Health and safety manual (last updated 11.12.15)

Laser Electrical Riccarton Health andSafety Manual
Version 2 –December 2015
Health and Safety
Manual
Our People, Our Commitment
Laser Electrical Riccarton

Table of Contents
Sections
1. Our Health and Safety Commitment
 Healthand SafetyPolicy
2. Health and Safety Policyand Manual Reviewand Evaluation
 Healthand Safety PolicyandManual review
 Healthand SafetyObjective for2016
 ActionPlanfor2016 Objectives
3. Training
 Healthand Safety Training
 NewEmployee Health andSafety Process
 Healthand Safety InductionChecklist
 TrainingRegister
4. Investigatingand Reporting
 ReportingIncidents,NearMissesorAccidents
 Definitions
 Responsibilities of Those Involvedin Incident,NearMissorAccidentReporting
 Incident,NearMissandAccidentForm
5. Hazard IdentificationandManagement
 Identifying,assessingandmanaging potential andactual hazards
 HealthMonitoring
 Pre-EmploymentScreening
 Definitions
 Hazard Identificationform
 Personal ProtectiveEquipment(PPE)
 Site SpecificSafetyPlan(SSSP)
 Drug and Alcohol Policy
 Harassment,DiscriminationandBullyingPolicy
 ConfinedSpacesPolicy
 ConfinedSpace Checklist
 Fatigue Policy
 HealthMonitoringPolicy
Proceduresand Guidelines –Hazard Information:
 A selectionof proceduresandguidelinesrelatingtoworksite/office safety
6. Employee Participationand Health and Safety Committee
 Opportunitiesforemployeestobe involvedinworkplace safetypractices

 Healthand SafetyNewsletter
 CurrentHealthand SafetyCommittee
 Healthand SafetyMeetingNotes
 Recordof SafetyDiscussions
 Toolbox SafetyMeetingTips
7. EmergencyPlanningand Readiness
 A Planto Manage all Typesof EmergenciesLikelytoArise
 Office EmergencyPlanandProcedures
 EvacuationProcedures
 Trial Fire Evacuation
 EmergencyEvacuationChecklist
8. Contractors and Visitors
 Visitors,ContractorsandHowto SelectNew Contractors
 Contractor HealthandSafetyHandbook
 Healthand SafetyInformationforVisitors
 Visitorin/outRecord
 Healthand SafetyChecklistforContractor
 Contractor HealthandSafetyObservationChecklist
9. Return to Work Policy
 Whenthe PolicyApplies
 Responsibilitiesof VariousParties
 Returnto Work Checklist
 Returnto Work Plan

1.Health and Safety
Policy
What is Laser Electrical Riccarton committed to and
responsible for?
What are employees responsible for?

1. Health and Safety Policy
We are committedto:
 Taking all practicable steps to provide a healthy and safe work environment for all employees;
 Making every reasonable effort in identifying and eliminating as far as practicable, hazards in the
workplace;
 Providingall employeeswithinformation,training,personal protective equipmentandsupervision as
related to their position/job description to promote a safe working environment;
 Promoting employee participation in managing health and safety; including nominated employee
representatives;
 Ensure accurate healthandsafetydocumentationinthe eventof anincident,nearmissor accidentin
the workplace;
 Ensure that employees injured in the workplace are given a Return to Work plan that includes all
practicable support that results in the safe and early return to work;
 Ensure that all equipment is maintained to an acceptable and safe standard;
 Conform to all relevant legislation, regulations codes of practice and good industry practice;
 Ensuring that there is continuous improvement in the health and safety in our workplace.
 Taking all practicable steps to provide a healthy and safe work environment for all employees;
 Making every reasonable effort in identifying and eliminating as far as practicable, hazards in the
workplace;
 Providingall employeeswithinformation,training,personal protective equipment and supervision.
Managers/Supervisors/Consultants are committed to and responsible for:
 Undertaking to provide safe working conditions for all employeesin accordance with health and safety
legislation;
 Observingandenforcingtherelevantlegislation,regulationsand workshop policiesthatapplytoworking
conditions in our industry and in our workshop;
 Providing information, instruction and supervision on relevant healthand safety mattersto employees
upon induction and as required throughout employment;
 The management of appropriate controls of identified hazards in their workplace;
 Supportingall healthandsafetyproceduresto manage newlyidentifiedhazards,incidents,nearmisses,
accident (including emergencies) in their workplace;
 Promptandaccurate response to,follow upon,reportingandrecordingof allhealthandsafetyincidents,
near misses and accidents in the workplace;
 The continued control of all identified hazards within their work area.
Employees have a prime responsibility to ensure:
 They work safely, without risk of injury to themselves or other employees or the general public;
 They observe safe work practices and follow all rules and instructions relating to health and safety in
their work as per the training they have received;
 They use all safety equipment provided (PPE) and ensure it is used correctly at all times;
 They immediately report any hazard, unsafe work condition or equipment to their supervisor;
 They accurately document incidents, near misses or accidents in the workplace in a timely fashion;
 Theycommitto ourReturnto Work planthatincludesall practicable supportthatresultsinthe safe and
early return to work.

2.Manual Review &
Evaluation
When will this manual be reviewed?
What is the procedure for reviewing this Health &
Safety manual?

2. Health and Safety Policyand Manual Reviewand Evaluation
Commitment:
At Laser Electrical Riccarton, we will continuously seek to improve occupational health and safety
management. Continuousimprovementwillbe achievedthroughasystematicapproachthatincludessetting
specific objectives, developing plans to achieve these objectives and a regular review of progress and
evaluation of outcomes.
This policy is our documented procedure that facilitates the review and improvement in the quality of our
occupational health and safety management practices. Our policy and procedures will also be reviewed in
conjunction with any changes to relevant legislation, regulations or codes of practice, as required and
discussed at our Health & Safety Committee meetings.
In addition,we will auditourperformance relative toACC’sWorkplace Safety ManagementPracticesonan
annual basis.
Procedure:
OurHealth&SafetyChampionwillreviewtheAction Planobjectivesandprogress, quarterly,withemployees
at the Health & Safety Committee Meeting and record the outcome of the review in the minutes.
OurHealth& SafetyChampionwilloverseethe actionplansanddocumentwhat,by whomandwhenactions
take place.
At our Health & Safety Committee meetings we will review any changes to relevant legislation, regulations
or codesof practice as requiredandthe Health & Safety Championwillmake anyamendmentsasrequired.
Annually, the Health & Safety Champion and Managing Director will conduct a self-assessment audit in
consultationwithemployeerepresentatives,whichwillincludea reviewof the Health&SafetyPolicyrelative
to ACC’s Workplace Safety Management Practices. Where the Health & Safety Champion deems relevant,
this review will be done in conjunction with expert advice as requested.
The completion of the Action Plan objectiveswill be reviewed at this time as well. Any new objectives will
form part of a revised Action Plan to then be reviewed quarterly as above.
Afteracritical event,achange inworkproceduresortothe healthandsafetypolicythen theHealth&Safety
Championwill review the policyandproceduresto ascertain whetheranychanges needto be made to the
management of health and safety.

Health & Safety Objectives for 2016
1. Implement solid working Health & Safety procedures across the business and work to
achieve at ACC Tertiary WSMP Accreditation
2. Conduct a self-assessment on site and in the office, to prepare for if an inspection for risk
assessments were to occur. Record information and outcome, feedback to committee and
amend where necessary
3. Fulfill APPCON requirements
4. Implement some H&S software to create an online system
5. Continually improve communication with staff through regular noticeboard updates and
newsletters.
6. Implement our Health Monitoring Policy by conducting pre-employment testing and
baseline testing for all current staff.
7. Promote employee health and wellness through various programs such as:
 Quit smoking group
 Hydration day
 Recipe book
8. Increase the number of near misses reported by 20% on last year.
ANNUAL REAPPRAISALS
1. Continue to practice and maintain emergency planning by running drills and training
wardens.
2. Review safety committee members and continue to have regular meetings
3. Conduct regular performance reviews to assess employee health and safety compliance
and understanding. Also review position descriptions to make sure all health and safety
content is still relevant.
4. Continue to have effective hazard management

Health and Safety Review and Evaluation Action Plan – 2016
OBJECTIVE ACTION PLAN PERSON DATE STATUS SIGN OFF
SPECIFIC OBJECTIVES
Implementsolid
workingHealth&
Safetyprocedures
across the business
and workto achieve
at ACC Tertiary WSMP
Accreditation
 Company Health & Safety Policy
 Review & Evaluation Process & Action Plan
 Health & Safety Training
 Accident Reporting & Investigation
 Hazard Management
 Employee Participation
 Emergency Planning
 Contractors
 RTW Policy
Kate, Steve
and
Committee
01.12.16
Fulfill APPCON
requirements
 Achieve Green AppCon status
Kate 31.03.16
H&S online system  Implement online H & S system - PeopleSafe Kate 31.03.16
Communication with
staff
 Update noticeboards
 Send out bi-monthly/seasonal newsletters
Kate and
Committee
01.12.16
Health Monitoring  Conduct pre-employment health testing for new
employees and annual testing (Baseline testing) for all
other staff.
 Monitor and record all results. Advise committee and
update hazard register as required.
 Monitor themes and patterns
Kate 01.03.16
Promote employee
health and wellness
 Activelypromote ahealthyworkplace byoffering
incentivestostaff.E.g.A rehydrationday – water
providedtosites,quitsmokinggroup,healthyrecipes
book,foodvanto sell sandwichesinthe morning.
Kate, Steve
and
Committee
01.03.16
Risk Assessments  Conducta self-assessmentonsite andinthe office,to
prepare forif an inspectionwere tooccur.Record
informationandoutcome,feedbacktocommitteeand
amendwhere necessary
Kate and
Committee
01.06.16

OBJECTIVE ACTION PLAN PERSON DATE STATUS SIGN OFF
Increase the number
of near misses
reported by 20% on
last year.
 Managers to discussnear misseswithstaff duringonsite
visits and where required, report these themselves
 Increased mention of this in employee communication
 Incentives for staff to report Near Misses
Kate,
Managers /
Supervisors
and
Committee
01.12.16
ROUTINE PLANNED TASKS/ANNUAL REAPPRAISALS
Emergency Planning i) Arrange two trial exercises during 2016
ii) Test the effectiveness of the exercises
iii) Training analysis for Wardens and Staff
Kate and Fire
Wardens
01.06.16
Safety Committee i) Review the Membership
ii) Set meeting dates for next twelve months
iii) Check Safety Committee meets as planned
Kate
01.12.15
(For next
year)
Performance Reviews
/ PositionDescriptions
Conductinformal (2x yearly) andformal (1x yearly)
performance reviewswithall employees,thatcoverindetail
theirresponsibilitiesandactionsregardingH& S.E.g. Are
theyreportingincidents,nearmissesandaccidentsandAre
theywearingtheirPPE?
ReviewPD’sannuallytoincludeoramendemployee H &S
responsibilities
Kate and
Steve
01.12.16
Hazard Management Continual revieweffectivenessof hazardmanagementputin
place as per register Kate 01.12.16

3.Health and Safety
Training
When will refresher training be given?
How are new employees inducted into Laser Electrical
Riccarton?

