WorkSafe Western Australia
@WorkSafeWA
·
19h
A new information sheet has been released to help health and safety representatives (#HSR) understand their powers, rights and functions under the #WHS Act.
There are several legal appointments that must be made in the workplace according to the Occupational Health and Safety Act, including a health and safety representative, health and safety committee members, first aider, incident investigator, and firefighter. The health and safety representative has various functions including identifying hazards, investigating complaints, and participating in inspections. A first aider must be appointed where more than 10 employees work. An incident investigator conducts investigations following incidents. Firefighters assist with identifying fire hazards and fighting fires under the direction of the firefighting coordinator.
This document provides an overview of work health and safety (WHS) terminology, duties, and hazard identification processes. It defines key terms like PCBU, workers, officers, and health and safety representatives. It outlines the main duties of PCBUs, workers, and officers to ensure health and safety. The document also discusses how to identify hazards, complete inspections, and implement a hierarchy of controls to minimize or eliminate risks, with elimination being the most effective approach. Reporting procedures and reviewing controls are also covered.
This document provides an overview of health and safety requirements for security guards as outlined in the Occupational Health and Safety Act and WHMIS. It discusses the responsibilities of employers, supervisors, and employees to ensure occupational safety. Employers must provide training, protective equipment, and follow health and safety programs, laws, and regulations. Employees have rights to participate in health and safety, know about workplace hazards, and refuse unsafe work. The document outlines how to prevent injuries from slips, trips, falls, repetitive strain, and violence. Workplace hazards are identified and controlled through recognition, assessment, and implementing controls.
Cert IV OHS - WHS Responsibilities and Legislative Requirementsdanieljohn810
The document discusses the duties and responsibilities of various parties under Work Health and Safety (WHS) legislation. It outlines the general duty of care to ensure worker health and safety for persons conducting businesses, those in control of workplaces, designers, manufacturers, suppliers, installers, officers, workers and other persons on site. It also describes the specific duties for each party to take reasonable care, provide safe systems and facilities, issue instructions, report hazards and more to comply with WHS laws.
WHS Risks - Overview for Public Sector ManagersRussell_Kennedy
This document summarizes the duties and responsibilities of managers under the Work Health and Safety Act 2011 regarding managing risks in the workplace. It discusses how managers, who are not considered officers under the act, still have important responsibilities as workers to ensure a safe workplace. These include taking reasonable care for their own and others' safety, complying with instructions, and cooperating with health and safety policies. The document also emphasizes the vital role managers play in influencing culture and addressing issues like bullying proactively to reduce risks and prevent psychological injuries.
The roles within Health and Safety are very specific and require a dedicated team to ensure that all the duties are covered to ensure the workplace is safe.
BSBWHS412 - Assist with workplace compliance with WHS lawsTimeLMS7
Assist with determining the legal framework for WHS in the workplace
Assist with providing advice on WHS compliance
Assist with WHS legislation compliance measures
There are several legal appointments that must be made in the workplace according to the Occupational Health and Safety Act, including a health and safety representative, health and safety committee members, first aider, incident investigator, and firefighter. The health and safety representative has various functions including identifying hazards, investigating complaints, and participating in inspections. A first aider must be appointed where more than 10 employees work. An incident investigator conducts investigations following incidents. Firefighters assist with identifying fire hazards and fighting fires under the direction of the firefighting coordinator.
This document provides an overview of work health and safety (WHS) terminology, duties, and hazard identification processes. It defines key terms like PCBU, workers, officers, and health and safety representatives. It outlines the main duties of PCBUs, workers, and officers to ensure health and safety. The document also discusses how to identify hazards, complete inspections, and implement a hierarchy of controls to minimize or eliminate risks, with elimination being the most effective approach. Reporting procedures and reviewing controls are also covered.
