display screens at work regulations supplier

Display fireworks means large fireworks devices that are explosive materials intended for use in fireworks displays and designed to produce visible or audible effects by combustion, deflagration, or detonation, as provided in 27 CFR 555.11, 49 CFR 172, and APA standard 87-1, 4.1.

Computer equipment means Covered Property that is electronic computer or other data processing equipment, including peripherals used in conjunction with such equipment, and electronic media and records.

Port Cargo Handling Equipment means rubber-tired gantry cranes, straddle carriers, shuttle carriers, and terminal tractors, including yard hostlers and yard tractors that operate within ports.

Display means any device for displaying letters, numbers, images or other indicia or patterns. Nothing contained herein shall permit LICENSEE to sell, lease, or otherwise dispose of a Light Valve which is not combined or intended to be combined as described above into a Light Valve Architectural Window Product.

Standard equipment means the basic configuration of a vehicle which is equipped with all the features that are required under the regulatory acts of the Contracting Party including all features that are fitted without giving rise to any further specifications on configuration or equipment level.

Fixed Equipment means any property affixed in any way to the Licensed Premises existing at the time Notice to Proceed is given, whose removal would damage the Licensed Premises.

Supplier Equipment means the Supplier"s hardware, computer and telecoms devices, equipment, plant, materials and such other items supplied and used by the Supplier (but not hired, leased or loaned from the Customer) in the performance of its obligations under this Call Off Contract;

Related Equipment means all equipment ancillary to the transmission and reception of voice and data via radio frequencies. Such equipment may include, but is not limited to, radio, cable, conduit and connectors.

Leased Equipment means the vehicles, computers, servers, machinery and equipment and other similar items including those identified on Schedule 1.1(b) leased and used or held for use by Seller or a Subsidiary primarily in the operation or conduct of the CATV Business but shall not include any such items that are Excluded Assets or Excluded Liabilities.

Designated Equipment means either: (i) a server identified by serial number, or host I.D. on which the Licensed Materials are stored; or (ii) a computer or workstation, as identified by its serial number, host I.D. number or Ethernet address; to which the Licensed Materials are downloaded and Used only upon the issuance of a License Key. The Designated Equipment shall be of a manufacture, make and model, and have the configuration, capacity (i.e., memory/disk), operating software version level, and pre- requisite and co-requisite applications, prescribed in the Documentation as necessary or desirable for the operation of the Software.

Production equipment (1 7 9) means tooling, templates, jigs, mandrels, moulds, dies, fixtures, alignment mechanisms, test equipment, other machinery and components therefor, limited to those specially designed or modified for "development" or for one or more phases of "production".

Interconnection equipment means a group of components or an integrated system owned and operated by the interconnection customer that connects an electric generator with a local electric power system, as that term is defined in Section 3.1.6.2 of IEEE Standard 1547, or with the electric distribution system. Interconnection equipment is all interface equipment including switchgear, protective devices, inverters or other interface devices. Interconnection equipment may be installed as part of an integrated equipment package that includes a generator or other electric source.

Field emission equipment means equipment which uses an x-ray tube in which electron emission from the cathode is due solely to the action of an electric field.

Service Equipment means any equipment, Software, systems, cabling and facilities provided by or on behalf of Verizon and used to facilitate provision of the Services at a Customer Site. Ownership of the Service Equipment does not pass to Customer. Service Equipment does not include Verizon Facilities.

Distributor’s Equipment means the Fittings and Metering Equipment owned by the Distributor, the Distributor’s agent, or any other third party with whom the Distributor has contracted with for the use by the Distributor of the party’s Fittings or Metering Equipment that are from time to time installed in, over or on Consumer’s Premises;

Associated equipment means equipment that is used in conjunction with a radiographic exposure device to make radiographic exposures that drive, guide, or come in contact with the source.

Systems and Equipment means any plant (including any central plant), machinery, transformers, duct work, cable, wires, and other equipment, facilities, and systems designed to supply heat, ventilation, air conditioning and humidity or any other services or utilities, or comprising or serving as any component or portion of the electrical, gas, steam, plumbing, sprinkler, communications, alarm, lab, security, or fire/life safety systems or equipment, or any other mechanical, electrical, electronic, computer or other systems or equipment which serve the Building and/or any other building in the Project in whole or in part.

IntraLATA LEC Toll means IntraLATA Toll traffic carried solely by a Local Exchange Carrier and not by an IXC. "IntraLATA Toll Traffic" describes IntraLATA Traffic outside the Local Calling Area.

Excluded Equipment means, at any date, any equipment or other assets of the Borrower or any Guarantor which is subject to, or secured by, a Capitalized Lease Obligation or a purchase money obligation if and to the extent that (i) a restriction in favor of a Person who is not Holdings or any Restricted Subsidiary of Holdings contained in the agreements or documents granting or governing such Capitalized Lease Obligation or purchase money obligation prohibits, or requires any consent or establishes any other conditions for or would result in the termination of such agreement or document because of an assignment thereof, or a grant of a security interest therein, by the Borrower or any Guarantor and (ii) such restriction relates only to the asset or assets acquired by the Borrower or any Guarantor with the proceeds of such Capitalized Lease Obligation or purchase money obligation and attachments thereto, improvements thereof or substitutions therefor; provided that all proceeds paid or payable to any of the Borrower or any Guarantor from any sale, transfer or assignment or other voluntary or involuntary disposition of such assets and all rights to receive such proceeds shall be included in the Collateral to the extent not otherwise required to be paid to the holder of any Capitalized Lease Obligations or purchase money obligations secured by such assets.

