Rent a Fence WA Health and Safety Handbook
1.1 HEALTH AND SAFETY IN THE WORKPLACE
Management of Rent a Fence WA (the Organisation) will do everything reasonably practicable to ensure you can
undertake your work in a healthy and safe manner.
You also play a crucial role in achieving a safe workplace. You owe it to yourself, those close to you and your
colleagues not to expose yourself to unnecessary risks at work. You can do so by protecting yourself and others
from hazards and hazardous situations, by following safe work procedures and by adopting safe work practices.
1.2 PURPOSE OF HEALTH AND SAFETY HANDBOOK
Through the provision of important procedures and guidelines, this Health and Safety Handbook (Health and Safety
Handbook) will help you, your colleagues and others to stay healthy and safe in the workplace.
Health and Safety legislation rightly makes health and safety everyone’s responsibility. Therefore, this Health and
Safety Handbook applies to all workers, including, but not limited to contractors and volunteers. Please read this
Handbook carefully and ensure you comply with the guidelines set out below.
Any failure to comply with health and safety requirements is taken very seriously by the Organisation. As an
employee, you may be subject to disciplinary action (up to and including the termination of your employment) in the
event you:
• breach the policies and/or procedures contained in this Health and Safety Handbook;
• breach any other health and safety policy or procedure made known to you; or
• take any action that could threaten the health or safety of yourself, your colleagues or others.
Appropriate action which may be taken in relation to other workers includes, but is not limited to, termination of their
engagement with the Organisation.
1.3 GENERAL
Amendments to this Health and Safety Handbook will be issued from time to time.
The Health and Safety Handbook does not form part of your contract of employment or engagement agreement,
unless expressly stated otherwise. However, in any event, it may be considered when interpreting your rights and
obligations under the terms of your employment or engagement.
You are welcomed and encouraged to provide feedback and suggestions for improving health and safety in the
workplace to management at any time.
The Organisation and its officers recognise that the health and safety of all workers and visitors is of the utmost
importance and vital to the success of our business. As such we aim to continuously improve health and safety in
the workplace through consultation and increased health and safety awareness of management and workers.
Through the co-operative efforts of management and workers, we are committed to:
• providing a safe environment for all workers and visitors to our workplace
• providing and maintaining buildings, equipment and plant in safe working condition
• supporting the ongoing training and assessment of workers
• developing, implementing and monitoring safe work practices
• continuously improving the standards of health and safety in the workplace
• managing risks in the workplace
• providing information, instruction and supervision.
The focus of the Organisation’s health and safety management system is preventing hazards. We will develop a
framework for health and safety management and a plan for systematic risk assessment and control of hazards, to
progressively improve safe behaviours and safe systems of work across the business.
Mark Turner Carla Turner
Managing Director Managing Director
on behalf of Rent a Fence WA.
3.1 INTRODUCTION
The Organisation is committed to ensuring the health, safety and welfare of its workers and any other people who
may be affected by its operations.
In order to ensure that health and safety is successfully managed within the Organisation, the following general
responsibilities have been allocated. These are to be read in conjunction with the remainder of the Health and
Safety policies, which outline further health and safety responsibilities, including responsibilities relating to specific
risks and situations.
3.2 ORGANISATION RESPONSIBILITIES
The Organisation has a duty to ensure, so as far as reasonably practicable, the health, safety and welfare at work
of all its workers while at work. In particular, it is responsible for:
• providing and maintaining its workplaces in a healthy and safe condition and providing safe systems of work
• identifying, controlling and monitoring hazards in the workplace
• ensuring the safe use, handling, storage and transport of plant, equipment and substances
• providing and maintaining systems of work and a working environment that is healthy and safe
• providing the information, training, instruction and supervision necessary to maintain a healthy and safe
workplace
• providing adequate facilities for the welfare of workers
• monitoring the workplace and the health and safety of workers to assist in preventing injury and illness.
3.3 MANAGER/SUPERVISOR RESPONSIBILITIES
Managers/supervisors are responsible for:
• maintaining a working environment that is safe and without risk to health
• implementing safe systems of work by ensuring safe products and systems are used
• maintaining the workplace, plant, machinery and substances
• implementing information, training, instruction and supervision for workers
• identifying and controlling hazards in the workplace
• ensuring all relevant health and safety laws are complied with
• using the resources provided for health and safety
• ensuring workplace rules, procedures and systems are reviewed and maintained
• promoting health and safety in the workplace
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• maintaining consultative mechanisms.
3.4 WORKER RESPONSIBILITIES
As a worker, you are responsible for:
• ensuring you are not under the influence of alcohol, drugs or medication of any kind where doing so could
adversely affect your ability to perform your duties safely or efficiently or be in breach of the workplace
policies
• taking reasonable care for the health and safety of yourself and others who may be affected by your actions
or omissions in the workplace
• co-operating with management to ensure all health and safety obligations are complied with
• ensuring all health and safety equipment is used correctly
• using and maintaining the required Personal Protective Equipment (PPE)
• reporting any injuries sustained whilst working and seeking appropriate first aid
• reporting any unsafe conditions, equipment or practices to management, as soon as practicable
• rectifying minor health and safety issues where authorised and safe to do so
• co-operating with any health and safety initiative, inspection or investigation
• actively participating in any return to work program.
