IMPLEMENT occupational SAFETY AND HEALTH PROCEDURES

IMPLEMENT occupational SAFETY AND HEALTH PROCEDURES
D1.HRS.CL1.07 D1.HOT.CL1.03 D2.TCC.CL1.03 Trainer welcomes trainees to class.

Implement Occupational Safety and Health procedures
This unit comprises four Elements: Provide safety information on health and safety procedures Implement and monitor procedures for controlling hazards and risks Implement and monitor health and safety training Maintain health and safety records. Trainer advises trainees this Unit comprises four Elements, as listed on the slide explaining: • Each Element comprises a number of Performance Criteria which will be identified throughout the class and explained in detail • Trainees can obtain more detail from their Trainee Manual • At times the course presents advice and information about various protocols but where their workplace requirements differ to what is presented, the workplace practices and standards, as well as policies and procedures must be observed.

Assessment Assessment for this unit may include: Oral questions
Written questions Work projects Workplace observation of practical skills Practical exercises Formal report from employer/supervisor. Trainer advises trainees that assessment for this Unit may take several forms all of which are aimed at verifying they have achieved competency for the Unit as required. Trainer indicates to trainees the methods of assessment that will be applied to them for this Unit.

Provide information on health and safety procedures
Performance Criteria for this Element are: Explain relevant health and safety information, including enterprise specific details, accurately and clearly to staff Make health and safety information accessible to staff. Trainer identifies for trainees the Performance Criteria for this Element, as listed on the slide. Class Activity – General Discussion Trainer leads a general class discussion on providing information on health and safety by asking questions such as: What experience have you had in providing OSH information to staff? How have you provided this information to workers? How effective have these methods been? What sort of information do you provide? Is anyone else involved? If so, who? What is their role? What are some examples of enterprise-specific OSH details you need to provide to staff? How do you ensure OSH information is available at all times to staff in the workplace?

Explain relevant OSH information to staff
Employers are under a legal obligation to make staff aware of OSH information and workplace hazards as they apply: To individual work positions/job titles Generically to all employees and all workplaces. Trainer explains to trainees all employers are under a legal and moral obligation to make staff aware of the health and safety information they are expected to comply with, and the workplace hazards and risks that are likely to impact them highlighting these obligations apply to: Specific job titles/positions within the business Generic OSH obligations applying to all employers across all industries and industry sub-sectors.

Job specific OSH roles may relate to: Participation in the workplace OSH structure Performing nominated roles under EMPs for the business Providing OSH training or training support. Trainer stresses workplaces must provide job-specific OSH roles and responsibilities to new staff. This is usually done as part of the formal Induction and orientation session, and may include consideration of (as appropriate to each position) roles such as: Participation in the workplace OSH structure such as: Attending designated OSH meetings Being designated as an office bearer within the venue’s OSH structure – for example, the tasks associated with being: Health and Safety Representative/OSH representative Secretary of OSH Committee Being the person in a department/area designated under Emergency Management Plans as, for example, ‘Safety Officer’, ‘Area Warden’, ‘Communications Officer’ Provision of OSH training support to internal venue trainers specialising in OSH issues. Class Activity – Guest Speaker Trainer arranges for a Health and Safety Representative from a suitable business to attend and talk to trainees about: Their role and the responsibilities attaching to it The OSH structure at their workplace identifying the positions, roles, functions and things they do Examples of safety issues they have considered and/or addressed How they identify, assess and control identified workplace risk The nature of the relationship between management and workers in relation to OSH Advice for trainees about establishing and maintaining a safe workplace.

OSH responsibilities for different positions may include: Operating nominated equipment/items Identifying and report unsafe situations Providing basic service and maintenance to nominated items Adhering to workplace requirements for reporting injuries and accidents Following prescribed safe operating procedures. Trainer provides trainees with examples of OSH-related responsibilities attached to individual workplace positions/jobs may include: Operating equipment and systems (as identified in the Job description) in a safe manner Identifying and reporting unsafe situations with equipment and systems (as identified in the Job description) Providing service/maintenance to equipment and systems (as identified in the Job description) Following the venue requirements for internal reporting of accidents, injuries and, where applicable, ‘near misses’ Complying with workplace SOPs designed to ensure workplace safety. Class Activity – Guest Speaker Trainer arranges for a senior manager/owner of a suitable business to attend and talk to trainees about: Their orientation to safety in the workplace The legal obligations they are under and the possible sanctions that could be applied if they fail to discharge these obligations How they ensure workplace safety is created and maintained in their business Protocols in place at their business to ensure a safe workplace Examples of workplace accidents they have experience with identifying what caused the incident, who was involved and what the outcome was Advice for trainees regarding establishment and maintenance of a safe workplace.

Generic OSH obligations on employers: Providing safety training and clear safety rules Encouraging a Health and Safety Committee Maintaining an injury register Adhering to all workplace agreements/contracts (Continued) Trainer explains to trainees there are also generic OSH obligations placed on employers identifying if these are not legal requirements, then they are certainly industry best practice requirements: Providing safety training and clear safety rules so employees know what is required and are able to work safely Encouraging a Health and Safety Committee or similar body. The aim of the committee/group is to identify areas in the workplace where changes should be made so as to create a safer working environment (this may include upgrading equipment, equipment, training and safety matters) Maintaining an injury register to record accidents for insurance and monitoring purposes Adhering to all workplace agreements/contracts in relation to the work employees are required to undertake. Where staff are being asked to perform tasks they are not familiar with or have not been trained in, there is a higher risk of injury.

Providing safety information in appropriate languages Providing necessary safety equipment and clothing Maintaining a safe workplace and monitoring staff/OSH issues Providing a well-lit and well-ventilated workplace Providing first aid facilities. Trainer continues to present generic OSH responsibilities of employers: Providing information and written instructions in appropriate languages other than English where significant workers are from a non-English speaking background Providing all necessary safety equipment to allow staff to perform required work safely. This may include gloves, masks, ear protectors, goggles, protective clothing and footwear Maintaining a safe workplace for their employees and monitoring health and safety issues. For example, equipment and machinery must be maintained and must conform to safety standards Providing well-lit and ventilated places to work so the environment is safe and conducive to safety First aid must be provided to all employees when and where necessary. This covers employees when they are coming to and from work via the shortest practicable route, provided the accident is not self-inflicted or of a malicious or wilful nature.

Generic obligations on workers: Work safely Use nominated safety equipment and clothing when and as required Follow all workplace SOPs and operational protocols. Trainer tells trainees of the generic obligations workers are under in relation to workplace safety and OSH: Work in a way to ensure personal safety, and the safety of others including colleagues and/or customers Use safety equipment in accordance with the manufacturer’s instructions and the directions/training of the employee Use all safety equipment when and where required according to workplace instructions and training Follow all Occupational Safety and Health procedures, practices and protocols in-line with establishment requirements and the training received in relation to these. Class Activity – Handouts Trainer obtains sample workplace SOPs demonstrating safe work practices and: Distributes same to trainees Highlights the need for all staff to adhere to these Draws attention to the safety requirements inherent in each SOP.

Report and record accidents and incidents Report items requiring repair Comply with all legally imposed requirements Never obstruct anyone trying to assist someone who is in need of medical attention. Trainer continues to present to trainees the generic obligations all workers are under: Report accidents, injuries or illness to the appropriate person and record same on nominated forms/documentation Report any equipment in need of repair so appropriate service/maintenance can be provided Adhere to all legally imposed OSH requirements as they apply to specific tasks, and general workplace activities. This may include need for a nominated licence, certificate and/or qualification before certain tasks are undertaken Not interfere or get in the way of a person (such as a first aid provider) who is trying to assist another in need.

Legal requirements are contained in, and imposed by: Legislation, and perhaps ‘Codes’. Trainer informs trainees legal requirements apply to all workplaces and may be contained in: Legislation – Acts and Regulations Codes of Practice, Compliance Codes or Codes of Conduct. Class Activity (1) – Guest Speaker Trainer arranges for a representative or Inspector from the local OSH authority/agency to attend and: Identify the legislation and Codes trainees and workplaces are obliged to comply with Provide examples of employee and employer compliance requirements as contained in the identified legislation and Codes Explain where copies of identified legislation can be obtained Specify penalties available for failing to comply with OSH legislated obligations Provide sample copies of OSH materials. Class Activity (2) – Small group Exercise Trainer provides internet access for trainees and asks them to: Visit the website of the local OSH authority/agency Search the site to gain an understanding of the general contents of the site Download relevant files or hard copy materials Identify links from the site to other relevant and worthwhile OSH sites Research websites of other OSH authorities/agencies to gain an appreciation of the materials available through other agencies/sites.

Common law ‘Duty of Care’ obligations mean employers must act to prevent foreseeable harm: They must ensure the health, safety and welfare of staff, members of the public and other business users They must provide safe ingress and egress They must provide OSH information and training and workplace monitoring/supervision of employees. Trainer introduces common law ‘Duty of Care’ requirements to trainees. This means employers have a legal responsibility to provide a reasonable standard of care in relation to actions (such as work practices) that could foreseeably cause harm to people, emphasising the employer must therefore: Ensure the health, safety and welfare of all customers, delivery drivers, suppliers and visitors to the business Provide safe access to the business Provide information, training and supervision when and where required. It is not sufficient to only provide training. Training must be supplemented by monitoring/supervising staff performance to ensure safe work practices and compliance with what is required in terms of safety.

Employee ‘Duty of Care’ obligations include the obligation to: Cooperate with the employer Act professionally and responsibly Enforce OSH requirements on others Inform employer of breaches of OSH requirements Ensure a hygienic and safe environment. Trainer identifies for trainees the Duty of Care responsibilities on workers: Cooperate with the employer in relation to OSH issues Act professionally and responsibly at all times when at work. This means there must be no horse-play in the workplace Enforce health and safety requirements on others in the workplace – workers and customers Inform the employer of any breaches of OSH requirements so appropriate remedial/corrective action can be taken Ensure a hygienic and safe environment in accordance with the individual’s responsibility and authority.

Workplace OSH should be based on ‘participative arrangements’ . This may be a legal requirement and focuses on the need for cooperation between management and workers, and on collaboration with workers as they: Are often best placed to identify workplace hazards and offer solutions Are best-placed to monitor the implementation of risk controls to address identified hazards Are a useful resource/pool of workplace safety knowledge and experience. Trainer explains to trainees all workplaces should strive to develop ‘participative arrangements’ between management and staff in relation to OSH. The benefits of implementing this collaborative and consultative approach include: Workers are often best placed to identify workplace risks/hazards Workers are often best placed to contribute solutions to identified workplace risks/hazards Workers are often best placed to monitor the implementation of workplace risk controls Workers often have viable and effective contributions to make regarding workplace safety. Class Activity – Guest Speaker Trainer arranges for a worker from a suitable business to attend and talk to trainees about: The OSH structure in their workplace Their personal role and responsibilities in relation to workplace OSH Their experience with OSH in their workplace Contributions they have made to workplace safety The meetings they attend to discuss workplace safety issues How they were advised about their workplace safety obligations OSH training available in their workplace How management monitors/supervises their work to ensure they work safely.

Structured participative arrangements are best for workplace safety and may include: Establishment of Designated Work Groups, or similar Appointment of HSRs Establishment of an OSH/Health and Safety Committee Ensuring all staff meetings have a standing ‘OSH’ agenda item. Trainer explains a structured participative approach is the best way of implementing workplace safety. If there are no compulsory or legislated participative arrangements, the following could be used as a model: Every department or separate operational area in the business could be named as a Designated Work Group (DWG). A DWG is a distinct workplace area with its own unique risks/hazards and hence its own safety needs. For example, a hotel may have a Kitchen DWG, a Bar DWG, a Housekeeping DWG and an Administrative Office DWG Each DWG has its own Health and Safety Representative (HSR). This person represents the safety interests and concerns of their DWG and is the person all workers in the DWG turn to if they want to: Report or raise an OSH issues Obtain health and safety advice or direction Every business has a dedicated OSH Committee to discuss and decide workplace safety issues. They are responsible for workplace safety inspections, identifying risks and hazards, analysing them and determining the appropriate controls to be implemented to ensure worker safety. The OSH Committee should comprise: A management or business owner representative All HSRs from all DWGs A Secretary to record minutes of the meeting, distribute material and arrange meetings All staff meetings in an area/department (DWG) must have a standing OSH item on the agenda so discussion about safety occurs regularly, and there is a consistent opportunity for staff to raise issues and to be informed about workplace initiatives to address safety issues. Class Activity – OSH Committee Member Trainer arranges for a member of the OSH Committee in a suitable business to attend and: Discuss the composition of the committee Explain when and where they meet Identify issues they address Describe the role of the committee within the business and how it assists management meet its legally imposed safety obligations Discuss the status of the committee within the business in the eyes of management and workers.