This document provides an overview of health and safety requirements for security guards as outlined in the Occupational Health and Safety Act and WHMIS. It discusses the responsibilities of employers, supervisors, and employees to ensure occupational safety. Employers must provide training, protective equipment, and follow health and safety programs, laws, and regulations. Employees have rights to participate in health and safety, know about workplace hazards, and refuse unsafe work. The document outlines how to prevent injuries from slips, trips, falls, repetitive strain, and violence. Workplace hazards are identified and controlled through recognition, assessment, and implementing controls.
Cert IV OHS - WHS Responsibilities and Legislative Requirementsdanieljohn810
The document discusses the duties and responsibilities of various parties under Work Health and Safety (WHS) legislation. It outlines the general duty of care to ensure worker health and safety for persons conducting businesses, those in control of workplaces, designers, manufacturers, suppliers, installers, officers, workers and other persons on site. It also describes the specific duties for each party to take reasonable care, provide safe systems and facilities, issue instructions, report hazards and more to comply with WHS laws.
WHS Risks - Overview for Public Sector ManagersRussell_Kennedy
This document summarizes the duties and responsibilities of managers under the Work Health and Safety Act 2011 regarding managing risks in the workplace. It discusses how managers, who are not considered officers under the act, still have important responsibilities as workers to ensure a safe workplace. These include taking reasonable care for their own and others' safety, complying with instructions, and cooperating with health and safety policies. The document also emphasizes the vital role managers play in influencing culture and addressing issues like bullying proactively to reduce risks and prevent psychological injuries.
The roles within Health and Safety are very specific and require a dedicated team to ensure that all the duties are covered to ensure the workplace is safe.
BSBWHS412 - Assist with workplace compliance with WHS lawsTimeLMS7
Assist with determining the legal framework for WHS in the workplace
Assist with providing advice on WHS compliance
Assist with WHS legislation compliance measures
The document discusses health and safety requirements and legislation for animal welfare officers. It covers topics like risk assessment, safety policies, training, personal protective equipment, manual handling, accidents, and more. Employers have a duty to protect staff health and safety, which involves assessing risks and taking appropriate prevention measures. Relevant acts and regulations establish specific rules in areas like hazard reporting, protective gear use, injury documentation, and others.
According to the document, shop stewards play an important role in workplace health and safety structures by representing workers and communicating health and safety issues between management and employees. The Occupational Health and Safety Act requires employers with 20 or more employees to appoint shop steward representatives to monitor health and safety conditions. Shop stewards are nominated by their peers and identify hazards, inspect the workplace, participate in audits and investigations, make recommendations, and address employee health and safety complaints. They also accompany inspectors and receive information from regulatory agencies. Health and safety committees, which shop stewards are part of, meet regularly to discuss incidents and injuries, make recommendations, and participate in investigations.
The document outlines the training requirements and costs for an organization to comply with the new Work Health and Safety Act. It identifies specific training needed for various roles including first aid officers, fire wardens, supervisors, and workers. It provides a breakdown of the number of people in each role, the required courses, total training days, and associated labor and course costs. The total estimated annual training cost is $1,310,194. Inefficiencies in the current training program are noted and addressing these will help meet the new legislative requirements.
Legal HSE Responsibilities of Employers.pptDebbie Collett
The document discusses the legal rights and responsibilities of employers, supervisors, and employees under the Workplace Safety and Health Act W210. It outlines the responsibilities of employers to maintain workplace safety, train employees, and ensure the health and welfare of employees. Supervisors are responsible for ensuring employees follow safety procedures and comply with the Act. Employees have the right to know about workplace hazards, participate in safety activities, refuse dangerous work, and be protected from discrimination for raising safety issues. The steps of the right to refuse dangerous work are also described.
The document discusses occupational safety and health management. It defines an occupational health and safety management system as a set of plans, actions, and procedures to systematically manage workplace health and safety risks. The overall goal is to continuously improve occupational health and safety performance through effective risk management.
The document also outlines regulations regarding safety and health committees, including their composition, functions, and meeting requirements. Committees are tasked with activities like developing safety rules, conducting investigations, and inspecting workplaces.
Finally, the importance of safety training is highlighted. Training enables understanding of safety systems, responsibilities, and necessary actions to upgrade safety. Records must be kept of all training conducted.
