Safety & Wellbeing: 3.2 Safety and wellbeing (1) PDF

SAFETY Work Health and Safety (WHS) ★ Meaning of health, safety and duty of care Health: a state of physical, mental and social well-being and this is often affected by what happens to a person while at work Safety: is the actions in...

SAFETY Work Health and Safety (WHS) ★ Meaning of health, safety and duty of care Health: a state of physical, mental and social well-being and this is often affected by what happens to a person while at work Safety: is the actions in place to prevent all workers and visitors from danger, risk and/or injury Duty of Care: all employees, employers, and visitors, have both a legal and moral obligation to ensure the safety and well-being of others in the workplace ★ Acknowledges that WHS is everyone's responsibility in the workplace and the implications of this responsibility Work Health and Safety Act (WHS Act) 2011 - NSW - “Workers” - employees, apprentices, trainees, contractors, sub-contractors, labour-hire staff, students and volunteers - “Employers” - know as PCBU (Person Conducting a Business or Undertaking) Both workers and PCBUs have rights and responsibilities with WHS All workers must work safely to both protect themselves and others from injury and must follow all WHS instructions PCBUs must monitor systems and procedures to protect workers from potential hazards in the workplace. They must also ensure workers are properly trained in safe work practices and provided with all the necessary personal protection equipment (PPE) Both must be proactive in recognising and reporting potential hazards that may cause injury Implications of this responsibility for WHS include: - reduction in frequency and severity of injuries, more supportive workplace due to the greater involvement in workers decision making - encouraged to raise issues - reduction in cost of maintaining safe workplace - a more productive workplace ★ Concept of ‘participation’ and ‘consultation’ in relation to WHS  Participation means taking part, being involved, being part of the conversation and having a go. E.g. reporting, induction, staff meetings and training. Consultation means being asked, asking questions and providing answers, opinions and feedback. E.g. surveys, conversations, inspections and audits. All employees must have the opportunity to participate in or have access to an WHS committee so any concerns they have regarding safety may be communicated to management or owners WHS Act 2011. Specifies that the view of workers must be considered before making decisions on any health or safety issues and that consultation is required when: - making decisions on workers welfare - identifying and assessing risks and making decisions on elimination or minimization of those risks - changes to workplace practices or systems - resolving WHS issues, monitoring workers health and workplace conditions, providing training and information ★ Internal sources of workplace WHS information - Colleagues - health and safety representatives (HSR) - WHS induction process - WHS committee and WHS officers - Workplace policy and procedures documentation Emails Staff memos Work instructions Insurance records Injury and illness reports Risk assessments (present + past) Material Safety data sheets Manager WHS policy Safety signs Health and Safety Rep. (HSR) ★ External sources of workplace WHS information: - Legislation and government regulations - Professional associations - Safe Work Australia, Safe Work NSW, local council - Unions  Local council Social media Unions Training courses Manufacturers manuals and specifications Newspaper articles Professional associations Industry bodies Australian Bureau of Statistics WHS Act WHS legislation, Code of Practice, Australian and industry standards ★ Primary role/function of key bodies/authorities involved in WHS: Body Role/Function Safe Work Government statutory agency Australia Established in 2009 Primary responsibility: ➔ improve health and safety ➔ workers compensation Agreements Formulates and advises national policy Does Not regulate in these areas Purpose: ➔ Raise awareness in community of work health and safety issues ➔ Harmonise work health and safety laws in Australia ➔ Develop national policies for work health and safety + workers compensation agreements ➔ Improve whs, by understanding influences in workplaces then suggesting changes Completed by: ➔ Developing and maintaining collaborate approaches to whs ➔ Making and implementing the The National Health and Safety Strategy 2012-2022 ➔ Making new acts, regulations and cops ➔ Making events to promote whs e.g. Safe Work Australia Week and annual Safe Work Australia Awards ➔ Monitoring, collecting, analysing, and reporting on research and data for policy development and evaluation Safe Work State body (NSW) NSW Increase competitiveness of the NSW economy through productive, healthy and safe workplaces. Support programs for businesses Give advice on injury prevention Licences for dangerous work Enforce laws Insurance Workers compensation Return to work support Local Help from Safe Work Australia Councils Work with businesses, organisations, and communities through policies, programs and services Also give consideration to whs issues when developing, implementing and evaluating policies Professional Made of people from the same job and is usually formed to Associations control entry into the job in order to maintain standards and represent the job in discussion with other groups Concerned with whs in their area and had input into the making of the AUstralian Work Health and Safety Strategy 2012-2022 put out by SafeWork Australia Unions Ensure that workplaces are safe and healthy Fought for and won current rights and conditions Always campaigning to reduce injury and illness in the workplace Many improvements won in the 1960s and 70s. These included: ➔ Meal breaks ➔ Rest breaks ➔ Improved conditions in mines ➔ Introduction of PPE ➔ Restrictions of lifting objects with weight Recent campaigns include: ➔ Anti bullying and harassment Ensure that following areas are addressed and improved: ➔ Employees responsible for providing safe workplace ➔ Right to take court action ➔ Give workers chance to voice concerns on whs ➔ Empowering health and safety representatives ➔ Respecting role of unions and enabling them to act on behalf of workers  ★ Importance of acting within scope of responsibility/level of authority in relation to WHS in the workplace: - Taking initiative ➔ Opening up a window for ventilation ➔ Putting up a wet floor sign ➔ Reporting ➔ Pushing in chair to eliminate tripping hazard - Problem solving ➔ Cleaning up spills/wet floors ➔ Using a trolly for heavy objects ➔ Using a stepping stool when reaching for high objects ➔ Making sure the building has good housekeeping - Decision making ➔ Participating in a WHS meeting ➔ Adjusting workspace to be ergonomic ➔ Maintaining furniture ➔ Using a standing desk All workers must take