This unit describes the skills and knowledge required for a worker to participate in safe work practices to ensure their own health and safety, and that of others in work environments that involve caring directly for clients. It has a focus on maintaining safety of the worker, the people being supported and other community members.
This unit applies to all workers who require knowledge of workplace health and safety (WHS) to carry out their own work, in both centre-based and home-based service provision.
The skills in this unit must be applied in accordance with Commonwealth and State/Territory legislation, Australian/New Zealand standards and industry codes of practice.
Performance Criteria
Element Performance Criteria
Elements describe the Performance criteria describe the performance needed to essential outcomes. demonstrate achievement of the element.
client care 1.2 Identify existing and potential hazards in the workplace,
report them to designated persons, and record them according to workplace procedures
handling 2.2 Identify manual handling hazards and report in line with workplace procedures
control 3.2 Recognise situations when additional infection control procedures are required
workplace 4.2 Participate in workplace safety meetings, inspections and
4.3 Contribute to the development and implementation of safe workplace policies and procedures in own work area
The Foundation Skills describe those required skills (language, literacy, numeracy and employment skills) that are essential to performance.
Reading
Ø In order to accurately read and interpret workplace safety policies and procedures including safety, signs, dangerous goods classifications and safety instructions.
The remaining foundation skills essential to performance are explicit in the performance criteria of this unit.
Performance Evidence
The candidate must show evidence of the ability to complete tasks outlined in elements and performance criteria of this unit, manage tasks and manage contingencies in the context of the job role.
There must be demonstrated evidence that the candidate has completed the following tasks at least once in line with state/territory WHS regulations, relevant codes of practice and workplace procedures:
Knowledge Evidence
The candidate must demonstrate knowledge of:
Assessment Conditions
Skills must be demonstrated:
OR
In addition, assessment must ensure use of:
Assessors must satisfy the Standards for Registered Training Organisations (RTOs) 2015/AQTF mandatory competency requirements for assessors.
Links
Companion volumes from the CS&HISC website - http://www.cshisc.com.au
1.1. Follow workplace policies and procedures for safe work practices
1.2. Identify existing and potential hazards in the workplace, report them to designated persons, and record them according to workplace procedures
1.3. Identify any client-related risk factors or behaviours of concern, report them to designated persons, and record them according to workplace procedures
1.4. Follow workplace policies and procedures to minimise risk
1.5. Identify and report incidents and injuries to designated persons according to workplace procedures
By the end of this chapter the learner should:
It is quite likely that your organisation will have developed numerous policies and procedures for the purpose of ensuring safety. The policies may pertain to the entire organisation or to the work carried out within specific departments. They should highlight the primary objectives and legal responsibilities of your organisation. There should be clarification regarding the work of specific employees and the standards that should be maintained.
Your organisational policies should clarify:
The health and safety procedures will take the form of a sequence of steps that should be taken to meet health and safety objectives. They should be written in a clear and logical manner, for the understanding of all employees.
You may have organisational procedures for:
It should be emphasised that all employees have some responsibility for ensuring health and safety in the work place. The types of responsibilities are likely to vary in accordance with the work carried out by your organisation. It may be necessary to follow procedures and policies on how to deal with intoxicated customers, store hazardous chemicals, or use industrial equipment.
Your health and safety policies and procedures should be written in accordance with legislation pertaining to your line of work and Australian territory. Thorough research should be undertaken, to ensure that you are fully aware of the relevant laws and practices. You must comply with the work health and safety acts of Australia. The aim of your policies and procedures should be to eliminate or minimise the potential impact of hazards in the work place. Safe work practices may include the substitution of chemicals with less harmful alternatives and the isolation of areas where employees are at considerable risk. Employees are expected to report dangerous working practices within 24 hours of identification.
Workplace Health and Safety (WHS) legislation replaced Occupational Health and Safety (OHS) legislation in 2011.
WHS legislation stipulates that employers must provide their staff with:
Employees are also obliged to ensure that they work safely and do not endanger the safety of their colleagues, clients and others.
How WHS affects your work in health will vary according to your job role and your industry. In order to work safely and legally in your role you should have been trained to do so by your organisation, as this is a legal requirement.
Where you identify possible or actual WHS breaches in your planned responses, they will need to be reviewed and amended to be compliant immediately before they are used again.
When you have identified infection risks, you must respond to them according to infection control policies that are based and State legislation, National Standards and local regulations. The idea of this is that it provides a safe environment for staff, clients and any visitors.
You should read the following Australian Guidelines for the Prevention and Control of Infection in
Healthcare at www.nhmrc.gov.au/guidelines/publications/cd33
This details a lot of policies and procedures that are in place in healthcare settings.
