you is the real 3Rs magicians, those three words which can change the world. The first R is for reduction. When you go to the supermarket, I am sure you could take your own canvas bags instead of using disposable ones given to you. This way you will be reducing the amount of plastic which is very contaminating.
If you remember this, you will be reducing the amount of paper being used as well as energy, and in turn will be helping reduce the contamination. And these are just a few examples. I am sure you can think of many more different ways to reduce what you are using or creating unnecessary waste.
The following question will help you with this task: Do I really need this or is this just a whim? The second R is for recycling. This circular aims to prevent the proliferation of boards and committees by promoting community engagement strategies and departmental structures as a first preference for delivering services.
PC also establishes tests and approvals for when to establish a new board, provides general guidance on the structural options and ensures that existing boards and committees undergo regular review. This circular outlines the policy for common branding. The key principle is that all government entities maintain a consistent and professional image, and are easily identifiable as belonging to the Government of South Australia.
This policy aims to provide a unified approach to branding by all government entities. Clear and consistent branding enables the public to recognise South Australian Government activities. It improves service to the public by facilitating access to programs and services provided by the government.
This circular prescribes a policy applying to all public authorities subject to the Public Finance and Audit Act for the public disclosure of certain contracts involving government expenditure and the sale of government assets, and for the management of contract information.
This Circular outlines the framework for Chief Executive performance management and development in the South Australian Public Sector for This document outlines the critical timeframes and responsibilities for the Chief Executive Performance Appraisal Process.
This template should be used by Chief Executive Council members to summarise the priorities to be delivered over the financial year. This template should be used when outlining the government and agency key priorities as agreed by the signatories. This template should be used to develop a personal learning and development plan which includes a plan for succession. Protective security comprises the policies and procedures to protect people, information and assets from compromise or harm.
The Government of South Australia and its agencies have a responsibility to implement effective protective security policies which maintain the safety, integrity and viability of its people including those who come into contact with the government and its services , its information and its assets, while continuing to deliver efficient and effective services.
This circular outlines the strategic decision, approved by Cabinet, for a whole-of-government approach to protective security by adopting the South Australian Protective Security Framework SAPSF as the protective security policy requirements for the Government of South Australia. This policy allows selected Cabinet documents to be proactively disclosed on a government website and considered for release through the FOI process, if 10 years have passed since the end of the calendar year in which it came into existence.
An OSH system must respond to the effects of both socio-economic and technological changes on working conditions and environment, and so is not built just once but must be to be strengthened, reorganized and reoriented through a permanent cyclical process of reviews, performance evaluations, and readjustments of objectives and programmes or creation of new ones to meet new needs.
While legislation, tripartite collaboration, inspection and enforcement are the core components of any national OSH system, other elements are needed to make the system function adequately.
For example, most employers, particularly those of small and even medium-sized enterprises, need assistance to understand and comply with OSH regulatory requirements, such as provid- ing training to workers handling hazardous substances, conducting technical inspections of dangerous machinery or making OSH-related information available in the enterprise. Further support and services are required to promote good practice covering many other aspects of occupational safety and health that lie outside the legal sphere.
According to Convention No. Other additional elements are also required to complete a system adequate to deal with so complex an area as occupational safety and health. A national OSH system designed to incorporate all these elements is illustrated in figure 2. Limitations Cooperate studies and comply 2. Classification and ILS disciplinary labelling Designers, 4.
Monitor work environment implement and importers 6. Medical surveillance review law and and 7. Technical, operational, Right to suppliers practice removal organizational measures working time, ergonomics Provide advice Ensure that and aid to the equipment etc. Adequate hygiene employer and supplied for 2. Emergency procedures worker occupational 3. Warning Provide with national 5. Remedial action effective 6. Right to removal from threat law and 7.
Notify threat resources practice 8. Disposal of hazardous waste 9. Compensation 2. Record: OSH accidents, 2. Insurance incidents and diseases and from 3. Alternative work surveillance and monitoring, etc; 4. Statistics: produce and publish Source: ILO. The aims of these programmes are to promote the development and maintenance of a preventive safety and health culture and to bring about continuous improvement in the weak or ineffective elements of the national OSH system, identified through monitoring and evaluation.
If it is to be successful, it is essential that representative organizations of employers and workers, and of other interested parties when the need arises, are consulted. It is equally important that the programme is widely publicized and endorsed by the highest national authorities. While such programmes need clear objectives, targets and indicators, overall they should also aim to strengthen the national system for occupational safety and health to ensure that improvements are sustainable and to build and maintain a national preventive safety and health culture.