This document outlines the policies and procedures in the Human Resources Manual of One Event & Co. It states that the goal of the manual is to consistently support the staff and volunteers. It explains that the Director of Human Resources is responsible for revising policies and the manual. It also notes that employees and volunteers have the right to know about workplace dangers, refuse unsafe work, participate in health and safety activities, and complain without reprisal.
This document outlines the safety orientation process for new employees at Mohawk College. It notes that the orientation consists of three modules that must be completed, including an overview of occupational health and safety, WHMIS training, and workplace violence and harassment training. Upon completion of all modules and tests with a grade of 80% or higher, employees must review their job-specific safety requirements with their supervisor and submit documentation to confirm completion of the orientation. The document provides an overview of the key responsibilities of employers, supervisors, and workers under Ontario's Occupational Health and Safety Act. It also outlines workers' rights to know about hazards, to refuse unsafe work, and to participate in health and safety through joint committees.
Whistleblowing and Whistleblower Protection Act. ICC Guidelines on Whistleblowing. Should the whisteblowing act be extended in the private sector?
I have uploaded it in the pdf format.
This document provides an introduction to work health and safety (WHS) legislation in Australia. It discusses key aspects of WHS laws including the WHS Act of 2011, regulations, standards, codes of practice, duty of care, consultation requirements, and penalties for non-compliance. The purpose is to outline WHS policies and procedures that must be implemented within complementary health practices to ensure compliance with these laws.
DEALING WITH WORKPLACE BULLYING - A WORKER’S GUIDEFlint Wilkes
This document provides a guide for workers on dealing with workplace bullying. It defines workplace bullying and outlines behaviors that may constitute bullying. It also describes behaviors that do not constitute bullying, such as reasonable management actions. The document recommends workers check their workplace policies, speak to the offending person, seek advice, and report bullying. It suggests taking complaints seriously and considering changing behaviors if an accusation is made. Various organizations for seeking help are also listed.
This document summarizes B&B Inventory Protection's company policies. It outlines policies regarding equal opportunity, discrimination, harassment, immigration compliance, family medical leave, and health requirements. Employees are required to sign an acknowledgement form confirming they have read and understand the policies. The manual is not an employment contract and B&B reserves the right to modify policies at any time.
Identify individuals and parties, and their roles and responsibilities for WHS consultation and participation
Contribute to implementing WHS consultation and participation processes
Contribute to processes for communicating and sharing WHS information and data
Contribute to identifying and meeting training requirements for effective WHS consultation and participation
Contribute to improving WHS consultation and participation processes
The document provides information on various human resource management topics related to employee exit and separation from an organization such as retirement, exit interviews, resignation, dismissal, and grievance handling procedures.
It begins by defining retirement and explaining standard retirement ages. It then discusses exit interviews, describing them as surveys conducted with leaving employees to gather feedback. Various methods for conducting exit interviews are outlined.
Subsequent sections cover retirement benefits, advantages of retirement, types of separation like voluntary and compulsory retirement, resignation, discharge, dismissal, suspension, grievance handling steps, and performance management procedures including goal setting, feedback, and evaluation. Criteria for promotion and definitions of transfer and attrition are also included.
- The document discusses work health and safety (WHS) regulations for businesses in Australia.
- It outlines the key WHS legislation - the WHS Act of 2011, which replaced previous OHS laws and aims to provide nationally consistent framework for worker health and safety.
- The main topics covered are duty of care, consultation requirements, hazard identification and risk management processes. Employers must identify risks, consult workers, and implement controls to protect health and safety.
John 1 Guide To Injury Management 2011.Ppt UpdatedJohnFigredo
This document outlines the injury management process and responsibilities for supervisors, managers, employees, and OHS Coordinators at Transpacific Industries. It discusses timely reporting of injuries, medical assessment, the Early Intervention Program (EIP), and workers' compensation claims. Supervisors are responsible for injured employees and must ensure proper treatment and accommodations. The goal is to facilitate a quick return to work through cooperation between supervisors, employees, and OHS Coordinators.