Think about how you can eliminate hazards, where reasonable – this could involve changing certain work methods. For example, if people are frequently handling sharps, how can you reduce their risk of injury and how would you deal with incidents if they did occur? The obvious answer is to incorporate the use or Personal Protective Equipment (PPE) when handling sharps and to have sterilisation kits for wounds available and readily accessible near any areas where sharps are handled. Following any sharps disposal protocols will reduce the risks to the bare minimum also.
If there is a risk of infection from a particular virus, consider the immunisation of all staff that will be exposed to it – you have to consider the cost of this versus the cost of losing these people to infection. This is the same model of thinking when health policies involve immunising certain demographics that are at high risk from viruses like flu.
Take time to read through your organisation's policies and procedures in relation to immunisation and infection control. These will provide guidance as to how activities should be carried out and ensure maximum safety for all those involves.
By the end of this chapter the learner should:
Health and safety hazards may be apparent in numerous areas of the work environment. There will be different levels of risk associated with each of these hazards. Workers will face a danger of slipping over and injuring themselves if damp areas aren’t clearly signposted. Infection may occur as a consequence of failing to store harmful chemicals in the appropriate manner. It is essential to identify such hazards and take preventative steps for the safety of the workforce.
You are advised to carry out regular inspections and identify signs of danger. You should consider what would happen if employees were exposed to specific hazards in the workplace. Information regarding risks may be found in the manufacturer’s instructions specific to certain chemicals and machinery. You are also encouraged to review the accident records and find out what types of hazards have already been encountered in your working environment. Some hazards and long-term risks may not be immediately obvious. However, research can be undertaken and employees asked for details of any concerns.
You may arrange the following consultations:
The results may be outlined on a table, as follows:
|
Date of review |
Type of hazard |
Location of hazard |
Risk associated with hazard |
Action to be taken |
Date for follow up inspection |
Sources of personal risk include:
Furthermore, workplace hazards that may be present in care homes, private homes and other locations may include:
The above examples can be categorised into different types of risk:
Your workplace should provide a certain level of training regarding hazard identification and procedures to follow. Not everything will be covered, of course, as hazards can emerge from anywhere at any time; in these instances, all you can do is make the best decision possible, based on your training for dealing with other, perhaps similar incidents.
This unit has focussed on identifying hazards. However, the next step is to report such issues to relevant staff members.
You may contact an:
Representative/employee representative
The individual(s) responsible for managing WHS should be clearly identified within your workplace. There should be a designated process for you to follow when reporting such issues.
Communication methods can vary and can be:
Your organisation should highlight the preferred methods of communication. If this isn’t the case then specification should be made. You should approach the relevant personnel and ask for details of how to file the report. It may be necessary to inform them upon first contact.
You should always report relevant issues and concerns. If you are unable to follow the usual method then you should consider alternative means of communication. You could leave a note on their desk for later reference.
By the end of this chapter the learner should:
The likelihood of encountering client-related risk factors and behaviours of concern will vary, depending on the nature of your working environment. Those of you working in the healthcare, social services, banking and retail sectors will be at a relatively high risk of encountering aggressive and unpredictable customers. You may also have to account for considerable risks when working with heavy industrial machinery. Your customers may become angry for a variety of reasons and vent their frustrations in different ways. The most common types of abusive behaviour include verbal insults, physical demonstrations of anger, and actual bodily harm. Managers and human resources personnel have a responsibility for assessing the risk of challenging behaviour and developing appropriate risk minimisation strategies.
These factors should be taken into consideration:
Your employees should have the skills and knowledge required to identify various types of risks and defuse serious situations in the workplace.
They should know how to:
You can deal with distressed and angry customers in the following ways:
Minimising and avoiding risk requires the attention and vigilance of everyone involved. Many accidents and incidents occur as a result of inattention, laziness, or ignorance. Steps may be taken for complete avoidance and necessary response by the organisation.
Minimisation or avoidance procedures and techniques may be specified by the organisation. Alternatively they may be employed by suitably knowledgeable individuals.
Organisational procedures may apply to workplace issues, such as:
General WHS guidance can also be applied:
They must not be deposited in a sharps box
Such precautions should occur naturally to your staff members. They shouldn’t need to be told specifically how to act.
Organisational procedures for managing risks include:
risk
If everyone kept a look out for:
And if everyone took relevant action, such as:
Then many accidents and incidents would be avoided completely.
If one employee chooses to ignore a loose carpet in the hallway then the next colleague could trip and fall. This could result in injury, especially if the incident happens close to a door frame or stairway.
