7 Induction & Training

7.1.1 Site Induction Procedure

Responsibilities: All workers are responsible for actively participating in and completing the Site Induction and for following reasonable directions in respect of safety procedures whilst working at (“the Company”). The HSR / WHS Manager is responsible for:

• Maintaining and reviewing the Site Induction Procedure as required
• Ensuring all workers complete their Site Induction prior to commencement of work
• Informing and consulting with (“the Company”) owner/CEO regarding Site Inductions
• Maintaining worker induction records, including the Site Induction Checklist and the Site Induction Register

Managers / Supervisors are responsible for:

• Informing workers & others about the requirement to participate in and complete a Site Induction prior to commencement of work
• Ensuring that all people complete their Site Induction within the required timeframe.

At (“the Company”) the PCBU is responsible for ensuring that:

• There is an effective Site Induction procedure and system in place
• All workers are trained and familiar with the Site Induction procedure and complete their Site Induction as required by the procedure

• Review of the Site Induction procedure is conducted as required.

Procedure:

1. The inductee (new worker) will be informed that they are required to participate in and complete the Site Induction
2. Person Responsible will allocate a time and place for the site induction to be carried out, giving adequate notice to the new worker and in consultation with managers
3. Person Responsible works through the induction with the inductee, step by step, and ensures that all the necessary site inspection and information is provided during the induction
4. In consultation with the inductee, Person Responsible completes the Site Induction Checklist, as each part of the induction is successfully completed
5. The Site Induction checklist is given to the inductee to sign and a signed copy is provided to:
   1. The inductee (the worker)
   2. The Human Resources Manager
   3. The WHS Manager or HSR
6. Additional Site Induction will be provided if there are any changes to the work site that affect the health and safety of workers that requires new information / training to be given to workers
7. A refresher of the Site Induction will be provided if it becomes evident that the worker is unfamiliar with any aspects of the induction or if they are determined to be deliberately non-compliant with site safety procedures by the appropriate manager
8. A Site Induction Register is maintained by Person Responsible.

 

7.2 Training, Competency and Awareness Policy

Training is vital to assist workers to perform their work safely. (“the Company”) will arrange training, which covers health, welfare and safety issues related to tasks being performed, as well as training in the overall approach to health and safety taken by our organisation. Objective To provide training to all workers and contractors to ensure they have the skills and competencies to work in a manner that is safe and without risks to health. Policy (“the Company”) will:

• Conduct training needs analysis across the organisation
• Develop formal training needs and competencies for position requirements at all levels, including management
• Provide formal induction programs for new and transferred workers and contractors
• Use Registered Training Organisations (RTO) and appropriately accredited and approved courses/trainers
• Ensure training is competency based
• Record all training
• Review effectiveness of training
• Provide training for languages other than English and other relevant learning barriers.

Training will include:

• All health and safety policies and procedures for the organisation
• Licenses and competencies to perform tasks
• Specific hazards and risk controls
• Consultation and communication arrangements
• Incident reporting and corrective actions
• Emergency Response.

All managers and supervisors will be provided with additional training to ensure that they are aware of their responsibilities under the WHS Management System. This training includes legislative responsibilities for managers and supervisors, health, and safety representatives training plus training in the principles of risk management.

7.2.1 Training and Competency Procedure

Responsibilities: All workers are responsible for actively participating in and completing training and competency assessments (on-the-job, internal/external courses, formal qualifications, licenses) relevant to the performance of their position whilst working at (“the Company”). Managers / Supervisors are responsible for:

• Informing workers about the requirement to participate in and completion of training and competency assessment as per the normal requirements of their position
• Ensuring that all workers complete training and are assessed as being competent to perform their duties within the required timeframe
• Ensuring adequate allocation of time and resources for workers to complete training as required
• Assisting with the co-ordination of the training of workers they are responsible for with the HSR / WHS Manager.

The HSR / WHS Manager is responsible for:

• Sourcing training and licensing service provision from qualified and suitable training service providers and the co-ordination of timetabling of training delivery for workers
• Maintaining and reviewing the Training and Competency Procedure as required
• Ensuring all workers complete training and competency assessments as required
• Informing and consulting with (“the Company”) owner/CEO regarding worker training and competency as necessary
• Maintaining records required by legislation relating to worker training and competency, such as the Worker Training & Competency Register, the Plant Licence & Training Register for (“the Company”).

At (“the Company”) the PCBU is responsible for ensuring that:

• Provision of budget, resources, and time allocation to enable workers to undergo training and competency assessment in accordance with the requirements of the legislation
• There is an effective worker training & competency assessment procedure and system in place

• Review of the Training & Competency Procedure is conducted as required.

Procedure: (“the Company”) will:

• Conduct training needs analysis across the organisation
• Develop formal training needs and competencies for position requirements at all levels, including management
• Provide formal induction programs for new and transferred workers and contractors
• Record all completed Induction Training in the Site Induction Register
• Determine, assess & record the training & competency needs and levels of contractors
• Use Registered Training Organisations (RTO) and appropriately accredited and approved courses/trainers
• Ensure training is competency based
• Record all training in the Worker Training & Competency Register and the Plant Licence & Training Register as appropriate
• Utilise the High-Risk Work Licence Reference List for workers involved with High Risk Work
• Review effectiveness of training
• Provide training for languages other than English and other relevant learning barriers
• Provide managers and supervisors with additional training to ensure that they are aware of their duties & responsibilities under (“the Company”) WHS management system and the WHS legislation.

A refresher of Training or Re-Certification will be provided if it becomes evident that a worker is unfamiliar with any aspects of their training or if they are determined, via assessment & consultation, to be no longer competent to perform their job tasks by (“the Company”) owner/CEO.

8 Monitoring & Reviewing

8.1 Compliance Evaluation Policy

(“the Company”) is committed to the development and implementation of a WHS Management System and understands the importance of evaluating the WHS Management system to ensure it is effective. Objective (“the Company”) will establish an annual audit program to identify any areas for improvement and embrace any legal obligations that may arise from inspections undertaken by Regulatory bodies. Policy (“the Company”) will implement the following:

• In-house inspections as required
  • Pre-operational
  • Daily
  • Weekly
  • Monthly
  • 6 monthly
  • 12 monthly
• Routine maintenance programs
• Internal audits
• External audits
• Health Surveillance Monitoring where required
• Resourcing for Inspections by Regulatory bodies.

Audits to evaluate compliance will be undertaken in line with:

• Legal obligations
• WHS Act 2011 & WHS Regulations 2011
• (“the Company”) WHS policies and procedures
• AS/NZS 4801: Work Health and Safety Management Systems
• WHSAS 18001:2007 Work Health and Safety Management Systems Requirements

Results of audits/inspections will be analysed, corrective actions identified and rectified in a timely manner. Results of audits, inspections and any corrective actions will be communicated to workers and relevant contractors. Regular meetings will take place with Senior Management to report on progress of Corrective Actions and to identify trends/areas for improvement.

8.1.1 Document & Record Keeping Procedure

Responsibilities: All workers are responsible for being aware of, understanding and following the Document and Record Keeping Procedure when undertaking tasks involving workplace safety and the WHSMS whilst working at (“the Company”). Managers / Supervisors are responsible for:

• Informing workers and others about the requirement to appropriately record, store, and manage WHSMS information and documents in accordance with the Document and Record Keeping Procedure whilst working at (“the Company”).
• Ensuring that all people are adequately trained in how to access, record, store and manage WHSMS information and documents in the workplace.
• Ensuring that suitable tools and resources are available to all workers to enable readily accessible and effective document and record keeping occur.
• Maintaining and managing documentation and records required by WHS legislation relating to WHS and Worker’s Compensation.

At (“the Company”) the PCBU is responsible for ensuring that:

• There is an effective Document and Record Keeping Procedure along with associated tools and resources in place and that they meet WHS and Worker’s Compensation legislative requirements
• All workers are trained and familiar with, have access to, and follow the procedure required for aspects of document and record keeping for which they are personally responsible for while working at (“the Company”)
• That other persons who are impacted by WHS at (“the Company”), such as other PCBU’s and visitors, are included in or consulted about document and record keeping at (“the Company”) as required
• Review of the Document and Record Keeping Procedure is conducted as required.

Procedure:

1. Prior to creating new documents consider:
   1. Approval – workers should first determine if they are the most appropriate person to create or revise a WHS Management System (WHSMS) document and if they require approval to do so before proceeding
   2. The need for the document – purpose, legislative requirement, availability of existing document in the WHSMS that has the same / similar purpose & scope, consultation required
   3. The contents – scope, context, and technical content
   4. Compliance – legislative requirement, related notifications
   5. References – legislation, Codes of Practice, Australian Standards, relevant information.
2. Select the type of WHS documentation required – Policy, Procedure, Risk Assessment, Safe Work Method Statement, Safe Work Procedure, Safety Alert, Record, Register, Tools (forms, checklists, templates, guidelines) etc.
3. Creating new or revised documents:
   1. Use the standard format, content and templates that has been developed and approved
   2. Headings within templates are not to be removed and are required as a minimum when adding contents.
   3. Headers and footers are not to be removed
   4. Compulsory actions are to be indicated by the word “shall”
   5. Agreed text format should be used (font type and size)
   6. Documents in Draft form are to be clearly identified
   7. Version numbers and the date of issue are to be identified on the document
   8. The naming protocol should be determined prior to development and should follow the existing WHSMS naming protocols
4. WHSMS documents are to be saved and edited as agreed
5. Approval and Authorisation – documents are to be submitted to Person Responsible for consultation, approval, and authorisation.
6. Notification:
   1. Workers will be notified of changes and additions to WHSMS documentation in accordance with the Consultation arrangements at (“the Company”)
   2. The appropriate WHS Manager/HSR will maintain a record of all notifications.
   3. It is the responsibility of managers and supervisors to ensure all workers are informed of the changes and additions to WHSMS documentation
7. Accessibility:
   1. Documentation shall be available to workers electronically and/or in hard copy at all work locations. If documentation is supplied in electronic form, all workers are appropriately trained and are readily able to access the documentation
   2. Workers who have been provided with a hard copy of documentation are responsible to ensure it is up to date and is not damaged so as to make reading or using the documents difficult
   3. A back-up system for both electronic and hard copy documentation is in place
8. Superseded documents are to be removed from the WHSMS and stored in (“the Company”) archives
9. Notifiable Documentation and records – are submitted to appropriate Authorities as and when required and within the necessary timelines.

 

8.1.2 External Auditing Procedure

Responsibilities: All workers are responsible for participating in and co-operating with External Audits when required by the WHS Manager / HSR in respect of being interviewed and providing information as required. Managers / Supervisors are responsible for:

• Informing workers & others about the requirement to participate and cooperate with the audit process as required. Consulting with workers about audits
• Ensuring that workers are made available for participation in audits when required
• Liaison with the auditor and the WHS Manager / HSR to ensure the smooth conduct of audits
• Participating in and co-operating with the audit process as required. Attending audit meetings
• Assisting with implementation of Corrective Actions and follow ups as required.

