For 2011-12, Workplace Health and Safety Queensland interventions will target industries and work practices where statistics show more needs to be done to protect workers. This year’s interventions include:

• rollout of PErforM (a program aimed at reducing hazardous manual task risks through workplace based teams assessing risks and developing solutions)
• risks in metal and plastics manufacturing
• red meat and poultry processing
• liquefied natural gas industry
• securing loads on trucks
• establishing regional networks in the transport industry
• rural industry mobile plant and older workers
• quad bikes
• manual tasks in the fruit and vegetable industry
• major hazards in the civil construction industry
• concrete pumping
• swing stage scaffolding
• load handling at construction sites
• establishing regional networks in the health and community services industry
• young workers in the retail industry
• psychosocial injuries in the education sector
• legionella in cooling towers
• amusement devices at agricultural shows.

Safety Concepts now has a consulting service for Brisbane based businesses so, feel free to contact us anytime to discuss having a Consultant visit your work site!

General

•Ensure work method statements prepared, signed off and available

•Ensure workers have general safety induction cards

•Display appropriate site signage

•Use appropriate safety gear

Work at heights

•Keep controls in place if risk of fall = 2 m for commercial and 3 m for domestic e.g. edge protection, catch platform

•Provide and use adequate work platforms e.g. 5 planks

•Ensure no gaps in perimeter protection

•Make sure penetrations covered/secured

Tools/equipment

•Ensure tools and equipment maintenance are in good condition

•Use tools and equipment for intended purposes only

•Make sure guards are in place when using tools and equipment

Falling objects

•Do not throw tools and materials down from heights

•Make sure brick guards/mesh are in place in scaffold

•Use exclusion zone and/or catch platform

•Ensure controls implemented for loads being lifted over adjoining areas e.g. adjoining area closed/gantry erected

Electrical

•Keep electrical equipment away from water

•Make sure earth leakage switch installed on mains supply

•Secure and protect extension leads from damage and used from individual power points with leads not exceeding 30 metres Keep testing and tagging current e.g 3 monthly

 Access/housekeeping

•Keep working area clear/tidy

•Manage trip hazards e.g. material neatly stacked

•Dispose excess mortar appropriately e.g. designated areas

Manual tasks

•Use mechanical equipment (e.g. forklifts, trolleys, cranes) to reduce the force needed to lift, carry, move, hold or restrain material and tools.

•Adjust equipment to minimise bending, twisting and over-reaching (e.g. adjust height of work platforms to avoid over-reaching).

•Change work practices or equipment to avoid repetitive actions or prolonged tasks (e.g. use a crane or elevator to lift bricks to work level to avoid throwing bricks).

Noise

•Wear Hearing protection when cutting timber and metal

•Ensure controls implemented to minimise exposure e.g. hearing protection.

Hazardous substances

•Make Materials Safety Data Sheets (MSDS) available for substances classified as hazardous (e.g. cement, lime, hydrochloric acid)

•Store hazardous substances safely and securely when not in use

•Train workers in safe handling of hazardous substances (e.g. wear gloves when handling hydrochloric acid)

•Label hazardous substances (includes safety and risk phrases)

•Do not store hazardous substances in food and/or drink containers (e.g. hydrochloric acid not stored in drink bottles)

Personal Protective Equipment

•Ensure workers wearing steel capped boots, hard hat with shade brim, high vis shirts and sunglasses if necessary

Amenities

•Provide sheltered meal area

•Ensure workers have access to toilets (1 toilet for each 15 workers or part thereof)

•Provide hand and face washing facilities (separate from toilets)

•Ensure workers have access to potable, clean and cool drinking water

•Make sure first aid equipment provided is hygienic and appropriate for the size and complexity of the project

Emergency preparedness and response

•Keep fire extinguishers available and testing current

•Make sure emergency evacuation plan available

•Brief workers on emergency evacuation plan

· Ensure that you have first aid facilities available

Sun protection

•Recognise ultraviolet radiation 3-7 protection required; 8-11 extra protection required

•Ensure protection by seeking shade, wearing sun protection clothing, broad brim hat, sunglasses and using sunscreen

•Wear clothing with a 30+ ultraviolet protection factor

•Wear safety helmets extra brims and neck covers fitted

•Wear sun glasses and 30 + sun protection

Occupational stress

•Monitor work demands and control over work

•Provide support systems for talking about tough situations at work

•Provide clear work structures, particularly through times of change

•Recognise and reward workers

Occupational violence

•Use design or engineering measures to change the physical characteristics of the workplace, to reduce the risk, where possible.

