WORKER

HANDBOOK
Welcome
Welcome to the Labourpower Recruitment Services team.
You, together with our clients, are our most valuable asset; without the clients we don’t have the
assignments and without you doing an exceptional job, we don’t have the business. Our aim is to
make you feel part of our team and to ensure you are kept busy working for Labourpower.
This Worker Handbook contains some important information which will help you understand our
policies, guidelines and business processes. Please take the time to read it.
Please remember that doing an exceptional job and having a positive, can-do attitude will ensure you
are getting the most out of working at Labourpower and increase the chances of continued work.

About Us
Labourpower Recruitment Services is an Australian owned specialist industrial recruitment
company that commenced operations in October 2002, in Sydney.
We offer a complete range of recruitment and training services, including:
 Industrial casual/temporary recruitment
 White collar casual/temporary recruitment
 Contracting
 Permanent Recruitment
 Executive Selection & Search
 Human Resource Consulting
 Training courses and Traineeships

Labourpower specialises in the areas and industries of:

 Food Manufacturing & Packaging
 Events
 Transport
 Government
 Waste
 Recycling & Refuse
 Manufacturing
 Cleaning
 Shipping
 Warehousing & Logistics

Some of the positions we can provide employment for:

 Truck Drivers
 Forklift Drivers
 Process workers
 Packers
 Machine Operators
 Labourers
 Storemen
 Event staff – Security Guards, Bar Staff, Customer Service

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Contact
OFFICE HOURS:
Monday – Friday 8:00AM – 5:00PM

After Hours Contact

Labourpower is contactable 24 hours a day, 7 days a week on the below numbers.

Please note that our afterhours service cannot answer payroll enquiries. If you have a payroll query
please contact your relevant office during office hours:

NSW:
PRESTONS: 5 Yarrawa St, Prestons NSW 2170 PH: 02 8811 9000
OR 02 4640 4400
PORT BOTANY: 1, 2 Simblist Road, Port Botany NSW 2036 PH: 02 8336 6200
NEWCASTLE: 1, 140 Nelson Street, Wallsend NSW 2287 PH: 02 4949 9300
TUGGERAH: 4, 19 Reliance Drive, Tuggerah NSW 2259 PH: 02 4355 9800
QLD:
UPPER MT GRAVATT: 2072 Logan Rd, Upper Mount Gravatt QLD 4122 PH: 07 3420 7300
REDBANK: 11/59 Brisbane Rd, Redbank QLD 4301 PH: 07 3420 8200
VIC:
MULGRAVE: 1, 2 Compark Circuit, Mulgrave VIC 3170 PH: 03 8541 7700
LAVERTON: Unit 5A 32-34 Little Boundary Road Laverton North PH: 03 9394 5300
SA:
ADELAIDE: 4 Martin Avenue, Gillman SA 5013 PH: 08 8110 5300
WA:
PERTH: 90 Bannister Road, Canning Vale WA 6151 PH: 08 6350 9502

Communication
“Communication is paramount to an excellent working relationship”
You must advise Labourpower immediately if you:
 Are unable to attend or complete an assignment, you are running late for work or cannot
get to work. We need to know least two (1) hour prior to your scheduled start time
 If you are injured, involved in an incident, have identified a hazard whilst you are on
assignment or if your safety is in question
 If you are experiencing difficulty with the assignment
 If you experience any bullying and harassment whilst on an assignment
 If the client has requested that you work overtime and you are fatigued
 When you are not familiar or have not been adequately trained or inducted in the use of any
plant / equipment / machinery or work processes

You should call your Labourpower consultant:

 About any changes or difficulties with an assignment
 If the client offers you a full time position
 If you are notified by the client of the date your assignment ends
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  When the duties you are performing significantly change

After applying for a job with Labourpower

After we have looked at your skills, experience and interests, our consultants may call you with any
suitable assignments and you will be required to undergo an induction process at a Labourpower
office which involves an interview, fitness for work assessment, and registering via the Labourpower
Kiosk.
We welcome your call at any time to advise:
 if you have recently upgraded your skills, so we can add those details to your file
 your availability for work
You must notify Labourpower in writing if you wish to make any changes to your personal details.
Please email your Consultant to update your file with any change to your personal details.

Our Expectations
Working as a casual worker brings new challenges on a weekly basis. It will offer you variety and
flexibility in your working life. Due to the nature of your employment with us, we are unable to
guarantee that you will always be in work all of the time or have work with one consistent host
employer. However adhering to the below expectations will present more opportunities for you and
greatly increase your chances of future work with Labourpower and our host clients.
Our expectations are simple, we expect you to perform the assignment to the best of your ability
and remember that whilst on assignment your performance, attitude and willingness are all
contributing factors that will have clients specifically requesting you back for future positions.
General Conditions
When considering our offer of work, if you know of a reason that may prevent you from completing
an assignment (e.g. holiday, prior appointment, health concern, not physically suitable, fatigued) you
MUST let us know at that time.
Once you have accepted an assignment you are expected to complete it to the best of your ability.
You will be briefed on each assignment, and in many cases you may be required to attend an
induction training course before commencement of your shift. However, if you are unsure of any
aspect of the job please don’t be afraid to ask questions.
Whilst on an assignment:
 Ask your supervisor when it is convenient to take breaks and for what duration

 Be courteous and leave mobiles switched off and diverted to your voicemail during work
hours
 If you find yourself with spare time please ask your supervisor what other tasks you can do

 If you encounter any difficulties, or have a complaint, please address it with your
Labourpower consultant
 Do not discuss details of work assignments or any client business that could be considered
confidential in nature.