4.1 INTRODUCTION
Hazard management is the process of identifying what may cause an injury or illness in the workplace and deciding
what may happen as a result. Once hazards in the workplace have been identified and assessed, priorities can be
set determining what action is to be taken to eliminate or control the hazard.
4.2 ORGANISATION RESPONSIBILITIES
The Organisation will:
• identify hazards by conducting regular workplace inspections, reviewing hazard reports and reviewing
injury/illness records
• assess each hazard in terms of its potential to do harm
• identify and implement control measures to eliminate or reduce the risks
• monitor and review the effectiveness of the control measures.
Where necessary, the Organisation will implement a safe work procedure to ensure the risk of the hazard causing
harm is controlled.
4.3 WORKER RESPONSIBILITIES
As you go about your work, you may identify hazards that could present a health and safety risk to you, your
colleagues and others. It is every workers responsibility to identify and report any such hazards to management.
Where you identify a hazard, if it is safe to do so, immediately take steps to prevent this hazard from posing a health
or safety risk. If you cannot fix the problem, you are required to report it to management immediately and complete
the Hazard Report Form.
In addition, where an inspection of the workplace is taking place, you should inform the person conducting the
inspection of any ongoing health and safety concerns you have.
All workers will be given the opportunity to express their views and contribute in a timely manner to the resolution
of health and safety issues that affect them. These views will be valued and taken into account by those making
decisions.
5.1 INTRODUCTION
Wherever possible, the Organisation aims to prevent any incident or injury from occurring in the workplace.
However, where an incident, injury or near hit/miss does occur, it is essential that proper records of these are kept.
This ensures that appropriate records are available should the need arise, for example in support of a workers
compensation claim. It will also assist the Organisation to identify and address any ongoing health and safety
concerns or unsafe work practices.
5.2 ORGANISATION RESPONSIBILITIES
The Organisation will provide and maintain a workplace register of injuries. Management must ensure the details
of any workplace injury/illness are recorded on this register.
Where a worker is suffering an injury/illness at work and requires medical attention, management will arrange this.
In emergency cases, an ambulance will be called to attend the location. If it is not an emergency, management will
organise for the affected worker to be transported to a medical practitioner/centre as soon as possible, or for onsite first aid treatment to be rendered.
Where necessary, management will undertake an investigation into any work related injury/illness within 24 hours.
The purpose of any such investigation will be to determine the cause/s of the injury/illness (if possible) and
recommend measures (if any) to be implemented to eliminate or reduce the probability of re-occurrence.
5.3 WORKER RESPONSIBILITIES
Where any workplace incident, injury/illness or near hit/miss occurs, you must notify management as soon as
possible and complete an Incident Report Form.
You are also responsible for entering the details of any minor workplace injury/illness that requires First Aid
treatment on the First Aid Treatment Log/Register of Injuries Form.
For any workplace injury/illness, you are required to undergo medical treatment as necessary. Where the need for
treatment is identified whilst at work, management will arrange this treatment. However, where your injury/illness
worsens whilst away from the workplace, or over a period of time, you are required to seek medical attention at the
earliest opportunity.
If you have suffered any workplace injury/illness that required medical treatment, you must provide a certificate from
your treating doctor stating your fitness for duties upon your return to work
6.1 INTRODUCTION
The health and safety of the workplace and workers may be impacted in an emergency situation, for example in
the event of a fire.
Whilst the organisation will take all necessary precautions to prevent an emergency situation arising, in the unlikely
event that an emergency situation does arise, the procedures below are to be followed to ensure the health and
safety risks associated with such situations are minimised.
You must ensure that you are aware of our fire and evacuation procedures and the action you should take in the
event of such an emergency.
6.2 PROCEDURES
Fire
If you discover a fire:
• alert other people in the immediate vicinity to the fire
• activate any fire alarms and call ‘000’
• if safe, try to put out or contain the fire, or otherwise evacuate the premises in accordance with the workplace
emergency evacuation procedures.
At no time should you risk personal safety in an effort to protect property or others.
Emergency evacuation
If an emergency evacuation is required:
• follow instructions given to you by emergency services personnel and any designated evacuation staff (eg
fire wardens)
• leave the building via the closest designated exit
• proceed to the designated assembly area.
During an emergency evacuation, you must remain calm and:
• do not run, crowd exits, or take your belongings with you
• do not return to the building until it is safe to do so.
Motor vehicle accidents
If you are involved in a motor vehicle accident in the course of your duties:
• do not exit the vehicle unless it is safe to do so
• call the relevant emergency services (if necessary);
• seek first aid if you are injured or render assistance to any injured person if it is safe to do so
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• set up a warning system for any approaching vehicles to prevent the risk of further accidents (if possible)
• record the registration details of the vehicles involved, as well as the name and licence details of the driver/s
• record the names and addresses of as many witnesses as possible, and take photos of the accident scene
and damage sustained to any property
• give your name and address, the registration number of the vehicle and the name of the insurance company
to any person having reasonable grounds for requiring such information. Do not give any further information.
You must notify management of any accidents occurring in the course of your duties as soon as practicable and
must complete an Incident Report Form. You are responsible for entering the details of any injury on the First Aid
Treatment Log/Register of Injuries Form in accordance with the Reporting of Incidents and Injuries policy above
The employer must be informed of any and all incidents involving employer vehicles no matter how minor within 24
hours.
