Assist with determining the legal framework for WHS in the workplace
Assist with providing advice on WHS compliance
Assist with WHS legislation compliance measures
2. Course Content
• Assist with determining the legal framework for WHS in the
workplace
• Assist with providing advice on WHS compliance
• Assist with WHS legislation compliance measures
3. Part 1: Knowledge Assessment
• Section 1: Complete the knowledge questionnaire contained
within the study guide – commencing on page 81.
• Section 2: Complete the short answer/research questions
contained within the study guide – page 93.
Part 2: Performance Assessment
• Section 3: Complete the Major Project as shown on page 95.
Unit Assessment
4. South Australia introduced the WHS law in January
2013
• Providing advice and information to duty
holders and the community
• Monitoring and enforcing compliance with
work health and safety laws
• Fostering co-operative, consultative
relationships between duty holders and
the persons and representatives they owe
a duty to
• Sharing information with other regulators
5. Part of Consultation, employer to share
information, such as:
• Policies and Procedure updates
• Changes to WHS legislation and how it will
impact on their job role
• Training needs and training being offered
• Issues relevant to the workplace.
6. Information hard to access so you may require:
• Permission to access information from another
department or worksite
• Permission to access personal information from
another worker
• Completing appropriate paperwork for access to
computer files
7. WHS Act and Regulations
• WHS Act
• WHS Regulations
• Duty of Care
• Common Law
• Codes of Practice
• Australian and Industry standards
• Exposure Standards
• International standards
8. Personnel having responsibilities have
legal obligations
• Employees
• Employers
• Self employed persons
• WHS committees
• Persons in control of workplaces
• Designers, manufacturers, suppliers of plant and substances
• Erectors and installers
• Employees and contractors
9. Employers
As far as reasonably practicable, employers must ensure that their workers and the
activities that they perform are influenced and directed by the person conducting
a business or undertaking while the workers are working. This means that the
health and safety of others:
– Are not put at risk from work carried out
– Are protected by a work environment without risks to others health and
safety
Employees
Section 28 of the WHS Act requires that workers take care of their own health
and safety and ensure that they
– do not make any omissions that affect others health and
– they must comply as far as reasonably practicable to their employer’s
instructions and cooperate with any policy and procedure that
they have been notified about.
10. Self-employed persons
Under Section 19 (5) of the WHS Act, a self-employed person is a person
conducting a business or undertaking must also ensure that they attend to their
own health and safety as reasonably practicable.
11. Persons in control of workplaces
Persons conducting a business or
undertaking are required
– to maintain control of the workplace,
except in the case of a prescribed person
or the occupier of a residence for conduct
of business,
– to provide the ability to enter and leave a
workplace as far as reasonably practicable
for the purpose of ensuring the health and
safety of others. (Section 20)
12. Designers, manufacturers, importers, suppliers
of plant and substances
• Designers (Section 22),
• Manufacturers (Section 23),
• Importer (Section 24)
• suppliers of plant (Section 25)
must ensure:
That plant, substance and structure are used or could
reasonably be expected to be used, in the workplace
13. Workers must:
• Take care of their own health and safety,
• Ensure that they do not make errors
that place others at risk; and
• Comply to reasonable instruction
allowing them to comply with the Act;
and
• Must cooperate to reasonable policy
and procedures to ensure health and
safety in the workplace. (Section 29)
14. WHS committees
The Health and Safety Committee must be established
within two months after being requested to do so by:
– A health and safety representative for a work group of workers
carrying out work in the workplace; or
– Five or more workers employed in the workplace; or
– If required by regulation, in the time stated by regulation
(Section 75); or
– Any one conducting a business introducing a committee based
on their own initiative.
15. Health and Safety representatives
A WHS representative is elected
when they are a member of the
workgroup; and not eligible if they
have been disqualified (Section 60) by
the Magistrates Courts if they
performed an act for an improper
purpose; or disclosed information
that they should not have provided
outside their role as health and safety
representative (Section 65).
16. Keep up to date/seek advice
• WHS professional bodies
• WHS specialists
• Regulatory authorities
• Unions
• Employer Groups
• Industry bodies
• Referral of issue to regulator for resolution by
inspector
• Government HS inspectors
17. In issue Resolution, Regulator may
need to deal with
A WHS entry permit-holder
The relevant union
The relevant person conducting the business or
undertaking;
Any person to whom the WHS entry-holder has
exercised rights of entry; or
Anyone affected by the WHS entry permit holders
right of entry.
18. Codification
The collection and arrangement, usually by subject of the laws and the statutory
rules, regulations that govern the area or subject of law of practice.
Codes are usually arranged for the appropriate legislation into a plan or system
that appropriate personnel can follow when they perform their duties.