This document provides an overview and summary of seclusion and restraint standards and regulations for mental health treatment facilities in Florida. It defines key terms like seclusion and restraint, outlines consumer rights and prohibited uses. It describes requirements for staff training, personal safety plans, initiating seclusion or restraint through emergency treatment orders, monitoring requirements, documentation, and oversight. The goal is to ensure compliance with state rules regarding the use and reporting of seclusion and restraint events at state-contracted community mental health facilities.
Prosecuted and convicted – how would you manage a criminal investigation? - E...Browne Jacobson LLP
This document summarizes criminal and regulatory liabilities for elderly care providers. It discusses corporate and individual criminal liability for offenses like manslaughter and health and safety violations. It outlines steps for managing a criminal investigation, including notifying regulators, preserving evidence, and obtaining legal advice. The document also recommends precautions like compliance protocols and training to prevent offenses. Finally, it discusses new criminal offenses created post-Francis Inquiry for ill treatment or neglect of adults in care.
Critical Control Leadership & Verifications: Operationalising Critical Contro...myosh team
The integrity and success of most critical risk management systems are often determined by the quality of safety leadership within the business.
Not only do leaders need to ensure that the frontline workforce is adequately enabled to implement the appropriate critical controls at the task level, but they also need to support their workers through regular in-field reviews and verifications to ensure controls are present and effective.
These infield interactions require leaders to have a mix of technical and interpersonal skills, to be able to coach the workforce to build critical control knowledge, as well as inviting open and collaborative discussions when gaps are identified, or improvement ideas are raised.
Explore:
- The role of the safety leadership within a critical risk management system
- Interpersonal communication strategies for an effective infield critical control verification process
- Understanding and responding to absent or ineffective controls
- Encouraging ongoing continuous improvement within the work planning and safety management system
Understanding Injury Risk in Ageing Workers for a Sustainable Workforcemyosh team
Opportunities for change in our approach to reducing injury risk in our ageing workforce, particularly with the emerging focus on psychosocial factors contributing to musculoskeletal injury workers compensation claims.
Learn about the latest technologies and research for identifying, managing and reviewing our approach for a sustainable workforce of the future.
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The document discusses health and safety requirements and legislation for animal welfare officers. It covers topics like risk assessment, safety policies, training, personal protective equipment, manual handling, accidents, and more. Employers have a duty to protect staff health and safety, which involves assessing risks and taking appropriate prevention measures. Relevant acts and regulations establish specific rules in areas like hazard reporting, protective gear use, injury documentation, and others.
According to the document, shop stewards play an important role in workplace health and safety structures by representing workers and communicating health and safety issues between management and employees. The Occupational Health and Safety Act requires employers with 20 or more employees to appoint shop steward representatives to monitor health and safety conditions. Shop stewards are nominated by their peers and identify hazards, inspect the workplace, participate in audits and investigations, make recommendations, and address employee health and safety complaints. They also accompany inspectors and receive information from regulatory agencies. Health and safety committees, which shop stewards are part of, meet regularly to discuss incidents and injuries, make recommendations, and participate in investigations.
The document outlines the training requirements and costs for an organization to comply with the new Work Health and Safety Act. It identifies specific training needed for various roles including first aid officers, fire wardens, supervisors, and workers. It provides a breakdown of the number of people in each role, the required courses, total training days, and associated labor and course costs. The total estimated annual training cost is $1,310,194. Inefficiencies in the current training program are noted and addressing these will help meet the new legislative requirements.
Legal HSE Responsibilities of Employers.pptDebbie Collett
The document discusses the legal rights and responsibilities of employers, supervisors, and employees under the Workplace Safety and Health Act W210. It outlines the responsibilities of employers to maintain workplace safety, train employees, and ensure the health and welfare of employees. Supervisors are responsible for ensuring employees follow safety procedures and comply with the Act. Employees have the right to know about workplace hazards, participate in safety activities, refuse dangerous work, and be protected from discrimination for raising safety issues. The steps of the right to refuse dangerous work are also described.