In addition in the case of an incident involving injury to another person, you are responsible for notifying the police
of the occurrence. For major incidents, this must be reported to the police within 24 hours.
First aid
You are responsible for:
• knowing the identity of any first aid officers in the workplace and the location of the nearest first aid kit/s
• seeking first aid where necessary, or complying with any management direction to seek first aid in respect
of a work related injury/illness
• informing management of any injury and recording any first aid treatment in the First Aid Treatment
Log/Register of Injuries
• informing management if the first aid equipment is running low or has run out
7.1 INTRODUCTION
Along with the specific guidelines and procedures outlined throughout the Health and Safety policies, there are
some simple day to day measures that can be adopted by management and workers alike to reduce the risks to
health and safety in the workplace.
7.2 GENERAL
Management and workers alike must ensure:
• no plant, equipment or safety device (including PPE) is altered or removed from the workplace without
express management authority
• all safety signs, policies and procedures are complied with in full
• illegal drugs are not brought into, or used, in the workplace
• persons affected by alcohol or drugs are not permitted to access, or remain at, the workplace.
You must ensure that you wear and use any personal protective equipment and clothing issued for your protection
at all appropriate times.
7.3 HOUSEKEEPING
Failure to ensure that the workplace is kept neat and tidy may create unnecessary hazards.
Management and workers alike are responsible for maintaining a neat and tidy workplace. This involves:
• ensuring emergency exits, thoroughfares and pedestrian access points are not obstructed
• ensuring aisles and work areas are clear and free from obstruction at all times so as not to cause additional
hazards including slip, trip, or fall hazards;
• placing rubbish in the bins provided
• ensuring all work, communal areas and facilities are kept clean and tidy at all times.
7.4 HYGIENE
Any exposed cut or burn must be covered with a first-aid dressing.
If you are suffering from an infectious or contagious disease or illness such as rubella or hepatitis you must not
enter the workplace without clearance from your own doctor.
Contact with any person suffering from an infectious or contagious disease must be reported before commencing
work.
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7.5 FITNESS FOR WORK
Every worker has the responsibility to present to the workplace fit for duty. This means being free of the effects of
fatigue and drugs (illicit, prescribed and over-the-counter medications) and alcohol. If any individual is concerned
in any way about a perceived safety risk due to their own or any of their colleagues fitness for duty they have a
responsibility to inform their manager.
If you arrive for work and, in the Organisation’s opinion, you are not fit to work, the Organisation reserves the right
to exercise its duty of care, particularly where the Organisation believes that you may not be able to undertake your
duties in a safe manner or may pose a safety risk to others. The organisation may remove you from the workplace
for the remainder of the day with or without pay, conduct an investigation and, dependent on the circumstances, if
you are an employee you may be liable to disciplinary action.
You may be required to provide a certificate from your treating doctor stating your fitness for duties before being
permitted to return to work
8.1 INTRODUCTION
The Organisation is committed to the provision of a fair, healthy and safe workplace in which everyone is treated
with dignity and respect and in which no individual or group feels bullied, threatened or intimidated.
Bullying or harassment in any form is unacceptable behaviour and will not be permitted or condoned.
We recognise that bullying and harassment can exist in the workplace, as well as outside, and that this can seriously
affect workers’ working lives by detracting from a productive working environment and can impact on the health,
confidence, morale and performance of those affected by it, including anyone who witnesses or has knowledge of
the unwanted or unacceptable behaviour.
8.2 HARASSMENT
The intention of these procedures are to inform workers of the type of behaviour that is unacceptable and to provide
procedural guidance.
We recognise that we have a duty to implement this policy and all workers are expected to comply with it.
Harassment is any unwanted physical, verbal or non-verbal conduct based on grounds of age, disability, gender
identity, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation
which affects the dignity of anyone at work or creates an intimidating, hostile, degrading, humiliating or offensive
environment.
A single incident of unwanted or offensive behaviour can amount to harassment.
Harassment can take many forms and individuals may not always realise that their behaviour constitutes
harassment. Examples of harassment include:
• insensitive jokes and pranks
• lewd or abusive comments about appearance
• deliberate exclusion from conversations
• displaying abusive or offensive writing or material
• unwelcome touching
• abusive, threatening or insulting words or behaviour.
These examples are not exhaustive and disciplinary action at the appropriate level will be taken against workers
committing any form of harassment. Appropriate action in relation to an employee will include disciplinary action in
accordance with the Organisation’s disciplinary and disciplinary termination procedure. For other workers,
appropriate action may include termination of their engagement with the Organisation.
8.3 BULLYING
Bullying is repeated, offensive, abusive, intimidating, insulting or unreasonable behaviour directed towards an
individual or a group, which makes the recipient(s) feel threatened, humiliated or vulnerable. Note single incidents
of bullying will not be tolerated.
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Bullying can occur in the workplace and outside of the workplace at events connected to the workplace, such as
social functions or business trips.
Bullying can be a form of harassment and can cause an individual to suffer negative physical and mental effects.
Bullying can take the form of physical, verbal and non-verbal conduct. As with harassment, there are many
examples of bullying, which can include:
• abusive, insulting or offensive language or comments
• unjustified criticism or complaints
• physical or emotional threats
• deliberate exclusion from workplace activities
• the spreading of misinformation or malicious rumours
• the denial of access to information, supervision or resources such that it has a detrimental impact on the
individual or group.