The WHS Manager/HSR is responsible for:

• Maintaining and reviewing the External Auditing Procedure as required
• Appointment of suitably qualified External Auditors, negotiating the Terms of Engagement and determining the Scope of the External Audit with the proposed auditor, in consultation with the PCBU
• Ensuring that appropriate Audit documentation is available and used to conduct the External Audit
• Assisting managers, supervisors, and workers to participate in audits and/or Corrective Actions when required
• Informing and consulting with (“the Company”) owner/CEO regarding the audit process, in particular, the scheduling of audits, audit outcomes, and the address of Corrective Actions
• Coordinating the completion of corrective actions and follow up meetings and audits as required
• Maintaining adequate records in respect of all External Audits.

At (“the Company”) the PCBU is responsible for ensuring that:

• (“the Company”) carries out External Audits as per legislative requirements
• There is an effective External Auditing Procedure and supportive mechanisms in place
• The auditors who are engaged to coordinate, conduct and document Audits are adequately trained and qualified to undertake such tasks
• All workers who are required to appoint, liaison with and assist auditors are trained and familiar with the External Auditing Procedure

• Review of the External Auditing Procedure is conducted as required.

Procedure:

1. 1. The WHS Manager/HSR determines the need for an External audit and submits information and recommendations to the PCBU, for approval of an External Audit to proceed
   2. Upon approval to proceed, the WHS Manager / HSR:
      1. Determines the nature and scope of the audit
      2. Investigates a suitable experienced and qualified Auditor
      3. Negotiates the Terms of Engagement of the Audit
      4. Engages the Auditor
   3. The WHS Manager/HSR will consult with relevant Managers and workers to schedule in the audits and to arrange for workers to be allocated time to participate in the audit process as required.

1. Information will be collected via:
   1. Interviews:

1. Interviews of a cross section of workers including managers, supervisors, team members
2. Interviews will be conducted in a manner that provides individuals to provide information without being influenced by other team members, supervisors or managers

1. 1. Observation of Activities:

1. This may involve taking photographs for inclusion in audit reports

1. 1. Review of documents

1. Including Workers’ Compensation records, Incident / Hazard Reports & Register

1. Information gathered during audit will be categorised into levels of compliance:
   1. Compliant – minimum requirement met
   2. Non-Compliant – legislative requirement is NOT met, corrective action required
   3. Unknown – lack of evidence or information to enable verification during the audit
   4. Not Applicable – not applicable for this workplace / task
2. Information and evidence collected during the audit will be documented in a detailed External Audit Checklist and Summary Report by the auditor
3. Notes from interviews and original photographs will be kept with the External Audit Summary Report as evidence collected by the auditor
4. The External Audit Checklist and Summary Report will be submitted to the WHS Manager/ CEO inclusive of a list of Recommended Corrective Actions for the management to address
5. Follow up meetings between the WHS Manager/CEO will occur to ensure the Corrective Actions are completed in a suitable timeframe.

Note: Should any evidence collected during the External Audit suggest an extreme risk exists, this information must be communicated directly to WHS Manager/CEO immediately. Work tasks involving the identified extreme risk must stop until effective control measures have been implemented.

8.1.3 Internal Auditing Procedure

Responsibilities: All workers are responsible for participating in and co-operating with Internal Audits when required by the WHS Manager / HSR, in respect to being interviewed and providing information as required. Managers / Supervisors are responsible for:

• Informing workers and others about the requirement to participate and cooperate with the audit process as required. Consulting with workers about audits
• Ensuring that workers are made available for participation in audits when required
• Liaison with the auditor and WHS Manager / HSR to ensure the smooth conduct of audits
• Participating in and co-operating with the audit process as required. Attending audit meetings
• Assisting with implementation of Corrective Actions and follow-ups as required.

The HSR / WHS Manager is responsible for:

• Maintaining and reviewing the Internal Auditing Procedure as required
• Conducting Internal Audits including response to Corrective Actions as identified during the audit process
• Assisting managers, supervisors, and workers to participate in audits and/or Corrective Actions when required
• Informing and consulting with (“the Company”) owner/CEO regarding audits, in particular the scheduling of audits, audit outcomes, and the address of Corrective Actions
• Maintaining adequate records in respect of all Internal Audits.

At (“the Company”) the PCBU is responsible for ensuring that:

• (“the Company”) carries out adequate and regular Internal Audits as per legislative requirements
• There is an effective Internal Auditing Procedure and supportive mechanisms in place
• The workers who are required to coordinate, conduct and document Audits are adequately trained and qualified to undertake such tasks
• All workers who are required to conduct and/or participate in audits are trained and familiar with the internal Auditing Procedure

• Review of the Internal Auditing Procedure is conducted as required.

Procedure:

1. The WHS Manager / HSR conducts an Internal Audit at (time of year / intervals)
2. The WHS Manager / HSR must be suitably trained and experienced in the conduct of WHS audits
3. The Internal Audit will include Desk Top Audits and Site Audits
4. At least one (1) Internal Audit will be conducted annually
5. The WHS Manager / HSR will consult with relevant Managers and workers to schedule in the audits and to arrange for workers to be allocated time to participate in the audit process as required
6. Information will be collected via:
   1. Interviews:

1. Interview of a cross section of workers including managers, supervisors, team members
2. Interview will be conducted in a manner that provides individuals to provide information without being influenced by other team members, supervisors, or managers

1. 1. Observation of Activities:

1. This may involve taking photographs for inclusion in audit reports

1. 1. Review of documents

1. Including Workers’ Compensation records, Incident / Hazard Reports & Registers

1. Information gathered during audit will be categorised into levels of compliance:
   1. Compliant – minimum requirement met
   2. Non-Compliant – legislative requirement is NOT met, corrective action required
   3. Unknown – lack of evidence or information to enable verification during the audit
   4. Not Applicable – not applicable for this workplace / task
2. The auditor will document information and evidence collected during the audit in an Internal Audit Report.
3. Notes from interview and original photographs will be kept with the Internal Audit Report as evidence collected by the auditor.
4. The Internal Audit Report will be submitted to the WHS Manager/CEO inclusive of a list of Recommended Corrective Actions for management to address.
5. Follow up meetings between the WHS Manager/CEO will occur to ensure the Corrective Actions are completed in a suitable timeframe.

Note: Should any evidence collected during the Internal Audit suggest an extreme risk exists, this information must be communicated directly to WHS Manager/CEO immediately. Work tasks involving the identified extreme risk must stop until effective control measures have been implemented.

8.2 Legislative Change Policy

(“the Company”) is committed to providing a safe and healthy workplace for workers, contractors and visitors that embraces opportunities to improve knowledge about new legislation and best practice solutions. Objective (“the Company”) will proactively seek out advice, education, and industrial knowledge to foster continual improvement in WHS systems and updates of relevant legislation. Policy (“the Company”) will endeavour to manage legislative change by:

• Assigning responsibilities for researching legislative changes with State and Federal Authorities
• Participate in learning opportunities such as information sessions provided by Industry Stakeholder Groups, Unions, and relevant Authorities
• Seek advice from suitably qualified persons where required (such as Work Consultants)
• Attending conferences, trade shows etc. where possible
• Ensuring refresher training is undertaken where required
• Liaising with local Authorities as required.

 

8.3 Management Review Policy

(“the Company”) recognises the importance of reviewing the adequacy and effectiveness of the WHS Management System and objectives to identify opportunities for improvement. Objective Establish a Management Committee to review the WHS Management System and identify areas for improvement. Policy Management meetings will be held at regular intervals and will include the following agenda items:

• Review of internal and external audit results, inspection, and other compliance programs
• Evaluation of legal compliance issues
• Results of participation and consultation from all levels – management, workers, and contractors
• Performance evaluation of the WHS management system and objectives
• Status of incident reports, investigations, corrective and preventive actions
• Communication from interested parties, complaints – action taken status and suggestions
• Management of change
• Corrective Actions, Accountability and Timeframes
• Follow-up on previous management reviews.

Meeting intervals/timeframes will be determined on a risk basis. Meeting minutes will be recorded and results of these will be provided to Senior Management/ Directors/ Board Members.

8.4 Records and Document Management Policy

(“the Company”) is committed to the provision of a written WHS management system and keeping records that meet legislative requirements. Objective To provide direction for the implementation of WHS document and record control at (“the Company”) to ensure all legislative requirements are met and that all persons are using the latest WHS documentation. Policy (“the Company”) will establish the following for the generation and management of WHS documents and records:

• Create an administration system (such as TRIM files) to contain documents
• Create a record control register to capture the following information:

• • TRIM (or other file system) number
  • Document number
  • Document title
  • Initial issue date
  • Current version number
  • Current version issue date
  • Next review date
  • Responsible officer.

All printed documents are considered uncontrolled. The documents are to be approved by the Managing Director and only nominated people shall have the authority to create and modify documents. External documents such as Law Guides, Standards and Legislation are controlled through subscription to on-line databases, which maintain up-to date versions of all documents. Health and safety records are controlled in accordance legislative requirements. Nominated persons shall have responsibility for holding, storing, retaining and disposition of WHS related records. (“the Company”) will ensure records are kept in line with specific legislative requirements for health monitoring data, injury records, Risk Assessments, Safe Work Method Statements, Notifiable Incidents, and other specified matters. Records will be kept for the required timeframe and will be accessible for review by Regulatory bodies and/or Health and Safety Representatives as appropriate.

9 Plant, Equipment & Structures

9.1 Personal Protective Equipment (PPE) Policy

The purpose of PPE is to protect the workers of (“the Company”) from exposure to workplace hazards. (“the Company”) will provide workers with suitable PPE for the site or where required for certain tasks at no cost to the worker. PPE is not a substitute for more effective controls, and it will only be considered when other means of protection are not reasonably practicable. Objective (“the Company”) will endeavour to provide protection from workplace hazards by developing a system to manage the selection, use and maintenance of PPE where required. Policy (“the Company”) will:

• Ensure PPE is suitable with regard to:
  • Nature of the work
  • Hazards associated with work
  • Suitable size and fit
  • Reasonably comfortable to wear for type of task and intended duration of task
  • Maintained, repaired, and replace to ensure it remains effective in minimising risk to workers
• Select quality PPE to meet legislative requirements and relevant Australian Standards
• Provide training, guidance, and assistance to supervisors and workers on the proper selection, use, care, and cleaning of approved PPE
• Develop and make accessible, instructions for selection, use, maintenance, cleaning of PPE
• Clearly designate areas where PPE is required and display signs
• Periodically re-evaluate the suitability of previously selected PPE
• Develop a system to inspect PPE to ensure it is clean, hygienic and in good working order
• Conduct inspection and checks as required to ensure PPE is being used by workers
• Review, update, and conduct PPE suitability assessments whenever
  • A job changes
  • New equipment is used
  • There has been an incident
  • A supervisor, worker or Health and Safety Representative requests it
  • Or at least every year
• Maintain records on PPE assignments and training.

Workers of (“the Company”) are required to wear PPE as instructed, not misuse, or deliberately damage PPE, and inform management of any damage, defect or contamination of PPE that may render the PPE unusable.

