...Executive Summary Unsafe work or operation of equipment that may cause an undue risk or hazard to an employee before, during and after an employee’s shift should be refused at all times (Worksafe BC, n.d.). This is the approach that an organization should adopt to ensure the safety of employees as well as the protection from liability. At PBJK Burgers there is an absence of a work refusal policy and procedure, essentially making the company not in compliance with the Occupational Health and Safety Regulation of BC,(“OHSR”). As a result of this from a human resource professional perspective the following key issues were identified that PBJK Burgers needs to ensure: • Supervisors are equipped with the knowledge and skills to deal with unsafe work refusals. • Employees are trained on identifying unsafe hazards. • PBJK Burgers must have a work environment culture that cultivates support regarding refusals. With this in mind the reference manual aims to ensure the above is achieved and answered. Through research with Worksafe BC and a risk assessment it was identified that the following were common hazards at PBJK Burgers: slips, trips, falls, burns musculoskeletal Injuries, improper lifting/use of equipment and cleaning agents. This creates a medium to low risk, but without a policy or procedure leaves the company susceptible to loss. The loss could include negative impacts such as, brand damage, penalties, low employee morale, low productivity, higher injury rates and thus...
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...WORKING SAFELY IN COMMUNITY SERVICES 2ND EDITION OCTOBER 2006 PUBLIC SECTOR AND COMMUNITY SERVICES ACKNOWLEDGMENTS This publication is based on the Community Services Safety Pack developed by WorkCover New South Wales in consultation with its community services organisations, including the Council of Social Services of New South Wales (NCOSS). This version has been developed to ensure compliance with Victorian law and to incorporate helpful contact information. Consultation with Victoria’s community services peak bodies and relevant government departments informed its adaptation. Please note: if your organisation provides homecare services you should also refer to the Victorian Home Care Industry Occupational Health and Safety Guide that specifically covers home maintenance, meals on wheels, respite, attendant care and personal care. COMMUNITY SERVICES OHS INFORMATION PACK Community services workers play a vital role in caring for our people and helping to maintain a quality of life expected in Australian society, often in challenging and confronting circumstances. The Victorian community services sector employs more than 60,000 people and many volunteers who are committed to providing services that enhance the physical, mental and social wellbeing of individuals. Community services work can be very rewarding, but it can also present challenges in delivering outcomes in a way that balances the rights of clients with the safety and wellbeing of employees. Nobody...
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...should I use this compliance code? Identifying and maintaining amenities and facilities What amenities do employers need to provide? Maintaining amenities and facilities Amenities Drinking water Toilets Hand washing Dining facilities Personal storage Change rooms Shower facilities Amenities and facilities for special workplaces Outdoor work Mobile, temporary and remote work Employer-provided accommodation 1 2 2 2 2 2 3 3 4 5 5 7 8 8 9 12 14 17 17 18 20 20 20 21 WorkSafe Victoria is a trading name of the Victorian WorkCover Authority. The work environment Workspace Temperature Ventilation, air quality and airconditioning Lighting Seating Floors Responding to emergencies Emergency planning First aid Appendix A – The compliance framework Appendix B – Consultation Appendix C – Documents adopted by this compliance code Appendix D – Documents associated with this compliance code Appendix E – Amenities and facilities planning checklist 22 22 23 24 25 27 28 29 29 30 32 33 34 35 36 This publication is protected by copyright. WorkSafe encourages the free transfer, copying and printing of this publication if such activities support the purpose and intent for which this publication was developed. Preface This compliance code provides practical guidance to those who have duties under the Occupational Health and Safety Act 2004 (the OHS Act) or Occupational Health and Safety Regulations 2007 (the Regulations) on how to comply with those duties or obligations. It was made under the OHS...
