silica safe, quad safe - WorkSafe Tasmania · Quad bike safety is a priority for WorkSafe Tasmania...

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January 2020 Read about our new media campaigns silica safe, quad safe Prepare your workplace for UV and heat summer safety Plan for a healthy and safe 2020 SAFETY AND WELLBEING

Transcript of silica safe, quad safe - WorkSafe Tasmania · Quad bike safety is a priority for WorkSafe Tasmania...

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January 2020

Read about our new media campaigns silica safe, quad safe

Prepare your workplace for UV and heat

summer safety

Plan for a healthy and safe 2020 SAFETY AND WELLBEING

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Contents NEWS + EVENTS 4 New quad bike safety media campaign

8 Workplace dust exposure: Be Silica Safe

10 WorkSafe Month 2019

11 The Mind Game Races for Research

17 National return to work strategy launched

17 Have you seen WorkSafe’s new website

21 Prosecutions

safety 7 Asbestos lurks in more places than you’d

think

9 Bullying: How to identify it in your workplace

12 Spotlight on health care and manufacturing

14 Prepare your business for heatwaves

15 Q&A Summer safety

16 Be an epilepsy smart workplace

regulars 3 From the Minister

18 Build a safety system

19 Build a wellbeing program

20 About workers compensation

22 Business Tasmania: Here to help

23 Everybody’s Talking

page 8

A li ttle bi t o f dus t can be deadly. Inhaling even a tiny amount of silica dust can cause deadly silicosis. So if you’re ever unsafe around silica, even if you normally protect yourself, you’re in a lot of danger. Learn more about silicosis and how to be silica safe at worksafe.tas.gov.au/silicasafe

Don’t breathe dust. Be silica safe.

COVER STORY

The Mind Games Race for Research WorkSafe Tasmania was a stage sponsor of the inaugural Mind Games in 2019. Here’s one of the other competing teams with their safety masterpiece; see the full story on page 11.

Workplace Issues No. 95 January 2020 2

Publisher Published three times a year by WorkSafe Tasmania.

Online To see current and past editions, our warnings about telefraud and graphic images, and to subscribe, go to worksafe.tas.gov.au then choose the ‘Resources’ button then the ‘Workplace Issues magazine’ link.

Phone: 1300 366 322

Email: [email protected]

DisclaimerWorkSafe Tasmania and the Crown in the right of the State of Tasmania, its employees and agents disclaim liability for the accuracy or comprehensiveness of the information, data and advice provided in Workplace Issues; and will not be responsible for any loss, however arising and whether or not due to negligence, arising from reliance on, or action taken on the basis of any information, data or advice provided in Workplace Issues.

Any information, data and advice is provided solely on the basis that readers will be responsible for making their own assessment and verification of such information, data and advice before any reliance is placed upon it.

Views expressed in Workplace Issues are those of the individual contributors or the editorial committee and are intended to stimulate discussion. They do not necessarily reflect the policy of the Government or WorkSafe Tasmania.

ISSN 1444-6316 (Print)

ISSN 2204 -5597 (Online)

Throughout, the acronyms ‘WHS’ stands for work health and safety and ‘PCBU’ stands for person conducting a business or undertaking.

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Workplace Issues No. 95 January 2020 3

Welcome to the first edition of Workplace Issues magazine for 2020.

This edition captures the highlights of 2019’s WorkSafe Month events. These included the biennial WorkSafer Expo, hosted in Launceston, which promoted innovative and collaborative ways to make workplaces safer, healthier and more productive. Guest speakers and workshops covered leadership, mental health, anti-discrimination law, return to work and much more, and were well received by participants.

The Month included the PTSD: Mental Health Matters Conference. Aimed at specialists, injury management professionals, at-risk workers and employers, this conference supported the Tasmanian Government’s nation-leading work to

legislate a presumptive provision that a post-traumatic stress disorder diagnosis is work related.