Safety On-Site
 We are particularly concerned about your safety and welfare and expect you to exercise due
care, skill and diligence to make sure that all your activities are carried out in a safe manner.

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 The Work Health and Safety (also referred to as occupational health and safety) manual is
incorporated in this handbook, please make sure that you read and understand it.

Induction
 As part of our induction process for Labourpower, you will be required to complete our online
induction training. Our induction modules can be accessed through RecruitKit. You will be
emailed all of the information on how to login and access your modules online.

Fitness for Work Assessment

 Labourpower is committed to placing you out to a host client site where you will be able to
work in a manner that is safe for you and any other person you work with. As such, all
Labourpower workers are required to undergo a Fitness for Work Assessment at registration
as a condition of your employment to assess your capacity to undertake the duties safely.

Timesheets
 Your hours must be recorded on a Labourpower timesheet, on the appropriate time keeping
system in place at Labourpower client sites or via the Labourpower App. Please ensure you
ask a Labourpower Consultant how your time worked is recorded and what is expected of you
to ensure your times are recorded and you are paid correctly.
 Your pay may be delayed if we do not receive a record of your hours in time for payroll to
process. Please ensure your host employer has the information they need prior to your last
shift of any week to ensure there are no delays to your pay. Also, if they use the Labourpower
App please make sure you start and finish each shift so you are paid correctly.
Payroll
Your pay will be deposited into your nominated bank account by Electronic Funds Transfer (EFT)
overnight Thursday and will be available to draw on Friday morning.
A pay slip will be emailed to your personal email address or client site if requested.
Payroll and taxation details should be completed at the initial interview. If you have not supplied
these details please email these to your consultant. Please ensure you keep your personnel
information with Labourpower current. If you have recently moved, changed your bank, super details,
contact number or email, you must notify your Labourpower consultant. We do not accept these
details over the phone.
 Superannuation - Labourpower makes a contribution on earnings excluding overtime once
you have received the minimum monthly wage in accordance with the Superannuation
Guarantee Legislation. If you do not nominate a complying superannuation fund,
contributions will be sent to Labourpower’s default fund – TWUSUPER.

 Payment Summary - your payment summary will be uploaded to your MyGov account at the
end of the financial year. This will be available to view once the statement is tax ready. You
will also see that you are a business/sole trader on your summary. Do not be alarmed, this is
correct and in line with the ATO instructions for Labour Hire arrangements.

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Policies and Procedures
For a copy of the full policy please contact your Labourpower consultant or HR on 02 8336 6200.
Below is a summary of our policies.

Verbal Abuse
Verbal abuse includes but is not limited to:
 Undue criticism

 Belittling an employee

 Offensive jokes

 Gestures

Discrimination and Harassment

Labourpower will not tolerate unlawful discrimination or harassment in the workplace. Any worker
found to have unlawfully discriminated against or harassed another workplace participant (including a
customer or client) will be subject to disciplinary action which may result in immediate dismissal from
the site and potentially hindering future employment with Labourpower.

Meaning of discrimination
Discrimination occurs when a person or group is treated less favourably than another due to a
characteristic that is protected by legislation e.g. age, gender, race, disability or marital status.
Unlawful discrimination can occur either directly or indirectly.

Meaning of harassment
Harassment is described as any unwelcome and uninvited behaviour (verbal, non-verbal, physical,
written or visual) which has no legitimate workplace function and which intimidates, humiliates or
offends another person or persons. Harassment on the basis of a ground of discrimination such as sex,
age, marital status, race, disability is unlawful.

Sexual harassment
Sexual harassment includes but is not limited to:
 Any unwelcome conduct of a sexual nature which has the possibility of intimidating,
humiliating or offending another person or persons.
 Workplace participants may not always realise that the behaviour constitutes sexual
harassment, but they must recognise that what is acceptable to one person may not be
acceptable to another.
 Harassment can be a single or repeated act of offensive behaviour.

