ESTABLISH AND MAINTAIN WHS SAFETY SYSTEM

ASSESSMENT 1
SUBMITTED BY NIRANJAN GIRI

VIC legislation
Occupational health and safety (OHS) laws require employers and all other
workplace parties to consult and cooperate in the management of workplace
risks, in order to protect the health and safety of workers and others who
might be at risk from the work.

The principal OHS law in Victoria consists of the Occupational Health and
Safety Act 2004 (Vic), supported by the Occupational Health and Safety
Regulations 2007 (Vic). This legislation applies in all Victorian workplaces. In
many respects it is reasonably consistent with the national model work
health and safety (WHS) legislation that applies in most other jurisdictions.

Despite the general similarity with many of the provisions of the model WHS
legislation, Victoria’s OHS legislation should be checked for details of
requirements.

The OHS Act and Regulations are supported by compliance codes that
provide guidance in achieving the required standard of health and safety.

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Compliance codes approved in Victoria are listed on WorkSafe Victoria’s
website.

OHS regulator

The state’s OHS regulator is WorkSafe Victoria.

Health and safety duties

 
The OHS Act 2004 imposes a duty of care on a range of workplace parties,
including employers; self-employed persons; designers of plant, buildings or
structures; manufacturers, importers and suppliers of equipment and
substances; and people who install, erect or commission plant or structures.
Duty-holders must ensure, as far as is reasonably practicable, that they are
not exposing people to health and safety risks arising from the work.

Employers’ duties
Employers must, so far as is reasonably practicable, provide and maintain for
their employees a working environment that is safe and without risks to
health. This responsibility extends to independent contractors and their
employees, in relation to matters over which the employer has control (or
would have control if not for any agreement purporting to limit or remove
that control). Employers must also ensure that non-employees are not
exposed to health or safety risks arising from the conduct of the employer’s
undertaking. Employers must monitor workers’ health and conditions at
work, and provide appropriate OHS information to workers.

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Duties of self-employed persons
Self-employed persons have similar duties to ensure that people are not
exposed to health or safety risks to their arising from their undertakings.

Employees’ duty
Employees have a duty of care toward their own and others’ safety. They
must cooperate and comply with health and safety requirements.

Duties of other persons

Other persons with management or control of a workplace (such as owners)

must ensure so far as is reasonably practicable that the workplace and the
means of entering and leaving it are safe.

Designers, manufacturers, importers and suppliers, and people who install,

erect or commission plant have corresponding responsibilities to ensure
plant, substances and structures are safe when used as intended.

Anyone who recklessly endangers others at work is guilty of an offence.

ANS 2

Health and safety committees provide a forum for management and workers
together to identify and resolve health and safety problems, and to develop
and monitor safe systems and procedures. The aim is to ensure that workers’
views are heard on WHS matters.
 
Legislation in all Australian jurisdictions provides that health and safety

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committees must be established in each workplace where a committee is
requested. In jurisdictions that have adopted the harmonised WHS
legislation, the person conducting the business or undertaking (PCBU) must
establish a health and safety committee for the business or undertaking (or
part of the business or undertaking) if required to do so by the regulations, or
within two months of being asked to do so by a health and safety
representative or by five or more workers at that workplace. A committee
may also be established on the PCBU’s own initiative. More than one
committee may be established in a business or undertaking.

At least half of the members of the committee must be workers who are not
nominated by the PCBU. The committee must meet at least once every three
months, and at any reasonable time if at least half its members request a
meeting.

Committee members must be allowed to spend the time that is reasonably

necessary to attend meetings or carry out their functions as members of the
committee. Time spent for these purposes must be paid at the usual rate of
pay.

Committee members must be allowed to have access to information that the

PCBU has on hazards, risks and the health and safety of workers at the
workplace, but they must not be allowed to have access to any personal or
medical information concerning a worker without the worker’s consent
unless the information is in a form that does not identify the worker, and
could not reasonably be expected to lead to the identification of the worker.

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Workers’ views may also be heard through one or more health and safety
representatives.

ANS 3

Hazards:
Safety Hazards are unsafe working conditions that that can cause injury,
illness and death. Safety hazards are the most common workplace hazards.
They include:

 Anything that can cause spills or tripping such as cords running across
the floor or ice
 Anything that can cause falls such as working from heights, including
ladders, scaffolds, roofs, or any raised work area
 Unguarded machinery and moving machinery parts that a worker can
accidentally touch
 Electrical hazards like frayed cords, missing ground pins, improper
wiring
 Confined spaces

Hierarchy of control

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 Hierarchy of
Example
Control

Eliminate the Remove slip and trip hazards at the design stage
hazard such as eliminating changes in floor levels and
installing more power outlets to avoid trailing cords

Substitution Replace flooring with a more slip-resistant surface

Isolation Prevent access to high risk areas, for example

cordon off wet floor areas while cleaning is in
progress

Engineering  Apply floor treatments to increase slip

controls (redesign) resistance
 Improve lighting
 Stop leaks from equipment or pipes
 Provide adequate drainage
 Clearly mark edges of steps and any changes
in floor heights