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This document outlines the safety orientation process for new employees at Mohawk College. It notes that the orientation consists of three modules that must be completed, including an overview of occupational health and safety, WHMIS training, and workplace violence and harassment training. Upon completion of all modules and tests with a grade of 80% or higher, employees must review their job-specific safety requirements with their supervisor and submit documentation to confirm completion of the orientation. The document provides an overview of the key responsibilities of employers, supervisors, and workers under Ontario's Occupational Health and Safety Act. It also outlines workers' rights to know about hazards, to refuse unsafe work, and to participate in health and safety through joint committees.
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This document provides an introduction to work health and safety (WHS) legislation in Australia. It discusses key aspects of WHS laws including the WHS Act of 2011, regulations, standards, codes of practice, duty of care, consultation requirements, and penalties for non-compliance. The purpose is to outline WHS policies and procedures that must be implemented within complementary health practices to ensure compliance with these laws.
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This document provides a guide for workers on dealing with workplace bullying. It defines workplace bullying and outlines behaviors that may constitute bullying. It also describes behaviors that do not constitute bullying, such as reasonable management actions. The document recommends workers check their workplace policies, speak to the offending person, seek advice, and report bullying. It suggests taking complaints seriously and considering changing behaviors if an accusation is made. Various organizations for seeking help are also listed.
This document summarizes B&B Inventory Protection's company policies. It outlines policies regarding equal opportunity, discrimination, harassment, immigration compliance, family medical leave, and health requirements. Employees are required to sign an acknowledgement form confirming they have read and understand the policies. The manual is not an employment contract and B&B reserves the right to modify policies at any time.
Identify individuals and parties, and their roles and responsibilities for WHS consultation and participation
Contribute to implementing WHS consultation and participation processes
Contribute to processes for communicating and sharing WHS information and data
Contribute to identifying and meeting training requirements for effective WHS consultation and participation
Contribute to improving WHS consultation and participation processes
The document provides information on various human resource management topics related to employee exit and separation from an organization such as retirement, exit interviews, resignation, dismissal, and grievance handling procedures.
It begins by defining retirement and explaining standard retirement ages. It then discusses exit interviews, describing them as surveys conducted with leaving employees to gather feedback. Various methods for conducting exit interviews are outlined.
Subsequent sections cover retirement benefits, advantages of retirement, types of separation like voluntary and compulsory retirement, resignation, discharge, dismissal, suspension, grievance handling steps, and performance management procedures including goal setting, feedback, and evaluation. Criteria for promotion and definitions of transfer and attrition are also included.
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- It outlines the key WHS legislation - the WHS Act of 2011, which replaced previous OHS laws and aims to provide nationally consistent framework for worker health and safety.
- The main topics covered are duty of care, consultation requirements, hazard identification and risk management processes. Employers must identify risks, consult workers, and implement controls to protect health and safety.
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This document provides an overview and summary of seclusion and restraint standards and regulations for mental health treatment facilities in Florida. It defines key terms like seclusion and restraint, outlines consumer rights and prohibited uses. It describes requirements for staff training, personal safety plans, initiating seclusion or restraint through emergency treatment orders, monitoring requirements, documentation, and oversight. The goal is to ensure compliance with state rules regarding the use and reporting of seclusion and restraint events at state-contracted community mental health facilities.
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• some practical ideas and strategies you can implement to improve the way your organisation responds to incident reports.
UN WOD 2024 will take us on a journey of discovery through the ocean's vastness, tapping into the wisdom and expertise of global policy-makers, scientists, managers, thought leaders, and artists to awaken new depths of understanding, compassion, collaboration and commitment for the ocean and all it sustains. The program will expand our perspectives and appreciation for our blue planet, build new foundations for our relationship to the ocean, and ignite a wave of action toward necessary change.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Preliminary findings _OECD field visits to ten regions in the TSI EU mining r...OECDregions
Preliminary findings from OECD field visits for the project: Enhancing EU Mining Regional Ecosystems to Support the Green Transition and Secure Mineral Raw Materials Supply.