 Sexual harassment is not behaviour which is based on mutual attraction, friendship and
respect that is invited, consensual or reciprocated.
Sexual harassment examples include but are not limited to:
 Staring or leering

 Wolf whistling

 Deliberately brushing up against a person, touching, hugging, patting, pinching or fondling

 Suggestive comments or jokes

 Insults or taunts of a sexual nature

 Sexual demands, requests for sex or unwanted requests to go out on dates

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  Sending emails or text messages containing inappropriate advances or sexually explicit
content
 Behaviour that may also be considered to be a criminal offence, such as physical assault,
indecent exposure, sexual assault, stalking or obscene communications
Bullying
 Workplace bullying is repeated, unreasonable behaviour directed towards a worker, or group
of workers, which creates a risk to a worker’s mental or physical health and safety.
 Unreasonable behaviour is that which a reasonable person, having regard to all the
circumstances, would see as unreasonable, including behaviour that is victimising,
humiliating, intimidating or threatening. Risk to health and safety includes risk to the
psychological, emotional or physical health of the person.
 Repeated behaviour does not necessarily refer to repeated instances of the same type of
unreasonable behaviour. A pattern of behaviour involving a series of different types of
unreasonable behaviour may constitute bullying.
Bullying is not reasonable management action carried out in a reasonable manner, and does not
include:
 Allocating work

 Rostering work hours

 Setting performance goals and deadlines

 Giving fair and constructive feedback

 Informing a worker about unsatisfactory work performance or inappropriate behaviour

 Restructuring the workplace or other significant change regarding how work is done

 Action taken in a reasonable manner to demote, discipline, counsel, retrench, dismiss

Examples of bullying behaviour include but are not limited to:

 Isolating or excluding a person from a work team

 Psychological abuse which destroys self-esteem and confidence

 Initiation practices

 Sabotaging another’s work

Complaints and investigation procedure

Any complaints received by Labourpower will be confidential, impartial, free of repercussions and
resolved in a timely manner.
Step 1 - If the individual feels confident to do so, try to resolve the matter directly with the other party
involved by letting the person responsible for the behaviour know that the behaviour is offensive and
unacceptable.
The individual can seek information or support from a contact officer at this stage.
Step 2 - If the incident is unable to be resolved directly between those involved, the issue should be
referred to a supervisor, manager or the HR representative for assistance to try to resolve this issue.
Where appropriate, the supervisor or manager will try to resolve the issue informally (e.g. by talking
to both parties separately or together, or arrange a mediation if appropriate in the circumstances.)
Step 3 - If informal resolution is not appropriate or has not been successful, a more formal approach
will be necessary which would include an investigation in most cases.
Individuals must raise the issue/complaint to a Labourpower Consultant and their onsite Supervisor.
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If a formal investigation is required, then the complaint should be formally recorded in writing, and
provided to the Consultant.
Equal Employment Opportunity (EEO)
Current legislation outlaws discrimination against employees and other workers on grounds of race,
colour, descent or national or ethnic origin, sex, religion, or belief, political opinion, age, marital status,
carers responsibility, mental, physical or physiological impairment or disability, sexual preference,
transgender status and pregnancy.
Labourpower encourages and welcomes the contribution of all races and ethnic backgrounds including
those of Torres Strait, Islander and Aboriginal descent.
Drugs and Alcohol
Labourpower respects an individual's right to privacy whilst at work or conducting work activities for
Labourpower, however, all employees whilst at work and conducting work for Labourpower must be
able to function at an acceptable level of performance and not be impaired by drugs or alcohol.
Employees must ensure that they also comply with site requirements and drug and alcohol policies of
Labourpower's customers when undertaking work at various sites.
Being in possession or consuming illegal drugs or alcohol (unless drinking alcohol is expressly
authorised at specific functions or events) during work hours will be regarded as serious misconduct
and will be dealt with in accordance with our Disciplinary Procedure.
Screening procedure
The types of screening that may be carried out at Labourpower are (i) pre-employment testing
involving a drug and alcohol screen; (ii) random screening; and (iii) causal screening.
Random screening may occur on any random day on a 24 hour x 7 day per week basis for all employees
on site.
Causal screening may, without limitation, involve a drug and alcohol test for any person/s involved in
an incident that resulted in either a near miss, medical treatment, or a lost time injury, or when it is
reported that there is reasonable belief that a person is under the influence of drugs and alcohol.
Procedure for alcohol testing
If a person returns a negative indication, that is 0.000% for the presence of alcohol, no further action
is required and the person is to resume normal duties.
Any person with a BAC level above 0.01% will be required to undertake a re-test to confirm the BAC
level during which time the person is to remain in a controlled testing environment and is not to return
to work. If the second test reading then shows an indication to the presence of BAC above 0.01%, the
employee will be deemed to be under the influence of alcohol and in breach of this policy and may be
subject to disciplinary action up to and including termination.
Procedure for drug screening
If a person returns a negative result for the presence of drugs, no further action is required and the
person is to resume normal duties.
Any person who refuses or avoids participating in the screening and does not have a satisfactory reason
will be deemed to be in breach of this policy and subject to disciplinary measures up to and including
termination of employment.