Administrative  Implement good housekeeping practices

controls including keeping access ways clear and
cleaning up spills promptly
 Use signage to warn of wet or slippery areas
 Provide training and supervision

Personal Wear slip-resistant footwear

protective

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equipment

ANS 4

Biological Hazards:
Biological Hazards include exposure to harm or disease associated with
working with animals, people, or infectious plant materials. Workplaces with
these kinds of hazards include, but are not limited to, work in schools, day
care facilities, colleges and universities, hospitals, laboratories, emergency
response, nursing homes, or various outdoor occupations.
Types of things you may be exposed to include:

 Blood and other body fluids

 Fungi/mold
 Bacteria and viruses
 Plants
 Insect bites
 Animal and bird droppings

Physical Hazards:
Physical hazards can be any factors within the environment that can harm
the body without necessarily touching it.
They include:

 Radiation: including ionizing, non-ionizing (EMF’s, microwaves, radio

waves, etc.)
 High exposure to sunlight / ultraviolet rays

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  Temperature extremes – hot and cold
 Constant loud noise

Ergonomic Hazards:
Occur when the type of work, body positions and working conditions put a
strain on your body.  They are the hardest to spot since you don’t always
immediately notice the strain on your body or the harm that these hazards
pose.  Short-term exposure may result in “sore muscles” the next day or in
the days following the exposure, but long term exposure can result in serious
long-term illness.
Ergonomic Hazards include:

 Improperly adjusted workstations and chairs

 Frequent lifting
 Poor posture
 Awkward movements, especially if they are repetitive
 Having to use too much force, especially if you have to do it frequently
 Vibration

Chemical Hazards:
When a worker is exposed to any chemical preparation in the workplace in
any form (solid, liquid or gas).  Some are safer than others, but to some
workers who are more sensitive to chemicals, even common solutions can
cause illness, skin irritation, or breathing problems.
Beware of:

 Liquids like cleaning products, paints, acids, solvents – ESPECIALLY if

chemicals are in an unlabeled container!
 Vapors and fumes that come from welding or exposure to solvents
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  Gases like acetylene, propane, carbon monoxide and helium
 Flammable materials like gasoline, solvents, and explosive chemicals
 Pesticides

Work Organization Hazards:

Hazards or stressors that cause stress (short term effects) and strain (long
term effects).  These are hazards associated with workplace issues such as
workload, lack of control and/or respect, etc.
Examples include:

 Workload demands
 Workplace violence
 Intensity and/or pace

Respect (or lack thereof)

 Flexibility
 Control or say about things
 Social support or relations
 Sexual harassment

ANS 5

HAZARDS AT WORKPLACE

Hazard Potential harm

Manual tasks Overexertion or repetitive movement can

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 cause muscular strain
Gravity Falling objects, falls, slips and trips of people
can cause fractures, bruises, lacerations,
dislocations, concussion, permanent injuries
or death
Electricity Potential ignition source.

Exposure to live electrical wires can cause

shock, burns or death from electrocution
Machinery and Being hit by moving vehicles, or being caught
equipment by moving parts of machinery can cause
fractures, bruises, lacerations, dislocations,
permanent injuries or death
Hazardous chemicals Chemicals (such as acids, hydrocarbons, heavy
metals) and dusts (such as asbestos and silica)
can cause respiratory illnesses, cancers or
dermatitis
Extreme temperatures Heat can cause burns, heat stroke or fatigue

Cold can cause hypothermia or frost bite

Noise Exposure to loud noise can cause permanent
hearing damage
Radiation Ultra violet, welding arc flashes, micro waves
and lasers can cause burns, cancer or
blindness
Biological Micro-organisms can cause hepatitis,
legionnaires’

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 disease, Q fever, HIV/AIDS or allergies
Psychosocial hazards Effects of work-related stress, bullying,
violence and work-related fatigue

ANS 6

Occupational health and safety assessments and data should be kept to record
the association's management of its legal responsibilities to provide a safe
workplace (see also Occupational Safety and Health and Workers'
Compensation).
The following health and safety records should be kept in a separate file for
easy access and reference:

 complaints;
 incidents;
 risk management analysis;
 training details;
 safety committee minutes; and
 copies of specific management committee resolutions.

ANS 7

OHS POLICY FOR SAFETY AND SECURITY

FOR A HOTEL

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Occupational Health & Safety Policy:
The XYZ Hotel is committed to ensuring the health and safety of all persons in
the workplace including employees, contractors and other visitors.

Our employees, contractors and visitors have a duty of care including: the
responsibility to work safely, to take all reasonable care for their own health
and safety, and to consider the health and safety of other people who may be
affected by their actions.

We take all reasonable and practical steps to improve work safety conditions
and strive to uphold core values of safety, knowledge, integrity and leadership
in order to achieve its goal of zero harm.

The Cross Keys Hotel is committed to:

 Complying with all applicable health and safety laws, regulations,

standards and other.
 Providing safe plant and equipment, for controlled work.
 Implementing risk and hazard management systems which are; relevant
and suitable for the organisation’s risk exposure as well as identify,
promote and continuously improve health and safety performance.
 Ensuring all managers remain directly responsible and accountable for
the health, safety and welfare of their employees and provide adequate
resources to assist managers in this cause.
 Provision of appropriate Health and Safety Training to all relevant
persons.