reasonable care for their own health and safety while at work and must ensure that their actions, or omissions, do not cause harm to others Take initiative by recognising and reporting potential hazards to a supervisor Under WHS Act 2011, all workers must be consulted with regards to WHS matters Workers are to be included in the problem solving and decision making process Acting in scope of responsibility is when you are acting as part of what you are responsible for at work. Level of Authority is what you have authority to do as part of your role WHS Compliance ★ difference between an act, regulation, code of practice (COP), guidance material and standard (Australian, industry and workplace) ★ Purpose and intent of WHS legislation and codes of practice and their application to the business services industry and workplace, and a specific job role: Hazards need to be managed to reduce risk and to protect the health and safety of workers Risks include: lighting, furniture, ventilation, telephones, storage systems, handling equipment, electrical equipment, first aid and dealing with emergencies, computers and other electronic devices. - WHS legislation: ➔ Work Health and Safety Act 2011 (NSW) (as amended) Every workplace must ensure compliance with the Work Health and Safety Act 2011 Section 21 of the WHS Act 2011 covers the "duty of persons conducting businesses or undertakings involving management or control of fixtures, fittings or plants at workplaces". These persons have the duty to ensure that the fixtures, fittings and plants are without risks to the health and safety of any person working or visiting that workplace. This includes the setting up of an office. There is however no legislated minimum space for an office but guidelines have been established.  ➔ Work Health and Safety Regulation 2017 (NSW) (as amended) Every workplace must ensure compliance with the Work Health and Safety Regulations 2017 - codes of practice (COP) related to: ➔ first aid in the workplace - The FIrst Aid in The Workplace Was introduced in July of 2019 to provide practical information for a PCBU on how to effectively provide first aid in the workplace. Including first aid kits, procedures, facilities, and training for first raiders. ➔ hazardous substances - The Control of Workplace Hazardous Substances Provides a practical guide on how to comply with the National Model Regulations for the Control of Workplace Hazardous Substances, to minimise risk of disease and injury due to exposure. ➔ hazardous manual tasks - The Hazardous Manual Tasks Covers all tasks that require lifting, lowering, pushing, pulling, carrying or moving, holding or restraining. It also provides guidance on identifying and controlling the effects of hazardous manual handling. ➔ WHS risks - How to Manage Work Health and Safety Risks Provides guidance for a person who under the WHS Act and regulations have duties to manage the risks to health and safety. This duty is placed on PCBUs,including employers, the self-employed, principal contractors, managers, designers, manufacturers, importers/suppliers of plant, substances or structures used for work. ➔ WHS consultation, cooperation and coordination - The Model COP for the WHS Consultation, cooperation and coordination Developed to guide the PCBU on how to effectively consult with workers who carry out work for the business or undertaking and who are (or are likely to be directly affected by a health and safety matter. It includes information on mechanisms to facilitate worker participation and representation. This Code also provides guidance to duty holders on how to consult, cooperate and coordinate activities with others. ➔ work environment and facilities - Managing the Work Environment Commenced in August 2019. It provides guidance for PCBUs on how to manage the work environment and facilities. ➔ workplace electrical risks - Managing Electrical risks in the workplace Was introduced by SafeWork Australia in October 2018. It provides practical guidance to PCBUs on managing electrical risks in the workplace. It applies to all workplaces where a PCBU has  management or control of electrical equipment, including electrical installations, or carries out electrical work on or near energised electrical equipment, including electrical installations. ★ WHS rights, duties and responsibilities of the person conducting a business or undertaking (PCBU), officer and worker (as defined in the legislation) PCBUs: With assistance of WHS officer, must provide a safe and healthy workplace for workers and visitors Primary duty of care involves: - providing and maintaining a safe work system - Providing and maintaining a safe work environment - Providing and maintaining safe plant and structures - Providing instructions, training, information and supervision - Adequate facilities that are maintained - Ensure safe use and handling WHS Act Sections: 20, 21, 22 -25, 26 Officers and Workers: Responsibility to exercise ‘due diligence’ to ensure PCBU meets their duty by: - Gaining and updating knowledge of WHS matters - Understanding the nature of the operations of the the BU and the general hazards and risks - Ensure the PCBU has and uses appropriate resources for eliminating/minimising risk - Ensure PCBU has a process of reviewing, receiving and responding to information regarding risks/hazards/incidents - Ensure PCBU complies with duties WHS Act Sections: 28, 19(5), 29 A worker must take reasonable care for their own health and safety and that of others while complying with instructions from the PCBU ★ Functions and Powers of WHS Inspectors Visits by a SafeWork to a workplace could be in response to: an incident, complaint, request for advice or as part of a targeted injury prevention program  Responsibilities include: issuing licence and registration for dangerous work, investigating workplace incidents, and where necessary enforcing WHS, workers compensation and explosive laws in NSW. They come in if they have been asked, when someone raises a concern or there is a safety program Powers include: give improvement notices and fines, conduct interviews, take photos/videos, investigate notices, and enter places they believe is a place of work They will identify themselves when visiting a workplace and produce formal identification They stop room for mistakes and prevent issues from occurring, by critically examine the workplace and identifying and reporting potential hazards ★ consequences of failure to observe (non-compliance) WHS workplace policy and procedures and legislative requirements Types of Notices: Improvement Notice Issued when there is a safety issue that needs to be fixed or if workers compensation requirements are not being met. The work place can continue operating while the notice is being actioned. These issues are to be fixed in a set time frame by the inspector. Failure to comply: ind. $50 000, body. $250 000 Prohibition Notice If it is believed that an activity at