9.2 Plant and Equipment Policy

(“the Company”) recognises its responsibility to provide and maintain a safe workplace, including the identification of hazards and control of risks associated with plant. Objective (“the Company”) will take a consultative approach to ensure risks associated with plant, whether owned, leased or hired, are eliminated or reduced as far as practicable, and injuries to workers (including contractors and workers of contractors), and visitors are minimised. Policy (“the Company”) will endeavour to prevent injury and eliminate hazards associated with plant by ensuring:

• No plant is bought onto site and commissioned unless health and safety risks are controlled
• Plant is installed/commissioned by suitably qualified persons and risks during these activities are monitored
• Plant is used only for its designed purpose unless an assessment has been carried out by a suitably qualified person for any other proposed use
• Plant complies with WHS legislative requirements for guarding, operator controls, cleaning, maintenance and testing and other requirements as required
• A documented system is developed and implemented to identify hazards, conduct risk assessments where required, and select suitable controls for installation, commission, use, cleaning/maintenance, and decommission/dismantling. Risk controls will be selected following a hierarchy of control:
  • Elimination
  • Substitution
  • Engineering Controls
  • Isolation
  • Administrative Controls
  • Safe work procedures
• Adequate training, information, instruction, and supervision as required
• All persons obtain Licences to Perform High Risk Tasks where required
• Risk controls are reviewed whenever:
  • Control is no longer effective
  • Before any change likely to introduce new or different hazards that current controls will not adequately address
  • A new hazard or risk is identified
  • Results of consultation indicate a review is needed
  • Where requested by workers or Health and Safety Representative
  • As per manufacturer’s instructions.

 

9.2.1 Management of Plant & Equipment Procedure

Responsibilities: Workers who are required to use, operate, and /or maintain plant and equipment must ensure they follow the steps listed below and, as required, to follow those instructions at all times. Workers will be provided with information and training to enable them to comply with the procedure. Managers / Supervisors are responsible to ensure that the Management of Plant and Equipment Procedure is implemented within their department, that all workers are familiar with the procedure, and that the procedure is followed. The CEO or General Manager is responsible to ensure there is a safe system in place for all aspects of the management of plant and equipment which meets both the purpose of this procedure and the requirements of WHS legislation. Procedure:

• Acquisition:

• • Follow (“the Company”) Purchasing Procedure for the acquisition of all plant and equipment.

• Licensing and Certification:

• • Determine the Certification requirements of plant and equipment, and Licencing requirements for operators, as required by the relevant Authorities. This must be done prior first use at (“the Company”).

• Worker Training and Qualification – Plant requiring Certification:

• • Ensure that workers who will be responsible for the management, operation, use, maintenance and disposal of plant and equipment that requires Certification hold current operator’s licenses and are fully trained and competent as required by the relevant Authorities.

• Worker Training – Equipment not requiring Certification:

• • Workers must be trained to safely operate the equipment by a person who is suitably competent / experienced in its operation.
  • If an experienced person is not available, the worker’s manager must ensure the manufacturer’s operating instructions are available, read and understood by the worker before operation commences.
  • A Safe Work Procedure shall be explained and demonstrated during training, including any Risk Assessment for the equipment.
  • The workers must be able to demonstrate the safe operation of the equipment under supervision before being allowed to operate the equipment unsupervised.

• Maintenance and Pre-start check:

• • Before any plant or equipment is cleaned, serviced, repaired, or modified appropriate control measures, including engineering controls where applicable, must be implemented to prevent accidental or deliberate operation. For example: isolation from electricity, removal of keys, lock out and tag etc.
  • Pre- operational checks must be conducted on all plant prior to use. These may be daily, weekly, monthly, 6 monthly and annual checks as recommended by the manufacturer.
  • All plant and equipment will be stored, cleaned, serviced, repaired, and maintained as per the manufacturer’s recommendations.

• Return of plant or equipment to service:

• • A record of any inspection, maintenance, repair, or alteration to plant is to be made on the Plant & Equipment Register
  • A qualified person is to verify and approve that the plant or equipment is safe for use, prior to it being used again after having been taken out of service
  • If plant or equipment has been locked out or tagged, the qualified person will re-commission the plant or equipment and advise workers that it is back in service and is safe to use.

• Testing and Tagging:

• • Plant will be inspected / checked by an Authorised Person and will have inspection tags / labels placed on them as required by the relevant Authority
  • Equipment will undergo regular checks to ensure it is fully functional and safe to use
  • Plant or equipment that fails testing, or is found to be unsafe, damaged, will be removed from service and will be locked out / tagged as appropriate
  • Records shall be kept of all testing and tagging of plant and equipment.

• Operation:

• • All plant and equipment must be used or operated as per the manufacturer’s recommendations
  • Workers will follow the guidance provided in Safe Work Method Statements, Safe Work Procedures, Risk Assessments and as outlined by on-the job training and/or supervision as required when using or operating plant and equipment
  • Under no circumstances is faulty or damaged plant or equipment to be used.

• Disposal:

• • Before disposal plant and equipment may need to be rendered inoperable, or de-commissioned to leave it safe for disposal. This may be required to prevent the potential of injury to persons and pollution or damage to the environment during or after disposal
  • All plant and equipment that is to be disposed of must be disposed of in an environmentally suitable manner and in accordance with Local Authority requirements.

 

9.3 Purchasing Policy

The most effective way of reducing risks to health and safety in the workplace is through elimination. (“the Company”) is committed to eliminating hazards before they are introduced into the workplace by the implementation of a WHS purchasing policy. Objective (“the Company”) will ensure suitable consideration is given when purchasing equipment, materials, facilities, or chemicals which may have an adverse impact on health and safety. Policy (“the Company”) will implement a purchasing policy that incorporates the following:

• Specific guidelines for any person who purchases, leases, or hires goods and services
• Training provided for any person responsible for the above
• Consideration of the following:

• • Consultation
  • Specify WHS requirements with supplier before purchasing
  • Determine WHS risks
  • Conduct risk assessments
  • Obtain WHS information, manuals, instructions, design specifications
  • Compliance with legislation, Australian Standards etc.
  • Worker capability/training/licensing requirements
  • Appropriate risk control strategies in place for use, transport, and storage
  • Choosing best practice/least hazardous options
  • Review purchased item prior to accepting admission into workplace
  • Adequate documentation/records are kept
  • Documentation for the hiring of contractors or labour hire workers must include reference to site specific WHS risk, provision for WHS inductions, and records for the review of WHS performance

 

9.3.1 Purchasing Procedure

Responsibilities: Workers who are required to acquire equipment, materials or chemicals must ensure they follow the steps listed below and, as required, to follow those instructions at all times. Workers must be provided with information and training to enable them to comply with this procedure. Managers / Supervisors are responsible to ensure that the Purchasing Procedure is implemented within their department, that all staff are familiar with the procedure, and that the procedure is followed. The WHS Manager/CEO is responsible to ensure there is a safe system in place for the purchase, acquisition and procurement of equipment, materials and chemicals which meets both the purpose of this procedure and the requirements of WHS legislation. Procedure:

1. Determine need for item to be purchased and the potential supplier/s
2. Gather information about the item in respect of safety (use, storage, and disposal) including potential hazards or risks. Information can be obtained from: Codes of Practice, Safety Data Sheets, Operational Manuals, Safe Work Procedures, Australian Standards, Industry Standards, suppliers, manufacturers etc.
3. Use information to determine if there are any associated hazards or risks for the item
4. Conduct a formal Risk Assessment if appropriate
5. Submit all information regarding the purchase of the item, including any Risk Assessment to the WHS Manager/HSR
6. The WHS Manager/HSR assesses the information and determines if the purchase will proceed or not
7. If purchase is not approved to proceed – investigate an alternative item which is less hazardous, and/or seek further information as to what would be required for safe acquisition of the item
8. If purchase is proceeding – attempts to eliminate any new hazards from being introduced into the workplace should be attempted prior to supply. Where this is not possible, risk control measures shall be determined and implemented to minimise the risk of injury or illness.

All staff who are required to use, store, handle the item must be trained in the safe use of the item, ensuring they are aware of the hazards and risks associated with the item. This must be completed prior to first use of the item, and with supervision as required.

10 Risk Management

10.1 Contractor Management Policy

All contractors, sub-contractors and workers of contractors, engaged to perform work on (“the Company”) premises or other nominated locations, are required to comply with relevant Legislation, Standards, Codes of Practice, (“the Company”) ’s health and safety policies, procedures and programs and to maintain current public liability and workers compensation insurance. Objective To incorporate WHS requirements into every stage of contractor selection, approval, work processes and completion. Policy (“the Company”) will allocate responsibilities as follows:

• (“the Company”) Contract Managers:
  • Review WHS considerations for job
  • Review contract to ensure WHS requirements are met, including any additional controls
• (“the Company”) Site Management:
  • Induction for contractors
  • Permits to work
  • Licenses, competencies
  • Safe Work Method Statements
  • Hazard identification, risk assessments and risk controls
  • Supervision
• Contractor:
  • Evidence of WHS management system in place
  • Evidence of licenses, training, and competency to perform work
  • Development and implementation of Safe Work Method Statements and hazard identification, risk assessments and risk controls
  • Compliance with above
  • Compliance with WHS legislation, site rules and participate in government inspections where required
  • Participate in site WHS/toolbox meetings and site consultative arrangements.

 

10.1.1 Contractor Management Procedure

Responsibilities: (“the Company”) Contract Managers:

• Review WHS considerations for job
• Review contract to ensure WHS requirements are met
• Provide contractors with (“the Company”) WHS Management Plan and access to all relevant documentation and systems to enable them to operate safely during the project.

(“the Company”) Site Management:

• Induction for contractors
• Permits to work, Licences, competencies
• Safe Work Method Statements, hazard identification, risk assessments and risk controls
• Supervision
• Complete a Contractor Evaluation Form and ensure contractor requirements have been met
• Periodically conduct spot inspections and complete a Spot Inspection Form.

Contractor/ Sub Contractor/Workers of Contractor:

• Provide evidence of WHS management system in place, before commencement of work
• Provide evidence of licenses, training, and competency to perform work
• Development and implementation of Safe Work Method Statements and hazard identification, risk assessments and risk controls
• Compliance with above
• Compliance with WHS legislation, site rules and participate internal or external inspections and investigations where required
• Participate in site WHS/toolbox meetings and site consultative arrangements.

Procedure: Prior to the allocation of contracts, prospective Contractors must supply:

• Copies of relevant permits, licences, certificates
• Public liability insurance information and other insurances as relevant
• Safe Work Method Statements or documented safety instructions for intended tasks
• Evidence of an adequate WHS Management System in place and job ready.

On award of contract:

• Copies of site-specific Safe Work Method Statements, Risk Assessments, and other documented safety information relevant to the project
• SWMS must meet the criteria outlined in the SWMS Checklist
• Relevant training records for any person working onsite (e.g. General Construction Induction Cards)
• Evidence of the method of supervision for all workers
• Existing health and safety consultative arrangements (including any existing work groups, elected HSR’s and Deputy HSR’s)
• Contact numbers for management representatives.

During project work all Contractors, Subcontractors and their workers must:

• Follow site safety rules
• Follow traffic management plans for site
• Follow site-specific SWMS and Safe Work Procedures
• Ensure all activities performed are in line with WHS legislation
• Conduct their work in a manner that does not put others at risk from their action or inactions
• Participate in consultative arrangements and inform others of potential WHS hazards that may arise from their activities
• Cooperate with spot checks and internal or external inspections and / or investigations
• Report any near-miss, injury or illness that occurs as part of the project
• Not bring any items onto site that are not maintained adequately or are unsafe in any way
• Complete all documentation as and when required
• Treat all shared amenities with respect
• Behave in an appropriate manner at all times when on the work site, being aware that (“the Company”) has a ZERO tolerance policy for Workplace Bullying, Harassment and Discrimination.

