Consultation & Issue Resolution

Consultation

$client_name recognises its responsibility to consult, so far as is reasonably practicable, with everyone who is directly affected by a health and safety matter.

Consultation may occur when:

Identifying hazards and assessing risks to health and safety
Making decisions about ways to eliminate or minimise those risks.
Making decisions about the adequacy of facilities for the welfare of workers.
Proposing changes that may affect the health or safety of workers.
Making decisions about the procedures for:
- Consulting with workers.
- Resolving work health or safety issues at the workplace.
- Monitoring the health of workers.
- Providing information and training for workers.
- Investigating incidents.

As part of the consultation arrangements between management and workers, the following is to take place:

Staff meetings are held regularly, and recorded in minutes
WHS is a standing agenda item at these meetings
Training is to be provided for workers to ensure they have the skills for effective participation in the consultation process.

Issue Resolution

If a worker has a WHS issue/concern, the following procedure should be followed:

Worker to discuss WHS issue/concern with their Manager, WHS Representative or HSR.
Manager/ WHS Representative or HSR to review concern having regard to:
- Degree and immediacy of risk to workers.
- Number and location of affected workers.
- Measure/s that need to be implemented to resolve the risk.
- Responsibility for implementing resolution.
Manager/ WHS Representative or HSR to liaise with senior management as required.
Senior management to liaise with any affected workers.
The worker will be provided with feedback following consideration of the issue.
Senior management may organise a meeting to discuss the WHS issue with worker and/or consult with other relevant parties.
If the issue is resolved, details of the issue and its resolution will be documented and available to all parties.
If the issue is not resolved, the relevant regulatory authority may be contacted to assist with resolution.

Safety Principles – the DOs and DON’Ts

The following outlines the basic principles of safety at $client_name

DOs

DON’Ts

All accidents are preventable.

All rules and procedures must be followed,including the use of Personal Protective Equipment (PPE) wherever required.

Safety and warning signs are to be observed.

All chemicals brought onto site must have the appropriate Safety Data Sheet.

All tasks and jobs must be assessed for risks before acting.

All accidents, incidents and and near misses must be reported.

Safety is everyone’s right and responsibility.

Smoking is only permitted in designated areas

Do not drive a motor vehicle or operate any equipment without the appropriate license or certificate of competency.

Do not report for work under the influence of alcohol or drugs that could affect either your safety or the safety of others.

Do not misuse any equipment provided for the protection of health, safety or welfare of yourself or others

Do not remove any safety devicees and guards or make inoperative any equipment, unlessmaintenance or repair work is being carried out. If this is the case, lock out procedures must be followed).

Do not put yourself, other workers or members of the public at risk by your actions.

Work Health & Safety Policy

The main objectives of our safety policy are:

To achieve an accident free workplace.
To ensure health & safety is considered in all planning and work activities.
To involve our workers in the decision making processes through regular communication, consultation and training.
To identify and control all potential hazards in the workplace through hazard identification and risk analysis.
To ensure all potential accident/incidents are controlled and prevented.
To provide effective injury management and rehabilitation for all workers.

People are our most important asset and their health and safety is our greatest responsibility.
The public’s safety shall be given equal priority to that of our workers.

$client_name will comply with all relevant Acts and Regulations to ensure that the workplace is safe and without risk to health. In the absence of a specific legislation, the highest professional standards shall be maintained.

Work Health & Safety is both a management and individual responsibility. The following responsibilities are essential to the success of this policy:

Manager/ Supervisor: Will ensure that areas under their control are maintained and managed in a healthy and safe condition and that the behaviour of all persons within the workplace is guided by the principles of Work Health & Safety.
Workers: Will co-operate and actively contribute to the health and safety of themselves and others within the workplace through consultation and commitment.

$client_name will strive to continuously improve our safety performance, as a zero incident target is achievable and all incidents are preventable. Complete endorsement, active participation and enthusiastic co-operation with these programs will underpin our strong commitment to Work Health & Safety.