Also featured was the well attended wellness walk, practical workshops on mental health first aid and positive work culture, plus online learning with webinars and videos. All these events continued the Month’s tradition of helping managers, employers and workers learn how to manage workplace hazards, to work safely, and to understand their rights and responsibilities.

I hope you were able to participate in one or more of these events, and take away practical information to improve physical and mental safety and wellbeing in your workplace.

Quad bike safety is a priority for WorkSafe Tasmania and the Tasmanian Government in 2019-20. Together, we produced online and printed guidance, held free information sessions around the State, subsidised training courses on King and Flinders Islands, and introduced a quad bike safety rebate scheme to help farmers purchase rollover protection devices.

Capitalising on this important work, WorkSafe has taken quad bike safety to a broader audience, with powerful TV and newspaper advertisements highlighting the life-saving importance of wearing a helmet when riding a quad bike, getting proper training, and not letting children use quad bikes.

The advertisements promote the unfortunate, and often devastating, facts around quad bikes. In the last eight years, 128 Australians have died riding quad bikes. That includes 18 Australian children.

You can see one of these compelling advertisements in this magazine.

Finally, this edition highlights WorkSafe’s ‘Silica safe’ campaign, which raises awareness of silica dust exposure and the terrible — sometimes fatal — diseases that can be caused by inhaling silica dust. The campaign’s TV and newspaper ads were aimed at tradespeople and others who may be exposed to silica dust through their work. This includes those who work with natural and engineered or composite stone (for example making kitchen benchtops) and in the construction industry. It also includes home renovators who may be working with these materials.

The ultimate aim of this campaign is to prevent the diseases caused by workplace dust exposure by encouraging employers and workers to take measures and act now.

Hopefully, you’ve seen these advertisements and their important messages on your televisions or appearing in newspapers or your social media feed. If you or your workers could be exposed to silica dust, please see the practical resources at worksafe.tas.gov.au/silicasafe.

I hope you all have a safe, happy and healthy new year.

ELISE ARCHER MPMINISTER FOR BUILDING AND CONSTRUCTION

Make 2020 your safest and healthiest year

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Ride safe

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Page 1

news +

events

About our new campaign

Quad bike safety is a priority for WorkSafe Tasmania and the Tasmanian Government in 2020, and a powerful new media campaign takes the quad bike safety message to a broader audience.

Designed to be thought-provoking, the TV and newspaper ads and social media content highlight the life-saving importance of wearing a helmet when riding a quad bike, getting proper training, and not letting children use adult size quad bikes.

The ads promote the unfortunate facts around quad bikes. In the last eight years, 128 Australians have died riding quad bikes. That includes 18 Australian children.

Providing practical help

Over the past year, we have produced online and printed guidance, held free information sessions around the state, subsidised training courses on King and Flinders Islands, and introduced a Quad Bike Safety Rebate Scheme to help farmers purchase rollover protection devices.

Our website has practical guidance including our new Quad Bike Safety guide, a fact sheet plus online resources gathered from around Australia. See these at worksafe.tas.gov.au/quadsafe.

New quad bike safety media campaign

Rebate scheme for farmers

WorkSafe Tasmania and the Tasmanian Government continue to offer rebates for Tasmanian farmers to improve safety on quad bikes.

The 12-month rebate scheme allows farmers to claim up to 50% of the purchase price (to a maximum of $500) for an approved operator/rollover/crush protection device, with up to a total of $1,000 available for each eligible farm workplace.

Rebates will be available until 30 June 2020 or until funds run out, whichever occurs first. Rebates will be allocated on a first-in, first-served basis to eligible applicants with complete applications.

To apply, go to worksafe.tas.gov.au and search for ‘rebate’.

Workplace Issues No. 95 January 2020 4

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73 people without a helmet. 73 dead. In the last 8 years, 128 people have been killed riding quad bikes in Australia.

73 weren’t wearing helmets. A quad bike is not a toy, always wear a helmet.

2011–2018 national statistics. Source: Safe Work Australia. Ride safe

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Asbestos

lurks in more places than you’d think.

