Date post: | 26-Jun-2015 |
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LESSON 1: ESTABLISHING AND MAINTAINING A WHS /OHS MANAGEMENT SYSTEM
LEGISLATION PREAMBLE
Note: The terms Occupational Health and Safety (OHS) and
Work(place) Health and Safety (WHS) are equivalent and generally
either can be used and referred to in the workplace.
After the Work Health and Safety Act was passed in 2011, WHS is the
term that is generally used by states that have adopted the
harmonised laws, that reflects the title of this legislation.
The terms OHS and WHS are used interchangeably in this
presentation and other resource materials for this unit.
LOCATING RELEVANT OCCUPATIONAL HEALTH AND SAFETY LEGISLATION
When locating current legislation and related documentation, it is important to
establish which legislation and guidance material is relevant to the organisation
we are interested in. We need to consider:
• where the work is taking place, to understand what geographical
jurisdiction applies;
• the activities being undertaken, to understand what subject matter
jurisdiction applies e.g. construction, manufacturing;
• what risks arise from the activities, to understand what specific legislation
and guidance material applies e.g. use of chemicals, manual handling;
• what roles the organisation plays e.g. designers, manufacturer or
suppliers of plant; and
• what employment relationships there are e.g. contractors,
volunteers.
STATE AND TERRITORY LEVEL WHS JURISDICTIONS IN AUSTRALIA
LEGISLATION AND GUIDANCE
THE WORK HEALTH AND SAFETY ACT (2011)
Harmonised work health and safety laws aim to ensure work health
and safety regulators with functions including:
• Providing advice and information to duty holders and the
community,
• Monitoring and enforcing compliance with work health and
safety laws,
• Fostering co-operative, consultative relationships between
duty holders and the persons and representatives they owe a
duty to,
• Sharing information with other regulators, and
• Conducting and defending proceedings under work health and
safety laws.
THE WORK HEALTH AND SAFETY REGULATIONS (2011) Work Health and Safety Regulations (2011) provide employers with a lot of structure within a statutory framework that provide details on how to implement legislation. Regulations cover:
The Health and Safety Representative election processing
Statutory notices; and
The details about incident notifications
Changing definitions of Worker
Rights and responsibilities of WHS Representatives and Committees
Right of entry for WHS inspectors
Problem resolution procedures
CODES OF PRACTICECodes of practice are practical guides to achieving the standards of health, safety
and welfare required under the Work Health and Safety (WHS) Act and the WHS
Regulations in a jurisdiction.
Examples of Codes of Practice currently available include:
Work Health and Safety Consultation Co-operation and Co-ordination
Managing the Work Environment and Facilities
First Aid in the Workplace
Managing Risks of Hazardous Chemicals in the Workplace
Hazardous Manual Tasks
Managing Risks of Plant in the Workplace
How to Manage Work Health and Safety Risks
There are several others available and underdevelopment. Codes of Practice are
developed by Safe Work Australia and are available for download off their
website.
COMMUNICATING WHS POLICIES AND PROCEDURES
• Policies and procedures need to be readily available
and accessible to all staff.
• WHS policies and procedures are typically found in
either paper or electronic format.
• No matter what format is used, information must be
easily accessible and in a manner that workers can
understand.
• Information should be communicated by management
as per the format agreed during consultation
processes.
COMMUNICATING ORGANISATIONAL COMMITMENT TO WHS POLICIES
It is important to not only keep workers informed of updates and
changes to WHS rules and regulations, but also communicate the
importance of adhering to WHS policies and procedures. This can be
done in several ways:
• Posters or flyers on noticeboards or around relevant equipment,
• Printed or emailed newsletters to all staff,
• Notifications during meetings and workshops,
• Inductions and training sessions,
• Lost time caused to injuries and/or illness,
• Adequate supervision and regular site inspections/audits,
• Appropriate disciplinary measures being followed for non-
compliance.
DEFINING WHS RESPONSIBILITIES FOR WORKPLACE PERSONNEL
In a workplace, there are three main groups of people who have
specific WHS responsibilities:
1. Employers/Managerial Staff (also referred to as PCBUs or
persons in charge of business undertakings and Officers)
2. Employees (that includes workers, contractors or volunteers)
3. Health and Safety Representatives (HSRs)
EMPLOYEE (WORKER, CONTRACTOR OR VOLUNTEER) RESPONSIBILITIES
Section 28 of the Work Health and Safety Act states that while at
work, a worker must:
• Take reasonable care of his or her own health and safety,
• Take reasonable care that his or her acts or omissions do
not adversely affect the health and safety of other persons,
• Comply, so far as the worker is reasonably able, with any
reasonable instruction that is given by the person
conducting the business or undertaking (PCBU) to allow that
person to comply to the act,
• Cooperate with any reasonable policy or procedure of the
PCBU relating to the health or safety at the workplace
that has been notified to the worker.