WHS Induction Complete

Thank you for successfully completing this WHS Induction. Your result has been submitted and your manager has been notified.

Safety Data Sheet Register

Dear Manager/Supervisor.

This month’s Safety Talk topic is ‘Safety Data Sheet Register’. The following is your guide to successfully delivering this Safety Talk.

1: Preparation:

• Print sufficient copies of %link/HSF428 TBT SDS Register% for each worker and yourself.

• Print one copy of %link/HSF703%.

Print one copy of %link/HSF728 SDS and Hazardous Subs Register%

%butn/HSF428 TBT SDS Register%%butn/HSF728 SDS and Hazardous Subs Register%%butn/HSF703%

2: Delivery:

• Hand out copies of %link/HSF428 TBT SDS Register% to all workers. Work through the points outlined in the safety talk, inviting questions and open discussion of the material.

• Encourage workers to read and understand the information contained in the handout.

• IMPORTANT: Nominate one person from each branch or department to complete the printed HSF728 Safety Data Sheet and Hazardous Substances Register, recording all chemicals and hazardous substances used in that department. Scan the completed form and email to [email protected].

Insert the completed sheet copy for your records in your Howsafe Safety Management System folders,

3: Recording:

• Record the subject of the Safety Talk and the date on %text/HSF703%. Have each attendee record their name and signature in the appropriate fields.

• Complete the Attendee List Form located on the tab above

Fitness for Work Induction Complete

Thank you for successfully completing this Fitness for Work Induction. Your result has been submitted and your manager has been notified.

Frequently asked Questions

What should I do if I don’t feel fit for work?

Do not present for work if you are affected by illness, fatigue, undue stress, alcohol or drugs if you could be a hazard to yourself or others in the workplace. Follow the standard notification procedure for leave.

If you feel ill or seriously fatigued while on shift tell your supervisor. Do not continue to work if you present a hazard to yourself or others.

What if I’m on medication?

You must ensure that any prescription or non-prescription medication is taken safely. This means you must:

Ask your doctor whether the prescribed medication has any side effects that may impact on your safety or performance at work
Tell your supervisor about the result of your discussions with your doctor and whether the medication you are taking affects your safety or performance at work
Take any prescription or other medication strictly as directed; and
Report any side effects to your doctor and your supervisor.

What if I notice someone else who does not appear to be fit for work?

You should raise any concerns about a person’s fitness for work with that person. You must also notify your immediate manager of any situation in which this policy may have been breached – whether by a fellow worker, a contractor or a visitor. This includes:

Any situation in which other individuals may be unfit for work; and
The possession or consumption of alcohol or illegal drugs on the work site or during the work period by another individual.

Your immediate manager must ensure that all such information is dealt with in the strictest confidence.

Where does the company draw the line between a legitimate concern for safety and intrusion into personal privacy?

The company will limit its involvement to issues of legitimate concern. An individual’s personal problems or behaviour outside work are private matters. $client_name will only become involved when:

These have the potential to interfere with job performance and/or safety in the workplace; or
These have the potential to interfere with$client_name’s standards of conduct at company functions and when representing the company at events outside the workplace; or
A worker asks for help in dealing with an issue.

How will my privacy be protected?

All relevant information will be safeguarded according to the requirements for confidential human resource and medical information and will only be provided in cases where such information is necessary to ensure safety, health and performance on$client_name sites and operations.

No information relating to this policy and identifying a particular individual will be released by$client_name to anyone outside the company except in situations where the company is required by law to give out information, without the written consent of the individual concerned. This is subject to$client_name’s rights to seek professional advice and/ or legal representation.

What happens if there is a gradual deterioration in my fitness for work?

If you suspect you are developing, or already have a problem that could impair your fitness for work, we encourage you to discuss this with an appropriate individual such as your doctor, your immediate manager or the Employee Assistance Program (EAP) Counsellor as soon as possible. These discussions will be treated in a confidential manner according to this policy.

