1. Workplace Essentials 2014 WHS Essentials – Work Safe
Workplace Essentials WHS Essentials – Work Safe. Home Safe WorkCover Essentials Live Well Farm Well Superannuation
The strongest message is about why you need to be safe at work …. Home, family, loved ones, life

2. Work Safe. Home Safe The reason to be safe at work, is sometimes not about work at all….
The strongest message is about why you need to be safe at work …. Home, family, loved ones, life

3. Fatalities on Farm – Startling Stats
From 1 July 2003 to 30 June 2011, 356 agriculture workers died while working on a farming property Australia wide
This represents 17% of all worker fatalities.
Nearly one-third of the worker fatalities on farms were workers aged 65 years or over.
93 workers (26%) died in incidents involving a tractor, 48 (13%) in aircraft incidents, 28 in incidents involving a car or utility and 27 (8%) in incidents with quad bikes.
93 tractor-related fatalities equates to 11 workers being killed each year (compared to 25 in )
Over the eight years from 1 July 2003 to 30 June 2011, 356 workers died while working on a farming property. This is 17% of all worker fatalities. Nearly one-third of the worker fatalities on farms were workers aged 65 years or over.
But 25 in !!!!

4. Ag sector workers’ compensation claims: proportion and incidence rate by sector and year
Industry Sector
Total
Number of claims
Grain, sheep, beef
33%
36%
37%
35%
Horticulture and fruit growing
34%
Other livestock farming
11%
12%
Dairy Cattle 6%
Other crop growing 7%
Poultry 5%
Total Agriculture
100%
This specific part of the new laws requires duty-holders (can include workers) to manage risks to health and safety by identifying all reasonably foreseeable hazards, applying a control measure that is reasonably practicable after working through a hierarchy of risk control measures, and then maintaining and reviewing these risk control measures.
You should also refer to the relevant COP - How to Manage Work Health and Safety Risks Code of Practice 2011
You should also refer to the SWA guide on Work Health and Safety Consultation, Co-operation and Co-ordination, which is included in your resource pack

5. Workplace Injuries – the real cost to business
A farmhand fractured his clavicle and fractured three ribs when thrown from motorbike
TOTAL Cost to Employer: $21,725
Incident costs – transport and lost productivity of worker
Investigation costs – time taken to investigate injury, and complete paperwork
Damage costs – replace motorbike, fence to avoid repeat
Replacement worker and training time
Productivity costs – lost productivity
Took 30 days of trading to recover incident cost
Increase to WorkCover premiums
FACT SHEET IN KIT

6. WHS Compliance WHS Act Duties of parties WHS Regulations
Procedural/Admin matters How duties are met
Codes of practice Practical guides to achieving the standards required under the Act & Regs
Tell audience - this diagram is on page 6 of the rural guide
The purpose of including this diagram is to show how the laws, codes of practice & guidance material operate together
Act – sets out duties of workplace parties
Regs – addresses procedural matters and administrative matters under the Act – the “how to dos”
Codes of practice - practical guides to achieving the standards of health and safety required under the Act and Regs.
COPs are admissible as evidence in court proceedings – e.g. it will be favourable to your case if you can show the court you followed the relevant code of practice
Fact sheets & other guidance material
WHSQ, WorkSafe Australia, Growcom

7. So…… Managing risks to H&S
Employers must:
identify all reasonably foreseeable hazards,
Conduct risk assessment
apply a control measure that is reasonably practicable after working through a hierarchy of risk control measures, and then
maintain and review these risk control measures
Code of Practice (included in kit)
How to Manage Work Health and Safety Risks
This specific part of the new laws requires duty-holders (can include workers) to manage risks to health and safety by identifying all reasonably foreseeable hazards, applying a control measure that is reasonably practicable after working through a hierarchy of risk control measures, and then maintaining and reviewing these risk control measures.
You should also refer to the relevant COP - How to Manage Work Health and Safety Risks Code of Practice 2011
You should also refer to the SWA guide on Work Health and Safety Consultation, Co-operation and Co-ordination, which is included in your resource pack

