Part - 1
Table Contents
Case Study 1: AAA Auscarts Pty. Ltd 3
Factors that contributed to the incident 3
Case Study 2: McCan Foods (Aus.) Pty Ltd 5
Relevant standards, codes, regulations and requirements of documents for the situation 5
OCCUPATIONAL HEALTH AND SAFETY ACT 2004 - SECT 35 5
What actions to be taken to prevent same type of incident in organisation and to meet compliance requirements 6
Case Study 3: Australian Aluminium Shopfitters Pty Ltd 7
Relevant standards, codes, regulations and requirements of documents for the situation 7
WORK HEALTH AND SAFETY ACT 2011 - SECT 19 7
What actions to be taken to prevent same type of incident in organisation and to meet compliance requirements 8
Case Study 1: AAA Auscarts Pty. Ltd
Factors that contributed to the incident
- The improper safety percussions surrounding the barrier of the race track
- Seat belt being unable to fasten properly
Relevant standards, codes, regulations and requirements of documents for the situation
- Section 21(1) and Section 21(1) (c) of the Occupational Health and Safety Act 2004 for failing to maintain a workplace in a condition which was safe and without risks to health.
- Section 23(1) of the Occupational Health and Safety Act 2004 which relates to an employer's duty to persons other than employees.
- Section 23 (1) of the Occupational Health and Safety Act 2004 which relates to an employer's duty to persons other than employees.
Explain above Standards and relate it to case study
What actions to be taken to prevent same type of incident in organisation and to meet compliance requirements
- safety of the track with the barriers being correctly installed
- ensuring the seat belts are correctly tightened and fit properly
- To ensure the right check are in place at acknowledging breach in the health and safety in the workplace
Case Study 2: McCan Foods (Aus.) Pty Ltd
Factors that contributed to the incident
- Employee failed to obtain proper equipment for the job, e.g., a portable hand-held powered brush with the chain in a vice grip.
- Employee used existing equipment improperly, i.e., holding a flexible chain into a moving pedestal grinding wheel brush.
Relevant standards, codes, regulations and requirements of documents for the situation
Supervisor failed to ensure a Job Hazard Analysis (JHA) was conducted before this work commenced.
WORK HEALTH AND SAFETY ACT 2011 - SECT 19
(b) the provision and maintenance of safe plant and structures -
(f) the provision of any information, training, instruction or supervision that is necessary to protect all persons from risks to their health and safety arising from work carried out as part of the conduct of the business or undertaking, and -The company should also have enforce procedures to follow for employees that need further training if unable to operate machinery -
OCCUPATIONAL HEALTH AND SAFETY ACT 2004 - SECT 35
Duty of employers to consult with employees
(i) resolving health or safety issues at a workplace under the employer's management and control or arising from the conduct of the undertaking of the employer;
(ii) consulting with employees of the employer in accordance with this Part;
What actions to be taken to prevent same type of incident in organisation and to meet compliance requirements
- correct training had been given
- communicate amongst the employees
- Employer should provide safe and secure environment, machinery and tools to operate
Case Study 3: Australian Aluminium Shopfitters Pty Ltd
Factors that contributed to the incident
- No Safety gear
- Chariot was not positioned stably
Relevant standards, codes, regulations and requirements of documents for the situation
WORK HEALTH AND SAFETY ACT 2011 - SECT 19
(2) A person conducting a business or undertaking must ensure, so far as is reasonably practicable, that the health and safety of other persons is not put at risk from work carried out as part of the conduct of the business or undertaking.
(3e) the provision of adequate facilities for the welfare at work of workers in carrying out work for the business or undertaking, including ensuring access to those facilities, and
(5) A self-employed person must ensure, so far as is reasonably practicable, his or her own health and safety while at work.
What actions to be taken to prevent same type of incident in organisation and to meet compliance requirements
- Additional checks have been carried out to acknowledge that error in the chariot being in place when it was too dangerous to work on
- ongoing checks made to ensure the procedures are being followed through, having onsite supervisors to assist with tasks that are high risk when working upon
Part - 2
DEVELOP, IMPLEMENT AND MAINTAIN WHS MANAGEMENT SYSTEMS
Contents
Introduction
Background - Salad Fresh
Goals:
Objectives:
Management Overview
Implementation Approach:
Phased:
Instant:
Contacts, Roles and responsibilities:
- Role of Management/ Employer:
- Role of Management OHS Nominee:
- Role of employees/ Contractors and volunteers:
- Role of Health and Safety representatives (HSR):
- Role of Health and Safety Committee
Major tasks, timelines and priorities:
RELEVANT LAWS, STANDARDS AND CODES:
IMPLEMENTATION SCHEDULE Slide 56 week
IMPLEMENTATION SUPPORT
External Consultation
Facilities and Resources
Documentation
Resources - Week 5 Slide 20
Resource Requirements
Staffing requirements - Week 5 Slide 19, 29-35 8
Training or Implementation Staff
Monitoring and Evaluation
Information and Data Collection methods
Evaluation of Data
Reports and Recommendation
Introduction
Background - Salad Fresh
Goals:
- Prevent work related injuries by systematically identifying, assessing and controlling work related health and safety risks in compliance with legislative requirements
- Appropriately manage injured workers to ensure their early and safe return to work in compliance with legislative requirements.
Objectives:
To achieve goals we will implement processes to ensure that:
- all foreseeable work related health and safety risks are systematically identified, assessed, eliminated/controlled and recorded and monitored on a continuous basis
- work related incidents are reported, recorded and investigatedand corrective action taken to prevent a recurrence
- managers and staff (and others in the workplace) are provided with appropriate information, training and supervision to equip them with the skills and knowledge to conduct their work safely and execute their OHS responsibilities
- WHS is considered in the recruitment, selection and placement and performance development of employees to enable them to undertake their work safely and to the expected standards
- Potential emergencies and adverse events are identified and effective response, management and recovery plans and procedures are put in place to protect people, property and services from harm
- Prompt and appropriate management of injured workers is provided to ensure their safe and timely return to work.