 

10.2 Environmental Policy

Aim (“the Company”) is committed to conducting our business in an environmentally aware and responsible manner. We seek the co-operation of our workers and business partners in ensuring our organisational practices are conducted with minimal environmental impact. Objective To work with workers, visitors, and business partners to achieve compatibility between economic development and the maintenance of the environment to minimise harm. Policy (“the Company”) will endeavour to minimise impact on the following:

• Atmospheric emissions
• Site contamination and spills
• Noise Emission
• Damage to flora and fauna
• Storm water management
• Unnecessary energy consumption.

To fulfil this commitment, (“the Company”), will observe all environment laws and promote environmental awareness among all workers to increase understanding of environmental matters. (“the Company”) will actively take part in the following:

• Assess Eco-footprint to identify environmental impacts and move towards more sustainable practices
• Identify waste streams and options for effective waste management
• Improve purchasing (buy recycled materials, reduce waste, use less harmful/volatile chemicals)
• Improve storage (reduce quantity, waste, and spills, reduce odours by keeping containers closed)
• Conserve energy (eco-friendly lights, turn lights off, emergency efficient equipment, greener fuel sources – such as LPG and methane)
• Conserve water (install water saving accessories, repair leaks)
• Preserve waterways (clearly mark and protect storm water drains)
• Emergency planning and spill response
• Seek appropriate licenses/permits from State Environmental Protection Agencies and other relevant Authorities
• Improve education/awareness
• Notify relevant authority in the event of a major environmental impact.

 

10.3 Objectives and Targets Policy

(“the Company”) is dedicated to providing a workplace that is free of injury and illness and promotes a culture of safety first. Therefore, is committed to making WHS an integral part of decision making in all operations. (“the Company”) will measure objectives based on the following:

• Reduction in Lost Time Injury rate annually
• Reduction in Lost Time Injury – average days lost
• Inspections/audits competed within specified timeframes
• Corrective Actions completed within specified timeframes
• Legislative Requirements met
• Emergency Management Plan practices undertaken within specified timeframes
• Worker satisfaction survey
• Review of consultative arrangements.

Performance targets will be set specific to the workplace and incorporated into Position Descriptions and Performance Evaluation for individuals and organisation.

10.4 Risk Management Policy

Risk is inherent in all (“the Company”) functions. All personnel are responsible for managing the risks that relate to their particular area of work. Risks should be managed in a way that derives the best outcomes for (“the Company”) and its stakeholders. Objective To embed principles of effective risk management into existing practices all levels of the organisation. Policy The following structure for risk management will apply:

• Where specific Regulations require certain controls, (“the Company”) will ensure compliance with those matters

In consultation with relevant persons (including Duty Holders/Contractors):

• Hazard Identification:
  • Identify reasonably foreseeable hazards that may pose risks to health and safety
• Manage risk
  • Where risk cannot be eliminated, it will be minimised so far as is reasonably practicable
• Evaluate risks where required
  • Compare estimated levels of risk against pre-established criteria (such as a risk matrix) and consider the balance between potential benefits and adverse outcomes
• Implement risk controls
  • Selection of controls will follow a hierarchy:
    • Substitution with less hazardous options
    • Isolate persons from the hazards
    • Use of engineering controls
  • Where risk still remains:
    • Implement administrative controls
  • Where risk still remains:
    • Use of Personal Protective Equipment
  • Any one or combination of these controls will be used as appropriate.
• All controls must be fit for purpose, suitable for the nature and duration of task and installed, set-up and used correctly
• Risk controls will be reviewed whenever:
  • Control is no longer effective
  • Before any change likely to introduce new or different hazards that current controls will not adequately address
  • A new hazard or risk is identified
  • Results of consultation indicate a review is needed
  • Where requested by workers or Health and Safety Representative.

 

10.4.1 Risk Management Procedure

Responsibilities: All workers are responsible for working safely and for following reasonable directions in respect of the WHS Risk Management Procedure and associated mechanisms whilst working at (“the Company”). Managers / Supervisors are responsible for:

• Informing workers & others about the requirement to actively participate in risk management strategies and to follow risk management policies and procedures whilst working at (“the Company”)
• Ensuring that all people are adequately trained in how to participate in risk management activities in the workplace
• Maintaining records required by WHS legislation relating to risk management.

At (“the Company”) the PCBU is responsible for ensuring that:

• There is an effective Risk Management Procedure and associated mechanisms in place and that they meet WHS and Worker’s Compensation legislative requirements
• All workers are trained and familiar with, have access to, and participate in Risk Management policies, procedures and activities while working at (“the Company”)
• Those other persons who are impacted by WHS at (“the Company”), such as other PCBUs, self-employed persons and visitors, are included in risk management strategies as required

• Review of the Risk Management Procedure is conducted as required.

Procedure: (“the Company”) has implemented a step-by-step mechanism to provide the required system and tools to ensure effective risk management in the workplace. As follows:

1. Communication – the Consultation Policy and procedure is in place to enable risk management to be implemented in a systematic and effective manner, involving all people impacted by WHS at (“the Company”). Effective consultation and planning are important during every phase of the Risk Management Procedure and associated activities
2. Hazards are identified and reported via the following:
   1. Consultation – WHS Meetings, Health & Safety Representatives, briefings, direct discussions
   2. Workplace inspections
   3. Audits – internal & external (photos, observations, checklists, reports)
   4. Reporting – Incident Forms & Incident Register, Hazard Report Form, Hazardous chemicals/DG Register etc.
   5. Research – information is gathered and interpreted from State & Local Authorities, Manufacturers, Suppliers, Industry groups, other PCBU’s & workers
3. Risk Assessment – site specific, task specific, chemical Risk Assessments are conducted as required by suitably trained and experienced workers
4. Actions Prioritised – once risk levels have been assessed, a list of action priorities is determined
5. Risk Control – identified hazards are systematically eliminated or reduced by implementing practical control measures. A Hierarchy of Controls is used
6. Monitor & Review – regular checks are carried out to ensure that suitable control measures have been implemented, that they continue to be adequate, and that no new hazards have been introduced into the workplace either by implemented control actions or by changes to the workplace.
7. Documentation – all risk management activities conducted and the outcome of those activities, in particular, those outlined in this procedure, are fully documented and records maintained.

It is important that workers continue to look for hazards in the workplace at all times, not just during risk management activities. All hazards that cannot be eliminated immediately must be reported to the Person Responsible using the Hazard Reporting Procedure. The potential for the introduction of new hazards in the workplace should be considered when planning or changing work tasks, equipment etc. in the workplace.

10.5 Roles, Responsibilities and Accountabilities Policy

Successfully managing health and safety in the workplace relies on commitment, consultation, and co-operation. Everyone in the workplace needs to understand the need for health and safety, what their role is in making the workplace safer, and how they can fulfill their responsibilities and duties. Policy (“the Company”) allocates the following responsibilities: PCBU – Officer (Board Member, Managing Director or other):

• Approval of WHS documentation
• Communication of WHS policies and objectives
• WHS Leadership
• Allocating sufficient WHS resources
• Reviewing WHS performance
• Providing direction for increasing WHS performance
• Establishing and promoting a WHS culture
• Legal obligations to provide and maintain a safe workplace.

PCBU – Management:

• Integration of WHS into all decision making
• Consult with workers and other duty holders/contractors
• Plan, develop, implement, monitor and review WHS policies and programs
• Control risks
• Support WHS Committees
• Provide WHS Communication
• Discuss WHS at toolbox meetings
• Identify training needs and enable training as required
• Reporting and recording
• Liaise with relevant Regulatory Authorities
• Legal obligations to provide and maintain a safe workplace.

All workers:

• Comply with WHS policies, procedures, and programs
• Work in a manner that is safe and does not create risks to themselves or others
• Report and assist to rectify hazards
• Participate in consultative arrangements
• Legal obligations to not endanger others by their acts or omissions.

WHS Committees:

• Develop, monitor and review WHS policies and procedures
• Monitor and report on WHS performance
• Monitor changes in legislation
• Review Corrective Actions
• Provide WHS information to workers.

 

10.6 Work Health and Safety Policy

(“the Company”) recognises its moral and legal responsibility to provide a safe and healthy work environment for workers (including contractors and workers of contractors), clients and visitors to site. This commitment extends to ensuring that operations do not place the local community at risk of injury, illness, or property damage. Our WHS objective is to actively work towards elimination of injuries and fatalities. Our target is to have an (insert percentage) annual reduction of all injuries and incidents. Responsibilities Management are committed to:

• Integrating WHS into all aspects of (“the Company”) operations
• Doing everything reasonably practicable to ensure the health, welfare, and safety of its workers while they are at work
• Compliance with legislative requirements, current industry WHS standards and co-operation with Regulatory bodies, as far as is reasonably practicable
• Identifying any hazards in the workplace that may be a risk to health and safety and eliminating or controlling those hazards
• Exceeding legislative requirements and aiming for best practice systems of work
• Measurable targets to ensure continued improvement reflected in accountability/key performance indicators at all levels
• Provision and maintenance of a work environment that is safe and without risks to health
• Consultation with workers and other parties to improve decision-making on WHS and environmental matters
• Development, implementation, and review of written safe work procedures
• Distribution and communication of safety information and safe work procedures
• Information, training and supervision to workers contractors, clients, and visitors to ensure safety
• Support and assist workers in effective injury management and rehabilitation
• Review and assessment of WHS policies.

Workers are expected to:

• Take reasonable care for the health and safety of themselves and others at work
• Cooperate with (“the Company”) to enable compliance with WHS legal obligations
• Participate in consultative arrangements
• Assist management to meet WHS targets/key performance indicators
• Participate in return to work programs
• Comply with all reasonable instructions from managers in relation to health and safety issues at work
• Ensure that they know how to use equipment safely and that they use all equipment in a correct manner.

 

11 Managing the work environment and facilities

11.1 Introduction

11.1.1 Managing risks associated with the work environment and facilities

This Code provides guidance on how to manage the risks associated with the work environment and facilities in the workplace using the following systematic process:

• Identify hazards—find out what could cause harm.
• Assess risks, if necessary—understand the nature of the harm that could be caused by the hazard, how serious the harm could be and the likelihood of it happening. This step may not be necessary if you are dealing with a known risk with known controls.
• Control risks—implement the most effective control measures that are reasonably practicable in the circumstances in accordance with the hierarchy of control measures, and ensure they remain effective over time.
• Review control measures to ensure they are working as planned.

11.1.2 Monitoring and maintaining the work environment and facilities

PCBUs must monitor the conditions of the work environment, including facilities, to ensure the health and safety of workers. The conditions of the workplace should be monitored on a regular basis, particularly when there are changes to the type of work being done or to the workforce composition. The work environment must be maintained so that it remains in a clean and safe condition. Broken or damaged furniture, fixtures, and fittings, including chairs, plumbing, air-conditioning, and lighting should be replaced or repaired promptly. Facilities must be clean, safe, accessible and in good working order. Consumable items, including soap and toilet paper, should be replenished regularly. Workplaces and facilities should be cleaned regularly taking into account the type of work performed, the likelihood of contamination, the number of workers using them, including during shift work, and the type of facility, such as eating areas, toilets, handbasins and showers. Appendix A may be used as a checklist to help review the work environment and facilities provided to workers.