Display screen equipment (DSE) refers to any device with a screen, such as computers, laptops, and smart phones. Reducing health and safety display screen equipment risks is crucial to protect the wellbeing of workers and comply with key legislation.

If you are using these devices for work, then employers need to make sure that you have a correctly set up workstation that supports your posture to reduce the risk of discomfort or injury. It’s important to be aware of the best practice guidance for working with DSE, especially if you work from home so that you can always work comfortably.

The Display Screen Equipment (DSE) Regulations 1992 places legal obligations on employers to make sure they put things in place to reduce the risk to employees. It refers to individuals who use DSE equipment continually for an hour or more. Under this legislation employers are required to:

Using display screen equipment incorrectly can lead to back, shoulder and neck pain and discomfort, fatigue and eye strain. Sitting incorrectly, such as being at the wrong height or hunching over a laptop screen can cause stiffness and discomfort in the upper body. A poor set up can also impact the wrists and hands. Prolonged use of a screen without sufficient breaks causes strain on the eyes which can lead to fatigue.

If these problems aren’t addressed, it could lead to chronic pain, headaches or musculo-skeletal disorders like repetitive strain injuries or carpal tunnel syndrome. Conditions like these tend to be caused by a combination of improper screen use, stressful workloads and repetitive tasks.

While the employer must provide a suitable workstation and proper training, employees also need to take responsibility for their own health and safety while using display screen equipment. Taking on board the guidance given in DSE training ensures that you are undertaking tasks with the correct posture, positioning and pace.

Ideagen’s Q-Pulse WorkRite DSE training for agile workers delivers all the key information that workers need to safely use relevant equipment in all situations. The e-learning material ensures that hybrid and homeworking employees know how to set up their own workstations and makes office workers aware of risks they might encounter and how to maintain best practice while hot desking.

Find out more about how to reduce health and safety display screen equipment risks with our display screen equipment training course for agile workers. Find out more

The UK Health and Safety Executive (HSE) states that Display Screen Equipment (DSE) is a device or piece of equipment that has an alphanumeric or graphic display screen, regardless of the display process involved. It includes both conventional display screens and those used in technologies such as laptops, touch-screens and other similar devices.

As a keyboard user, you will most certainly be using this type of equipment and it is important to be aware that computer workstation equipment can be the cause of arm, shoulder, neck or back pain, in addition to fatigue and eyestrain.

Surveys have found that a high proportion of DSE workers report aches, pains or eye discomfort. These aches and pains are sometimes called upper limb disorders (ULDs), which can include a range of medical conditions such as RSI. Most of these conditions do not indicate any serious ill health, but it makes sense to avoid them as far as possible.

The Health and Safety (Display Screen Equipment) Regulations 1992 aim to protect the health of people who work with DSE. The Regulations were introduced because DSE has become one of the most common kinds of work equipment.

That doesn"t mean that DSE work is risky – it isn"t. ULDs can be avoided if users follow effective practice, set up their workstations properly and take breaks during prolonged use. By taking just a few simple precautions, work with display screen equipment can be more comfortable and productive.

The Electronic Communications Privacy Act of 1986 is a federal law that allows employers to monitor their employees’ verbal and written communications under certain circumstances. Some state laws regulate this activity.

From eliminating distractions to adding technological automation, there are numerous ways businesses can improve workplace productivity. One method is the use of surveillance and tracking software. Workplace privacy and employee monitoring technologies have become more prevalent in recent years, especially as the rapid growth of digital technology has streamlined the use of surveillance platforms. If you plan to use this type of technology, it is important to understand how federal and state laws affect it and how to best implement these tools in your business.

“Employee monitoring” refers to the methods employers use to surveil their workplaces and their staff members’ whereabouts and activities. These methods include employee monitoring software, time clocks, video surveillance, GPS systems and biometric technology. Video surveillance, for example, can strengthen your business’s security and productivity. Catching a thief on camera certainly reduces shrinkage costs.

Employee tracking and monitoring systems serve other important purposes. Their main goals are to prevent internal theft, examine employee productivity, ensure company resources are being used appropriately, and provide evidence for any potential litigation.

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One category of employee monitoring technology, time and attendance software, is often seen as an entirely separate set of tools. Time and attendance systems give your business a record of when employees work and take paid time off that is valuable not only for payment calculations, but in case a dispute over hours or vacation time ever become a lawsuit. These digital systems also provide an accurate record of when employees start and end their day, which can help you determine productivity levels.

Beyond simple video surveillance in the workplace, you can equip company computers with employee monitoring software or, if your team’s duties revolve around driving, install GPS fleet tracking hardware in your company vehicles.