3. Health and Safety Training
Commitment:
We will ensure that all employees are informed of their own responsibilities and their employer’s
responsibilities for health and safety in the workplace. We will also ensure that employees have specific
knowledge/training concerning management of the hazards to which they are exposedthrough workplace
procedures, environment, equipment and materials. We will also ensure that all employees are fully
competentandtrainedforthe jobsthattheyare beingplacedinto.Inthe eventthatadesignatedSupervisor
is appointed, this individual will be chosen on their length of previous experience and level of training.
All Managers and Supervisors will ensure that additional health and safety training is completed under
circumstances appropriate to the position and for the tasks involved in performance of their duties.
In additiontothe above,there will be regularinformationandongoingtrainingprovidedbymanagementor
specialist accredited trainers (as required).Records of any training will be retained for reference.Where
possible, trainers will be selected that belong to relevant industry organisations.
Internal & External Trainers
Any external training provider must be certified in their area of expertise and a record of this certification
will be kept on file with the records as kept above. The following criteria are considered:
o The providers knowledge of the subject;
o Proven competence of presenting the training;
o Consistency with training objectives;
o Adaptation to meet specific needs;
o Adequate to ensure effective learning;
o Delivered in a cost and time efficient manner.
Induction Training
All new employeeswill be provided with an InductionBook and will complete a checklist and a declaration
that they are informed and understand their responsibilities as they relate to Health & Safety. All of these
will be provided to the employee at the same time as their Employment Agreement.
A permanent dated record of the Induction Checklist this will be included on their file.
We are committedtoensuringthatouremployeeshaveall the necessarysafetyequipmenttocarryouttheir
job in a safe and healthy manner. Appropriate PPE and clothing is determined by our hazard register and
work procedures.
Employeeswillbe providedwithtraininginthe use of PPE. Thistrainingshallincludethe correctuse forPPE,
the correct type and personal fit of PPE, maintenance, inspection, cleaning and correct storage of PPE.
Training Prior to Starting Work
For some areasortypesof workthere are specifictrainingcoursesthatwill needtobe completedbeforethe
employee canstart on site.Any trainingcompletedpriortostarting will be recordedon the trainingrecord
spreadsheet and a copy kept in their file.
Further On-Job Training
There will be further on the job training provided prior to them using any equipment. All employees will
receive adequate instruction or refresher training whenever:
o An accident/incident occurs
o New equipment is provided
o Non-compliance with health or safety requirements is observed.

NewEmployee Health and SafetyInduction Process
The Healthand Safety inductionprocessfornew employees (HRwillimplement this process):
New Employee hired
Complete Induction
Allocate PPE gear
Allocate Buddy (A colleague in a similar role/location)
Complete safety training and competency register
Provide Health and safety Induction Book
Confirm time for induction
Complete Induction Training outline
Employee completes site specific inductions (Including on-site and/or Office)
Employee’s manager (supervisor) signs off new employee from buddy system

HEALTH & SAFETY INDUCTION CHECKLIST
EMPLOYEE NAME: POSITION:
START DATE: MANAGERS NAME:
THIS WORKPLACE
I know:
 Who my supervisor/manageris
 Who my colleagues/teamare
 What the keyresponsibilitiesare (position
description)
 Where the toiletsare
 Where the lunchroom is
 Where the designated smokingareais
 Where/how tomake phone callsandcollect
messages
EMPLOYMENT CONDITIONS
I know:
 WhenI start and finishwork
 Whenmy teaand lunchbreaksare
HEALTH & SAFETY
I have beenshown:
 How to domy jobsafelyincludingthe use of
guards andsafetyequipment
 The safetysignsandwhat theymean
 How to safelyuse/store andmaintain
equipment,machinery,toolsandhazardous
substances
I (Employee) acknowledge:
 It ismy responsibilitytoworktokeepmyself and
othersaroundme safe
 Where healthandsafetyinformationiskept
INCIDENTS AND INJURIES
I knowhowto report:
 Injuries
 NearMisses
 Early signsof discomfort
HAZARDS
I know:
 What the hazards are on the site
 What the controlsare for these hazards
 How to reporthazards
 Where recordsof hazardsare kept
EMERGENCIES
I am familiarwith:
 Where the fire exitsare
 Where the fire extinguishersare
 The evacuationprocedure
 Where the firstaidkit is
 The First Aideris:
_____________________________
 My assemblyareais:
_____________________________
 My emergencyreportingpersonis:
_____________________________
PERSONAL PROTECTIVE EQUIPMENT(PPE)
I have beenissuedthe followingPPEgearbythe
Supervisorandunderstandwhenitshouldbe worn:
__________________________________
__________________________________
__________________________________
I understand that all PPE gear needs to be
returned upon completion of work.
All Accidents,IncidentsorNearMissesare to be
reportedto:
_________________________________
SIGNED BY Employee DATE
SIGNED BY Manager DATE
SIGNED BY HR: DATE

Induction Training Outline: Tradesman
Name:
Start Date:
Site
Supervisor(s):
Buddy:
Responsibility
Day One: H&S Induction Book introduced and handed to
employee
PPE Allocated
Buddy Allocated
Learn Emergency Procedures for Office
Learn thoroughly about site induction process
and emergency procedures
Kate
Kate
Site Supervisor
Kate
Buddy/Site Supervisor
Day Two: Learn about the H&S Noticeboard and be
shown how to fill in incident, near miss &
accident forms.
Kate (& Buddy to
reinforce)
Day Three: Learn how to safely use/store and maintain
equipment, tools and machinery
Site Supervisor & Buddy
Day Four: Learn about SSSPs and Hazards on site,
including how to control them.
Buddy & Site Supervisor
Day Five: Go over emergency procedures to ensure
understanding
Site Supervisor
Week 2: Attend first Toolbox Meeting
Return Induction Booklet to show checklist
filled in and declaration signed
Go over all H&S learned from first two weeks to
ensure understanding
Site Supervisor
Kate
Buddy
Month 3: Complete Site Safe Electrical Passport and First
Aid Training
Kate

Induction Training Outline: Office
Name:
Start Date:
Manager:
Buddy:
Responsibility
Day One: H&S Induction Book introduced and handed to
employee
Buddy Allocated
Learn Emergency Procedures for Office
Kate
Kate
Kate
Day Two: Learn about the H&S Noticeboard and be
shown how to fill in incident, near miss &
accident forms.
Kate (& Buddy to
reinforce)
Day Three: Learn how to safely use office equipment Buddy & Manager
Day Four: Learn where everything is kept in the
workplace.
Buddy & Manager
Day Five: Go over emergency procedures to ensure
understanding
Manager
Week 2: Return Induction Booklet to show checklist
filled in and declaration signed
Go over all H&S learned from first two weeks to
ensure understanding
Kate
Buddy

4.Reporting and
Investigating
How do you report incidents, near misses and
accidents?
What are the reporting responsibilities of various
parties?

4. Investigationand Reporting
Employees are required to assist the Health and Safety Programme by reporting any accident, incident or
near miss immediately to their immediate Supervisor and/or Manager.
Reporting of Incidents/Accidents/Near Misses
Work relatedinjuriesorillnesses,nomatterhow minor,mustbe reportedimmediately.If the injuredperson
is unable to report their injury it is the responsibility of witnesses to report it. All incidents/near
misses/accidents must be recorded with an Incident, Near Miss, and Accident Report Form. This must be
filled out as soon as possible after the accident has occurred. The injury must then be recorded on the
Incident,NearMiss,and AccidentRegister.If theinjuryresultsintime offworkormedical treatmentrelevant
documentation needs to be provided as soon as possible. Failure for an employee to report an injury
immediately is viewed as serious misconduct.
Notifiable Incidents – Serious Harm
All incidentsresultinginadeath,seriousinjuryand/ordangerousoccurrencesmustbe reportedtoWorkSafe
NZ (byphone orfax) assoonas possible andwrittennotice (usingthe AccidentandIncidentReportForm) of
the circumstances must be provided within 7 days of the accident occurring.
Investigation of Incidents
The Health and Safety Champion or delegated employee will investigate all incidents, near misses and
accidentswithin48 hours of occurrence.If the incident,nearmissoraccident occurred offsite the Health&
SafetyChampion will liaiseif necessary withthe appropriate client,toensure completionof investigationto
all parties’ satisfaction.The Health and Safety Champion will sign off any investigation as final to ensure
consistency of approach. Where the Health and Safety Champion feelsthat the investigation has not been
fully completed this may result in a new investigation being conducted.
The size of the investigationteamandlevel of documentationrequiredwill bedeterminedbythe seriousness
of the incident –forall investigationsanInvestigationformwillbe filledoutandwillbe dealtwithasfollows:
Existing Hazards: Review of Correct Actions
Any incident, near miss or accident that has an already identified hazard will have the control actions
reviewed to ascertain effectiveness. Changes to the control will be made as required.
New Hazards: Corrective Actions
Any corrective actions must be recorded on the Hazard Identification Form during the investigation stage.
Upon completionof the HazardIdentificationFormandcorrective actionsestablished, itisforwardedtothe
Healthand Safety Champion.Theyare responsible tooversee thatall corrective actionsare completedina
timelymannerinliaisonwiththeHealthand SafetyCommitteeandthe Hazardanditscontrolswillbe entered
on to the Hazard Register.
Reviewof Incidents
All injurieswhere anincidentinvestigationwasrequiredare tobe reviewedatthe nextHealth& Safety
Committee meeting.The Incident,NearMissandAccidentRegisterwillbe reviewedonamonthlybasis(or
as required) todetermine if anytrendsare occurringandthis will be reportedtothe ManagingDirector.