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Any worker who returns a non-negative result will be:
 Directed and required to attend a re-test at the company’s authorised medical and
screening provider to conduct a confirmation test using either a saliva or urine test
screening
 Not able to return to work until confirmation is achieved

 If the confirmatory test result is negative, or any levels detected are below the cut-off levels
prescribed by AS/NZS4308:2006, the employee may be able to return to normal duties.
If the confirmatory test indicates a non-negative result above the cut-off levels prescribed by
AS/NZS4308:2006, then Labourpower will deem the result as a positive for drugs which is in breach of
this policy and disciplinary action will be taken in accordance with the Disciplinary Policy up to and
including termination of employment.
If the confirmatory test indicates an invalid or inconclusive result and/or recommends further testing,
the employee will not be permitted to attend work until a confirmatory test is undertaken which
confirms a negative result.
Process following a Confirmed Positive Result
The following steps will be taken for a Confirmed Positive Result:
 The person tested and the supervisor will be informed of the result
 Labourpower will attempt to arrange transport home for the employee
 The employee will be in breach of this policy and disciplinary measures up to and including
termination of employment may be an outcome
Dress Code / Standard
As representatives of Labourpower it is your responsibility to maintain a professional standard in dress
and grooming and to conform to the standard of presentation required. Your consultant will advise
you of the appropriate attire for each assignment and the following must be adhered to:
 Supplied uniforms must be worn at all times in work hours
 All clothing must be kept clean, ironed and in good condition (not torn or faded)

 Uniforms are not to be mixed and matched with other non-uniform clothing

 Jewellery is to be kept to a minimum

 Long hair is to be tied back

 Appropriate PPE is to be worn correctly – please also refer to the WHS section

 The following is considered unacceptable or inappropriate dress:

o Revealing clothing such as midriff tops

o Thongs and open sandal type shoes
o Excessive jewellery and body piercing are unacceptable
o Unshaven
Where a worker’s appearance does not meet the standard required, he or she will be sent home and
may face disciplinary action.
Work Solicitation - Labourpower workers must not seek employment on a direct basis with a
Labourpower client or any other client with which he or she has come in contact with due to his or
her employment with Labourpower. Any direct approach for employment by the host employer
should be reported to Labourpower immediately. Any permanent placements of worker at a client

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site will be arranged between Labourpower and the client directly. Workers must notify Labourpower
immediately if there are any changes to an assignment.

Privacy and Confidentiality

13.1 Privacy - Labourpower adheres to the Privacy Legislation and will keep all relevant information
in confidential files. This information will be used by only those Labourpower staff that need the
information in order to perform their duties or when required by law. Such information may include
the initial application form and related registration, bank account details for purposes of direct
deposit of wages, tax file numbers, earnings records, medical health and safety information, work
authorisations and personal information related to the employment and administration. You may
view the information in the office with a Labourpower representative by appointment.
Personal information also includes sensitive health information which may be required by
Labourpower from time to time. By accepting work with Labourpower, you are giving consent to
Labourpower accessing, holding and using your personal information and providing it to third parties
in relation to your employment where necessary, including to any Labourpower client company.
You are prohibited from disclosing to any third party, or from using, any personal information that
you obtain through your work on an assignment for our clients both during and after your
employment with Labourpower.
Confidential Information - You are likely to become aware of confidential, commercial and sensitive
information about Labourpower and its clients during assignments that you perform for
Labourpower's clients. This information forms part of Labourpower's confidential information and
you are expected to treat it as such. If you breach this obligation you may be subject to disciplinary
action, including the termination of your employment.
"Confidential Information" means all information relating to Labourpower and its clients which is
confidential and not in the public domain (unless in the public domain because of a breach of
confidentiality by a person other than you).
You must not use Confidential Information or disclose any Confidential Information other than
Confidential Information that:
 You are required to disclose in the proper performance of your duties
 Was public knowledge (other than as a result of a breach of confidentiality); or

 You are required by law to disclose.

You are required to immediately notify Labourpower of any suspected or actual unauthorised use,
copying or disclosure of Confidential Information.
Your obligations above in relation to "Confidential Information" apply both during your employment
and after it ends.

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Labourpower Workplace Health and Safety
Work Health & Safety & Rehabilitation Policy
Work Health and Safety (WHS) Policy
Management of Labourpower is committed to the health and safety of our workers. In order to
provide our clients, “host employers”, with expert and efficient services, Labourpower, our workers
and host employers must all be committed to and continuously promote safe and healthy
workplaces.
In order for Labourpower to meet the host employer’s staffing requirements, we will endeavour to
verify that the host employer complies with all relevant WHS legislation to ensure the health and
safety of all workers. This includes systems of work, relevant information, instruction, training and
supervision necessary to ensure you and other workers work in an environment free from risks to
health and safety. Should the host employer change the nature of the duties, or request you to
undertake tasks that are either dangerous or beyond your capability / training, we require you to
notify Labourpower of these changes immediately.

All workers have WHS responsibilities. Workers must take reasonable care in the health and safety
of themselves and others. It is expected that you and all workers cooperate with the employer and
host employer on health and safety issues and follow safe practices of the workplace.

Workers are obligated to inform a Labourpower representative of any past or present medical
condition or injuries that may affect their ability to safely complete an assignment so that we do not
place them in jobs that may aggravate the medical condition or injury.

At Labourpower, we will never knowingly place a worker in an unsafe worksite. Through the
implementation of these policies, we commit to complying with relevant WHS legislation to ensure
the health and safety of our workers.