Failure to implement organisational procedures may result in disciplinary action. You also have an ethical responsibility to recognise and respond to problems. Accidents and injuries may result in cost for organisations. They may need to pay staff compensation, insurance and reimbursements for forced time away from work. It is in the organisation’s best interests to implement and monitor the applicable procedures.
You have a responsibility to report concerning behaviour to a relevant superior. Some actions or suspicions are subject to mandatory notification; which means that they must be reported to designated authorities.
This generally applies to incidents or suspicions regarding:
We may consider the example of physical or sexual assault. Such events must be reported to the most senior supervisor, then the police, and social services. This includes suspicions and signs of assault. You should never wait to witness an actual attack before reporting to relevant personnel.
You will need to inform the senior supervisor on duty upon discovering that residents are missing. It will be necessary to make follow up contact with the police and social services within 24 hours.
Staff members who are unfit for work may pose a risk to themselves, their colleagues, and service users. There will be a significant risk of legal breaches if such employees are intoxicated, or attempting to carry out tasks which they are not qualified, trained, or authorised to do.
Events requiring mandatory notification should be reported to all care providers. Ignorance is not an excuse. Failure to report an issue is punishable by law and can have consequences for both yourself and the organisation. Care providers should feel ethically obliged to report issues; even if they are only suspicions.
There are many other issues and causes for concern that do not require mandatory notification. However, you should still report these instances to managers or supervisors for follow up action, where required.
You can report workplace hazards:
The organisation may have procedures in place for reporting concerns. You should follow such procedures, if possible and practical. You may not be able to follow organisation procedure if there is an emergency, for example. In these instances, you should follow any guidelines established by the organisation. There may be stipulations regarding the staff members who can contact the police.
By the end of this chapter the learner should:
Health and safety policies may be created specific to your entire organisation and the work carried out within separate departments. You should include details of how to manage the different working environments for optimum safety. There should also be details of the responsibilities designated to different members of the workforce. The arrangements section should highlight the activities and functions that must be carried out for the wellbeing of all employees.
Employees with knowledge of various health and safety issues should contribute to the policies. If the entire organisation is involved then there will be a shared commitment to the minimisation of risk.
Health and safety policies should apply to various types of work and be written in accordance with the WHS Act. Methods should be established for the identification and removal of hazards in the workplace. It is also important to produce response documentation, highlighting details of incident investigation, notification and ways of dealing with emergencies.
A thorough risk assessment should be carried out for the identification of potential dangers in the workplace. You are encouraged to monitor working practices and interview employees about areas of concern. It will be important to assess the relative impact of potential risks and prioritise those that pose the greatest danger.
You may record the findings on a table similar to the following:
|
Hazard categories |
Potential impact on employees |
Steps that are already being taken |
Further preventative action |
Date of assessment |
You may identify the following means of minimising risk:
Working in unfamiliar or unstable environments will present further challenges to working safely. In a familiar environment you will be more aware of your surroundings and able to move around with greater ease and confidence. You will also be more aware of potential issues and problems.
You will have to acquaint yourself with a new or unfamiliar environment and adapt your spatial awareness accordingly.
Organisational policies can help with this, as it may:
Organisational policies should be designed with the wellbeing of the staff and clients in mind. The aim will be to ensure that staff can do their best in situations. You should always aim to follow organisational policy, as far as you can. It will provide you with guidance and protection if things go wrong.
Risk control methods will vary from organisation to organisation. They are designed to provide staff with a framework to follow, when dealing with WHS issues and concerns.
Here is an example framework of risk control and outline of respective actions:
Hierarchy of risk control:
This links to explanations of formal and informal risk assessment. It details how to make decisions for action, based upon the answers to questions or observations made about hazards and situations.
The framework, procedure, or guidance is taught to staff, so that they can make independent decisions on appropriate actions. Staff should be able to identify problems, assess risks, and follow suitable procedure without having to consult a manager or other relevant member of staff.
You are advised to follow procedures and guidelines, when possible. However, if you are genuinely confused or uncertain then you should ask for assistance. Failure to follow designated procedures can result in poor decisions. There may be negative effects, for yourself, and others.
By the end of this chapter the learner should:
The causes of incidents and injuries fall into three categories. Immediate causes are usually quite obvious and may include contact with sharps and harmful substances. Underlying causes may include irresponsible behaviour and unsafe working conditions. There may also be root causes which lead to potentially serious scenarios. Such causes should be identified at the earliest opportunity so that negative events have the least possible impact on your organisation. You should carry out thorough research and evaluate different areas of the workplace for signs of risk.
You should be aware of the following causes:
Different staff are qualified and authorised to deal with specific incidents in the workplace. You should never attempt to deal with a serious issue, unless you’ve been provided the necessary authorisation, or training. You should complete the tasks that you are trained for, in accordance with your moral and legal responsibilities.