Regardless of the technology they use, some business owners may not know how far they can or should extend their authority to monitor employee activity. It’s always best to turn to federal and state employee monitoring laws and regulations to establish limits.Key Takeaway

Through employee monitoring technology, employers can surveil their workplaces and track their staff members’ real-time locations and activities when they’re on the clock.

Federal and most state privacy laws give discretion to employers as to how far they can go with their employee monitoring programs. In some cases, employers do not have to inform employees they are being monitored, depending on their state and local laws. Some regulations do require employee consent.

“As a general rule, employees have little expectation of privacy while on company grounds or using company equipment, including company computers or vehicles,” said Matt C. Pinsker, adjunct professor of homeland security and criminal justice at Virginia Commonwealth University.

Federal workplace privacy and employee monitoring regulations stem primarily from the Electronic Communications Privacy Act of 1986. The ECPA allows business owners to monitor all employee verbal and written communication as long as the company can present a legitimate business reason for doing so. It also allows for additional monitoring if the employee gives consent. However, the ECPA consent provision can be tricky, as it might be inferred to allow monitoring of employees’ personal and business communications.

Additionally, several federal court cases have determined that employers may legally look through employees’ emails after they are sent. That’s because the ECPA defines “electronic communications” as any electronic messages currently in transmission. Upon sending, these transmissions become “electronic storage,” which courts have determined employers can monitor.

In general, monitoring must be within reason. For example, video surveillance can be conducted in common areas and entrances; however, surveillance in bathrooms or locker rooms is strictly prohibited and opens a company up to legal repercussions.

Another issue arises when you retain any recordings, especially of meetings. If you record meetings with employees, especially ones dealing with discipline or HR-related issues, you may be legally obligated to keep those recordings and turn them over to a court if litigation arises. [Interested in using a video surveillance system?Check out ourbest business surveillance systempicks.]

Monitoring computer web activity is different and can fall under different legal precedent. There are different types of computer monitoring software solutions, some with the ability to show you exactly what employees are doing on their computers. You can monitor everything from what websites employees are browsing on the business’s Wi-Fi to what keystrokes they are making on their company laptops. There is practically no reasonable expectation of privacy for an employee using a company device, so a good rule of thumb is to assume that anything employees do on their company-owned computer is visible to their employer.

While it’s fine to monitor employees’ computer usage to make sure they’re not wasting time on social media and frivolous browsing, employers should know they risk acquiring too much information. Employers already have employees’ most personal data, and they can run amok of privacy laws like HIPAA if they disclose private information to anyone.

As an employer, you have the burden of protecting that information, even from an employee’s personal browsing history or private data stored on a company computer. If a data breach were to occur, for example, and certain sensitive information was exposed, it leaves the company vulnerable to litigation by the employee.

As with any issue that states regulate, no two states have the same workplace privacy and employee monitoring laws. The most notable laws come from the following states:Connecticut: Any company that monitors its employees in the workplace must inform them in writing and detail the tracking methods used ahead of time.

California, Florida, Louisiana and South Carolina: All these states’ constitutions explicitly state that residents have a right to privacy. As such, employers in these states may need to tread carefully when setting up employee monitoring systems.

To be safe, you may be best served by checking with your legal counsel that your use of this technology adheres to both federal and state regulations.Did You Know?

The ECPA is the primary federal law governing employees’ rights under workplace monitoring. Several states have their own regulations that employers in those states must also follow.

Video surveillance doesn’t need to be explicitly disclosed to employees and agreed to by your workforce. Visible signage stating that security cameras monitor the premises can be enough to cover legal and ethical grounds. The knowledge that cameras monitor everything is often enough to prevent internal employee theft.

Transparency is always a good practice. Since many employees feel uncomfortable being monitored, it’s important to be forthcoming about what you hope to accomplish and how surveillance aligns with your business’s goals. According to a survey by Dtex Systems, “77% of employed Americans would be less concerned with their employer monitoring their digital activity on personal or work-issued devices they use to conduct work, as long as they are transparent about it and let them know up front.”

In fact, transparency can make employees more willing to subject themselves to different methods of monitoring and tracking. Approximately 50 of 80 employees at technology company Three Square Market voluntarily had microchips implanted in them. The chips allowed the employees to enter the building and buy lunch without keeping track of an ID card. Three Square Market’s honesty about the purpose of the microchips led to over half of its employees voluntarily participating in the program.

While Three Square Market’s technology isn’t widely used for tracking just yet, Amazon received a patent in 2018 for wristbands that vibrate when employees perform tasks incorrectly. While there is no report of these wristbands being used or even produced yet, the company believes the wristbands could speed up processes. Detractors worry about the technology’s potential to dehumanize employees. Clearly, as technology continues to develop, organizations will have opportunities to track and monitor employees in new ways. As these new options arise, business leaders need to listen to employees and review legal guidelines for employee monitoring.

Another way employers can monitor employees, as mentioned earlier, is through GPS tracking, normally as part of fleet tracking and telematics on company vehicles. With most fleet software, managers can track a company vehicle and where it’s been, even if the employee is off the clock. Business owners can do this, as they have the right to know where their property is. However, GPS tracking of company devices like laptops and phones is another murky area, since employers can learn more than they need to about an employee’s activity when they’re off the clock. [Related:Check out ourbest GPS Fleet Trackingpicks.]