Definitions
Accident Anyeventthatcausesany personto be harmedor damage to propertyor harm to the
environments(i.e. somethinghappenedandIwasinjuredatwork).
Incident Anyeventthatin differentcircumstances,mighthave causedanypersontobe harmed
or damage to propertyor harm to the environments(e.g.Isaw somethingthatcould
have causedme to be injured).
Near Miss An eventthathadthe potential tocause harm(i.e.SomethinghappenedandIwasnearly
injuredatwork).
Responsibilitiesofthose involvedinincident,near missor accidentreporting
Employee (You) 1. Seekfirstaid/medical assistance (if necessary);
2. Reportcircumstancesto your immediate Manager;
3. Assistincompletingthe incident,nearmissand
accidentreportform;
4. Participate ininvestigation.
Manager (ProjectManager, Site
Supervisoror SeniorEmployee)
1. Ensure employee/areais“safe”.
2. Co-ordinate the recordingof the incidentwithan
incident,nearmissandaccidentreportform;
3. Ensure actionis takento preventarecurrence by
implementingimmediatecontrol measuresand
documentinginthe incident,nearmissandaccident
reportform.
4. If applicable,notifyemergency contactof the injured
personinvolvedinseriousincident.
5. Participate inincidentinvestigation.
6. Ensure actionis takento preventrecurrence.
Health and Safety Champion(HR
Manager)
1. Organise the notificationtoWorkSafe of notifiable
incidents.
2. Review,file andrecord all completed incident,near
missand accidentreportforms.
3. Conductall investigationsof incidents,nearmisses
and accidents.
4. Notifythe ManagingDirectorof incidentsthatare
notifiabletoWorkSafe.
5. Analyse investigationdatafortrendsandcauseson a
monthlybasis(oras required).
6. Act as a communicationchannel forall employee
concernsregardingthisprocess.

Incident, Near-Miss & Accident Form
Staff Name: Surname First Name
I am reporting: 1. Incident 2. Near Miss 3. Accident
Definitions: I sawsomething that could cause an at-
work injury.
Something happened and I was nearly injured at
work.
Something happened and I was injured at work.
Whendidit occur?
(circle one): M T W Th F St Su
(Date): (Time): Time started at work:
Where were you?
Whosaw it happen?
Please describe what happenedor what could have happened
You need to be as specific as possible (i.e. not just I dropped something on my foot)
Your Signature: Date Reported:
Your on-site Supervisors(Manager’s) signature:
If you are reporting an accident, please fill out the other side of this page
SEND THIS FORM TO YOUR PROJECT MANAGER AS SOON AS POSSIBLE

What type of accident
was it?
What part of your body was injured? What was the nature of your injury?
 Slip,Trip,Fall
 Chemical
 Hit
 Other:
 Head  Back  Eye
 Neck  Arm (Ror L)  Ear
 Chest  Leg (R or L)  Other:
 Abdomen  Hand (R or L)
 Hips/Groin  Foot (Ror L)
 Cut
 Bruise
 Burn
 Sprain
 Break
 Concussion
 Amputate
 Other
Treatment of Injury Did you stop work?
Do youhave any additional commentsor requests related to this
accident?
 None
 Doctor – hospitalization
 FirstAidonly
 Hospital
If Doctor or hospitalization is required please take
the RTW documents you were sent in your
H&S induction book
 Yes – For howlong?
 No
SEND THIS FORM TO YOUR PROJECT MANAGER AS SOON AS POSSIBLE
Office use only
This form was received on (date)
Received by (signature)
Entered into Accident & Incident Register?
Completed Accident Investigation Form?
This Incident, Near-Miss & Accident has been given this Investigation #

Investigation Report
Date of Incident Time ofIncident Location Staff Member
Have you involvedthe staff memberin this investigation? YES NO (delete one)
Were there any witnesses? YES NO (deleteone) If yes,have theybeenspokento? YES NO (delete one)
Type of Injury
Treatment Given Name of First Aider
Property Damaged? YES NO (deleteone) If yes,what?
Informationon what
happened(include
before,during andafter
information)
Useover the paperto
continuethe description
What was the cause?
What were working
conditions like?
What were weather
conditions like? Please circle which of these the cause is classed as
Location Plant, Equipment, Substance Procedure People
How serious? Veryserious Serious Minor Chance of happening again? Minor Occasional Rare Frequent
Preventative actions(complete oversheetif necessary) By whom By when
1.
2.
If a new hazard has been identified please complete a Hazard Identification Form
InvestigationCompleted? Date / / By:
AccidentFormcompleted? Date / / By:
Copyof AccidentFormattachedto thisdocument? Date / / By:
If required,HazardIdentificationFormcompleted? Date / / By:
If required,HazardRegistercompleted? Date / / By:
If necessary,seriousharmnotified? Date / / By:
Hazard NumberAssigned?

5.Hazard Identification
and Management
What are different types of hazards and how do you
report them?
What is Laser Electrical Riccarton’s current SSSP?

5. Hazard IdentificationandManagement
Commitment:
At Laser Electrical Riccarton, we are committed to having an active method that systematically identifies,
assesses and manages the actual and potential hazards in the workplace. Hazards can result in harm to
people,damagetoproperty,lossof process.To protectall employees,visitors,contractorsandpeopleinthe
vicinity of our operations from harm, we will aim to identify, analyse and control all potential hazards
associatedwithitsbusinessactivities.All employeesare responsible foridentifying hazards.The Healthand
Safety Champion and Committee will investigate and identify control measures to eliminate, isolate or
minimise the risk posed.
Wherever possible hazards will be identified before they occur. This will be assisted by review of new
projects, new equipment to identify and manage potential hazards. Potential hazards will be eliminated,
isolated or minimised and then managed using our hazard management procedures.
All hazards will be given a Hazard Number for ease of reference during Accident Investigation and for
reporting purposes.
Procedure:
1. Afteranincident,nearmissoraccidentthe situationwillbe reviewedtoascertainwhetherthe hazardthat
caused or could have caused the harm is existing or new. The same will happen for any new processes,
equipment or projects;
2. If the Hazard is deemed existing and is alreadyon the Hazard Register then the controls put in place will
be reviewedforeffectiveness.If anyamendmentisrequiredthenthiswill be made on the Hazard Register;
3. If the Hazard is deemednewa Hazard IdentificationFormwill be filledoutand the Hazard will be added
to the Hazard Register. The hazard register will identify which hazards are significantand will determine
whetherthe hazardwillbe eliminated,isolatedorminimisedasappropriate.The newlyidentifiedHazardwill
be addedtothe bottomof the HazardRegisterandatthe annual reviewof the HealthandSafetyManual will
be reallocated within the correct heading;
4. Controls will be put in place as appropriate. Where a hazard is identified or controls require specialist
advice thiswillbe arrangedthroughthe HealthandSafetyChampion.Anyexternalprovidermustbe certified
in their area of expertise and a record of this certification will be kept on file. Controls for hazards will be
based on relevant regulations and good practice guidelines.
5. At ourregularHealthandSafetyMeetingHazardmanagementi.e.identificationof new hazards,reviewof
existing hazards will be discussed.
Hazard Register Review
Inadditiontothe hazardsbeingreviewedaftereachincident,nearmissandaccidentthe registerwillalsobe
reviewedasnotedonthe registerbythe Health& SafetyChampionandthis will be discussedatthe Health
and Safety Committee meeting.
Baseline and ongoing health monitoring
Upon employmentall employees are requiredtocompleteahealthquestionnaireinregardstotheircurrent
health.
The requirementforongoinghealthmonitoring has been considered as per the Health Monitoring Policy.
Appropriate PPE gear is issued as determined by our Hazard Register and work procedures.

This consideration will be reviewed on an annual basis withinthe review of the Health& Safety Policyand
Manual in conjunction with the Managing Director.
Pre-employment Screening
Manual Handling:
As part of the interview process of our recruitment all applicants will have discussed with them the
requirement for manual handling within their roles. Specific experience in a related industry or tasks is
requiredtoascertainthatthe applicanthasthe abilitytocarryout the requirementsof the roleinrelationto
Manual Handling and that the applicant has a clear understanding of the requirements.
Drug Testing:
Where required,anyemployee consents,withinthe recruitmentprocess,toundergoapre-employmentdrug
test. These will be carried out prior to the employee starting the job.
Relevant Training:
Where certain training/competency for a task is required, we will ensure that the employee’s hold the
necessary experience/training to fulfil the tasks and this will be recorded in the training matrix.
Definitions
Hazard Means an activity,arrangement,circumstance,event,occurrence, phenomenon,
process,situation,orsubstance (whetherarisingorcausedwithinoroutside aplace
of work) thatis an actual or potential cause orsource of harm; and includes:
 A situationwhere aperson'sbehaviourmaybe an actual or potential cause or
source of harm to the personor anotherperson;and
 Withoutlimitation,asituationresultingfromphysical ormental fatigue,drugs,
alcohol,traumaticshock,or anothertemporaryconditionthataffectsaperson's
behaviour.
Significant
Hazard
Means a hazard that isan actual or potential cause orsource of:
 Seriousharm;or
 Harm (beingharmthat ismore than trivial) the severityof whose effects on
any persondepend(entirelyoramongotherthings) onthe extentorfrequency
of the person'sexposure tothe hazard;or
 Harm that doesnot usuallyoccur,or usuallyisnoteasilydetectable,until a
significanttime afterexposure tothe hazard.

Serious
Harm/Notifiable
Incident
Means death,orharm of a kinddeclaredbyregulationtobe "serious".Any of the
followingconditionsthatamountstoor resultsinpermanentlossof bodilyfunction,
or temporarysevere lossof bodilyfunction:
 Respiratorydisease;
 Noise-inducedhearingloss,neurological disease,cancer;
 Dermatological disease;
 Communicable disease;
 Musculoskeletal disease;
 Illnesscausedbyexposure toinfectedmaterial;
 Decompressionsickness;
 Poisoning;
 Visionimpairment;
 Chemical orhot-metal burnof eye;
 Penetratingwoundof eye;
 Bone fracture;
 Laceration;or
 Crushing;
 Amputationof bodypart.
 Burns requiringreferral toa specialistregisteredmedical practitioneror
specialistoutpatientclinic.
 Loss of consciousnessfromlackof oxygen.
 Loss of consciousness,oracute illnessrequiringtreatmentbyaregistered
medical practitioner,fromabsorption,inhalation,oringestion,of any
substance.
 Anyharm that causesthe personharmedto be hospitalisedforaperiodof 48
hoursor more commencingwithin7days of the harm's occurrence.
Note:A motorvehicle injury during travel forworkpurposesisconsidered a workplaceincident.