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safety

Asbestos lurks in more places than you’d think Many people are unaware of the full range of materials containing asbestos that can be found in and around many Australian homes. The versatility of asbestos made it attractive to many industries. It’s thought to have more than 3,000 applications worldwide; and Australia was one of the highest users per capita in the world up until the mid-1980s.

At a glance

Whether you’re a tradesperson or a DIY home renovator, if you’re doing renovations, repairs or building work, it’s important to first know whether asbestos may be present and how to deal with it safely.

If a house/building was built or renovated before the 1990s, it probably contains some form of asbestos.

The use of asbestos-containing materials (ACMs) in homes has been extensive. There are many areas where ACMs can be found, such as: • carpet and tile underlays, vinyl sheet

flooring • carports and sheds • concrete formwork • fencing • guttering, roof sheeting and capping • imitation brick cladding, wall sheeting (flat

or a weatherboard style) • waterproof membranes.

Approximately one third of all homes built in Australia contain asbestos products. The widespread use of asbestos has left a deadly legacy.

What to do: Tradespeople

For houses: you should make sure any asbestos is identified and if possible, have it removed by a licensed asbestos removalist.

For a non-residential building: ask the person with management or control for a copy of the asbestos register before you start work. If there’s no register, make sure the building is inspected to determine if any asbestos is present — or simply assume it is present.

To find a licensed assessor and/or removalist, go to worksafe.tas.gov.au and search for ‘removalist’.

Find it in the codes of practice

For full guidance, see the codes of practice How to Manage and Control Asbestos in the Workplace and How to Safely Remove Asbestos in the Workplace.

These codes have easy to understand, practical guidance (including samples and templates) for managing the risks associated with asbestos in a workplace, and therefore reduce the incidence of asbestos-related diseases such as mesothelioma, asbestosis and lung cancer.

Go to worksafe.tas.gov.au and search for ‘codes’.

W hat to do: DIY homeowners

It’s important to know where asbestos is in your home. You should consider engaging an experienced asbestos assessor to identify any potential asbestos materials. To find one, go to worksafe.tas.gov.au and search for ‘removalist’.

Workplace Issues No. 95 January 2020 7

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news +

events

Workplace dust exposure: Be Silica Safe WorkSafe’s new campaign WorkSafe’s new campaign raises awareness of silica dust exposure and the terrible — sometimes fatal — diseases that breathing in silica dust can cause. The ultimate aim of this campaign is to prevent the diseases caused by workplace dust exposure by encouraging employers and workers to take measures and act now.

The campaign’s taglines are ‘Don’t breathe dust’ and ‘Be silica safe’. It is aimed at tradespeople and others who may be exposed to silica dust through their work. This includes those who work with natural and engineered or composite stone (for example making kitchen benchtops) and in the construction industry. It also includes home renovators who may be working with these materials.

The campaign went live on 1 November last year and is running statewide for three months.

The campaign includes television and print commercials (see our back cover) and bus advertising, supported by posts on our Facebook and Linked In sites, and a flyer and poster that workplaces can print and display. You can view, share and download these from our website at worksafe.tas.gov.au/silicasafe.

About silica dust Silica is found in stone, rock, sand, gravel and clay, and bricks, tiles, concrete and some plastic materials. Engineered materials containing silica, such as composite stone, are used to fabricate kitchen benches and countertops.

When these materials are worked on or cut, silica is released as a fine dust.

Depending on factors such as how much dust a worker breathes in and for how long, crystalline silica can cause: • silicosis, a scarring of the lung which can

result in a severe shortness of breath. Severe cases can result in complications leading to death. It is fast-acting. It is not reversible — but it is a preventable disease

• lung cancer • kidney disease.

At-risk occupations In the past, silicosis was associated with mining, quarrying, drilling and foundry work. Its occurrence in these industries gradually lessened as successful control measures (such as using water to keep dust down) were introduced.