An example of a multi-level issue would be a fire in the building:
It is quite likely that nobody will be allowed to return to the building until a fire officer has granted approval.
All staff may be required to be aware of basic fire safety, such as:
It is essential to act within the limitations of your role, no matter whether you are responding to fires, floods, or bomb alerts. You will be expected to meet the organisational responsibilities and expectations.
You should ensure that there is minimal disruption to the scene of any incident or injury. The cause of such events may be immediately obvious. However, some clues may only be discovered upon later inspection. It is important to take details of the incident date, time, and location. You should also record the names of witnesses who may be able to provide helpful information.
Incidents and injuries should be reported to a member of the organisation who has responsibility for overseeing health and safety. It is also important to comply with legislation regarding the report of serious incidents and injuries.
The Occupational Safety and Health Regulation of 1996 states:
"If, at a workplace, an employee incurs an injury, or is affected by a disease, that results in the death of the employee; or is of a kind prescribed in the regulations for the purpose of this subsection, the employer of that employee shall forthwith notify the Commissioner in the prescribed form giving such particulars as may be prescribed."
There will be different levels of investigation based upon the likelihood of recurrence and the potential impact of similar events in the future. Appropriate strategies should be developed to minimise risk and ensure that the organisation is properly prepared.
2.1. Follow manual handling procedures and work instructions for minimising manual handling risk
2.2. Identify manual handling hazards and report in line with workplace procedures
2.3. Apply control measures for minimising manual handling risk
By the end of this chapter the learner should:
Anyone engaged in any sort of manual handling activity should follow procedures, to ensure that they remain safe at all times. These procedures may be established in the form of work instructions, or manual handling procedures.
Work instructions may be:
These instructions usually contain the organisational specifications regarding manual handling safety. Such specifications are made to ensure that staff meet specific requirements in the workplace.
Part of a manual handling procedure may be the completion of a risk assessment.
It might not be necessary to fill out a risk assessment form prior to lifting the goods. However, you will probably ask several questions, including:
Your answers to these questions will determine whether you tackle the task and how you perform the necessary actions.
Procedures can be applied to different types of manual handling; for example:
Lifting a heavy object:
These general principles can be applied to any kind of heavy lifting; whether you are moving furniture, transporting boxes, or assisting clients.
It has become increasingly common for Australian organisations to adopt a ‘no manual-handling policy’ and insist that their staff use hoists and other pieces of equipment. The use of such equipment will also be subject to safe handling procedures, as in the following example, provided by WorkSafe Victoria.
This example explains how to transfer a client from chair to chair, using a slide board, and a chair that has removable arms to facilitate movement.
The guide explains how you should:
(Example taken from WorkSafe Victoria).
By the end of this chapter the learner should:
Manual handling may be an unavoidable part of your job. You will be expected to account for heavy lifting risks and hazards. It is essential to provide appropriate training for lifting and carrying items in the workplace. Workers must take responsibility for following instructions and guidance, for the purpose of avoiding injuries and accidents.
There are several reasons why manual handling may be required.
Examples can be as follows:
These examples include different types of manual handling; which can be categorised as:
Each of these can cause different types of injury and pose specific hazards to staff and clients.
You should be aware that there are many dangers associated with manual handling. There are also a wide variety of injuries and accidents that occur as a result of poor handling techniques. However, there is a good selection of equipment available for workers are required to lift and move heavy goods.
The purpose of this equipment is to provide workers with better techniques and options for the minimisation of bodily strain.
Suitable equipment in the care industry can include:
You are advised to use any equipment available. This is a far better option than relying on your own strength. Many organisations and establishments ban their staff from attempting to lift other people and objects manually. They insist upon the use of assistive equipment. If you ignore such instructions and warnings then insurance claims may be rejected. You may have to pay significant amounts for hospital care and treatment.
You should be aware that there are risks associated with the use of some lifting aids. You might injure yourself if such aids are used incorrectly. If you don’t follow the guidelines and act in accordance with training then you may be subject to disciplinary action.
Employees who identify manual handling hazards are expected to report immediately to their supervisors and health and safety representatives. The information may be provided during workplace discussions. Alternatively, there’s the option of filling out hazard reporting forms and raising concerns during meetings.
Your reports should include details such as:
By the end of this chapter the learner should:
The Manual Handling Code of Practice contains tools that you can use to assess the risks associated with specific activities.
The risk factor of manual handling activities can be influenced by:
The Manual Handling Code of Practice is specific to different States and Territories. You should always be aware of the details related to your geographical location.