A national profile on occupational safety and health Once government, employers and workers have agreed to formulate a national programme on occupational safety and health, the first technical step is to carry out a review of the national OSH situation. This can best be done systematically by preparing a national profile on occupational safety and health. Such a national profile summarizes the existing OSH situation, including national data on occupational accidents and diseases, high-risk industries and occupations, and the description of national systems for occupational safety and health and other national means of acting in this area.
The information to be included in the compilation of a national profile on occupational safety and health is described in the Promotional Framework for Occupational Safety and Health Recommendation, No. National profiles on occupational safety and health also facilitate systematic review of the improvements in national systems and programmes for occupational safety and health.
The process of preparing the profile may itself serve as a starting point for improved coordination. It should encourage communication between the various groups and bodies concerned, and foster an improved understanding of the potential problems within the country and the activities being undertaken to address them.
A model outline for preparing a national profile is provided in Annex IV. Measures for the prevention and control of occupational hazards in the workplace should be based upon a clear, implementable and well-defined policy at the level of the enterprise.
This occupational safety and health policy represents the foundation from which occupational safety and health goals and objectives, performance measures and other system components are developed. It should be concise, easily understood, approved by the highest level of management and known by all employees in the organization. The policy should be in written form and should cover the organizational arrangements to ensure occupational safety and health.
The policy document must be printed in a language or medium readily understood by the workers. Where illiteracy levels are high, clear non-verbal forms of communication must be used. The policy statement should be clearly formulated and designed to fit the particular organization for which it is intended.
It should be circulated so that every employee has the opportunity to become familiar with it. The policy should also be prominently displayed throughout the workplace to act as a constant reminder to all. In particular, it should be posted in all management offices to remind managers of their obligations in this important aspect of company operations. In addition, appropriate measures should be taken by the competent authority to provide guidance to employers and workers to help them comply with their legal obligations.
To ensure that the workers accept the safety and health policy objectives, the employer should establish the policy through a process of information exchange and discussion with them.
A checklist for employers writing a safety and health policy is given in Annex V. The policy should be kept alive by regular review. A policy may need to be revised in the light of new experience, or because of new hazards or organizational changes. Revision may also be necessary if the nature of the work that is carried out changes, or if new plant or new hazards are introduced into the workplace. It may also be necessary if new regulations, codes of practice or official guidelines relevant to the activities of the enterprise are issued.
The policy should outline the duty of individual workers to cooperate in implementing the OSH policy within the enterprise. In particular, workers have the right to remove themselves from danger, and to refuse to carry out or continue work which they have reasonable justification to believe presents an imminent and serious threat to their life or health. They should be protected from unforeseen consequences of their actions. Access to better information is a prime condition for significant, positive contributions by workers and their representatives to occupational hazard control.
Safety and health committees Cooperation in the field of occupational safety and health between management and workers or their representatives at the workplace is an essential element in maintaining a healthy working environment.
It may also contribute to the establishment and maintenance of a good social climate and to the achievement of wider objectives. One study found that establishments with joint consultative committees, where all employee representatives were appointed by unions, had significantly fewer workplace injuries than those where the management alone determined safety and health arrangements Reilly, Paci and Holl, Furthermore, safety delegates are known to be effective in monitoring the safety and health aspects of shop- floor operations and in introducing corrective measures where necessary.
Joint safety and health committees provide a valuable framework for discussion and for concerted action to improve safety and health. They should meet regularly and should periodically inspect the workplace. Safety committees or joint safety and health committees have already been set up in larger enterprises in a number of countries. Management sets the direction for the company. Occupational safety and health should be treated not as a separate process, but as one that is integral to the way in which activities take place in the company.
In order to achieve the objective of safe and healthy working conditions and environment, employers should institute organizational arrangements adapted to the size of the enter- prise and the nature of its activities. Management commitment and resources While top management has the ultimate responsibility for the safety and health programme in an enterprise, authority for ensuring safe operation should be delegated to all management levels.
Supervisors are obviously the key individuals in such a programme because they are in constant contact with the employees. As safety officers, they act in a staff capacity to help administer safety policy, to provide technical information, to help with training and to supply programme material.
It is only when management plays a positive role that workers view such programmes as a worthwhile and sustainable exercise.
The boardroom has the influence, power and resources to take initiatives and to set the pattern for a safe and healthy working environment. The process of organizing and running an OSH system requires substantial capital investment. To manage safety and health efficiently, adequate financial resources must be allocated within business units as part of overall running costs. The local management team must understand the value that corporate leaders place on providing a safe place of work for employees.
