Occupational Health and Safety Policy Staff must make themselves aware of Occupational Health and Safety policies and guidelines as they relate to their workplace and position. Staff must observe safe working practices and act to remove or bring to the attention of an appropriate authority and/or Occupational Health and Safety Representative any situation that is, or may be, a health or safety hazard. Policy The The Foundation is committed to maintaining a safe working environment for all. It is the policy of The Foundation to make every reasonable effort to prevent accidents, protect staff from injury and promote the health, safety and welfare of all staff, conference participants and other visitors to the Centre. Definition of Terms The Occupational Health and Safety Act 1985 (Victoria) applies to all staff members of the Foundation. Health and Safety Representative (HSR) a representative of the The Foundation who has been elected, in accordance with section 30 of the Occupational Health and Safety Act 1985, by staff at the Centre. The term of appointment for a health and safety representative is 2 years. The OH&S Officer at The Foundation is Br Rex Elmer Management Representative Chief Executive Officer of the Foundation. Procedures in Place at The Foundation To achieve a healthy working environment the The Foundation has in place several procedures which should be followed to ensure that the workplace remains safe. These procedures are: 1. Evacuation and emergency procedures; 2. Induction of new staff procedure; 3. Hazard reporting; 4. Non smoking Policy; 5. Staff welfare procedures; 6. Harassment Policy 7. Complaints Handling Procedure (and Addendum) 8. Purchasing guidelines; 9. Issue Resolution Procedures (developed in accordance with the Occupational Health and Safety [Issue Resolution] Regulations 1999). Copies of these procedures are available in the Staff Handbook. Staff are made aware of these policies annually during regular staff meetings and for new staff, during the induction program. Responsibilities of The Foundation Management The responsibilities of Centre Management are as follows: Provide and maintain for staff, as far as practicable, a working environment that is safe and without risks to health; Page 1 of 7
Identify hazards, assess risk and implement control strategies to minimise risk of injury to people and property; Ensure that the relevant Act and Regulations that apply to working conditions and work environment are observed and enforced; Encourage consultation in addressing safety issues; Design, purchase, install and maintain safe equipment and maintain a safe site; Develop and implement safe systems of work; Provide adequate safety information, training and supervision; Put in place formal processes for reporting, recording and investigating potential or actual hazards in both the physical environment and work practices. Responsibilities of Chief Executive Officers and Directors Chief Executive Officers and Directors have the following responsibilities in addition to their responsibilities as staff of The Foundation: Ensure that the area in which they and their staff work is safe and without risks to health; Identify any unsafe or unhealthy conditions or behaviour; Ensure that the behaviour of all persons in the workplace is safe and without risks to health; Attempt to remedy all problems related to occupational health and safety. If unable to rectify the problem, consult with the HSR and/or Director of Human Resources. Responsibilities of Staff Each member of staff has the responsibility to: Be responsible for his or her own health and safety and for the health and safety of anyone else who may be affected by his or her acts or omissions at the workplace; Adhere to safe work procedures, instructions and rules; Co-operate with the employer with respect to any action taken by the employer to comply with any requirement imposed by or under the Act; Not wilfully or recklessly interfere with or misuse anything provided in the interests of health and safety or the welfare of others; Not wilfully place at risk the health and safety of any other person in the workforce. The Role of a Health and Safety Representative A health and safety representative is the elected voice of staff in a designated work group (DWG). The Occupational Health and Safety Act sets out certain functions and powers for health and safety representatives which include the right to inspect, receive relevant information and be consulted. The health and safety representative's primary function is to represent the health and safety interests of the staff in the DWG. Health and safety representatives are encouraged to join with their employer to monitor health and safety issues in the workplace, and to work with their employer to improve health and safety standards. Therefore, it is essential that the Page 2 of 7
representatives receive training which will provide them with the appropriate skills and knowledge to perform these functions. In planning this training, the Director of Human Resources should work with health and safety representatives, adopting a best practice approach based on consultation and consideration of specific workplace needs and circumstances. The objective should be to have an agreed plan for training in place which will facilitate the acquisition of the necessary skills and knowledge by the representatives. Health and safety representative training needs to be integrated into the overall training plan of the organisation. It is desirable that the overall plan be agreed, to ensure that all training needs as well as the operating needs of the organisation can be met. Review of Procedures and Policy The Occupational Health and Safety procedures and policy will be reviewed each year to ensure that all new pieces of equipment are covered and all new practices are reviewed. Where to go for further information The following people will be able to provide further information: The Occupational Health and Safety Officer The Director of Human Resources Occupational Health and Safety Issue Resolution Procedures 1. Objective 1.1 The following issue resolution procedures have been agreed by management and staff at The Foundation. The objective of these procedures is to prescribe a process for the effective resolution of health and safety issues as they arise at The Foundation. 2. Parties to the resolution of issues 2.1 Management Representative (MR) The nominated MR is the Director of Human Resources. If the MR is absent or unavailable, the Chief Executive Officer of the Business and Finance Commission should be consulted. 2.2 The Health and Safety Representative (HSR) The HSR will act on behalf of the staff of The Foundation where an issue arises. This person is currently Br Rex Elmer. 2.3 Other Parties At any stage in the resolution of an issue, any party may call in any appropriate person or group to assist to resolve the issue. Page 3 of 7