8. Principle of “reasonable practicability”
There are two elements to what is ‘reasonably practicable”:
A duty-holder must first consider what can be done - that is, what is possible in the circumstances for ensuring health and safety. They must then consider whether it is reasonable, in the circumstances to do all that is possible
A duty-holder must meet the standard of behaviour expected of a reasonable person in the same position and who is required to comply with the same duty.
Page 3 to 5 of your guide contains a summary of new requirements relevant to the Rural industry, as well as a list of definitions.
Some new parts may not apply to Hort businesses – e.g. Hazardous chemicals – notification of manifest quantities, (p.5).
This part of the guide also outlines the guiding principle of the WHS laws – Reasonable practicability - what could reasonably be done at a particular time to ensure health and safety measures were in place.
There’s also an obligation on company directors to show due diligence – update their knowledge in H&S matters and understand the business operations and associated risks and hazards.
Definition of ‘worker’ now includes contractors, volunteers (definition at p.3)
The term PCBU is used throughout the laws (definition at p3)
New provisions under the Regulations – READ FROM SLIDE

9. Hierarchy of Risk Control
When considering the control measure, use the Hierarchy of Risk Control
Level 1
Eliminate the hazard?
Level 2
Substitute with something safer?
Isolate hazard from people?
Reduce risks through engineering controls?
Level 3
Use administrative measures to reduce hazard?
Use PPE - as a last resort
How to manage Work, Health and Safety Risks Code of Practice 2011 9

10. Employers to demonstrate due diligence
Acquiring knowledge of health and safety issues
Understanding operations and associated hazards and risks
Ensuring that appropriate resources and processes are used to eliminate or minimise risks to health and safety
Implementing processes for receiving and responding to information about incidents, hazards and risks
Establishing and maintaining compliance processes
Verifying the provision and use of the resources mentioned in 1-5.
Acquiring knowledge of health and safety issues This can be met by:
acquiring up-to-date knowledge of the WHS Act 2011, regulations and codes of practice
investigating current industry issues through conferences, seminars, information and awareness sessions, industry groups, newsletters
acquiring up-to-date knowledge of work health and safety management principles and practices
ensuring that work health and safety matters are considered at each corporation, club or association board meeting.
Understanding operations and associated hazards and risks This can be met by:
developing a plan of the operation that identifies hazards in core activities
ensuring that information is readily available to other officers and workers about procedures to ensure the safety of specific operations that pose health and safety risks in the workplace
continuously improving the safety management system.
Ensuring that appropriate resources and processes are used to eliminate or minimise risks to health and safety This can be met by:
establishing/maintaining safe methods of work
implementing a safety management system
recruiting personnel with appropriate skills, including safety personnel
ensuring staffing levels are adequate for safety in operations
giving safety personnel access to decision makers for urgent issues
maintaining/upgrading infrastructure.
Implementing processes for receiving and responding to information about incidents, hazards and risks This can be met by:
employing a risk management process
having efficient, timely reporting systems
empowering workers to cease unsafe work and request better resources
establishing processes for considering/ responding to information about incidents, hazards and risks in a timely fashion
measuring against positive performance indicators to identify deficiencies (e.g. percentage of issues actioned within agreed timeframe).
Establishing and maintaining compliance processes This can be met by:
undertaking a legal compliance audit of policies, procedures and practices
testing policies, procedures and practices to verify compliance with safety management planning.
Verifying the provision and use of the resources mentioned in 1-5. Officers will need to ensure there is a system in place that records and provides evidence of the matters mentioned in 1-5.

11. Key Messages / Actions Business Owners
Strong management commitment to a safety culture where workers see their employer is committed to their health and safety - live it and demonstrate your commitment daily
Include WHS in all aspects of organisational planning – not as an add-on or afterthought
Success depends on strong relationships between owners, managers, supervisors and staff
Support training and development of managers and staff
Ensure you meet your duty of care to workers
Do I have to provide training?
Yes – if the HSR makes a formal request
a health and safety representative is entitled to attend the following courses of training in work health and safety:
(a) an initial course of training of 5 days;
(b) one day’s refresher training each year, with the entitlement to the first refresher training commencing 1 year after the initial training.
Employer has 3 months to allow HSR time off for training
If parties can’t agree, Either can ask WHSQ to resolve
Ask Audience - Example of when request may not be reasonable?
Employee a short term employee or still on probation
Employee may have visa restrictions, limiting the amount of time the employee may work for the employer