Risk assessment information and codes of practice can be found on the following websites:
http://www.safeworkaustralia.gov.au/sites/swa/about/publications/Documents/97/Na tionalCodeOfPractice_ManualHandling_NOHSC2005-1990_ArchivePDF.pdf
http://www.worksafe.vic.gov.au/__data/assets/pdf_file/0003/9426/COP25_manualha ndling.pdf
http://www.commerce.wa.gov.au/worksafe/PDF/Codes_of_Practice/Code_manual_ha ndling.pdf Ø Tasmania:
This information was correct at the time of writing in September 2015.
Risk assessment tools are usually:
These tools can be used to pose predetermined questions regarding the danger of the activity. Specific forms can be universal, or apply to particular types of task.
These forms are available from government websites and/or from your organisation. The relevant workplace forms will provide more specific and relevant details of activities.
Rating scales give the task a value that determines the level of risk or danger to staff. You should know what level of danger to expect and attempt to reduce the associated risks, where possible.
Control measures should apply for the minimisation of dangers and risks associated with manual handling.
These control measures may entail:
These measures should be implemented for improved workplace safety. Being able to control the variables of a situation can allow you to create a more desirable and suitable environment for carrying out the task required.
The amount of manual handling work can be reduced significantly through the use of equipment and assistive devices. A lifting cushion or hoist may be used for the purpose of avoiding injuries which otherwise be sustained when lifting a fallen client from the floor.
You should aim to avoid manual handling in a practical manner. The less lifting and moving you do, the less likely you are to sustain an injury.
3.1. Follow standard precautions as part of own work routine to prevent the spread of infection
3.2. Recognise situations when additional infection control procedures are required
3.3. Apply additional precautions when standard precautions alone may not be sufficient to prevent transmission of infection
3.4. Identify risks of infection and report them according to workplace procedures
By the end of this chapter the learner should:
It is generally assumed that different members of the workforce have the potential to infect one another. The types of infection vary from common colds to seriously debilitating diseases. It is also worth remembering that all infections have an incubation period, when the physical symptoms will not manifest. All workers must be aware of the risks and take necessary precautions to prevent infection. Basic responsibilities include the need to wash your hands, maintain clean working environments and take applicable first aid training. The Occupational health and safety act of 2004 specifies that all employees must ensure workplace safety and organise appropriate means of infection control.
Standard precautions can include:
Care home staff will enjoy the following benefits if preventative measures are taken:
Incorporating these actions into your daily routine and recognising the benefits can make a big difference to the sickness levels of everyone in the building.
By the end of this chapter the learner should:
You may periodically be required to take additional precautions for the prevention of infection in the workplace.
Additional precautions may include:
Standard procedures are not guarantees of safety. They are merely measures which may be taken to help prevent the spread of infection. Further measures will be required in some instance.
You should take further steps to control infection if there is an increased risk or threat. You have a duty of care and an ethical obligation to yourself, clients, and other colleagues. You have responsibility for identifying the need for specific measures and ensuring their implementation whenever required.
By the end of this chapter the learner should:
You may be exposed to the following types of infection when working with vulnerable and unwell clients:
‘strep throat’ o conjunctivitis
There are many other infections you can catch through human-to-human contact. However, identifying standards and typical transmission techniques/preventative measures may be used for avoidance.
Infections typically happen in one of several ways, such as:
o mucus o pus o stool o blood
By establishing good practice, such as:
You can avoid catching many infections and preventing their spread.
Many healthcare professionals are vaccinated against additional diseases, which may be encountered in the workplace.
Infection may result from contact with the following sources:
You can catch viruses, illnesses, and many other types of infection encountered during day-to-day life. These conditions can easily spread to other colleagues and clients. You need to take excellent care of yourself in order to prevent infection. You should always bear in mind the effects your illness can have. Negative impacts include the infection of others, cause of job losses, and related expenses.
4.1. Raise WHS issues with designated persons according to organisational procedures
4.2. Participate in workplace safety meetings, inspections and consultative activities
4.3. Contribute to the development and implementation of safe workplace policies and procedures in own work area
By the end of this chapter the learner should:
Employers and employees are subject to rights and responsibilities in the workplace. This is to ensure the safety of all people affected and to establish mutually beneficial working arrangements. If employers provide a safe and supportive environment then employees can work in greater comfort. Levels of efficiency will increase and there won’t be as many instances of workplace injuries/illnesses. The employer will benefit, as people will spend less time away from work. There will less disruption to schedules and fewer compensation claims.
Employers must:
Employees must:
You should be provided with information on the rights and responsibilities of employees and employers. There should be clarification on what is expected of you. You should also be aware of your rights and safeguards in the workplace. This arrangement is based on lawful requirements, ethical obligations, and mutual respect. The specified measures are designed to benefit both parties.