We regard all work injuries as potentially preventable and recognise that safe work environments will
only be achieved by management and workers communicating openly and working together.

To achieve our objective the Company will seek to:

 Comply with all applicable WHS laws, regulations standards and codes of practice.
 Have clearly defined health and safety responsibilities for managers and all workers.
 Identify and reduce the risks of work activities that have the potential to produce personal
injury or workplace illness.
 Active consultation, cooperation and coordination with workers on workplace health and
safety concerns and/or suggestions.
 Train and hold individual workers accountable for health and safety in their area of
responsibility.
 Consult with host employers to work to eliminate hazards and practices that could cause
incidents, injuries and illnesses and provide training and information necessary to ensure
your health and safety.
 Consulting with industry experts when legislatively or operationally determined.
 Continually review policies and procedures to ensure legislative compliance.

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  Incorporate health and safety into the business planning cycle so that objectives can be set,
plans formulated and performance measures determined for the purpose of continually
improving our management systems.
 Allocate resources to meet the commitments of the Workplace Health and Safety Policy.
 Undertake to help our people to achieve full recovery through prompt treatment and active
rehabilitation programs following workplace illness or injury.

Rehabilitation Policy
In the event of an injury, Labourpower is committed to rehabilitating workers injured while carrying
out their duties, or whilst travelling to and from their place of work. A return to an equivalent pre
injury duties position is the objective.
Rehabilitation can include such things as suitable duties program, medical treatment, counselling and
on the job training for new job skills.
Labourpower’s Obligations – are to report injuries to its insurance company and to cooperate in the
development of an injury management plan.
Management and representatives of Labourpower may use several options to achieve the return to
work goal and to reduce lost time. Labourpower may choose to:
 Place an injured worker into a suitable duties position that complies with your return to
work plan and does not aggravate your injury
 Oversee the injured worker by either our WHS Manager or an agreed representative of
Labourpower to ensure the return to work duties are compliant to the agreed return to
work program
 Appoint a rehabilitation coordinator

 Or any other option that helps with the return of injured workers to pre injury duties.

Workers should note that in some cases employment with the same client, pre-injury, may not always
be available and Labourpower reserves the right to place workers with other host clients.
Injured Worker’s Obligations
 To immediately notify Labourpower if they sustain a work related injury and complete the
appropriate forms
 To legally participate in appropriate rehabilitation and suitable duties as allocated
 Be willing to accept work that is within their abilities and circumstances
 Undertake rehabilitation and / or re-training if needed to improve their chances of getting
suitable work.
WHS Resolution
Workplace safety is an individual and shared responsibility. As a Labourpower worker you have a
responsibility and duty of care to protect your own health and safety as well as the health and
safety of other people.
Should you see an immediate health and safety issue that can be fixed with little impact on the work
at hand, do so! Examples of this may include removing minor clutter from a walkway or wiping up a
minor spill. Ensure good housekeeping at all times.
Should a greater health and safety concern exist, including those that require action by another
worker (such as maintenance personnel) you should temporarily secure the site where possible. This

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can be done by advising nearby co-workers to watch the area and ensure others entering the area
are not placed at risk, placing caution signs around the area or some other method.
If you are involved in an incident or see any incidents or hazards, you are to notify the onsite
Supervisor / First Aid Attendant / WHS Representative and Labourpower as soon as possible.
 If the concern has not been resolved at the host employer level, advise Labourpower as
soon as possible. We will then meet with all parties to resolve the matter
 If, after this step, you still feel that the issue has not been resolved, request the involvement
of a senior manager at the applicable Labourpower office
 We encourage all workers, managers and Labourpower representatives to work together
towards mutual resolution of health and safety issues. However, in the unfortunate
circumstance that the concern has not been resolved to all parties’ satisfaction, workers may
contact the state safety authority information centre to request their intervention.
Labourpower Contacts
If any incidents occur whilst you are on an assignment, please contact your immediate supervisor,
your consultant or either of these Labourpower representatives on 02 8336 6200.
 Work Health and Safety Manager
 A Human Resources representative.
You are an important asset to Labourpower and, as such, we take all reasonable steps where
practicable to your ensure safety whilst undertaking assignments through us.
Labourpower aims to complete WHS checklists, to ensure that all clients provide a safe place of work
for you.
Each client is required to treat our staff as it would their own workers for all health and safety matters.
This includes making you aware of their health and safety policy, assessing and health and safety risks
which may affect you and recording any incidents or injuries that involve you.
Workplace health and safety is largely about common sense and we ask that you co-operate with us
and our clients to ensure your own personal safety and to make sure you actions do not endanger
those around you.