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...the Meadowlands Development construction site. I found many deficiencies in my inspection that included improper basic safety regulations. Some of these deficiencies included nails in boards and a poorly maintained construction site. This inspection did not meet expectations. I am an occupational health and safety inspector working for CanSafe Workplace Safety LLC. My job is to conduct safety and health inspections for companies who require this in their workplace by WorkSafe BC. Our firm has been hired by Welbit Construction Ltd to conduct spot safety inspections on one of their larger worksites because they have been forced to divide the construction supervisor’s time between two projects. This inspection would determine whether the Meadowlands Townhome Estates was following the safety regulations according to WorkSafe BC. I started at about 10:30 a.m. and finished write my report its closer to 4:00 p.m. Overall, I concluded that the worksite poorly followed the standards and regulations according to WorkSafe BC. The exterior of a building is good, but there is some problem inside of building. The specific safety violations I found included the following: * Wood lying all over the site. * Some of nails have been hammered flat. * Nails sticking up in the lumber. * Cut offs being tossed down from two stories. * Dirt falling off construction workers. * Low window opening and patio door in the upper storeys do not have temporary railings across upper stories...
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...measure. The purpose of this bulletin is to identify risks and suggest possible control measures to assist retailers in meeting their obligations under the Occupational Safety and Health Act 1984. retailers manage manual handlng risks. Manual handling hazards and possible controls Actions and postures Reaching above shoulder height Many cafés and restaurants require employees to carry out manual handling tasks above shoulder height and below knee height where food, plates and other stored items are kept. When reaching for items above shoulder height, the back is arched and the arms act as long levers, making the load difficult to control and significantly increasing the risk of injuries such as falls, sprains or strains. WorkSafe Westcentre, 5th Floor, 1260 Hay Street West Perth, Western Australia 6005 Telephone: 9327 8777 Infoline: 1300 307 877 Facsimile: 9321 8973 Email: safety@docep.wa.gov.au Internet:...
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...Health, Safety and Wellbeing Comparitive Study Greg Watt 1393319 Contents Executive Summary 3 Introduction 3 Comparison Framework 4 New Zealand 4 United Kingdom 6 Discussions/Conclusion 7 Bibliography 10 Executive Summary Introduction The object of this report will be to deliberate on the New Zealand Health, Safety and Wellbeing(HSW) codes, regulations and best practice. I will look at the minimum requirements and industry standards verses mandatory and statutory requirements. A comparison will be investigated for improvements or modification between the two countries HSW, to see if the needs of an ever expanding offshore petroleum exploration and production division are being me. This comparative study will look at the Health, Safety and Wellbeing for Offshore petroleum operations. I will be making comparisons against Shell New Zealand and BP in the United Kingdom’s standards and regulations from an individual, team, company, industry and National viewpoint. Suggestions made from the high level information gathered in this report will be used to form a comparative overview of the HSW offshore petroleum regulatory framework. All people are entitled to the same level of protection regardless of where in the world they work. To ensure a consistent approach to Health, Safety and Wellbeing I will be looking at all levels to recognise any major gaps. Many advances have been made to the HSW since the 1988 Piper Alpha disaster with the total revamp of the...
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...CBOHS302B Apply Occupational and Safety in the Workplace Assignment Semester I 2012 The Occupational Health and Safety Act is designed to safeguard the health, safety and welfare of employees, employers and anyone else against the potential risks or hazards that might occur at the workplace. The act would be reinforced through legislation, policies, procedures and activities. The chosen workplace is a printing warehouse where I used to work at. Its service includes the output of a variety of texts and calendars. In a particular section, plain notes such as dairies are produced in large quantities on daily basis. This type of work utilises a relatively large number of high-speed laser printers and photocopiers. While I was there, in that particular area of the warehouse, it was possible to smell ozone gas produced by the machines. According to the Australian Exposure Standard, this could mean that the concentration in that area is succeeding the standard’s limit. In such condition, the ozone can cause serious health issues include: eye and upper respiratory tract irritation; headache; and temporary loss of the ability to smell. Furthermore, having the photocopiers run in such close proximity to workers can cause possible discomfort from the heat, light and noise generated during the photocopying process. Regarding OH&S matters, including the stated potential hazards, the first place to consult to would be the Victorian government OH&S website: worksafe.vic.gov.au....