work involves a more serious risk to health or safety, then a prohibition notice to Stop work immediately can be issued.It may include direction to stop the activity or to change the way the activity is done. Failure to comply: ind. $100 000, body. $500 000 Penalty Notice Can be issued for certain serious offences, for example removing asbestos without a licence. If you are issued with a penalty notice, you can choose to pay it or you can choose to deal with it in court. The amount is not set by the inspector it is set by the court Non-disturbance Notice Can be issued to enable them to exercise their powers. For example, after a serious incident has occurred. These notices direct the person with control of a workplace to preserve or prevent any disturbance of a site where a notifiable incident has taken place. These notices don't prevent assisting an injured person, removing a deceased person or making the site safe and preventing further incidents. Can be issued for a max. of 7 days. Failure to comply: ind. $50 000, body. $250 000. ★ safety signs, symbols and barricades used in the business services industry and their use in the workplace: - legislative requirements - meaning of colour and shape - placement and positioning  ★ purpose and importance of monitoring and reporting REPORTING AND MONITORING: All policies regarding the monitoring and reporting of workplace safety should be in writing to provide clarity and certainty to workers and demonstrate compliance All procedures and policies should be easily accessed Continuous monitoring and reporting: ➔ Allows policies and procedures to be changed to achieve a safer workplace ➔ Examine the effectiveness of WHS policies and procedure in the workplace ➔ Ensure all WHS policies and procedures reflect changes in legislation ➔ Helps to identify changes that need to be reflected in WHS policies and procedures Monitoring Important to identify hazards in; workplace design/management, physical work environment, tasks and how they are preformed, and the equipment, materials and substances used Monitoring can include: inspections, interviews, analysing incident reports, and complaints Reporting: Setting up procedures for workers to report safety issues, hazards, incidents, injuries, and illness, help employers to identify, prevent, understand, and fix these issues from happening. Enables risk to be controlled ASAP For hazards to be controlled information needs to be collected, reported and analysed All workers should report any incident or injury, no matter how small, to their supervisor Reporting prevents workers from injuries occurring in the future Formal (e.g. written - very detailed and includes images and bodies of information) or informal (e.g. verbal - conversation, meeting) Systems for reporting hazards: ➔ Hazard Report Form ➔ Reporting to supervisor or manager ➔ Bringing matter up at safety meeting or staff meeting ➔ Taking matter to you WHS officer or HSR  ★ describe how, when and to whom to report: - incidents requiring reporting types of reports: ➔ formal and informal Formal reports follow a strict format. They require more in-depth description, with an emphasis on objectivity and structure, and writing that does not use words like personal pronouns. Informal reports often consist of brief communications with casual, informal language. ➔ written A report is a particular type of writing that is brief, straightforward, and usually oriented around identifying and analysing problems, incidents, or conclusions from an issue. Reports frequently involve looking into, assessing, and solving an issue. E.g. Emails, Incident Report Forms, Letters, messages ➔ verbal Conversations, meetings, phone calls - reporting to appropriate person(s), including relevant stakeholders ➔ PCBUs ➔ Managers/supervisors ➔ HSR ➔ WHS officer ➔ WHS committee ➔ Employer ★ apply workplace policy and protocols and regulatory requirements when monitoring, recording and reporting in relation to WHS All hazards, incidents and near misses should be reported and recorded ASAP Problems reported to supervisors, managers or WHS nominees should be noted in a book or data base Risk assessment should be conducted to determine a strategy which is then implemented WHS Consultation and Participation ★ opportunities for workers to provide input into WHS consultation and participation processes: - formal and informal discussion ➔ Between workers to identify and eliminate potential problems before they cause harm to workers  ➔ Inform discussion = coffee break, lunch time ➔ Form discussion = meetings, training sessions - Meeting ➔ When worker is reluctant to take HSR job a WHS committee can be formed ➔ Have to meet every three months ➔ Consists of: owners and/or managers + work representatives - Survey ➔ Gather information regard WHS in the workplace ➔ Anonymous surveys encourage honest feedback ➔ Personal stories + case studies help get WHS message across ➔ Quick + easy evaluation to identity WHS strengths and weaknesses - Training ➔ WHS representatives must complete training before taking on the role ➔ Refresher courses on regular basis provided to be updated on legal requirements - WHS audit ➔ Identifying potential problems before they have an impact on the safety and wellbeing of workers ➔ All workers are allowed to participate ➔ Completed on regular basis and records kept (checklists) - WHS inspection ➔ Specifically looking at hazards, housekeeping, procedures, signage, lighting, machinery, ergonomics and chemical storage ➔ Carried out monthly and keep records of hazards and control methods ★ requirements (including election/formation) of a health and safety committee or health and safety representative (HSR) and their role and responsibilities in the workplace Health and safety Representative (HSR) A HSR is elected to represent the health and safety requirements of workers and raise any issues with the employer All workers including volunteers are eligible to make nominations The HSR is elected for three terms The result of election must be reported to SafeWork NSW Health and safety Committee (HSC) Help departments, managers, and workers to collaborate on and resolve health and safety concerns  providing a place for committee members to discuss health and safety issues developing plans or procedures to resolve issues recommending corrective actions to reduce hazards ★ role and responsibilities of relevant personnel in WHS consultation and participation: - PCBU ➔ Primary duty of care (DOC) for the workplace health and safety of all workers and other people ➔ A risk assessment can be used to eliminate risks in the workplace ➔ Must be proactive in assessing risks and hazards that could arise from human error, misuse, faulty equipment etc. ➔ Consult with workers regarding WHS - manager/supervisor/team leader ➔ Take care of their own health and safety and not affect the health and safety of others ➔ Comply with instructions, policies, and procedures regarding