12. Key Messages / Actions Managers and Supervisors
Establish and implement WHS policy and procedures
Demonstrate active and visible leadership
Establish practice of regular discussion about WHS with staff
Conduct risk assessments of hazards
All workplace hazards are promptly identified and associated risks assessed and controlled
Promptly address issues that are brought to you
Information, training and supervision for all employees
Do I have to provide training?
Yes – if the HSR makes a formal request
a health and safety representative is entitled to attend the following courses of training in work health and safety:
(a) an initial course of training of 5 days;
(b) one day’s refresher training each year, with the entitlement to the first refresher training commencing 1 year after the initial training.
Employer has 3 months to allow HSR time off for training
If parties can’t agree, Either can ask WHSQ to resolve
Ask Audience - Example of when request may not be reasonable?
Employee a short term employee or still on probation
Employee may have visa restrictions, limiting the amount of time the employee may work for the employer

13. Key Messages / Actions Employees
Duty for care for their own health and safety and that of colleagues
Duty of care for what is reasonably expected – take into account degree of control or work/environment
Comply with reasonable instructions of Manager
Comply with policies and procedures
Inform management about hazards, injuries, accidents, and near-misses
Cease work if reasonable concern that the work would expose them to risk
Be proactive and actively involved in WHS programs
Do I have to provide training?
Yes – if the HSR makes a formal request
a health and safety representative is entitled to attend the following courses of training in work health and safety:
(a) an initial course of training of 5 days;
(b) one day’s refresher training each year, with the entitlement to the first refresher training commencing 1 year after the initial training.
Employer has 3 months to allow HSR time off for training
If parties can’t agree, Either can ask WHSQ to resolve
Ask Audience - Example of when request may not be reasonable?
Employee a short term employee or still on probation
Employee may have visa restrictions, limiting the amount of time the employee may work for the employer

14. Key Messages Health and Safety Awareness
Encourage employees to support each other and ‘keep an eye out’ – esp for younger/inexperienced workers
Demonstrate your commitment
Be available during induction
Be vocal and visible in your commitment
React to all issues promptly
Promote and attend safety sessions
Use and wear protective equipment
Ensure children are supervised at all times
Do I have to provide training?
Yes – if the HSR makes a formal request
a health and safety representative is entitled to attend the following courses of training in work health and safety:
(a) an initial course of training of 5 days;
(b) one day’s refresher training each year, with the entitlement to the first refresher training commencing 1 year after the initial training.
Employer has 3 months to allow HSR time off for training
If parties can’t agree, Either can ask WHSQ to resolve
Ask Audience - Example of when request may not be reasonable?
Employee a short term employee or still on probation
Employee may have visa restrictions, limiting the amount of time the employee may work for the employer

15. Key Messages Induction and Training
Ensure ALL workers have proper WHS induction at beginning of employment
Involve experienced workers in training
Assess worker competence
Keep records of induction and training
Ensure all are aware of safe work procedures – plan and document SWPs if you don’t have them
Maintain grounds to minimise presence of snakes, spiders etc.
Do I have to provide training?
Yes – if the HSR makes a formal request
a health and safety representative is entitled to attend the following courses of training in work health and safety:
(a) an initial course of training of 5 days;
(b) one day’s refresher training each year, with the entitlement to the first refresher training commencing 1 year after the initial training.
Employer has 3 months to allow HSR time off for training
If parties can’t agree, Either can ask WHSQ to resolve
Ask Audience - Example of when request may not be reasonable?
Employee a short term employee or still on probation
Employee may have visa restrictions, limiting the amount of time the employee may work for the employer

16. Key Messages Amenities and Environment
Ensure first aid-accessible and workers trained
Ensure appropriate toilet facilities
Provide hand and face washing facilities and access to potable, clean and cool drinking water
Maintain grounds and buildings to minimise presence of dangerous animals (spiders, snakes) and reduce fire loads
Ensure appropriate environment for rest pauses and lunch break
Do I have to provide training?
Yes – if the HSR makes a formal request
a health and safety representative is entitled to attend the following courses of training in work health and safety:
(a) an initial course of training of 5 days;
(b) one day’s refresher training each year, with the entitlement to the first refresher training commencing 1 year after the initial training.
Employer has 3 months to allow HSR time off for training
If parties can’t agree, Either can ask WHSQ to resolve
Ask Audience - Example of when request may not be reasonable?
Employee a short term employee or still on probation
Employee may have visa restrictions, limiting the amount of time the employee may work for the employer