Safety Induction Manual

Safety & You
Your safety, and the safety of the people you are working with, depends on your awareness of safe
working procedures and the need for a safe working environment.
Safety is a cooperative effort. Labourpower acknowledges its obligations, and the client also has an
equal responsibility to provide a safe place to work. You will contribute by having a positive attitude
towards safety and ensuring that you:
 Know how to do the job safely before you commence
 Act responsibly and safely at all places of work
 Do not engage in skylarking, horseplay, jokes or any behaviour that may risk the health and
safety of you or others at the workplace
 Immediately report incidents and injuries to your Supervisor and Labourpower consultant
 Report anything you feel is unsafe about the plant, equipment or work environment
 Address any concerns to your supervisor and Labourpower

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Emergency Procedures and First Aid
You should make yourself familiar with any site specific procedures in particular site evacuation and
emergency procedures. Workers must ensure they know the location of such safety equipment as
emergency eye wash/shower stations, fire extinguisher equipment and First Aid Kit. You should
expect to be advised of the emergency procedures in the host employers’ initial induction.
Personal Protective Equipment (PPE)
If it is not reasonably practicable to eliminate a foreseeable risk to the health and safety to anyone at
the place of work, an employer must control the risk. Controlling or minimising the risk may involve
the use of personal protective equipment (PPE) by workers, in order to reduce their exposure to
hazards.
PPE includes such items as:
 Eye protection (goggles, glasses)

 Hearing protection (ear plugs, ear muffs)

 Respiratory protection (respirators, face masks, cartridge filters)

 Foot protection (safety boots)

 Head protection (hard hats)

 Body protection (aprons, safety harnesses, high visibility clothing).

Note: PPE includes any substance used to protect health, for example, sun screen.
All State and Territory governments have legislative provisions that deal with WHS Regulations which
provide information about the provision and use of PPE.
As a worker, you must co-operate with the WHS requirements stipulated by your employer. If your
employer’s rule is that PPE should be worn, then you must wear it. In addition, you must not
intentionally or recklessly, interfere with or misuse anything provided in the interest of health and
safety, which includes PPE.
When choosing PPE make sure it matches the hazard, it should fit correctly, be comfortable, be
compatible with other items of PPE and free from defects.
Housekeeping
Housekeeping is one of the most important aspects of safety. Good housekeeping can prevent many
incidents and injuries. Keeping your workstations, passageways, emergency equipment and exits
clear from clutter or objects blocking these areas prevents unnecessary slips / trip and falls.
Examples of good housekeeping practices are:
 Cleaning up any spills you see straight away

 Keeping your work area clean and tidy

 Cleaning up after yourself in any kitchen or break area

 Notifying the supervisor that there are uneven surfaces, faulty equipment, lights blown,
other identified or suspect hazards
 Sweep up and pick up.

Hazardous Manual Tasks

Labourpower will ensure, as far as is practicable, that the risks associated with hazardous manual
tasks (also referred to as manual handling) are controlled. We will do this through:
 Providing you with information on hazardous manual task injury prevention in our induction
program. Refer to Induction videos and following information in this section
 Providing you with hazardous manual task information in this booklet

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  Ensuring to the best of our abilities that the host employer provides appropriate hazardous
manual task training to on hire workers and corrects any identified hazardous manual task
risks prior to the worker performing the task.
It is also our policy that workers take responsibility for their health and safety and take reasonable
steps to prevent hazardous manual task injuries, for example NOT lifting items greater than 25Kg by
themselves.
If at any stages during work you feel any discomfort or pain, stop work and report it to both your
supervisor and your Labourpower representative.
Correct Lifting Techniques - Majority of injuries occur from improper lifting techniques, usually a
result from taking short cuts that put your own health in a dangerous proposition.
You should always remember to use correct bending and lifting techniques whether at work or at
home.
The two most common mistakes made in lifting:
 Using the wrong muscles, the back muscles, instead of the leg and buttock muscles
 Lifting too far from the body, instead of holding object close to the body.

Steps to lifting safely

1. Stop and Think - Plan the Lift. Do I need to lift it? Will you need help? Where is the load to
be placed? Ensuring pathway is clear from obstruction.
2. Position your feet to allow a balance and stable base for lifting. Move close to the load and
secure your grip. Have feet pointing in the direction you intend to go.
3. Adopt a good posture, back straight, maintaining normal curves of the spine, holding your
head upright.
4. Power the lift through your legs and body weight. Bending your knees, and NOT your back.
5. Do not twist upper body when turning to a side, step around using your feet.
6. Do not jerk, use smooth and controlled movements.
7. For positioning a load precisely, put down first and slide into the required position.
The right way The wrong way

As a Labourpower worker you are expected to take responsibility to use correct lifting
techniques, and to take care of your back whilst at work. All Labourpower workers will
see the induction that will show you the correct way in which to lift, should you have any
questions or just unsure, please contact your Labourpower Consultant for more
information.
Traffic - High visibility clothing in good condition is important to alert vehicles (trucks, bikes, forklift
etc.) that there are workers on, or near, the area. It assists to create a safer workplace for a worker.
All Labourpower workers are required to wear the Labourpower shirt, unless a special uniform is
required for a particular host employer.

