With the changing job market dynamics or options offered in the market scenario it is a challenge to figure out what exactly are you looking out for? Is it a contractual job or a permanent one? The answer to this question is highly subjective – if an individual enjoys new challenges and a change every few months then taking up a contractual job could be a better option for him. On the other hand if the ever changing policies from the company or different options confuse you resulting in you feeling unsecure then you would be better off with a permanent job.
Permanent jobs often provide a sense of security and traditionally a preferred option as it comes with its own perks. Apart from the security one can enjoy benefits of a paid leave, training and numerous opportunities for career advancements.
Looking at the other side of the situation one may get entangled in the corporate bureaucracy or may take his position for granted. The organisation may also take its employees for granted and ignore the need to secure their interest. This where OHS policies come into the picture. OHS policies are standard operating procedure set by an organisation wherein the employees of the organisation are required to follow a standard pattern in terms of behaviour and or performing any company activity. Communication, implementation of a safe way of working can be termed as the core reason for the existence of these policies.
OHS policies and procedures are developed in consultation with the employees and promise a clear commitment in managing the risks at the workplace. They are flexible in order to accommodate all the activities of the work place and provide a ‘safe system of work’. In order to ensure proper implementation of the policies the employees are required to sign the policy document after understanding its clauses.
In countries like Australia, formulation and implementation of a proper OHS policy is mandatory as directed by law.