With any form of employee monitoring, it’s best to err on the side of transparency and balance. For example, clear signage citing your company’s policy discouraging non-work-related computer use can cut down on undesirable behavior without the need to monitor employees overtly.

“Ultimately, a balance can be reached by thinking through legitimate business interests and weighing them against the expectation of privacy of employees while also taking into account regulatory limitations, which may differ state to state, country to country,” said Joseph Lazzarotti, a principal with Jackson Lewis who leads the law firm’s Privacy, Data and Cybersecurity practice group.

The Safety, Health and Welfare at Work, (General Application) Regulations 2007, Chapter 5 of Part 2 outline the requirements that must be adhered to in relation to Display Screen Equipment.

“workstation” means an assembly comprising display screen equipment, which may be provided with a keyboard or input device or software, or a combination of the foregoing, determining the operator and machine interface, and includes—

As an employer there are a number of duties set down it this regulation, the key requirements are to:Carry out an analysis or risk assessment of employee workstations

Provide training to employees in the use of workstations before commencing work with display screen equipment and whenever the organisation of the workstation is modified

Perform a further analysis or risk assessment where an employee transfers to a new workstation or significant new work equipment, change of equipment or new technology is introduced an an individuals workstation

As a first step you (or the person who is conducting the risk assessment) should consult with the employee at the workstation in order to collect information on the main tasks completed at the workstation. It is important to provide the employee with an opportunity to comment during the course of the assessment.

You should observe the employee working at the workstation and should record whether the workstation meets the minimum requirements detailed in Schedule 4 of the Display Screen Equipment Regulation. These requirements can be incorporated into the risk assessment form as a checklist and you can indicate compliance or non-compliance as appropriate. The picture below shows an example of a poor workstation set up:

You should detail the issues to be addressed on the risk assessment form. The picture below provides examples of issues that might need to be addressed.

An action plan should be prepared stipulating how the issues will be addressed, who will take the necessary action and when the actions will be completed. A copy of the completed risk assessment should be given to the employee for his or her records and for further follow-up where required. It is the responsibility of the employer to ensure that the actions are completed.

You will need to revisit the workstation if there were issues to be addressed. You should consult with the employee and observe whether the issues highlighted in the risk assessment have been addressed. When everything is satisfactory, you and the employee should sign off on the risk assessment document.

The picture below shows a computer workstation that has been assessed and has had improvements put in place, including adjustment of monitor to the correct height, improved lighting, provision of a document holder, footrest and an adjustable seat.

A competent person must carry out the risk assessment of an employees workstation. A person is deemed to be competent if he or she possesses sufficient training, experience and knowledge appropriate to conducting a risk assessment of a workstation. Depending on the situation, this may be an internal person or it may be external expertise. You need to be satisfied that the person conducting the risk assessment is capable of doing so properly and effectively.

It is not sufficient to allow employees to use a software package or other means to assess their own workstations, it is a duty of the employer to carry out an analysis or risk assessment of an employees workstation.

Yes.  A documented analysis or risk assessment of a work station should include the following:Brief overview of the tasks completed at the workstation

Details of an action plan to address outstanding issues which stipulates who is responsible, what actions will be taken and when they will be completed.

Yes.  There will be situations where employees will move to a new workstation due to changing work commitments.  The employer needs to carry out a new workstation assessment at the employees new workstation.  A system should exist that when changes such as this take place a formal request is submitted to have a new workstation assessment carried out.  The analysis should take account of any changes in equipment or technology.

Do the Display Screen Equipment requirements of Chapter 5 of the Safety, Health and Welfare at Work (General Application) Regulations 2007 apply to laptops?

“A laptop is not covered by these Regulations due to the fact that under these Regulations the keyboard shall be tiltable and separate from the screen so as to allow the user to find a comfortable working position which avoids fatigue in the arms or hands.

It is recommended that a laptop should be connected to a separate monitor and keyboard, The workstation can then be assessed to record whether the workstation meets the requirements detailed in the Display Screen Equipment Regulation.

Other temporary laptop workstation set ups should be assessed to determine the usage of the laptop and to identify potential risks, however the user should not work of the laptop directly for long periods of time.

Schedule 4 details the minimum requirements for all Display Screen Equipment that should be in place for Display Screen Equipment workstations.  In conducting a workstation assessment the employer must take account of the minimum requirements specified in Schedule 4. This Schedule covers a range of elements which include the followingDisplay Screen Equipment

The employer must inform employees that they are entitled to be provided with an appropriate eye and eyesight test, which would be carried out by a competent person. The employer may do this in a number of ways including the following -Consultation with the safety representative(s) and formulate a memo to be placed on a notice board,

Every employee who habitually uses a VDU as a significant part of normal work has a right to opt for an appropriate eye test and an eyesight test which must be made available and paid for by the employer.