Hazard Identification Form
Staff Name Surname First Name
Hazard Name
(General description)
Location:
Describe how the hazard
was identified?
Is this Hazard significant? YES NO If yes, why?
Control Mechanism  Eliminate  Isolate  Minimise
Control Details: 1.
2.
3.
4.
5.
Completed by: Date / /

Personal Protective Equipment(PPE)
At LaserElectrical Riccarton,we are committedtoensuringthatouremployees have all the necessarysafety
equipment to carry out their job in a safe and healthy manner.
We will ascertain what personal protective equipment will be required for each particular job and we will
ensure employees are provided equipment suitable to those needs and that the employee has been
instructed in its correct use.
Loose fittingclothing shouldnotbe wornatany timesdue tomovingpartsorequipment.Personaljewellery
and watches represent a danger near moving machinery parts and cannot be worn. Long hair should be
suitably tied up in a bun or a hat worn.
The following information applies to all employees issued equipment:
 We recognise thatdiscomfortwill discourage use sowe will endeavourtoprovide the best“fit”possible
for individual Employees but Employees must accept that there will be limitations;
 Failure to use necessary PPE may result in disciplinary action;
 The above shouldnotbe construedasindicatinganunlimitedsupplyof equipmentasall Employeeshave
a good-faithobligationtolookafterthe equipmentissuedtothem.Excessiveorrepeateddamage orloss
of equipment may lead to disciplinary action up to and including recovering replacementequipment
costs from an Employees final pay;
 All safetyequipmentwill be inspectedpriortobeingusedand will be replacedasand whenrequiredat
the discretion of them;
 By signingthe declarationatthe end of the Health& Safetyinductionthe employees acknowledge they
understand the use and that they have been provided with PPE;
 Employees are required to report any safety equipment in an unsuitable or worn condition to the
Manager immediately;
 No one may start work without the required PPE.
 AnEmployee whoarrivesatworkandfindstheyhaveleftrequiredPPEathome willbe requiredtoreturn
home to retrieve it.
Note:If this situation is repeated thecompany may,afterissuing a warning,deductthelosttimefroman
Employees pay for subsequent offences.
 Employees may provide their own PPE at their own expense but the equipment or clothing must meet
or exceed our requirements for safety and protection. Any such PPE must be reviewed and accepted
before it may be used;
 Use of PPEismandatoryinanysituationwherethereexistsahazardthatcannotbe eliminatedorsuitably
isolated;
 Eye protection must be used in any operation where airborne sparks, particles or debris may exist or
hazardous substances are in use or in any other situation where there may be a risk of harm;
 Hearing protection must be used in any situation where the noise level exceeds 85dB.
Note:In theabsenceof a sound levelmeter,thefollowing “ruleof thumb”should beapplied –‘if you must
raise your voice to be heard; the noise is probably over 85dB’.

Personal Protection Equipment (PPE)
We will issue all employees (Tradesmen) with personal protective equipment (PPE) gear and clothing upon
employment,forany work tasks where it is not possible to eliminateor isolate potential hazardexposures.
We will ascertain what PPE gear and clothing will be required for each particular job and will ensure
employeesare providedequipmentsuitabletothose needsandthatthe employeehasbeeninstructedinits
correct use.It is alsoexpected,thatemployees will informusif theyrequire extraPPEgear,from whatthey
have been supplied.
 Be fully maintained and work in a manner recommended bythe manufacturer.
 Be inspected before use.
 Fit the employees correctly.
 Be available atall times.
Below is a list of the basic PPE gear we will supply you and the minimum precautions thatshould be observed
wheneverexposure to potentially dangerous situations occur:
 Gloves -are to be worn to protect hands for specific jobs.
 Safety glasses/goggles/shields - are to be used when there is potential exposure to flying objects,
chemical splashes etc.
 Respirator- can protect against contaminated atmosphere, such as gases or fumes.
 Hard Hats -for electrical shock, fallingobjectsand overhead structures.
 Ear plugs or muffs- are to be used whenexcessive noise levels are prevalent.
 Steel capped footwear- are to be worn at all times as prescribed (Footwear purchased by the
employeeintheirfirst3monthsandistobe wornfromtheirfirstdayof employment. However,atour
cost after 3 months of employment).
 Hi-vis clothing,vests and overalls - to be wornfor easyidentificationwhenworkingaroundmoving
vehicles, customer sites etc.

Hazard Register
New Hazards Associated with this Project/Site
Project / Site:
HAZARD
Identified Hazard
Potential Harm
SIGNIFICANT
Hazard
ACTION
Eliminate,
Isolate,
Minimise
Action Proposed
Regular Check of Hazard Controls
in Place
Yes / No E, I, M
Training
Required
Date
Checked
Date
Checked
Date
Checked

Hazard Register
Known Hazards Associated with this Project/Site
HAZARD
Hazard and Potential Harm
Where or What Task
SIGNIFICANT
Yes / No
ACTION
Eliminate,
Isolate,
Minimise
Action Proposed
REVIEW
Date of last
review
Manual Handling tasks
Harm – sprains and strains
Lifting, carrying heavy or
awkward shaped containers/
equipment
Yes E
M
 Only attempt to handle objects within your physical
capability
 Team lift using correctmanual handling techniques,
utilise trolley or other lifting devices where
appropriate or available
 Keep loads close to the body
 Try to organise loads to lift between the mid-thigh &
shoulder height
 Ensure regular short breaks are taken during
repetitive tasks
December
2015
Ladder use
Harm - Fracture/sprain/strain/
bruising/death
Accessing work at height
e.g. Installing cables,fitting
off lightfittings
Yes I
M
 Evaluate risk and suitability of ladder
 Secure ladder top & bottom & ensure feet are on
firm, level ground
 Maintain 3 points of contact when ascending &
descending ladder
 Keep body centred between stiles
 Do not carry heavy items when using ladder, use
appropriate lifting equipment
December
2015
Vehicles
Harm – Collision,death
Driving to and from work
sites,
Pedestrian/vehicular traffic at
work sites
Yes I
M
 Vehicle checks,WOF & licensed drivers
 Traffic managementplans developed for site work
 No cell phone use while driving
 Ensure good visibility& check people/property
before moving
December
2015
Noise
Harm – hearing loss
Power equipment Yes I
M
 Staff awareness training re risks & controls
 Maintain noisyequipment
 Use appropriate hearing protection
December
2015

Hazard Register
Known Hazards Associated with this Project/Site
Electric leads & powertools
Harm – trip/fall, electric shock,fire
Supply of electricity to
powered equipment
Yes M  Ensure all leads have been checked, certified and
tagged
 Secure away from thoroughfares
 Connectto a residual currentdevice
December
2015
Dust& Debris
Harm – eye damage
Drilling holes,saw cutting Yes I
M
 Staff awareness training re risks & controls
 Use appropriate eye protection
December
2015
Careless use ofHand tools
Harm – cuts/bruising
Stripping back cables,
terminating cables into
switchgear
Yes M  Staff awareness training re risks & controls
 Ensure correcttools are used in the correct way for
the job at hand
 Ensure tools are in good clean working order
December
2015
Trip Hazards
Harm - Fracture/sprain/strain/
bruising/cuts
Tools/equipment/cable
drums/timber off-
cuts/cables/uneven surfaces
Yes E
M
 Ensure work site is clear of obstacles & ground
surface is firm & even
 Use of cones/warning tape
 Communicate awareness with others
December
2015
Construction Materials,ie.Metal
ceiling batons.
Harm - cuts
When prewiring,running
cables
Yes I
E
 Wear gloves to protect hands
 Communicate awareness with others
December
2015

JOB DESCRIPTION
Electrical
PROJECT/SITE EMPLOYER
Laser Electrical Riccarton
DATE
PPE REQUIRED Hi-Vis clothing,Safety boots,Ear muffs,Safety glasses,Hard hat,Gloves, Dustmask
T/A COMPLETED BY:
DATE:
PLANT REQUIRED Electric drill,Ladders,Ext Leads,Broom,Brush/Shovel
SIGNAGE REQUIRED
Tasks Hazard Controls
Standard to all tasks  Sign in daily and familiarize themselves with site evacuation procedure & site specific
hazards
 All safety equipment to meet NZ Safety Standards
 All staff to wear PPE as required (Safety boots, high visibility vest/clothing, hard hats with
chin straps, earmuffs/plugs, safety goggles, gloves, sunscreen)
 Must have First Aid Kit accessible on site
 Tool Box Talk with relevant site personnel, co-workers and subcontractors prior to
commencement of work
 All site visitors (including Home Owners) to be familiarised with Safety
requirements/responsibilities and be supervised at all times
 Maintain a tidy work site
 Workmanship to comply with AS/NZS 3000:2007
 Complete job only as indicated in Job Sheet – do not diversify & perform tasks away from
planned work
JOB STEPS POTENTIAL SIGNIFICANT HAZARDS HAZARD CONTROL METHOD
1. Arrive on site and park vehicle in
designated parking area. Sign in and
site induction.
1.a Other vehicle/customer movement (Minimise)
 Park in designated area &
remain alert for unexpected
vehicle/customer movement
1.b Site specific hazards (Minimise)

 Liaise with site manager/hazard
board for site specific hazards
 Walk through site to establish
work area and site conditions
(Stop, step back, observe &
engage the brain before the
hands)
2. Unload all materials & equipment from
vehicle onto work site
2.a Manual Handling tasks
(Strains/sprains)
(Eliminate / Minimise)
 Only attempt to handle objects
within your physical capability
 Team lift using correct manual
handling techniques, utilise
trolley or other lifting devices
where appropriate or available
 Keep loads close to the body
 Try to organise loads to lift
between the mid-thigh &
shoulder height
 Ensure regular short breaks are
taken during repetitive tasks
2.b Other vehicle/personnel movement (Minimise)
2.c Trips & Falls
(Strains, sprains, cuts & bruising)
 Ensure route between vehicle &
work site is clear of obstacles &
ground surface is firm & even
3. Mark out for flush boxes, switchboard,
lightfittings, etc, and fasten in place as
required.
3.a Trips & Falls
(Strains, cuts)
 Ensure work site is clear of
obstacles & ground surface is
firm & even

3.b Ladder use (Minimise)
 Evaluate risk and suitability of
ladder
 Ensure ladder is on firm, even
surface
 Maintain 3 points of contact
when ascending & descending
ladder
 Keep body centred between
stiles
 Do not carry heavy items when
using ladder, use appropriate
lifting equipment
3.c Careless use of Hand Tools
(Sprains, cuts, bruising)
(Minimise)
 Ensure correct tools are used in
the correct way for the job at
hand
 Ensure tools are in good clean
working order
4. Drill holes through framework 4.a Dust & Debris (Isolate)
 Use appropriate eye protection
4.b Manual Handling tasks
(Strains, sprains, cuts & bruising)
(Minimise)
 Dont reach or twist in awkward
positions
4.c Ladder use (Minimise)
ladder
surface
ladder

stiles
4.d Noise (Isolate)
 Use appropriate ear protection
4.e Electric leads (Minimise)
 Secure away from
thoroughfares
 Connect to a residual current
device
5. Install cables 5.a Ladder use (Minimise)
ladder
surface
ladder
stiles
lifting equipment
(Strains, sprains)
(Minimise)
 Team lift larger weights using
correct manual handling
techniques
positions