There should be incentives for managers to ensure that resources are deployed for all aspects of safety and health. The challenge is to institutionalize safety and health within the planning process. Once the programme is under way, concerted efforts must be made to guarantee its sustainability. Employers have various obligations with regard to providing a safe and healthy workplace, and workers should, in the course of performing their work, cooperate in order to enable their employer to fulfil those obligations.
Their representatives in the undertaking must also cooperate with the employer in the field of occupational safety and health. Employee participation has been identified as a key precondition of successful OSH management and a major contributing factor in the reduction of occupational diseases and injuries. At the shop-floor level, workers and their representatives should be enabled to participate in the definition of issues, goals and resulting actions related to occupational safety and health.
Training The continuous integration of improvements into the work process is vital, but it is possible only if everyone involved is properly trained. Training is an essential element in maintaining a healthy and safe workplace and has been an integral component of OSH management for many years. Managers, supervisory staff and workers all need to be trained. Workers and their representatives in the undertaking should be given appropriate training in occupational safety and health.
It is up to management to give the necessary instructions and training, taking account of the functions and capacities of different categories of workers see box The primary role of training in occupational safety and health is to promote action. It must therefore stimulate awareness, impart knowledge and help recipients to adapt to their own roles. Training in occupational safety and health should not be treated in isolation; it should feature as an integral part of job training and be incor- porated into daily work procedures on the shop floor.
Training for the acquisition of technical skills should therefore always include an OSH component. Organizational aspects The control of occupational hazards and diseases requires adequate organizational measures.
As there is no perfect model for an organizational structure, a choice has to be made by weighing up the anticipated merits and disadvantages of various systems. Moderation should be the guiding principle, and a step-by-step approach is likely to be more successful than an overambitious scheme that does not allow for subsequent adjustment. Setting priorities The first step is to establish priorities among objectives by assessing the main factors contributing to the hazards with the most severe consequences.
High priority may also be allocated to actions that will produce rapid results, as early successes will enhance the credibility of efforts. Priorities may change from time to time, depending on the existing situation. It should be reiterated that cooperation between management and workers or their representatives within the enterprise is essential in ensuring the successful implementation of an organizational structure for occupational safety and health.
Planning and development activities These need to be undertaken both initially, in setting up the occupational safety and health management system, and thereafter in its periodic revision and modification. Systems and procedures should be thought through logically, beginning with identification of where injury or ill health can occur, and moving on to the institution of measures that will make these outcomes less likely.
Management should put in place organizational arrangements that are adapted to the size of the undertaking and the nature of its activities. Such arrangements should include the preparation of work procedures on the basis of job safety analysis. In this case, the person responsible should determine the safest, most effective way of performing a given task.
The place of OSH management in the enterprise Occupational safety and health management should not be treated as a separate process, but be integrated into other workplace activities. For example, occupational health services in a small enterprise could be integrated with the primary health care provided within the community. This would be of benefit to workers and their families. Performance measures It is essential that employers are able to measure OSH performance over time in order to check that there is a continuous improvement in eliminating occupational injuries and illness.
Employers should regularly verify the implementation of applicable OSH standards, for instance by environmental monitoring, and should undertake systematic safety audits from time to time.
Furthermore, they should keep records relating to occupational safety and health and the working environment, as specified by the competent authority. Such information might include records of all notifiable accidents and injuries to health which arise in the course of or in connection with work, lists of authorizations and exemptions under laws or regulations relating to the supervision of the health of workers in the enterprise, and data concerning exposure to specified substances and agents.
Legislation is the very foundation of social order and justice; without it, or where it is not enforced, the door is wide open to all forms of abuse. This may be done by enacting laws or regulations, or by any other method consistent with national conditions and practice, undertaken in consultation with the representative organizations of employers and workers concerned. The law directly regulates certain components of working conditions and the work environment, including hours of work and occupational safety and health.
There are also provisions relating to trade unions and collective bargaining machinery, which establish conditions for negotiations between employers and workers.
One of the greatest problems regarding labour legislation in many countries is its application in practice. It is therefore important for govern- ments to take the necessary steps to ensure that there is an effective system of labour inspection to make certain that statutory requirements are met.
This is often difficult because of a shortage of trained personnel. Another problem relates to the difficulty of dealing with new hazards, bearing in mind the speed at which technology is changing.
In some cases such problems can be solved by employers and workers through collective bargaining. These two complementary approaches are outlined below. The system should be guided by the provisions of the relevant ILO instruments,2 without prejudice to the obligations of the countries that have ratified them. For inspection to be taken seriously, labour legislation must be enforced systematically and forcefully. It is therefore imperative to broaden national labour inspection activities to involve employers and workers more actively see box 15 , and to make greater efforts in the field of training.
