R.L.S

RAPPRESENTANTE DEI
LAVORATORI PER LA SICUREZZA
(D.Lgs. 81/2008 e ss.mm.ii.)

-RUOLO – ATTRIBUZIONI – COMPITI – NEL SISTEMA SICUREZZA
Il Rappresentante dei Lavoratori per la Sicurezza (R.L.S.) costituisce e
rappresenta (unitamente al Datore di Lavoro –D.L. ed al Responsabile del
Servizio di Prevenzione e Sicurezza – R.S.P.P.) una figura di primaria
importanza nell’ambito della gestione della Salute e Sicurezza sui Luoghi di
Lavoro, a tal punto che il Legislatore ne ha previsto l’Obbligo di Costituzione in
tutte le Aziende, disciplinandone contestualmente Ruolo e Mansioni nel Testo
Unico della Sicurezza sui Luoghi di Lavoro ( D.Lgs. 81/08 e ss.mm.ii.).
In tutte le Aziende, o Unità Produttive, Private e Pubbliche e a tutte le
Tipologie di Rischio, è Obbligatoria la NOMINA del R.L.S. (Rappresentante
dei Lavoratori per la Sicurezza), definito (dall’Art. 2,comma 1, lett. i) – D.Lgs.
81/08) ed individuato nell’ambito dell’Organizzazione Aziendale tra i
Lavoratori con Contratto a Tempo Indeterminato.
Art. 2, comma 1, lett.i)- “il RLS è la persona eletta o designata per rappresentare i Lavoratori per
quanto concerne gli aspetti della Salute e della sicurezza durante il Lavoro”
R.L.S. – FIGURE – NOMINA
In ambito D.Lgs. 81/08, vengono individuate tre distinte Figure di R.L.S.,
cotituite rispettivamente da:
1)- R.L.S. – AZIENDALE (Rappresentante dei Lavoratori per la Sicurezza
Aziendale – R.L.S.), Figura che ai sensi dell’art. 47 del D.Lgs. 81/08, svolge il
Ruolo di Rappresentante dei Lavoratori per la Sicurezza di una singola Azienda
o singola Unità Produttiva e viene eletto o designato dall’Assemblea dei
Lavoratori della medesima Azienda o Comparto Produttivo. Nelle Aziende o
Unità Produttive che occupano più di 15 Lavoratori, il R.L.S.A., viene eletto o
designato nell’ambito delle Rappresentanze Sindacali presenti nell’Azienda o, in
mancanza di esse come sopra fra i Lavoratori dell’Azienda medesima.
2) – R.L.S. – TERRITORIALE (Rappresentante dei Lavoratori per la
Sicurezza Territoriale – R.L.S.T.), Figura che ai sensi dell’art. 47 del D.Lgs.
81/08, svolge il Ruolo di Rappresentante dei Lavoratori per la Sicurezza per le
Aziende o Unità Produttive del Territorio o del comparto di competenza, nelle
quali non sia stato eletto o designato il R.L.S. (art. 48, comma 1 del d.Lgs.
81/08).
Il R.L.S.-Territoriale., viene eletto o designato secondo le modalità previste
dagli Accordi Collettivi a livello Nazionale Interconfederale o di Categoria che
siano stati stipulati dalla Associazioni dei Datori di Lavoro e dei Lavoratori
comparativamente più Rappresentative sul piano Nazionale, o in assenza di esse,
mediante Decreto Ministeriale.
3) – R.L.S. – PRODUTTIVO (Rappresentante dei Lavoratori per la Sicurezza
di Sito Produttivo – R.L.S.P.), Figura, che ai sensi dell’art. 49 del D.Lgs.
81/08, svolge il Ruolo di Rappresentante dei Lavoratori per la Sicurezza
nell’ambito di specifici contesti di produzione caratterizzati dalla copresenza di
più Aziende o Cantieri.
Il R.L.S.P., è individuato fra coloro che sono stati nominati R.L.S. nelle varie
Aziende Operanti nel Contesto Produttivo ed esercita le medesime funzioni
affidate alle altre figure di rappresentanza, con l’aggiunta del compito di
coordinare l’attività di tutti i R.L.S. nominati nell’ambito delle medesime
Aziende del Sito Produttivo.