17. Key Messages Emergency Plans
Employers required to develop procedures to deal with workplace emergencies including:
Clear and well understood evacuation procedures
Trained and authorised staff to assist
notifying emergency service organisations – who?
medical treatment and assistance
effective communication (e.g. 2-way radios, mobiles) – especially for remote workers
testing of the emergency procedures - e.g. frequency of testing information, training and instruction to relevant workers
Audience question – does anyone here have an emergency plan in place?
Business operators are required to develop procedures to deal with workplace emergencies including:
evacuation procedures
notifying emergency service organisations at the earliest opportunity
medical treatment and assistance
effective communication ( e.g. 2-way radio, mobile phone)
testing of the emergency procedures, including the frequency of testing information, training and instruction to relevant workers in relation to implementing the emergency procedures
To be prepared by 30 June 2012
Growcom has a template to help you get started

18. Key Messages Personal Protective Equipment [PPE]
Select appropriate PPE for work to be performed
Gloves, footwear, safety or sun glasses, hearing protection, respirators, masks, hats and helmets, sunscreen
Ensure workers trained in proper use of safety equipment
Ensure workers use/wear protective equipment if supplied and if instructed
PPE is a last resort mechanism under the Hierarchy of Control risk matrix
Do I have to provide training?
Yes – if the HSR makes a formal request
a health and safety representative is entitled to attend the following courses of training in work health and safety:
(a) an initial course of training of 5 days;
(b) one day’s refresher training each year, with the entitlement to the first refresher training commencing 1 year after the initial training.
Employer has 3 months to allow HSR time off for training
If parties can’t agree, Either can ask WHSQ to resolve
Ask Audience - Example of when request may not be reasonable?
Employee a short term employee or still on probation
Employee may have visa restrictions, limiting the amount of time the employee may work for the employer

19. Chemicals/hazardous substances
Ensure Safety Data Sheets (SDS) are available for all hazardous substances and that they are utilised
Store chemicals safely and securely
Minimise exposure to workers through limiting access and use, and/or via safe handling techniques
NEVER store in food/drink containers
Ensure all are correctly labelled – including WHS information and what to do in a case of poisoning
Do I have to provide training?
Yes – if the HSR makes a formal request
a health and safety representative is entitled to attend the following courses of training in work health and safety:
(a) an initial course of training of 5 days;
(b) one day’s refresher training each year, with the entitlement to the first refresher training commencing 1 year after the initial training.
Employer has 3 months to allow HSR time off for training
If parties can’t agree, Either can ask WHSQ to resolve
Ask Audience - Example of when request may not be reasonable?
Employee a short term employee or still on probation
Employee may have visa restrictions, limiting the amount of time the employee may work for the employer

20. Plant and Machinery
Supply correct plant and equipment for the task and their intended purpose
Ensure safety guards are installed and in safe working condition
Keep vehicles and plant in good working order
Train and instruct workers in safe use and maintenance of equipment
Train workers about falls from heights
Ensure ‘no go’ areas clearly signposted
Quad Bikes a major issue in Ag- know what’s what
Do I have to provide training?
Yes – if the HSR makes a formal request
a health and safety representative is entitled to attend the following courses of training in work health and safety:
(a) an initial course of training of 5 days;
(b) one day’s refresher training each year, with the entitlement to the first refresher training commencing 1 year after the initial training.
Employer has 3 months to allow HSR time off for training
If parties can’t agree, Either can ask WHSQ to resolve
Ask Audience - Example of when request may not be reasonable?
Employee a short term employee or still on probation
Employee may have visa restrictions, limiting the amount of time the employee may work for the employer

21. Key Messages Hazardous Manual Tasks
Employer must manage risks to health and safety relating to a musculoskeletal disorder associated with a hazardous manual task
Muscular skeletal – backs, shoulders, elbows, knees, etc
In determining appropriate control measures to implement, employer must have regard to all relevant matters that may contribute to a musculoskeletal disorder
Postures, movements, forces and vibrations; duration and frequency, work area design/layout, systems of work
Hierarchy of control – potential solutions: Eliminate? Replace? Administrative? Engineering?
Please refer to pages 21 – 23 of your Rural guide booklet
Question for audience – can anyone tell me what a MSD is?
employer must manage risks to health and safety relating to a musculoskeletal disorder associated with a hazardous manual task
In determining appropriate control measures to implement, employer must have regard to all relevant matters that may contribute to a musculoskeletal disorder – listed on page 22
Common causes & solutions on page 22-23
CONTRIBUTION: POSTURES, MOVEMENTS, FORCES, VIBRATIONS, DURATION & Frequency, environmental conditions, design and layout of work area, systems of worked used, …..
COMMON CAUSES: handling/restraining live animails; lifting and carrying loads; repetitive bending, slips, trips, falls,
SOLUTIONS: eliminate problem tasks; redesign work area, improve handling, improve storage heights, use mechanical aids, smaller bags, training and instruction, adequate rest breaks.
Relevant COP is the Hazardous Manual Tasks Code of Practice 2011