WHS ➔ Have a duty of care ➔ Participate in the process of developing, implementing, or contributing to procedures ➔ Consult workers on opinions ➔ If they don't fulfil the DOC then PCBU doesn't either - self and other workers ➔ Take care of their own and others health and safety ➔ Have DOC ➔ Instructions regarding WHS must be followed ➔ Anything that could cause harm report immediately - union ➔ Contributed to the maintenance and improvement in health and safety standards ➔ Adopted policies in relation to WHS ➔ Have entry permits to investigate workplaces ➔ Ensure workers are consulted on WHS ★ importance of identifying, reporting and responding to: - WHS issues and concerns ➔ Identifying potential risks before they become problem and reporting to supervisor/PCBU will help to eliminate or minimise WHS risk  - workplace hazards ➔ Four main types: physical (e.g. slips and trips, loud noises), ergonomic (e.g. poor workstation, heavy lifting), chemical (e.g. cleaning products, fumes), biological (bacteria, virus) ➔ Some hazards are immediate will others take time to become apparent ➔ Employers = responsibility to protect workers from hazards ➔ Workers = responsibilities to protect themselves and others - unsafe work practices ➔ Poor work practices create hazards ➔ Examples: Improper lifting, blocking fire exits, unsafe stacking of items, trying to repair or adjust equipment when on, poor cleaning of common areas, cords and power leads - breaches of health and safety and examples of each for the business services industry and workplace ➔ People are put at risk of minor and serious injury ➔ Occurs if steps are not taken to avoid risky situations from arising or failure to meet legal standards ➔ Important to identify and report ➔ Examples: exposure to risk of excessive noise, failure to have safe work methods (e.g. lifting), allowing unlicensed employees to operate specific equipment (e.g. forklifts), not notifying SafeWork NSW when serious injury/illness occurs and not providing correct PPE when dealing with machinery ➔ Most breaches are minor ★ planning and conducting WHS training sessions in the workplace: - aligned to workplace policy and procedures - communicate importance of safe work procedures and practices - increase work team’s understanding of their legal obligations - implement improvements in response to WHS feedback - meet training needs of the work team to develop and enhance WHS competence - raise awareness of the importance of WHS monitoring and reporting Employers are responsible for ensuring all employees are trained and instructed on how to do their work safely They must know: health + safety info, risks and how to control these Every new employee must undergo induction training which then must be regularly refreshed Must inform all workers on WHS policies and procedures, must be regularly updated according to industry codes and legislations All policies and procedures must be easily accessed  Must provided maintenance, and improvements must be made in response to WHS feedback which is collected through inspections and interviews All employees must be up to date with industry standards and recommendations and can be done by: face-to-face, or online Direct observation of employees, questioning, feedback from supervisors, checking records and interviewing and analysis of skill level can be made and required training can be provided Monitoring of the workplace depends on circumstance,s the higher the risk = high monitoring All incidents, injuries and near misses must be reported ★ use of data and evidence to demonstrate how safe work practices can be improved to: - contribute to a safety culture - continuously improve policy and systems - empower workers - inform management of critical health and safety risks Keeping records helps maintain an effective workplace Collected data and evidence can be used to improve work practices. - Examples: inspections and audits, first aid and medical assistance, minutes of HSC meetings, injuries, accidents, incidents and near misses, inspections, maintenance and repair of equipment Analysing records and conducting inspection allows continuous improvements to policies and systems Analysing info can help find trends and identify the cause, this leads to: adjustments to training requirements, additional safety resources being obtained, a review of roles and responsibilities, better communication strategies, review of objectives and key performance indicators, amendments to health and safety policies and procedures Once changes and improvements are made, an evaluation must be conducted to assess their effectiveness Hazard Identification and Risk Management ★ difference between a hazard and a risk  HAZARD RISK A situation that has the potential to The possibility that harm (death, injury harm someone. E.g. noise, poor or illness) might occur when exposed to ventilation, electricity, repeating tasks hazards in a workplace. ★ risk management and its application in a business services workplace: - hazard identification: potential hazards to self, colleagues, customers and others, typical to the industry The process of examining the workplace and identifying all potential hazards that may cause harm to workers, customers, clients or visitors - range of hazards: business equipment electricity and cabling hazardous and non-hazardous materials human factors (self and others) manual handling work environment work processes and practices identifying and reporting workplace hazards - risk assessment Identification of the factors that may be contributing to the risk Reviewing any health and safety information that is available from an authoritative source which is relevant to the particular hazard Evaluation of how severe the harm could be Evaluation of how a hazard may cause harm Determining the likelihood of harm occurring Identify the actions necessary to eliminate or control the risk Keeping necessary records  - risk control using a hierarchy, including: eliminate the risk: get rid of risk all together Most effective method Best way to eliminate risk is not to purchase the hazard or redesign workplace/systems to eliminate the risk minimise the risk: reduce as much as possible ➔ Substitution Using something with a lower risk ➔ modification Changing work practices ➔ Isolation Put barriers between hazard and people ➔ engineering control Change the process, equipment or tools other controls: ➔ Administrative Guidelines, rosters, training, drills, inductions ➔ safe work practices Job rotation to restrict hours worked on difficult tasks and more training to ensure correct operation ➔ personal protective equipment (PPE) Use of safety equipment (helmets, glasses, gloves etc.) when working with hazards - monitor and review Important to regularly review of effectiveness of hazard assessment and control measures Risk assessment should be undertaken when new work tools, systems, machinery or equipment are introduced Training and supervision