Workplace issues and concerns can be discussed with several different people, including:
You may contact these people for assistance when attempting to resolve problems. They are likely to understand the specifics of workplace issues. Those staff members who are familiar with your work and area should be able to understand your concerns and provide relevant advice.
Legislative requirements relating to WHS consultation and participation will include:
These will vary in different areas of Australia. You should always check the specifics.
The National Work Health and Safety Model is designed to provide a basis for more uniform and harmonised WHS laws, for use across Australia. It needs to be passed by the Parliament in each jurisdiction.
Current state / territory WHS legislation specifies the laws and legal requirements for that particular state.
The Manual Handling Code of Conduct is designed to offer guidance and protection for all workers engaged in heavy or awkward lifting.
By the end of this chapter the learner should:
o contribute to discussions to increase the chance of identifying various workplace safety issues
It is important to hold safety meetings on a regular basis and ensure the involvement of employees particular to the separate areas of your organisation. If there is general involvement then there will be an excellent chance of identifying various workplace safety issues. The discussions may focus on the safety of specific working activities, supervision of staff members and organisation of training. Information regarding particularly effective safety measures may be shared among representatives from different departments. It may also be necessary to provide feedback on the resolution of incidents and injuries in the workplace.
Employees may participate in the following:
It is important to highlight the responsibilities and safety duties which employees are expected to perform. Details of departmental safety plans, emergency action plans and fire prevention plans should be addressed. Employees should have the required skills and knowledge for emergency situations. It is also important to discuss the risks associated with specific processes in the working environment. You may consider security provisions, the appropriate use of equipment and relevant news regarding the risks specific to your industry.
Routine inspections should be carried out for the identification of hazards and associated risks in the workplace. It is also important to assess the work of employees and ensure that they are fulfilling their duties. The inspections should be carried out by employees with considerable knowledge of health and safety issues relevant to the areas that they are assessing. Workers may be asked to give feedback and demonstrate working practices in accordance with established standards.
These inspections may be carried out:
You should look out for the following issues:
There should be an opportunity to discuss the findings of workplace inspections. The inspectors may agree to go away and draw up plans for follow up action. You may lack the time or resources to implement all of the suggested improvements. However, you should keep a record of the findings and produce reports for circulation among the workforce. You should analyse the measures that have been taken subsequent to the issue of previous inspection reports. Some minor risks may have become more significant. There may be a need to create additional health and safety plans.
Representatives from different areas of your organisation should be involved in consultations regarding health and safety. Employees should also know who to consult if they are worried about the potentially negative impacts of workplace activities. It will be necessary to discuss essential WHS issues, concerns about particular practices, and relevant legislation. Employees should be encouraged to make suggestions and appropriate follow up action should be taken. Consultations may take the form of informal discussions or organised meetings. You should also ensure the appropriate distribution of documentation specific to health and safety issues.
Consultations may include:
You may use these forms of communication:
By the end of this chapter the learner should:
Participative arrangements can be:
Several participative arrangements may be implemented at your workplace. The specific arrangements will be dependent on your role, level of interest and department. You may, or may not, be required to participate in them. Your organisation should specify their expectations of you. They should provide details of how many meetings you should attend. The organisation may provide clarification on the means of contributing to the development of health and safety procedures. Contribution is normally encouraged. The generation of ideas and opinions results in more options and leads to follow. However, some businesses may choose to include only the relevant WHS staff and managers in their processes.
Contribution in each instance may refer to:
Contribution will differ and vary from arrangement to arrangement.
Whatever your organisation chooses to do, you should always meet expectations. If you are interested and enthusiastic about WHS then you should voluntarily attend meetings and workshops. You should provide input specific to workplace issues.
It is important that you inform your supervisors of hazards, incidents, and concerns in the workplace.
Your organisation may use these prompts for information:
You should always inform the correct person, or
people, no matter the reason for your report. You should provide feedback in a suitable manner, in accordance with the requirements.
Your organisation may have the following systems and procedures in place for controlling and preventing risks:
You need to follow and support the procedures outlined by your organisation. You should provide relevant assistance for colleagues and do your best to contribute to the maintenance and implementation of different procedures.
You are also encouraged to engage in the creation of participative arrangements utilised by your workplace.