For participative OSH arrangements to be effective: OSH committee must hold regular meetings OSH meetings must be during paid work hours Management must demonstrate it supports workplace safety (Continued) Trainer informs trainees that for participative arrangements in relation to OSH to work effectively the following have proved to be important points: The OSH Committee must hold regular meetings – at least monthly Meetings must take place during work hours so participants are paid for their attendance Management must demonstrate by its actions that it genuinely embraces contributions by staff towards workplace safety.

HSRs should receive formal training in safety as it applies to their workplace/department Staff in the workplace must be released from work to attend OSH meetings Backfilling staff to allow them to attend meetings and participate in consultation (Continued) Trainer continues to present factors to optimise the effectiveness of workplace OSH participative arrangements: HSRs should receive formal training in safety as it applies to their workplace/department so their deliberations and actions are based on sound safety-related knowledge Staff in the workplace must be released from work to attend OSH meetings and this activity should be factored in as part of their rostered duties Backfilling staff to allow them to attend meetings and participate in consultation without adversely affecting service delivery standards in the business.

Advertising the time and location of OSH meetings Distributing information prior to meetings Providing the necessary resources to underpin the effective implementation of the consultation process (Continued) Trainer continues to present factors to optimise the effectiveness of workplace OSH participative arrangements: Advertising the time and location of OSH meetings so relevant staff can attend Distributing information prior to meetings so participants can read, analyse and become suitably acquainted with issues to be discussed Providing the necessary resources to underpin the effective implementation of the consultation process by providing meeting venues, necessary equipment, stationery, access to ‘secretarial support’.

Consulting with all employees during the course of each business day Making sure a diary, whiteboard or suggestion box is available Recording issues in a Management Diary (Continued) Trainer continues to present factors to optimise the effectiveness of workplace OSH participative arrangements: Consultation with all employees during the course of each business day where management or the HSRs are available for staff to raise issues Make available a diary, whiteboard or suggestion box for staff to use to report OSH issues of concern Record issues in a Management Diary (paper-based or electronic format) to demonstrate issues are being taken seriously and acted on.

Holding regular staff meetings which include OSH discussions Conducting special staff meetings or workshops to specifically address OSH issues Providing a Staff handbook Distributing OSH surveys or questionnaires (Continued) Trainer continues to present factors to optimise the effectiveness of workplace OSH participative arrangements: Holding regular staff meetings which include OSH discussions. OSH should be a standing agenda item at all staff meetings Conduct of special staff meetings or workshops to specifically address OSH issues as required: these are sometimes referred to as ‘Toolbox meetings’ Provision of a Staff handbook which includes specific OSH information Distribution of OSH surveys or questionnaires which invites staff feedback on OSH issues.

Using informal meetings Distributing Fact Sheets Involving workers in writing parts of OSH policies and procedures. Trainer continues to present factors to optimise the effectiveness of workplace OSH participative arrangements: Use of informal meetings such as staff briefings and debriefings at which notes on OSH are distributed Distribution of Fact Sheets to fully inform personnel about their OSH rights and responsibilities Involvement of workers in writing parts of OSH policies and procedures so their knowledge can be used, and their concerns addressed and reflected in actual workplace practice.

Ways to make staff aware of their OSH responsibilities: Verbal notification Provision of printed materials Practical instruction and demonstration. Trainer informs trainees supervisors and managers with OSH responsibilities can discharge their duty to make sure staff are aware of relevant OSH information in several ways including: Verbal notification as part of the structured Induction and Orientation program staff undergo Provision of printed material to support the verbal advice which can include items such as: Work Instructions/SOPs. These are directions to staff about how to perform specific tasks including: Identification of sequence of activities Description of what needs to be done and/or used at each stage of the task Identification of hazards and required action to control hazards and prevent injury Job Safety Analyses – a detailed analysis of a task identifying the dangers associated with it Establishment policies relating to safety and the use of equipment, handling chemicals and hazardous materials. These policies should also extend to the following issues: workplace bullying sexual harassment mechanisms available in the workplace for notifying management of unsafe practices, unsafe equipment, accidents, near misses Workplace structure in terms of OSH committees and groups as well as relevant other personnel such as HSRs Checklists to complete prior to undertaking workplace tasks Material Safety Data Sheets (MSDS) for every chemical used in the workplace Alerts, Guidance Notes, Codes of Practice/Compliance Codes and similar other materials available from the relevant OSH authority/agency Practical instruction and demonstration of safe working procedures for tasks new staff are expected to perform when they commence employment as part of their allocated workplace duties. This instruction and training must be accompanied by: Practice Supervision of staff activities to make sure they are working correctly and safely Monitoring of their activities on an ongoing basis to verify they are working as required and are following the required procedures and safety requirements. Class Activity – Handouts Trainer obtains sample documentation of printed materials (as indicated on this slide) and: Distributes same to trainees Discusses each document indicating to them how it relates and applies to workplace safety Indicates the source of each document.

It is not sufficient for staff simply to be told what to do in terms of workplace safety – the employer is under an obligation to: Train them Supervise/monitor their activities. Trainer stresses to trainees: It is not sufficient for management/supervisors to simply tell staff what to do and then leave them alone to get on with it. It must be standard practice to also: Train staff as required in what needs to be done Supervise their activities.

Employers are obliged to create: ‘Safe place’ as opposed to ‘safe people’. Trainer explains to trainees that OSH legislation places substantial emphasis on the need for management to ensure: The workplace itself is safe – safe equipment, safe practices and procedures and safe materials Full provision to staff of all information relevant to the safety of or dangers/hazards inherent in all tasks they perform. The central thrust is the need for management to collaborate with staff to provide a safe workplace The workplace is made safe rather than trying to make the worker responsible for safety, and relying on them to do the right thing in order to remain safe.

Employers may need to provide the following OSH information to employees: Details of the organisation’s OSH policy All OSH policies and procedures relating to job position Details of the hazard identification procedures applied by the workplace (Continued) Trainer gives trainees examples of OSH information a workplace may need to provide to employees: Details of the organisation’s OSH policy including identification of relevant people and their OSH responsibilities, forms to be completed and identification of when they have to be completed All OSH policies and procedures relating to the job position of the new staff member Details of the hazard identification procedures applied by the workplace including relevant documentation, existing examples of completed hazard identifications and identification of past instances where and how workplace hazards have been identified and addressed.

Identification for individual staff regarding their liability should they fail to comply with required OSH procedures Explanation of the OSH consultative arrangements within the business Notification regarding the application of risk assessment documents the property uses Details of specific existing risk control measures introduced into the workplace (Continued) Trainer continues to give trainees examples of OSH information a workplace may need to provide to employees: Identification for individual staff regarding their liability should they fail to comply with required OSH procedures. This should embrace legal liability as well as workplace sanctions Explanation of the OSH consultative arrangements within the business which should involve identification of staff involved and their role Notification regarding the application of risk assessment documents the property uses detailing when they are used and how to use them Details of specific existing risk control measures introduced into the workplace explaining why they have been initiated, what they involve and how to comply with all applicable requirements. It is preferable for these control measures to be verbally explained and for there to be a workplace-based observation by new staff of these as well as training and supervised practice in implementing these controls.

Presentation and explanation of all relevant Codes applicable to the work the individual staff member is required to perform Explanation of OSH training available within the workplace Provision of OSH updates (Continued) Trainer continues to identify to trainees examples of OSH information a workplace may need to provide to employees: Presentation and explanation of all relevant Codes applicable to the work the individual staff member is required to perform – together with practical, on-the-job demonstration of what is required to align with the requirements of these Codes. Generally, ‘Codes’ provide advice and examples of what can be done in the workplace to enable compliance with legislated requirements Explanation of the OSH training available within the workplace – explaining what training is mandatory and what is optional, and detailing how staff can access this training. Attention should also be paid to identifying work requiring the completion on in-house training Provision of OSH updates such as sharing information with new staff as provided by OSH authorities/agencies, manufacturers of equipment, suppliers of chemicals, or other reliable sources of safety information.

Location of the first aid kits within the property Location of fire fighting equipment including alarms, hoses, extinguishers, and fire blankets Explanation of ‘Emergency Management Plans’ for the venue including identification of where copies of the plan are located and individual responsibilities new staff have under the plan. Trainer continues to give trainees examples of OSH information a workplace may need to provide to employees: Location of the first aid kits within the property with an emphasis on where they exist in the department the new staff member is going to work in Location of fire fighting equipment including alarms, hoses, extinguishers, and fire blankets as appropriate to the nature of the work being done and the location the staff member will be working in Explanation of the ‘Emergency Management Plans’ (EMPs) for the venue including identification of where copies of plans are located and individual responsibilities new staff have under each plan. Attention must also be paid to informing the new staff member about relevant alarms provided for, practical action to take in the event an emergency arises and their obligations in relation to participating in drills.

Make health and safety information available to staff
OSH information must be readily accessible to employees. Options include: Intranet Deleting out of date material Creating suitable folders and files to allow suitable classification of material and easy identification and access (Continued) Trainer advises trainees it is important for all workplaces to make OSH information available to staff. Doing this is part of the employer’s Duty of Care. Such information may be: Placed on the workplace intranet (the internal internet system with password protected access for staff only and not for external use): Ensuring any out of date information is deleted so materials are current and only the up to date material is available. Certain materials may be archived on the site Creating new fields or files, as appropriate, for new information and/or requirements so information is classified appropriately and is easy for staff to find and access.

Placing materials in staff rooms Wall posters Hard copies of materials Insertion of material into Staff Room handbooks and manuals (Continued) Trainer continues to provide options for making OSH material available to staff: Located in all staff rooms in the form of one or more of the following: Wall posters detailing the basics of any changes to existing requirements, and or the key points of new requirements. These posters should also direct staff to additional information. More comprehensive information available such as staff meetings, in-house training or discussions with supervisors or HSRs Copies of new/revised information such as providing multiple copies of the new/revised information for staff to pick up and take with them Inclusion into staff room handbook/manuals ensuring ‘old’ versions are removed.

Embedding new material into workplace training: Explaining new knowledge/requirements Explaining why new knowledge/requirements have been introduced Showing how new knowledge/requirements apply to individual job positions Providing opportunity to practice practical requirements (Continued) Trainer continues to provide options for making OSH material available to staff: Embedded within all workplace training notes and materials. The training should: Explain the new/revised requirements in detail Describe why the new information now applies. Information is always best understood by staff when they know why it is a requirement Show how the new/revised requirements apply to individual staff positions so workers understand how they should apply the new/revised requirements to their everyday workplace activities Provide opportunity for practice where requirements are of a practical nature. Class Activity – Guest Speaker Trainer arranges for a workplace trainer from a suitable business to attend and talk to trainees about: How they provide workplace OSH training The topics they cover when delivering workplace OSH training How they ensure OSH training reflects workplace and legislated need Strategies they use to ensure OSH information and training remains current Examples of practical work they use for training staff in OSH requirements Ways they assess staff to verify they have the required OSH skills and knowledge.

Including new knowledge/requirements into Staff Handbooks Inserting new requirements into workplace “ ‘Policies and Procedures’ manual Updating established Induction and Orientation sessions to include new knowledge/requirements Developing a workplace ‘OSH Library’ (Continued) Trainer continues to provide options for making OSH material available to staff: Included in staff handbooks. Version control protocols should be employed to ensure the current version is always available: see ‘Version control protocols’ (below) Inserted into the workplace ‘Policies and procedures’ manual – adopting version control protocols Included into the Induction and Orientation procedures for the business. New staff need to be made aware of any new/revised safety information applicable to them and their roles and responsibilities Development of a workplace OSH library. This may simply be a shelf or filing cabinet (it does not need to be a room). It can also include other information that is not OSH in nature (such as industry magazines, newspaper articles or books about service provision, recipes, management, human relations).