should be provided for new workers Control measures should be checked with reviews + consultations with workers Important to maintain records Safe Work Procedures and Practices ★ safe work procedures and practices, and their purposes: Adopted for carrying out specific tasks that ensure a workers exposure to hazardous situations, substances and physical agents is controlled in a safe manner A set of guidelines which have been developed through the hazard identification and risk assessment process WHS induction training Should be provided when a worker first starts the job General information, information regarding specific work activities and the whole workplace should be covered:  - Emergency procedures - Procedure for reporting incidents, injuries and hazards - Use of alarms or procedures for summoning assistance - First aid - WHS management - Amenity facilities - Standard operating procedure for specific tasks - Safe work policies - Locations of manuals, data sheets and PPE adherence to: - standard operating procedures (SOP) A set of fixed instructions or steps for carrying out a specific work task Important to adhere to to prevent injury - work documentation and plans - work instructions - workplace policy ergonomics and posture: Ergonomics: is the process of designing and arranging the workplace so they fit the people who use them in order to minimise risk or harm Important because over $60 billion dollars a year in work related injuries Lower back pain most common work related disability - correct placement of equipment In easy reach No need to twist or over extend by stretching to reach it Equipment that is not used often can be placed away however they should be retrieved while standing up Large machines (e.g. printers) should not be placed in high traffic areas, near water fountains, and in someone's office (noise and fumes hazard) - sitting and standing positions Continuous sitting or standing can cause discomfort, fatigue, sore feet, swelling, varicose veins and lower back and shoulder pain Frequent changes of body position (sitting and standing) helps to avoid hazards The number of muscles being used helps to spread out load on body, and increase blood flow Working stations should be adjustable as it must match the worker If it is unable to be adjusted platforms and pedestals can be provided Rubber mats should be placed to cushion the hard floor  A seat should be provided so workers can do work sitting or standing - task rotation Structured interchange of workers between different tasks Decreases risk of errors, spoilage and/or injury Every task has a specific time limit for safe performance Benefits include: increase in innovation, efficiency, productivity and quality, reduced absenteeism, staff turnover, boredom, exposure to physical demands, Musculoskeletal disorder, stress, strain, and fatigue, and improves employee skill base and increase in flexibility - use of adjustable furniture and equipment Allow quick adjustment for users of different sizes, and for individuals when they change tasks Flexibility of sitting and standing reduces risk of injury from repetitive tasks and prolonged sitting Make available for multiple users to gain advantages of ergonomically designed offices hazardous substances: Is a substance (solid, liquid or gas) that may cause harm to health. 2 types Acute (immediate): harm to health may happen suddenly, such as dizziness, nausea and itchy eyes or skin Chronic (long-term): it may happen gradually over years, such as dermatitis or cancer. Some people can be more susceptible than others - correct handling, application, labelling, transport, storage and disposal Dangerous goods are classified on the basis of immediate physical or chemical effects When handling and storing PPE must be worn, SDS must be close, needs to be labelled, spillages must be reported and clean, placed in a well ventilated area, clearly labelled Labelling of Workplace Hazardous Chemicals COP: the label must be written in english, correctly identified, include a valid website, have the expiry date, include a hazardous pictogram(s), phone numbers, first aid information The EPA (Environment Protection Authority) regulates the on-road transport of dangerous goods while Safework NSW regulates activities prior to transport - safety data sheet (SDS) Must be provided if the chemical is labelled hazardous or dangerous  Must be accessible by all employees and located close to the chemical Must not be more than 5 years old Includes: name, ingredients, how it is dangerous, first aid instructions, precautions, safe handling and storage and disposal considerations manual handling techniques: 75% of manual handling injuries could be prevented Manual handling includes lowering, lifting, pulling, pushing, holding, restraining, carrying, throwing, or handling an object The increase of risk includes: weight, type of work, awkward loads, duration and frequency, handling livestock, layout of workspace, location and condition of object - when working individually, in pairs and with a team: ➔ bending and twisting ➔ loading and unloading ➔ moving, lifting, carrying and placing items down Individually: Check the weight distribution and place feet flat on the ground, bend at the knees grip with your palms not your fingers elbows tucked and lift gently and smoothly carrying the heavier side towards the body. In pairs/team: Co-ordinate the lift, ensure feet are facing each other and one person be the instructor, everyone must put the object down at the same time to ensure there is on strain on the back. ➔ undertaking repetitive tasks Ensure the use of regular resting breaks to reduce injury ➔ using mechanical aids/lifting equipment These reduce the risk of injury. It is better to push than pull so a trolly is very helpful. Sometimes it is more than just lifting so the use of hoist and forklifts may be required. While minimising manual handling risk other risks occur like special training, and licences recommended weight limits There are no longer prescribed max weight limits for men and women National COP: Manual Handling states there is an increased risk when weight is over 4.5kg when sitting, lifting weight above 16-20kg (50kg > mechanical assistance), pushing pulling and sliding objects that are difficult to move  Workers under the age of 18 should not lift more than 16 kg without mechanical help housekeeping: - clean-up procedures Cleaning up spills, if not controlled can cause serious injuries to workers and environment General procedures include - Stop the spill or leak at the source if safe to do so to reduce level of contamination and extent of harm - Contain the spill or leak (e.g. block drain) - Clean up the spill according to SDS - movement and storage of materials Includes loading, unloading, palletising and moving goods within the workplace Often requires mechanical assistance The improper handling and storing can lead to costly injuries Workers should know and