This duty fall on:
• PCBUs
• Company directors
• Managers
• Supervisors
• Employees
• WHS representatives and committees
• Contractors
20. Employers support codification of duty of care
To support codification of duty of care, employers are
required to provide support for WHS legislation,
regulations and codes of practice by:
• Ensuring that they provide a health and safety work
environment for workers and others
• Provide risk management system
• Providing training, information and education so workers and
others such as health and safety representatives can contribute
and participate in the decision making process
• Providing a systematic approach to managing WHS
21. Prohibition Notices
Prohibition notices can be issued when a
serious risk to the health and safety of a
person who is exposed to immediate or
imminent exposure to a hazard or an activity
that a person performs that will involve a
serious risk to their immediate or imminent
exposure to a hazard
22. Improvement Notices
Improvement notices are issued by an
inspector when they are a:
Remedy under the WHS Act
Prevent a contravention of the WHS Act
Remedy the things or operations causing
the contravention or likely contravention.
(Section 191)
23. Provisional improvement notices can be issued by
health and safety representatives to personnel in
regards to:
Remedying the contravention
Preventing a contravention from happening
or
Remedying the operations or thing causing
the contravention.
Provisional Improvement Notices
24. Notice of contravention
• What the person is contravening
• What has been contravened
• Is likely to be contravened (Section 92)
Failure to display a provisional improvement
notice and deface said notice during the enforcement of that notice
under Section 97 and to contravene the provisional improvement notice
may include a fine up to and including:
• $5 000 for an individual
• $25 000 for a body corporate
must be in writing and the provisional improvement notice must state:
25. Notices must be displayed
In a prominent position and must not be defaced or
removed during the term the notice is in force (Section
210) Failure to comply can lead to fines up to and
including:
o $5 000 for an individual; or
o $25 000 for a body corporate
Where a person still fails to comply, they may be faced with an injunction for
non-compliance the regulator can apply to the Supreme Court for an
injunction compelling a person to comply or restraining them from
contravening the notice. The Regulator can do so irrespective of the offence
been made and whether compliance with the notice has expired. (Section
215)
26. How negligence is determined Statute Law
Legislation can be single law called (a statue) or a
collection of laws. Legislators are members of
parliament that make the laws. All personnel must
comply with the laws that apply to them.
Common Law
Rules are made in the federal and state courts. These
laws are recognised by the courts and are not subject to
statute. Judges play a large role in the shaping of
common law
27. Negligence and Common Law
Under negligence at common law, there will not be a
breach of duty where injury arises as a result of a person’s
failure to act, except in:
Doctor and patient
School authority and student
Local councils
Statutory authorities
28. WHS Act 2011
• ensure that the balanced and nationally consistent
framework to secure the health and safety of
workers and the workplace requires a framework for
continuous improvement and progressive higher
standards of work health and safety. (Section 3 (g)).
29. A systematic approach to WHS is required to
ensure that compliance is maintained
• Policies that set workplace WHS Standards
• Procedures that aim at meeting the policies
• Clear safe work procedures to ensure that workers
and duty holders perform their tasks safely
• Procedures to reinforce duty of care including incident
notification
• Continuous improvement of processes & procedures
• Health and safety committee in place and supported
• Reporting processes in place and followed
30. Consultation requires the participation of all members
of a workgroup
• Share information
• Provide them with changes to express their views
and opinions
• Take into account their views; and
• Advising them of consultation outcomes.
31. Section 19 (3)(f) of the WHS Act
has “the provision for any information, training,
instruction or supervision is made available to
persons to protect all persons from risks to their
health and safety arising from work carried out as
part of the conduct of the business.”
Regulation 39 of the WHS Regulations requires that the information,
training and instruction provided is suitable and adequate for:
• The nature of the work being performed by the worker
• The nature of the risks associated with the work that the worker is
performing at the time
• The control measures implemented.
32. Training needs analysis
A training needs analysis can be used to identify a
gap in workers knowledge.
33. The identification of training can be obtained by
identifying WHS training gaps
• Accident /Incident report forms
• Comparing current tasks with job performance
• Statistics and figures on incidents and accidents
• During performance reviews
• Feedback from colleagues
• Feedback from customers / clients
• Manager reports
• Observation
34. Tools that can be used are:
• Skills Audit
• Performance Appraisals
• Developing individual performance plans
35. Information can be provided through the
various channels of communication including:
• Emails
• Posters and signs
• Written procedures
36. Coach
A coach is a peer or manager
who works with an employee to
motivate him or her, help in
skills development and provide
reinforcement and feedback.
37. Mentor
is “a suitably experienced person that is willing and able
to act as a confidential helper to guide and stimulate
professional development of staff” (PD, 2011).
Mentors can assist in developing effective employees by
assessing stakeholder needs and establishing a plan to
meet those needs in ensuring that stakeholders are
obtaining sufficient support.