Silicosis is now reappearing, especially where workers cut and shape stone, sandstone or manufactured stone to make kitchen, bathroom and commercial benchtops and other products. Other tasks putting workers at risk include sandblasting, bricklaying, cutting bricks and tiles. Those working in demolition, construction and mining are also at risk.

Home renovators should also follow guidelines to reduce their risk of inhaling silica dust.

Controlling risks If you’re a Person Conducting a Business or Undertaking (PCBU), you must manage the risks to health and safety associated with

tasks that could release silica dust.

You should do a risk assessment for these tasks at your workplace, to: • identify which workers are at risk of

exposure • determine what sources and processes

are causing that risk • identify if and what kind of control

measures should be implemented • check the effectiveness of your existing

control measures.

Control measures • Where possible, cutting, grinding, and

shaping should be done wet. • Ventilation and filtration systems should

be used to collect silica-containing dust at its source.

• PPE should be used as a last resort. Face masks alone are not sufficient to protect workers.

Health monitoring The Work Health and Safety Regulations 2012 require health monitoring to be done for workers who may be exposed to crystalline silica during the course of their work.

Resources For links to practical resources, go to worksafe.tas.gov.au/silicasafe.

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safety

Bullying: How to identify it in your workplace There’s a risk of workplace bullying wherever people work together. There may not be obvious signs of bullying at your workplace, but this doesn’t mean it’s not happening.

Workplace bullying is best dealt with by preventing it before it creates a risk to WHS. The first step is to identify the potential for workplace bullying or if it’s already occurring.

How to identify workplace bullying

• Regularly consult with your workers, managers, supervisors, health and safety representatives, and health and safety committees. You might consider conducting an anonymous survey.

• Get feedback from workers who leave the business; for example, through exit interviews.

• Monitor incident reports, workers compensation claims, patterns of absenteeism, sick leave, staff turnover, and records of grievances. This may show Workplace relationships regular patterns or sudden unexplained changes.

• Recognise any changes in workplace relationships between workers, customers and managers.

The following factors may increase the risk of workplace bullying. Do you have these in your workplace?

Work stressors

High job demands, limited job control, organisational change (such as restructuring, downsizing or significant technological change), role conflict and ambiguity, job

insecurity, an acceptance of unreasonable behaviours or lack of behavioural standards, unreasonable expectations of clients or customers.

Leadership styles

Autocratic behaviour that is strict and directive and does not allow workers to be involved in decision making.

Behaviour where little or no guidance is provided to workers; or responsibilities are inappropriately and informally delegated to subordinates.

Abusive behaviour.

Systems of work

Lack of resources, lack of training, poorly designed rostering, inappropriate scheduling and shiftwork, unreasonable performance measures or timeframes.

Poor communication, isolation, low levels of support, work group hostility.

At-risk workers

Workers who are more at risk of workplace bullying include casual workers, young workers, new workers, apprentices/ trainees, older workers, injured workers and workers on return to work plans, piece workers, and workers in a minority group because of their ethnicity, religion, disability, gender or sexual preferences.

Checklist: Key actions to take

• Consult or survey your workplace, including those leaving your workplace.

• Check reporting systems. • Look for work stressors. • Examine leadership styles. • Review systems of work. • Check workplace relationships. • Identify at-risk workers.

Why people don’t report it

There are many reasons why people don’t report being bullied or witnessing it, or don’t co-operate in inquiries. These may include: • lack of response from their PCBU,

manager or supervisor • lack of knowledge about bullying

behaviours and their effects • not knowing if there are policies and

procedures in place for reporting and managing bullying

• uncertainty about where to seek help • fear of retribution from the bully • feeling intimidated or embarrassed • believing the behaviour is part of the

workplace culture • thinking nothing will change • thinking their opportunities for

promotion at work or in the wider industry will be affected.

This is a summary from our guide How to prevent and respond to workplace bullying. Find it at worksafe.tas.gov.au by searching for GB374.