understand the potential hazards associated with the task at hand and how to eliminate them Stored materials should have no harms on workers When storing be aware of height and weight of object and should be clearly labelled Hazardous materials should be stored according to safety instructions on SDS - storage and disposal of waste To comply with legislation waste must be classified as 1 of 6: - Liquid waste e.g. oil - Hazardous waste e.g. gas - Special waste e.g. clinical waste - Restricted solid waste e.g. high chemical level - General solid waste (putrescible) e.g. household waste - General solid waste (non-putrescible) e.g. glass The storage and disposal is dependant on danger to worker and environment Hazardous waste must be stored separately to all other waste in a clearly labelled, sealed, waterproof container Transport and disposal must be completed by licenced operators - consideration of WHS and the environment Households and businesses are encouraged to recycle to reduce landfill All non-putrescible waste is broken down and reused E-waste is recycled  The 2014 Waste Regulation and Waste Levy Guidelines were introduced and commenced on the 1st of November 2014, and some changes were made in 2015 selection, use and maintenance of PPE PPE is specialised clothing or equipment worn by workers for protection against health and safety hazards Designed to protect all parts of the body e.g. head, eyes, feet and hands The PCBU is responsible for supplying PPE PCBU is responsible for: ensuring workers are trained, appropriate signs are used to indicate where PPE is worn, PPE fits correctly, PPE doesn’t interfere with medical conditions of workers, and all PPE is used correctly and effectively All PPE should be checked for defects regularly If a worker refuses to wear PPE the PCBU can take action tools and equipment: - pre-operational checks and correct use Before use tools should be checked and used correctly according to the guidelines - regular maintenance and correct storage Any damaged tools and equipments must be tagged and removed immediately for fix or replacement Includes: anything worn or frayed All major tools should be regularly serviced according to manufacturer's specifications All tools and equipment should be stored correctly to reduce damage and injury to people - safety tags and lockout Equipment is tagged to indicate it has been checked and is safe - selection appropriate to task/work activity Before starting a task ensure all correct tools are collected Ensure all tools are used correctly and safely Ensure used to not damage others and the workplace environment working with electricity: Electricity is a hazard in all workplaces, and workers and who work on or near electricity are at risk of shock burns or other injuries PCBU is responsible - general electrical safety Use power boards with safety switches Do not overload powerpoints  Extension leads need to be out of the way and temporarily used and replaced if damaged Never leave heater on while no one in the office Turn off powerpoints before use Do not operate electric appliances near liquids Ensure short cords on appliances Ensure halogen lamps are away from fabric as they get hot - cabling and leads: ➔ appropriate storage Keep cords away from being a hazard ➔ proper placement and securing Best stored loosely and coiled and hung on a hook rather than on the floor ➔ Maintenance Regularly inspected, tested and tagged Any worn out cords to be replaced and labelled importance of safe work procedures and practices A procedure is the official way of doing something, often by a step-by-step process A practice is the application or use of the idea or method Benefits: - Satisfies legislative requirements - Positive effect of quality, efficiency and productivity - Provides a standard for workers - Allows PCBU to show due diligence - Minimises risk of injury and illness - Allows workers to have input on their work environment propose safe work procedures and practices for a workplace and specific job role within the business services industry Lighting - Light must be adequate (240 lux), so fluorescent lights are used and most natural - All windows should have blinds - Glare should be controlled - LIght should be overhead rather than behind worker - Regular maintenance should be conducted Noise - Loud machinery should be placed away from workers - Sound-absorbing materials should be used - Double-glazed glass should be used if near noise outside - Ensure phones are at a good volume Ventilation and Temperature - Regulate both  - Idea temp. 22-23 degrees - Desks shouldn't be placed directly under air conditioning or windows - Air filters should be cleaned regularly - Photocopiers should be placed in well ventilated areas Office layout - Should be flexible - Walkways have safe access to different areas and are not cluttered - Moveable partitions allow for privacy and reduce noise levels - Ensure room around photocopiers, meeting spaces and kitchens to reduce congestion - Short carpeted floors are recommended Individual workstation - The chair must be adjustable and comfortable - Desks and benches must have round edges, good leg access and non-reflective and flat surfaces - Ensure storage to reduce clutter - Shelves and filing cabinets should be placed near desk as they are used regularly Incidents, Accidents and Emergencies ★ meaning of incident, accident and emergency An incident is an event that interrupts the normal procedure or function in a workplace (usually minor) An accident is an unexpected and undesirable event which results in damage or harm to either work or business property An emergency is a serious situation that happens unexpectedly and demands immediate action ★ a range of incidents, accidents and emergencies common to the business services industry Electrical fires Burns using appliances Musculoskeletal problems Tripping Fatigue Eye strain Muscle, tendon and nerve issues ★ distinguish between a manageable first aid situation and an emergency situation First Aid is assistance to someone who has suffered a sudden illness or injury, these can be easily managed within the workplace An emergency situation is more serious and would involve calling 000 for an ambulance ★ range of potential injuries common to a business services industry workplace, their cause(s) and basic first aid for these injuries Musculoskeletal injuries (most common) - Damaging muscles, tendons, ligaments, cartilage, joints, nerves, connective tissue and blood vessels - Due to repetitive movements, standing awkwardly and posture - Immediate first aid treatment is necessary Slips and Trips - Result in fractures, bruises, dislocated or broken bones - These require emergency care (000 called) Manual Handling - Includes sprains, strains and dislocations - OOS (Occupational Overuse Syndrome) has to do with the repetition of tasks causing discomfort ★ strategies to reduce workplace accidents, injury and impairment Provide