These examples are not exhaustive and disciplinary action at the appropriate level will be taken against employees
committing any form of bullying. Appropriate action in relation to an employee will include disciplinary action in
accordance with the Organisation’s disciplinary and disciplinary termination procedure. For other workers,
appropriate action may include termination of their engagement with the Organisation.
8.4 REASONABLE MANAGEMENT ACTION TAKEN IN A REASONABLE WAY
It is reasonable for managers and supervisors to allocate work and to give fair and reasonable feedback on a
worker’s performance. These actions are not considered to be workplace bullying or harassment if they are carried
out lawfully and in a reasonable manner, taking the particular circumstances into account.
Examples of reasonable management action can include but are not limited to:
• setting reasonable performance goals, standards and deadlines
• rostering and allocating working hours where the requirements are reasonable
• transferring a worker for operational reasons
• deciding not to select a worker for promotion where a reasonable process is followed
• informing a worker of their unsatisfactory work performance
• meeting with a worker to discuss performance and/or conduct
• informing a worker of their unreasonable or inappropriate behaviour in an objective and confidential way
• implementing organisational changes or restructuring
• taking disciplinary action including suspension or termination of employment.
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8.5 BULLYING AND HARASSMENT COMPLAINT PROCEDURES
i) Informal complaint
We recognise that complaints of bullying, harassment, and particularly of sexual harassment, can sometimes
be of a sensitive or intimate nature and that it may not be appropriate for you to raise the issue through our
normal grievance procedure. In these circumstances you are encouraged to raise such issues with a senior
colleague of your choice (whether or not that person has a direct supervisory responsibility for you) as a
confidential helper.
If you are the victim of minor bullying or harassment you should make it clear to the alleged bully or harasser
on an informal basis that their behaviour is unwelcome and ask the individual to stop. If you feel unable to
do this verbally then you should hand a written request to the individual, and your confidential helper can
assist you in this.
ii) Formal complaint
Where the informal approach fails or if the bullying or harassment is more serious, you should bring the
matter to the attention of management as a formal written complaint and again your confidential helper can
assist you in this. If possible, you should keep notes of the bullying or harassment so that the written
complaint can include:
• the name of the alleged bully or harasser
• the nature of the alleged incident of bullying or harassment
• the dates and times when the alleged incident of bullying or harassment occurred
• the names of any witnesses
• any action already taken by you to stop the alleged bullying or harassment.
On receipt of a formal complaint we will take action to separate you from the alleged bully or harasser to
enable an uninterrupted investigation to take place. This may involve a temporary transfer of the alleged
bully or harasser to another work area or suspension of employees (with contractual pay) until the matter
has been resolved.
The person dealing with the complaint will invite you to attend a meeting, at a reasonable time and location,
to discuss the matter and carry out a thorough investigation. You have the right to be accompanied at such
a meeting by your confidential helper or another work colleague of your choice and you must take all
reasonable steps to attend. Those involved in the investigation will be expected to act in confidence and any
breach of confidence will be a disciplinary matter.
On conclusion of the investigation which will normally be within ten working days of the meeting with you, a
report of the findings and of the investigator’s decision will be sent, in writing, to you and to the alleged bully
or harasser.
8.6 GENERAL NOTES
If the report concludes that the allegation is well founded, appropriate action will be taken against the bully or
harasser.
If you bring a complaint of bullying or harassment you will not be victimised for having brought the complaint.
However, if the report concludes that the complaint is both untrue and has been brought with malicious intent,
appropriate action will be taken against you. Appropriate action in relation to an employee will include disciplinary
action in accordance with the Organisation’s disciplinary and disciplinary termination procedure. For other workers,
appropriate action may include termination of their engagement with the Organisation.
9.1 INTRODUCTION
Manual handling involves much more than lifting and moving loads. It applies to any activity that causes forces and
loads to be exerted on our bodies. Lifting, bending, twisting, throwing and catching, pushing and pulling, static and
awkward postures all exert forces on our muscles and skeleton and adding loads increases the amount of the forces
we bear.
9.2 ORGANISATION’S RESPONSIBILITIES
The Organisation is responsible for ensuring:
• any tasks requiring physical exertion are assessed and as far as practicable manual handling risks are
eliminated or minimised
• task assessment includes consideration of the workflow and environment to remove unnecessary/double
material handling and any other obstructions that increase risk
• good housekeeping and appropriate storage keeping heavy, bulky and awkward objects as close as possible
to waist height
• organising tasks to ensure rotation of duties whenever possible and regular breaks to reduce physical fatigue
and stresses, especially repetitive actions and static postures
• mechanical aids are supplied when safe manual handling techniques are inadequate to reduce the risks
associated with any task
• adequate time is allowed for workers to warm up before commencing heavy manual work
• information, instruction and training is provided to ensure workers understand safe manual handling
techniques whether these are operational or office based staff
• consultation with workers about manual handling tasks and any activity that exerts stresses on our bodies,
is provided to ensure the risks are understood and considered in the risk assessment process and
• hazard reporting identifies any symptoms of muscle and joint fatigue and/or pain associated with work tasks.