•Change the systems of work or work practices to help reduce risks. For example, train workers in aggressive behaviour management, including the recognition and diffusion of potentially volatile situations; ensure sufficient number of appropriately trained staff, where possible; provide for emergency communication; implement a system of communication and support for home visits.

• noise and risks to health
• relevant noise legislation
• what employers, workers and self-employed persons should know
• noise and hearing protectors
• noise hazard identification checklist
• decibel levels of common sounds
• where you can get further information

Click to view the publication on Noise

We’d love to hear your comments and experiences so, feel free to leave a comment!

1) Dealing with Aggression

Healthcare workers may be exposed to patients, family members or members of the public who display aggressive behaviour. In most cases, healthcare facilities will have well established procedures in place to deal with these situations however there are a few steps that you can follow when responding to this behaviour. •Remain calm – be polite and do not raise your voice.

• Call for assistance – contact another staff member to assist.

• Keep out of reach – it is important to keep your distance (two arms length at minimum)

• Do not antagonise – never abuse or ridicule. Also, let the aggressor leave and do not attempt to detain the person.

• And finally, report the incident to both your supervisor in the workplace and Nursing Australia. It is also important that you complete an incident report.

2) Manual Handling

Manual Handling refers to any activity requiring the use of force exerted by a person to lift, push, pull, carry or otherwise move or restrain any animate or inanimate object.

Manual handling continues to be a major cause of injuries in the healthcare industry therefore it is important that members follow correct manual handling procedures at all times. Whilst working in a healthcare facility, you should:

1 Ensure that you have had appropriate training in manual handling and that this is updated on a regular basis. If you require training, contact a Nursing Australia representative

2 Use equipment provided including hoists, slide boards and ensure that you report any faulty equipment to your supervisor immediately.

3 Be aware of the client’s safe work procedures in relation to manual handling. These provide step by step instructions on how to perform a task safely.

4 Always check a patient’s care plan, mobility assessments or any other patient specific manual handling plans prior to the transfer to ensure that you are using the correct transfer method.

5 Do not lift outside your capacity and do not be afraid to ask for help.

3) Infection Control

Due to exposure to biological hazards, healthcare workers face a risk of acquiring or spreading infections in the normal course of their work. It is therefore important that appropriate precautions are taken and these include;

1 Ensure that you follow Standard Precautions.

2 Wear Personal Protective Equipment (PPE) appropriate to the task (e.g. gloves, aprons, masks).

3 Ensure appropriate handling and disposal of sharps and other clinical waste. Also, never re-sheath needles.

4 Wash your hands frequently.

5 Ensure contaminated waste is disposed of in line with the client’s waste disposal procedure.

If you sustain a needle stick injury, it is important that you contact your supervisor and a Nursing Australia representative immediately.

4) Managing Fatigue

Given the nature of healthcare, healthcare workers often work long hours through shift work and overtime. Fatigue caused by a lack of sleep and/or physically and mentally demanding tasks, has the potential to impact significantly on an individual’s health and wellbeing as well as their ability to perform their duties safely. Fatigue can also compromise clinical care.

The following are tips to help prevent fatigue;

1 Ensure that you have had adequate sleep (7-9 hours daily is recommended for adults).

2 Manage your shifts and workload to ensure that you are not overworked that you have adequate breaks to allow for rest.

3 Take at least a 30 minutes break after 6 hours of work.

4 It is recommended that rostered hours not exceed 48 hours per week.

5 Maintain your health and fitness at a good level.

6 Take care when driving home after a night shift. Consider alternate transport methods.

Nursing Australia takes fatigue management seriously and manages this through shift allocation. It is however the member’s responsibility to advise us if they are working additional shifts with another employer and that actions are taken to manage their workload to prevent fatigue.

