Methodologies to identify, reduce and control PSR in workplace

Methodologies to identify, reduce and control PSR in workplace

What are the ways to reduce, control and detect PSR?

There are no ready-made solutions. Solutions must be found for each company. The collective prevention approach focused on the work and its organisation is to be favoured.

1. Regulatory aspects: your duties as a manager

a) PREVENT:

The employer has a general safety obligation (Article L.4121-1 of the French Labor Code) and must take the necessary measures to ensure the safety and protect the physical and mental health of employees.

He is bound by obligations of means and results (to ensure the safety and protect the physical and mental health of employees).

"In order to fulfil this obligation, the employer is based on the principles of collective prevention, including (Article L.4121-2 of the French Labor Code):

  • Combating risks at the source and adapting work to people:
  • Adapted workstations,
  • Choice of work and production methods to limit monotonous and rhythmic work,
  • Technical support for operators to carry out their activities,
  • Adaptation of workloads.
  • Plan prevention by integrating technology, organisation and working conditions, social relations and the influence of environmental factors (moral and sexual harassment).

To implement the prevention strategy, the employer relies on the occupational health service.

b) THE BURDEN OF PROOF

Article L4122-1 of the French Labor Code (formerly L230-3) also establishes the employee's obligation to provide information - a law that was modified on January 3, 2003, regarding the burden of proof. It is therefore up to the plaintiff employee to prove the factual elements suggesting the existence of discrimination (Sic. Juritravail 2006 - info pratique en Droit du travail).

In the event of a dispute relating to the application of articles L.122-46 and L 122-49, as soon as the employee concerned establishes facts which allow the presumption of the existence of harassment, it is up to the defendant, in the light of these elements, to prove that these actions do not constitute such harassment and that his decision is justified by objective elements unrelated to any harassment.

2. Collective prevention of PSR:

Common points of prevention methodologies :

  • commitment of the management to carry out a complete approach (with an action plan). - prior existence of an occupational health and safety culture in the company - Involvement of staff representatives.
  • participation of employees, management and regular information.
  • setting up a working group (dedicated project).

3. Assessment of psychosocial risks

  • 1st step: prepare the approach: involve the actors, collect data and indicators of PSR. If complex or serious, call upon external public prevention organisations, occupational health services, etc.
  • 2nd step: assessment of PSR factors.
  • 3rd step: action plan (improvement actions, prioritise and plan the actions, define the means necessary to carry out the plan).
  • 4th step: implementation of the action plan.
  • 5th step: re-evaluation of PSR and readjustment of the action plan.

4. Other approaches:

  • developing individual stress management: strengthening employees' resistance through relaxation techniques in the workplace.
  • training in conflict management.
  • taking charge of suffering employees.

EXERCISES

Some questions concerning the regulatory aspect, control and detection of RPS:

  • How do you combat RPS at the source ?
    • adapted workstations?
    • choice of work and production methods to limit monotonous and rhythmic work,
    • technical support for operators to carry out their activities,
    • adaptation of workloads.
  • How do you plan prevention? (Technical, organisation and working conditions, social relations and the influence of environmental factors (moral and sexual harassment).
  • How do you see your role in this area?