11.2 The work environment

As a person conducting a business or undertaking (PCBU) you must ensure, so far as is reasonably practicable, that:

• the layout of the workplace allows, and is maintained to allow, persons to enter and exit the workplace and move within it safely, both under normal working conditions and in an emergency
• work areas have space for work to be carried out safely
• floors and other surfaces are designed, installed, and maintained to allow work to be carried out safely
• lighting enables each worker to carry out work safely, persons to move around safely and safe evacuation in an emergency
• ventilation enables workers to carry out their work without risk to their health and safety
• workers exposed to extremes of heat or cold are able to carry out work without risk to their health and safety, and
• work in relation to or near essential services (such as gas, electricity, water, sewerage, and telecommunications) does not affect the health and safety of persons at the workplace.

11.2.1 Entry and exit

The means of entry and exit to and from the workplace must be safe. This must include ensuring that workers with special needs or disabilities can safely enter and leave the workplace. Entries and exits should be slip-resistant under wet and dry conditions. Aisles and walkways should be at least 600 mm wide and kept free of furniture or other obstructions at all times. Where it is necessary to clearly define entry and exit routes, the boundaries of the route should be marked by a permanent line of white, yellow, or other contrasting colour at least 50 mm wide or by glowing markers. Entry and exit routes, stairs and walkways should be adequately lit. Separate entries and exits for mobile equipment, for example forklifts or trucks and pedestrians, should be provided to minimise the risk of persons being hit by moving vehicles. If people and vehicles have to share a traffic route, use kerbs, barriers or clear markings to designate a safe walkway. Doors and gates should be fitted with safety devices if necessary, such as a traffic sensor system in a warehouse environment. Doors on main traffic routes should have a transparent viewing panel unless they are fire-rated doors. Power-operated doors and gates should have safety features to prevent people being struck or trapped. Upward-opening doors or gates should be fitted with an effective device, such as counterbalance springs or ratchet devices, to prevent them falling back. The location of exits should be clearly marked, and signs should be posted to show the direction to exit doors to aid emergency evacuation.

11.2.2 Work areas

The layout of work areas should be designed to provide clear space between furniture, fixtures, and fittings so that workers can move about freely without strain or injury and evacuate quickly in case of an emergency. Space for aisles, passages and access to other areas is needed in addition to the space around workstations. In determining how much space is needed, the following should be considered:

• the physical actions needed to perform the task
• the need to move around while working
• whether the task is to be performed from a sitting or standing position
• access to workstations, and
• the equipment to be handled and the personal protective equipment (PPE) that may be worn to perform the work.

Environmental factors including heat or noise may mean a larger space is required, as will work activities that involve manual tasks or the use of tools such as knives or long hazardous implements where the risk of injury is increased due to close working conditions.

11.2.3 Workstations

It may be necessary to determine whether the work is best carried out in a seated or standing position, or a combination of the two. There should be a mix of seated and standing tasks—workers should avoid sitting or standing for long periods of time. It is a requirement that workers are consulted when carrying out a workstation assessment. Workstations should be designed so workers can carry out their work in a comfortable, upright position with shoulders relaxed and upper arms close to the body. Different workers require different working heights. You must provide workstations suitable for the person and the task. For example, by providing adjustable workstations. Many tasks are best done in a seated position, for example screen-based work, fine component assembly or tasks involving the frequent use of foot controls. For tasks undertaken in a seated position, workers should be provided with seating that:

• provides good body support, especially for the lower back
• provides foot support, preferably with both feet flat on the floor, otherwise a footrest should be provided, and
• allows space for leg clearance and freedom of movement.

Chairs should be fully adjustable to accommodate different-sized workers with seat height, back rest height and back rest tilt adjustments and should not tip or slip—a five-point base is the most stable. Castors should be used on carpet and glides or braked castors on hard surfaces. Some standing tasks may be carried out using a sit/stand chair, for example some process or inspection work. This means that workers can support themselves on the chair while still carrying out the standing task. If the job is primarily carried out while standing, but the nature of the work allows workers to sit from time to time, appropriate seating should be provided. This allows workers to vary their position between sitting and standing.

11.2.4 Floors and other surfaces

As far as is reasonably practicable, floors and other surfaces must be designed, installed, and maintained to allow work to be carried out without risk to health and safety. Different floor coverings will be suitable for different workplaces. The choice of floor surfaces or coverings will depend on the type of work carried out at the workplace, as well as the materials used during the work process, the likelihood of spills and other contaminants, including dust, and the need for cleaning. Floors must be inspected regularly and maintained to eliminate or minimise slip and trip hazards. Common examples of hazards include trailing cables, uneven edges or broken surfaces, gratings or covers, loose mats or carpet tiles. Floor surfaces should have enough grip to prevent slipping, especially in areas that may become wet or contaminated. Contaminates can reduce the grip on floor surfaces and increase the risk of slipping. Cleaning methods should also take account of the potential for slips, which may be increased by the use of some cleaning agents. Workers who undertake static standing work should be protected from discomfort and the jarring effects of direct contact with concrete, masonry or steel floors, for example by providing carpet, cushion-backed vinyl, shock-absorbent underlay, anti-fatigue matting, grates or duckboards. Generally, carpet is preferred in office areas to provide a comfortable walking surface and to reduce noise, reflected light from polished floor surfaces and the risk of slips and falls. Selection of wool mix carpets reduces the build-up of static electricity which can give a mild electric shock. Carpets should be properly laid without loose edges or ripples and should be well maintained. If tasks require the use of wheeled equipment, for example trolleys, the floor covering should be selected to minimise friction and resistance. Some floor surfaces can become hazardous in certain work situations. For example, machining of metals can produce hot scrap and requires a surface safe from fire risk. Floors and other surfaces, such as mezzanines or platforms that people may walk on, must be strong enough to support loads placed on them.

11.2.5 Lighting

Lighting must be provided, whether it is from a natural or artificial source, to allow safe movement around the workplace and to allow workers to perform their job without having to adopt awkward postures or strain their eyes to see. When considering the type and level of lighting needed in the workplace, the following factors should be taken into account:

• the nature of the work activity
• the nature of hazards and risks in the workplace
• the work environment
• the level of natural light including transitions or changes throughout the day
• current level of artificial lighting
• glare
• contrast, and
• reflections.

Different lighting levels may be needed for different times of the day. Too much lighting can result in glare. Measures to prevent low or excessive levels of lighting, glare or reflection include:

• providing extra lighting, such as a lamp on a movable arm
• changing the position of existing lights
• changing the location of the workstation
• increasing or decreasing the number of lights
• changing the type of lighting used for example from white light to blue light
• changing the diffusers or reflectors on existing lights, and
• using screens, visors, shields, hoods, curtains, blinds, or external louvres to reduce reflections, shadows, and glare.

Adequate lighting after dark may be required for outdoor paths around the workplace and car parks. Outdoor lighting should allow workers to move about easily without risk of falling. Emergency lighting must be provided for the safe evacuation of people in the event of an emergency.

11.2.6 Housekeeping

An untidy workplace can cause injuries, in particular injuries resulting from slips and trips, therefore good housekeeping practices are essential for all workplaces. For example:

• spills on floors should be cleaned up immediately
• walkways should be kept clear of obstructions
• work materials should be neatly stored, and
• waste should be regularly removed.

It will be much easier to keep the workplace clean and tidy if it is well laid out with space for storage and for the movement of people. Space close to workstations should be allocated to allow for the storage of tools and materials that are used frequently, for example providing racks for hand tools above workbenches. Tidiness throughout the working day can be difficult to maintain in industries where there is rapid production of finished goods and waste. In these situations, training all workers in housekeeping procedures and their cooperation with these procedures is necessary to keep the workplace tidy. Containers for waste should be conveniently located and regularly emptied. While it may be reasonable to expect workers to leave their immediate work area in a clean and tidy condition at the end of the working day, other options for carrying out the general cleaning of the workplace should be considered, for example engaging cleaners.

11.2.7 Ventilation

Workplaces must be ventilated to allow work to be carried out without risk to health and safety. Fresh, clean air should be drawn from outside the workplace, uncontaminated by discharge from flumes or other outlets, and be circulated through the workplace. Workplaces inside buildings may have natural ventilation, mechanical ventilation such as fans or extraction units, or air-conditioning. Natural ventilation should consist of permanent openings, including windows and doors, that:

• in total are the size of at least five per cent of the floor area of the room, and
• are open to the sky, an open covered area, or a ventilated adjoining room.

Natural ventilation may be assisted by mechanical ventilation systems and extraction units to ventilate the workplace and remove odours. An air-conditioning system should:

• provide a comfortable environment in relation to air temperature, humidity, and air movement
• prevent the excessive accumulation of odours
• reduce the levels of respiratory by-products, especially carbon dioxide, and other indoor contaminants that may arise from work activities, and
• supply an amount of fresh air to the workplace, exhaust some of the stale air as well as filter and recirculate some of the indoor air.

Enclosed workplaces should be supplied with comfortable rates of air movement usually between 0.1 m and 0.2 m per second. You must ensure that no one at the workplace is exposed to a substance or mixture in an airborne concentration that exceeds the exposure standard for the substance or mixture. This may require air monitoring to be carried out. Work processes that release harmful levels of airborne contaminants, such as lead fumes, acid mist and solvent vapour, will require specific control measures to remove or reduce the potential for exposure, so far as is reasonably practicable.

11.2.8 Heat and cold

Workers carrying out work in extreme heat or cold must be able to carry out work without a risk to their health and safety, so far as is reasonably practicable. Environmental conditions and the health and safety of workers must be monitored when work involves prolonged or repeated exposure to heat or cold. It is important to distinguish between a condition that threatens health and safety, and a feeling of discomfort. The risk to the health of workers increases as conditions move further away from those generally accepted as comfortable. Heat-related illness can arise from working in high air temperatures, exposure to high thermal radiation or high levels of humidity, such as those in foundries, commercial kitchens, and laundries. Hypothermia arises when a person gets an abnormally low body temperature as a result of exposure to cold environments. Both these conditions are potentially fatal. Both personal and environmental factors should be considered when assessing the risk to workers’ health from working in a very hot or cold environment. Personal factors can include the use of some prescription medication, age, health condition, the level of physical activity, pregnancy and breastfeeding, the amount and type of clothing worn, and duration of exposure. Environmental factors include air temperature, the level of humidity, air movement and radiant heat. In circumstances where the work involves prolonged or repeated exposure to heat or cold, the duty to provide information, training and instruction to workers would include training workers to recognise the early symptoms of heat-related illness or hypothermia in themselves and others, how to follow safe work procedures and to report problems immediately.