Il numero minimo di R.L.S., per ciascuna Azienda, premesso che può
variare da una unità, al limite massimo eventualmente stabilito dalla
Contrattazione Collettiva, viene determinato in base al numero dei Lavoratori
dipendenti di ciascuna Azienda, ai sensi dell’art. 47, comma 7 del D.Lgs. 81/08,
e precisamente, come segue:
a)- sino a 200 dipendenti è previsto minimo 1 R.L.S.;
b)- da 201 a 1.000 dipendenti sono previsti minimo 3 R.L.S.;
c)- oltre 1.000 dipendenti sono previsti minimo 6 R.L.S..
Il R.L.S., per svolgere le proprie funzioni deve disporre di tempo, di spazi e di
mezzi necessari al loro svolgimento senza subire riduzioni delle proprie
competenze retributive e pregiudizio alcuno per quanto svolto. A garanzia delle
proprie prerogative, il R.L.S., gode delle stesse “TUTELE” previste per legge
per le Rappresentanze Sindacali.
COMPITI – ATTRIBUZIONI – DEL R.L.S.
Il testo Unico per la Sicurezza sul Lavoro (D.Lgs. 81/08), disciplina con
l’art. 50, in termini dettagliati le Attribuzioni e Compiti del R.L.S., che
sommariamente possiamo sintetizzare in cinque distinti aspetti, quali,
Attribuzioni; Informazione; Formazione; Consultazione; Accesso, di seguito
rispettivamente riportati.
1)- ATTRIBUZIONI – R.L.S. –
Il R.L.S., ha essenzialmente un Ruolo/Compito Consultivo in ordine alla
valutazione dei rischi ed all’individuazione delle misure relative al servizio di
prevenzione e protezione, unitamente a tutti gli altri adempimenti riguardanti e
per i quali è coinvolto nell’ambito del servizio di prevenzione e protezione.
Per lo svolgimento del proprio ruolo, il R.L.S., è coinvolto in tutte le questioni
attinenti la salute e la Sicurezza sui luoghi di lavoro, in particolare;
– ha diritto di accesso ai luoghi di lavoro;
– è consultato preventivamente sulla valutazione dei rischi;
– è consultato dal Datore di Lavoro (D.L.) sulla designazione del R.S.P.P.
(Responsabile del Servizio di Prevenzione e Protezione), degli Addetti ai Servizi
Antincendio e Primo Soccorso;
– riceve le informazioni e la documentazione aziendale inerente la Valutazione
dei rischi e le Misure di prevenzione relative, nonché quelle inerenti alle
sostanze ed alle miscele pericolose, ale macchine, agli impianti, alla
organizzazione e agli ambienti di lavoro, agli infortuni ed alle malattie
professionali;
– a diritto, previa specifica richiesta, alla consegna del DVR (Documento di
Valutazione Rischi) e del DUVRI (Documento di Valutazione Rischi da
Interferenze). Ove richiesti, questi documenti devono essere consegnati
tempestivamente in copia cartacea o su supporto informatico e devono essere
resi disponibili su un PC Aziendale sempre accessibile.
2)- INFORMAZIONE – R.L.S. –
Il R.L.S., ha diritto di ricevere notizie, dati, documentazioni, contesti
situazionali, organizzazione degli ambienti, infortuni, malattie professionali, etc.
relativi alla realtà della propria Azienda, informazioni indispensabili e
necessarie al fine di assicurare al Datore di Lavoro, una Consulenza ed un
Servizio Qualificato e Costruttivo riguardante i temi e le scelte inerenti la
Sicurezza e la Salute dei Lavoratori sui Luoghi di Lavoro.