To maintain currency of information provided to staff Ensure a nominated person: Regularly checks the OSH website Subscribes to free Newsletters Applies version control techniques to all printed/electronic materials Removes ‘old’ material when inserting ‘new’ materials. Trainer suggests to trainees there is also a need to: Nominate a staff member with responsibility for: Regularly checking OSH authority website to obtain updates and new/revised requirements, advice, obligations Subscribing to Newsletters and Alerts from the OSH authority which are automatically sent to the business address when new information/requirements are released Applies version control protocols to printed and electronic materials to control and identify versions of information, files and documents Removes previous materials and replaces it with new/revised information. The ‘old’ information may be archived. Class Activity – Small Group Exercise Trainer provides class with internet access and asks them to: Visit the local OSH authority website Identify materials available from the authority for employers and workplaces to support provision of OSH information in the workplace Identify the Newsletters/Updates (or similar) available from the authority and how these may be obtained Capture the contact details of the OSH authority or the nearest OSH office.

In addition to making OSH information available to staff there is also a need to: Update materials when new/revised information becomes available or has to be implemented Remove the out of date material Verbally tell staff about the new/revised information Demonstrate practical aspects Include new/revised materials into all training. Trainer reminds trainees it is never sufficient simply to ‘make OSH information available’ in the workplace. There is always a need to supplement this by: Updating the information and materials as necessary. This may be: When new versions of legislation or Codes become available or replace previous Acts or requirements When new legislation is introduced When new Codes are introduced When new safety information (on the basis of recent research/analysis of accidents and/or OSH records, accidents, workplace injuries) becomes available Removing all ‘old’ (out of date) materials Verbally advising staff: New/revised information is available and/or now applies About the requirements of the new/revised information, material, legislation Encouraging them to read the material Demonstrating practical aspects of the new/revised requirements as opposed to simply ‘telling’ staff (where this is appropriate) Incorporating new/revised requirements into in-house training and Induction and Orientation sessions.

Summary – Element 1 When providing information on health and safety procedures: Be certain about legislated obligations Ensure ‘duty of care’ obligations are addressed Understand workplace OSH roles and responsibilities attaching to individual workplace positions (Continued) Trainer provides a recap of the Element asking questions to check trainee understanding and responding to questions from trainees, as required.

Summary – Element 1 Be aware of the generic OSH obligations on employers and employees Encourage participative OSH arrangements where workers are engaged with workplace OSH issues and activities Develop a formal workplace structure to facilitate cooperation from workers regarding OSH matters (Continued) Trainer provides a recap of the Element asking questions to check trainee understanding and responding to questions from trainees, as required.

Summary – Element 1 Seek a collaborative OSH relationship between workers and management Provide necessary OSH information, training and advice to all staff as appropriate to their job position as part of their Induction and Orientation and on an ongoing basis Ensure staff are trained, monitored and supervised to ensure they work safely (Continued) Trainer provides a recap of the Element asking questions to check trainee understanding and responding to questions from trainees, as required.

Summary – Element 1 Develop ‘safe place’ as opposed to developing ‘safe persons’ Provide staff with ready access to all OSH information ensuring it is up to date. Trainer provides a recap of the Element asking questions to check trainee understanding and responding to questions from trainees, as required.

Implement and monitor procedures for controlling hazards and risks
Performance Criteria for this Element are: Identify and report workplace hazards and risks promptly by maintaining close contact with day to day workplace operations Implement and monitor risk control procedures in accordance with enterprise and legal requirements Evaluate and adjust risk control procedures as required. Trainer identifies for trainees the Performance Criteria for this Element, as listed on the slide. Class Activity – Discussion Trainer asks trainees questions regarding implementation and monitoring procedures for controlling hazards and risks by asking questions such as: What are some examples of workplace hazards and risks? How can you identify workplace hazards and risks? What are effective ways to report workplace hazards and risks? Why is it important to report workplace hazards and risks promptly? What examples can you describe of workplace risk control procedures? When and why were they used? How effective were they? Why might there be a need to adjust risk control procedures?

Identify and report workplace hazards
Workplace OSH: Demands ongoing, constant attention Will have different emphasis in different department, areas and jobs despite the generally applicable nature of some risks. Trainer highlights the following points to trainees regarding workplace OSH: Workplace safety can only be achieved if ongoing attention is paid to it. A vital element of an effective approach to workplace safety is the need to identify and report workplace hazards and risks on a day to day basis. Workplace safety cannot be ‘done’ at the start of the year and seen as ‘done’ for the entire 12 months The specific type of hazards and risks will commonly depend on the individual nature of jobs, areas and departments in the workplace despite many generally applicable risks – see following three slides. For example, the threats posed in a kitchen will be distinctly different to those posed in an office environment, the threats in a bar at midnight will be different to risks in housekeeping mid-afternoon.

Generally applicable risks about which staff must be advised and trained include: Fire and other emergencies Crowd-related risks Bomb threats (Continued) Trainer tells trainees all staff in workplaces must be advised and trained in relation to all identified general risk possibilities in the workplace explaining that these can include: Fire and other emergencies such as gas leaks Crowd related risks such as threats from customers, intoxicated patrons or the unique problems caused by large numbers of people Bomb threats which are usually made over the telephone.

Theft and armed robbery Equipment failure and/or malfunction Pests and vermin Manual handling (Continued) Trainer continues to present to trainees general risk situations about which all staff should receive proper training and advice: Theft and armed robbery where robbers steal or attempt to steal cash and/or products Equipment failure and related hazards where items malfunction raising the potential for injury to staff and/or the production of product (food) that may be contaminated in some way Pests gaining access to the property and compromising the safety of food Manual handling which is the greatest cause of workplace injuries to staff in our industry.

Slips, trips and falls Drugs and alcohol in the workplace Violence in the workplace Hazardous substances. Trainer continues to present to trainees general risk situations about which all staff should receive proper training and advice: Slips, trips and falls. This is another common cause of injury for staff Drugs and alcohol in the workplace where staff attend for work under the influence of these substances, or indulge in them while at work. All businesses should have a ‘zero tolerance’ approach towards drugs and alcohol Violence in the workplace such as initiation practices towards new employees, bullying and/or mental, physical or sexual harassment Hazardous substances. This relates to the handling, use and/or storage of chemicals and other hazardous substances.

Risk management comprises: Risk identification Risk assessment/analysis Risk control. Trainer tells trainees a proper risk management program comprises three distinct elements: Risk identification – the process used to identify all possible situations where people may be exposed to injury, illness or disease Risk assessment/analysis – assessing the risks to health and safety of the identified risks/hazards Risk controls – implementing suitable measures to control the risks.

Ways to identify workplace risks/hazards: Consult with HSRs and employees Undertake workplace inspections Examine/analyse workplace OSH records Keep up to date with new OSH information and/or requirements Use a mix of the above approaches. Trainer indicates to trainees that hazards can be identified in a number of ways: Consulting with HSRs who represent DWGs and receive input from all workers in their area Consulting with employees who are working on a day to day basis where the risks/hazards are most likely to occur Undertaking workplace inspections. This involves walking around the workplace/DWG areas to physically inspect and view items, processes, and the working environment Examining workplace records of incidents and dangerous occurrences/near misses Keeping up to date with safety-related matters and issues via internet access to OSH authorities, receiving and reading alerts, updates and newsletters Using a combination of the above which is usually the most effective approach.

OSH inspections must be undertaken in a systematic and timely manner. Inspections should occur: When any changes to workplace activity occurs Before and after an item or area is used for the first time Before, during and after installation of new equipment When alterations are made to equipment Following changes in workplace layout. Trainer explains to trainees that workplace OSH inspections must be conducted in a systematic manner identifying the following can give rise to timing needs for workplace OSH inspections: Changes to workplace protocols – procedures, processes, products Before and after premises or workplaces/work stations are used for the first time Before, during and after installation of plant and equipment Before and after alterations to plant, machinery or equipment Before, during and after alterations to layout of the workplace.

Before and after changes to workplace practice/procedures When new OSH information becomes available Following ‘near miss’ situations After any actual workplace accidents/incidents In accordance with scheduled workplace inspections. Trainer continues to present occasions when workplace OSH inspections should take place: Before and after changes to existing work practices are introduced When any new information becomes available relating to relevant workplace health and safety risks After any near miss situation has occurred to prevent a near miss situation becoming an actual injury event When any workplace accident or actual injury or event takes place In keeping with workplace schedules for regular workplace checks and hazard inspections – for example, every month, every quarter.

When establishing workplace OSH inspection systems there is a need to determine: Emphasis and scope of inspections How they will be conducted Frequency (Continued) Trainer states to trainees that when developing inspection systems it is important for them to establish: The emphasis and scope of the inspections – what will be inspected and which areas will be inspected How they are to be conducted – a walk around’ the workplace is an essential element of any inspection system How often they are to be carried out. Regular inspections are critical. Once every month is best but inspections should occur at least every three months.

Personnel involved Responsibility for considering issues identified and raised Checks to be made on corrective action taken Documentation. Trainer continues to present factors needing to be established when developing workplace OSH inspection systems: Who will be involved in the inspections. Workers should be involved together with the HSR and a management-level representative Who is responsible for ensuring suggested improvements are taken into account. This will normally be management/owner What checks should be carried out to ensure corrective action has been taken once a problem has been identified, analysed and has had suitable control procedures developed for it. It is also important to check the implementation of risk controls has not, itself, introduced a new risk into the workplace How they are to be documented. Inspections should use a dedicated inspection checklist to record findings of the inspection.

When considering priority areas for OSH inspection, the following factors must be considered: Existing and known hazards/risks in each area/DWG Types of processes used in the area Legislated requirements and obligations (Continued) Trainer explains to trainees that, when deciding which aspects of the workplace are priority areas for routine inspection, it is important to consider: The existing and potential health and safety hazards within each workplace. Common sense is a good indicator, as is input from workers and analysis of workplace accident registers The types of processes, operations and occupations present in the workplace. Historically certain tasks carry with them greater risks. For example, the risks in a kitchen are more numerous and potentially dangerous than those involved in an office environment Any OSH legislated requirements relating to particular hazards, occupations, industrial processes and operations which apply to individual workplaces. Most OSH authorities/agencies have lists to assist in this regard detailing historical risks and what can be done to prevent or control them.

Introduction of new/revised practices into an area or process Equipment, substances or situations causing injury or disease in the past Need to follow-up after previous inspections or after risk controls (remedial or corrective action) have been implemented. Trainer continues to present factors to take into account when deciding which aspects of the workplace are priority areas for routine OSH inspection: Any new processes or arrangements which have been introduced. The introduction of anything new (process, product, equipment) has the potential to create a new/different risk or hazard. Remember the introduction of risk control measures may sometimes introduce a new/different hazard or risk Equipment, substances or situations causing injury or disease in the past using anecdotal staff evidence and accident/near miss registers as the basis for identifying these The need to follow up and monitor any changes suggested or implemented during previous inspections to ensure they are effective and are being implemented.

Checklists can be used when conducting OSH inspections: Many businesses use them They provide consistency They enable information to be recorded for action/follow-up They ensure everything is inspected, as required They may be available from OSH authorities. Trainer introduces the concept of ‘checklists’ to trainees stating: Many businesses use them to assist with workplace OSH inspections They provide consistency of inspections ensuring the same things are inspected every time regardless of who undertakes the inspection They provide a mechanism to record problems during an inspection. The checklist is completed as the inspection takes place, check-boxes are ticked and written comments are added They ensure no area, item or practice is ignored as part of the inspection process They may be available from OSH authorities or can be produced in-house. Pro formas from OSH authorities can be modified to suit individual workplace need. Class Activity – Handouts Trainer obtains sample OSH inspection checklists for trainees and: Distributes them to trainees Discusses and explains their use and application in the workplace Identifies how they may be adapted to suit individual workplace needs Provides examples of data that may be included on each document in the ‘white areas’ (vacant spaces provided for information to be recorded).