5.c Sharp objects
(Cuts & bruising)
(Isolate / Minimise)
 Use gloves when working on
sharp metal battens & the like
6. Install fans, ducts & other equipment 6.a Ladder use (Minimise)
ladder
surface
ladder
stiles
positions
(Strains, sprains)
(Minimise)
 Team lift larger weights using
correct manual handling
techniques
positions
6.c Careless use of Hand Tools (Minimise)
hand
working order
7. Secure cables above ceiling 7.a Ladder use (Minimise)

ladder
surface
ladder
stiles
positions
7.b Sharp objects
(Cuts)
sharp metal battens & the like
8 Install driven earth stake (if reqd) 8.a Careless use of Hand Tools
(Cuts & bruising)
(Minimise)
 Ensure when using sledge
hammer to drive in the earth
stake that hands & other parts
of the body are kept well clear of
the hammer contact point, slips
or miss-hits
working order
(Strains & sprains)
(Minimise)
 Ensure a good technique when
using sledge hammer
9 Mark out & cut holes in ceiling for
recessed lightfittings & cut away Batts in
roof space.
9.a Trips & Falls
(Strains, sprains, cuts, bruising)
Ensure work site is clear of obstacles
& ground surface is firm & even

9.b Ladder use (Minimise)
ladder
surface
ladder
stiles
Do not carry heavy items when using
ladder, use appropriate lifting
equipment.
(Cuts, bruising)
(Minimise)
hand
Ensure tools are in good clean
working order
9.d Dust & Debris (Isolate)
when cutting holes in Gib
9.e Noise (Isolate)
 Use appropriate ear protection
when drilling
9.f Electric leads (Minimise)
 Secure away from
thoroughfares
 Connect to a residual current
device
10. Fit-off electrical switchgear &
switchboard
(Power off)
10.a Dust, Debris & Sharp Objects
(Cuts, bruising)
(Isolate)
when stripping back cables at
the switchboard

10.b Careless use of Hand Tools
(Cuts, bruising)
(Minimise)
hand
working order
10.c Ladder use (Minimise)
ladder
surface
ladder
stiles
11. Meter Box & Boundary Box:
Fit equipment & terminate cables as
required
11.a Sharp objects
(Cuts, bruising)
sharp metal of meter box & the
like
11.b Careless use of Hand Tools
(Cuts, bruising)
(Minimise)
 Ensure correct tools are used
with the correct technique for
stripping back cables
working order
11.c Live Conductors (Isolate / Minimise)
 If at all practicable, isolate
power before commencing.
Test-Check-Test
in case of short circuit explosion

 Wear cotton overalls with long
sleeves
 Barrier isolation from live parts
 Use 230 Volt Insulated tools
 Work within direct line of site
supervision of a competent
person
 Carry out required Tests before
livening
12. Installation of Appliances
(eg, Wall oven, Stove, Cooktop)
(Strains, sprains)
(Minimise)
shoulder height
 Ensure regular short breaks are
taken during repetitive
positions
12.b Sharp objects
(Cuts, bruising)
sharp metal of meter box & the
like
(Cuts, bruising)
(Minimise)
hand
working order

13. Install TV Aerial (if reqd) 13.a Ladder use (Minimise)
ladder
surface
ladder
 Ensure foot of ladder is braced
and top of ladder is tied off
lifting equipment or have
someone pass up to you
stiles
positions
13.b Sharp objects
(Cuts, bruising)
sharp items
14. Commissioning & Testing 14.a Live Conductors
(Electric shock)
 Carry out required Tests before
livening
 Do visual check to ensure all
cables have been terminated
& wear overalls when livening
for the first time
 Work within direct line of site
supervision of a competent
person

15. Pack up & load materials & equipment
back into vehicle. Tidy up site.
(Strains & sprains)
shoulder height
15.b Other vehicle/personnel movement (Minimise)
15.c Trips & Falls
(Strains, sprains, cuts, bruising)
 Ensure route between vehicle &
work site is clear of obstacles &
ground surface is firm & even

Drug and Alcohol Policy
At LaserElectrical Riccarton,we are committedtoensuringasafe and healthyworkplace forall staff which
includes ensuringourenvironmentisfree fromalcohol anddruguse or abuse.ThisPolicywill outline our
expectationsandrequirementsforcreatingmaintaininganalcohol anddrugfree workenvironment,and
for dealingwithsubstance abuseinthe workplace.
1. Scope
1.1 Thispolicyappliestoall newandexistingemployeesandcontractorsinall partsand operations
of Calverley Electrical Services Limited trading as Laser Electrical Riccarton’s (“Laser Electrical
Riccarton”) business.
1.2 The applicable testingstandardsare AS/NZS4308:2008 ProceduresforSpecimenCollection,and
the Detection&Quantitationof Drugsof AbuseinUrineandAS3547:2000 Type 2BreathAlcohol
Testing Devices.
2. Introduction
2.1 Laser Electrical Riccarton (also referred to as “the Company") is committed to providing an
environmentthatensuresthe well-beingandsafetyof itsemployees,customersandmembers
of the public. The presence of drugs (both illicit and prescription) or alcohol within the body
above the relevant screening cut-off concentrations, represents a risk to the safety of the
individual and potentially others within the workplace.
2.2 The overall objective of this policy is to provide for a drug and alcohol free work environment
and to ensure thatemployeesandcontractorsare not impairedintheirabilitytoperformtheir
duties at work in a safe, productive and healthy manner.
2.3 The contentsof thispolicymaybe reviewedandamendedfromtime totime afterconsultation
with employee. Employees and contractors will be provided with the final version of any
updated Drug and Alcohol Policy, before it comes into effect.
3. Definitions
3.1 The following definitions apply to this policy:
(a) At Work: For the purposes of this policy “at work” includes but is not limited to work
performedatLaserElectrical Riccarton’sworksitesandpremises,customerandsuppliers
worksitesandpremises,Companyvehicles,customerandsuppliervehiclesandwhether
within or outside an employee’s or contractors normal working hours.
(b) Alcohol: For the purposes of this policy, the term "alcohol" refers to any beverage that
contains ethyl alcohol (ethanol) including but not limited to beer, wine, and distilled
spirits.
(c) Drugs: For the purposes of this policy, the term "drugs" includes illegal and/ or
restricted/prescribed substances that cause or can cause impairment and over the
countermedicationthatmaycause impairment. Examplesincludebutare not limitedto
cannabis,hashish,opiates(heroinandmorphine)cocaine,amphetaminetype substances
(speed,"P",ecstasyand party pillssuchas benzylpiperazine),herbal andsyntheticdrugs
that may cause impairment known by a variety of names such as Jump, Blast, Rapture,
Kronic, tranquilisers, sedatives, or valium.
A full list of drugs is found in the AS/NZS 4308:2008 standard.
(d) Positive Alcohol Result. An alcohol test will be considered positive (non-negative) if it
returns a result of, or is equivalent to, 50 micrograms or more of alcohol per litre of
breath.
(e) Positive DrugResult. A drugtestwill be consideredpositive(non-negative) if "risklevels"
of drugs are detected in the sample tested.
(f) Risklevelsof drugs:are levelsinthe person's system at or above the AS/NZS 4308: 2008
cut-off levels.

(g) The employee orcontractorisdeemedtobe “underthe influenceof”Drugsor Alcohol at
work, where the employee or contractor returns a Positive Alcohol Result or a Positive
Drug Result.
4. Policy
4.1 Drug and alcohol use will be regardedasseriousmisconductwhere the employeeorcontractor
is under the influence of drugs or alcohol at work, whether the drug or alcohol use occurs at
work or outside of work hours.
4.2 Other types of behaviour that will also be considered serious misconduct under this Policy,
include:-
(a) Possessing,selling,supplying,beingunderthe influenceof orbeinginpossessionof drugs
and/or alcohol while at work. This includes but is not limited to while working from
Company,suppliersorcustomer premises,orwhileusingCompany,supplierorcustomer
vehicles.
(b) Returning a confirmed Positive (non negative) Alcohol or Drug test.
(c) Unauthorised consumption of alcohol or drugs (except where under the instructionof a
physician and there is no potential for adverse effects) during work hours, immediately
priorto work,or duringrestor meal breaksor at any othertime where suchuse resultin
the employee or contractor being under the influence of those substances while
performing work for the Company.
(d) The consumption of alcohol or drugs outside of work hours, where such consumption
results in the employee returning a Positive (non negative) Alcohol or Drug test.
(e) Tampering with or attempting to adulterate the specimen or collection procedure.
(f) Inability to provide sufficient quantities of the substance to be tested without a valid
medical explanation. A maximum of three hours is the limit for providing a urine
specimen.
(g) Refusing,withoutgoodreason,to undergoa drug or alcohol testor signa consentform
when required in accordance with this Policy or where required to do so under any
supplier or customer Drug and Alcohol Policy or other contractual requirement.
(h) Leaving the scene of an accident without a valid reason before the test has been
conducted.
(i) Anyactionor behaviourthatbringsthe Companyintodisrepute.
4.3 If, after a full and fair investigation, the Company concludes that this drug/alcohol policy has
beenbreached,the Companymayimpose whateverdisciplinaryactionitconsidersappropriate,
havingregardforall the circumstances,includingbutnotlimitedtoone ormore of the following
options:
(a) Disciplinary action up to and including summary dismissal for serious misconduct;
(b) Another disciplinary penalty, for example a first or final written warning;
(c) A referral to an Employee Assistance Programme;
(d) Regular drug/alcohol testing.
4.4 In the event an employee fails a drug or alcohol test at a customer or supplier’s site, the
employeeconsentstothe testresultsof thattestbeingprovidedto the Company. Suchresults
may form the basis for disciplinary action under this Policy, up to and including dismissal for
serious misconduct.
4.5 The Company reservesthe righttoconduct searchesfordrugsor alcohol,including,butnot
limitedto,searchesof lockers,filingcabinets,desks,packages,vehiclesetc.whichare on
Companypropertyorin a Companyfacility.Anydrugsoralcohol foundasa resultof sucha
searchwill be confiscatedandthe occupantor userof the objectsearchedwill be subjectto
disciplinaryaction,uptoandincludingterminationof employment.