• Thermal comfort

Work should be carried out in an environment where a temperature range is comfortable for workers and suits the work they carry out. Air temperatures that are too high or too low can contribute to fatigue and heat or cold-related illnesses. Thermal comfort is affected by many factors, including air temperature, air movement, floor temperature, humidity, clothing, the amount of physical exertion, average temperature of the surroundings and sun penetration. Optimum comfort for sedentary work is between 20 and 26 degrees Celsius, depending on the time of year and clothing worn. Workers involved in physical exertion usually prefer a lower temperature range. The means of maintaining a comfortable temperature will depend on the working environment and the weather, and could include the following:

• air-conditioning
• fans
• electric heating
• open windows
• building insulation
• the layout of workstations
• direct sunlight control, and
• controlling air flow and the source of drafts.
• Hot environments

If it is not possible to eliminate exposure to extreme heat, the risk of heat-related illness must be minimised so far as is reasonably practicable. For example:

• increase air movement using fans
• install air-conditioners or evaporative coolers to lower air temperature
• isolate workers from indoor heat sources, for example by insulating plant, pipes, and walls
• remove heated air or steam from hot processes using local exhaust ventilation
• use mechanical aids to assist in carrying out manual tasks, and
• alter work schedules so that work is done at cooler times.

The following control measures should also be considered but are least effective if used on their own:

• slow down the pace of work if possible
• provide a supply of cool drinking water
• provide a cool, well-ventilated area where workers can take rest breaks
• provide opportunities for workers who are not used to working in hot conditions to acclimatise, for example job rotation and regular rest breaks
• ensure light clothing is worn to allow free movement of air and sweat evaporation, and
• ensure workers have been trained about the hazards of working in hot conditions and how to recognise and act on symptoms of heat-related illness.First aid is vital when a worker is suffering from a heat-related illness. Immediate medical attention should be sought if a worker experiences one or more of the following symptoms of heat exhaustion or heat stroke:

•  dizziness
• fatigue
• headache
• nausea sometimes with vomiting
• breathlessness
• clammy or hot skin
• difficulty remaining alert, or
• absence of sweat.

• Cold environments

If it is not possible to eliminate exposure to extreme cold, the risks must be minimised so far as is reasonably practicable. For example:

• provide localised heating, for example cab heaters for fork-lift trucks used in cold stores, and
• provide protection from wind and rain, such as a hut or the cabin of a vehicle.

The following control measures should also be considered but are least effective if used on their own:

• provide protection through warm and if necessary waterproof clothing
• provide opportunities for workers who are not used to working in cold conditions to acclimatise, for example job rotation and regular rest breaks, and
• ensure workers are trained about the hazards of working in cold conditions and how to recognise and act on symptoms of hypothermia.

Immediate medical assistance should be provided if a worker shows one or more of the following warning signs of hypothermia:

• numbness in hands or fingers
• uncontrolled shivering
• loss of fine motor skills, particularly in hands—workers may have trouble with buttons, laces, zips
• slurred speech and difficulty thinking clearly, and
• irrational behaviour—such as a person discarding clothing.

11.3 Facilities

As a person conducting a business or undertaking (PCBU) you must ensure, so far as is reasonably practicable, the provision of adequate facilities for workers, including toilets, drinking water, washing, and eating facilities. These facilities must be in good working order, clean, safe, and accessible. When considering how to provide and maintain facilities that are adequate and accessible, you must consider all relevant matters, including:

• the nature of the work being carried out at the workplace
• the nature of the hazards at the workplace
• the size, location, and nature of the workplace, and
• the number and composition of the workers at the workplace.

It may not always be reasonably practicable to provide the same types of facilities for a temporary, mobile, or remote workplace that are normally provided for a fixed workplace.

11.3.1 Access to facilities

Workers, including those who have particular needs or disabilities, must have access to the facilities. Facilities may not need to be provided if they are already available close to the workplace, are suitable for workers to use and the workers have opportunities to use them. This would mean that:

• workers are provided with breaks to use facilities
• the facilities are within a reasonable distance from the work area
• workers on different shifts have similar access, and
• the means of access is safe at all times.

11.3.2 Drinking water

Clean drinking water must be provided free of charge for workers at all times. The supply of the drinking water should be:

• positioned where it can be easily accessed by workers
• close to where hot or strenuous work is being undertaken to reduce the likelihood of dehydration or heat stress, and
• separate from toilet or washing facilities to avoid contamination of the drinking water.
• The temperature of the drinking water should be at or below 24 degrees Celsius. This may be achieved by:
• refrigerating the water or providing non-contaminated ice, or
• shading water pipes and storage containers from the sun.

Water should be supplied in a hygienic manner, so that workers do not drink directly from a shared container. This may involve:

• a drinking fountain, where the water is delivered in an upward jet, or
• a supply of disposable or washable drinking containers.

Water supplied for certain industrial processes or for fire protection may not be suitable for drinking. These water supply points should be marked with signs warning that the water is unfit for drinking.

• Mobile, temporary, or remote workplaces

Sometimes direct connection to a water supply is not possible. In these cases, alternatives—including access to public drinking water facilities, bottled water, or containers—should be provided for workers.

11.3.3 Toilets

Access to clean toilets must be provided for all workers while they are at work. Where reasonably practicable, toilet facilities should be provided for workers, rather than relying on access to external public toilets.

• Number of toilets

For workplaces within buildings, the National Construction Code of Australia sets out the ratio of toilets to the number of workers, and the specifications for toilets. Generally, separate toilets should be provided in workplaces where there are both male and female workers. However, one unisex toilet may be provided in workplaces with both male and female workers where:

• the total number of people who normally work at the workplace is 10 or fewer, and
• there are two or fewer workers of one gender.

For example, a workplace with two male and eight female workers or with one female and three male workers could have a unisex toilet because there are 10 or fewer workers in total and two or fewer workers of one gender. A unisex toilet should include one closet pan, one washbasin and means for disposing of sanitary items. For all other workplaces, separate toilets should be provided in the following ratios.

Workers	Closet Pan(s)	Urinals
Males	1 per 20 males	1 per 25 males
Females	1 per 15 females	N/A

These ratios are the minimum standard that should be provided. However, in some workplaces, the scheduling of workers’ breaks will affect the number of toilets required. There should be enough toilets available for the number of workers who may need to use them at the same time.

• Design of toilets

Toilets should be:

• fitted with a hinged seat and lid
• provided with lighting and ventilation
• clearly signposted
• fitted with a hinged door capable of locking from the inside on each cubicle
• designed to allow emergency access
• positioned to ensure privacy for users, and
• separated from other rooms by an airlock, a sound-proof wall and a separate entrance that is clearly marked.

Toilets should be supplied with:

• toilet paper for each toilet
• hand washing facilities
• rubbish bins, and
• for female workers, hygienic means to dispose of sanitary items.
• Access to toilets

Toilets must be accessible for all workers including workers with a disability. Preferably toilets should be located inside a building or as close as possible to the workplace. In multistorey buildings, toilets should be located on at least every second floor.

• Mobile, temporary, or remote workplaces

If work is undertaken away from base locations or at outdoor sites, for example by gardeners, bus drivers, couriers, workers must have access to other toilets, for example public toilets or toilets at clients’ premises. In such cases, information should be provided to workers on where the toilets are located. Where it is not reasonably practicable to provide access to permanent toilets, for example short-term temporary workplaces and workplaces in remote areas, portable toilets should be provided. Portable toilets should be located in a secure place with safe access. They should be installed so they do not fall over or become unstable and should be serviced regularly to keep them clean.

11.3.4 Hand washing

Hand washing facilities must be provided to enable workers to maintain a good standard of personal hygiene. Workers may need to wash their hands at different times, for example after visiting the toilet, before and after eating meals, after handling chemicals or handling greasy machinery.

• Number of hand washing basins

In most cases, for both males and females, hand washing basins should be provided in at least the ratio of one wash basin for every 30 male workers and one for every 30 female workers, or part thereof. The number of hand washing basins may need to be increased depending on the nature of the work carried out at the workplace. For example, where the work involves exposure to infectious substances or other contaminants, separate hand washing basins should be provided in addition to those provided with toilets.

• Design of hand washing facilities

Hand washing facilities should:

• be accessible at all times to work areas, eating areas and the toilets
• be separate from troughs or sinks used in connection with the work process
• contain both hot and cold water taps or temperature mixers
• be protected from the weather
• be supplied with non-irritating soap preferably from a soap dispenser, and
• contain hygienic hand drying facilities, for example automatic air dryers or paper towels.

Where a business engages in activities such as food preparation or health care, there are also duties under health legislation in relation to hand washing facilities.

• Mobile, temporary, or remote workplaces

If work is carried out in locations where there are no hand washing facilities, workers should have access to alternative hand hygiene facilities, for example a water container with soap and paper towels, hand wipes or alcohol-based hand sanitiser.

11.3.5 Eating facilities

Workers must be provided with access to hygienic facilities for eating and for preparing and storing food. Depending on the type of workplace, a range of facilities may be appropriate, which could include a shared facility such as a canteen or cafeteria, a dedicated meals area or allowing time for mobile workers to access eating facilities. A separate eating area should be provided if:

• 10 or more workers usually eat at the workplace at the same time, or
• there is a risk of substances or processes contaminating food.
• Facilities for large static workplaces

A dedicated eating area should be provided that is protected from the weather and is separated from work processes, toilet facilities and hazards, including noise, heat, and atmospheric contaminants. It should be supplied with:

• tables and seats to accommodate each worker likely to use the eating area at one time
• a sink with hot and cold water, washing utensils and detergent
• an appliance for boiling water
• crockery and cutlery
• food warming appliances, such as a microwave oven
• clean storage, including a refrigerator for storing perishable food, and
• vermin-proof rubbish bins, which should be emptied at least daily.

Eating areas should have 1 m² of clear space for each person likely to use the area at any one time. The clear space is calculated free of furniture, fittings, or obstructions such as pillars. This means that the size of an eating area for 10 workers should be 10 m² plus extra space for meal furniture, appliances, and fittings such as sinks.

• Facilities for small static workplaces

For some small workplaces, an area within the workplace for making tea and coffee and preparing and storing food might be all that is needed. The facility should be protected from the weather, be free of tools and work materials and be separated from toilet facilities and hazards including noise, heat, and atmospheric contaminants. It should be supplied with:

• seating
• a sink with hot and cold water, washing utensils and detergent
• an appliance for boiling water
• clean storage, including a refrigerator for storing perishable food, and
• vermin-proof rubbish bins, which should be emptied at least daily.
• Mobile, temporary, or remote workplaces

Where the work involves travelling between different workplaces, or is remote or seasonal, workers need reasonable access to eating facilities. This may involve organising rosters for mobile workers to ensure that they are back at their base location for meal breaks or allowing workers to take their meal breaks at a public cafeteria. It may be appropriate for some temporary workplaces to provide portable eating facilities such as mobile caravans or transportable lunchrooms. Access to eating facilities for workers in remote areas, such as loggers or mining exploration workers, may be limited. At times, the only enclosed facility available to them may be their vehicle. In this instance portable food storage facilities may be required, such as a car fridge or insulated lunch box.

11.3.6 Personal storage

Accessible and secure storage should be provided at the workplace for personal items belonging to workers, for example handbags, jewellery, medication, or hygiene supplies. This storage should be separate from that provided for personal protective clothing and equipment in cases where contamination is possible. Where work involves the use of tools provided by a worker, provision should be made for secure and weatherproof storage of those tools during non-working hours.