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 Maintaining relevant policies, procedures, systems, information,
training, recognition programs, and organisational structures to support
and communicate effective health and safety practices throughout the
hotel.
 Utilising appropriate internal and/or external expertise when required in
all related activities.
 Establishing clear targets and objectives on a biennial basis to improve
health and safety in the workplace.
 Effectively disseminating health and safety information to all employees
as part of each business unit’s consultative process including forums and
publications.
 Maintaining a positive safety culture through encouraging active
participation, consultation and cooperation of all employees, contractors
and visitors in promoting and developing measures to improve health and
safety at work.
 Actively responding to and investigating all incidents, and ensuring
injured employees are returned to suitable work at the earliest possible
opportunity through equitable claims management and rehabilitation
practices.

ANS 8

INFORMATION TO BE INCLUDED IN FIRST AID INCIDENT FORM AND HOW THE

DOCUMENTATION IS DONE

Documentation may include:

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  Injury report forms

 Workplace documents as per organisation requirements

Documentation may include recording: time; location; description of injury;
first aid management; fluid intake / output including fluid loss via blood, vomit,
faeces, urine; administration of medication including time, date, person
administering, dose; vital signs.
It is vital that any first aid management, which occurs in the workplace, is
recorded in a Record Logbook.
The Record Logbook should include the following information:

 name of casualty

 witnesses

 detailed description of incident

 time and date

 outcome

 signature of those involved, and their position

 management comment and recommendations

 follow up.
This record would be sent to management who would then be expected to
read and follow up on the incident, including making recommendations to
prevent or minimise the incident from occurring again. The record would be
kept on the premises for future reference.

Physical condition
When you are recording the details regarding the physical condition of the
casualty, you need to write objectively, not subjectively, and include
observation of the facts ie the signs and the symptoms.

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Scenario: sprained ankle

The correct way

An example of writing objectively about the casualty’s physical condition is:

At 1.10 pm 1/11/02, (casualty’s name) was found by (your name) lying on the
floor of the tearoom holding his left ankle. (Casualty’s name) stated that he
tripped over his untied shoe laces and that his left ankle was very painful. On
inspection, his left ankle was swollen and slightly bruised. (Your name) called
for help and (first aider’s name) arrived on the scene.

ANS 9

AGENDA FOR OHS MEETING

1. Present

2. Apologies

3. Minutes of Previous WHS Meeting

4. Policies and Procedures

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 4.1 Incident Reporting & Investigation Procedure

5. WHS Quarterly Report

5.1 Hazard Management Report - CATS - Claims Analysis

- Accident/Incident/Hazards - CAR - Corrective Action Register
- Risk Assessment / SWP

5.2 Workplace Inspections - Asbestos inspection at Melrose

Caravan Park (removal of) – Report not in yet - Emergency Eye Shower
inspections - Fire Equipment Testing
5.3 Training

6. Legislative Compliance

Nil

7. Other Business Flu Vaccinations scheduled for Monday 25 May

2017 Forms: Update – Corrective Action Register Advice Form
New - Clothing Requisition Form PPE Annual Check Form

8. Next Meeting - 8:30am - August 2016, at Melrose Council Chambers

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ANS 10

Build OHS System

Once you have begun to consider your risks and implemented improvements
to reduce the hazards, you are on your way to developing a structured OHS
System. Once a workplace realises what daily steps need to be taken in order
to work safely, they then have the job of making sure everyone follows them.
This is where a written OHS Policy Manual, or Safety Manual comes into play. A
standard set of Safety Policies and Procedures relating to your workplace
becomes an agreement for employees and contractors to adhere to whilst
working. They should sign off on an OHS Policy Manual, and they should also
sign off on each OHS Procedure that relates to their workplace responsibilities.

There are generally five steps to building an effective OHS Management

System (OHSMS), and these steps form a continual cycle of improvement.
Consultation is a key element of each step.

1. Top management commitment and policy. The policy is a general plan of

intent which guides or influences future decisions. It is the basis upon
which measurable objectives and targets and the OHSMS is developed.
2. Planning. Plan how to deliver the OHS policy, objectives and targets to
ensure hazards appearing as a result of work activities are identified so
that risks can be assessed and then controlled.
3. Implementation. Implement the plan by developing the capabilities and
support mechanisms necessary to achieve the OHS policy, objectives and
targets.

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 4. Measurement and evaluation. Measure, monitor and evaluate OHS
performance, to determine the effectiveness of risk management, and if
necessary take preventative and corrective action.
5. Review and improvement. Review and continually improve the OHSMS,
with the objective of improving OHS performance and building and
maintaining a safety culture.

OHS Systems

Having an OHS System or specifically a "Safe System of Work" is a requirement

that all employers across Australia and New Zealand have to comply with.

Developing OHS Systems in your workplace can seem overwhelming at first,

but it can be much less daunting by breaking it down into bite sized pieces.
Many OHS Consultants believe that you need to start your OHS Systems by
creating a mountain of paper work covering every area of your business.