5.1. Identify ways to maintain currency of safe work practices in regards to workplace systems, equipment and processes in own work role
5.2. Reflect on own levels of stress and fatigue, and report to designated persons according to workplace procedures
5.3. Participate in workplace debriefing to address individual needs
By the end of this chapter the learner should:
It will be necessary to continually update your health and safety policies and procedures in accordance with the development of your business. You should carry out regular inspections and ensure that employees are accounting for health and safety during everyday work practices. Equipment should be properly maintained and stored safely. It would be advisable to encourage employee feedback and respond to any concerns. You are also encouraged to consider a variety of ‘what if’ scenarios and develop plans and procedures accordingly. A process of continuous improvement should be established for the benefit of your organisation.
Employees should be given appropriate training and provided with clear information regarding the communication of risk factors in the workplace. Managers are encouraged to set a positive example and continually reinforce the importance of maintaining health and safety standards. There should be a shared commitment to maintain safe work practices, systems, and processes throughout the organisation.
It is important to establish means of monitoring health and safety and reviewing the effectiveness of measures over time. You should consider the changing health and safety standards of your organisation in relation to the objectives that have been established in your policies. Questions should be asked if you are not making the expected level of progress. There should be numerous categories related to health and safety within your organisation.
You should create checklists specific to:
It may be deemed necessary to carry out a safety audit to ensure that your organisation is meeting the required standards. This may be carried out by a group of suitably knowledgeable staff members or an external agency. It will involve an analysis of your health and safety policies, work practices, and applicable legislation. A report will be compiled detailing any areas of non-compliance and the recommended steps for improved health and safety. You may carry out fresh safety audits every few months in order to identify progress and necessary steps for improvement. However, it will be necessary to continually monitor and make changes as soon as risks are identified. Employees should be trained and given responsibility for implementing safety measures.
You are advised to monitor and evaluate the risks associated with the use of equipment in the workplace. It will be necessary to identify the ways in which equipment is used during organisational inspections and safety audits. You are also encouraged to carry out regular tests and replace any equipment that poses a significant risk.
Equipment assessments should be based on:
It might not be possible to completely eliminate the risk associated with the use of some equipment. However, you can take additional precautions for the safety of your workforce.
Measures include:
Employees should be consulted for their perspectives on health and safety issues. Different members of the workforce should also be aware of their responsibilities for maintaining health and safety. Such details may be included in contracts and organisational policies. Your organisation should keep a record of any injuries or near misses that occur as a result of dangerous activity. It will be necessary to identify the need for improvement and carry out essential corrective action.
You should provide guidelines for the completion of high risk processes in the workplace. Employees should be aware of the hazards and steps necessary for the assurance of safety. These instructions should be updated in accordance with the update and introduction of new work practices. You may include details of appropriate PPE, essential process steps, and risk control methods. Employees should be consulted regarding the relevance and understanding of process instructions.
By the end of this chapter the learner should:
It is fairly common for workplace demands and expectations to result in stress and fatigue. Employees may suffer to different extents and the symptoms may not be immediately obvious. Those individuals who have negative emotional responses to routine work tasks are likely to feel some level of stress. However, stress can also be caused by personal circumstances outside the workplace. Prolonged stress can lead to fatigue as workers struggle to sleep. The fatigue may manifest in numerous ways including lack of concentration, enthusiasm, and enjoyment.
The causes of stress and fatigue include:
Employees may experience these symptoms of stress and fatigue:
It is an unfortunate truth that stress and fatigue can have overwhelmingly negative impacts in the workplace. Employees who feel great pressure on a regular basis are unlikely to be as productive as their colleagues. Stress and fatigue may also result in failure to turn up for work, diminished standards, increased risks of injuries and illnesses, and poor morale. The sense of negativity may well have an impact on other members of the workforce. Stressed employees are likely to feel guilty and place increasing amounts of pressure on themselves. There may be a vicious cycle of stress and fatigue.
It is important for employees to be able to report instance of stress and fatigue at the earliest opportunity. If such problems are rapidly identified then there will be a good chance of developing effective solutions. However, it can be very difficult to break an ingrained pattern of stress and fatigue. Organisations are encouraged to highlight the means of communicating such issues. There shouldn’t be any considerable fear regarding the consequences of reporting stress and fatigue. Employees should be treated fairly, with the appropriate level of respect and dignity. It is also important to maintain strict policies of confidentiality when dealing with such issues. Workers may even be given the option of reporting via health and safety representatives and unions.
Some employees may be reluctant to provide details of stress and fatigue due to concerns about job security and follow up action. However, employers should make it clear that such personal characteristics may have significant impacts in the workplace. Appropriate means of support should be established, so that employees are able to overcome problems and continue performing their duties. The employer must consider whether the stressed or fatigued worker is in a fit mental and physical state. It may be necessary to arrange a break from the workplace, so that the employee is free to resolve the issues and then return when they are happier and more relaxed. Workplace assessments may account for the number of hours worked, sleep patterns, events in the employee’s personal life, and the level of mental and physical demand.