It should be stressed that any further duties which may be entrusted to labour inspectors should not be such as to interfere with the effective discharge of their primary duties or to prejudice in any way the authority and impartiality that are necessary to inspectors in their relations with employers and workers.
Also, the need for the labour inspectorate staff to be well trained cannot be overemphasized. In view of the crucial role of labour inspection in implementing national OSH programmes, government authorities must strive to strengthen the in- spectorate. In Article 5, the Convention states: The competent authority shall make appropriate arrangements to promote In addition, Article 5 of the accompanying Recommendation No. The labour inspectorate must have an adequate and well-trained staff, be provided with adequate resources, have an effective presence at the workplace, and be capable of taking decisive action by being severe, persuasive or explan- atory, depending on the case.
It must be stated in conclusion that the conditions for an effective labour inspectorate, set out above, are very hard to attain in many countries of the world see box The reasons are not difficult to understand, and include scarce resources, especially in countries undergoing various programmes of economic reform, and the low priority given to OSH issues in the face of other competing demands. The first problem identified was the lack of resources: In developing countries generally there was a great shortage of human and material resources to carry out the functions of labour inspection.
There were perhaps genuine intentions to apply the law, but performance failed to measure up to these intentions. Posts existed but qualified inspectors could not be found and there were insufficient funds for training and purchasing equipment. Another problem was interference from vested interests: Although Article 4 of Convention No. The further labour inspection was removed from this central authority, the greater the risk of involvement of vested interests in decisions affecting its independence.
Pressure to change the manner of organizing had often occurred because of the perceived costs of running labour inspection without highlighting the benefits also in economic terms. This had been a particular issue in developing countries because of the regular requirement of many structural adjustment programmes to cut public expenditure and reduce public services more or less drastically. The impact on the independence and operation of labour inspection was therefore largely negative, with obvious consequences also for the ability of inspectors to meet the challenge of combating child labour.
It is certainly more cost-effective to have an integrated system of inspection, whereby labour inspectors are also trained in safety and health issues. The mechanisms for achieving this process should be embodied in the national policy on occupational safety and health. Collective bargaining Since legislative processes are slow, collective agreements are particularly suit- able for laying down requirements with respect to working conditions and the work environment in an enterprise.
Collective bargaining is one of the most important and effective means of bringing about improvements in this field and should therefore be encouraged and promoted. Collective agreements are more flexible than legislation and are better adapted to local problems concerning working conditions and the environment, or the technical and economic problems of a given sector.
They may also stipulate flexible procedures to resolve conflicts arising out of their application, as well as setting agreed time limits for their revision. This process is becoming increasingly common in small and medium-sized enterprises, especially where improvement in occupational safety and health is seen to be linked not just to health issues, but also to increased productivity, higher-quality products and better morale among workers.
Another possible forum for the discussion of working conditions and the environment is that of works committees or other similar bodies. The names and remits of these bodies vary from country to country: they may deal with a wide range of issues works committees, works councils or specific problems or areas occupational safety and health committees.
The methods for identifying occupational hazards and the health problems associated with them can be broadly listed as environmental assessment, biological monitoring, medical surveillance and epidemiological approaches.
Similar methods should be used to identify potential risks of accident. Some of the terminology associated with surveillance is explained in box Box 17 Surveillance, work and health Information about conditions in the working environment and the health of workers — which is necessary for planning, implementing and evaluating OSH programmes and policies — is gathered through ongoing, systematic surveillance. Different types of surveillance address the various aspects of work and health.
Some activities focus principally on the health of workers themselves, while others explore the various factors in the work environment that may have negative impacts on health. Such surveillance may focus on accident and disease prevention, ergonomics, occupational hygiene, organization of work and psycho-social factors, among others.
For more information, see ILO, a. Surveillance of the working environment General framework To ensure a healthy working environment there must be monitoring at the workplace.
Everyone associated with the workplace — from the most junior worker right through to the employer — should be actively involved in the surveillance of the working environment. Such training is necessary to enable the worker to report immediately to his or her direct supervisor any situation which can reasonably be thought to present an imminent and serious danger to life or health.
In such a situation, the employer cannot require the worker to return to work until any necessary remedial action is taken. Simple observation a walk-through survey of work processes and the working environment is the first step in any surveillance.
Such observation may be sufficient in some cases to detect a lack of adequate control measures and exposure of workers to risk. An evaluation based on this type of observation may justify the recommendation of control measures without the need for any more sophisticated determination of the level of exposure.
Repeat visits to the workplace and walk-through observation are also necessary to provide an assurance that no deterioration has occurred at workplaces initially evaluated as satisfactory.
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