9.3 WORKER RESPONSIBILITIES
When performing lifting and carrying you are responsible for:
• performing warm up exercises before commencing the task, especially at the commencement of your shift
and after breaks
• always assessing a load, the distance to be carried and whether a mechanical aid should be used
• referring to the weight information on product packaging to assess the load and also consider if it is bulky or
awkward
• whenever possible breakdown the load or get assistance for a team lift
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• when performing a team lift try to get co-workers that are a similar height and strength and communicate
how the lift will be done
• always checking your destination point and ensuring a clear path of travel
• placing feet shoulder width apart, as you bend at the knees move your bottom up and out behind as you
lower yourself, this acts as a fulcrum to counter balance the weight of the load
• ensuring there are suitable grip points before lifting
• grasping the load securely with both hands, keep it evenly balanced and close to your body while tightening
your abdominal muscles
• raising your head in the direction you are moving, lift the load to waist height by lifting your bottom and
straightening your knees in one smooth action and
• when putting down a load apply the same principles for lifting in reverse.
When performing tasks that involve manual handling and exertion you are responsible for:
• turning by moving your feet, do not twist your body and never twist and lift at the same time
• pushing a load rather than pulling, this recruits the stronger muscles in your legs rather than straining the
lower back
• when moving goods up or down stairs use a lift or conveyor if you can. If you are carrying anything ensure
a clear vision and path and ensure that you are able to grip a hand rail at all times
• varying tasks and postures and taking regular breaks including when seated, so that you do not maintain
static postures as this can fatigue muscles and connective tissue, often referred to as repetitive strain or
over use injury
• storing heavy, bulky and awkward objects as close as possible to waist height. Vary postures and tasks to
ensure work is not performed above shoulder height or below knee height for prolonged periods and
• not lifting heavy, bulky or awkward objects from above shoulder height, use a mechanical aid or appropriate
ladder/steps.
10.1 ILLICIT DRUGS AND ALCOHOL
The use of drugs or alcohol jeopardises a safe workplace. The Organisation recognises alcohol and other drug
dependencies as treatable conditions, and encourages those persons who may be subject to such dependency to
seek assistance from appropriate organisations or support groups.
The Organisation has a zero tolerance approach towards the presence of illicit drugs within the workplace. This
includes the discovery of a worker with possession of an illicit substance, and any testing which results in a nonnegative reading of a substance within a worker’s system above the detectable limit while at work.
Workers are not permitted to work while under the influence of alcohol and must conduct themselves responsibly
at all times. For the purposes of this policy and due to the nature of your work, if at any time you are required to
operate vehicles, heavy or otherwise, machinery or other high risk work, the blood alcohol content limit is zero
(0.00%).
Alcohol may be consumed at some Organisation events. Where this is the case, the Organisation encourages
responsible alcohol consumption and at no time should you be drunk or behave in a manner which is inappropriate.
Non-compliance with this policy and any associated procedure by employees may result in disciplinary action up to
and including termination.
10.2 PRESCRIBED/OVER-THE-COUNTER MEDICATION
Workers who are taking any prescribed/over-the-counter medication or drugs which may affect their ability to
perform their work must notify management as soon as possible. You may be required to produce a medical
certificate stating that you are fit for work or specifying any restrictions.
10.3 NO SMOKING POLICY
Smoking on the premises or in Employer vehicles is not permitted. You are only permitted to smoke in designated
areas and during your breaks.
If working on alternative sites, you must adhere to all relevant client site-specific policies and procedures regarding
smoking.
11.1 INTRODUCTION
Issues may arise anywhere within the Organisation in relation to health and safety (HS) matters. Often these can
be resolved at the source or where the original issue is raised. However, where an issue cannot be resolved to the
satisfaction of any party following consultation and discussion on the matter, an issues resolution process will
ensure that the matter is resolved in a fair and equitable manner.
When a health and safety issue arises, the parties must make reasonable efforts to achieve a timely, final and
effective resolution of the issue.
Any party to the issue may inform the other party of the issue as it may relate to:
• work carried out at the workplace or
• the conduct of the organisation.
When informing any other party of an issue, there must be a defined issue to resolve and the nature and scope of
the issue must be identified. All parties involved in the issue must make reasonable efforts to come to an effective,
timely and final solution of the matter.
11.2 ORGANISATION’S RESPONSIBILITIES
The Organisation will consult with workers to ensure that there is genuine agreement on the Issues Resolution
Procedure and will ensure that:
• all workers have sufficient knowledge and understanding of the issues resolution procedures and
• all issues raised are addressed in a timely and effective manner.
Where issues are raised by other parties within the Organisation that have not been resolved at the local level, the
Organisation will agree to meet or communicate with all parties to the issue in a genuine attempt to resolve the
issue, taking into account:
• the overall risk to workers or other parties to the issue
• the number and location of workers and other parties affected by the issue
• the measures or controls required to resolve the risk and
• the person responsible for implementing the resolution measures or controls.
The Organisation will ensure that their representative to any consultation and communication designed to resolve
an issue is sufficiently competent to act on its behalf, has sufficient knowledge and understanding of the issues
resolution process and has the appropriate level of seniority in the decision making process.