While documentation is important, you need to be practical. For example, if

you have an engineering workshop with no OHS Systems in place, and your
employees are tripping over equipment and materials, then start by cleaning
up the workshop and re-organise it so it is easier to keep tidy.

Each company needs to conduct a basic risk assessment as to where their

greatest dangers are, and how to minimise them. Once you start asking the
right questions, continuing to develop an OHS System becomes more a way of
life, rather than a chore. After all no employer wants an injury at their
workplace.

Training & Licensing

Qualified OHS Professionals are in high demand in Australia. A recognised

qualification in OHS can help boost your employment opportunities in some of

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the country’s fast growth industries. For online solutions for nationally
accredited OHS training visit WorkSafe Australia.

Documents that are issued by a licensing authority in accordance with a

National Standard, authorising a person to perform one or more classes of high
risk work are available online. For more information on your most suitable
licensing authorities please visit your state’s WorkCover or WorkSafe website.

OHS Systems Audit

Apart from having a written OHS Manual, the next step is to conduct an OHS
Audit.

The aim of this is to simply create a step by step process to achieve a safe and
healthy environment throughout the workplace.

A comprehensive OHS Audit will identify and prioritise areas for improvement
throughout the company’s operations.

Once your OHS risks have been identified, you can develop a timeline and work
through the steps one at a time.

Return to Work

Some organisations may employ a Return to Work Program. These programs

are based on the philosophy that many employees can safely perform
productive and transitional work as part of their recovery process from a
prospective sickness or injury. Workers can benefit from a Return to Work
Program by still being able to perform light duties so they can maintain an
income while at the same time contributing meaningful work to the
organisation.

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Employers can benefit from a Return to Work Program by reducing the cost of
potential claims, and training of replacement workers, which can result in the
employers being more competitive. It demonstrates a respected value to their
employees and helps to retain healthy and qualified workers. Return to work
duties are generally temporary and designed to help transition an injured
worker to eventually overtake their regular full-time duties in a safe and
productive manner. Less hours or a lighter workload should be involved, and
the worker should always have their progress monitored.

It is important to know when to safely return to work and it is always best to

have the consent of a medical professional to do so.

STABLISH AND MAINTAIN WHS SAFETY SYSTEM

ASSESSMENT 2
SUBMITTED BY NIRANJAN GIRI

Ans 1

Manual Handling Policy FOR FRESH chain of stores

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STATEMENT

Fresh is committed to the provision of a safe, healthy and productive

workplace. Fresh recognises that hazardous manual tasks increase the risk of
injury to workers and clients and will develop a range of procedures to reduce
this risk.

OBJECTIVE

The objectives of our Manual Handling Policy are to:

 Maintain a safe and healthy work environment

 Reduce the costs of manual handling injuries both to the organisation
and individuals
 Address any workplace factors which may increase the risk of manual
handling injuries
 Provide access to information on safe work procedures.

SCOPE

Applies to all workers including volunteers and contractors providing services

to this organisation.

PROCEDURES

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Responsibilities

The Work Health and Safety Act places a general duty of care on the Person
Conducting a Business or Undertaking(FRESH STORES) to provide a safe
workplace. Managers must take all reasonable action to protect their workers
and other people in the workplace from foreseeable risks to health and safety.
Workers are also required to ensure their own health and safety and the
health and safety of others and to cooperate with the FRESH STORES in
activities to reduce the risk of injury.

“Organisation Name” has implemented a ‘minimal lift’ policy within this

organisation. The implications of this policy are that workers are required to
avoid manual handling whenever possible and if not possible to avoid to utilise
mechanical assistance whenever possible to undertake hazardous manual
tasks.

To meet its obligations under the ‘minimal lift’ policy “organisation name” will
implement a number of actions including:

 Thorough risk assessments of all identified hazardous manual tasks

 Provision of suitable lifting equipment for hazardous manual tasks
 Development of safe work procedures both client specific and generic,
to outline how to undertake the hazardous manual tasks safely
 Training of staff in manual handling principles and how to undertake the
safe work procedures

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  Encourage reporting of any manual handling incidents or hazards
 Investigation of all incidents where warranted.

Roles

Managers are responsible for:

 Developing and monitoring this policy;

 Ensuring that manual handling risk assessments are completed for all
identified hazardous manual tasks in consultation with workers
undertaking the activities unless a known control exists

 Implementing manual handling risk control strategies

 Developing safe work procedures

 Ensuring that equipment is available and well maintained

 Providing adequate information, instruction, training and supervision to

workers on the risk of manual handling, safe work procedures developed
and the safe use of equipment provided.

Workers are responsible for:

 Cooperating with the employer in the identification of any manual

handling hazards and implementation of manual handling controls

 Follow safe work procedures

 Utilise equipment provided for manual handling

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  Attend training as required

 Reporting any manual handling incidents.