3. Procedure for reporting issues 3.1 A staff member wishing to raise a health and safety issue should report it to the MR and/or HSR. 3.2 A staff member may take all steps that are necessary to report an issue. 4. Procedure for resolving issues 4.1 As soon as possible after an issue has been reported, the MR and the HSR must meet and try to resolve the issue. 4.2 The resolution of the relevant issue must take into account any of the following factors that may be relevant: (a) whether the hazard or risk can be isolated; (b) the number and location of staff affected by it; (c) whether appropriate temporary measures are possible or desirable; (d) whether environmental monitoring is desirable; (e) the time that may elapse before the hazard or risk is permanently corrected; (f) who is responsible for ensuring the removal of the hazard or risk. 4.3 As soon as possible after the resolution of an issue, details of the resolution will be made known to the person(s) who initially raised the issue and if relevant to all staff. 4.4 After the resolution has been implemented if an employee is dissatisfied with the outcome he/she may make a request for the resolution to be reviewed. This review is undertaken by the Province Leader or his nominee and the HSR. If the outcome of the review is to uphold the initial resolution then that decision is final. 4.5 If an employee believes the final decision is inappropriate he/she may request WorkSafe Victoria (ph: 9641 1444) to review the local decision. Manual Handling Policy Definition Manual handling covers a wide range of activities including lifting, pushing, pulling, holding, throwing and carrying. It includes repetitive tasks such as packing, typing, assembling, cleaning and sorting, using hand tools and operating machinery and equipment. Purpose To reduce the musculoskeletal disorders (MSD) caused by manual handling in the workplace. MSD is defined as an injury, illness or disease that arises in whole or in part from manual handling in the workplace, whether occurring suddenly or over a prolonged period of time. Page 4 of 7
Procedure Identify hazardous manual handling the tasks that could cause MSD: - repetitive or sustained application of force - repetitive or sustained awkward posture - repetitive or sustained movement - application of high force. 1. Assess Risk - postures - movements - forces - duration and frequency - environmental factors 2. Control Risk Eliminate or reduce risk by: - altering the workplace or environmental conditions - altering the systems of work - changing the objects used - using mechanical aids - providing information, training and instruction (if the above are not practicable) Appendix Appendix sample worksheets to assist to: - identify tasks involving hazardous manual handling - assess the risk of MSD for a given manual handling task - develop appropriate risk controls Reference Code of Practice for Manual Handling No 25 April 2000 Victorian Workcover Authority Occupational Health and Safety Act 1985 5/7/05 Page 5 of 7
Return to Work / Rehabilitation Policy The health and welfare of all employees is of major concern and to that end, we are committed to the provision of a workplace that is safe and without risk to health, and to the prevention of workplace injury and illness. It is however recognised that injuries may occur, and in the event that an injury does occur, we are committed to the philosophy and practice of occupational rehabilitation. We believe that providing a safe, early return to meaningful and productive work is in the best interest of all staff. Consequently, it encourages full and active participation from all levels of management and staff in creating a supportive environment conducive to the rehabilitation process and the speedy return of colleagues to the workplace. To achieve this, we have the following objectives: Return to work should be a normal expectation of all employees following a work related injury; such return should be as soon as possible after the injury consistent with medical advice. All employees must report all work related illnesses and injuries immediately. Treatment, return to work activities and any occupational rehabilitation services will commence immediately or, if not required immediately, then as soon as it is necessary, to ensure the earliest possible return to pre-injury employment. Each employee s occupational rehabilitation program will be developed individually, and on a confidential basis, with the employees concerned. An injured worker requiring an occupational rehabilitation service may be provided with a choice of approved occupational rehabilitation provider from a list (not less than three where available) approved occupational rehabilitation providers nominated by Return to Work Coordinator or Workcover authorised agent. Suitable employment, including modified or alternative duties, consistent with medical opinion, is made available to assist the injured worker to remain at work or return to work at the earliest opportunity. An individual return to work plan is established with any worker who has an incapacity for work. The plan is developed as soon as practicable but no later than 10 days after the relevant day. The plan is reviewed as required, consistent with the activities of the plan. Consultation and communication with all workers and/or representative worker(s), in the development and review of the occupational rehabilitation program and its return to work policy and the injured worker regarding individual return to work plans, will occur where appropriate. The return to work coordinator is a key person in the return to work process, acting as the link to everyone involved. Page 6 of 7
Illustration of Return to Work Process No current capacity Monitor worker s recovery and work capacity. Revise return to work Current capacity Injury Ti me Return to work planning Document return to work plan Worker s capacit y to Current Document offer of suitable Monitor return to work plan and offer of Return To work Risk managemen t Prepare and revise return to work plan and offer of suitable employment in consultation with: Injured worker Treating Practitioner Approved occupational rehabilitation provider (if involved) Shaded areas indicate the activity that is required by law. Page 7 of 7