11.3 SUPERVISOR’S RESPONSIBILITIES
When presented with a health and safety issue, the supervisor will ensure that the individual reporting the issue has
completed a Hazard Report Form or an Incident Report Form. Where an issue cannot be resolved at the localised
level and/or the supervisor is unable to resolve the issue through effective consultation with the worker/s affected,
the matter will be escalated to the next level of management.
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11.4 WORKER’S RESPONSIBILITIES
Workers are encouraged to resolve minor health and safety issues at the source of the issue, where they are
authorised and it is safe to do so.
Where the issue cannot be resolved at the initial level, the issue should be raised with the supervisor of the area
concerned. Every endeavour should be made to resolve health and safety matters at departmental level before
referring them to the next level within the Organisation.
Where an issue raised by workers has been considered by all levels within the Organisation and cannot be
effectively resolved following genuine consultation and communication, a worker or their representative may refer
the HS issue to their industrial union, representative association or State or Territory health and safety regulator for
assistance with resolution.
11.5 ISSUES RESOLUTION OUTCOMES
Where an issue is resolved, all identified health and safety issues and their subsequent resolution will be recorded
to allow the organisation to identify potential future risks and endeavour to prevent a recurrence.
Where the issue is resolved and any party to the issue requests, details of the issue and the resolution will be set
out in a written agreement.
Where a written agreement is prepared:
• all parties to the issue must be satisfied that it accurately reflects the resolution and
• the agreement will be provided to all people involved with the issue and/or their representative if requested.
Where an issue remains unresolved following all reasonable efforts being made to resolve it, any party to the issue
can ask the regulator to appoint an inspector to assist at the workplace. Such a request can be made regardless of
whether or not there is agreement about what is deemed to be reasonable efforts to resolve the issue
12.1 INTRODUCTION
Hazardous chemicals are chemicals that have the potential to harm the health and safety of any person in the
workplace.
12.2 WORKER RESPONSIBILITIES
You are responsible for:
• ensuring you are familiar with any hazardous chemicals that you may be required to use in the course of
your duties, and with the location and contents of the associated Safety Data Sheet
• following any guidance or instruction you receive on how to perform work involving hazardous chemicals
• taking reasonable care to prevent hazardous chemical exposure to other workers, for example by replacing
all lids on chemical containers, returning chemicals to the appropriate storage or locking storage areas where
possible
• notifying management of any hazardous chemical risk that you become aware of, for example deteriorating
containers or incorrect storage
• ensuring that chemicals are appropriately labelled, particularly when they are being decanted to another
container, to include as a minimum:
o the product identifier and
o a hazard pictogram or hazard statement consistent with the correct classification of the hazardous
chemical.
• ensuring you are familiar with the hazardous chemical’s label, including the meaning of any pictogram, signal
work and/or hazard statement
• immediately reporting any incident involving hazardous chemicals to management and
• ensuring you use any PPE that is provided to you.
13.1 INTRODUCTION
Operating motor vehicles is a normal part of the Organisation’s activities. Where travelling in the course of duties,
the motor vehicle is considered to be a workplace.
13.2 WORKER RESPONSIBILITIES
You are responsible for ensuring you:
• possess a current driving licence and management’s authority to drive during the performance of your duties
• produce your driving licence for scrutiny by management at any time as requested and
• inform the Organisation immediately if you are disqualified from driving.
You must observe and obey the relevant road laws in the state or territory in which you are driving. In particular,
you must:
• adhere to the appropriate speed limit at all times
• wear the restraints provided at all times when travelling in the motor vehicle
• ensure that you are not affected by alcohol and/or drugs at the time of driving
• report any defects or issues with the with the motor vehicle to the Organisation as soon as reasonably
practical
• ensure that the motor vehicle is maintained in safe working order
• ensure that only authorised passengers are transported and are kept safe while doing so and
• ensure that authorised passengers use the restraints provided.
13.3 REVERSING
You must use a spotter to assist at all times when reversing a truck, loaded van or any other vehicle where,
due to load or conditions, clear line of sight from all internal and external rear view mirrors is impeded or
obscured in any way. Any damage done to the vehicle when not using a spotter will be considered negligent.
13.4 PROCEDURES
i) Vehicle breakdown procedure
When a motor vehicle breaks down, drivers can become distracted and unwittingly place themselves and
others in danger. To minimise the risks associated with a breakdown, you should:
• stop and park the motor vehicle is a safe place as far off the road as practical
• avoid stopping around blind corners, just over the crest of a hill, on bridges or where roads are very
narrow
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• use the motor vehicle’s hazard lights to warn other road users
• know who to call for assistance and have the contact details of your location, the fault/issue, and
immediate actions you have taken.
You should not:
• attempt to repair the motor vehicle unless you are qualified and authorised to do so
• stay in the motor vehicle, unless this is the safest option. Generally, it is safer for you (and your
passengers) to keep well clear of the motor vehicle and wait for help to arrive
• exit the motor vehicle on the traffic side, unless this is the safest option. Generally, it is safer for you
(and your passengers) to exit via the passenger side and
• leave the motor vehicle’s bonnet up once help has been arranged. Other drivers may stop which
could compromise their safety.
ii) Motor vehicle accident procedure
You are required to follow the breakdown procedure in the event you are involved in a motor accident and
where the vehicle is damaged to the extent that it cannot be operated. In addition, you should:
• exchange insurance details with involved parties
• seek medical attention if required
• notify the relevant emergency services as required and
• advise the Organisation of the accident as soon as practical and provide details of the location of the
accident, damage to motor vehicle, third parties involved and immediate actions you have taken.