5. Testing
5.1 The Companymayrequire the employee orcontractortoundergoadrug and/oralcohol test,at
the Company’s expense, in the following circumstances:-
(a) Pre-employment testing
(b) Post-accident/incident Testing may be undertaken following an incident or accident
regardlessof whetherharmactuallyresulted. An‘incident’shall include(butshall notbe
restrictedto) damage toavehicle,property,plant,orequipment,oranyworkplace injury
or near miss.
(c) Reasonable suspicion testing: Testing may be undertaken when an
employee’s/contractor’s actions, appearance, behaviour, or conduct reasonably causes
the Companyor itsrepresentative tosuspectthatthe employee isunderthe influence of
drugs or alcohol. Examples of “reasonable cause” factors are listed in Schedule A.
(d) Customers or Suppliers Workplaces: Testing may be undertaken when an
employee/contractor is subject to a customer’s or supplier’s drug and alcohol policy.
When on a customer or supplier site, employees are bound by the requirements of the
site’sDrugand Alcohol Policyandtestingprocedures,providedhowever,thatthe results
of those testingproceduresshall be providedtoLaser Electrical Riccarton and may form
the basis for disciplinary action under this Policy.
(e) Random Drug Testing: Due to the safety sensitive nature of the Company’s business,
employees and contractors may be required to undergo random drug testing.
6. Procedure for Testing
6.1 Subject to any legal requirements, the Company will take appropriate steps to ensure that the
results of any tests carried out under this policy remain confidential to the parties and their
representatives.
6.2 The employee or contractor authorises the release of the findings carried out by an
appropriately qualified detection agency (whether in relation to testing under this Policy or
testingundera customer or supplierPolicy),tothe Company,to the extentthat it isnecessary
to determine compliance or otherwise with this policy.
Alcohol
6.3 Testing shall be done in accordance with the standard on alcohol testing being AS 3547:2000
Type 2 Breath Alcohol Testing Devices.
6.4 The employee may be requiredto accompany a senior staff member to the nearest approved
testing facility where the employee will be required to undergo alcohol breath testing. The
employee may be also required to sign a consent form.
Drugs
6.5 The Company’s drug testing shall be carried out using urinalysis in accordance with AS/NZS
4308:2008 Procedures for Specimen Collection, and the Detection & Quantitation of Drugs of
Abuse in Urine.
6.6 In this process an employee or contractor is required to accompany a senior staff member to
the nearestapprovedtestingfacility(ifthetestingisnotcarriedouton-site) wherethe employee
or contractor will be requiredtoprovide aurine sample inthe case of urinalysis.The employee
or contractor will be askedtosignthe testingfacility'sconsentformandprovide identification.
Test results
6.7 If an employee or contractor receives notice from the Company that the results of the
Company’soracustomerorsupplier’sdrugand/oralcohol testyieldedapositive (non-negative)
result,the employeeorcontractorwill be givenanopportunitytoexplainthe resultof thattest.
The Company will consider that explanation when deciding what action (if any) will be taken.
7. Stand Down
7.1 In the eventthatat any time an employee returnsapositive Drugor Alcohol testor where the
Company reasonably believesthat the employee’s abilityto safelyor productivelyperformhis

or her duties has been compromised by consuming drugs or alcohol, the employee may be
immediately stood down on pay pending an investigation of the matter and determination of
the course of action to be taken.
8. Reporting and Self-Referral Procedure
8.1 If an employee believesaco-workerisusingdrugsoralcohol duringworkhours,or is under
the influence of drugsoralcohol inthe workplace,he/sheshouldreportthisassoonas
possible tohis/hermanagerorsupervisor.If the use of drugs/alcohol is allegedagainstan
employeeinthe workplace,the allegationwill be treatedasconfidential,unlessthe Company
isrequiredbylawto disclose thisinformation.
8.2 Employeeswhohave a problemwithalcohol or drug use are encouragedto seekassistance by
self-referral to the Company, before it has a detrimental impact on their work performance.
Attendance atEAPsessionsinrelationtoself-referral,shall beoutsideworkhours. Noemployee
will be discriminated against for self-referring.
9. Rehabilitation
9.1 Employees returning a positive test may be given the opportunity, at the Company’s sole
discretion, to join an approved drug and alcohol rehabilitation programme.
9.2 Where the employee agreestoundertake suchaprogramme the partieswill agree uponaplan
setting out –
(a) The length of the rehabilitation programme;
(b) Who will pay the costs associated with the programme; and
(c) A formal commitment from the employee to undertake and successfully complete the
agreed programme.
9.3 Where an employee is offered and accepts a rehabilitation programme the employee will be
requiredtoutiliseanyexistingleaveentitlementorleave withoutpayuntil he/she hasreturned
a negative drug and/or alcohol test as per this policy and is considered to be fit to return to
work.
9.4 Failure to successfully complete the programme including but not limited to failing to provide
the number of negative tests the programme requires, may result in the employee being
dismissed.
9.5 The Company shall not be obliged to offer rehabilitation but may do so at its discretion.
I have read and understand the above
Name:(please print) ________________________________
Signature: ________________________________
Date: ________________________________

Schedule A
REASONABLE CAUSE INDICATORS
When determining “reasonable cause,”physical symptoms and/or unusualor out ofcharacter on-site observablebehaviours must be
considered.
Examples of physical symptoms or behaviours include,but are not limitedto:
Repeated lateness Deterioration in personal appearance
and hygiene
Violentbehaviour
Patterns of absences Less energy Impaired motor skills
Emotional signs –outbursts,anger,
aggression
Involvementin variousminor accidents Bloodshoteyes
Changes in personality Defensivewhen confronted about
behaviour
Intenseanxiety or panicattacks
Changes in alertness –difficulty with
attention span
Dizziness Impaired or reduced shortterm
memory
Slurred speech Hangovers Reduced ability to performtasks
requiringconcentration andco-
ordinationImpairments in learningand memory,
perception andjudgement
Irritability Depression.
Employee’s Name: _____________________________________________
Department: _____________________________________________
Date(s) _____________________________________________
Support Person: Yes □ No □ Name: __________________________
Supervisor’s name: _____________________________________________
Department: _____________________________________________
Approved person’s name: _______________________________________
Department: _____________________________________________
Date(s): _____________________________________________
Supervisor to record below the physical symptoms or behaviours observed:
______________________________________________________________
______________________________________________________________
______________________________________________________________
Comments/explanations ofEmployee/Contractor (ifoffered)
______________________________________________________________
______________________________________________________________
Comments of Supervisors/Approved Person
______________________________________________________________
______________________________________________________________
DETERMINING REASONABLE CAUSE
Yes □ No □ From your observation is there a risk to the health and safety ofthis person and others?
Yes □ No □ Are you satisfied that it is reasonably possible that the risk is a result ofthe possible use ofdrugs or alcohol?
Do NOT proceed with reasonable cause testing unless theabove questions are answered with a YES.
TAKING ACTION
Reasonable cause established Yes □ No □
Time: _______________________ Date: _________________________
Action taken:
______________________________________________________________
______________________________________________________________
______________________________________________________________
Supervisor’s signature: __________________________
Date: __________________________
Time: __________________________
Approved person’s
Signature:___________________________
Date: ___________________________
Time: ______________________

Harassment, Discrimination & Bullying
Any form of Harassment, Discrimination or Bullying is unacceptable and will not be tolerated. We are
committed to undertaking any and all steps necessary to prevent such practices.
Definitions:
Sexual
Harassment
 Directly or indirectly making a request for sexual intercourse, sexual contact or
other form of sexual activity that contains an implied or overt promise of
preferential treatment, an implied or overt threat of detrimental treatment; or
an impliedorovertthreataboutthe presentorfuture employmentstatusof that
employee.
 -Directly or indirectly subjecting a person to behaviour that unwelcome or
offensive (whether or not that is conveyed to you, the employer or
representative) and that, either by its nature or through repetition, has a
detrimental effect on that employee's employment, job performance, or job
satisfaction.Thisbehaviourcan include the use of language or visual material or
physical behaviour of a sexual nature
Racial
Discrimination
 A behaviour that is uninvited and that humiliates, offends, or intimidates
someone becauseof theirrace,colour,orethnicornational origin.Ingeneralthe
behaviour must be repeated, although significant behaviour that has a very
detrimental effect on a person, even if only a single incident, may be racial
harassment.
 Racial harassmentcan involve mimickingthe waya personspeaks,makingjokes
about their race and calling them racist names.
Discrimination  Discrimination occurs when a person is treated unfairly or less favourably than
anotherpersoninthe same orsimilarcircumstances.Discriminationcanbe direct
orindirect,andgenerallytakestheformof exclusionorrejectionfromsomething.
Workplace
Bullying
 Unreasonable andrepeatedbehaviourtowardsa personor group that createsa
healthand safetyrisk.Repeated behaviourispersistentandcan include a range
of actions. Unreasonable behaviour covers actions which a reasonable person
wouldn’t do in similar circumstances, including victimising, humiliating,
intimidating or threatening a person. A single incident isn’t considered bullying
but can escalate if ignored.
We will work to prevent workplace bullying by:
- Activelylookforwaystocreate a positive workplace;
- Encouragingpositive leadershipstyles;
- Directingattentiontowardsbehaviourratherthan people;
- Aimingtopromote harmoniousrelationships;
- Aimingtorepairthe workingrelationship bypromotinglow-keysolutions;

Employeesagree to:
- Tell theirmanagerif theyexperience orsee anybullyingbehaviours;
- Try low-keysolutions,e.g.talkingtothe personinitially.
If you believe you have been sexually or racially harassed, discriminated against or subject to bullying, you
must report the matter to your Employer or supervisor, so appropriate action can be taken. All complaints
will be takenseriouslyanddealtwithconfidentially,quicklyandimpartiallytoensure supportforall parties
involved.Appropriate remediesandconsequenceswill be foundandthiswill be communicatedtorelevant
people.