The decision to seek help for any problem is your responsibility and cannot be made mandatory. However,$client_name will insist that you provide satisfactory evidence that any impairment of your fitness for work has been addressed before you are permitted to return to work.

If your supervisor or manager suspects that your fitness for work could be impaired, you will be given the opportunity to discuss the matter in confidence with them and/or your immediate manager. You may, if you wish, be accompanied at any discussion by a work colleague, family member or health and safety representative.

There may be legitimate medical or other reasons for impairment of your fitness for work. In such circumstances, you will be required to have your

doctor discuss your circumstances with a medical provider nominated by$client_name before you are allowed to return to work.

Refusing or Falsifying a Test.

Refusal

If you refuse to be tested, $client_name will deem this as a positive result.

Your manager will be notified and discuss the matter discussion with you. You will then be re – offered the test.

If you refuse, you will be suspended without pay for the remainder of your shift and transport home will be arranged.

Your decision to refuse the drug or alcohol test will be recorded on test result forms and filed.

You will be required to attend a meeting with your manager and will not be permitted to return to work until a test is undertaken and a negative result is returned.

Falsification

Falsifying tests or encouraging and/or aiding others to falsify their tests, constitutes serious misconduct.

Individuals involved in falsification of tests will face disciplinary procedures. Instant termination may be considered at the discretion of $client_name

For contractors, this serious misconduct may result in your company being permanently excluded from working at $client_name

Non-Negative Test Results

Alcohol

If an initial test indicates a Blood Alcohol Concentration of 0.02% or more, this will be deemed a positive result for Alcohol. You will be subject to a confirmatory breath test 15 minutes after the initial screening test. You will not be permitted any food or drink or other substances and will be kept under supervision of the tester and/or your manager.

If a confirmatory test is positive, you will be immediately removed from the workplace. You will receive a first formal written warning and records of testing will be filed.

If you have sufficient annual leave accrued, you will be placed on annual leave for the day. Casual workers and those without sufficient leave will be stood down without pay.

You will not be allowed to return to work until you can provide a negative breath alcohol test, i.e. below .02% BAC.

Drugs

If your initial drug screening test is non-negative, your specimen sample will be sent to an accredited laboratory for confirmatory testing.

You are not permitted to return to work until the confirmatory test results are received.

If you have sufficient annual leave accrued, you will be placed on annual leave. Casual workers and those without sufficient leave will be stood down without pay.

If the confirmatory test by the laboratory is negative, you may return back to work. You will be credited with your normal pay and entitlements for the period.

If the confirmatory test is positive, you will not be permitted to return to work until you are able to supply a negative drug test. This test will be performed by $client_name’s qualified testing service and will be at your own expense.

Drug and Alcohol Testing

Testing may be conducted:

At random – randomly selected managers, workers and contractors will be tested
Post incident – upon an incident or accident occurring, all workers and/or contractors involved may be subjected to immediate testing
Upon challenge or suspicion – $client_name has a written checklist to follow when suspecting a worker or contractor of being under the influence of drugs or alcohol. Workers can view this checklist at any time.

Random Testing

Random Testing for drugs or alcohol may be conducted on any day, at any time, on any shift and on any team or crew.

$client_name may decide to test all or some workers.

Contractors may also be tested at random.

Post Incident

Post Incident testing will be conducted as soon as reasonably practicable after a serious incident or accident has occurred.

Any worker or contractor involved will undergo an alcohol and/or drug test at the discretion of a manager.

This test will be completed no later that 2 hours after the incident or accident has occurred.

Any injured persons will only be tested once safe to do so.

Upon Suspicion

Upon suspicion means that your employer has a legitimate reason to suspect that you may be under the influence of alcohol and/or drugs.

Testing will be conducted on any worker and/or contractor who displays visible signs of being under the influence of alcohol and/or drugs.

At no time will $client_name discriminate against or target any worker or individual.