Workplace Issues No. 95 January 2020 9

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Work Safer Work Health Safety & Wellbeing Expo

2019

WorkSafe Month 2019 news

+events

WorkSafe Month 2019 was a great success! Our Safe Bodies, Safe Minds theme proved insightful and holistic, focusing on mental and physical health and wellbeing at work. Our events allowed employers and workers to refresh their knowledge and learn new solutions for improving work health and safety, wellbeing and return to work; and reducing work-related injury, illness and death.

The Hon Elise Archer, Minister for Building and Construction, launched WorkSafe Month at Parliament Lawns at the Steps for Wellness walk. Participants enjoyed a lovely walk around St David’s Park before returning for some healthy refreshments.

Our PTSD: Mental Health Matters Conferences in Hobart and Launceston provided ground-breaking insights into the advancements made in traumatic stress research and how this knowledge can be applied in various workplace settings. The conference attracted medical practitioners, researchers, employers and workers from around the state, and all left with a greater understanding of the intricacies of post-traumatic stress syndrome.

Our Positive Work Culture workshops (held in Hobart, Launceston and Ulverstone) were a great success with

excellent feedback from participants. Presented by Garry Mills Peak Performance, the workshops highlighted the benefits of mentally healthy workplaces, how leaders can create and maintain a positive and healthy workplace, and the steps that can be taken to support someone at work who may be struggling.

The Australian Physiotherapy Association Tasmanian Branch’s presentation on reducing the risk of manual handling tasks empowered supervisors, managers and workers to identify the early signs of musculoskeletal discomfort and appropriate work practice strategies to reduce the risk of physical injury.

OzHelp ran four Mental Health First Aid courses around the state, and these two-day courses taught participants how to offer initial support to adults who are developing a mental health problem, experiencing the worsening of an existing mental health problem or are in a mental health crisis, until appropriate professional help is received or the crisis resolves. The course curriculum is evidence-based, informed by the Mental Health First Aid Australia guidelines.

During the month there was also an extensive webinar series. Subjects ranged from asbestos and sun protection to mental

health and wellbeing. These are be available at www.worksafe. tas.gov.au by searching for ‘month’.

Unions Tasmania hosted successful Health and Safety Representatives (HSR) conferences in Launceston and Hobart. HSRs (and others with an active role in WHS) heard from and networked with experts, employers, injured workers and other HSRs.

The month wrapped up with our WorkSafer Expo in Launceston. An exciting range of exhibitors from multiple industries offered participants strategies and solutions to help keep workers safer, healthier and more productive.

The Expo’s keynote speakers and workshops were also a great hit. For example, former netballer and Australian Diamonds Captain and current AFLW player Sharni Layton shared lessons from the sporting field and their

importance for mental health and wellbeing.

Jon Fletcher from Good to Great Tasmania discussed culture and performance leadership; and Nic Stephen from Advance Workforce Development explained how to align leadership with physical and mental health and wellbeing. Kate Gofton from Riverdale Dairies delivered a powerful presentation on her experience of a witnessing a tractor fatality.

Planning is already underway for next year’s month, where we see the return of our biennial WorkSafe Awards and Conference. So go to worksafe.tas.gov.au/contact and choose the ‘subscribe for updates and alerts’ option so you don’t miss our updates.

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news +

events

The inaugural Mind Games Race for Research was held in October last year in Hobart. It was a fun, action-packed event to raise money for mental health research in Tasmania. Fifty corporate teams were put through their paces in a series of fun challenges at Macquarie Point.

‘Our WorkSafe Tasmania stage was a lot of fun!’ said WorkSafe’s Senior Communications Officer Angela Davies. WorkSafe was a stage sponsor of the event. Teams had 25 minutes to create a ‘safety masterpiece’ from various materials. ‘Competitors threw themselves into the challenge and produced some amazing artwork!’

Other challenges on the day included life-size games of snakes and ladders, a silent disco, re-creating one of the sponsor’s TV ads, building a Tassie icon out of bread, and creating new flavours of salmon and gin.