A doctor or optometrist can carry this out. It may also be carried out by a person (including a nurse) trained to use a vision-screening machine. The person operating the machine must know when to refer employees who do not pass the eyesight tests at the screening level to a doctor or optometrist.

Employees have the right to an eye and eyesight test before taking up work if it is habitual work with a VDU as well as at regular intervals thereafter. In determining the intervals, factors such as the ages of the employees and the intensity of VDU work should be taken into account in deciding the frequency of repeat tests. Additionally, an appropriate eye and eyesight test must be made available to an employee who experiences visual difficulties which may be due to display screen work.

Where eye tests carried out by the doctor or optometrist reveal that particular lenses are required for VDU work, the costs of minimum requirement frames and lenses must be borne by the employer. Where an employee already wears glasses to correct a visual defect (normal corrective appliances), and routine change of lenses arises, if these glasses are adequate also for VDU work, the employer is not liable as regards meeting the cost. The cost of dealing with more general eye problems which are revealed as a result of the tests and which are not directly related to working with a VDU is a matter for the employee as part of his or her general health care, taking account of health care entitlements.

Employers should provide training in the use of the workstation before an employee commences work on a VDU and, again, should the organisation of the workstation be altered. Training should include -A general appreciation of the computer system to which the VDU may be linked,

Appropriate induction training. Employees should understand how the work is organised so as to comply with Chapter 5 of Part 2 of the General Application Regulations. This could include a written record of the changes made to the workstation and information on rest and posture breaks. The employees should be informed why the changes were made and the benefits of such changes.

Instruction on the general principles of ergonomics, the proper adjustment of furniture, screens, keyboard, lighting etc. so as to suit individual employee’s height, reach etc. This should include a general understanding of the use of different adjustments on the work chair and correct positioning of such accessories as the mouse, document holder and telephone. If an employee spends a lot of time on the phone during the workday consideration should be given to the provision of telephone headsets.

Correct lighting arrangements are essential if eye fatigue is to be avoided. Suitable back ground lighting is required for VDU work to provide an appropriate contrast between the screen and the background environment and to avoid problems of reflection and glare. As a general rule, a level of lighting of 300 - 500 lux should be appropriate. If more light is required for reading documents, local lighting should be used. However the light from a table lamp etc. must not shine on the VDU or the immediate surrounding area.

Employers must plan work so that daily work at VDU"s is interrupted periodically by breaks or changes in activity which reduce the work at the screen. Although the Regulations set no frequency for breaks, no single continuous period of work at a screen should, in general, exceed one hour.

The regulation does not specify the frequency and duration of work breaks when working with VDU"s, nor is there any generally accepted standard. In some countries, including Ireland, there are employer trade union agreements on work breaks at company level.

The flow of work to a VDU user should be designed to allow natural breaks to occur. Alternatively, a change in the pattern of work by combining VDU and non-VDU work could be introduced. However, rest breaks are essential where continuous VDU work, requiring sustained attention is likely to result in fatigue. Ideally, the length of the rest should reflect the intensity of the individual job. However, there are four important points -Rest breaks or changes in the pattern of work, where they are necessary, should be taken before fatigue sets in. Some employees suffer symptoms from the effort used to keep up performance while fatigued.

The user should avoid contact stress with hard surfaces while typing, the use of a wrist rest in front of the keyboard is okay and the user may position the keyboard at the edge of the desk.

As a business owner, you’re responsible for ensuring the health & safety of your employees under Section 2 of the Health and Safety at Work etc. Act 1974 (HASAWA 1974.).

If you need specific support for DSE users or any workplace health and safety issue, from a basic risk assessment to evaluating work stations, call Croner on 0800 470 2787 and speak to our award-winning team.

As an employer, you are legally required to protect workers" health. Adhering to DSE regulations can be advantageous beyond employee wellbeing because good practice can improve staff motivation and reduce absences.

DSE risk assessments are designed to protect workers" health. This is because there are several health risks associated with using display screen equipment for extended periods.

Regulations apply to workers who use display screen equipment (DSE) daily, for an hour or more at a time. This means the display screen regulations apply if users are:

It’s worth noting these assessments have to be done for remote workers, and basic risk assessments should be carried out regularly for those in long-term DSE workstations to avoid incorrect use.

Creating a DSE policy allows you to formalise employers" roles and responsibilities. It should include details for training and providing information to DSE users.

It’s important to highlight information relating to staff entitlements, including the right to request reasonable adjustments, eye tests, or report poor design.

Melanie read law at King"s College London and was then recruited by Herbert Smith LLP (now Herbert Smith Freehills) as a trainee solicitor. After being admitted as a solicitor in 2001, she was retained by Herbert Smith as a solicitor in their litigation department and reached the level of senior associate. She was located at their London office for seven years and advised and acted upon a wide range of commercial and real estate disputes.

Melanie left private practice to become a director at DG Legal, a specialist management consultancy practice where she provides advice and assistance in relation to legal practice management, compliance, risk and quality assurance. She also assists firms in setting up legal practices and submitting applications to the SRA for regulatory approval and provides assistance with ongoing compliance including firms" COLP and COFA obligations.