3)- FORMAZIONE – R.L.S. –
Il R.L.S., ha diritto di essere adeguatamente Formato , da parte del Datore di
Lavoro, in materia di Salute e Sicurezza, nei contenuti e negli obiettivi di cui
all’art. 37, commi 10 e 11 del D.Lgs. 81/08, che rispettivamente stabiliscono:
– comma 10 – “il R.L.S., ha diritto ad una Formazione particolare in
materia di Salute e Sicurezza concernente i Rischi Specifici Esistenti negli
ambiti in cui esercita la propria rappresentanza, tali da assegnarli adeguate
competenze sulle principali tecniche di controllo e prevenzione degli stessi
rischi”;
– – comma -11 –“ le modalità, la durata ed i contenuti specifici della
Formazione del R.L.S., sono stabiliti in sede di Contrattazione Collettiva
Nazionale, nel rispetto dei seguenti contenuti minimi:
a)- principi giuridici Comunitari e Nazionali;
b)- legislazione generale e speciale in materia di Salute e sicurezza sul
Lavoro;
c)- principali soggetti coinvolti e relativi obblighi;
d)- definizione e individuazione dei fattori di rischio;
e)- valutazione dei rischi;
f)- individuazione delle misure tecniche, organizzative e procedurali di
previsione e protezione dei rischi;
g)- nozioni di tecnica delle comunicazioni.
La durata minima dei Corsi di Formazione per il R.L.S., è di 32 ore
iniziali, di cui 12 ore sui rischi specifici presenti in Azienda e le conseguenti
Misure di Prevenzione e Protezione adottate, con verifica di apprendimento.
La Contrattazione Collettiva Nazionale disciplina le modalità dell’obbligo di
aggiornamento periodico la cui durata non può essere inferiore a 4 ore
annue per le Imprese che occupano da 15 a 50 Lavoratori ed a 8 ore annue
per le Imprese che occupano più di 50 Lavoratori”.
Detta Formazione è funzionale a gran parte delle Attività del R.L.S.,
riportate nel comma 1 dell’art. 50 del D.Lgs. 81/08, delle quali, di seguito ne
evidenziamo alcune, e rispettivamente:
– “promuovere l’elaborazione, l’individuazione e l’attuazione delle
misure di prevenzione idonee a tutelare la Salute e l’integrità Fisica dei
Lavoratori”;
– “formulare osservazioni in occasione di visite e verifiche effettuate
dalle Autorità competenti, dalle quali è di norma sentito”;
– “partecipare alle riunioni periodiche di cui all’art. 35”;
– “fare proposte in merito alle attività alle attività di prevenzione”;
– “avvertire il Responsabile dell’Azienda dei rischi individuati nel corso
delle sue attività”;
– “fare ricorso alle Autorità Competenti, qualora ritenesse che le misure
di prevenzione e protezione dei rischi adottati dal Datore di Lavoro ed i
mezzi impiegati per attuarle non fossero idonei a garantire la sicurezza
e la salute durante il lavoro”.
3)- CONSULTAZIONE – R.L.S. –
La Consultazione del R.L.S., da parte del Datore di Lavoro o Dirigente,
costituisce il momento di maggiore utilizzo e valorizzazione di questa figura
professionale sul piano operativo.
Nei casi previsti, (Art. 50, comma 1, lett. a); b; e c), essa e sempre
obbligatoria ed in caso di inosservanza è prevista a carico del Datore di
Lavoro o Dirigente una sanzione penale o amministrativa, secondo le
modalità di cui all’art. 55 del D.Lgs. 81/08 (Sanzioni per il Datore di lavoro e
il dirigente).
4)- ACCESSO – R.L.S. –
Il R.L.S., ha diritto di Accesso sia ai documenti custoditi presso l’Azienda
(art. 18, comma 1, lett. o) e lett. p) ed art. 50, comma 4 e 5), nonché sui
luoghi di Lavoro ai sensi dell’art. 50, comma 1, lett.a) del D.Lgs. 81/08.
Il DIRITTO DI ACCESSO ai Documenti custoditi presso l’Azienda
nonché ai Luoghi di Lavoro, da parte del R.L.S., costituiscono, condizioni
essenziali per poter interloquire compiutamente, con gli altri soggetti
dell’Organizzazione Aziendale e devono, rispettivamente:
– garantire l’obbligo del segreto professionale da parte del R.L.S., sugli
aspetti relativi ai processi lavorativi aziendali, del segreto industriale ed
al rispetto di privacy nei confronti di terzi;
– essere esercitato nel rispetto delle esigenze produttive dell’Azienda
mediante preventiva segnalazione al Datore di lavoro;
– non intralciare in nessun caso il normale svolgimento delle attività
produttive.