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If you are employed as a driver for any vehicle for work or whilst driving your own vehicle anywhere
you are required to obey all work procedures and road laws and be the holder of a current license for
those vehicles.
Equipment, Plant and Tools Use - All workers must ensure they use any assigned machinery and
equipment safely and only for the job for which it was intended. Ensure that the equipment appears
in good working condition before and after use. Particularly with “higher risk” machinery, it is
important to check that all appropriate safeguards are in place and in working order. With electrical
equipment, also check to ensure the electrical cord are not frayed, that they are well insulated and
fits firmly into the appropriate outlets.
For vehicle operators, a pre-start safety inspection is mandatory and should be performed as per the
manufacturers and host employers instructions.
Workers must not use equipment when it is unsafe to do so. Any damage, malfunctions, incidents or
concerns regarding machinery and equipment must be reported to the onsite supervisor immediately
for further instructions.
Should an immediate safety concern not be resolved, contact Labourpower immediately.
Safeguards are never to be removed and are to be used at all times.
Dirty / Dusty Areas - Dusts, gases, fumes, mists and vapours are common hazards in workplace air
and can seriously affect the health of workers. Inhaling some chemicals such as solvents, can damage
many parts of the body including the brain.
In general terms, we wear a respirator for two reasons:
1. To protect against dust particles
2. To protect against harmful gases and fumes.
The host employer would supply the appropriate mask for you if it is required. It is also very important
that the respirator fits and is worn properly. If unsure how to wear a dust mask please ask your
workplace supervisor to instruct you, alternatively you can contact your Labourpower consultant.
Ensure you wear the supplied respiratory and personal protective equipment whilst working in these
types of workplaces.
Fire - You as a worker can help reduce the chance of fire breaking out by being aware of electrical
wiring defects, flammable vapours, rubbish/clutter and flammable liquid spills, and hot work
activities.
If a fire breaks out on site, your response should be:
 Assist any person in immediate danger – only if safe to do so

 Raise the alarm and call emergency services.

 Evacuate to the assembly place area and remain there until all clear has sound or instructed
to do so by the site emergency coordinator.
You should not try to contain a fire unless trained to do so.
Safety Signs - Warning and safety signs, evacuation maps as well as danger tags are placed
strategically around the site in recognised hazard areas to make all persons aware of these dangers.
Defacing or tampering with these signs will result in disciplinary action up to and including dismissal.
Safety guards and safety rails are to remain in place at all times. Never remove any guard.
 Take notice of all warning signs, safety signs and danger tags.
 Look for warning signs with clear instructions on the nature of any risk.
Sharps - e.g. needles, pins, razor blades, fine glass, cover slips.

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Handling sharps:
 Never place hands into any hidden areas (e.g. drains, cavities or garbage bags) where the
hands or fingers are not clearly visible.
 Wear puncture resistant gloves and disposable gloves under the first set of gloves.

 Do not attempt to recap, break or bend needles.

 Always clean up after glass breakage, large breakage of glass, may require vacuuming of the
area or if food in the area, food may need to be thrown out.
 Always use a sharps container for collection of any needles or syringes.

 Wash hands and collection equipment thoroughly with warm water and soap, and if
contaminated with blood or body substances treat with a suitable disinfectant solution.
Handling Needle-stick injuries:
 Stay calm
 Wash hands or the suspected area thoroughly with warm running water and soap. (Alcohol
wipes can be used when soap is not available)
 If the eyes are contaminated, rinse the area gently with water or normal saline solution
while the eyes are still operation.
 Pat area dry around the injury and apply sterile dressing.

 Ensure the needle/syringe involved in the injury is safely collected in a secure container.

 Report the injury immediately to your supervisor and Labourpower consultant immediately.
To have a terminal disease or virus transmitted through this type of injury is rare and as a
precaution, all of these injuries or even suspected injuries you will be expected have go to the
preferred medical centre for blood testing and possibly vaccination over a period of 3 months.
Environment/s
Noise
An employer is responsible to provide correct hearing / noise protection in areas where workers may
be exposed to high levels of noise.
A worker is responsible to comply with the host employer to wear correctly the hearing protection
provided or to comply with any practice in place to reduce excessive noise. Hearing protectors should
be regularly cleaned and maintained and ‘worn out’ or damaged parts should be replaced.
While at a host employer:
 When hearing protection is not provided in areas of high noise, report the issue immediately
to your supervisor or Labourpower representative.
 Do not deliberately subject yourself to very high sound levels such as noisy machinery.

 Do not wear mp3-players instead of protective ear muffs.

 Be aware that your risk increases if you are occupationally exposed to solvents or toxins or if
you are taking certain drugs.
 Talk to either the WHS / safety officer or supervisor about making your workshop quieter.

 If you cannot avoid loud sound, then you should protect your ears with earplugs or ear
muffs. Balls of cotton wool or paper tissue offer little protection.
 You should give your ears frequent rest from noise.

If you feel you may be experiencing exposure to loud noise, discuss ways to control and reduce
your exposure to the noise with your site supervisor/health and safety representative or your
Labourpower consultant.