5) Slips, Trips and Falls

Slips, trips and falls are also a common cause of injuries in the healthcare industry. It is important that hazards leading to slips, trips and falls be identified and removed from the workplace to minimise the risk of injury.

The following are tips to minimise the risk of slips, trips and falls;

1 Wear appropriate non-slip footwear and if provided, wear gum boots when showering patients.

2 Remove any unnecessary materials or equipment in the work area.

3 Always use handrails when walking up and down stairs.

4 Ensure that spills are cleaned up immediately.

5 Don’t rush, particularly when using stairs.

6) Chemical Safety

It is important that care be taken when handling chemicals in the workplace as these may trigger physical reactions such as skin or respiratory tract irritation.

When using chemicals in the workplace, it is important to follow the safety instructions provided. This includes information on the labels as well as the information provided in the Material Safety Data Sheet (MSDS). MSDS’ must be made available in the workplace for all hazardous substances. It is important that all members are aware of the location of these.

MSDS’ are important documents as they provide information on the chemical. Importantly they provide information on what controls need to be implemented when using the chemical such as PPE requirements. They also provide information on what to do in the event of exposure.

For more information please visit http://www.nursingaustralia.com

According to the International Sharps Injury Prevention Society sharps injuries can be reduced by up to 65% if best practice is adopted.

Here are some tips from the experts on what can be done to dramatically reduce preventable sharps injury.

In terms of sharps injuries, scalpel blade accidents are among the main offenders, second only to needlesticks. No matter how careful clinicians are, the scalpel has razor-sharp blades attached to often slippery handles: a recipe for severe damage when handled incorrectly.

The majority of scalpel injuries occur when the scalpel is being passed by hand, during blade removal or while being disposed. There are certain strategies to reduce these preventable injuries.

Firstly, a no-hands passing protocol has been proven to significantly reduce both blade and needle injury. The use of trays or passive passing techniques can reduce injuries by as much as 65%. Some surgical suites use a generic instrument tray, others use magnetic mats or pads. The important outcome is to avoid hand to hand passing of sharp instruments, especially in the situations where eyes are focused on the surgical site.

The next tip is to create a no-passing zone where no hand to hand contact is allowed. Instruments are laid down by one team member and picked up by another. It is surprisingly easy to enforce and quickly becomes usual behaviour.

Another way to reduce sharps injury is to invest in the range of safe disposal products available today. Combining safe practices with safety products is a proven line of defence against injury.

The use of a scalpel blade remover for example is an effective method for significantly reducing injuries. The old method of removing conventional scalpel blades with forceps or by hand is both unnecessary and arcane. The best results come from use of a mechanical device or a one-handed technique using one of the many blade removal products currently available.

One of the most respected and innovative companies producing safety blade removal and needle management devices is run out of Brisbane by Michael Sinnott, himself a respected emergency medicine clinician. Michaels company Qlicksmart has a small range of these safety products that are now being sold around the world. You can have a look at the range by going to their website at www.qlicksmart.com

Of course the most common sharps injury is caused by needles. We found the Check Clip marketed by Qlicksmart is an inexpensive, disposable plastic clip. The device directly attaches to almost all sizes of plastic and glass drug ampoules (1-10ml) and to all types of disposable syringes. By using a Check Clip, the possibility of ADEs and ‘sharps’ injuries to staff from open glass ampoules is reduced. It is particularly useful in cases where multiple drug doses are required or in an emergency where there is confusion, chaos and a need for immediate action.

The obligation for any health care employer is to participate in the identification, evaluation and implementation of safety products that work to reduce sharps injury in the workplace. Knowing that there are both products available and techniques that work means the employer has tools available to reduce and even eliminate preventable sharps injury.