It is important to work closely with staff on a day to day basis regarding OSH so: Employees understand safety is an ongoing concern for management Management can identify and address problems and hazards at the earliest opportunity Staff are reminded they have an ongoing role in workplace safety. Trainer advises trainees that it is necessary to work closely with workers on a day to day basis in relation to OSH issues so: Employees understand safety is an ongoing concern for management and demonstrating management are actually involved and ‘walking the talk’ Management can identify and address problems and hazards at the earliest opportunity to prevent a potential risk becoming a workplace accident causing actual injury Staff are reminded they have an o-going role in workplace safety and are able to contribute to workplace safety on an ongoing/daily basis, and have an obligation to do so.

Workplace hazards can be classified as: Hazards in the physical environment Hazards associated with plant and equipment Hazards associated with work practices and procedures Hazards associated with security issues. Trainer suggests to trainees that hazards in the workplace have been traditionally classified as one of the following: Hazards in the physical environment – see following slides Hazards associated with plant and equipment – see following slides Hazards associated with work practices and procedures – see following slides Hazards associated with security issues – see following slides.

Pay attention to the following when considering hazards in the work environment: The physical work space Lighting Hot and cold environments (Continued) Trainer tells trainees there is a need to pay attention to the following areas when trying to identify hazards in the work environment: The physical working space staff are required to operate within. There is a need to identify physical placement of items posing a risk, ensure freedom from physical hazards, and ensure conditions are not cramped or overcrowded and function to facilitate the work to be done Lighting. Ensure appropriate lighting, ensure lights are operating correctly (no flickering fluorescents, no blown globes) and there is freedom from shadows and an absence of glare (especially for office workers) Hot and cold environments such as severe temperatures (and excess times at these temperatures) for those involved in hot kitchen work and/or loading deliveries into, or cleaning of, walk-in cool rooms and freezers.

Exposure to weather/’the elements’ Noise Electrical items Flooring (Continued) Trainer continues to provide examples of aspects of the physical environment to be considered when trying to identify workplace hazards/risks: Exposure to the elements. This is a concern where there are staff working outdoors around pools or as grounds staff. Issues may include protection against sun, wind and rain and the use of required personal protective clothing and equipment Prevailing noise levels. This can be a special concern for those working in entertainment areas where there is amplified music, or who need to operate noisy equipment for extended periods Electrical items to ensure they are safe, have been checked and approved as safe and are being used with a Residual Current Device (RCD) and staff operate them as required in accordance with establishment-based safe working procedures and manufacturer’s instructions Flooring. Hazards in this regard can include frayed carpet causing a tripping hazard, wet floors due to work processes or spills, as well as uneven surfaces. The presence of steps and stairs should also be addressed.

Manual handling equipment Pests and vermin Crowd-related situations. Trainer continues to provide examples of aspects of the physical environment to be considered when trying to identify workplace hazards and risks: Equipment designed to assist with manual handling. All workplaces should use manual handling and lifting aids to reduce the possibility of injury to workers. Options include: Trolleys Forklifts Pallet movers Pests. These are a special concern for food safety. Pests can turn customers away, can cause food waste, and mice and rats have been known to cause fires when they chew through electrical wiring Crowds. During busy times management has an obligation to customers and the public to protect them against injury when they are on the premises. Large crowds provide the potential for injury and management have to prepare plans and provide staff to control these situations (restricting access to certain areas, restricting access to the premises, eliminating bottle-necks, providing security staff to monitor and control areas).

Pay attention to the following when considering hazards with plant and equipment: Ensuring regular service and maintenance is provided Ensuring staff receive adequate training Ensuring electrical tests and checks are performed Ensuring RCDs are fitted to portable electrical equipment (Continued) Trainer tells trainees there is a need to pay attention to the following areas when trying to identify hazards with plant and equipment: Ensuring regular service and maintenance is provided to all plant and equipment, items and utensils in accordance with manufacturer’s instructions and to address malfunctions Ensuring staff receive adequate training in the use of all plant and equipment, items and utensils they are required to use Ensuring electrical tests and checks are performed at least every 12 months to ensure the electrical safety of equipment and appliances, power points and switches Ensuring RCDs are fitted to portable electrical equipment to shut off power when an incident occurs where a person could be subject to an electric shock.

Ensuring staff are adhering to standard safe work practice when using electrical equipment/appliances Ensuring all malfunctioning tools and equipment is reported Ensuring only enterprise tools and equipment are used at the workplace Ensuring all operational manuals, manufacturer’s instructions and trouble-shooting guides are available. Trainer continues to provide examples of aspects of plant and equipment to be considered when trying to identify workplace hazards/risks: Ensuring staff are adhering to standard safe work practice when using electrical equipment/appliances such as: Not operating electrical equipment while standing in water Not using electrical equipment with wet hands Not using appliances that are untagged as being tested and safe for use Not using faulty appliances or items tagged as being ‘Out Of Operation/Service – Unsafe For Use’ Not using electrical appliances for work they were not intended for Ensuring all malfunctioning tools and equipment are reported. Use verbal reporting mechanism or complete a workplace-based ‘Maintenance Request’ form, and take the faulty item out of service and tag it as Out of Service Ensuring only enterprise tools and equipment are to be used for undertaking work at the workplace. This means staff cannot bring in and use their own electrical tools and equipment Ensuring all operational manuals, manufacturer’s instructions and trouble-shooting guides are available to all users. Class Activity – Guest Speaker Trainer arranges for an expert in electrical safety to attend and: Talk to trainees about electrical safety in a commercial workplace Present details regarding the need for electrical inspection and verification of electrical appliances Show and explain tags used to verify electrical appliances have been checked and are safe to use Describe protocols to follow when an electrical appliance is malfunctioning or deemed to be unsafe Advice regarding training of staff in safe working practices when using electrical equipment and appliances.

Pay attention to the following when considering hazards related to work practices: Opening and closing procedures Safety and security issues SOPs Rostering of staff Time spent on task. PAY ATTENTION! Trainer tells trainees there is a need to pay attention to the following areas when trying to identify hazards in with work practices: Opening and closing procedures. Special attention must be paid at closing times to ensure all doors and windows are locked and no unauthorised persons are left on the premises Safety and security procedures. There is a need for management to ensure they have established and implemented plans (EMPs) to address security issues identified as being likely for their business such as: Theft and Robbery Irrational or angry customers Bomb threats Standard Operating Procedures for all work-related tasks to ensure they remain applicable given any changes in levels of trade, materials, equipment used, and/or techniques required Rostering of staff. This is done to ensure there are enough suitably trained, qualified and experienced staff rostered on duty and to ensure the changing nature of the workplace is reflected in the rosters being prepared Length of time spent on certain tasks. Where there is a possibility of repetitive strain injury (RSI), other injury or boredom management need to rotate staff through different jobs (and/or provide appropriate extra breaks) to avoid inherent problems and injuries.

Risk assessment/analysis: Considers the potential for illness or injury when and if people are exposed to an identified risk Must be followed by action (‘risk control’) to effectively address the identified risk. Trainer introduces risk assessment/analysis to trainees explaining: Risk assessment is the process used to determine the likelihood people may be exposed to injury, illness or disease in the workplace arising from any situation identified during the hazard identification process Once the hazards have been identified, they should be listed for a risk assessment to be carried out in consultation with the relevant HSR/s and employees.

When assessing workplace hazards/risks: Consider exposure levels and who may be exposed to them Consider existing control being implemented and their adequacy Remember the focus must be on ‘safe place’. Trainer emphasises to trainees when they assess identified workplace hazards/risks it is important to consider: Whether any person (workers and/or members of the public/visitors) would be exposed to the identified situations under all possible scenarios (such as, for example, during installation, commissioning, erection, operation, inspection, maintenance, repair, service and cleaning of plant, equipment or areas) The existing measures in place to protect the health and safety of people who may be exposed to the identified risk/hazard. Never assume existing are adequate simply because there has not been an accident or incident to date How adequate the existing measures are for protecting the health and safety of people who may be exposed. Where controls are only administrative and/or rely only on the use of personal protective equipment and clothing there is a need to revisit these areas and determine if better controls are required given who the hazards may impact on and the extent of the impact Create a ‘safe place’ environment as opposed to relying on people to act in a safe manner.

Include HSRs, workers and management in risk assessments and consider: Numbers involved/exposed Who is exposed Proximity to source Frequency of exposure (Continued) Trainer encourages trainees to include HSRs, staff and management in risk assessment activities indicating these procedures need to look at: The number of people exposed to the risk using a number or quantitative indicator. The higher the number, the greater the need to address the problem Who these people are, that is, the different types of people who are exposed and their special needs. For example new workers, casual employees (who usually have different OSH needs to permanent staff because they often do not receive ‘standard’ OSH training and often not present to attend standard staff meetings and briefings), visitors, contractors, members of the public, disabled workers and customers Proximity - how near these people are to the risk or hazard Frequency - how often they are exposed (constantly, hourly, daily, weekly?)

Duration of exposure Combination of hazards at the one time/occasion Possible harm that could occur How easily someone could be hurt, injured or affected Legal control requirements (Continued) Trainer continues to present to trainees factors to consider as part of risk assessment activities: Duration of exposure – how long are they exposed for? The combination of hazards they are exposed to – if and where applicable How serious the resulting harm could be as a result of exposure How easily someone could be hurt – is the threat probable or unlikely? What the law says about risk control – are there legislated control requirements?

Lessons/data from other workplaces Factors causing or compounding potential for injury Work processes involved Effectiveness of existing controls Use of a ‘risk assessment worksheet’ to guide and record the process. Trainer continues to present to trainees factors to consider as part of risk assessment activities: How common it is for the hazard to cause problems in other workplaces. What does ‘the literature’ or OSH authorities say about similar situations in other businesses? What is the historical data? Any factors that could increase the likelihood of illness and injury – factors which may cause or compound the threat/risk The work processes involved. This requires knowledge of workplace practices, procedures and protocols for performing the particular task under consideration How well current precautions work. Has the hazard already caused any problems? Is there an evident need to address a situation that is not being adequately controlled? Trainer advises trainees the review of risk assessments should feature use of a ‘risk assessment worksheet’, indicating: Many OSH authorities provide sample/pro forms risk assessment worksheets and/or risk assessment The worksheet provides a mechanism to guide the assessment activity The document provides a place to record workplace investigation/research associated with risk assessment activities. Class Activity – Handout and Practical Exercise Trainer obtains a sample ‘risk assessment worksheet’ (see Trainee Manual for one example) and: Distributes same to trainees Explains its use in a practical workplace context Instructs trainees to identify a possible workplace risk and: Develop a suitable risk assessment worksheet suitable for analysing the risk Apply the worksheet to investigating and assessing the risk.

When reporting workplace OSH issues: Report immediately Give verbal report Written reports may be required. Trainer advises trainees regarding the reporting of workplace OSH issues: Report immediately. The hazard must be reported as soon as possible. Where an immediate threat to safety exists, work must cease Provide a verbal report. A face to face report or telephone report allows the supervisor/HSR to ask questions to clarify and/or obtain a better understanding of the problem Written reports may be required to supplement, or provide written record of, the issue.

Risk assessment reviews must be conducted: On a regular basis – every 3 months, minimum Following information indicating a need to do so Change to workplace practice/SOP When new, more or different equipment is introduced (Continued) Trainer explains to trainees risk management/workplace OSH is dynamic so risk reviews must be part of ongoing attention paid to workplace safety explaining existing risk assessment reviews should be conducted: Regularly – as required by the procedure/situation. This may be daily, weekly or monthly. All risk assessments should be reviewed every three months to identify need for amendment or to verify they remain effective When alerts or notifications from OSH authorities/agencies dictate a need to do so. These may relate to practice, product, procedure, technique, and/or items of equipment in the workplace Whenever there are changes to internal operating procedures to ensure a new/different has not arisen as a result of the change Following introduction of new, more or different equipment. An assessment should also be done before a decision is made to introduce the equipment.