– PROFILI DI RESPONSABILITA’ DEL R.L.S.-
Il D.Lgs. 81/08 non prescrive Sanzioni direttamente imputabili al RLS /né
Aziendale né Territoriale) in quanto le sue funzioni sono meramente di
carattere consultivo.
Ciò premesso, si specifica che ai sensi degli articoli n° 589 e n°590 del
Codice Penale, in caso di Infortuni sul lavoro o di malattia Professionale, il
R.L.S., qualora dovesse contravvenire colposamente a quanto di competenza,
previsto dall’art. 50, comma 1 lett.n) “il R.L.S. ha l’obbligo di avvertire il
Datore di Lavoro dei rischi individuati nel corso della sua attività”, è
passibile di ipotesi di responsabilità (personale o concorrente con quella di
altri soggetti) riconducibile, sotto il profilo di casualità giuridica, all’evento
dannoso verificatosi.
-COMUNICAZIONE NOMINATIVO R.L.S. all’’I.N.A.I.L. –
Per le attività di cui all’art. 3, comma 1, del testo unico per la Sicurezza
(D.Lgs. 81/08), il Datore di Lavoro, ha l’obbligo di comunicare
annualmente all’INAIL, i nominativi dei propri R.L.S., in adempimento
dell’art. 18, comma 1, lett. aa), che testualmente recita:
– “obbligo del Datore di Lavoro e del Dirigente di comunicare in via
telematica all’INAIL, nonché per loro tramite al Sistema Informatico
Nazionale per la Prevenzione nei Luoghi di Lavoro di cui all’art. 8, in
caso di nuova elezione o designazione, i nominativi dei R.L.S. In fase di
prima applicazione l’obbligo di comunicazione riguarda i nominativi
dei R.L.S., già eletti o designati.
Quanto sopra risulta confermato ed specificato nella circolare INAIL n°
11 del 10/02/2014.
COORDINAMENTO R.L.S./R.L.S.T.
Con riferimento a quanto sopra, preso atto del Ruolo/Importanza del
R.L.S./R.L.S.T in ambito alla Gestione della Salute e Sicurezza del
Lavoratori nei Luoghi di Lavoro, è auspicabile, con il supporto dei Diversi
Soggetti Istituzionali interessati (INAIL, SAL, CPRT, ASSOCIAZIONI DI
CATEGORIA, ORGANIZZAZIONI SINDACALI, ETC.) promuovere e
fornire agli R.L.S. strumenti idonei a facilitare e migliorare l’azione di loro
pertinenza.
Sul piano organizzativo, la scelta più convincente (già operativa in altre
realtà Nazionali ed Europee) risulta essere quella di favorire il
Coordinamento dei R.L.S./R.L.S.T. a livello territoriale di tipo categoriale
improntato a favorire e perseguire obiettivi comuni, quali:
– scambio di esperienze attraverso riunioni periodiche tra i R.L.S./R.L.S.T.,
appartenenti ad un medesimo settore produttivo al fine di mettere a confronto
esperienze maturate all’interno delle singole realtà produttive;
– formazione continua e crescita del gruppo sul piano delle conoscenze
tecniche, delle competenze relazionali ed organizzative, delle conoscenze
qualitative e quantitative relative ai danni per la salute e sicurezza dei
lavoratori;
– individuazione di soluzioni e risposte univoche relative alle problematiche
comuni.
In una sola parola, lo scrivente convinto, che il problema, della Sicurezza
e Salute dei Lavoratori sui Luoghi di Lavoro sia di natura
CULTURALE, è necessario che tutti i Soggetti coinvolti ed interessati,
seppure a diverso titolo, rendano operativa sul territorio una Vera Azione di
Squadra avente come unico obiettivo comune, quello di attivare quanto di
pertinenza alla tutela della Salute e della Sicurezza dei Lavoratori sui Luoghi
di Lavoro.

R.L.S.

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