The OHS harmonization process will revolutionise how individuals and organisations approach workplace bullying. If it doesn’t, workplace bullying will continue as a critical physical and psychological issue affecting individuals and organisations forever.

So far in Australia, there have been relatively few prosecutions of organisations or individuals for health and safety breaches relating to workplace bullying. However, the recent successful prosecution of and employer and employees linked to the death of Brodie Panlock in Victoria may be the first step as Governments are starting to view deadly implications of the short, medium and long term and sometimes fatal impact of this insidious practice.

Despite publicity generated by Government Departments and strong media interest when there has been a death following a workplace bullying incident, I believe that many public and private sector organisations are being lulled into a false sense of security. Lack of data, small numbers of allegations dealt with quickly, or individuals not reporting incidents create an illusionary perception that ‘all is well’ and ‘we are doing enough.’

The tides of change are coming and as every day goes by, the tide is picking up strength just like a tsunami. What is this tide of change? In a nutshell, it is the Work Health and Safety Act that is due to be implemented in January 2012. Will it make a difference?

I believe that some of the changes will have a dramatic affect on how executive officers think about, and even commit themselves to the notion of work health and safety. They will have to about the physical and the psychological aspects if they are to meet their obligations and show that they can meet due diligence requirements.

Barry Sherriff and Michael Tooma have written an excellent, user friendly publication that is produced by CCH. I believe the way that they have interpreted the legislation has resulted in the publication of the book ‘Understanding the Model Work Health and Safety Act’. Their explanations of various definitions and what they actually mean gives credence to the belief that the tides of change are coming.

It is not intended to reproduce all the definitions covered by Sherriff and Tooma, but I am going to refer to few where I believe public and private sector agencies need to focus in terms of workplace bullying.

Officer

Executives might be blissfully unaware that changes to the legislation means that there is every possibility that they will be considered an ‘officer’ under the model WHS Act, and as such they must exercise due diligence to ensure that there organization complies with its duties under the legislation. Sherriff and Tooma point out that the term “officer” has the same definition as it has in the Corporations Act 2001. They also indicate that the definition is extended to apply to officers of the Crown by s. 244 of the model WHS Act. So, are you an officer? Sherriff and Tooma (2010:32) provide a list in relation to who is an officer.

Who is and who is not an officer in your organisation?

They also discuss due diligence and provide some discussion as to what is meant by due diligence. It is interesting to note that Sherriff and Tooma (2010:33) indicate that officers need to make themselves aware of changes to legislation and developments in case law as well as Australian standards.  Does this apply to workplace bullying? Well yes, it does. Courts, Commissions and Tribunals are continually making decisions that impact directly and indirectly on individuals and organisations. Whilst some organisations may cut back on training, it is essential that the Board and Executive officers be regularly briefed or involved in training sessions so that they can maintain currency in trends and issues and even decisions associated with workplace bullying.

Cutting back on training may even have a negative impact on how ‘officers’ demonstrate that they have met their obligations or fulfilled due diligence requirements.

Worker

Some things in relation to workplace health and safety might not change dramatically, but the definition of a worker is worth considering. As Sherriff and Tooma (2010:52) indicate, a person is a “worker” if they carry out work in any capacity for a PCBU. It is a broad definition, but they also indicate that it ‘includes work as an employee, a contractor, a subcontractor, an employee of a contractor or subcontractor, an employee of a labour hire company, an outworker, an apprentice, a trainee, a student gaining work experience, or even a volunteer.

Each of the ‘workers’ identified above can at any stage be involved in a workplace bullying incident so it is important that the safe system of work, including the prevention, detection and resolution of workplace bullying cover these people. The task is to read your current policy and see if the definition of worker meets this requirement.

Does your policy cover those ‘workers’ in terms of workplace bullying?

Who is a person at a workplace?

There are some subtle changes to the meaning of ‘who is a person at a workplace?’ Given that workplace bullying can involve internal and external employees or customers, this is an important definition. As Sherriff and Tooma (2010:53) indicate, ‘the duty of care of a person at a workplace is intended to capture visitors to workplaces, such as customers and clients, passers-by, relatives and associates of workers, and trespassers’.

