PRESENTATION 2: ESTABLISH AND MAINTAIN PARTICIPATIVE ARRANGEMENTS FOR THE MANAGEMENT OF WHS

PRESENTATION OBJECTIVES

At the close of this presentation you will be able to:

2.1 Work with Workers and their Representatives to set up and

maintain participation arrangements according to relevant WHS

legislation.

2.2 Appropriately resolve issues raised through participation and

consultation arrangements according to relevant WHS legislation.

2.3 Promptly provide information about the outcomes of participation

and consultation to workers and ensure it is easy for them to access

and understand

The goal of most WHS Management

Systems is to ensure that the workplace is

free (as far as is practical) of risk, injury

and disease. To ensure a system of

information sharing both the employer and

employees must work together to meet this

goal.

The WHS Act (2011) advises consultation on WHS

matters is required when:

• assessing risks and identifying hazards that arise from the work

being carried out (or to be carried out in the future),

• making decisions about procedures for resolving health or safety

issues, monitoring the health of workers, monitoring conditions at

the workplace, providing information or training for workers, or for

consultation with workers,

• making decisions about the adequacy of facilities for the welfare

of workers,

• making decisions about how to eliminate or minimise identified

risks,

• proposing changes that could affect worker health or safety.

CONSULTATION

Consultation is not only an organisations legal responsibility;

it is also an important part of the planning process as it:

• Provides a means in which to resolve WHS issues derived

from team members experience and knowledge.

• Builds a greater sense of commitment as workers take

ownership for their actions

• strengthens relationships and morale as people's sense of

self-worth increases

• Can provide an increase in productivity as staff takes WHS

on board.

CONSULTATION

Consultation is needed when creating WHS action plans

to:

• improve processes,

• improve decision making and resolution

processes,

• assist with consultative procedures,

• develop resolutions for outstanding WHS

concerns.

CONSULTATION

INFORMAL AND FORMAL CONSULTATION

Informal Consultations Formal Consultations

Informal consultation involves meetings, telephone calls, discussions and letters. Informal consultation methods can be beneficial for involving staff members that are difficult, shy, or have low literacy. The PCBU should involve as many staff as possible in order to meet duty of care requirements under the WHS Act (2011).

Formal consultation arises when specific information is required. For example, you may design a questionnaire or staff feedback form to identify if there are any issues that you believe may be important and may be blocking the continuous improvement process. By asking specific questions, you can clarify issues and identify possible causes and resolutions

A Worker is eligible to be elected as a Health and Safety Representative for a work group only if he or she is a member of that work group. The procedure for electing an HSR is as follows:

1. is determined by workers in the relevant work group. This can include how the election of the HSR for the work group is to be conducted.

2. must comply with the procedures (if any) prescribed by the regulations.

All Workers in a work group are entitled to vote for the election of an HSR for that work group.

ELECTING HSRS

TERM OF OFFICE FOR A HEALTH AND SAFETY REPRESENTATIVES

A Health and Safety

Representative for a

work group holds office

for 3 years.

The combination of Health and

Safety Representatives and Safety

Committees provides a clear

mechanism for participative

arrangement to occur and facilitates

an organisation’s commitment to WHS.

When a WHS issue is identified that is over a risk level of 1, a WHS action plan should be developed in consultation with appropriate stakeholders (usually affected workers and/or their representatives).

Things to consider when resolving WHS issues include:• WHS Action Plan Creation • Assigning Responsibility to Individuals• Dealing with Conflict

APPROPRIATELY RESOLVING WHS ISSUES

To provide a safe work environment, you must provide employees with information in a manner that is easily accessible to them.

This means that the level of access that is given to employees is determined by the level of authority the employee has and the type of industry that you operate in.

PROVIDING STAFF WITH INFORMATION

Information that management may need to provide staff with will vary according to:

1. The strategic position and policy of the organisation.

An organisation that has a mission and vision statement will usually

clarify the current and future position of the organisation. Plans,

statements and goals, policies and procedures are developed to

reflect the organisation’s compliance and where employee’s stand in

the organisation’s hierarchy.

2. The organisation’s risk management plan and WHS Action

Plan

Staff should only really be given the information that they require in

order to make informed decisions.

PROVIDING STAFF WITH INFORMATION

Examples of information that could be needed to make informed decisions around WHS could include:• Training information and data • Hazards that may exist in the workplace • Manufacturer’s manuals and specifications • Rights and responsibilities • Risk assessments • Risk control strategies• Safe work procedures• WHS consultation and participation processes • WHS Acts, Regulations, codes of practice and guidelines • Workplace WHS policies and procedures

PROVIDING STAFF WITH INFORMATION

Common ways of communicating and sharing WHS information with staff in an organisation include:

Intranet Email HSRs and HSCs Team meetings / toolboxes Newsletters Training

PROVIDING STAFF WITH INFORMATION

PRESENTATION SUMMARY

Now that you have completed this presentation you will be able to:

2.1 Work with workers and their representatives to set up and

maintain participation arrangements according to relevant WHS

legislation.

2.2 Appropriately resolve issues raised through participation and

consultation arrangements according to relevant WHS legislation.

2.3 Promptly provide information about the outcomes of participation

and consultation to workers and ensure it is easy for them to access

and understand