If staffing levels are altered After any modification to existing workplace protocols Following issues raised by staff Using a risk assessment worksheet. Trainer continues to indicate when risk assessment reviews are necessary in the workplace: When there is a change in staffing – new staff, reduced staffing levels Modification to the work environment such as changes to job allocation, work station layout, relocation of items of equipment, different environmental conditions, a change in patron profile When concerns, feedback and/or complaints from workers, customers or management are received to demonstrate concern for worker input and their safety and welfare.

Implement and monitor risk control procedures
Identified hazards/risks must be controlled: ‘The Hierarchy of Control’ identifies options Work MUST STOP if there is an immediate risk Controls must apply to ‘everyone’ Most risks require/will benefit from applying a combination of risk controls. Trainer instructs trainees when workplace risks/hazards have been identified and analysed, suitable risk controls must be implemented to address these hazards explaining: ‘The Hierarchy of Controls’ is one way of identifying possible risk control options - see next following slides Work must stop if there is an identified immediate risk to anyone. This is a non-negotiable requirement in all cases, under all circumstances regardless of any ‘pressing’ requirements to get a job done Risk controls must embrace everyone’s safety – staff, customers, members of the public, contract workers, delivery drivers, service technicians Most risks are most effectively controlled using a mixture of control procedures, techniques or strategies as distinct from relying only on one approach. Once again, emphasis must always be on creating ‘safe place’ rather than ‘safe persons’.

‘The Hierarchy of Controls’ lists the following control options: 1. Elimination – Level 1 option 2. Substitution – Level 2 option 3. Isolation – Level 2 option 4. Engineering controls – Level 3 option 5. Administrative controls – Level 3 option 6. Personal protective clothing and equipment – Level 3 option. 1 = Most effective 6 = Least effective Trainer presents an overview of the Hierarchy of Control concept identifying it comprises the following controls, listed in decreasing order of effectiveness: 1. Elimination 2. Substitution 3. Isolation 4. Engineering controls 5. Administrative controls 6. Personal protective clothing and equipment. Class Activity – Guest Speaker Trainer arranges for a representative from the local OSH authority to attend and: Talk to trainees about the Hierarchy of Control and the risk control options it presents Give relevant industry-based examples of risk controls available at each level of the hierarchy Provide direction to OSH authority resources to support implementation of Hierarchy of Control options including web-based materials and hard copy materials.

‘Elimination’ is a ‘Level 1’ control: Most effective risk control option Not always a possible or viable option Requires change to products and/or processed used Must always be considered and sought. Trainer presents information regarding ‘Elimination’ control option stating: This is the most effective control option as it removes the risk, hazard or threat completely It is designated as Level 1 control because it totally removes the risk It is not always a viable or practicable option so the controls often need to be applied Involves changing product or process so the original risk no longer exists Must always be the control looked for whenever a workplace risk has been identified. The deliberations must always seek an ‘elimination’ approach to every risk despite an elimination option not being readily identifiable.

Level 2 control options: Not as effective as ‘Elimination’ Provide for ‘safe place’ ‘Substitution’ ‘Isolation’ ‘Engineering controls’. Trainer presents information regarding ‘Level 2’ control options stating: They are not as effective as ‘Elimination’ but are more effective than Level 3 options Provide ‘safe place’ which is better than providing only ‘safe person’ Substitution which requires replacing a hazardous process or substance with a less hazardous one: A detergent may be substituted for a chlorinated degreaser Using a neutral detergent instead of caustic soda for cleaning A chemical could be used in pellet form instead of a powder to reduce the risk of inhalation Applying a substance with a brush might be safer than spraying the substance onto a surface Lifting smaller and/or lighter packages which may mean purchasing 5kg packs rather than 25kg bags of product Using an electric forklift instead of a petrol one Vacuuming instead of sweeping Isolation involves separating the risky process from people either by distance or by using barriers to prevent exposure: Placing a noisy piece of equipment in a soundproof box or behind a baffling wall Physically stopping people (customers) from coming into contact with the hazard Moving the hazard to some distant/remote location Engineering controls include plant or processes which: Minimise the generation of risk Suppress or contain the risk Limit the risk in should an event occur Examples include: Ventilation booths for spray painting Machine guards to prevent clothing, jewellery and body parts being caught in machines/equipment Machine operation controls such as ‘Emergency Stop’ buttons, automatic cut-offs, the ability to remotely operate an item Ventilation – exhaust fans to remove dust, smoke Wetting down techniques to reduce dust Changing the levels or height of work levels to minimise bending/twisting and similar actions during manual handling.

Level 3 control options: Least effective options Provide only ‘safe person’ outcomes Must be used in combination with other controls Includes: ‘Administrative controls’ ‘Personal protective equipment and clothing’. Trainer presents information regarding ‘Level 3’ control options stating: These are the least effective options and must never be the first or only choice to control identified risk They are deficient because they provide only ‘safe person’ options (relying on the worker to do the right thing) as opposed to the preference for ‘safe place’ Because Level 3 controls are the least effective they need to be used in combination with other controls, including provision of training, monitoring and supervision Administrative controls are safe work practices which help to reduce employee exposure to risk. For example: Restricting access to certain areas to nominated times when the risk is lowest or non-existent Good housekeeping practices (in terms of keeping workplaces clean and tidy), including regular cleaning of work areas and regular and appropriate maintenance of workplace items and equipment Changing purchasing procedures so substances (such as cleaning chemicals) are supplied in ready to use containers and decanting is not required Personal protective equipment (PPE) and clothing includes such things as: Eye protection – goggles, face masks, visors Respiratory protection Gloves and gauntlets Safety shoes and boots including ‘clogs’ for kitchen workers Protective clothing – aprons, thermal wear/suits, ‘pull off’ ties for security staff Head protection – hard hats, and caps for food handlers. Class Activity – Question and Answer Session Trainer asks trainees to identify examples of ‘Administrative controls’ that could be used by businesses. Possible answers/examples: Providing trolleys to move items to reduce need for potentially harmful manual handling Providing accurate work instructions and methods of work (work practices, standard operating procedures) to guide workers in the safe way to perform their work Changing work practices to include job rotation (but note this, on its own, is generally regarded as an insufficient control method). Job rotation is the practice of moving staff between different jobs to help eliminate boredom and repetition and the associated dangers these introduce to work Shorter working periods for jobs performed under difficult conditions such as limiting work needing to be undertaken in extreme cold, heat, noise or where there is excessive vibration Training – providing necessary training in practices such as such as in lifting and manual handling techniques.

When using personal protective equipment and clothing as a risk control: Must be supported by other controls Never make it the default risk control option Must be provided by employer to individual workers Must meet Standards for safety items Must be appropriate to need Must be properly cleaned and maintained. Trainer presents information to trainees regarding use of personal protective equipment and clothing as a control, indicating: Must be combined with other controls such as training, and other Level 2 and/or level 3 controls Better controls MUST be sought. It is NEVER appropriate to simply make personal protective equipment and clothing the automatic, default response when a workplace risk is identified. It MAY be a viable short-term solution but it is never an effective long-term control All personal protective equipment must be provided by the employer and must : Meet the relevant in-country Standards Be appropriate to its application Be issued to an individual and not shared Be properly maintained and cleaned. Class Activity – Guest Speaker Trainer arranges for a supplier from an industrial safety supplier to attend and: Talk to trainees about workplace safety and how to optimise it Show and demonstrate items available to optimise workplace safety (clothing and equipment, signage) Identify limitations applicable to using personal protective equipment and clothing to address workplace risks Demonstrate and describe maintenance and cleaning requirements applicable to personal protective equipment and clothing.

Evaluate and adjust risk control procedures
All controls introduced into the workplace to address identified risk must be checked: To verify they are working To identify if new/different risks have been created All checks must be planned: Who will do the check When it will be done What will be evaluated. Trainer stresses to trainees following the application of risk control procedures to address an identified risk there must be an evaluation of the control: To verify they are working as intended and, where necessary, to provide the basis for adjustment to ensure adequate control is being applied To determine whether or not the introduction of a control has created a new risk, or changed the nature of the previous risk Featuring planning of the checks to address: Who will do the checks. They must be attached to and become the responsibility of a nominated person or job role/position and this responsibility should be included in the relevant job description for the position When they will be done – specifying either dates, frequencies (every week, every month) or specific times (see ‘Timing of the checks’ below) What will be evaluated as part of the checking process. A checklist should be used to guide this aspect of the process.

Checks of controls for identified risks should be made: Prior to implementation During use Immediately after use. Trainer informs trainees checks should be made of control measures: Prior to their actual implementation to verify the control will achieve the outcome required as part of the risk assessment/analysis process During use to evaluate the effectiveness of the control during actual operation. Objective observation using a rating chart/checklist to guide observations is an effective way to achieve this. The key, obviously, is to watch the process/workplace activity to capture evidence to use as the basis for making a decision about the effectiveness of the control Immediately after use by talking with staff involved and testing/evaluating, for example, equipment involved. Obtaining feedback from workers/operators about safety, ease of use, potential issues arising is imperative and demonstrates the business is committed to involving staff in a practical way in workplace safety.

Identified problems with risk controls must be: Resolved as immediately or as soon as possible Reported to designated person for appropriate follow- up or corrective action. Revisions to controls must also be evaluated Trainer instructs trainees where a problem with the implementation of a control is identified as part of the checking/evaluation process the situation must be: Immediately resolved. If resolving the issue falls within personal level of expertise and/or scope of authority. Where safety is seriously jeopardised, work should cease Reported to the appropriate person for their follow-up and action. This can mean reporting to senior management, the HSR, the Designated Work Group (or similar) or the OSH Committee. Reports should be made verbally to the designated person as this is the fastest option. There may be a need to complete a supporting form (such as Incident Notification, Request for Maintenance).

Evaluation should be made of overall OSH workplace performance. A five step process will facilitate this: Step 1 – Understand the OSH objectives of the business Step 2 – Develop performance measures Step 3 – Collect data on identified performance measures Step 4 – Analyse results and decide action to be taken Step 5 – Take action and repeat process. Trainer explains to trainees it is useful for businesses to evaluate the overall performance of the business in relation to its OSH performance, explaining this is a five-step process: Step 1 – Know what the OSH objectives are for the business – see next slide Step 2 – Develop OSH performance measures – see following slides Step 3 – Collect information established measures of effectiveness/performance measure (indicators) – see following slides Step 4 – Analyse the results and decide upon improvements – see following slides Step 5 – Implement changes and start again – see following slides.

Step 1 – Understanding the OSH objectives of the business involves investigating and becoming aware of: Strategic goals Commitment and responsibility goals Work environment goals. Trainer provides information on Step 1 of the five-step process to evaluate the OSH performance of the business: OSH-related goals should be to: Meet the legal requirements or standards for the business Ensure the workplace, as far as practicable, is safe and without risks to the health of everyone To evaluate OSH performance, it is important to look at what programs or strategies have been developed and implemented to achieve the set objectives. Some examples are: Strategic goals: Health and safety strategies will be developed annually to improve health and safety performance Health and safety systems and programs will be to continually reviewed, upgraded and monitored to improve standards and performance Commitment and responsibility goals: Business commitment to OSH will be demonstrated at all levels A high level of OSH awareness will be fostered at all levels All managers will have responsibility for the health and safety of employees under their management All employees will take as much care as possible for their own, and their workmates' health and safety Specific, defined, responsibilities will be clearly understood by all employees Work environment goals: OSH practices and procedures, and the work environment, will be regularly reviewed and revised Formal consultation and communication with HSRs and employees in all health and safety matters will occur through health and safety committees, team briefings, and management involvement and commitment All incidents and near misses will be reported, investigated and corrective action taken as a priority The purpose of an investigation will be to determine the cause of the incident to prevent future occurrences.