Does your workplace bullying policy cover this definition?

What is a workplace?

Workplace has been mentioned several times. Workplace bullying can happen across a diverse range of locations and a key example of this is ‘cyber bullying’ or stalking (a criminal offence). It is important that employers and employees have a detailed understanding of this section. Sherriff and Tooma (2010:53) indicate that:

‘a workplace is defined as a place where work is carried out for a business or for an undertaking. It includes any place where a worker goes, or is likely to be, while at work (for example, a vehicle, a vessel, an aircraft or other mobile structure, any waters and any installation on land, and on the bed of any waters or floating on any waters). As such, not only are factories, shops, construction sites and offices workplaces, but roads, homes, national parks, schools, hotels, airports, aeroplanes, ports and ships are also workplaces when people are working there. Indeed, any place can be transformed into a workplace if people work there.’

So what is the relevance of that definition to workplace bullying? Workplace bullying can occur in any of the above places, and can be committed by employees of the organisation, or by employees of other organisations. How does your workplace bullying policy define workplace? Is it defined in your health and safety policy, or in some other document that employees hardly ever refer to?

Action

Given that Courts, Commissions and Tribunals appear to have taken a broad view about workplaces and what is workplace related, it is important that employees understand the parameters in which they operate. For example, the birthday bash of work colleagues held in an off site location may be considered work related if an event that occurs at the party site is discussed in the workplace proper.

Some organisations will allow employees to attend post event functions e.g. after a Conference, but ‘kick on events’ may occur after the post event functions. Depending on the circumstances, a ‘kick on event’ may be considered work related, or even a workplace.  From time to time, allegations of sexual harassment and bullying arise following such events, and in some cases, excessive consumption of liquor has occurred.

Changes to the workplace, broadening of definitions and allegations of all forms of inappropriate behaviour can result in adverse publicity and damage to individual and organisational reputations.

Is there a need for panic?  Well, no not at the moment.

However, if I were an Executive in the public or private sector, I would want to make sure that I could meet all the obligations placed on me through the changes to the Work Health and Safety Act and I would to be able to demonstrate that I could meet due diligence requirements. I would not to be sitting in some Court, Commission or Tribunal trying to explain why I had failed in my duties as an ‘officer’. I don’t think like would like to be explaining to the CEO or to the Board about how my inactions failed the organisation.

At the same time, if I was an employee giving evidence in a Court, Commission or Tribunal as to why I had committed a breach of work health and safety, I would want to know the answers.

What should I do?

Executive officers should be getting briefings from their health and safety personnel.

Health and safety personnel should be working hand in glove with HR, Risk Managers, and other key personnel concerned with managing physical and psychological hazards in their organizations.

Employees should approach their unions or health and safety personnel to find out what their obligations are and what they have to do meet them.

Health and Safety policies and procedures, along with various HR policies should be reviewed to ensure that they meet the requirements of the Work Health and Safety Act.

In the meantime, publications such as that listed in the references provide a very good understanding of the key issues identified in this short paper.

Alternatively, there are a number of Safety Conferences being held between now and 2012 where key note speakers address the Work Health and Safety Act. I have been to several of these, and the Melbourne SIA featured the eloquence of Barry Sherriff of Norton Rose explaining in a no-nonsense manner just how the new Act is going to impact on organisations and individuals.

References

Sherriff, B. & Tooma, M. (2010) Understanding the Model Work Health and Safety Act. CCH AUSTRALIA LIMITED. Printed in Australia by McPherson’s Printing Group. ISBN: 978 1 921593 72 7.

The report went on to say that while millions of dollars are spent trying to find the cure for RSI we don’t appear to be getting very far. In fact it is generally agreed that the most success comes from prevention, not cure.

The number one cause of RSI is the huge impact of computers in our lives – in particular the use of keyboards. Almost every worker in an office from the receptionist to the executive suite works daily with a desktop or laptop. Even in a world where the use of the personal device and smart phone is fast becoming the next “platform” PC use is as mainstream as paper and pencil.