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...OCCUPATIONAL HEALTH AND SAFETY ACT REVIEW March 2004 Chris Maxwell © State of Victoria Printed by State of Victoria, March 2004 ISBN 1920921044 This work is copyright. Apart from any use permitted under the Copyright Act 1968, no part may be reproduced by any process without prior written permission from State of Victoria. Disclaimer: The content in this report is provided for information purposes only. The views expressed herein are those of the author and do not purport to represent the position of the State of Victoria. Neither the author nor the State of Victoria accept any liability to any persons for the information (or the use of such information) which is provided in this review or incorporated into it by reference. The information in this Review is provided on the basis that all persons having access to it undertake responsibility for assessing the relevance and accuracy of its content. OCCUPATIONAL HEALTH AND SAFETY ACT REVIEW March 2004 Chris Maxwell TABLE OF CONTENTS TABLE OF CONTENTS ABBREVIATIONS ACKNOWLEDGEMENTS EXECUTIVE SUMMARY INTRODUCTION CHAPTER 1: A CONSULTATIVE INQUIRY CHAPTER 2: THE SAFETY CONSENSUS PART 1: NEW CHALLENGES FOR OHS 1 3 5 6 15 15 20 24 24 29 46 46 54 60 71 96 96 100 110 120 135 141 159 163 169 177 177 186 192 192 215 222 227 233 233 258 272 284 284 293 328 347 350 354 354 357 360 363 383 387 392 392 397 ...
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...Additional Comments about Employment Business Torts of: Assault Battery & False Imprisonment Assault And Battery Also known as “Trespass to the person”, this tort involves the intentional physical interference with another person. Even faking a punch, pointing a gun, threatening to hit someone with an object could be considered an assault and therefore a tort for which the victim could pursue an action in court (lawsuit). It is important to keep in mind that when we talk about a “business tort” of assault we are referring to a civil wrong, NOT a criminal wrong. However, the criminal law ALSO contains an assault as a criminal wrong (defined in the Criminal Code). This means that an individual could be sued for the tort of assault and battery at the same time an authorized government agency could charge the same person with a criminal assault. Consider the case of Mr. Todd Bertuzzi, a former Vancouver Canuck hockey player who was charged with assault as well as sued for the tort of assault at the same time. Reference: Bruce v. Coliseum Management Ltd. (1998), 165 D.L.R. (4th) 472 (BCCA). False Imprisonment False imprisonment can sometimes occur in the employment law setting. Effectively, this tort involves the intentional restraint of an individual against their will and without the lawful authority to do so. This could include holding someone in a back room of a store or physically restraining someone – scenarios that might occur in the retail or business environment...
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...Employment Court and Court of Appeal. •Advising on issues regarding the protection of confidential information and restraints of trade, including obtaining search and seizure orders, and injunctions to prevent unfair competition. •Advising on issues arising on the sale or purchase of a business, including the transfer of employment, consultation and restructuring strategy. •Advising on employment agreements, including drafting agreements for key employees and advising on disputes that arise. •Advising on the minimum employment framework, including the Minimum Wages Act and compliance with legislation. •Advising on health and safety issues including policy and compliance advice, assistance in the aftermath of a serious incident and defending WorkSafe prosecutions. Show less...
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...DEVELOPING A FATIGUE MANAGEMENT PLAN FOR COMMERCIAL VEHICLE DRIVERS AND OPERATORS Developing a Fatigue Management Plan for Commercial Vehicle Drivers and Operators ● 2 / 20 INTRODUCTION ................................................................................................................................................ 4 COMMERCIAL VEHICLE DRIVER FATIGUE IS A MAJOR SAFETY PROBLEM .............................................................. 4 A DRIVER FATIGUE MANAGEMENT PLAN WILL HELP EMPLOYERS MEET THEIR DUTY OF CARE ............................. 4 OPERATING STANDARDS FOR WORK AND REST .................................................................................. 5 THE OPERATING STANDARDS IN THE REGULATIONS ARE USED TO ESTABLISH A SAFE SYSTEM OF WORK ............. 5 OPERATING STANDARDS FOR WORK AND REST IN ROAD TRANSPORT ................................................................... 5 DRIVING WITHOUT A RELIEF DRIVER ................................................................................................................... 5 DRIVING WITH A RELIEF DRIVER .......................................................................................................................... 5 A DRIVER FATIGUE MANAGEMENT PLAN............................................................................................... 6 MANAGING COMMERCIAL VEHICLE DRIVER FATIGUE REQUIRES EFFECTIVE POLICIES & PROCEDURES ................ 6 BASIC PRINCIPLES TO INCLUDE...