As a non-practising solicitor, she also calls on her litigation experience to advise on practical issues arising from disputes and in particular those relating to Legal Aid contracting, assessment and audit appeals, procurement and regulatory compliance.

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The health problems associated with display screen equipment (DSE) work are upper limb disorders (including pains in the neck, arms, elbows, wrists, and fingers); temporary eyestrain (but not eye damage) and headaches; and fatigue and stress.

Only a small proportion of people who use DSE actually suffer ill health as a result. Usually these disorders do not last, but in a few cases they may become persistent and even disabling. There may be a sudden onset of symptoms in response to short-term activities, or development may be gradual and caused by longer-term poor provision or practice. Timely reporting, investigation and action to remove the cause of problems is vital to prevent worsening of symptoms and to promote recovery. The causes may not always be obvious and can be a combination of factors, but enough is known about the importance of some measures - for example, the need to sit properly and to have frequent breaks from the screen - to allow the risks to be tackled effectively.

The Regulations relating to work with DSE are the Health and Safety (Display Screen Equipment) Regulations, the Management of Health and Safety at Work Regulations, the Workplace (Health, Safety and Welfare) Regulations, and the Provision and Use of Work Equipment Regulations. The provisions of the DSE Regulations apply only to DSE "users", i.e. workers who habitually use DSE as a significant part of their work. Where the DSE Regulations do not apply, the other legislation will require that the assessment of risks and measures taken to control them should take account of ergonomic factors applicable to display screen work. In practice this means that the minimum standards for workstations apply.

This DSE Code of Practice applies to all University employees, permanent or temporary, who are classed as DSE users while they are undertaking DSE work for the University either on or off campus. It also applies to DSE "operators" who are not University employees but who are working for the University e.g. self-employed or agency employees.

Display Screen Equipment (DSE) means any alphanumeric or graphic display screen, regardless of the display process involved. DSE includes conventional (cathode ray tube) display screens, and liquid crystal or plasma displays used in flat-panel screens, touchscreens and emerging screen technologies. Display screens mainly used to display line drawings, graphs, charts or computer-generated graphics are included, as are screens used in work with television or film pictures. It also includes microfiche readers.

The following are excluded: DSE mainly intended for public operation (e.g. for students" use), portable systems (e.g. laptops) not in prolonged use; scientific and other equipment having a small data display required for direct use of the equipment; and window typewriters.

Portable equipment that is habitually in use by a DSE user for a significant part of his or her normal work (see the definition of "user" below) should be regarded as covered by this Code. The University Health & Safety Unit can advise on the application of the Regulations and this Code of Practice to portable equipment.

Workstation means display screen equipment, accessories such as disk drives, telephone, modem, printer, document holder, work chair, work desk, work surface and the immediate work environment (lighting, temperature and humidity, noise, and space) around the display screen equipment).

Workstation minimum requirements are the minimum requirements set out in the DSE Regulations for components present in DSE workstations. They cover the equipment, the working environment, and the interface (for example software) between the computer and the user/operator.

User means a University employee who habitually uses DSE as a significant part of their normal work. Users:normally use DSE for continuous or near-continuous spells of an hour or more at a time;

The University generally regards all those staff who routinely use DSE to any extent as DSE users for the purposes of this Code. The status of post-graduate and research students may not be directly equivalent to that of an employee, but Faculties and Offices generally regard their post-graduate and research students as users for the purposes of this Code. Though undergraduate students are not DSE users under the University"s duty of care, the basic workstation minimum requirements are taken into account in the provision of Campus and Faculty computing facilities.

Operators carry out similar work to users but are not University employees although they are working for the University e.g. self-employed or agency employees.

Assessment means an analysis of the workstation for the purpose of identifying the hazards (things with the potential to cause harm) and evaluating the health and safety risks (the likelihood and severity of harm) to which those using it are exposed.

Eye and eyesight test means a "sight test" as defined by the Opticians Act legislation. This should be carried out by a registered ophthalmic optician or optometrist or a registered medical practitioner with suitable qualifications (see The College of Optometrists "Guidance for Professional Conduct").

DSE user information is provided through the University Health & Safety Unit and made available on the University Health and Safety web pages. It is included in new staff inductions and the workstation assessment arrangements, and should also be provided as periodic reminders. The information provides DSE users with guidance on health effects of DSE work and recommended best practice for work and workstations; the University"s arrangements for DSE workstation assessments including on online self-assessment system ("WorkRite"); and the arrangements for eye and eyesight tests and provision of spectacles if prescribed specifically for DSE use.

Display Screen Equipment Assessors are appointed by their Faculty Operating Officer/Director of Directorate to assist them in health and safety matters, especially in the dissemination of information on good practice for DSE work, monitoring of staff group self-assessments, carrying out further DSE assessments for staff where necessary, and keeping of appropriate records. DSE Assessors should be introduced to new and transferred staff during local inductions in order to provide information on good practice and the arrangements for eye and eyesight tests and spectacles if required for DSE work. They will advise on any immediate issues and initiate the online workstation self-assessment process.