training Eliminate repetitive tasks Declutter the workplace Have flexible equipment at workstations Provide good quality tools and equipment Introduce team work Rotate jobs regularly ★ implications of the cost of workplace injury: Human - Can permanently affect quality of life and relationships - Can cause other health issues - In extreme cases Post Traumatic Stress Disorder (PTSD) can occur Social - Can no longer contribute to community - May need occupational rehabilitation services, pain management, or counselling Economic - Injuries in Australia cost more than $60 billion every year - If a worker is absent for more than 20 days there is a 70% that the worker will return to work - Medical costs, increase insurance premiums, fines (if safety laws were not adhered to) organisational - A replacement may need to be found costing the company time and money for training nf recruiting - Productivity is lost  - Re-organisation of roster - Procedures may need to be updated to prevent future injuries ★ responding to incidents, accidents and emergencies: emergency situations - Always reported to supervisor asap - An accident report form is filled out and filed - An investigation should be conducted to ensure it doesn't happen again - Should be assessed to see how many people were injured and the extent of these injuries seeking assistance - There should be an evacuation plan which includes the people with their responsibilities - The first person who arrives on the scene must assess the situation - The assistance may be from First Aid officer, or Paramedics or other Emergency services emergency contact numbers - 000 - NSW Rural Fire Services - NSW State Emergency Services - NSW Poisons Information Center - National Security Hotline emergency signals, alarms and exits - Smoke alarms need to be installed and checked regularly - The building must be then evacuated - These happened through emergency fire escapes location and use - An assemble in a designated area outside the building where all people must be accounted for procedures to follow: - Notification All PCBUs must ensure that an emergency procedure is prepared for their workplace This should include written step-by-step instructions - workplace policy and procedures: ➔ Evacuation ➔ security - reporting role of personnel in an emergency - Chief Warden  - the person who has the overall control in an emergency, and have the suitable attributes and training - Required determine what emergency procedures should be implemented - Deputy Chief Warden - Should be elected incase chief warden is not available - A floor warden needs to be elected if the business is multiple levels - A first Aid Officer needs to be elected for the business, and complete correct training - All staff need to know emergency procedures and policies, know the elected people, follow instructions, and act safely. first aid: - basic principles Follow DR(COWS)SABCD Minor injuries can be treated however dangerous ones an ambulance should be called - personnel responsible The PCBU must ensure that appropriate first aid equipment and facilities are available and easily accessible It's important that workers have first aid training Covered in First Aid in the Workplace COP (July 2019) ★ apply workplace policy and protocols and regulatory requirements when recording and reporting in relation to incidents, accidents and emergencies All PCBU must have a register of injuries and illnesses in the workplace regardless if workers comp was claimed This should include the name, address, age, industry, cause, nature and time and date of injury to the worker Certain types of injuries according to the WHS Act need to report to SafeWork NSW. These include: - Death of person - Dangerous incidents - A serious illness or injury of person Notifiable incidents apply to everyone and need to be reported immediately and the insurer notified within 48hrs (otherwise PCBU may be charged with a claims excess)  WELLBEING ★ meaning of wellbeing and why it is an important consideration in the workplace Wellbeing is the state of being comfortable, healthy and happy, for more than a moment How people feel and function, personally and socially Wellbeing of workers plays a part in the overall wellbeing A supportive work environment increases engagement, productivity and encourages innovation There are cost savings in reduced sick leaves costs, compensation expenses and other overheads The flow of work is not interrupted ★ personal factors that may affect wellbeing, including: social and emotional - The ability to realise your abilities, cope with stress, work productively and contribute to the community - Relationships - Money status - Enjoyable and fulfilling career - Get involved with enjoyable activities Health - Exercising regularly, sleeping enough and having a nutritious diet - Health problems - Mental health issues Economic - High income levels = better health (both mental and physical) - Low income - poor health cultural - Impacts beliefs, norms, values and views on certain behaviours and attitudes - Many cultures have stigmas around mental health - Can impact whether or not you seek help ★ workplace factors that may affect wellbeing, including: workplace culture and morale collegial relationships job autonomy, progression, and work opportunities intrinsic and extrinsic rewards Positive effect on wellbeing Negative effect on wellbeing 1. Factor: Job Autonomy 1. Factor: Being on call Effect on wellbeing? Effect on wellbeing? Can be called at any time and have to work. Having flexible working hours allows the worker to have a balance of their choice between work and life. 2. Factor: Rewards at work 2. Factor: excessive workload Effect on wellbeing? Effect on wellbeing? Make the individual feel appreciated for Can lead to stress and poor mental health. their work. 3. Factor: Workplace culture and morale 3. Factor: unsafe work conditions Effect on wellbeing? Effect on wellbeing? improve organisational performance and Can lead to stress, depression, anxiety and productivity sleeping difficulties. 