By the end of this chapter the learner should:
Ø Demonstrate an awareness of company policy regarding debriefing in the event of workplace incidents which may have a negative impact on staff.
The risk of workplace incidents varies, depending on the nature of the organisations and the level of care taken by employees. They may involve serious injuries and illnesses. Such events are bound to have a considerable impact on employees. However, it is essential to establish procedure for following up on such incidents. Meetings and necessary support should be arranged for the benefit of the workforce.
These measures may be agreed:
The debriefing should involve an assessment of actions that have been taken subsequent to negative incidents. Any employees who have been directly affected should be involved in the discussions and given the opportunity to provide feedback on the effectiveness of agreed measures.
Your organisation may adopt these strategies:
Structure of incident debriefing
There should be general agreement regarding attendance at workplace debriefings. Such sessions may begin with details of the agreed measures implemented subsequent to a negative event. Employees should be encouraged to air their views, without fear of recrimination. The details of health and safety plans should be analysed. It will also be important to consider the results of follow up action in light of agreed recovery objectives. Such issues should be addressed in a concise and understandable manner for all employees.
Debriefing sessions aren’t always organised in response to workplace incidents. Businesses also have the option of organising regular debriefings for the purpose of assessing the risk and progression of projects. The workers should be invited to talk about any near misses or areas of concern that have been identified while carrying out routine duties. It is also important to recognise the important contributions that employees have made to health and safety. Employees may be praised and rewarded for setting positive examples in the workplace. This will be an excellent way of establishing a positive health and safety culture within your organisation.
At the end of your Learner Workbook, you will find the Summative Assessments.
This includes:
This holistically assesses your understanding and application of the skills, knowledge and performance requirements for this unit. Once this is completed, you will have finished this unit and be ready to move onto the next one – well done!
These suggested references are for further reading and do not necessarily represent the contents of this unit.
Workplace safety policy statement:
Work health and safety procedures: http://www.comcare.gov.au/preventing/governance/procedures
Getting started with workplace health and safety:
What is the difference between a ‘hazard’ and a risk:
https://worksmart.org.uk/health-advice/health-and-safety/hazards-and-risks/what-differencebetween-hazard-and-riskWhat are hazards and risks?
https://www.worksafe.vic.gov.au/safety-and-prevention/health-and-safety-topics/controlling-ohshazards-and-risks/about-hazards-and-risks/what-are-hazards-and-risks
Identify the hazards: http://www.hse.gov.uk/risk/identify-the-hazards.htm
Identifying hazards and controlling risks:
http://www.worksafe.vic.gov.au/safety-and-prevention/health-and-safety-topics/managers-andsupervisors/identifying-hazards-and-controlling-risks
How to identify hazards in your workplace:
Dealing with difficult customer behaviour:
http://www.davcorp.com.au/wpdata/files/43.pdf
How to handle 8 challenging service scenarios:
http://www.helpscout.net/blog/customer-service-scenarios/
Dealing with customers: management and staff behaviour: http://www.hse.gov.uk/violence/toolkit/customers.htm
Workplace health and safety: http://www.healthyworkinglives.com/advice/Legislation-and-policy/Workplace-Health-and-Safety
Managing risks in the workplace: http://www.comcare.gov.au/preventing/managing_risks_in_the_workplace
Controlling the risks:
http://www.hse.gov.uk/toolbox/managing/managingtherisks.htm
Investigating accidents and incidents: http://www.hse.gov.uk/pubns/hsg245.pdf
Top 10 causes of workplace injuries: http://smallbusiness.chron.com/top-10-causes-workplace-injuries-11298.html
Recording and reporting accidents, ill health and near misses:
http://www.healthyworkinglives.com/advice/Legislation-and-policy/Workplace-Health-andSafety/recording-reporting-accidents Notification and investigation procedures: http://www.safety.uwa.edu.au/incidents-injuries-emergency/notification
Getting to grips with manual handling:
http://www.healthandsafetyworksni.gov.uk/getting_2_grips-3.pdf
Workplace safety – infection control:
http://www.betterhealth.vic.gov.au/bhcv2/bhcarticles.nsf/pages/Workplace_safety__infection_control
Good hygiene practices – reducing the spread of infections and viruses:
http://www.ccohs.ca/oshanswers/diseases/good_hygiene.html
What your H & S committee will do: http://www.hse.gov.uk/involvement/whatwillhsdo.htm
Workplace inspections:
http://www.healthyworkinglives.com/advice/Legislation-and-policy/Workplace-Health-andSafety/workplaceinspections
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