About Potato, The scientific name of the plant is Solanum tuberosum (L).Christina Parmionova
The potato is a starchy root vegetable native to the Americas that is consumed as a staple food in many parts of the world. Potatoes are tubers of the plant Solanum tuberosum, a perennial in the nightshade family Solanaceae. Wild potato species can be found from the southern United States to southern Chile
Synopsis (short abstract) In December 2023, the UN General Assembly proclaimed 30 May as the International Day of Potato.
Transit-Oriented Development Study Working Group Meeting
Health and safety representative powers, functions and rights
1. Health and safety representative powers, functions and rights – INFORMATION SHEET | 1
Government of Western Australia
Department of Mines, Industry Regulation and Safety
INFORMATION SHEET
Health and safety representative powers,
functions and rights
A health and safety representative (HSR) is elected by their work group to represent workers in
work health and safety (WHS) matters. HSRs have powers under the Work Health and Safety
Act 2020 (WHS Act). A person conducting a business or undertaking (PCBU) has obligations to
consult with and assist HSRs.
Health and safety representative powers
A trained HSR has powers to represent their work group in WHS matters and can:
• inspect the workplace:
–
after giving the PCBU notice
–
without notice if there has been a WHS risk or incident
• accompany an inspector during an inspection
• attend a meeting between a worker (or group of workers) and the PCBU or an inspector
(with the worker’s consent)
• request the PCBU form a health and safety committee
• receive WHS information that affects the work group (a worker’s personal or medical
information must not be provided without consent)
• request the assistance of another person
• issue a provisional improvement notice
• direct workers to stop unsafe work.
An HSR can only use these powers for the work group they represent, unless the HSR for
another work group at the workplace is unavailable and:
• there is a serious risk to the safety and health emanating from an immediate or imminent
exposure to a hazard, or
• a member of another work group asks for assistance.
An HSR is not personally liable for anything done or omitted in good faith while performing
their role.
2. Health and safety representative powers, functions and rights – INFORMATION SHEET | 2
Health and safety representative training
An HSR is required to attend a five-day initial training course approved by the Work Health and
Safety Commission.
The PCBU must allow an HSR to attend this course, and pay course fees and other reasonable
costs. The HSR is entitled to their usual pay while they attend the course.
PCBU obligations to HSRs
The PCBU must:
• consult with HSRs on WHS matters
• give the HSR WHS information that affects the work group (a worker’s personal or medical
information must not be provided without consent)
• allow the HSR to accompany an inspector during an inspection of the workplace
• allow the HSR to attend a meeting between a worker (or group of workers) and the PCBU or
an inspector (with the worker’s consent)
• provide reasonable resources and assistance to HSRs
• allow a person assisting the HSR reasonable access to the workplace
• allow the HSR to spend reasonable time performing their role
• pay the HSR their usual wage while they perform their role
• display an up to date list of HSRs and deputy HSRs at the workplace.
It is an offence to discriminate against an HSR for any action they take while performing their
role, or to threaten them to discourage them from exercising a power.
Provisional improvement notices (PINs)
A PIN is a written notice a trained HSR can issue to a person, requiring them to address a WHS
issue. The HSR must consult with the person before they issue a PIN.
Stopping unsafe work
A trained HSR may direct a worker in their work group to cease work if the HSR has a
reasonable concern that doing the work would expose the worker to a serious risk arising from
an immediate or imminent exposure to a hazard.
Before issuing the direction, the HSR must consult with the workers’ PCBU to attempt to
resolve the matter.
Consulting with the PCBU does not apply if the risk is so serious, immediate or imminent that
there is no time. In this case, the HSR must consult as soon as practicable after giving the
direction to cease work.
The HSR must always inform the PCBU of any direction to cease unsafe work.
Need more information?
Contact WorkSafe on 1300 307 877 or safety@dmirs.wa.gov.au
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