Smoking policy of fresh stores

Purpose of the policy and summary of issues it addresses

This policy sets out how the Fresh stores is smoke free and the principles that
guide the Fresh stores's management of smoking by employees, students,
contractors and visitors to the Fresh stores. This includes the requirement to
comply with Federal and State legislation as well as to the Fresh stores's by-
laws, statutes, regulations, rules and policies.

Definitions

"Employee" (for the purpose of this policy) means any person who is an
existing employee of the Fresh stores.

"Environmental tobacco smoke (ETS)" means a combination of side stream

smoke (smoke from the burning end of a tobacco product) and exhaled
mainstream smoke (the smoke breathed out by a smoker). ETS is classified as a
human carcinogen (cancer causing agent).

"Smoking" is the inhalation and exhalation of the fumes or smoke of heating

or burning tobacco, herbs or drugs. For the purposes of this policy, smoking
refers to any method of consuming by heating or combustion of plant material,

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herbs, or drugs using any utensil or apparatus including cigarettes, e-cigarettes,
pipes or cigars.

"Supervisor" means the person who is responsible for the day-to-day

supervision of the employee

"Fresh stores" means The Fresh stores of Western Australia.

"Fresh stores building" means a building owned by or under the control of the
Fresh stores by virtue of a lease or rental agreement and includes points of
entry, windows, bridges, stairways and air conditioning vents and ducts.

"Fresh stores property" means any property owned by or under the control of
the Fresh stores whether by freehold title or by lease or rental agreement and
includes any portions of such property.

"Workplace" means a place, whether or not in an aircraft, ship, vehicle,

building, or other structure, where employees or self-employed people work
or are likely to be in the course of their work.

Back to top

Policy statement

The Fresh stores provides a smoke free environment for its employees,
students, contractors and visitors.

Smoking is prohibited in, or at, all of the Fresh stores's buildings, properties
and workplaces.

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The Fresh stores environment must be free from tobacco advertising,
promotion, sponsorship and the sale of tobacco products.

The Fresh stores must not accept direct or indirect research funding from the
tobacco industry.

1 General Principles and application

1.1 To comply with Occupational Safety and Health (OSH) Regulations workers
must not be exposed to smoke in enclosed workplaces. Smoking is, therefore,
prohibited in all indoor areas, and enclosed courtyards, and within five metres
of any entrance, window, or air conditioning duct of any Fresh stores building.

1.2 The Fresh stores promotes good health and healthy lifestyles.

1.3 The Fresh stores recognises that individuals have a personal choice to
smoke, however, the Fresh stores is committed to ensuring that its students,
employees, contractors and visitors are not exposed to the hazards of
environmental tobacco smoke in its workplaces including its building and
vehicles.

1.4 To encourage and assist smokers who are considering quitting, a number of
support services are provided by the Fresh stores and/or external agencies.

1.5 All forms of tobacco advertising, promotion, sponsorship and sale of

tobacco products in retail outlets or from vending machines are prohibited.

1.6 Groups or individuals in the Fresh stores must not knowingly accept
funding or other forms of support directly or indirectly from the Australian
Tobacco Research Foundation or from the tobacco industry.

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 1.7 Supervisors have responsibility to promote and ensure compliance with
this Policy.

2 Scope of application

2.1 All Fresh stores land and property must be smoke free. Fresh stores land
and property includes but is not limited to the following:

 Workplaces, offices, access corridors and campus vehicles;

 Eating and hospitality areas;

 Toilets and change rooms;

 Outdoor areas including sports fields;

 Outdoor walkways and entrances used by people to access and exit

buildings;

 Fresh stores vehicles including boats;

 All Fresh stores Premises (i.e. non Crawley); and

 Smoking while on field trips, research activities etc. not on Fresh stores
premises, while not encouraged, must not occur within five metres of a
work, meal or living environment and also not expose others to smoke.

2.2 The Head of Fresh stores Hall can nominate one outside area for smoking
to help control fire, personal and traffic safety.

2.3 Endowment properties which are rented are smoke free inside but are not
subject to this policy.

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 2

A training schedule regarding manual handling

Training given by specialist company strong4life

Recognising the need for manual handling training that delivers real
behavioural change and risk reduction within a workforce, IPAR’s team of
occupational therapists and physiotherapists developed the Strong4Life™
Manual Handling training program.

Strong4Life™ Manual Handling helps a workforce to better understand their

body in relation to the work they perform. Participants gain an understanding
of their:

 Physical strengths
 Physical weaknesses
 Fatigue levels and
 Potential for injury

What will the training cover

Strong4Life™ empowers people to make positive and healthy choices in their

daily manual handling activities at work and at home. It is adaptable for all
industry and workplace types and is:

 Simple: ‘SSS’ movement principles “not right or wrong…but STRONG”

 Easy: to understand, remember, use and measure
 Safe: changing behaviours towards a safer and injury free workplace

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 Who are the participants and what will they learn

Using the trademarked ‘Sircle of Strength’ and ‘Strong, Stance and Step’
concepts, participants are given simple take home messages that will ensure
they develop the skills to stay strong, safe and healthy at work and at home.
Topics include:

 The body’s musculoskeletal system and core strength

 Physical weaknesses and how these cause fatigue
 Learning the relationship between poor posture and strain/sprain

 The effect of postures and stance on strength and endurance, balance

and fatigue
 The daily actions that create physical risks
 The resultant risks this poses to their own health and safety
 ‘How’ to think rather than ‘what’ to think, resulting in ongoing
behavioural change

These skills are practiced in a workgroup situation and each participant’s

competency is assessed at the completion of the session.

