INSUSTRIAL SECURITY
(D.lg 626 and other modifications)

The law 626/94 regulating the system of prevention and safety at work, required companies to arrange to have certain certification training and information to their employees on the implementation of a job that guarantees security and health of employees.

The law 626/94 proposes a system of prevention and corporate security on two basic guidelines: an operational line on which they are committed employers, managers and responsible, and an advisory line that rotates around the service and prevention protection. An active role is entrusted to workers both in prevention, because the law provides for the establishment of the post of representative of workers for security (RLS), as in the management of fire and first aid. Unfortunately, the succession of amendments and additions to the rules of safety at work has helped to present the new law as a tax: or see security as an obligation, a burden and an expense, but in reality the 626 not to overturn what is already required by previous laws on safety jobs (DPR 547/55, DPR 303/56, DPR 164/56, D. Ls 277/91, 475/92 D. Ls) to which companies should have already complied. The obligations to be undertaken by the employer are different certifications issued by public bodies (City, Region, ASL, VVF, etc..) Certifications by professionals (functionality of facilities, equipment checks, structures, etc.) Or self-made by the same to demonstrate compliance with specific obligations.

However there are still considerable benefits that the entrepreneur can draw with implementing a security system seen in optical quality, namely security as an integral part of quality. Indeed implement and improve the system security means, as for the quality system, define a policy and then business objectives, prepare an organization, identify resources to be put in place. It follows that a security system as a quality system, which is not simply aimed to compliance with the provisions of law and for getting the certificate, will lead companies to improve the management of corporate resources from those people. It is therefore necessary to promote, at all corporate levels, a change of culture and attitude to change any technical or legal directive, in an opportunity and an advantage for the company.