You must complete an Incident Report Form and forward it to your supervisor/manager as soon as
practicable.
iii) Use of mobile phone while operating a motor vehicle
You must operate motor vehicles in compliance with all road rules and in particular ensure:
• you do not use a mobile phone whilst driving unless via an approved hands free or cradle device
• you limit your usage whilst using an approved device to short conversations only
• you do not use SMS, video and/or email whilst driving and
• you do not hold or touch a phone at any time whilst driving unless the motor vehicle is legally parked
(even if you are just passing it to a passenger).
14.1 ORGANISATION’S RESPONSIBILITIES
The Organisation is responsible for:
• identifying, assessing and controlling any hazards associated with working in an office in consultation with
workers
• ensuring safe access to office environments
• providing a work environment that is kept clean and hygienic and free from hazards, including through the
maintenance of good housekeeping practices
• ensuring office equipment provided is fit for purpose and maintained appropriately in accordance with the
manufacturer’s instructions, in particular any electrical equipment
• providing aids that are necessary for you to safely perform your duties and
• ensuring the office facilities and emergency response procedures are adequate for the type of work
performed.
14.2 WORKER RESPONSIBILITIES
You are responsible for:
• maintaining your workstation in a manner that is consistent with ergonomic guidelines
• ensuring and maintaining good office housekeeping, including:
o keeping work surfaces clean and tidy
o maintaining clear access and passageways that are free of obstructions,
o ensuring items and materials are stored appropriately in designated areas and not within a 1 metre
vicinity of fire extinguishers, fire appliances, stairways, landings or electrical switchboards
o closing drawers and filing cabinets promptly after use and removing any protruding keys
o relocating trip hazards such as power cords, or securing these to the floor
o disposing of rubbish and waste in the provided waste facilities, and ensuring that these do not
overflow
o cleaning up any spillages or breakages immediately and
o notifying management of any hazards that cannot be immediately rectified.
16.1 INTRODUCTION
As part of your role, you may be required to work in remote or isolated areas away from your normal workplace.
This can include working off-site, travelling in the course of your duties and work that is isolated from the assistance
of others due to location, time or the nature of the work being performed.
When performing remote/isolated work you can face higher levels of exposure to hazards than when you are
working in a controlled environment and you may not have the same level of access to support and emergency
services.
16.2 ORGANISATION’S RESPONSIBILITIES
The Organisation is responsible for:
• identifying, assessing and controlling any hazards associated with remote/isolated work in consultation with
workers
• consulting with workers on communication procedures applying to remote/isolated work and the frequency
of contact required. This may be at the start and end of each shift, at pre-set intervals, or as often as required
based on the type of work being performed
• providing appropriate means of communication (for example a mobile phone, satellite phone, digital two way
radio, GPS tracking device, pager or land-line phone) and
• providing workers with access to a nominated person or management representative at all times whilst
performing remote/isolated work.
16.3 WORKER RESPONSIBILITIES
You are responsible for:
• ensuring you are familiar with weather and local conditions before commencing your journey
• assessing the risks posed by any hazards and controlling hazards where safe to do so
• contacting your manager where any hazard prevents you from performing your duties
• maintain regular contact with your nominated person in accordance with agreed communication procedures
• reporting any incidents and/or injuries sustained whilst performing remote/isolated work as soon as
practicable.
17.1 INTRODUCTION
As part of your role, you may be required to work offsite in settings that are not under the control of the Organisation.
This may include both working at a site controlled by a host employer, as well as working in locations that are not
under the immediate control of another organisation (for example, in public domains).
17.2 ORGANISATION’S RESPONSIBILITIES
The Organisation is responsible for:
• verifying with any host employer that all hazards and risks within the offsite setting and associated with the
offsite work activity have been identified, assessed and controlled:
• where there is no host employer, ensuring a risk assessment has been completed for the work to be carried
out. If this is not possible prior to the offsite work commencing, workers will be directed to complete a risk
assessment prior to commencing the offsite work and
• providing information to workers on the location, environment and layout of the site including access points
and exits.
17.3 WORKER RESPONSIBILITIES
You are responsible for:
• ensuring you comply with any site specific health and safety instructions, policies and procedures
• reporting to the site reception area or designated contact person to announce your arrival, and signing into
the site visitors attendance log where required
• carrying/wearing any visitor passes whilst on site as required
• completing any site-specific health and safety induction as required
• conducting any pre-use inspections and checks of plant and equipment as necessary
• wearing any safety protection clothing (PPE) as required
• using designated walkways or access paths, and obeying signage on the site
• reporting any hazards identified while on site to the designated person. If a hazard cannot be resolved,
contact your manager immediately
• assessing the risks posed by any hazards and determining if it is safe to continue work and
• following the site specific emergency evacuation response plan in the event of an emergency and all
directions by nominated wardens.
18.1 INTRODUCTION
As part of your role, you may be required to work with plant and equipment in the workplace.