• Mobile, temporary, or remote workplaces

Where the workplace is temporary or mobile, lockable containers that can be held in a safe place should be provided. Where lockers are provided, they may also serve as secure storage for other personal items.

11.3.7 Change rooms

If workers have to change in and out of clothing due to the nature of their work, access to private changing areas with secure storage for personal belongings should be provided. This includes workers who need to:

• wear personal protective clothing or uniforms while they are working, and
• leave their work clothing at the workplace.

If male and female workers need to change at the same time, separate male and female changing rooms should be provided. The changing room should allow a clear space of no less than 0.5 m² for each worker changing at any time. The temperature in the changing room should be maintained so that it is comfortable for workers when changing. Additional heating or cooling may be needed. Change rooms should be conveniently located and equipped with:

• seating to enable the numbers of workers changing at one time to sit when dressing or undressing
• mirrors, either within the changing room or directly outside it, and
• an adequate number of hooks or shelves.

Where change rooms are provided, it may be reasonably practicable to provide lockers for storing clothing and personal belongings. Lockers should be:

• well ventilated, accessible, and secure, and
• a sufficient size to accommodate clothing and personal belongings.

There should also be a clear space of at least 1800 mm between rows of lockers facing each other and at least 900 mm between lockers and a seat or wall.

• Mobile, temporary, or remote workplaces

Where the workplace is located away from buildings or other fixed accommodation, portable private facilities containing secure storage and seating should be provided.

11.3.8 Shower facilities

Certain jobs may involve dirty, hot, or hazardous work and may require the provision of showering and drying facilities. For example, work involving mining, firefighting, health care, work in abattoirs, foundry work, welding, and police search and rescue. At least one shower cubicle for every 10 workers who may need to shower should be provided. Usually separate facilities should be provided for male and female workers. However, in small or temporary workplaces where privacy can be assured, it may be acceptable to provide one unisex shower. Showers should have:

• a floor area of not less than 1.8 m²
• a slip-resistant surface that is capable of being sanitised
• partitions between each shower that are at least 1650 mm high and no more than 300 mm above the floor
• an adjacent dressing area for each shower containing a seat and hooks, and
• a lockable door enclosing the shower and dressing cubicle.

Each shower should be supplied with clean hot and cold water and individual non-irritating soap or another cleaning product. If grime or other by-products of the work process cannot be removed just by washing, individual nail or scrubbing brushes should be provided. Also provide drying facilities such as towels if the work the workers carry out means they need to shower before leaving the workplace, for example workers who need to decontaminate after asbestos or lead risk work.

• Mobile, temporary, or remote workplaces

Workers in remote or temporary locations who are involved in dirty, hot, or hazardous working conditions may also need access to showering and drying facilities. This may involve providing portable shower units of the same standard as specified above.

11.4 Guidance for specific types of work

11.4.1 Outdoor work

Outdoor workers should have access to shelter for eating meals and taking breaks, and to protect them in adverse weather conditions. As a person conducting a business or undertaking (PCBU), you should provide access to shelter, for example using sheds, caravans, tents, windbreaks, or portable shade canopies. In some situations, vehicles or public facilities may provide short-term shelter. Where it is not reasonably practicable to eliminate a risk, you have a duty to take other steps to minimise the risk to health and safety, such as providing suitable personal protective equipment (PPE). Protection against solar ultraviolet radiation (UVR) exposure should also be provided for outdoor workers, for example by:

• reorganising outdoor work if possible so that workers carry out alternative tasks, or work in shade, when the sun is most intense, that is 10 am–2 pm and 11 am–3 pm during daylight saving time, and
• providing personal protective clothing like a wide brim hat, long-sleeved collared shirt, long pants, sunglasses, and sunscreen.

11.4.2 Remote or isolated work

As a PCBU you must manage the risks associated with remote or isolated work, including ensuring effective communication with the worker carrying out remote or isolated work. Remote or isolated work is work that is isolated from the assistance of other people because of the location, time or nature of the work being done. Assistance from other people includes rescue, medical assistance, and emergency services. A worker may be isolated even if other people may be close by, for example a cleaner working by themselves at night in a city office building. In other cases, a worker may be far away from populated areas, for example on a farm. Remote and isolated work includes:

• all-night convenience store and service station attendants
• sales representatives, including real estate agents
• long-distance freight transport drivers
• scientists, park rangers and others carrying out fieldwork alone or in remote locations, and
• health and community workers working in isolation with members of the public.

In some situations, a worker may be alone for a short time. In other situations, the worker may be on their own for days or weeks in remote locations, for example on sheep and cattle stations.

• Assessing the risks

Working alone or remotely increases the risk of any job. Exposure to violence and poor access to emergency assistance are the main hazards that increase the risk of remote or isolated work. Factors that should be considered when assessing the risks include the following. The length of time the person may be working alone How long will the person need to be alone to finish the job? The time of day when a person may be working alone Is there increased risk at certain times of day? For example, a service station attendant working alone late at night may be at greater risk of exposure to violence. Communication

• What forms of communication does the worker have access to?
• Are there procedures for regular contact with the worker?
• Will the emergency communication system work properly in all situations?
• If communication systems are vehicle-based, what arrangements are there to cover the worker when he or she is away from the vehicle?

The location of the work

• Is the work in a remote location that makes immediate rescue or attendance of emergency services difficult?
• What is likely to happen if there is a vehicle breakdown?

The nature of the work

• What machinery, tools and equipment may be used?
• Are high risk activities involved? For example, work at heights, work with electricity, hazardous substances, or hazardous plant.
• Is fatigue likely to increase risk? For example, with long hours driving a vehicle or operating machinery.
• Is there an increased risk of violence or aggression when workers have to deal with clients or customers by themselves?
• Can environmental factors affect the safety of the worker? For example, exposure to extreme hot or cold environments.
• Is there risk of attack by an animal, including reptiles, insects, and sea creatures?

The skills and capabilities of the worker

• What is the worker’s level of work experience and training? Is the worker able to make sound judgements about his or her own safety?
• Are you aware of a pre-existing medical condition that may increase risk?
• Controlling the risks

Buddy system—some jobs present such a high level of risk that workers should not work alone, for example jobs where there is a risk of violence or where high-powered tools or equipment may be used. Workplace layout and design—workplaces and their surrounds can be designed to reduce the likelihood of violence, for example by installing physical barriers, monitored CCTV, and enhancing visibility. Communication systems—the type of system chosen will depend on the distance from the base and the environment in which the worker will be located or through which he or she will be travelling. Expert advice and local knowledge may be needed to assist with the selection of an effective communication system. Movement records—knowing where workers are expected to be can assist in controlling the risks, for example call-in systems with supervisors or colleagues. Satellite tracking systems or devices may also have the capability of sending messages as part of a scheduled call-in system and have distress or alert functions. Training, information, and instruction—as a PCBU you have a duty to provide information, training, and instruction suitable for the nature and risks of the work and the controls being put in place to manage the risks. Workers need training to prepare them for working alone and, where relevant, in remote locations. For example, training in dealing with potentially aggressive clients, using communications systems, administering first aid, obtaining emergency assistance, driving off-road vehicles or bush survival. First aid— as a PCBU you have specific obligations under the WHS Regulations in relation to first aid requirements in the workplace. If a worker is working alone in a workplace that has a telephone, communication via the telephone is adequate, provided the worker is able to reach the telephone in an emergency. In situations where a telephone is not available or may not be accessible during an emergency, a method of communication that will allow a worker to call for help in the event of an emergency at any time should be provided, for example: Personal security systems or personal duress systems—being wireless and portable, these systems are suitable for people who move between different work locations such as health care workers visiting clients or security guards checking otherwise deserted workplaces. Personal security systems need to be able to activate an appropriate safety response. Some personal security systems include a non-movement sensor that will automatically activate an alarm transmission if the transmitter or transceiver has not moved within a certain time. Radio communication systems—enable communication between two mobile users in different vehicles or from a mobile vehicle and a fixed station. These systems are dependent upon a number of factors such as frequency, power, and distance from or between broadcasters. Satellite communication systems—enable communication with workers in geographically remote locations. Satellite phones allow voice transmission during transit, but their operation can be affected by damage to aerials, failure of vehicle power supplies or vehicle damage. Distress beacons can provide pinpoint location and to indicate by activation that an emergency exists. Distress beacons include Emergency Position Indicating Radio Beacons (EPIRB) used in ships and boats, Emergency Locator Transmitters (ELT) used in aircraft and Personal Locator Beacons (PLB) for personal use. Mobile phones—cannot be relied upon as an effective means of communication in many locations. Coverage in the area where the worker will work should be confirmed before work starts. Geographical features may impede the use of mobile phones, especially at the edge of the coverage area, and different models have different capabilities in terms of effective range from the base station. Consult the provider if there is doubt about the capability of a particular phone to sustain a signal for the entire period the worker is alone. If gaps in coverage are likely, other methods of communication should be considered. It is important that batteries are kept charged and a spare is available.

11.4.3 Accommodation

If a business has workers working in regional and remote areas, accommodation may need to be provided while the work is being carried out. An example of such arrangements would be where accommodation is provided to fruit-pickers during the harvesting season, shearers on a sheep station or workers engaged in construction work at a remote location. If you provide accommodation for workers and own or manage the accommodation you must, so far as is reasonably practicable, maintain the premises so that the worker occupying it is not exposed to health and safety risks. Accommodation should be separated from hazards at the workplace likely to adversely affect the health and safety of a worker using the accommodation. The accommodation facilities should also:

• be lockable, with safe entry and exit
• meet all relevant structural and stability requirements
• meet electrical and fire safety standards
• have a supply of drinking water
• have toilets, washing and laundry facilities be regularly cleaned and have rubbish collected
• be provided with sleeping quarters shielded from noise and vibration
• have crockery, utensils and eating facilities
• have lighting, heating, cooling, and ventilation
• have storage cupboards and other furniture
• be provided with a refrigerator or cool room, and
• have all fittings, appliances, and equipment in good condition.

11.5 Emergency plans

As a person conducting a business or undertaking (PCBU), you must ensure that an emergency plan is prepared and maintained for the workplace that provides for:

1. emergency procedures, including:

1. an effective response to an emergency
2. evacuation procedures
3. notification of emergency services at the earliest opportunity
4. medical treatment and assistance, and
5. effective communication between the person you have authorised to coordinate the emergency response and all persons at the workplace.

2. testing of the emergency procedures, including how often they should be tested, and

3. information, training, and instruction to relevant workers in relation to implementing the emergency procedures.

There are different types of emergency situations, including fire or explosion, dangerous chemical release, medical emergency, natural disaster, bomb threats, violence, or robbery. In preparing and maintaining an emergency plan, the following must be taken into account:

• the particular work being carried out at the workplace
• the specific hazards at a workplace
• the size and location of a workplace, and
• the number and composition of the workers and other people at a workplace.