4. Factor: Collegial relationships 4. Factor: Job insecurity Effect on wellbeing? Effect on wellbeing? lower rates of anxiety and depression, Can cause stress and mental health issues higher self-esteem, greater empathy, and as there is a chance that you may lose your more trusting and cooperative relationships. job. 5. Factor: Job progression and 5. Factor: Job progression and opportunities opportunities Effect on wellbeing? Effect on wellbeing? improves your overall physical and mental workplace injury, stress, discrimination and wellness bullying, violence, accidental death and retirement ★ understanding how personal and workplace factors affect wellbeing Personal - Increased mistake and error - Poor customer service - High levels of sickness - Low moral - Conflict with colleagues and managers - Poor employee reputation - High rates of resignation and job terminations Workplace - Micromanaging bosses - High stress levels - Negative work culture - Lack of opportunities - Workplace bullying - Lack of recognition and reward - Lack of support Causes - Change  - Unacceptable relationships - Unclear roles - High demands - Lack of support - Lack of control ★ signs and sources of stress Sources - Workers skills not equal to job - Worker starts new job and unsure how to do it - Experiencing difficulties with a colleague - Not being allowed to make decisions that affect the workers work - Long hours and heavy workload - Important deadline that is not going to be met - Possible job loss - Frustration Signs - PHYSICAL: Fatigue, insomnia, headaches, chest pain, excessive sweating, stomach ache, skin problems, lack of appetite - MENTAL: Depression, anxiety, feeling unhappy, negative thoughts, poor memory, being overwhelmed - BEHAVIOURAL: aggression, mood swings, irritable, isolation, lower tolerance of people and tasks ★ strategies to manage workplace stress: improving work-life balance - The balance between the demands of work and personal life - Improvement strategies: Ask for help Start project to take mind off work Establish good morning and night routines Leave work at work Make eating and exercising a priority Introduce flexible working hours Avoid multitasking Take care of important people (family, friends etc.) implementing a wellbeing plan - Identify possible stressors in the workers life or at work and helpful ways to approach them to feel fulfilled in all aspects of life - Plan should include: Have a positive mindset Improve physical health Take care of mental health Improve social life and relationships Control finances Get good sleep  ★ communication with colleagues and supervisor(s) regarding wellbeing: using appropriate communication style: - difference between: ➔ formal and informal ➔ direct and indirect ➔ passive, aggressive and assertive - advantages and disadvantages of the different styles using method of communication appropriate to the situation development of a communication plan strategies for dealing with negative response Passive Aggressive Passive Aggressive Assertive What does this saying nothing in hitting, kicking, Resentment and communicating with behaviour look a response, biting, and pushing, opposition to the others in a direct like? keeping feelings teasing, bullying, demands of others, and honest manner to yourself, hiding spreading rumours, especially the without intentionally feelings from name-calling, or demands of people in hurting anyone's others, and ignoring someone positions of authority. feelings. perhaps even hiding your feelings from yourself What does this body language loud and sighing, pouting, or expressing your behaviour sound includes failing to demanding voice, sulking, but fail to thoughts, opinions, like? (tone, make eye contact maintaining intense actually address it in feelings, attitudes volume, or looking down, eye contact and meaningful ways. and rights in an expression) quiet voice. dominating or open and honest controlling others way. by blaming, intimidating, criticizing, threatening or attacking them, among other traits. Provide a quote “I'll feel really bad “You're out of your “That's a great car, it's “Please don't walk of dialogue that if I ask them to mind if you think almost as nice as away from me while would match stop doing that.”, that will work.” John's.” “I love your we're having a this “Will I feel silly…”; “Can you do new dress, I wish I conversation.” “I communication “They won't like anything right?” had one like that but I respect your style. me if I do that.”; “I'm right, you're think I'm too skinny opinion, but let's “I'll feel guilty wrong. End of for that style.” agree to disagree.” about turning discussion.” them down.” Is this indirect direct indirect direct communication style direct or indirect? Advantages of You avoid or You feel powerful more convenient than you are able to see, communicating postpone conflict and in control. You confrontation hear, love others like this in the in the short term. are able to release more easily; you workplace? tension. You are get your needs met; less vulnerable. you have confidence.  Things tend to go your way. Disadvantages low self-esteem, Others feel low self-esteem, no guarantee things of unhealthy or resentment toward unhealthy or will work out; there communicating uncomfortable you. You uncomfortable are sometimes like this in the relationships, sometimes feel relationships people who are workplace? feeling out of shame or guilt. uncomfortable with control of You are less likely you being direct decisions, and to have healthy and and honest. feelings of stable anxiety, stress, relationships. resentment or It can be difficult to tension. relax. ★ formal and informal resources supporting wellbeing: counsellor(s) - councillors: is trained professionals that can build trust and healing and trusting relationships with employee assistance program (EAP) - EAP (Employee assistance program): can include personal crisis intervention support, early intervention and assistance to individuals and groups of employees where workplace issues can be talked about. family, friends and colleagues - They can increase the ability to feel happy and self worth - Stable relationships help with physical health and self esteem and help develop problem solving and social skills online resources - Beyond Blue - Black Dog Institute - Head to Health - Service NSW - Health Direct - Headspace support staff, including human resources (HR) and WHS officers - Focus on wellbeing in the workplace since COVID - Started to develop strategies for wellbeing in workplace - received the support of all levels of management, including staff - build a better culture of communication to support wellbeing ★ employee assistance program (EAP): What is it? - Employee assistance programmes (EAPs) provide initial short-term support and help to both individuals and groups of employees who are dealing with personal and/or professional challenges that might have  an influence on their well-being, productivity, safety, morale at work and at home, and mental health. key features: - access to counselling Access to 24hr/7days hotline from professional counsellors - Confidentiality Access to secure and private assistance and no information is given to employer - referrals and follow up services Therapist can help to work out best route for therapy and give referrals to trusted providers - workplace wellbeing resources Building a culture of wellbeing; be it encouraging activities or a mentoring program Encouraging open conversation Having policies that support a work-life balance benefits of the program to the individual worker and the organisation/workplace - EAPs help reduce turnover by supporting staff through their challenges - Increase in employee engagement - Motivate employees to perform better at work - Improve business brand - Improve employe/employer relationship - Counselling