Three Work Health and Safety Policies - Example

FORMAL RESEARCH REPORT By Name Course Instructor Institution City/State Date Formal Research Report 1.0 Introduction The work health and safety (WHS) Act offers for codes of practice which according to Hor (2012) are sanctioned under section 274. Besides that, Hor (2012) affirm that a practical guide for realizing the standards of safety, health as well as wellbeing essential under the WHS 2011 Act is provided by the consented code of practice. A sanctioned code of practice can be used by everyone who has a care responsibility in the conditions illustrated in the code of practice. The purpose of this report is to highlight the WHS responsibilities for workplace under the WHS Act 2011 by identifying and explaining the responsibilities of Chief executive officer, executives, managers, supervisors and workers. The report will as well list and explain at least three WHS policies and procedure that may be relevant to a manufacturing organisation. 2.1 Responsibilities Compliant with the WHS Act, directorates must offer as well as retain safe and healthy places of work in support of the business by getting rid of risks where according to Qld.gov.au (2013) it is practically feasible, and take rational steps in reducing risks that are hard to eradicate. ComLaw (2011) hold the view that directorates have a beneficial responsibility to play in encouraging developments practices that health and safety. Besides that, directorates must make sure, hitherto as is rationally feasible, the employee’s health as well as safety is taken into account as stipulated in WHS Act 2011 (ComLaw, 2011). 2.1 Chief Executive Officer (CEO) So long that it is practically realistic, CEO according to WHS Act 2011 should work out diligently to make sure workplaces are healthy and safe for employees, customers and guests, and must ensure that other directorates abide by WHS policies. The WHS policies: I. Make sure that the directorate has suitable processes for getting as well as taking into account information concerning events, risks as well as hazards and acting in response in an apt manner to such information; II. Make sure the Directorate has, as well as executes, complying processes with any Directorate responsibility or duty under the WHS Act 2011 (Sydney.edu.au, 2013). CEO Responsibilities include: 1. Should make sure they are informed often on risks, hazards as well as incidents, and act in response in an apt manner to that information. 2. Make sure they have in place a suitable governance framework to facilitate workplace safety and health to be handled appropriately (Hor, 2012). 3. Plan, execute and supervise organisational processes to support organisational policies. 4. Employ individuals who are suitably skilled as well as responsible for workplace safety and health (Sydney.edu.au, 2013). 5. Put into practice a well-documented system for recognizing, accounting, and acting in response to every authentic and possible hazard in the place of work. 6. make sure secure controls, procedures and practices are in position, and that are exact to the their directorate risks that either surpass or meet the conditions defined in the WHS statute law, which consist of pertinent sanctioned Codes of Practice. 7. Offering as well as keeping secure application, managing, storage along with transportation of plant substances and structures and a secure work system. 2.2 Executive, Managers, Coordinators and Supervisors According to ComLaw (2011) executives, managers, coordinators as well as supervisors have duty to diligently work in assisting the CEO with their responsibilities, which includes the adoption of organisational policies by making sure, thus far as is rationally feasible, that: 1. teamwork, consultation, collaboration as well as organization of activities with other responsibility holders who divide up errands for the similar WHS theme; 2. employees are responsive to, and comprehend their responsibilities under WHS act 2011 as well as their correlated processes; 3. employees as well as WHS Representatives are conferred with concerning and in line with organisational policy concerning consultation (ComLaw, 2011); 4. employees are offered with essential orientation training; 5. Identifying, assessing, and reporting possible risks as well as hazards and measures are put into practice to remove, control or handle those hazards in reference to risk management as outlined in WHS policy (Sydney.edu.au, 2013). 2.3 Workers Organisational workers have a responsibility to make sure that when they are at work they: 1. take sound care for their personal safety and health; and 2. take sound care such that their behaviour or lapses do not negatively have an effect on the safety and health of other individuals; 3. abide by and collaborate with organisation procedures as well as policies concerning work safety and health; 4. adhere to any practical order offered by the directorate in doing their abidance with the WHS Act 2011 (Qld.gov.au, 2013); 5. aspire to stop and account possible risks and hazards and hazards; 6. Be present at training as needed or directed by their boss (ComLaw, 2011). 2.4 Other persons Besides the people mentioned above, other persons at place of work, like guests and customers must: 1. Be rationally responsible their own safety and health; and 2. Make sure their behaviour or lapses do not harmfully influence the safety and health of other people in the workplace 3. Abide by with any rational order provided in the place of work (Hor, 2012). 