The plan must be based on an assessment of the hazards at the workplace, including the possible consequences of an incident occurring as a result of those hazards. For example, a cleaner working by themselves in a city office building will be subject to different hazards to a worker in a chemical plant. The varying nature of the hazards requires the risks of the particular job to be assessed, and an emergency plan put in place. The impact of external hazards that may affect the health and safety of workers should also be taken into account, for example a chemical storage facility across the road from the workplace. The preparation of an emergency plan for a workplace shared by a number of businesses, for example a shopping centre, construction site or multi-tenanted office building, should be coordinated by the person with management or control of the workplace, who may be the property manager, principal contractor or landlord, in consultation with all tenants or businesses at the workplace. If a new business is to be conducted at a workplace shared by a number of businesses, the existing emergency plan should be reviewed to take into account any new types of emergency situations that may arise from the new business. Workers and their health and safety representatives must be consulted by the person responsible for preparing the emergency plan when reviewing and if necessary, revising it. If the consequences of an emergency at a workplace are significant, for example due to the size and location of the workplace or the nature of the hazards involved, then the local emergency services should be consulted when developing the plan.

11.5.1 Preparing emergency procedures

The emergency procedures in the emergency plan must clearly explain how to respond in various types of emergency, including how to evacuate people from the workplace in a controlled manner. The procedures should be written clearly and be simple to understand. Where relevant, the emergency procedures should address:

• allocation of roles and responsibilities for specific actions in an emergency to persons with appropriate skills, for example appointment of area wardens
• clear lines of communication between the person authorised to coordinate the emergency response and all persons at the workplace
• the activation of alarms and how to alert staff and other people at the workplace
• the safety of all the people who may be at the workplace in an emergency, including visitors, shift workers and tradespeople
• workers or other persons who will require special assistance to evacuate
• specific procedures for critical functions such as a power shut-off
• identification of safe places
• risks from neighbouring businesses
• potential traffic restrictions
• distribution and display of a site plan that illustrates the location of fire protection equipment, emergency exits and assembly points
• the distribution of emergency phone numbers, including out-of-hours contact numbers
• access for emergency services and their ability to get close to the work area
• regular evacuation practice drills at least every 12 months
• the use and maintenance of equipment required to deal with specific types of emergencies, for example spill kits, fire extinguishers, early warning systems such as fixed gas monitors or smoke detectors and automatic response systems such as sprinklers, and
• regular review of procedures and training.

Emergency procedures must be tested in accordance with the emergency plan in which they are contained. Evacuation procedures should be displayed in a prominent place, for example on a noticeboard. Workers must be instructed and trained in the procedures. A more comprehensive plan may be needed to address high risk situations such as:

• people sleeping on site, for example hotels
• large numbers of people at the site at the same time, for example stadiums
• high risk chemical processes and major hazard facilities, and
• significant cash handling, particularly outside normal business hours.

12 Worker Policy Agreement

I _______________________ (Worker’s name) have read the policies and procedures in (“the Company”) WHS Manual. After reading the WHS Manual I have had the opportunity to raise any questions or issues that required clarification with my PCBU. I confirm that I understand the policies and procedures in the WHS Manual and that I am aware that breaches of these policies will be subject to disciplinary action, including possible termination of employment. Worker’s Name ________________________________ Worker’s Signature _____________________________ Date __________ Witness’ Name ________________________________ Witness’ Signature _____________________________ Date __________

13 Glossary

Act: A law (legislation) passed and enacted by a state or territory parliament, also commonly known as an Act of Parliament. Acts are the principal pieces of law covering, in this case, health and safety in the workplace. AS/NZS 4801: The joint Australian and New Zealand standard for Work Health and Safety management systems – Specification with guidance for use, published by Standards Australia International Ltd and Standards New Zealand. Approved Code of Practice (COP) is a practical guide to achieving the standards of WHS required under WHS legislation. A COP applies to anyone who has a duty of care in the circumstances described in the code. Mostly, following an approved COP would achieve compliance with the health and safety duties in the WHS Act, in relation to the subject matter of the code. Approved COP’s are admissible in court proceedings under the WHS legislation. Compliance with the WHS legislation may be achieved by following another method, such as a technical or an industry standard, if it provides an equivalent or higher standard of WHS than the code. Contractor: A contractor is any person (other than (“the Company”) employee) or a company performing work for, or on behalf of (“the Company”) . Controlled document or record: Any document for which distribution and status are to be kept current by the issuer to ensure that authorised holders or users have available the most up to date version. Corrective Action: A corrective action is an action, which is taken to eliminate the cause of an identified compliance breach or a hazard. Dangerous Goods: Dangerous Goods within the meaning of the Dangerous Goods (Road and Rail Transport) Act 2008 and the regulations under that Act. Emergency service:

1. Rural Fire Authority; or
2. Fire Brigade (State); or
3. Ambulance Service; or
4. State Emergency Service; or
5. Police (State).

Employee – A person employed under a contract of employment or contract of training. An employee is not a contractor. Hazard: A hazard is a source or a situation with a potential for harm in terms of human injury or illness, damage to property, damage to the environment, or a combination of these. Hazardous Chemical: means a chemical that meets the criteria for classification as being hazardous according to the WHS Regulations. A Substance is any natural or artificial substance, whether in the form of a solid, liquid, gas or vapour. Hierarchy of Control – A hierarchical structure of actions that can be used to control risk, listed in order of effectiveness. Incident – An incident is any unplanned event resulting in, or having a potential to result in injury, ill health, damage or loss. Lost Time Injury (LTI) – An injury or illness that occurs in the workplace as a result of an activity, or exposure to a hazard and results in at least one full day absence from work. LTI Average Days Lost Rate – The average days lost per LTI. LTI Incident Rate – The rate of LTI injuries or illnesses expressed as per 100 workers Manifest: A manifest is different from a register. A manifest is a written summary of specific types of dangerous goods that are used, handled or stored at a workplace. A manifest is only required where the quantities of those hazardous chemicals exceed prescribed threshold amounts. Its primary purpose is to provide the emergency services organisations with detailed information they require and includes site plans and emergency contact details. A manifest must be prepared when the quantity of dangerous goods exceeds the quantities listed in the “Manifest Quantity” column in the relevant WHS Regulations schedule.The manifest must comply with the requirements of Schedule 12 of the WHS Regulations. A manifest quantity is the quantity referred to in Schedule 11 of the WHS Regulations, table 11.1, and column 5 for that hazardous chemical. Material Safety Data Sheet (MSDS): Information containing data regarding the properties and effects of a particular chemical that must be provided by the manufacturer, supplier or importer of the hazardous chemical/dangerous good. Material Safety Data Sheets must be current – within 5 years of the issue date and meet specific legislated format requirements. PCBU stands for “Person who Conducts a Business or Undertaking’”. The definition of a PCBU is similar to an employer, however it is termed PCBU to ensure other relevant relationships (such as someone who commissions work, or a landlord) are recognised under the WHS legislation. Placard: A sign or notice that is displayed in a prominent place, next to a container or storage area for Dangerous Goods at a workplace. It contains information about the Dangerous Goods in containers or in a storage area. Placards are placed on trucks / vehicles transporting Dangerous Goods. Plant: includes –

1. Any machinery, equipment, appliance, implement and tool; and
2. Any component of any of those things; and
3. Anything fitted, connected or related to any of those things.

Regulations: Regulations are law that is created under the authority of an Act. Regulations are subordinate to an Act and are the secondary level of law covering, in this case, health and safety in the workplace. Risk – Risk is a combination of the likelihood and consequences of any injury or harm occurring. Self-employed person – means a person, other than a PCBU, who works for gain or reward otherwise than under a contract of employment or training. Volunteer means a person who is acting on a voluntary basis (irrespective of whether the person receives out-of-pocket expenses). WHSAS 18001: International audit tool system intended to audit WHS management systems and provide international WHS benchmarks. WHS Documents: Include, but not limited to policies, procedures, guidelines, programs, agreements, forms, checklists, templates, risk assessments and safe work procedures. WHS Records: Include, but not limited to audit reports, workplace inspections, risk assessments, safe work procedures, training plans and registers, WHS meeting minutes, emergency evacuation reports, health monitoring reports, document control registers, inspection testing and monitoring reports and corrective action registers. Worker: is a person, who carries out work in any capacity for a PCBU, including work as:

1. An employee, or
2. A contractor or subcontractor, or
3. An employee of a contractor or subcontractor, or
4. An employee of a labour hire company who has been assigned to work in the person’s business or undertaking, or
5. An outworker, or
6. An apprentice or trainee, or
7. A student gaining work experience, or
8. A volunteer, or
9. A person of a prescribed class.

Workplace – means a place where work is carried out for a business or undertaking and includes any place where a worker goes, or is likely to be while at work. A workplace includes:

1. A vehicle, vessel, aircraft or other mobile structure; and
2. Any waters and any installations on land, on the bed of any waters or floating on any waters.

 

14 References

• SafeWork Australia (2011): Code of Practice: How to Manage Work Health and Safety Risks
• SafeWork Australia (2011): Code of Practice: Consultation, Cooperation and Coordination
• SafeWork Australia (2011): Code of Practice: Managing the Work Environment and Facilities
• SafeWork Australia (2011): Code of Practice: Managing Risks of Hazardous Chemicals in the Workplace
• SafeWork Australia (2011): Code of Practice: Hazardous Manual Tasks
• SafeWork Australia (2011):Code of Practice: Construction Work
• SafeWork Australia (2011):Code of Practice: Managing Noise and the Prevention of Hearing Loss in the Workplace
• Australian Government: Office of Privacy Commissioner: Guidelines on Workplace Email, Web Browsing and Privacy
• Australian Government: COMCARE Safety: Rehabilitation and Compensation Act 1988
• Australian Government: COMCARE Safety: Rehabilitation and Compensation Regulations 2002
• Australian Government (2013): Commonwealth Privacy Act 1988
• Australian Human Rights Commission: (Internet): Cited (2013):Information for Employers: http://www.humanrights.gov.au
• Australian Industrial Relations Commission: (Internet): Cited (2013): http://www.airc.com.au
• NSW Government (2013): Work Health and Safety (WHS) Act2011
• NSW Government (2013): Work Health and Safety Regulations 2011
• NSW Government: Anti-Discrimination Act 1977
• NSW Government (2009): Fatigue Management Plans: A practical guide to developing and implementing Fatigue
• Sai Global: Standard: AS/NZS 1337 – 1992: Eye protectors for industrial applications
• Sai Global: Standard: AS/NZS 1269.1 Measurement and assessment of noise emission and exposure
• Sai Global: Standard: AS/NZS 1067 – 2003: Sunglasses and Fashion
• Sai Global: Standard: AS 4024 Series, 2006 – Safety of Machinery
• Sai Global: Standard: ISO 31000:2009 – Risk Management – Principles and guidelines
• National Occupational Health and Safety Commission: Guidance Note on Elimination of EnvironmentalTobacco Smoke in the Work Place (NOHSC: 3019 [2003])
• WorkSafe Victoria (2011): Guide: Preventing Work Related Stress, For Employers in the Private Sector
• Safe Work Australia: (Internet): Cited (2013): http://www.safeworkaustralia.gov.au/sites/SWA
• WorkCover NSW: (Internet): Cited (2013): http://www.workcover.nsw.gov.au
• SafeWork SA: (Internet): Cited (2013): http://www.safework.sa.gov.au
• St John’s Ambulance: (Internet) First Aid Information: Cited (3013): http://www.stjohn.org.au/

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