DSE Assessors attend one day training provided through the University Health & Safety Unit. This includes an introduction to the health effects of DSE work; legal and University H&S Policy requirements; recommended best practice for work and workstations; the University"s arrangements for self-assessments; and the University"s arrangements for eye and eyesight tests and provision of spectacles specifically for DSE work. The training includes practical guidance on the online self-assessments and record management system. DSE Assessors have access to advice and assistance from the University Health & Safety Unit.

The DSE workstation assessment process is included in new staff inductions, and in similar inductions for staff transferred to the Faculty/Directorate or existing staff who become users. The process is generally initiated and managed day-to-day by the assigned DSE Assessor. An online self-assessment is used to record the DSE user"s own comments on their workstation and any health or medical problems, and any additional comments, remedial actions or recommendations arising from any assessment. Progress on actions and reviews of the assessment are recorded on the online format. The online record is accessible to the local DSE Assessor and the University Health & Safety Unit and is generally held electronically but may be kept as hard copy.

The DSE user carries out an online self-assessment of their workstation by following the login information in an initial request for self-assessment; considering the University"s DSE user information provided on the portal and in online training and testl; and then answering the questions in the DSE workstation assessment online questionnaire. The user is expected to make simple adjustments themselves where possible, and to report any outstanding problems under the relevant headings of the online questionnaire.

Any issues identified during the online self-assessment will be automatically notified to the local DSE Assessor.. Where the DSE user fails to complete the online self-assessment, the online DSE assessment system will send reminders and, if there is still no response, the local DSE Assessor will be notified by the system. Problems can be reported and an assessment requested if and when circumstances change.

Where problems have been reported, the DSE user"s Faculty/Directorate DSE Assessor, Line Manager, FOO/Director, University Health & Safety Unit or University Occupational Health and Wellbeing Service (OHWS) as appropriate, will work with the DSE user to identify, initiate and review relevant improvements.

Where problems have been reported, a further workstation assessment will be carried out to identify and initiate improvements. If the DSE user has reported problems only with their workstation, the assessment will normally be carried out by the DSE Assessor, with advice from the University Health & Safety Unit if necessary. When the DSE user has reported pain or discomfort associated with their DSE workstation or work, the University Health & Safety Unit may be asked to carry out a formal workstation assessment taking account of reported pain and discomfort or other adverse health effects and any constraints these may place on the DSE work.

The assessment by the DSE Assessor or by the Health & Safety Unit will consider the reported problems and any other DSE-related issues identified in discussions. This will include relevant aspects of the user"s work and how they use the workstation for DSE and other tasks. An objective judgement will be made on how well the workstation meets the "workstation minimum requirements", the physical needs of the user to achieve recommended postures (for example being very tall, left-handed or with disabilities), and also their work needs (for example space for other work equipment and meetings). The assessment will include advice and simple changes for immediate improvements where possible.

Advice, immediate improvements, planned remedial actions, and recommendations will be recorded on or with the assessment form, with clear reasons if necessary, and reported to the Line Manager or FOO/Director. Agreed actions will be clearly assigned and timescales and priorities given if necessary. The DSE Assessor and Health & Safety Unit will review progress and the need for any additional actions with the DSE user and Line Manager and keep records on or with the assessment form.

Where the DSE user has reported health or medical problems that may be adversely affected by their DSE workstation or work, they may need to be referred to the University Occupational Health and Wellbeing Service (OHWS). Referral is normally made to Human Resources Line Managers. The DSE user can seek confidential advice from Human Resources about access to the OHWS if they wish. The OHWS will carry out a triage assessment and arrange referral to the Occupational Health Adviser or Physician if necessary. They will then make recommendations if necessary.

Assessments will be reviewed to monitor progress and effectiveness of remedial actions; when there are significant changes to the work or workstation, or if there are reports of problems. Assessments may also be recommended in arrangements for managed returns to work after prolonged sickness absence. DSE Assessors are recommended to offer reviews with DSE users from time to time, for example in Faculty/Directorate meetings and if they are involved in workplace inspections. They should also if possible have a brief review before a DSE user visits their optician for an eye and eyesight test, in order to identify any immediate improvements or topics for discussion with the optician. Assessments will be reviewed annually if there have been no interim reviews.

The University"s arrangements for monitoring of health and safety management in Faculties/Directorates will include periodic sampling of completed DSE assessments.

DSE users are entitled, on request, to a full eye and eyesight test carried out by an optometrist (optician) of their choice near to their home or normal place of work. Users are entitled to further tests:at regular intervals as specified by the optician on the eye and eyesight test form

DSE users who request it will be given reasonable time off to attend an appointment but may be asked to provide evidence of their appointment. For routine DSE eye and eyesight tests, notice of at least one week before the appointment must be given to the user"s line manager. This requirement shall not apply in the case of appointments requested by users suffering visual difficulties likely to be related to DSE work.

DSE users must obtain an eye and eyesight test form and take it with them to their appointment and ask the optician to complete and sign the form. The University will not pay for this form to be signed. The form requires the optician to confirm that they have carried out the eye and eyesight test and to confirm their recommendation, if any, for spectacles for DSE use.

DSE users will pay the optician the full charges for the eye and eyesight test and any spectacles prescribed. "Normal" corrective appliances, i.e. spectacles for general use are at the user"s own expense. Contact lenses are at the user"s own expense.