3.0 WHS policies and procedure Zschiesche and Costa (2011, p.10) posit that putting into practice the WHS policies as well as procedures helps a person conducting a business or undertaking (PCBU) to summarize the standards and practices that are needed by its employees, together with specifying the effects of any violations of the ascertained standards and/or practices. According to ComLaw (2011) there are scores of reasons for setting up work WHS policies and procedures within a manufacturing organisation: 1. Ensuring abidance with WHS requirements; 2. Developing a secure workplace 3. Enhancing working relationships. Abidance with WHS requirements The capability to abide by WHS requirements as well as offer unambiguous direction and guidance to employees is significantly facilitated by the utilization of contemporary and wide-ranging policies and procedures. ComLaw (2011) affirms that policies needed by statute law, either openly or in some way, serve the purpose of affirming, at least, how the manufacturing organisation aim to handle the WHS issues and the fundamental responsibilities of the workers, officers, and the manufacturing organisation. Hor (2012) posits that this offers all parties a plain clue of what is anticipated of them as well as what they may anticipate from the manufacturing organization. Developing a secure workplace Basically, formulating policies and procedures connecting to general risks found in the manufacturing organization is a very important step towards regulation such risks and decreasing the danger they present to a tolerable level. Enforcing policies and procedures with regard to place of work risks makes the predictable behaviour standard as well as the effects of a violation apparent to all employees. Enhancing working relationships According to Hor (2012) employees, working in a setting where hazards have been abridged and efficiently controlled as well as trained personnel who recognize responsibilities of WHS, are more probable to feel extremely esteemed by manufacturing organisation. This according to Qld.gov.au (2013) can enhance the employment relationships between the manufacturing organisation, its executives, employees, service providers as well as volunteers; thus, enhancing productivity and confidence. 3.0 Consolation methods WHS Act 201, Part 5 needs PCBUs to confer with employees concerning WHS issues that have an effect on their workplace safety and/or health. As employees at the moment entails every person carrying out PCBU work, they are therefore, workers, service providers, sub-contractors, interns, labour-hire personnel as well as any other individual carrying out PCBU work. One method I would use use in this workplace to ensure that all stakeholders are provided with timely and relevant information regarding WHS is Face-to-face communications. Basically, Face-to-face will help me to evaluate stakeholder’s’ reactions to the WHS information, which will permit me to make sure they hear what I intend them to listen to and comprehend what I am saying. I can as well use hard-copy communications, which can be integrated with the electronic communications.  In modern’s information epoch with trouble-free access to PCs reports in form of hard copy, if preferred, can be summarized electronically. In this regard, I may decide to provide hard copy WHS relevant information to the stakeholders, who fancy this form of communication format. 4.0 WHS training I would desire to offer induction training to this workplace, which starts with a wide-ranging induction training program. Basically, the induction program must consist of, but not be restricted to: emergency measures; WHS policies and procedures; first aid actions; workplace hazards; contagion control; secure utilization of equipment and substances that employees can come across; managing aggressive activities; manual handling; and legislative rights and responsibilities. According to Zschiesche and Costa (2011, p.13) an Induction Checklist can be utilised to document the covered. material some non-profit organisation such as Vision Australia have kind-heartedly offered a number of sample presentations involving induction training concerning emergency and fire, and emergency procedure, and manual handling. Without doubt this material must be clearly tailored for the organisation’s service as well as facilities, but in general it offers a basis. References ComLaw, 2011. Work Health and Safety Act 2011- C2011A00137. [Online] Available at: http://www.comlaw.gov.au/Details/C2011A00137 [Accessed 30 March 2014]. Hor, J., 2012. Managing Workplace Behaviour: A Best Practice Guide. North Ryde, New South Wales: CCH Australia Limited. Qld.gov.au, 2013. Overview of the legislation. [Online] Available at: http://www.deir.qld.gov.au/workplace/law/whslaws/legislation/index.htm?utm_source=website&utm_medium=slideshowad&utm_campaign=newwhslaws#.Uzhrys6hbcM [Accessed 30 March 2014]. Sydney.edu.au, 2013. WHS responsibilities. [Online] Available at: http://sydney.edu.au/whs/responsibilities/index.shtml [Accessed 2014 March 2014]. Zschiesche, W. & Costa, L., 2011. Health and Safety Risks in Welding Activities. Australasian Welding Journal, vol. 56, no. 4, pp.10-15. Read More