Assessment 1 – Assignment 1

11484 Wan-Ting, Lai

INCIDENT INVESTIGATION REPORT

Instructions: complete this form as soon as possible after an incident that results in serious injury or illness.
(optional: Use to investigate a minor injury or near mix that could have resulted in serious injury or illness.)

This is a report of a:  Death  Lost Time Dr. Visit Only  First Aid Only  Near Miss
Date of incident of 16 September This report is made by:  Employee  Supervisor  Team  Final Report

Step 1: Injured employee (complete this part for each injured worker)
Name: John Sex:  Male  Female Age:
Department: Job title at time of incident: Student
Part of body affected (mark all that apply) Nature of injure: This worker works:
 Abrasion, scrapes  Regular full time
 Amputation  Regular part time
 Broken bone  Seasonal
 Bruise  Temporary
 Burn (heat) Months with this employer:
 Burn (chemical) Months doing this job:
 Concussion
 Crushing injury
 Cut, laceration, puncture
 Hernia
 Illness
 Sprain, strain
 Damage to a body system:
 Other:

Step 2: Describe the incident

Exact location of the incident: Academia Kitchen 9.01 Exact time: Thursday 16 September 2.15 pm.
What part of employee’s workday?  Entering or leaving work  Doing normal work activities
 During meal break  During break  Working overtime  Other:
Names of witnesses (if any): Sarah
Assignment 2
1. What is the purpose of an induction program? Why would an induction program improve the health,
safety and security practices of Paul’s new workplace?

Purpose of an induction program

When you start work, your induction training should outline the specific WHS requirements
for your place of work. You will be given information relating to safe work practices, emergency
situations and consultation arrangements.
An induction programme is an important process for bringing staff into an organisation. It
introduces the working environment and the set-up of the employee within the organisation. The
process will cover the employer and employee rights and the terms requirements for working at the
company and pay attention to the health and safety of the new employee.
An induction programme is part of an organisations knowledge management process and is
intended to enable the new starter to become a useful, integrated member of the team, rather than
being "thrown in at the deep end" without understanding how to do their job, or how their role fits
in with the rest of the company.
Good induction programmes can increase productivity and reduce short-term turnover of
staff. These programs can also play a critical role under the socialization to the organization in terms
of performance, attitudes and organizational commitment.[3] In addition well designed induction
programmes can significantly increase the speed to competency of new employees thus meaning
they are more productive in a shorter period of time.

2. Identify 3 breaches of health safety and security requirements in the case study:

Examples

1. There was no safety guard for the slicer.

2. There were no provisions for Personal Protective Equipment (PPE) in place.
3. There wasn’t a warning sign on a wet floor and a waitress slipped on the wet floor near the
pass and fell over backwards.

3. Identify 2 examples of management behavior that may be considered inappropriate, a breach of

requirements, or even bullying:

Examples

1. When the waitress complained that there should have been a warning sign, the head chef
replied to the waitress who slipped on the wet floor that she should come to work sober and
use her eyes on the job.
2. When Paul pointed out that they should have provisions for Personal Protective Equipment
(PPE) in place to the chef, he was told that these mechanisms slow things down and are
professionals didn’t really need them.
4. Why does Paul want to be involved in the meetings? What is the legal requirement for this?

Reasons for Paul being involved in the meetings

He would like to participate in the next WHS meeting to suggest some aspects of safety and
procedural issues.
Under the WHS Act, employers must consult with workers and take their views into account
when:
 identifying hazards and assessing risks arising from work
 proposing changes that may affect the health and safety of workers, and
 whenever specifically required to do so under particular regulations
and when considering making decisions about:
 ways to eliminate or minimise risks
 the adequacy of facilities for workers' welfare at work
 procedures for consulting with workers
 procedures for resolving health and safety issues
 procedures for monitoring the health of workers or workplace conditions, and
 how to provide health and safety information and training to workers.
Consultation on WHS matters should occur periodically and whenever there is a change to
the workplace. Whenever there is new equipment installed, or a change in duties, everyone involved
should discuss the potential WHS issues of the new situation.
Consultation allows everyone to become more aware of risks, hazards and other WHS issues
that staff encounter. Allowing staff to participate in the WHS process helps to identify specific
problems and suggest solutions. WHS consultation can result in:
 A broader view of a problem and better decisions as a result
 Increased commitment to WHS by giving ownership of decisions to those who could be
affected
 Enhanced relationships between managers and employees as a result of open
communication lines
 Increased morale and job satisfaction
 Increased productivity
 Safer and healthier work environments with a reduction in injuries and sickness as a result
 Real monetary benefits to the employer