WHSMS DESCRIPTION:Week 1
- Definition
- Features
- Benefits
- Roles
Management Overview
Implementation Approach:
Depends upon severity and nature of event.
Phased:
Means Periodic
Example: Internal and External Audits
Risk Assessments
Reviewing of Policies and Procedures
Instant:
Fire Drills
First Aid treatments
Emergency Response
Contacts, Roles and responsibilities:
Contacts/ Communication:
- Consult with employees in relation to the structure and safety procedures at the salad fresh.
- Modes we can use: through phone calls, emails, messages etc.
- Industry standards, Acts and Legislation to be referred.
CONTACTS AND ROLES:Week 5 - Slide 31 to 36
- Role of Management/ Employer:
- Role of Management OHS Nominee:
- Role of employees/ Contractors and volunteers:
- Role of Health and Safety representatives (HSR):
- Role of Health and Safety Committee
RELEVANT LAWS, STANDARDS AND CODES:
- AS/NZ ISO 31000:2009 - Risk Management-Principle and guidelines available from Standards Australia.
ACTS
- Occupational Health and Safety Act 2004 (the Act)
- Occupational Health and Safety Regulations 2007
- Workplace Injury Rehabilitation and Compensation Act 2013
- Accident Compensation Act 1985
- Accident Compensation (Occupational Health and Safety) Act 1996
- Workers Compensation Act 1958
- Occupational Health and Safety Act 2004
- Equipment (Public Safety) Act 1994
- Dangerous Goods Act 1985
- Mines Act 1958
Regulations
- Workplace Injury Rehabilitation and Compensation Regulations 2014
- Workplace Injury Rehabilitation and Compensation (Savings and Transitional) Regulations 2014
- Occupational Health and Safety Regulations 2007
- Equipment (Public Safety) Regulations 2007
- Dangerous Goods (Storage and Handling) Regulations 2012
- Dangerous Goods (Transport by Road or Rail) Regulations 2008
- Dangerous Goods (Explosives) Regulations 2011
- Dangerous Goods (HCDG) Regulations 2016
- Magistrates' Court (Occupational Health and Safety) Rules 2005
Part - 3
DEVELOP, IMPLEMENT AND MAINTAIN WHS MANAGEMENT SYSTEMS
Contents
Introduction of Company
WHSMS at Salad Fresh
External motivators for WHMS
Internal and organisational motivators for WHSMS
Impact of external, Internal and Organisational motivators upon WHSMS at Salad Fresh
WHS Policy
Risk Management
Incident Management and Corrective Action Procedures
Injury Management Process
Induction checklist
Training Needs and Requirements for Implementing the System
Resources Requirements for Implementing the System
Internal Review and Evaluation
Introduction of Company
WHSMS at Salad Fresh
External motivators for WHMS
- Legal obligations - WHSMS is required to ensure the company meets their legal obligations in relation to WHS
- Customer/contract demand -Many companies have policies that ensure that they are purchasing from companies that are meeting their overall employee obligations.
- Corporate image/reputation: A Work Cover conviction can also damage the company's reputation.
Internal and organisational motivators for WHSMS
- Prevention of occupational injury and disease
- Reduced loss of working days due to injury and accidents
- Reduce in employee compensation claims
- Minimised work stoppages due to safety disputes
- Improved work methods and worker morale leading to improved productivity
- A framework for meeting legislative responsibilities.
Impact of external, Internal and Organisational motivators upon WHSMS at Salad Fresh
WHS Policy
To work towards achieving making the workplace a more safely and risk free environment to work in, would require over a period of time extensive thought for each employee to keep considering the impact of their decisions when it comes to their own safety and the safety around those in the workplace.
Strategic and Objective goal - Elaborate
- To Perform and regulate training sessions on WHS for all employees atleast once a year.
- To assess current WHS standards every 3 months and implement new and relevant policies to ensure up to date WHS is incorporated in the involvement of daily tasks.
- To ensure all machinery is fully checked and employees are fully trained on the use as well as supervised when in operation.
- To reduce work related incidents by 5% by end of financial year 2016
- To monitor and review WHS system on a monthly basis to ensure any health and safety standards are maintained consistently.
- To gain continuing commitment from senior management.
- To conduct gap analysis of the current business systems to determine how the WHS management system will integrate.
- To determine resource requirements and availability.
- To establish communication and consultation methodologies.
- To prepare schedule for development and implementation of the management system.
-
The Act
The Occupational Health and Safety Act 2004 (the Act) -Explain
Scope
Policy will be applicable to all internal and external stakeholders related to Salad Fresh - Elaborate
Relevant laws: Explain
OH&S Act 2004 - s 21(1) & (2)(a)
OH&S Act 2004 - s 21(1) & (2)(e)
Privacy Act 1988:
Communication and Consultation - Explain all the questions
- Why is it important to identify the communication channels?
- Why is it important to strategies to be used during the planning process.
- Why is it important to establish a consultation mechanism in the early stages of the process ?
- Ways to communicate in a workplace that would be used in Salad Fresh are:
Purchasing and Hiring Guidelines - Explain all points (Refer to provided Sample)
- Introduction and Scope
- Purchase of Services - WHS implications
- Plant / Equipment (Goods)
- Hazardous Chemical/Material
- Suppliers to meet H&S specifications
- Induction and training
- Competency of purchasing staff
- Recordkeeping
- Review and evaluation