Step 2 – Developing performance measures will relate to establishing relevant: Short-term indicators Long-term indicators Quantitative measures Qualitative measures. Trainer provides information on Step 2 of the five-step process to evaluate the OSH performance of the business stating this involves establishing: Short-term measures: An assessment of whether plans are being implemented as intended. If they are not being implemented as intended, why not? The proportion of OSH grievances/issues successfully resolved at shop-floor level. The higher the number/ratio of issues resolved at shop-floor level, the better the OSH performance of the business Number of health and safety grievances/issues – a downward trend is positive. Long-term indicators – which may include: Injury and illness rates Incidence of gradual onset injuries The hidden costs of injury and illness. Other quantitative measures may include: The number of incidents The number of employees trained The number of work procedures developed or reviewed The number of hazards identified and eliminated. Qualitative measures could include: The types of issues being raised by employees and HSRs Employee level of awareness of workplace health and safety policy How OSH performance is being taken into account in relation to the performance assessment of supervisors and managers Evidence management is leading by example. Class Activity – Guest Speaker Trainer arranges for manager/owner of suitable business to attend and: Talk to trainees about the importance of safety in the workplace Identify and quantify the costs involved in meeting safe workplace obligations Identify and quantify the costs involved in not meeting safe workplace obligations Practices employed to evaluate business OSH performance including coverage of OSH objectives and performance measures/indicators, how evidence is captured and examples of how this evaluation process has impacted later OSH initiatives.

Step 3 – Collecting data on established indicators: Involve workers, HSRs, management and ask questions Analyse/read OSH reports and documentation including injury and ‘near miss’ registers Collect information/data on a regular ongoing basis Allocate responsibility for data collection. Trainer provides information on Step 3 of the five-step process to evaluate the OSH performance of the business stating this involves: Involving workers, DWGs, HSRs, management and asking questions: Do the illness and injury recording procedures meet the specifications of relevant legislation, where applicable? Are all incidents, illness and injury, and near misses: Recorded? Investigated? Reported, if/where required? Analysed for trends? Reported to employees? Reading/analysing OSH documentation, reports, forms and similar to determine issues such as, but not limited to: The frequency of incidents and dangerous occurrences Average lost time Costs of accidents, injury and incidents Costs of training, purchase of safety equipment and PPE Collect data on identified issues: On a regular on-going basis Classify and file for later reference or use Allocate responsibility for data collection to nominated person (or the risk is the data will be lost or not be recorded).

Step 4 – Analysing data and making decisions: Verify situations analysed as being ‘OK’ or acceptable do not require further attention while maintaining existing controls where applicable Ask questions to determine causes of unacceptable outcomes Use data gained to improve existing controls and/or strategies. Trainer provides information on Step 4 of the five-step process to evaluate the OSH performance of the business stating this involves: Verifying for situations where there are no problems it is, indeed, acceptable to leave things as they are and continue to apply existing controls Asking questions to determine causes where a strategy is not working: Was the objective realistic and achievable? Is the objective relevant to current technology and values? Was the strategy implemented as planned? Was there adequate training, information and understanding of the strategy? Were there resources available to implement the strategy? Did work organisation allow the strategy to work? Was responsibility for implementing the strategy allocated? Are the responsibilities understood? Did the information you collect accurately measure performance of the strategy? Use the information from this analysis to fine-tune the strategy, to reset workplace standards and/or to identify areas of workplace health and safety needing systematic management.

Step 5 – Implement changes and start again: Evaluation of OSH is ongoing Improvements must be made where evaluation identifies a need to do so Decisions made in Step 4 need to be implemented Existing protocols, changes and new initiatives must be monitored. Trainer provides information on Step 4 of the five-step process to evaluate the OSH performance of the business stating: Evaluation of the workplace OSH system, program and management must be ongoing. The whole process demands at least annual, formal attention; it is never ending All identified need for change or improvement must be addressed. It is never acceptable to identify a need for change/improvement and then ignore it The initiatives and/or changes identified in Step 4 of this process need to be implemented All changes and alterations must be monitored and have necessary data captured regarding their implementation.

Summary Element 2 When implementing and monitoring procedures for controlling hazards and risks: Involve staff in the identification and assessment and analysis of workplace risks or hazards as well as in the development of suitable and effective risk controls Coordinate and conduct scheduled formal workplace hazard and risk identification activities involving staff and management (Continued) Trainer provides a recap of the Element asking questions to check trainee understanding and responding to questions from trainees, as required.

Summary – Element 2 Use checklists to support and guide regular hazard/risk identification and workplace inspection activities Ensure all workplace tasks are addressed by risk identification activities Work closely with staff in a participative environment characterised by cooperation and collaboration Use the Hierarchy of Controls to determine appropriate risk controls focussing on the ‘Level 1 – Elimination’ and ‘Level 2 – Safe place’ options (Continued) Trainer provides a recap of the Element asking questions to check trainee understanding and responding to questions from trainees, as required.

Summary – Element 2 Review and evaluate risk control procedures to verify/determine their effectiveness Ensure the implementation of a risk control does not create/introduce a new risk/hazard Evaluate the overall OSH management system used by the business on an annual basis to identify strategies and goals for the following year. Trainer provides a recap of the Element asking questions to check trainee understanding and responding to questions from trainees, as required.

Implement and monitor health and safety training
Performance Criteria for this Element are: Identify health and safety training needs through regular workplace training Arrange training interventions as appropriate on a timely basis. Trainer identifies for trainees the Performance Criteria for this Element, as listed on the slide. Class Activity – Discussion Trainer asks trainees questions regarding implementation and monitoring of OSH staff training such as: What staff OSH training have you organised? How do you determine the OSH training individual staff need? What OSH training have you participated in? Where was it? What was the topic? How effective was it? What did trainers do? What assessment was there? What mandatory OSH staff training exists in your workplace? Why?

Identify health and safety staff training needs
OSH training: Vital and legally required for workers Many businesses provide ‘standard’ training to all staff Basic OSH requirements are communicated as part of Induction and Orientation Can be targeted to individual need by identifying the ‘training gap’ – the difference between the OSH competencies staff need and the OSH competencies they possess. Trainer states to trainees that OSH training is vital and a legal requirement for workers indicating: Many businesses provide in-house or on the job training for all staff regardless of previous experience and/or qualifications Basic OSH requirements are explained and demonstrated to staff as part of their Induction and Orientation and then supplemented by further in-house or on the job training Can be targeted to address individual staff need by identifying the OSH ‘training gap’ for each staff member (see following slides).Targeting OSH training to individual staff need is time consuming but arguably the best approach because: It saves staff having to undertake training for things they already are competent in which is annoying to them and devalues their experience and capabilities It can save time, resources and effort if the employee only has to be trained in a few things.

Training should involve: The use of CBT Training workers in required ‘competencies’ which address: Knowledge Skills Attitude Training staff only to the level required for safety in the individual workplace and/or to meet legislated requirements. Trainer advises trainees OSH training must address required workplace ‘competencies’ for jobs and tasks that need to be undertaken by workers highlighting: OSH and other workplace training should feature ‘Competency-based Training’ (CBT) Competencies can be seen as tasks the worker is required to complete, for example, as indicated in the Job Description for the position Gaining competency involves not just practical aspects of the job, but: The necessary knowledge – knowing about the job, knowing why things are done or need to be done. This is often referred to as ‘underpinning knowledge’ because it underpins the practical aspects of what is done The necessary skills to perform the job safely and effectively to the standard required by the business and/or as required under legislation The ‘right’ attitude to support and provide a basis for the performance of tasks.

The ‘training gap’ can be identified for individuals by: Undertaking a Training Needs Analysis for each worker Observing actual workplace performance Talking to staff Examining staff records Using an external contractor. Trainer explains to trainees that the training gap for individual staff can be identified by: Undertaking an OSH Training Needs Analysis (TNA). This is a formal and structured approach to identifying the gaps for every staff member in all areas of their work. TNAs are an excellent way of determining the training needs for each staff member but they are relatively expensive and time consuming Observing staff performance to identify areas of their performance requiring attention Speaking to staff and asking them to identify the areas they believe they need OSH training in Looking at their personnel file/records (such as their application for employment and their resumé) to determine their existing skill/competency levels with a view to identifying the areas where training is required Employing the services of an outside consultant with specialist OSH knowledge and expertise to assess competency levels of staff within the business, analyse the competencies needed and determine individual staff training requirements.

All personnel in a business require OSH training and generic training requirements can be identified for: New staff Supervisors Management. Trainer states OSH training must be provided for all personnel in the workplace and it is possible to identify certain generic needs for: New staff – see following slides Supervisors – see following slides. This can often include specific OSH-related training appropriate to the role the supervisor is undertaking Managers – see following slides. This training may also be required for business owners especially where OSH legislation imposes obligations on them and supports these responsibilities with fines or potential imprisonment.

OSH training for new or transferred staff may need to address: Hazards of their work and workplace How to advise identified of workplace hazards Workplace consultative arrangements Health and safety procedures applying in their work area Their responsibilities under applicable legislation Responsibilities under business policies and procedures. Trainer indicates to trainees the following may be requirements in relation to OSH training for new staff in a business, or for staff who have been transferred within a business from one area or role to another: Understanding of the hazards of their work and workplace. These always differ between workplaces, work stations and businesses on the basis of many factors such as equipment used, processes, and layout Knowledge of how to advise management or their HSR about identified workplace hazards so they can be investigated and resolved Understanding of workplace consultative arrangements, including the role and functions of DWG, HSR and Health and Safety Committees Understanding of need to follow health and safety procedures applying in their workplace paying special attention to OSH issues in their particular section of the workplace Understand of their responsibilities under applicable legislation which may relate to: Compliance with mandatory work practices Need for certification or licences in order to undertake specified work activities Reporting when unsafe situations occur and/or when prescribed workplace accidents or injury occur Understand of their responsibilities under the policies and procedures the business has established in relation to safe work practices and allied workplace safety issues.

OSH issues to cover at Induction and Orientation: Tour of area/workplace Identification and explanation of OSH amenities and facilities Introduction to other staff Introduction to OSH staff Description of work hazards and risk controls (Continued) Trainer informs trainees the following OSH issues should be considered when new staff undertake their Induction and Orientation: A tour of the work area so they gain an overview of the business and appreciation of where various department, facilities and equipment are physically located An explanation of venue amenities and facilities relating to OSH. This can include discussion about: First aid kits First aid rooms First aid providers Emergency equipment and systems Introduction to fellow employees especially those who constitute the DWG for the area in which they are going to work Introduction to HSR together with an explanation of their role, and details of how to engage with the established participative arrangements relating to workplace OSH Description of general workplace hazards and risk control measures including visual observation of problem areas, practice with control protocols and watching experienced staff perform work in a safe and proper manner.

Fire-fighting equipment Emergency exits Emergency Management Plans Personal protective equipment and clothing. Trainer continues to provide details of OSH issues to be covered at Induction and Orientation: Identification of the location of and explanation and demonstration of the use of fire fighting equipment. It is a standard requirement that most if not all staff have some form of training and experience in using fire-fighting equipment, especially fire blankets and fire extinguishers Details of emergency exits showing where they are, stressing the need to keep them free of obstruction and indicating any fire doors which may need to be closed in the event of fire Identification and explanation of Emergency Management Plans for the business and details of evacuation plans for the business or area. This should include identification of: Individual responsibilities under the plans Evacuation routes – primary and secondary Evacuation assembly points – primary and secondary Issue of personal protective clothing and equipment if required and explanation of when it must be used/worn, and how it is to be used/worn.

Special OSH training for supervisors may include: Hazard/risk identification Hazard/risk assessment Risk control Workplace investigation Report writing (Continued) Trainer indicates supervisors will not automatically know what is expected of them in terms of workplace OSH issues and safety management so the following special OSH training may need to be provided to enable them to: Recognise hazards in the workplace and conduct health and safety inspections Assess/analyse identified hazards so they are fully understood in their context Select and apply appropriate risk control measures for identified hazards Investigate OSH situations such as incidents or dangerous occurrences Produce clear and accurate reports to support workplace research and investigation.

Communication Consultation Training skills Management and supervisory skills. Trainer continues to provide examples of the OSH training supervisors may benefit from receiving: Communicate effectively with workers, managers and OSH authorities Consult effectively with management and others including external business, authorities or agencies Conduct effective on the job training on OSH issues Management and supervisory skills to ensure employees understand and follow workplace procedures as required by legislation and the business.