Where users need special corrective appliances for their DSE work the University"s liability for costs is restricted to payment for the cost of a basic pair (i.e. of a type and quality adequate for the user"s work). Users may choose more costly spectacles, for example designer frames or lenses with optional treatments not necessary for the work.

The University will reimburse up to the current University-agreed maximum contribution for each eye and eyesight test and for spectacles prescribed for DSE work on conditions that:the employee is a DSE user, as defined in the DSE Code of Practice;

The user is personally responsible for the safe-keeping of any special spectacles obtained for their DSE work. Repair and replacement will be the user"s own responsibility.

Faculty Operating Officers and Directors of Offices will:appoint a member of staff as DSE Assessor to carry out DSE workstation assessments, and ensure they have the appropriate training, time and other resources to carry out their duties.

ensure that the DSE Assessor is introduced during inductions for new staff classed as users, and also for staff transferred to the Faculty/Office or existing staff who become users; also ensure that the DSE Assessor is introduced to any operators (agency and self-employed workers) working for the Faculty/Office.

ensure that users and operators are included in the arrangements for DSE workstation assessment (note: there is no specific legal obligation to assess workstations used exclusively by students).

ensure that any faults found by assessments are investigated and actions taken to rectify them as soon as possible, giving priority to users/operators identified as suffering from pain or discomfort associated with their DSE workstation or work, and ensure that the user/operator is kept informed of these actions.

ensure that the University Health & Safety Unit or University Occupational Health and Wellbeing Service are notified as deemed necessary when DSE users report health or medical problems that may be adversely affected by the DSE workstation or work, so that these may be investigated.

ensure that DSE users who request it are given time off to attend eye and eyesight tests and are provided with the relevant form to take to their appointment.

ensure that assessment findings are taken into account in relocation planning in order to resolve existing problems where possible and prevent introduction of further issues.

provide or direct DSE users/operators to information provided by the University on the health effects of DSE work, recommended best practice for work and workstations, and the University"s arrangements for DSE workstation assessments.

direct DSE users/operators to the DSE workstation assessment online training and associated links for completion of the self-assessment of their DSE workstation, giving the user/operator"s own views of the suitability and comfort of the workstation for their DSE and other work.

refer DSE users/operators to the Health & Safety Unit if they have reported pain or discomfort associated with their workstation in their self-assessment.

in particular, inform their FOO/Director of any reports made by DSE users/operators of health or medical problems that may be adversely affected by the DSE workstation or work.

review assessments when significant changes are made (for example, new equipment, users or work patterns) or if complaints are received from DSE users/operators.

provide or direct DSE users to the University Health & Safety web pages for the eye and eyesight test form before they visit their optician for the test. If time permits, identify with the user possible shortcomings in the workstation or arrangements that may be relevant for discussion with the optician.

DSE users are expected to:familiarise themselves, by completing the University"s online training, with information provided by the University on the health effects of DSE work, recommended best practice for work and workstations, and with the University"s arrangements for assessments and eye and eyesight tests.

report any pain or discomfort associated with their DSE workstation or work, and any other problems with their workstation, to their line manager and to the DSE Assessor, either in the assessment process or as problems arise. DSE users can seek confidential advice from Human Resources about access to the Occupational Health and Wellbeing Service if they wish. [Users should note that, with their permission, relevant information will be shared in order to make appropriate improvements to reduce risk to their health and safety]

follow the University"s arrangements for requested eye and eyesight tests, and for purchase of spectacles if prescribed for DSE use, and take care of any spectacles obtained for their DSE work.

carry out formal workstation assessments when requested to where notified of DSE users reporting pain or discomfort associated with their DSE workstation or work.

liaise with the the Faculty Operating Officer/Director of Office, Line Manager, DSE Assessor and Human Resources as necessary, where health or medical problems have been notified.

with the DSE user"s permission, liaise and share relevant information with Human Resources, the Faculty Operating Officer/Director of Office, Line Manager and DSE Assessor in order to make appropriate improvements to reduce the risk to users" health and safety.

The University Occupational Health and Wellbeing Service will:carry out medical assessments where requested for DSE users reporting health or medical problems that may be adversely affected by their DSE workstation or work.

Human Resources Office will:liaise with the University Health and Safety Unit to provide new staff with DSE user information, including health effects of DSE work, recommended best practice for work and workstations, and the University"s arrangements for workstation assessments and eye and eyesight tests.

liaise with the University Occupational Health and Wellbeing Service provider, Faculty Operating Officer/Director of Directorate/Office, University Health and Safety Unit, and the University"s Medical Adviser as necessary where health or medical problems have been notified.

Human Resources - Learning & Talent Development will:make information available on the University"s arrangements for IT software training for DSE users.

Procurement and Business Services will:seek advice from the University Health & Safety Unit on DSE workstation minimum requirements in relation to office furniture and IT equipment when drawing up tenders for preferred suppliers.

Information and Library Services will:seek advice from the University Health & Safety Unit on DSE workstation minimum requirements in relation to IT equipment.