Confined Spaces Policy
At Laser Electrical Riccarton, we are committedto ensuringa safe and healthyworkplace forall employees
involved with Confined Spaces. This Policy will outline the process for dealing with Confined Spaces.
Wherever possible, entry into a confined space will be avoided.
Thispolicyappliestoall employees andalsoincludesanyvisitorsandcontractorsbothinside andoutside of
scheduled normal working hours.
A confinedspace isanyareathatisnotintendedforhumanoccupancy,haslimitedaccessorhasthe potential
for containing a toxic or oxygen deficient atmosphere.
A confined space:
• Is large enough for a worker to enter and perform assigned work;
• Has limited entries and exits;
• May contain a hazardous atmosphere, arising from chemicals, sludge or sewage;
• Is constructedso that anyone whoenterscouldbe asphyxiatedortrappedby wallsor floorthat converge
to a small cross-section, such as a hopper;
• Contains a material, such as sawdust or grain that could engulf anyone who enters.
Examplesof aconfinedspaceinclude atank,vessel,vat,silo,binandvault.Otherswhichare lessobviouscan
be equallydangerous,e.g.open-toptanksandvats(particularlywhere heavierthanairgasesorvapoursmay
be present),closedandunventilatedrooms,or furnacesandovensinwhichdangerousaccumulationof gases
can build up because of restricted air circulation even though the door is left open.
What are the risks of confined spaces?
• Entrapment from collapse of structure or side walls
• Toxic gas build up
• Asphyxiation (lack of oxygen)
• Being engulfed by products (such as grain or sawdust)
Main points of Confined Spaces:
• Ensure the competencies of all persons for confined space entry are verified and that they have been
specifically trained in confined spaces;
• Have an effective means of communication in place;
• Make sure there is a competent safety observer in place;
• Ensure atmospheric testing is being performed before entry and during occupation;
• All workers must have suitable personal protective clothing and equipment available and in use;
• Evacuation/rescue procedures and equipment must be in place;
• The confined space shouldbe cleaned or flushed to remove harmful solids, sludge’s or liquid and purged
to remove harmful gases or vapours;

• Ventilation of the confined space may be necessary, or selectionof appropriate breathing apparatusas a
last resort;
• Confined spaces often contain machinery or moving parts that may be inadvertently or automatically
started. Lockout/tagout machinery and electrical equipment such as augers and agitators.
• If conditions change, evacuate the confined space;
• Use a suitable detector to determine safe oxygen levels. Test the atmosphere for toxic and combustible
contaminants. Ensure atmospheric testing equipment is correctly calibrated at regular intervals;
• There is potential for dry bulk materials in invade the space and trap or bury workers. Also uncontrolled
introductionof water,orothervapoursor liquidscanalsoharm workers.Potential sourcesmustbe isolated
using lockout/tagout & blinding procedures on all piping, ducts, and vents.
Process:
Before consideringentering,askyourself:“Isthisapotential confinedspace?”
PLAN:
• Is it safe to enter?
• Do we have an emergency evacuation plan?
• Is any equipment needed to get out quickly?
• Do I need to enter this space?
• What equipment might I need?
• Air monitor
• Escape equipment
• Breathing apparatus
STRUCTURES:
• Externally assess for visible damage before entry.
ATMOSPHERE:
• Test the atmosphere. Is there enough oxygen in the air?
• Don’t rely on smell! Use air monitors to test for air contamination.
• Do I need forced ventilation or breathing apparatus?
HAZARDS:
• Prevent accidental introduction of hazards, e.g. water or gasses through piping, ducts or vents.
• Close off, de-energise, switch off electricity, gas or other power sources, lockout or tag-out machinery
before entry.

Confined Spaces Checklist
Name of space:
Do we need to enter the space?  YES  NO
If yes, why?
Is it safe to enter?  YES  NO
Name of Trained Member of staff to enter:
Name of Safety Observer:
PLAN
Do we have an emergency evacuation plan?  YES Details:
Is any equipment needed to get out quickly?  YES Details:
What other equipment/PPE is needed?
Do we need to monitor the air?  YES Details:
Do we have a means of communication?  YES Details:
STRUCTURE
Has external been assessed for visible damage?  YES Details:
ATMOSPHERE
Atmospheric Testing needed?  YES Details:
HAZARDS
Space has been emptied  YES Details:
Accident introduction of hazards prevented?  YES Details:
Machinery Locked Out  YES Details:
Electricity shut off  YES Details:
NOTES
Trained Staff Member
X
(signature)
Date
/ /

Fatigue Policy
At LaserElectrical Riccarton,we are committedtoensuringasafe and healthyworkplace forall employees–
which involves managing the impact of fatigue. Fatigue affects your ability to think clearly and act
appropriately.Fatiguedworkersare lessalert,don’tperformwell,are lessproductiveandare more likelyto
have accidents and injuries. People who are fatigued are not good at recognising their own level of
impairment,andcanbe unaware that theyare not functioningattheirbest.Inthe worstcase scenariothey
can drop off to sleep in the middle of a task, which can have fatal consequences.
What causes fatigue?
Fatigue isthe endresultof inadequate sleepforrepairandrecoveryof ourbodyor workingoutof syncwith
your natural body clock or extreme physical or mental exertion.
A range of contributing factors can increase the risk of fatigue. Some factors are work based and some
personal:
 Work scheduling, rostering or timing;
 Shifts that last longer than eight hours are considered to be extended shifts. Frequent extended shifts
can lead to employees getting less sleep than they need;
 Workloadbeingmachine paced, complex or monotonous, physically or mentally strenuous (or both);
 Work environment (e.g. heat cold, vibration, noise);
 Personal factorssuch as the employee’sage,general health,sleepingpatterns,lifestyle andexperience
on the job affect their susceptibility to fatigue.
How will we minimise fatigue?
 Talk to the team: We will discuss with them what the hazards associated with fatigue are – what they
can do to minimise fatigue and how to look out for fatigue in others;
 Limit shifts to a safe number of hours;
 Make sure employees take regular rest breaks during shifts;
 Make food available to employees where appropriate to maintain alertness;
 Provide good supervision of shifts;
 Be aware of the times when people are most likely to be affected by fatigue;
 Aim to manage shift work and overtime so that employees have regular opportunities for adequate
recovery through high-quality sleep;
 Be alert for the contribution of fatigue when you investigate accidents.
We expect our team to know:
 What to eat and when;
 The impact of caffeine and alcohol on sleep;
 The impact of prescribed medications, such as antihistamines, on their alertness;
 How to make the most of their breaks;
 Make sleep a priority;
 How to use their recovery and rest time appropriately;
 How to adjust their sleeping area to promote good sleep;

 How to recognise fatigue;
 Getting to and from work safely;
 The impact of exercise on fatigue;
 Working together is the best way to create a safe and healthy working environment.

Health Monitoring Policy
At Laser Electrical Riccarton,we are committedto ensuringa safe and healthyworkplace forall employees,
which involves monitoring our employee’s health on an ongoing basis. The purpose of the monitoring is to
determine if the precautions taken to protect employee’s from workplace hazards that are unable to be
eliminatedare suitableandeffective.Hazardsthatare unable tobe eliminatedcanincludedust,fumes,noise
or vibration. Any monitoring carried out will have results notified to the employee.
Type of Monitoring:
Employers can test and monitor the environment and employees health to assess particular workplace
hazards:
 Environmental monitoring involves measuring air or dust sampling, sound levels or other hazardous
environmental factors;
 Healthmonitoringinvolvesdirectmonitoringof anindividual’shealthindicatorssuchas blood,urine or
lung function tests, and hearing tests.
Process for Monitoring:
Monitoring is action taken to determine the current state of a workplace, or staff member in relation to a
hazard. Examples of the types of hazard that can be monitored would include:
 Physical agents - noise, vibration, ergonomic factors;
 Chemical agents - gases, vapours, dusts, liquids;
 Biological Agents- micro-organisms, (e.g. bacteria viruses and fungi), animal products or samples.
Environmental Monitoring
When environmental monitoring is carried out it is important to ensure that:
 All samples are representative of the process under investigation;
 The method of sampling is appropriate;
 The standards against which any results are assessed are appropriate; and
 The interpretation applied to the results is appropriate.
We will undertake required environmental monitoring as required as a result of an investigation.
Monitoring undertaken will include analysing noise and dust hazards.
Health Monitoring
Health monitoring may be required for the following staff members:
 Where there is an identifiable disease or health effect that may be related to the exposure;
 Where there is a reasonable likelihoodthatthe disease orhealtheffectmay occur under the particular
conditions of work; and
 There are valid techniques for detecting the indicators of the disease or effect.
We will undertake any health monitoring required as a result of a post critical event as part of the event
investigation. (Including Drug and Alcohol screening/testing as/when necessary)
In the resultof a lessthanoptimal result,the employeewillthenbe referredtoaphysicianof our choice for
a full health check. Consideration will be given to the employee’s previous medical history in conjunction
withtheirnominatedmedical professional andasperthe employmentapplicationhealthquestionnaire.Any
returnto workfrom a lessthanoptimal resultwill be managedasperthe Returnto Work Policy.Anyresults

will be consideredbythe Health& SafetyChampioninregards to controlsof the Hazard Registerandclient
information provided.
In addition, we will undertake pre-employment and annual healthmonitoring for all employees. The check
will include hearing,sightandlung functiontests.The check will be conductedby a medical professionalof
our choice.We will conductthese functionteststoensure thatthe potentialforworkinjuryorwork-related
illness through exposure to work tasks, as outlined in our Hazard register and SSSP, are eliminated.

Proceduresand Guidelines –Hazard Information
At LaserElectrical Riccarton,we provide employees withdetailedinformationsothatthey are familiarwith
the proceduresandguidelinestofollowindifferentsituations.
Employeesshouldensurethattheyhave readandunderstood the followinginformation whichwasalso
includedintheirHealthandSafetyInductionBooklets.
ConfinedSpaces
Confinedspacesare those thatare not intendedforhumanoccupancyandhave the potential tocontaina
dangerousatmosphere,aliquidora substance thatmay engulf anyone inthatspace.A confinedspace will
alsohave a large enoughgapfor a workerto enterbuthave limitedentriesandexits.
To work ina confinedspace,the employeeshouldhave apermittowork,appropriate training,ameansof
testingthe atmosphere inside the space,someoneoutside the space thatcan be calledon,a meansof
communicatingwiththisperson,andamethodof rescue if thingsgowrong.
Equipment/Machinery
Before undertakinganytype of work,youmust have a full understandingof how the equipmentoperates
and that youhave the appropriate personal protective equipment(i.e.earmuffsoreye protection).Tools
and machinesare equippedwithintegratedsafetymeasures,cut-off switchesandguards – it is forbidden
to override, remove or attempt to override or remove these safetymeasures.
No one is permittedto operate a machine or undertake a processthat they are not qualifiedtooperate
or for which they have not receivedtraining. Employeesare expected to advisetheir manager or a senior
employee ifthey are unsure ofhow to operate a machineor undertake a process – speak up if
uncertain/uncomfortableaboutwhatis beingasked.
Handling and LiftingTechniques
Checkthe weightof the object.If it istoo heavyorbulkyask forhelp.If assistance issoughtfroma
colleague,workasa team:discusswhatyouplanto do and give clearinstructions:'Ready,Steady,Lift’;
 Examine the objecttodetectroughedgesornailsthat are stickingout,andsuitable placestogrip;
 Knowthe destination –planthe mostdirectand obstacle-free route;
 Ensure the place the object/sare beingmovedtoisclear and prepared;
 Pushrather thanpull heavyobjects;
 Whenan objectisfar from reach,move ratherthan stretchto reach;
 Pivotratherthan twistthe body:
 These are the basicprinciplesof liftingorpushinganobject:
 Standclose to the loadwithfeetshoulderwidthapartforstability;
 Bendat the kneeskeepingthe backstraight;
 Grasp the goods securelyandholdthe loadclose toyourbody while lifting;
 Liftwithoutjerking,use the legmusclestostandup;
 Face the directionyouare movingthe loadto.