Who will deliver the training

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 A tailored face-to-face Strong4life™ Manual Handling training program is
generally a 2 hour session in the workplace including theory, practical
components and stretches on the job.

Training can also be delivered as a ‘train the trainer’ program. A Strong4life™

expert will attend your workplace to tailor the training program to suit your
specific needs.

How it will be delivered

Strong4Life™ is delivered by qualified consultants with experience in adult

learning principles.  It can be delivered:

 Face to face
 Through our e-learning module
 As a Train the Trainer unit
 Or a blended solution of all of the above

Registers and records

 
A WHS management system will contain various registers and records, and this
will depend on the type of work being conducted. The following registers and
records should be considered. This list is not exhaustive but is a good starting
point for records which may be needed.
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Some of these are mandated under legislation.
 
Records of:

 risk assessments (including general risk assessments as well as risk

assessments specific to particular activities or processes) 
 hazards that have been reported 
 WHS consultation meetings with workers 
 training conducted internally and externally, including attendance
registers
 investigations of near misses, incidents, and accidents 
 people trained in first aid 
 maintenance schedules and maintenance conducted 
 WHS inspections conducted 
 personal protective equipment issued 
 emergency evacuation drills conducted 
 health monitoring conducted, and the results of these 
 workplace environmental monitoring 
 confined space entry (including entry permits and risk assessments) 
 hot work permits for hot work conducted 
 WHS documentation prepared 
 purchasing where WHS implications have been considered
 subcontractors WHS management systems 
 WHS system review (internal review and external review) 
 registers: 
o register of injury book 

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 o hazardous chemicals held on site, which include safety data sheets
(including registers of hazardous chemicals held by contractors or
others on site) 
o plant and equipment, including electrical equipment
o dangerous goods held on site
o people holding high risk work licences, certificates of competency
and other skills.

Ans 4

Establishing WHS committee for fresh stores

Under the Work Health and Safety Act 2011 (WHS Act) a health and safety
committee (HSC) brings together workers and management to develop and
review health and safety policies and procedures for the workplace. Division 4
of Part 5 of the WHS Act, sections 75 - 79 deals with duties, obligations,
constitution and functions of HSCs.

How is a health and safety committee established?

Where a relevant Health and Safety Representative (HSR), or five or more
workers, at a workplace request the creation of a HSC, the person conducting a
business create one within two months of the request.
Fresh stores may create a HSC at any time.
Functions of a Health and Safety Committee are:

 Facilitate cooperation between the FRESH STORES and workers in

instigating, developing and carrying out measures designed to ensure
the workers’ health and safety at work.

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  Assist in developing standards, rules and/or procedures relating to
health and safety to improve and ensure workers health and safety at
the workplace.
 Comply with functions prescribed by regulations.
 Carry out any other functions agreed between the FRESH STORES and
the HSC.

Ans 5

The person conducting a business or undertaking (FRESH STORES) must, so far

as is reasonably practicable, consult with workers who carry out work for the
business or undertaking who are, or are likely to be, directly affected by a
matter relating to health or safety at work.

The level of consultation should be proportionate to the circumstances,

including the significance of the work health or safety issue.

All relevant factors must be considered in determining the scope of the duty in
a particular case, including the seriousness of the matter, the number of
affected workers and how the matter affects individual workers.

More serious and important health or safety matters will attract more
extensive consultation requirements, ensuring that FRESH STORES are fully
informed when making decisions.

Consultation involves:

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  sharing relevant information
 giving workers a reasonable opportunity to express their views, raise
issues and contribute to decision making
 taking workers’ views into account.

Consultation is required:

 throughout the risk management process

 when proposing changes or making decisions that may affect the health
and safety of workers.

ESTABLISH AND MAINTAIN WHS SYSTEM

ASSESSMENT 3

SUBMITTED BY NIRANJAN GIRI

ANS1

The Act

The Occupational Health and Safety Act 2004 is the cornerstone of legislative
and administrative measures to improve occupational health and safety in
Victoria.

The Act sets out the key principles, duties and rights in relation to occupational
health and safety. The general nature of the duties imposed by the Act means
that they cover a very wide variety of circumstances, do not readily date and

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provide considerable flexibility for a duty holder to determine what needs to
be done to comply.

The Regulations

The Occupational Health and Safety Regulations 2007 are made under the Act.
They specify the ways duties imposed by the Act must be performed, or
prescribe procedural or administrative matters to support the Act, such as
requiring licenses for specific activities, keeping records, or notifying certain
matters.

The new Occupational Health and Safety Regulations 2017 and Equipment
(Public Safety) Regulations 2017 commenced on 18 June 2017.