HEALTH AND SAFETY REPRESENTATIVES’ (HSRS) RESPONSIBILITIES
HSR responsibilities include:
• Providing WHS advice,
• Assisting with risk management,
• Liaising with WHS representatives,
• Consulting with management about safety issues,
• Assisting in the promotion of WHS,
• Auditing and analysing WHS issues.
• Requesting and conducting workplace inspections
• Representing employees on WHS issues
• Organising opportunities for WHS participation and consultation
• Reviewing incidents
• Organising WHS training
• Ensuring communication and participation in WHS is inclusive.
WORKPLACE HEALTH AND SAFETY COMMITTEES
Key functions of Workplace Health and Safety Committees include:
• facilitating co operation between the person conducting a
business or undertaking and workers in instigating, developing
and carrying out measures designed to ensure the workers’ health
and safety at work,
• assisting with the development of standards, rules and procedures
relating to health and safety that are to be followed or complied
with at the workplace; and
• any other functions prescribed by the regulations or agreed
between the person conducting the business or undertaking and
the committee.
As a result, HSCs often assist with:
• Encouraging personnel to maintain an interest in WHS in the workplace,
• Identifying gaps in skills and arrange for training and development in
WHS issues,
• Keeping up to date with changes in legislation,
• Reviewing and investigating workplace health and safety issues,
• Providing advice to employers on how to address safety issues.
• Facilitating co-operation between the PCBU and workers in instigating,
developing and carrying out measures designed to ensure the health and
safety of workers at work;
• Assisting the PCBU to develop standards, rules and procedures relating to
WHS that are to be followed or complied with at the workplace;
• Overseeing any other functions prescribed by the WHS Regulations and
any other functions agreed between the PCBU and the HSC.
WORKPLACE HEALTH AND SAFETY COMMITTEES
MANAGERIAL OR PCBU RESPONSIBILITIES
Section 19 of the Work Health and Safety Act sets out the employer’s
primary duty of care.
Management should:
• Implement safe work systems
• Actively encourage the reporting of incidents
• Look for opportunities to improve
• Value staff contributions by acknowledging and involving
them in the decision making process
• Providing safe and effective support to complete their roles
safely
• Engage in risk management processes to ensure risks are
minimised as much as practicable in the workplace.
DUTY OF CARE
Section 19 Work Health and Safety Act (Commonwealth) legislation
sets out the primary duty of care including ensuring, so far as is
reasonably practicable, the health and safety of workers and others
affected by the business or undertaking. The duty includes providing:
a) a safe working environment;
b) safe plant and structures;
c) safe systems of work;
d) safe use, handling and storage of plant and substances;
e) adequate facilities;
f) information instruction and training; and
g) sufficient monitoring of the workplace
DEVELOPING APPROPRIATE POLICIES AND PROCEDURESOrganisations should have their own policies and procedures that ensure they are
following their legislative requirements and managing risks to safety (and therefore
complying with one of the employer’s general duties of care). Such documents are
called Standard Operating Procedures (SOP).
Examples include:
• How to perform a risk assessment SOP
• Manual handling SOP
• Use of PPE SOP
• Receiving or despatching hazardous chemicals or dangerous goods SOP
• Using ladders SOP
• Lock out Tag out SOP
• Operation of High Risk Plant and Equipment SOP
• Spill response SOP
• Emergency evacuation SOP
CONSULTING WITH WORKERS
Consultation involves the process of:
• Sharing information where management provides workers
information that will assist them in providing feedback.
• Giving workers, in turn the chance to express their views and
address their concerns to management
When a worker elects a health and safety representative (HSR), this
means that management should direct their communication and the
consultation process to the HSR.
IDENTIFY AND APPROVE FINANCIAL AND HUMAN RESOURCES REQUIRED BY THE WHS MANAGEMENT SYSTEM (WHSMS)
Human resources can include the cost of employee or contractor
time:
• Required risk and WHS personnel (e.g. HSR, Supervisors,
Committee members, Incident investigators etc)
• Staff time allocated for attending training.
Financial resources can include:
• Allocated budget (whether one budget for all or a separate budget for each department) for the purchase of supplies,
• Protective Equipment (including PPE)• Cleaning• Updating facilities and equipment• Training• External consultants including auditors• Non-compliance and the resultant impact
it could have on the organisation• Incident investigation kits• WHS/OHSMS Software• Signage / posters
IDENTIFY AND APPROVE FINANCIAL AND HUMAN RESOURCES REQUIRED BY THE WHS MANAGEMENT SYSTEM (WHSMS)
• Corporate subscriptions and memberships eg Safety Institute Australia
• IT equipment eg projectors, laptop etc
• Testing equipment light meter / noise meter
• Work permits• Lock out tag equipment• Bunding• Spill kits• Inspection tools ie mirrors, cameras
etc• First aid equipment• Australian & international standards
GAINING APPROVAL FOR RESOURCES
• For a manager to obtain approval for a resource, it necessary to
demonstrate sufficient research has been conducted, data has
been reviewed and analysed, risk involved has been reviewed, and
recommendations support the findings.
• All arguments and recommendations should be reinforced with
facts.
• As most organisations are outcome based recommendations
should emphasise outcomes.