22. Key Messages Remote or isolated work
Definition:
work that is isolated from the assistance of other persons because of location, time or the nature of the work
Employers to establish communication system for remote and isolated work.
Must provide system of work that includes effective communication with the worker.
Business operators to have communication system for remote and isolated work.
Must provide system of work that includes effective communication with the worker.
Definition & example of “Remote or isolated work” included at page 18 of the Rural guide - work that is isolated from the assistance of other persons because of location, time or the nature of the work
Can anyone provide me with another example of what might be considered remote or isolated?
e.g. an employee working alone in a workshop shed 100m from the main operations may be defined as “isolated”.

23. Key Messages Noise
Applies to workers who are frequently required to use PPE for noise
Employer who provides PPE as a control measure must provide audiometric testing for the worker:
within 3 months of the worker commencing the work; and
at least every 2 years.
If worker hired in 2012, employer has 12 months from the date they were employed before being required to have worker teste
WHSQ Fact sheet Hearing Protection
Managing Noise and Preventing Hearing Loss at Work Code of Practice 2011
Noise – 1 Jan 2013
Refer to p.20 & 21 of the Rural Guide
This part applies in relation to a worker frequently required to use personal protective equipment (PPE) to protect them from the risk of hearing loss associated with noise that exceeds the exposure standard – There is a table on pages 20 to 21 showing the decibels, machinery type and maximum exposure time.
An employer who provides PPE as a control measure must provide audiometric testing for the worker:
(a) within 3 months of the worker commencing the work; and
(b) in any event, at least every 2 years.
If worker hired in 2012, employer has 12 months from the date they were employed before being required to have worker tested
Audience question - who currently requires workers to wear hearing protection as part of their job? IF SO, HAVE YOU PERFORMED A RISK ASSESSMENT TO ASSESS WHETHER HEARING PROTECTION IS REQUIRED?
You should refer to the WHSQ Rural fact sheet on Hearing protection and also the relevant COP – Managing noise and preventing loss at work COP 2011

24. Key Messages Asbestos Management Plans
Where asbestos is present (or believed to be present), employers must have an Asbestos Management Plan (AMP)
Plan must contain
Identification of asbestos or ACM
Decisions/reasons about management of asbestos – eg safe work procedures and control measures; procedures dealing with incidents/accidents
See factsheet Identifying and recording asbestos and asbestos containing materials in the workplace
Code of Practice – What is an AMP, reviewing & accessing an AMP
How to Manage and Control Asbestos in the Workplace Code of Practice 2011
Where asbestos is present (or is believed to be present), employers must have an asbestos management plan
Plan must include:
the identification of the asbestos or ACM (e.g. a reference or link to the asbestos register and location of signs and labels)
decisions and reasons about management of asbestos such as safe work procedures and control measures,
procedures for dealing with accidents, incidents or emergencies in relation to asbestos or ACM
It is not likely that you would have employees working with asbestos so the following point would not apply in most cases..
workers carrying out work involving asbestos (e.g. consultation, information and training responsibilities).
Refer to Fact sheet on identifying Asbestos, and relevant COP – How to manage and control asbestos in the workplace 24

25. Useful Resources to assist with compliance
Codes of Practice - download from: m
WHSQ Small business unit’s Compliance pack (with online safety benchmarking tool)
Rural guide (also contains info on workers comp, incident notification requirements)
Rural Fact sheets (e.g. forklifts, asbestos)
eSAFE Rural – online rural safety newsletter 4&u=19329
WHSQ’s small business unit has provided us with a ‘compliance pack’
The pack contains a checklist for you to complete and Advice sheets that assist with each area assessed in the compliance checklist
There’s also the rural guide, fact sheets and codes of practice that should all be read in conjunction with one another
Ask audience to grab their compliance pack
I’m now going to briefly go over the WHSQ small business unit’s Compliance pack…

26. Useful website links Workplace health and safety Qld website
download resources (e.g. templates), factsheets, codes of practice, information on licensing, registrations, best practice guides, risk assessments
Safe Work Australia website
Download a copy of the Worker Representation and Participation Guide
Industry information