40. Licensing to be authorised
• Failure to comply may include a
maximum penalty of:
$20 000 for individuals
$100 000 for body corporates.
• Refer to your State/Territory Regulator
to determine the licenses,
qualifications, registrations, permits
and other requirements that you need
for your industry.
41. Monitoring determines that standards are
maintained and improved
• It should be an objective of the organisation to
improve the quality of the health and safety within
the workplace.
• Evidence suggests that complacency breeds
contempt.
What does this mean?
42. It means
• That if workers become complacent, they
sometimes miss things as they start to do the job
automatically.
• Re-training revises workers and is used to
overcome this problem
43. Gap analysis
• Similar to a training needs analysis, but is used to
identify gaps in processes, procedures
• Evaluation of information monitored should
include an assessment of the quality and impact
of health and safety issues monitoring.
• A gap analysis assists your organisation in
evaluating actual performance and expected
performance.
44. In the instance where there is an increase in incidents in
the workplace, you are identifying the actual
performance (increase of incidents) is not meeting the
expected performance (Nil incidents).
45. Non-compliance
• is an obstacle in ensuring that an
organisation is not performing its legal
obligations under the law, codes,
standards, policies and procedures.
• As a worker, some of these areas will
include making sure that your team or
other personnel in the organisation
contribute to achieving compliance.
46. Consultation
• with the appropriate personnel and workers will assist
you in identifying why compliance does not occur. The
questions you may ask include:
o What do you understand about the WHS laws?
o Did you understand your training? If you did not understand
part of the training, what part did you not understand? Why?
COP
Not a legal tool
Can be used to demonstrate that the organisation followed their legal requirements
Can be used to assist workers in developing their policies and procedures
An approved code of practice is a practical guide to achieving the standards required. A COP applies to anyone who has a duty of care as in relation to the circumstances related in the code.
Aims to demonstrate to the Courts that your organisation is compliant with WHS Act and Regulations.
WHS Regulations
provides employers with the steps to develop their work health and safety policies and procedures under the Act. They are a legislative requirement.
Failure to follow a regulation is a breach of legislative requirements and you may be fined or jailed if found guilty of breaching them.
Regulatory compliance
Aims to ensure that organisations and public bodies are aware of the law and take steps to follow them.
Australian Standards
Protect Australia in ensuring that expected standards are met consistently
Support Australian innovation by acting as a platform for new ideas.
Boost Australian production and productivity by saving money for business by helping to ensure that production costs are cut.
Stimulate business competition by giving business a competitive edge over those that do not meet expected standards
If you ever require any help with legislation, regulations, standards and codes of practice, you should read the guidance notes relating to the topic.
Industry standards
Provide your industry with information pertaining to their conduct, performance and actions to ensure that industry is consistent.
Are usually performance based and in alignment with internationally adopted standards
International standards
Is a global organisation that develops standard upon which processes and procedures are developed so that industry has a chance to ensure consensus arises from not only industry, but all of its stakeholders.
Is also a bridge between the public and private sectors and takes into consideration the needs of society.
To support the codification of duty of care, PCBUs are required to provide support for H&S legislation, regulations and COPs
The inspector can give a prohibition notice to the person who controls the activity instructions either verbally or in writing that prohibits:
The activity; or
The execution of that activity
The prohibition notice should state;
The reason for or the belief that the prohibition notice should exist;
A brief outline of the activity and the risks involved; and
The provision of the Act that the inspector believes is being contravened.
Or may state the directions to be followed to remedy the risk (Section 195)
For example, when the employer knew that the chemical on the raw materials caused a noxious odour in the example above, they should have taken steps to resolve the problem instead of putting the worker/s in the area or performing the task at risk.
The person who is issued the notice must comply within the time specified or they can be fined. (Section 193) However, the person who was issued the notice can apply for an extension on the compliance period only if the compliance period has not ended (Section 194).
Failure to comply with the improvement notice, may lead to a fine up to and including;
$50 000 for an individual; and
$250 000 for a body corporate
This notice should not be issued until the HSR has spoken to the person, received the appropriate training, previously completed training for another workgroup or completed training equal to the training corresponding with WHS law.
This notice cannot be issued if an inspector has already issued a provisional notice or an improvement notice relating to the same issue. (Section 90)
The provisional improvement notice may give directions on how a contravention may be remedied or prevented. Minor changes may be made to the provisional improvement notices for clarification, to make corrections and to reflect changes of address. The notice may be cancelled by the health and safety representative at any time. This notice must be displayed in a prominent place at or near the workplace where the work is being carried out. This notice must not be removed or damaged. (Section 93 – 99).