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Heat / Cold (including sun, wind and rain)
If you are working outdoors, remember to cover up and slip, slop, slap. Wear hats / long sleeve
collared shirts, sun block over exposed skin before working outside. Do not leave your skin exposed
to the sun’s harmful rays. The ultra-violet (UV) hazard is greatest between 11.00am and 3.00pm even
in overcast conditions. Wearing Australian standard compliance clothing, sun block and eye wear are
recommended.
Signs and symptoms of heat illness include: Flushed skin, fatigue, dizziness, muscle cramps, nausea,
vomiting, dehydration, excessive or erratic pulse, shivering, and loss of co-ordination or slurred
speech.
If you are experiencing any of these effects, reduce your exposure to the hazard and contact your site
supervisor / health and safety representative and / or a Labourpower consultant immediately.
Electricity
In order to avoid electrical hazards you must ensure that you are working in a safe environment, don’t
wear jewellery or metal wrist watches, check insulation regularly, make sure your tools and
equipment are clean, look out for overheating equipment, keep machines well maintained and
lubricated, use tools with insulated hand grips, ground / earth leakage devices to be checked
regularly, wear non-conductive footwear, and check that electrical equipment has been recently
inspected by a competent person.
If a person becomes electrocuted the following action should be taken:
1. DO NOT TOUCH PERSON IF CONNECTED TO LIVE CIRCUIT
2. Shout for help and switch off the power
3. If you cannot turn off power – try to separate the power source from the casualty by using a
non-conductive implement such as a wooden broom. If this is not possible or high voltage
equipment is involved, contact emergency services
4. Seek urgent first aid and medical attention.
Heights
Where a person or object can fall from one level to another, a safe working at heights method must
be implemented. Fencing, handrails, barriers & overhead protection, scaffolding, fall arrest systems
and safety netting and administrative controls all should be considered and the risk assessed for all
working at heights.
Should any Labourpower worker be requested to work at heights and you have not been involved in
the risk assessment and trained appropriately, please contact your Labourpower consultant
immediately.
Confined Spaces
Should any Labourpower worker be requested to work in confined spaces, please ensure you notify
your Labourpower consultant immediately so that Labourpower can ensure that you have been
appropriately trained and the appropriate risk assessments have been carried out to ensure your
safety.
Fatigue Management
Signs of Fatigue include:
 Excessive yawning or falling asleep at work

 Short term memory problems

 Inability to concentrate

 Impaired decision making and judgement

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  Reduced hand – eye coordination and slow reflexes

Labourpower will endeavour to ensure that all workers have adequate rest breaks, and recovery so
they can be suitably fit for their next period of work, as well as the following:

 Comply with all relevant national legislation

 Communicate this policy and relevant information to all workers

 Increase worker awareness of fatigue management

 Provide support to any employees who are not fit for duty due to fatigue and to treat all
cases with confidentiality.
 Ensure there is a minimum of 10hrs between shifts.

Employees and Workers are also responsible to notify Labourpower if they have not received adequate
rest breaks or recovery periods before the next period of work, not to report to work when they are
genuinely fatigued, and to notify Labourpower if they have been asked to undertake a period of
overtime from the client. Workers must also assess their own fitness for work before commencing
work and look out for signs of fatigue in the people you work with. Everyone has the responsibility
comply with this policy.

Correct Stretching Techniques

Regardless of which occupation you are performing, whether in the office, on the road or in an
industrial setting, stretching is an excellent way to rejuvenate your muscles and assist in injury
prevention. Stretching should:
 Not go to the point of pain. It should be relaxed and slow
 Permit easier movement and increase joint range of motion
 Be held for 5-10 seconds and be done to both sides of the body.

Correct Workstation Set-Up

If setting up for a sitting sedentary workstation, it is important to adjust your workstation so that:
1. The chair height allows feet to be flat on the floor or on a footrest
2. The backrest supports your lumbar curve
3. There is adequate clearance between the desk and thighs
4. Thighs are parallel to the floor
5. Shoulders are relaxed and elbows are at about a 90 degree angle when
hands are on the home row of keys (a-l)
6. Wrists are straight when resting on the home row of keys
7. The screen is set at a comfortable viewing distance (at approximately arm’s length)
8. The top of the screen is set at about eye level
Hazardous Chemicals
Under no circumstances are any workers to handle any hazardous chemicals without the proper
training and PPE. All staff are to report instances where they have been requested to handle these
goods without the proper training and PPE.
Hazardous chemicals can be identified by proper warning signs similar but not limited to these

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Material Safety Data Sheet (MSDS) and Material Safety Handling Sheet (MSHS)
A MSDS and MSHS both are documents that have been created by the manufacturer or importer of
to provide information about substance and how it should be use and how to avoid harm when using
it at the workplace. The MSDS must include information about Chemical identification / chemical and
physical properties, health hazard information (First aid), precautions for use and safe handling
information, transport information, Risk and safety phrases classification.
MSHS is mostly used for non-hazardous/non-dangerous goods, which provides mostly health hazard
information, precautions for use and safe handling information. It is imperative that you make
yourself aware of these documents and that you adhere to them.

PLEASE KEEP A COPY OF THIS WORKER HANDBOOK FOR YOUR

REfERENCE

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