Dealingwith Hazardous Substances
Onlyteammemberswhohave completedthe appropriate andrecognizedcoursescanhandle hazardous
substances.Attimesyoumayneedtoassistthese teammembersbutthisisalwaysoverseenand
controlledbyaqualifiedperson.
You shouldbe fullyinformed of anysubstancesthatcouldbe hazardoustoyour healthbothinthe short
termand longterm.The workplace shouldhave Material SafetyDataSheetsoneachsubstance,these
sheetswill outlinehealtheffects,firstaid,emergencyresponses,safetystorage andthe needforPPE.
For example,Dust:Employeesshouldwe abletoidentify thishazardbefore theycommence work,butthen
the potential hazardsformedonce workhas commenced onthissubstance.
Noise
Hearinglossisslowand painless, itoccursovera periodof time andas it cannotbe cured the bestthingto
do isto preventit.Asa general rule,if youneedtoshoutto be heardthenhearingprotectionmustbe
worn.You needtohave the correcttype of hearingprotectionforthe level of soundand theyneedtobe
fittedcorrectly.Youronsite supervisorcanhelpwiththis.
Make sure you workshop yourhearingprotectionproperlywhennotinuse.If youare wearingthemwith
otherthings, make sure that theyall fittogetherproperly.
AmenitiesandFacilities
You shouldhave availabletoyoua toilet,aplace to washyour hands,a place to restand eat anddrinking
water.
For some of our locationsyoumayneedto ensure thatyoufill yourdrinkbottle priortogoingout to the
worksite at your original leavingpoint.Everyworkeronsite hasa responsibilitytotreatthe supplied
facilitieswithrespect, make sure youleave ittidyandclean.
Ladders
Laddersshouldbe usedforshort durationtasksandnot usedas a platform.Youcan make your laddersafer
by checkingyouladderbefore youuse it,usingonlycommercialgrade laddersonsite,secure laddersatthe
bottomand standit on level ground.Alsomake sure thatthe angle of the ladderisat one metre outat the
base for everyfourmetres of height.
To stay safe onall laddersyoushouldensure thatall rungsare clear,do notleanoff to the side of the
ladderanddo not climbhigherthanthe thirdrung fromthe top of the ladder.
Heat Exposure
Workinginhot temperaturesforextendedperiodsof time canleadto dehydrations,heatexhaustionand
heatstress.Your bodycan overheatbecause itisunable tocool itself downthroughsweating.
Once you overheatyoumaynotice symptomssuchassweatiness,headaches,dizziness,rapidpulseor loss
of balance.Youcan limityourheatexposure bydrinkingplentyof water,takingbreaks,wearingsun
protective clothing,andundertakingtaskinthe shade if possible.Youare more susceptible toheat
exhaustionif youworkinconfinedspaces,under floororinceilings.If heatexhaustionisnotdealtwithit
can leadto heatstroke.

Fatigue
Fatigue isextreme tirednessandcomesaboutafterlongperiodsof mental or physical exertionorlackof
goodsleep.Signsof fatigue are feelingconstantlytired,excessive yawningorbadmoods andheadaches.
To minimise fatigue,youshouldmake sure youhave atleast8 hoursof sleepanight,drinkplentyof water
and take breaks. If youfeel tired,tell someonebecause all risksonsite needtobe managed.
Visitors
Anyone visitingasite mustreportto the site supervisorandbe made aware of the hazards and the
emergencyprocedures.If youare unsure youmustask the site supervisor.Anyone visitingmustalsowear
the correct PPE and followthe instructionsof employees andbe escortedatall times.
Behaviour
It isimportantto rememberthat youwill be workinginateam, there will be zerotolerance forharassment,
violence,discriminationorabuse betweenteammembers.If youhave aproblemwithsomeonethenyou
mustmake that aware to the site supervisorimmediatelysothatwe can try and resolve the problem.You
mustalso rememberthatyouare at workso yourbehaviourmustalwaysbe professional.Practical jokes
are notwelcome if theybringsomeone’shealthandsafetyintodangerorif the recipientisnotwelcoming.
You are prohibitedtobringthe followingontoany part of anywork site:
 Unsupervisedvisitors;
 Children(unlessbyagreement);
 Alcohol (unlesssanctionedbythe site supervisor);
 Drugs (otherthanthose prescribed).

6.Employee
Participation and Health
& Safety Committee
What is Laser Electrical Riccarton’s H&S committee
and who is in it?
What happens in their committee meetings?

6. Employee Participationand Health and Safety Committee
At LaserElectrical Riccarton,we will ensure thatemployees have the opportunitytobe fullyinvolvedinthe
workplace safetypractices.
We have achievedthisthroughthe formationof aHealthand Safetycommittee withrepresentationof
bothemployerandemployeesanda processof healthandsafetydevelopment, monitoringandreview.
Healthand Safetyisregularlydiscussedwithall of the Managersintheirweeklymeetingsandtool box
meetingsandthisinformationisthensharedamongstthe team.
We have a Healthand SafetyCommittee thatmeetregularly(Every4-6weeks).Minutesof the meetings
are to be keptand circulatedtoall committee members, managementandemployees.Minutesof these
meetings willbe postedonthe HealthandSafety noticeboardnoticeboardinthe workshopandavailable
throughHR.
Employeesare encouragedtoparticipate fullyinthe processof promotingasaferworkplace through
accidentand incidentreporting,identificationof hazardsandsuggestedimprovementstoourHealth&
SafetyManual.Our Health& SafetyPolicyandManual isa ‘living’documentandassuch will be constantly
reviewedtoensure we are bestmanagingHealth&Safetyinourworkplace.
Health & Safety Committee:
The purpose of the Committee istoact as a foruminwhichworkplace safetyissuescanbe airedand
provide ameansby whichemployeesare able toparticipate inworkplacesafety.A keyfunctionforthe
Committee istooversee progressinimplementationandmaintenance of health&safetystandards.
We have formedaHealth& SafetyCommittee withrepresentationfromboththe employerandemployees
inaccordance withthe relevantlegislation.The namesof the employeesonthe committee will be
circulatedtoall employees inthe inductiondocumentand will be circulatedregularlytoall employees.
The purpose of our Committee istoenable employees tocommunicate tomanagement, issuesof interest
and concernrelatedtohealth& safety.Itshouldbe notedthatthe Health& SafetyCommittee isnota
substitute formanagementresponsibilityandaction. Concernsrelatedtoworkplace safetyshouldbe
communicateddirectlytomanagement orthe Health& SafetyChampionatthe time theyarise.
The Health & Safety Committee’spurpose isto:
 Monitorand reviewthe performance andeffectivenessof policiesandprocedures andrecommend
any improvementsneeded;
 Act as a communicationchannel foremployeeconcerns;
 Discussissuesraisedanddecide actionandfollow-upprocedures;
 Examine incident,nearmissandaccident reportsandmonitorthe implementationof corrective
actionsand changes;
 Monitorincident,nearmissandaccidenttrends;
 Reviewthe HazardRegisterandidentifynew hazards,recommendingappropriate actionto
eliminate,isolate orminimize these;
 Identifyhealthandsafetytrainingasitisrequired;

 Determine proceduresandassistance whichmay be neededforHealth&Safety Representativesto
effectivelyconducttheirfunctions;
 Encourage and promote a greaterawarenessof Health&Safetywithinthe location;
 Determine anyproceduresrequiredtoassistthe committee performitsfunctions effectivelyand
whichhave notbeendefinedinthisprocedure;
 Discusschangesto the site that mayaffectHealth& Safetyor the welfare of employees;
 Assistmanagementinthe educationof employees,contractors andvisitors;
 Ensure the Health& Safetynotice boardiskeptup to date withrelevantinformation;and
 Promote the wellbeingof employees.
Health & Safety Committee Meetings
The Health& SafetyCommitteeistomeetnotlessthaneverytwomonthsandmay be as oftenas required
to ensure thathealth& safety standardsare implementedandmaintained.
Minutesof the meetingsare tobe kept,andcirculatedtoall committee membersand management.
Minutesof these meetingsare toalsobe postedonthe notice board at eachoffice site.
Where possible,consensuswillbe reachedthrough discussionandnegotiation.In situationswhere
agreementcannotbe reached,amajorityvote maybe usedtodecide the outcome.
The Chairpersonwill normallybe the Health&SafetyChampionandwill be responsibleforthe conductof
meetings.The Chairpersonmustensure thatdiscussionisrelevantto the Agendathatpointsof view canbe
clearlyexpressed,andthatmembersclearly understandthe outcome of the discussion.
Employee Representatives
The role of the Employee Representative istorepresentemployeesonHealth&Safety matters.
Representativesshouldbe active promotersandenforcersof safetyandcan be usedby managementto
furtherenhance safetypromotioninthe workplace. Representativescanvolunteerorare to be nominated
and electedbyfellowemployees. Itisenvisagedthatthe Employee Representativeswill be across-section
of employee fromacrossall sites.
Appropriate trainingwill be providedtothe employeerepresentativestoassistinthe developmentand
establishmentof safe workingpracticesasrequired.Recordswill be maintainedonthe representatives’
personal file.The feesfortrainingare paidforbythe companyand theyare paidtheirfull wage whilstat
training.
Health & Safety Newsletter
A bi-monthlyHealth&SafetyNewsletterwill be circulatedtoall employeestokeepthem informedof any
upcomingissuesorinitiativesandto increase awarenessof health&safety.These newsletterswill alsobe
made readilyavailable atall sites,onthe healthandsafetynoticeboardandinthe office.Where applicable,
any informationfromthe newsletterwill alsobe sharedwithourclientsandonline.

Health and safety manual (last updated 11.12.15)

Health and safety manual (last updated 11.12.15)

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