Special OSH training for managers or owners may include: OSH legislation OSH principles and practice Management systems Assigning OSH roles and responsibilities Hazard identification. Trainer continues to provide examples of the OSH training managers (or business owners) may benefit from receiving: OSH legislation as it applies to their business and their geographic location Health and safety principles and practice which serve to underpin OSH thinking, risk identification, risk assessment/analysis and development of effective risk control protocols Management systems to enable integration of OSH into other management activities and workplace priorities Assigning health and safety roles and functions to staff within the workplace Workplace hazard identification and assessment as part of the ongoing risk management procedures in place within the business Risk control strategies and options to address identified workplace risks.

Ask these questions to help identify the OSH training needs in your workplace: What skills and knowledge are required to enable all employees to do their jobs safely and without risks? What is to be achieved by training, and who will make sure it takes place? What sort of training will be best for the workplace? (Continued) Trainer presents a series of questions to trainees they should ask to help determine OSH training needs in their workplace: What skills and knowledge are required to enable all employees to do their jobs safely and without risks to health? It is essential to start the search to identify training needs by ensuring there is a comprehensive and current knowledge about what is required What is to be achieved by training, and who will make sure it takes place? It is important to really know why the OSH training is being conducted (To comply with legislated requirements? To ensure staff have a mandatory certificate? To address workplace accidents?) and to allocate suitable responsibilities to one of more nominated persons What sort of training will be best for the workplace? Options include: ‘All staff’ training Individualised training Small group training Coaching and mentoring On the job or off the job Formal/accredited training or non-accredited in-house training.

What does existing OSH training cover? Have all staff taken part in required OSH training? Are OSH training records being kept? What do they say about OSH staff training delivered? Have all managers and supervisors had OSH training? (Continued) Trainer continues to present a series of question to trainees they should ask to help determine OSH training needs in their workplace: What does existing OSH training cover? List the topics, courses and OSH content addressed by all workplace OSH training Have all employees taken part in the required OSH training? There must be a record who has done what, and a list of who is scheduled to undertake OSH training they need to do Are OSH training records being kept? What do they say about the level of OSH staff training delivered? There should be information about the courses delivered, participant names and numbers, success rates/outcomes, costs, times and dates Have all managers and supervisors had health and safety training? A list should be able to be constructed detailing who has done what and when; success rates/outcomes, a schedule of upcoming OSH training to be delivered and who is scheduled to participate.

Is there an induction training program for all new and transferred employees? Is there workplace training on specific hazards, controls and health and safe work procedures? Does OSH training cater for employees with special needs? How does the business know if OSH training is effective? Trainer continues to present a series of questions to trainees they should ask to help determine OSH training needs in their workplace: Is there an induction training program for all new and transferred employees? Does it include necessary OSH training relating to legislation and venue/department health and safety policies and procedures? Is there workplace training on specific hazards, controls and health and safe work procedures? Does this exist for every department and dangerous activity? Is this training, including supporting information, sufficient, relevant and current? Does OSH training cater for employees with special needs? With attention to those with particular language, cultural or literacy needs? How does the property know, and how will it know into the future, if the OSH training is effective? What records, outcomes, statistics or data will be used as reference points?

Arrange training interventions
Workplace OSH training: Must be provided to address identified need for every worker, every time there is a need Must be planned and organised. Trainer advises trainees regarding the provision of OSH training to workers highlighting: All identified need for OSH training must be addressed, as required without exception. It is never acceptable to ignore a workplace OSH training need OSH training never ‘just happens’ – it has to be planned and organised (see following slides).

To facilitate delivery of OSH training there may be a need to: Organise time release for staff Roster staff differently Conduct off-site training Close a department for a period Undertake training out of hours. Trainer explains to trainees that, in order to facilitate the delivery of OSH training to staff, there may be a need to: Organise time release for staff so they can attend training Roster staff differently. There can be a need to run multiple training sessions to ensure all staff who have a training need can be trained Conduct off-site training using external training providers Close a department for a period while staff undertake training Undertake training out of hours which may mean having to pay staff extra money to stay back after normal working hours in order to do their training.

Training options for OSH training: Workshops Information sessions Mentoring and coaching Lectures Demonstrations. Trainer identifies to trainees possible training interventions in relation to OSH training: Workshops where staff are led by a supervisor or trainer and address one or more specific OSH issues using activities such as lecture, discussion, practical exercises, case studies which may be supplemented by the use of guest speakers Information sessions where management or a trainer gathers staff together and provides them with required information. Verbal delivery of the information is the most common practice but this may be supported by: Handouts of notes, fact sheets and other literature such as materials prepared in-house by the training department, or safety materials provided by manufacturers of equipment, suppliers of chemicals or the OSH authorities/agencies PowerPoint presentations Workplace mentoring and coaching where individuals in the business (usually senior personnel with extensive experience) develop a personal relationship with one or more staff and use this relationship as the basis for sharing information, providing on the job advice and instruction and discussing and solving workplace issues Lectures. These are formal training sessions where trainers deliver talks an a nominated topic. Lectures may be supported by notes written on a board, handouts, and/or PowerPoint presentations. Lectures are of limited effectiveness to many adults who prefer ‘action learning’ rather than ‘passive’ Practical demonstrations where the training requires staff to learn how to ‘do’ something, practical demonstrations are required. Demonstrations may occur one on one (as part of the mentoring or coaching approach) or can occur in a group setting. It is important the practical nature of demonstrations is underpinned by the provision of relevant knowledge so staff understand what they are doing and why they need to do it. Opportunity for practice must be included Health and safety meetings. These are regular workplace meetings where the sole focus of the meeting relates to OSH issues. These issues may be new legislated or organisational requirements, findings related to analysis of workplace accident and injury data, explanation of new products, equipment or operating procedures, discussion of risk identification activities (such as workplace inspections), risk assessment and analysis consideration and research into potential risk control procedures.

Viable training options/intervention for OSH training will depend on: Trading hours Numbers of participants Urgency Nature of training required. OSH Training Trainer advises trainees the selection of training interventions for OSH training will depend on: The trading hours of the venue which helps determine staff availability to attend training Numbers of staff who require training which helps determine the training strategy to be used, and number of training sessions required Urgency of the training need. The more urgent the need, the more immediate the need for training Type of OSH training to be done – knowledge and/or skills? Level of complexity? Dangers/risks involved? The general level of cooperation from all concerned.

Points to note about OSH training: Involve and integrate management into OSH training for other workers Integrate OSH training into other workplace training Specific objectives should be set for all OSH training. Trainer presents trainees with several additional points to note about OSH training: Involve management in the planning of OSH training delivery and integrate them where possible into actual training delivery so they learn alongside workers. OSH is supposed to be a collaborative affair and integrating management into worker training helps demonstrate this The OSH training program for a business should be integrated into the general training program for the workplace. This may be achieved by adding specific OSH courses (or units or modules) to the overall business training plan, or by including OSH components into existing training courses. For example, every training module without exception may include an OSH element addressing the specific OSH issues for the particular training module Establishing an effective OSH training program requires the business to set broad objectives for the training. Possible objectives may be: Ensuring all employees can perform their work safely and without risks Ensuring line managers have an understanding of, and ability to, develop and implement OSH management systems and procedures to support the ‘safe place’ concept Ensuring any external contractors who work in the business understand and follow the health and safety procedures which apply to the property so their work aligns with other ‘safe place’ initiatives in the organisation Ensuring all new and transferred employees understand health and safety policies and procedures so they know what is expected in relation to actual workplace performance.

Considerations in determining if external OSH training could be effective include: Examine course outline and content Consider timetable Talk to people who have previously attended the training Talk to the trainers who will deliver the course. Trainer tells trainees there may be external OSH training options available to businesses advising steps in determining what external courses could be of use include: Examine the course outline and content – does it address the issues and training needing to be covered? Consider the timetable – will staff be able to attend training at the times it is being offered? Talk to people who have previously attended the course, if possible – what do they think of the training? Can they recommend it as being effective training? Talk to the trainers who will deliver the course to get a deeper insight into what will be addressed.

Consider when selecting an external OSH training provider: Are the course aims and objectives consistent with what is required? Is the course appropriately accredited? What experience and resources do the trainers have? Is the course relevant to your workplace/industry sector? Is the course offered at convenient times and places? Trainer presents a series of questions to trainees that may help them select the best externally provided OSH training to meet their needs: Are the course aims and objectives consistent with those required? The better the fit, the more useful the training is likely to be Is the course appropriately accredited? This is especially important where there is a legal requirement the training (or certificates/licences issued) is ‘approved’ What experience do the trainers have? What training have they received? Are the trainers genuinely qualified to deliver the training and assess the participants? Is the course relevant to the workplace/industry sector? Do they have experience in delivering safety training to your industry type? Is the course offered at convenient times and places? Can timetables be restructured to better accommodate workplace/worker need? Class Activity – Guest Speaker Trainer arranges for a trainer/representative from an OSH training provider to attend and talk to trainees about: OSH training available to industry Costs Training delivery strategies used Assessment Flexibility in terms of tailor-making content and assessment to suit individual workplace need Training schedules – dates and times including course duration and status of certification issued to successful participants.

Summary – Element 3 When implementing and monitoring health and safety training: Identify the OSH training gap for individual employees throughout the business Be prepared to ask workers what they believe their OSH training needs to be Provide appropriate training to address identified OSH staff training needs (Continued) Trainer provides a recap of the Element asking questions to check trainee understanding and responding to questions from trainees, as required.

Summary – Element 3 Document the OSH training provided to staff members Ensure all new staff receive appropriate OSH training and all staff transferred internally to a new/different role also receive necessary OSH training Match the OSH training provided to the needs of individual job positions (Continued) Trainer provides a recap of the Element asking questions to check trainee understanding and responding to questions from trainees, as required.

Summary – Element 3 Plan, prepare and properly resource all OSH training Integrate OSH training into overall business training plans Provide a variety of training options/interventions to best meet identified need. Trainer provides a recap of the Element asking questions to check trainee understanding and responding to questions from trainees, as required.

Maintain health and safety records
Performance Criteria for this Element are: Complete records accurately in accordance with enterprise and legal requirements Aggregate information and data from work area records are used to identify hazards and monitor risk control procedures. Trainer identifies for trainees the Performance Criteria for this Element, as listed on the slide. Class Activity – Discussion Trainer asks trainees questions regarding maintaining health and safety records asking questions such as: What health and safety records do you have experience with? What health and safety records do you know exists? Why do these records exists and what use can be made of them? What legal requirements apply to the maintaining of workplace health and safety records?

Complete records OSH records need to be maintained to:
Meet legally imposed compliance requirements Help track and monitor workplace health and safety Use as reference sources Demonstrate evidence of responsible management of workplace OSH matters. Trainer explains to trainees workplace records are a vital element of comprehensive OSH management highlighting OSH records need to be kept to: Meet legally imposed compliance requirements as specified by in-country OSH legislation Help track and monitor workplace health and safety to assist with evaluating workplace OSH performance, and assist with identifying problems, risks and OSH trends Use as reference sources when investigating OSH events and making decisions about OSH issues Demonstrate evidence of responsible management of workplace OSH matters. Class Activity – Guest Speaker Trainer arranges for Inspector or representative from local OSH authority to attend and: Indicate to trainees the importance of OSH workplace records Identify the OSH records to be maintained at workplaces Explain where and how required records can be obtained State how long workplace OSH records must be kept Describe the penalties for failing to maintain OSH records as required Identify incidents/accidents requiring workplaces to notify authorities Indicate website sources for OSH records and associated information Provide samples of required workplace OSH records and explain their use.

Complete records OSH records to be kept may include:
Safe work practices and associated information to enable safe work and a safe workplace Worker health and safety records Injury register (Continued) Trainer provides trainees with examples of OSH records which may need to be kept at their workplace stressing many records are required to be kept under legislation: Information provided to employees as necessary to enable them to perform their work in a safe manner without risks to health. This information is required to be supplied in appropriate languages to meet the language needs of workers Records relating to the health and safety of the employees including the results of monitoring activities where legislation (or business policies) require such records to be kept. For example, some businesses may test the hearing and/or general health of staff Injury register – a 'Register of Injuries' or an 'Injury Report Book' must be maintained to keep track of all workplace injuries. This record must contain details of any accidents or injury including: Worker's name and job details Time and date of injury Exact location where injury or illness occurred How it happened The nature of the injury or illness and the body parts affected Names of any witnesses Name of person entering details in the register Date employer was notified. Class Activity – Handout Trainer obtains sample page from an Injury Register and: Distributes same to trainees Explains headings and sections on the page Provides examples of entries which may be made into each section.

