2 3 4 5 Workplace stresses can include: Job insecurity Lack of communication Unreasonable...

Work Health and Safety

Section 8

Vocational Education and TrainingTraining Toolbox Series

ICA11v1.0 Information, Digital Media & Technology

Cert I, II and III

Types of Hazards- Psychological

Hazards and Substance Abuse

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Table of ContentsSection 8 – Types of Hazards – Psychological Hazards and Substance Abuse Stress Slide - 05Health Risks From Stress Slide - 06Prevention of Stress - Employees Slide - 09Prevention of Stress – Employers/Managers Slide - 10Violence in the Work Environment Slide - 12Assessing the Risk of Violence Slide - 13Developing Policies Relating to Violence in the Workplace Slide - 14Workplace Bullying Slide - 15

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Table of Contents - continuedSection 8 – Types of Hazards – Psychological Hazards and Substance Abuse (continued) The Effects of Bullying Slide - 16Employees Response to Bullying Slide - 17Preventative Measures Slide - 18Drugs and Alcohol in the Workplace Slide - 19Signs and Effects of Drug and Alcohol Misuse Slide - 20Developing a Drug and Alcohol Policy Slide - 21Communicating the Drug and Alcohol Policy Slide - 23Employee Education and Support Slide - 25

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Stress

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Workplace stresses can include:

Job insecurity Lack of communication Unreasonable expectations or high-pressure

deadlines Cutbacks Increased productivity demands Insufficient rest periods or long hours Sudden changes Shift work Noise Air pollution Harassment/discrimination/bullying Personality conflicts


Health Risks From Stress

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Physical illnesses associated with stress include:

Heart palpitations Increased blood pressure Heart ailments Headache Neck ache Backache Stomach ache Serious stomach ulcers Fatigue/Exhaustion Indigestion Sweaty hands & feet Trembling Allergy



7

Psychological responses to stress include:

Insomnia Anxiety Anger/Irritability Forgetfulness Frustration Hostility Impatience Dejection Lack of concentration Lack of confidence Reduced efficiency in work Indecisiveness Emotional imbalance Suicidal tendencies



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Behavioural responses to stress include:

Escapist tendencies Self-imposed isolation Strained relationships Smoking or drinking more than usual Eating more or less than usual Difficulty laughing Reckless driving Increased mistakes at work Seeking change too often Reduced capacity to cope with work Using medications excessively Using drugs


Prevention of Stress- Employees

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Managing stress is a continuous process.

Management of stress is possible through:

Developing self worth Time management techniques Healthy lifestyle Relaxation techniques Avoiding unhealthy relaxation techniques


Prevention of Stress- Employers/Management

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Employers must look for signs of workplace stress.

A risk assessment for stress involves:

Looking for pressures at work that may cause stress Determining who is at risk Deciding whether enough is being done to prevent

harm


Prevention of Stress- Employers/ Management

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Common ideas that would assist in reducing and/or preventing work related stress are:

Provide opportunities for workers to contribute ideas Set a good example, and listen to and respect others Create an atmosphere where it is OK to talk about stress Avoid encouraging people to work excessively long hours Make sure individuals are matched to jobs Increase the scope of jobs for those who are over-trained Make sure other hazards are properly controlled Support and encourage workers, even when things go

wrong Encourage a healthy work-life balance See if there is scope for flexible work schedules

Allocate work so that everyone works at their best Provide training to assist avoiding personality conflicts Set up effective systems to prevent bullying and

harassment When changes occur ensure good communication Provide effective support throughout the change process Make sure that everyone is clear about what their job

requires Make sure that everyone has clearly defined objectives


Violence in the Work Environment

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Workplace violence includes:

Threatening behaviour Verbal or written threats Harassment Verbal abuse Physical attacks Malicious rumours Vandalism Anger-related incidents


Assessing the Risk of Violence

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The steps in assessing the risk of violence are:

Ask the employees about their experience Consult existing reports to determine any risk factors Conduct a visual inspection of the work being

performed Evaluate the history of violence in similar

environments Contact outside organisations for assistance Review relevant publications Orginise and review information that has been

collected Record the results of the assessment


Developing Policies Relating to Violence in the Workplace

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Workplace violence prevention program requires management commitment through a written policy.

Benefits of a written policy include:

Informs employees of unacceptable behaviours Remedies for incidents of violence in the workplace Encourages employees to report any violence in the

workplace Shows management commitment in dealing with violence


Workplace Bullying

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Bullying in the workplace is a form of aggressive, unacceptable behaviour.

Bullying are actions or verbal comments that intentionally:

Isolate Degrade Intimidate Offend Humiliate

Bullying could be directed at a person or a group


The Effects of Bullying

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The effects of bullying include:

Adverse reactions of the bullying recipient Physical symptoms Psychosomatic symptoms Affect the overall workplace environment Adversely affect the business


Employees Response to Bullying

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If a worker feels that they are being bullied they should:

Firmly tell the person that their behaviour is not acceptable Ask the person to stop Keep a factual journal or diary of daily events Record the date, time and what happened Record the names of witnesses Record the outcome of the event Keep copies of any correspondence received from the

person. Report the harassment


Preventative Measures

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Management needs to develop a policy regarding workplace bullying.

Some of the details in this policy should include:

A reporting system How complaints are dealt with Confidentiality Training managers Impartial third party involvement


Drugs and Alcohol in the Workplace

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All drugs fall into three categories:

Stimulants Depressants Hallucinogenic

The three most prevalent drugs in the workplace are:

Alcohol Marijuana Cocaine


Signs and Effects of Drug and Alcohol Misuse

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There are numerous signs of drug or alcohol abuse in the workplace.

Some include:

Mood swings Unusual actions Frequent absenteeism Accidents Work quality/patterns Relationships with others Physical signs


Developing a Drug and Alcohol Policy

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It is important that a company have a policy relating to drug and alcohol use in the workplace.

Policy development should include:

Commitment of management Ask for input from workers on implementing a program Decide whether testing will be a part of the program Decide if testing will be periodic or random Determine what disciplinary measures will be taken Determine what the appeals process will be


Developing a Drug and Alcohol Policy

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Legal advice should be sought once a draft policy has been completed.

The business needs to be assured that the policy:

Is consistent with other company policies Complies with relevant Commonwealth, State and local

laws Reduces the company’s exposure to legal challenges Addresses personal privacy rights Does not conflict with any Union or enterprise agreements


Communicating the Drug and Alcohol Policy

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Communicating the policy to workers can be through:

Meetings Notices in company communications Notices on company bulletin boards Letters from the manager Company policy manuals Induction manuals


Communicating the Drug and Alcohol Policy

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The drug and alcohol policy statement should explain:

Informing workers/employees of the reasons for the policy

Informing contractors of the reasons for the policy Drug and alcohol rules are a condition of employment The management’s commitment to a drug-free

workplace Drug and alcohol testing The consequences of violating the policy Law enforcement officials involvement


Employee Education and Support

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Educate workers about the dangers of drug abuse through:

Lectures by experts in the community Videos, brochures and fact sheets Employee Assistance Programs (EAP) Designate an internal support person to assist


Employee Education and Support

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Managers and supervisors need to be trained how to:

Detect the symptoms of drug and alcohol abuse Identify patterns frequently related to drug or alcohol

abuse Identify illegal drugs and drug paraphernalia Respond to crisis situations Document performance and behaviour indicators Intervene on behalf of troubled employees Refer employees to resources for help Cooperate with local police regarding criminal

investigations


End of Section 8

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