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...nervous system, liver and kidney damage, respiratory issues to name a few. It burns with an invisible flame making it harder to extinguish. Corrosives – corrosives have the ability to destroy other substances when in contact. It causes chemical burn when in contact. PPE should be worn including Gloves, Safety Goggles, Protective Apron, Safety Shoes, and a Face Guard. Workers should always consult a SDS relating to the corrosive substance prior to use. Corrosive substances and mixtures [class 8 dangerous goods] can be either alkaline or acidic and these two categories are incompatible. Risks associated with storage and handling of corrosive substances and mixtures can be eliminated or minimised by observing the guidance on Worksafe Australia “National Code of Practice for the Storage and Handling of Workplace Dangerous Goods” Eyewash and safety showers should be readily...
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...amenity tree industry WORKING SAFELY WITH TREES Foreword The amenity tree industry presents a challenging and changeable work environment associated with a high rate of injuries and several fatalities – the majority involving unexpected falling trees and branches. Tree-related fatalities were examined in depth as part of the Work Related Fatalities Program – a joint venture involving the Victorian WorkCover Authority, the State Coroner’s Office and VIOSH Australia (University of Ballarat). The Tree Felling Safety Group (TFSG) was formed as a result of this work to promote health and safety in forestry, arboriculture and urban tree industries. The TFSG includes representatives from industry, local government, unions and WorkSafe Victoria – the operational name for the health and safety arm of the Victorian WorkCover Authority. The Group is keen to see potential solutions implemented to help to prevent death and serious injury involving tree workers. The development of this guidance material was a TFSG initiative. The result is a practical and user-friendly guide produced by industry representatives that aims to improve workers’ awareness and understanding of common hazards, risks and safety requirements, while assisting employers to meet their legal obligations. I urge everyone working in the amenity tree industry to use this booklet as a constant reference point, particularly supervisors and team leaders. Hon Bob Cameron MP Minister for WorkCover ...
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...Challenges in Managing and Preventing Sexual Harassment in a Culturally Diverse Workplace. In recent years the topic of sexual harassment has become one of the most talked about issues in the press. Sexual harassment is a topical problem for many employees that not only leads to discrimination in labor, loss in wages, low productivity and stress, but it also influence the general atmosphere of lawlessness and violence against the comfort of other human beings. The act sexual harassment creates a hostile tense working environment. In this paper we will discuss the challenges in managing and preventing sexual harassment in a culturally diverse workplace. We will also discuss some cases of reported sexual harassment that has occurred in different countries, the laws against sexual harassment and the affect it has on companies as a whole. The global trend to eliminate any forms of sexual harassment in the field of labor relations is one of the priorities of modern day society. Companies around the world face the task of ensuring there are decent working conditions for employees. These conditions include one free from sexual harassment. When incorporating prevention measures some cultures are harder to implement for than others. Because of this, cross-cultural companies are considered difficult to management because of the peculiarities of the mentality and the differences in cultural practices, but regardless if the structure, sexual harassment requires a solution in order...
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...WEEK 10 ASSIGNMENT Employee Rights and Safety Protecting Safety and Health Case Incident Questions: The New Safety and Health Program Question 1: Based upon your knowledge of health and safety matters and your actual observations of operations that are similar to theirs, make a list of the potential hazardous conditions employees and others face at LearnInMotion.com. What should they do to reduce the potential severity of the top five hazards? Answer: I would suggest that LearnInMotion develop a Safety and Health Program that covers employees and employer. Begin by conducting a safety and health survey. The survey should cover the use and maintenance of Equipment, Work Practices, and OSHA Standards. The five top hazards that I can identify are: 1. Exposed wires and cables around the workstations and various areas are hazardous, they could potentially cause electrical fires, and damage to both employees and property. 2. Improper practices when servicing or installing equipment for the network, potentially are very damaging to those doing the servicing and the equipment being serviced. 3. The length of time that employees spend in front of computer screens and typing on the keyboards could result in eyestrain, back-strain and carpel tunnel syndrome 4. Lack of a safety program that covers employees and vendors from workplace hazards, what to do when they occur, and how to avoid them. 5. Situations such as the time that the employees spend working...
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