ANS2

EMPLOYER OBLIGATIONS UNDER WHS LEGISLATION

Employers have an obligation to provide a work environment free from

hazards and to ensure the health and safety of themselves, their workers and
other people affected by the workplace.
They meet this obligation by complying with the relevant workplace health and
safety regulations that govern their type of business and by following the
Advisory Standard or adopting an equally effective way of managing exposure
to risks. Employers who do not meet their obligations under the Act may face
severe penalties (fines, imprisonment, lawsuits).

ANS3

EMPLOYEE OBLIGATIONS UNDER WHS LEGISLATION

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Workers must follow instructions and act in a way that does not place at risk
their own health and safety or that of any other person. This relates to
removing or dealing with hazards of any type.

Example: Obligations relating to manual handling

In relation to manual handling, employers must provide a workplace designed

to minimise risk from hazards of back injury.  This design includes furniture,
equipment and containers used in the workplace.

In cases where manual handling is necessary, employers must provide one or

more of the following, as applicable:

 mechanical lifting aids

 sufficient staff to allow team-lifting procedures
 adequate information, instruction, training and supervision to enable
employees to work without risk to health and safety.

Workers must ensure that wherever possible:

 correct lifting procedures are followed

 mechanical aids or team-lifting procedures are used.

The manual handling policies and procedures of an organisation should be

subject to discussion between employees and the employers who are required
to carry out the manual handling, as well as their representatives on health
and safety issues.

ANS4

WHO TO CONSULT TO DEVELOP WHS PLAN

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You must consult your workers when planning to make changes that may
affect their work health and safety, for example when:

changing work systems such as shift work rosters, work procedures or the
work environment

developing a new product or planning a new project

purchasing new or used equipment or using new substances

restructuring the business.

A procedure sets out the steps to be followed for work activities. You must
consult with affected workers when developing procedures for:

resolving work health and safety issues

consulting with workers on work health and safety

monitoring workers’ health and workplace conditions

providing information and training.

ANS5

HOW TO COMMUNICATE WHS IN WORKPLACE

Use appropriate forms of communication 45. Many workplace incidents can be

avoided by tailoring communications to the specific language needs and
abilities of employees. 46. Employers must work with employees to determine
the most appropriate communication methods for the workplace. There are
several factors to consider when deciding on the best approach, including: •
the type of information being communicated • the number

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 of people to be informed • the range of
languages involved. 47. Depending on the resources available and the
proportion of employees who do not speak English, consider sharing
information through: • individual sessions • practical demonstrations
• group sessions provided in English, but with extra
time set aside for explanation and questions. 48. In addition to
these methods, if there are a large number of employees from a particular
language group, consider: • holding meetings in the relevant
language • providing written translations • translating
safety signs. 49. While each workplace is different and will have different
communication needs, there are a number of guiding princip

ANS6

FUNCTION OF OHS COMMITTEE

All workplaces should have a joint health and safety committee, established
under Section 72 of the 2004 OHS Act. A joint committee is a useful way of
establishing a permanent forum for communication between workers and
management on health and safety issues.
However, it must be clearly understood by all parties that the role of a joint
health and safety committee is to complement the activities of the health and
safety representatives, not to replace them. Issues at the designated work
group level must be resolved by the relevant OHS rep and the management
representative. If the issue cannot be resolved then the processes outlined in
Part 2.2  - Issue Resolution Procedures in the 2007 Regulations should be
followed. The rep has the right to do a number of things (eg issue a PIN, order
a stop-work if there is an immediate risk, etc) if the issue is not resolved.

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The Health and Safety Committee is the forum to look at wider workplace
issues, such as development of policies, training programs, review of the
maintenance schedule, employment of consultants, and so on.

ANS7

HAZARDS AT WORKPLACE

There are four main types of workplace hazards:

Physical hazards are the most common hazards and are present in most
workplaces at some time. Examples include: frayed electrical cords, unguarded
machinery, exposed moving parts, constant loud noise, vibrations, working
from ladders, scaffolding or heights, spills, tripping hazards.

Ergonomic hazards occur when the type of work you do, your body position
and/or your working conditions put a strain on your body. They are difficult to
identify because you don’t immediately recognize the harm they are doing to
your health. Examples include: poor lighting, improperly adjusted workstations
and chairs, frequent lifting, repetitive or awkward movements.

Chemical hazards are present when you are exposed to any chemical
preparation (solid, liquid or gas) in the workplace. Examples include: cleaning
products and solvents, vapours and fumes, carbon monoxide or other gases,
gasoline or other flammable materials.

Biological hazards come from working with people, animals or infectious plant
material. Examples include: blood or other bodily fluids, bacteria and viruses,
insect bites, animal and bird droppings.

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ANS8

Some ways to identify hazards and control risks:

1. Talk with workers (including contractors) who are or will be performing

any tasks to identify all potential hazards and the best ways to eliminate or
reduce risk.

2. Make sure you are aware of any high risk activities, work with new
machinery or new work processes before they happen.

3. Understand the hazards associated with tasks you supervise and have
risk controls in place before work starts. This could mean preventing work
from being done while a safety issue is being resolved.