18.2 ORGANISATION’S RESPONSIBILITIES
The Organisation is responsible for:
• ensuring operators are trained, licensed (if applicable), and competent to operate the plant and equipment
in a safe manner
• taking all reasonable steps to ensure the plant is only used for the purpose for which it is designed, unless
a competent person has assessed that the proposed use does not increase the risk to health and safety
• so far as is reasonably practicable, preventing unauthorised alterations to or interference with the plant and
• ensuring all safety features, warning devices, guarding, operational controls, emergency stops are used in
accordance with instructions and information provided.
18.3 WORKER RESPONSIBILITIES
You are responsible for ensuring that you:
• are competent, or suitably supervised during training
• maintain a high risk work licence if required to work on plant where it is required
• operate plant and machinery in a safe manner so that you do not put yourself or others at risk
• operate plant and machinery in accordance with the manufacturers recommendations or procedures and
• inspect all plant and equipment before use and notify the Organisation if any defects are detected.
18.4 LOCKED OUT AND TAGGED PLANT
When working in the vicinity of any items of plant or equipment which are locked (out of service) or tagged to warn
of a hazard, you must:
• not remove any lockout device or tag that was not put in place by you
• only use approved lockout devices and tags
• utilise one lock per person when more than one worker is working on a locked out item of plant
• ensure that each locking device only has one key and
• complete tags correctly and in full.
You must not lockout or tag an item of plant for inspection, repair, adjustment, maintenance or cleaning unless you
are authorised by management to do so.
19.1 INTRODUCTION
As part of your role, you may be required to work with items of plant or equipment which is locked out of service or
tagged to warn of a hazard.
19.2 ORGANISATION’S RESPONSIBILITIES
The Organisation will implement a Lockout and Tagging of Plant Procedure, which includes the following process:
• identify all energy sources likely to re-activate the plant which may place people doing the work at risk
• identify isolation points
• isolate all energy sources
• de-energise all stored energy
• lock out the isolation points
• testing all isolated power sources after plant has been locked out and
• tag items of plant and equipment as a means of providing information to others at the workplace.
19.3 WORKER RESPONSIBILITIES
You are responsible for:
• not removing any lockout device or tag that was not put in place by you
• not inspecting, repairing, adjusting, maintaining and/or cleaning any item of plant or equipment unless you
are authorised to do so
• adhering to the Lockout and Tagging of Plant Procedure
• using approved lockout devices and tags only
• using one lock per person when more than one worker is working on a locked out item of plant
• ensuring that each locking device only has one key and
• completing tags correctly and in full.
20.1 INTRODUCTION
Exposure and injury can be prevented with the use of PPE where preventative measures for a hazard require
additional control. Use of PPE is only to be considered when more effective control measures have been ruled out.
Hearing protection, eye protection, skin protection, respiratory protection and other personal protection can be
achieved by wearing specific items developed to prevent injury.
20.2 ORGANISATION’S RESPONSIBILITIES
The Organisation shall:
• ensure they supply suitable PPE and protective clothing
• that PPE and protective clothing meets relevant legislative, Australian Standard and/or industry
requirements or guidelines
• ensure that information and training is provided in the correct use, wear and maintenance of PPE and
protective clothing supplied
• ensure tasks are assessed to determine correct level of PPE required
• ensure that PPE and protective clothing being used are in an appropriate condition for the works being
performed
• replace damaged or worn PPE and protective clothing and
• ensure their employees wear and use such items supplied to them.
20.3 WORKER RESPONSIBILITIES
You have a responsibility to:
• wear and use PPE and protective clothing provided as instructed
• maintain and care for the PPE and protective clothing supplied and
• report damaged or worn PPE to your manager.
20.4 DETERMINATION OF PPE AND PROTECTIVE CLOTHING
Determination of whether PPE and/or specific protective clothing are required will be based on a risk assessment
of a hazard or task and, where relevant:
• information contained in the SDS for chemicals and dangerous goods
• operating procedures for plant,
• SWMS, and
• safe operating or work procedures.
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20.5 SELECTION OF PPE AND PROTECTIVE CLOTHING
All PPE selected shall conform to the appropriate legislative, Australian Standard and/or industry requirements or
guidelines. PPE supplied by the Organisation remains the property of the Organisation.
Before any PPE is used it should be inspected to ensure:
• a good fit on the user
• it is appropriate for the task and will protect the user from the hazards it is intended to control
• it does not introduce any new hazards
• is in good condition and
• the user understands the correct usage of the equipment.
If there are any defects or deficiencies found with the PPE after inspection it must be taken out of service
immediately and reported to the manager. New products are continually being developed and made available this
may mean an item that has been in use may be superseded and no longer available. If new equipment requires
selection, the most effective PPE should be chosen according to the risk assessment or SDS information.
20.6 PROTECTION
Where defined by signage on plant, entrances to buildings/rooms or work sites all identified PPE must be worn.
21.1 INTRODUCTION
Workers who work outdoors for all or part of the day have a higher than average risk of skin cancer. This is because
ultraviolet radiation in sunlight or ‘solar UVR’ is a known carcinogen. All skin types can be damaged by exposure to
solar UVR. Damage is permanent and irreversible and increases with each exposure.
21.2 WORKERS RESPONSIBILITIES
You will:
• co-operate with measures introduced by management to minimise the risks associated with exposure to
solar UVR
• follow information, training and instructions about using sun protection control measures
• participate in sun protection education programs
• act as positive role models and
• be responsible for their own sun protective practices at work.