Contravention of the provisional improvement notice may lead to a regulator to delegate an inspector to enter the workplace as soon as possible to review the notice and inquire about the situation, even if the period of compliance with the notice has expired. (Section 101)
The person to whom the notice was issued can request that the regulator to review the notice within seven (7) days and Section 101 will apply.
In the instance, where the provisional improvement notice is reviewed, it may be confirmed, changed or cancelled. A copy of this notice should be given to the applicant and the health and safety representative who issued the notice (Section 102).
When a provisional improvement notice is confirmed (with or without changes) by an inspector is seen as an improvement by an inspector under the Act.
The regulator may – in the case of a prohibition notice take reasonable steps to ensure that a person complies and the owner or person responsible for liability costs of the action. (Section 211)
Page 41
Statute law creates
Frameworks such as the WHS Act which organisations and members of society can operate.
Provides prohibitions and rules that guide the framework
Adjusts to change
Negligence and harm
Negligence does not arise out of careless acts. A person is only liable for harm if there is a foreseeable consequence of their actions, which is a failure to demonstrate reasonable care and skill.
Three factors will determine whether the plaintiff was considered vulnerable:
Was the defendant in control?
Did the plaintiff rely on the defendant?
Was the defendant in a position to be protective of the plaintiff?
Economic loss is the financial loss unaccompanied by physical injury to person or property. There are two situations where you may recover for economic loss including:
Relational interests
Negligent misrepresentation
An organisational culture built around the support and reinforcement of H&S is one of the best ways in which to reinforce a consistent framework.
A culture built on H&S can assist in making sure that the organisation is compliant.
For any culture to succeed management must demonstrate support for health and safety.
Research demonstrates that when management takes a role in the operations of the organisation, then there is an increase in worker support
This means that management should be committed to Work health and safety.
Provide ongoing feedback to workers on their performance
Keep up to date with changes in legislation; and
Actively participate in the work health and safety process
Processes and procedures must be monitored to ensure that continuous improvement is occurring and that organisations are meeting their work health and safety objectives
other parties that are adversely affected by changes should be invited to participate in the consultation process especially if the process is going to have a direct impact on them.
Management also should be invited to participate.
The more that they are committed to work health and safety and demonstrate that support by acknowledging the contributions of workgroup members and other stakeholders, the more that workers will be prepared to take responsibility for their own work environment.
Page 47
The first step of training needs analysis requires that actual training is required.
With the introduction of new WHS legislation and regulations, many workers will require training to ensure that they are aware of their changing needs.
The aim of a training needs analysis is to ensure that training is identified and effective training occurs to close the gap between what the worker knows and what they need to know.
Performance appraisals
Usually every six to twelve months
Is a comprehensive written report that sets out all the outcomes and performance requirements on which that individual is to be assessed
Is part of the performance plan which is an agreement between managers or teams or individuals determining what needs to be achieved with the required time frame
Individual performance plans
An individual’s key result areas.
The various tasks an individual must perform.
The key performance indicators for each task (note: meeting performance standards should also be a key performance indicator.
Time-frames, deadlines.
Development plan.
3 roles of a coach
One-on-one with an employee
To help employees learn for themselves
To involve providing resources such as mentors or job experiences
What this means is a worker should not use or be allowed or directed to use by the organisation plant, equipment, substances and its design where they do nit have authoristiaon under WHS regulations
Please note that some State/Territories have yet to change to the WHS Act, its regulations and associated codes of practice. Keep updated on when States/Territories moved to the harmonisation of WHS
Strategic to have no incidents in the workplace.
The aim of expected performance is to ensure that the organisation does not have:
Increases in insurance premiums; and
Staff morale is maintained through a health and safe workplace.
The increase in incidents means that insurance premiums for the workplace are increased and the more incidents that arise not only highlights a problem with the communication and consultation process. It also highlights an further increase in organisational spending to not only replace workers who have been injured, but a decrease in productivity. In most instances when there is an increase in incidents in the workplace, the staff is given the impression that their employer does not care for their safety.
So what should you do?
The Work Health and Safety Consultation, Cooperation and Coordination Code of Practice aims to ensure that your legal obligations under the WHS Act and Regulations are maintained. Procedures are developed to provide you with the steps to perform work duties. Those procedures will include how to monitor worker’s health and work conditions. It is important that these procedures are clear and at a level that the parties have information communicated to them in a manner that they understand.
Failure to comply with the law will lead to penalties
To ensure that you are not faced with litigation for failure to comply with the law, you need to investigate why compliance is not occurring.
Discuss the different ways in which compliance can be monitored. GROUP
Make recommendations about the inadequacies that you are aware od in your workplace INDIVIDUAL
Take questions and supply answers for those that you can supply correct answers. Where you cant supply the correct answer take contact details for the trainee and get the answer to them as soon as possible.