Complete records Hazardous Substances/Dangerous Goods Register
Training action plans Training records Incident notification form (Continued) Trainer continues to provide to trainees examples of the OSH records which may need to be kept at a workplace: Hazardous Substances/Dangerous Goods/Chemicals register listing all the chemicals and hazardous substances used in the business Training action plans which set out the courses/OSH topics to be covered by workplace training including when and where these courses will be conducted Training records indicating the specific OSH training provided, when it was provided and who it was provided to Incident notification where accident or injury occurs in the workplace of a certain severity or type such as death, or serious injury (sometimes referred to as a ’notifiable incident’ or similar) there is a need to complete, forward to the authorities and maintain official forms/records. Serious injury may be seen as anything requiring: Medical treatment within 48 hours of exposure to a substance Immediate treatment as an in-patient in a hospital Immediate medical treatment for: Amputation Serious head injury Serious eye injury Separation of skin from underlying tissue (for example de-gloving or scalping) Electric shock Spinal injury Loss of bodily function Serious lacerations. Class Activity – Handouts Trainer obtains sample OSH records/documentation as identified on the slide and: Distributes same to trainees Explains use of the document Provides sample entries for each document.

Complete records Consultation records Workplace inspection checklists
Hazard identification and risk assessment reports and records Employee hazard reports (Continued) Trainer continues to provide to trainees examples of the OSH records which may need to be kept at a workplace: Consultation records such as minutes of OSH Committee meetings, diaries of meetings, agendas for meetings, names of committee members, consultation decisions and follow-up action Checklists completed when undertaking workplace OSH inspections such as Monitoring Inspection Records and Workplace OSH Inspection Checklists Hazard identification and risk assessment reports and records – documents used to conduct an analysis of specific identified risks in the workplace such as Job Safety Analysis sheets including details of actions/controls decided on Team member hazard reports. These are written reports made by staff (or by HSRs as a result of a verbal report from staff) identifying what is believed to be a workplace hazard worthy of investigation and/or action. Class Activity – Handouts Trainer obtains sample OSH records/documentation as identified on the slide and: Distributes same to trainees Explains use of the document Provides sample entries for each document.

Complete records Investigation reports
Documentation received from OSH authorities Insurance-related documentation/claims Agreed ‘issue resolution’ procedures (Continued) Trainer continues to provide to trainees examples of the OSH records which may need to be kept at a workplace: Results of investigations in workplace OSH events (including ‘near misses’) which may include photographs, witness statements, medical reports Reports provided by Inspectors from the local OSH authority/agency following an inspection of the workplace or attendance in response to a request or complaint Documentation relating to the insurance of workers to cover them for workplace accidents, injury or illness including details of claims made against that insurance Agreed Issue Resolution procedures. These are the protocols to address workplace OSH issues/grievances. They are established in the workplace and agreed to by management and workers as the most effective and/or practical way to address identified problems. Class Activity – Handouts Trainer obtains sample OSH records/documentation as identified on the slide and: Distributes same to trainees Explains use of the document Provides sample entries for each document.

Complete records Monitoring reports ‘Return To Work’ documentation
Supplier and/or manufacturer documentation. Trainer continues to provide to trainees examples of the OSH records which may need to be kept at a workplace: Monitoring reports. These are reports reflecting the monitoring of OSH initiatives and requirements in the workplace including recommendations for change. These reports will focus on the effectiveness of risk controls, safe work practices, consultation processes and OSH information provided to personnel Return to Work documentation detailing the plan devised to assist injured workers return to work after an accident/incident Records from suppliers stating the products they supply are safe and compliant with all legislated requirements. Class Activity – Handouts Trainer obtains sample OSH records/documentation as identified on the slide and: Distributes same to trainees Explains use of the document Provides sample entries for each document.

Some records can be paper-based and some may be electronic.
Complete records All OSH workplace documentation must be: Accurate Current Legible Easily accessible. Some records can be paper-based and some may be electronic. Trainer advises trainees regarding basic requirements regarding keeping of workplace OSH documentation, records and reports explaining they must be: Accurate – as they will be used to assist in investigations and other research into OSH issues Current – they must be maintained so they are up to date Legible – because others must be able to read and interpret them Easily accessible – so workers can get to them to complete them, and so authorities and OSH staff can access them.

Complete records Additional requirements for OSH records may include:
Complete ‘as required’ –when nominated events occur Complete ‘on time’ –within prescribed time Make available ‘on request’ File for future reference. Trainer presents potential additional requirements regarding the maintenance/completion of workplace OSH records and documentation: Completion of a specified form/report to record or report certain occurrences. OSH authorities/agencies may provide electronic sample of documentation/records that can and/or must be kept by businesses Completion of records, reports or forms within a set time, for example, there may be a requirement to notify OSH authorities/agencies within 24 hours of certain workplace accidents Need to make nominated documents available to OSH Inspectors on request Filing of nominated documents for a set period such as for seven years. It is vital information about employees is kept confidential and only released to those entitled to have access to it. Class Activity – Major Excursion Trainer arranges for trainees to visit a relevant workplace and: Talk to management, HSRs, supervisors and staff about workplace safety View examples of workplace OSH information, SOPs, checklists and other operational ‘safe place’ documentation Observe worker practice where risk controls have been implemented to address identified workplace risks Attend an OSH staff meeting if possible Inspect sample OSH workplace records, reports and documentation Participate, if possible, in an actual or simulated workplace OSH inspection View personal protective clothing and equipment used by staff Talk to workplace trainers about in-house OSH training.

Use aggregated information and data from work area records
Workplace OSH records may be used to: Identify need for OSH training Identify workplace hazards Monitor workplace OSH performance Provide basis for thinking and decision making Provide evidence. Trainer highlights to trainees workplace OSH records are vital in providing evidence to use as the basis for determining the effectiveness of existing OSH strategies, explaining they may be used for purposes such as: Identifying need for OSH training generally and for specific areas/work stations and individual employees Identifying workplace hazards which can be determined by analysing injury and accident reports Monitoring and evaluating the workplace OSH performance by assessing the effectiveness of workplace OSH policies, practices and protocols Providing a basis/source of data for considerations, deliberations and decision making relating to risk assessment analysis and/or risk control development Providing evidence regarding the implementation of OSH initiatives.

In relation to workplace OSH checklists: Test the design Ensure appropriate information is collected Ensure ‘sufficient’ information is captured They must be useful for their intended end use. Trainer indicates to trainees ‘checklists’ are a common document used in the workplace for OSH purposes and in order to ensure information collection, analysis and distribution strategies are developed to meet individual workplace need, it is important to: Test the design of the forms before they need to be used in an actual workplace situation Test whether enough information is/has been collected to identify the underlying causes of accidents and incidents, or otherwise meet the intended requirements for the checklist Be confident no under-reporting or over-reporting is occurring. The checklist must capture ‘sufficient’ information yet not allow important information to escape, while not requiring excessive input by the person completing the form Check all potential users of the information will be able to obtain the information they need from the records being maintained. The form must contain the data, statistics, details and other information needed to make it ‘useful’.

Well-designed OSH inspection and monitoring reports/documentation will: Highlight workplace changes Indicate new/changed risk Show workplace safety/unsafe patterns Indicate workplace problems Show corrective action taken (Continued) Trainer tells trainees that well-designed inspection and monitoring reports/documentation will: Show changes in normal activities or exposure levels Indicate new or changed risks indicating the nature of the new or changed risk Show developing patterns with reference to actual events/statistics Indicate any potential widespread problem across the workplace Show whether corrective action has been taken to effectively address or control identified hazards.

Indicate effectiveness of controls Allow checks on implementation of controls Verify OSH roles and responsibilities are being discharged as intended Identify causes of workplace accidents and injury. Trainer continues to indicate to trainees what well-designed inspection and monitoring reports or documentation will enable: Indicate the effectiveness of risk controls/corrective action to determine if the risk has been addressed or if more action is required Allow checks on the implementation of preventive strategies to determine if staff are applying established risk controls and/or to identify if a new risk has been created as a result of implementing the controls Check whether assigned OSH roles and functions are being carried out as intended by the OSH structure, policies and procedures Identify the causes of incidents, illness and dangerous occurrences so remedial or corrective can be taken.

OSH Committee minutes (‘information’) can be used to: Map OSH issues Monitor action taken Reveal problems Monitor procedures Reveal OSH issues Identify need for policies and procedures Identify hidden costs related to OSH. Trainer stresses to trainees the minutes of OSH Committee meetings can be extremely useful and the information contained in these minutes may be used to: Map OSH issues raised within the Committee and assess patterns relating to same, if applicable. This way an accurate view of actual workplace OSH issues can be obtained Monitor actions as agreed by the Health and Safety Committee (such as risk identification, risk assessment, involvement of authorities and/or external professionals) Reveal any underlying problems causing hazards Monitor procedures for controlling risks Identify training needs for individual and/or general workplace employees Identify the need for particular policies and procedures to address identified issues and problems arising and evolving workplace risks and hazards Identify the hidden costs of incidents such as time and expenses related to backfilling of injured staff, training, rehabilitation, investigations, compliance.

Information in an ‘Incident Report’ can be used to: Identify hazards Assess risks Identify and implement risk control/s Identify unsafe situations/practices Identify OSH training requirements Indicate need for changes to existing protocols. Trainer advises trainees information in incident reports will highlight the area, occupation/job position, injury or illness, incident type and time of the incident explaining this information can help them to: Identify hazards, assess risks and initiate possible suitable risk control measures Identify unsafe work practices or situations Identify training needs Suggest new or changed procedures. Class Activity – Handout Trainer obtains an example of Incident Report (see Trainee Manual for sample) and: Distributes same to trainees Explains the use of the form Provides sample information to include in each section of the form Describes when the form should be completed and whop it should be forwarded to.

The OSH information system in a business: Is an essential part of overall OSH management May be required by legislation Is not a substitute for proactive risk management Must be used to be effective. Trainer provides some final points to trainees regarding the OSH information system in a business stating: It is a necessary element of effective OSH management in the workplace. An effective OSH information system is an essential part of an active, preventive approach to OSH May be determined to an extent by legally imposed obligations. Keeping certain health and safety records is commonly a legal obligation so it makes sense to be able to use those records to develop and monitor preventive strategies in the workplace An OSH information system is not a substitute for an effective prevention strategy based on accepted risk management principles and practice but it will help record the progress of the OSH management system It is important to remember the best system in the world is no use unless the information is used to prevent injuries and illness at their source and to benchmark workplace performance.

Summary – Element 4 When maintaining health and safety records:
Identify the OSH records required by legislation to be created and maintained Complete OSH records in a timely manner, completely, accurately, honestly and legibly Enables ready access to forms, documents and registers so staff can complete them as required (Continued) Trainer provides a recap of the Element asking questions to check trainee understanding and responding to questions from trainees, as required.

Summary – Element 4 File OSH records as required by law
Notify OSH authorities/agencies when required if nominated events, accidents or injuries occur in the workplace Ensure a Register of Injuries is established and completed whenever a workplace injury occurs (Continued) Trainer provides a recap of the Element asking questions to check trainee understanding and responding to questions from trainees, as required.

Summary – Element 4 Keep a record of all OSH training provided
Use workplace documentation to determine the effectiveness of business OSH management and strategies Use OSH workplace documentation to identify safety problems and/or injury trends and data Make changes to workplace safety protocols based, in part and as required, on the aggregated information and date contained in workplace safety records. Trainer provides a recap of the Element asking questions to check trainee understanding and responding to questions from trainees, as required. Trainer thanks trainees for their attention and encourages them to apply course content as required in their workplace activities.

IMPLEMENT occupational SAFETY AND HEALTH PROCEDURES

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IMPLEMENT occupational SAFETY AND HEALTH PROCEDURES

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