4. Take action to resolve health and safety issues as soon as possible. This
includes escalating the issue to more senior management if necessary. Once
agreement is reached on how to fix a problem, implement it as soon as
possible.

ANS9

HOW TO CONTROL HAZARDS AND RISKS

What are Control Measures?

1. Eliminate the hazard. ...
2. Substitute the hazard with a lesser risk. ...
3. Isolate the hazard. ...
4. Use engineering controls. ...
5. Use administrative controls. ...

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 6. Use personal protective equipment.

ANS10

TWO COMPONENTS OF RISK

Risk has three components. These components need to be considered

separately when determining on how to manage the risk. Risk Components
are:

 The event that could occur – the risk,

 The probability that the event will occur – the likelihood,
 The impact or consequence of the event if it occurs – the penalty (the
price you pay).

ANS11

PRACTICABLE HAZARD AND UN PRACTICABLE HAZARD

Reasonably practicable means doing what is reasonably able to be done to

ensure the health and safety of workers and others.
Employers and businesses (and other PCBUs) should always try to eliminate, so
far as is reasonably practicable, any health and safety risks in the workplace. 
If a risk cannot be removed, you must minimise it by doing one or more of
these things:

 substituting (wholly or partly) the hazard with something with a lesser

risk

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  isolating the hazard from any person exposed to it
 implementing engineering controls (if the risk remains you must
implement administrative controls)
 use personal protective equipment.

ANS12

ASSESSING EFFECTIVENESS OF WHS SECURITY SYSTEM

Assessing risk involves considering what could happen if someone is exposed

to a hazard and the likelihood of it happening. Carrying out a risk assessment
can help you evaluate the potential risks that may be involved in an activity or
undertaking.

A risk assessment can help determine:

 how severe a risk is

 whether any existing control measures are effective
 what action you should take to control the risk
 how urgently the action needs to be taken.

A risk assessment should be done when:

 there is uncertainty about how a hazard may result in injury or illness

 the work activity involves a number of different hazards and there is a
lack of understanding about how the hazards may interact with each other
to produce new or greater risks
 changes at the workplace occur that may impact on the effectiveness of
control measures.

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It is mandatory under the model WHS Regulations to carry out a risk
assessment for high risk activities such as entry into confined spaces, diving
work and live electrical work.

ANS13

COMPONENTS OF WHS MANAGEMENT SYSTEM

Integration: The Occupational Health and Safety Management is integrated

into the organisation’s other management systems.

Management commitment: The CEO or delegated senior management is

totally committed to Occupational Health and Safety Management and this is
driven from this level down through the organisation.

Organising, planning and resourcing: Plans set Occupational Health and Safety
objectives, strategies and programs. Financial and human resources for
addressing Occupational Health and Safety are allocated.

Responsibility and accountability: Responsibilities are identified and allocated

to individuals within the organisation, accountability mechanisms are
established.

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Occupational Health and Safety expertise: Occupational Health and Safety
expertise is established in-house or engaged from external Occupational
Health and Safety providers.

Policy and Procedures: Policy and procedures are established, documented

and implemented for key Occupational Health and Safety processes, specific
types of hazardous work, first aid, treatment and emergency response.

Risk management: Hazards are systematically identified, risks assessed and

controlled, and their effectiveness is monitored.

Consultation and participation: Workers are represented and consulted in

matters that effect their Occupational Health and Safety.

Occupational Health and Safety instruction and training: Managers, supervisors

and workers receive Occupational Health and Safety training.

Monitoring, reporting, investigating and correcting deficiencies: Occupational

Health and Safety problems and incidents are identified, reported and
investigated and corrective action is taken.

Auditing, review and performance monitoring: Arrangements for managing

Occupational Health and Safety Management are audited, reviewed and
improved as necessary. Performance measures are established and there is

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 ongoing monitoring of Occupational Health and Safety Management
performance against these indicators.

Documentation: Structures, planning activities, responsibilities, processes and

procedures, resources and action taken to develop, implement, evaluate and
review Occupational Health and Safety Management are documented.

ANS14

Reporting an incident

Employers, occupiers and person in charge must report the following types of
incidents to VWA.

Health and safety incidents

 death

 employees or persons who require either:

o medical treatment by a doctor (for example, fractures,

administration of a drug or medical treatment)

o immediate treatment as an in-patient in a hospital.

 incidents involving high risk equipment or plant listed in the Equipment

(Public Safety) Regulations 2017

Explosives

 theft of explosives

 injuries caused by explosives

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 Dangerous goods

 any releases of dangerous goods (for example, gas leaks or spills of

liquids)
What happens if I don't report an incident?

Employers or occupiers that do not report incident appropriately may be

prosecuted under the following Acts and Regulations:

 Occupational Health and Safety Act 2004

 Occupational Health and Safety Regulations 2017

 Equipment Public Safety Act 1994

 Equipment (Public Safety) Regulations 2017

 Dangerous Goods Act 1985

 Dangerous Goods Explosives Regulations 2000

 Dangerous Goods Storage and Handling Regulations 2000.

Penalties may include fines, enforceable undertakings or warning letters. The

penalties vary based on the severity of the incident.

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