The report says that incorrect seating, poor work regimes and appalling physical fitness can play a role in RSI, which is why many experts often prescribe special exercises to help lessen the effects of long hours spent at the computer making hundreds of thousands of key strokes. While these movements may be small, they carry the risks and dangers of any athletic activity.

There are some simple tips to avoiding RSI and still remain productive at work.

First, start with a good chair that has as much adjustability as possible and is easy move. The chair should not be so long that it digs into the back of the legs, and the chair’s height should be adjusted so that the feet can touch the floor without dangling.

To help improve posture, select an ergonomic designed keyboard. If you cannot change your hardware make a simple adjustment to the keyboard. Slip a board, about 25 centimeters thick, beneath the lowest side of the keyboard. This provides a “negative” tilt, taking some strain off the wrists and encourages you to sit up a little straighter,

According to the American College of Orthopaedic Surgeons, sufferers of RSI can be aided by the correct environmental climate with which to operate at work. The college suggests workers change the desk height, change the seat, and use a foam wrist rest.

Another field of thought says that the best way to treat RSI is keep the tendons supple and moving. The theory is that tendons that move heal better, so people are encouraged to warm up by doing fine motor movements such as wrist twirls and finger lunges to keep things supple.

By limiting how much hands and wrists move you can cause muscles to contract and tendons to shrink. People end up alleviating some of the pain, but they tend to put added stress on some of the other muscle groups. The goal is to maintain a range of motion.

The Government was well on its way to introducing a system that could help prevent tragedies such as the death at the Perseverance Mine.

According to the Minister in charge, the reforms introduce a more risk-based approach in place of prescriptive rules and regulations. They will reinforce that the onus is on operators to demonstrate an understanding of the hazards and risks of their workplace.

The changes will be implemented by the Resources Safety Division of the Department of Mines and Petroleum.

A ministerial advisory panel, containing representatives of Government, industry and unions has also been established to monitor their delivery.

The reforms will be funded by a series of levies, fees and charges from industry that can only be spent on safety issues.

Cost recovery in safety regulation is widely accepted and has already been successfully adopted by New South Wales and Queensland.

The Minister said close to $8million was expected to be raised this year for the reforms and the number of available mines inspectors almost doubled.

The event was reported in the LA Times newspaper as a way to bring awareness of worker fatalities and injuries across the United States.

Southern California Coalition for Occupational Safety, a nonprofit group, had the idea for the mock funeral to urge passage of stronger state and federal occupational safety laws.

Worker safety has been in the news with the recent deaths of 29 people in a West Virginia coal mine and the explosion of an oil rig in the Gulf of Mexico that left 11 missing. But in the US most occupational deaths receive little notice. According to the U.S. Department of Labor, thousands of U.S. workers are injured or killed on the job each year as a result of “preventable incidents.”

On the day, a flower-bedecked altar set up outside the labor center paid tribute to a number of fallen workers, and displayed snapshots and brief biographies.

Vehicles in the mock procession proceeded from MacArthur Park on an almost four-mile route through central Los Angeles, with posters written in English and Spanish conveying messages such as “No job is worth more than our lives” and “Remember the dead — fight for the living.”

Do you think would work here in Australia – a mock funeral procession down our Ann Streets, Collins Streets or even George Streets?  A mock funeral to show how big an impact a workers death can have on family and the community. OHS in Australia is covered by state laws that are a lot stricter than those in the US, but even these laws will not prevent accidents and deaths at work without widespread culture of compliance from the CEO down to the shop floor.

After scouring workplace safety documents and not found any satisfactory answers, a colleague and WHSO Scott Donoghue has raised this question, and we were wondering what your thoughts were on the subject. If you could share your knowledge, highlight any documentation or resources we’d be delighted to get your comments. With Scott’s training and experience in the industry, he mentioned that a ratio of 1:20 might be a realistic figure for larger corporations.

To add your comments please enter them below in the comments box.