The Most Fabulous Five team, sponsored by Clennett’s Mitre 10, took out the title of Inaugural Mind Games Champions.

$70,000 was raised from the event for the Menzies Institute for Medical Research to fund critical research into the prevention and treatment of mental health problems.

Workplace Issues No. 95 January 2020 11

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HEALTH CARE AND SOCIAL ASSISTANCE

INDUSTRY SNAPSHOT 2018

15% of the total

Tasmanian workforce making it the largest employing industry in the state

14.1serious injuries per million hours worked

H I G H E S T O F A L L I N D U S T R I E S

62% higher than the state average of 8.7

Occupations with the highest percentage of serious injuries

41%

Personal Carers and Assistants

13%

Health and Welfare Support Workers

11%

Midwifery and Nursing Professionals

12 Workplace Issues No. 95 January 2020

Spotlight on health care and

Each edition we focus on different industries that WorkSafe has identified as priority industries. This edition we will throw the spotlight on the Health Care and Social Assistance industry and the Manufacturing industry.

Tasmania’s health care industry Health Care is our state’s largest employer. There are an estimated 37,000 employees in this industry which is around 15% of the total Tasmanian workforce. It includes: • hospitals, residential care and child care

services • pathology and diagnostic imaging

services • social assistance services.

Health Care workforce Over half of workers in this industry are over 45, which is the second highest proportion after the Wholesale Trade industry.

The majority of health care workers are employed in hospital settings.

Health Care injuries Health Care reported the highest number of injuries each year for the last five years, and more than any other industry in 2018 (1,615 injuries). This is around 20% of all reported injuries that occurred in the previous year.

The industry reported 14.1 serious injuries per million hours worked: 62% higher than the state average of 8.7. Fifty four percent of serious injuries occurred in residential care services.

Who reported the most injuries? • personal carers and assistants • health and welfare support workers • midwifery and nursing professionals.

There has been one reported work-related fatality in Health Care in the last ten years.

Body stressing, falls slips and trips, and being hit by moving objects are the top three causes of injury in this industry.

R

esources The following resources on worksafe.tas.gov.au are relevant to both Health Care and Manufacturing:

• to manage the risk of body stressing injuries, see the hazardous manual tasks code of practice. Search for ‘CP110’

• to prevent falls, slips and trips, search for ‘slips’

• to manage new and young workers, or older workers, search for ‘new’ or ‘older’

For resources specific to your industry, click on the ‘Health and safety’ square then choose ‘safety by industry’.

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safety

manufacturing industries All data, unless otherwise noted, is for 2018. A serious injury is one that results in the worker requiring at least one week of time off work due to their injury.

Tasmania’s manufacturing industry Manufacturing is 7% of the total Tasmanian workforce. It includes the manufacturing of: • food (meat, dairy, bakery, beverages) • furniture • fabricated metal products.

Manufacturing workforce Almost 80% of workers in this industry are employed full-time, and there is an even representation of all age groups.

Industry snapshots

WorkSafe’s Industry snapshot reports and posters, which these columns draw on:

• survey the WHS performance of each industry group

• identify emerging or existing WHS issues for evaluation and action

• compare most current WHS performance relative to previous years and, where applicable, to other industries across Tasmania.

Find your industry’s snapshot: go to worksafe.tas.gov.au and search for ‘industry snapshots’.

Manufacturing injuries There were 798 injuries in the Manufacturing industry in 2018.

Thirty percent of injuries over the last ten years resulted in at least one week off work.

The Manufacturing industry has seen dramatic improvement in its serious injury frequency rate over the last ten years — dropping significantly by 44%. The industry is now in line with the statew average. Who reported the most injuries? • workers aged 24 and under

ide

• miscellaneous factory process workers • food process workers.

Body stressing, falls slips and trips, and being hit by moving objects are the top three causes of injury in this industry.

MANUFACTURING INDUSTRY SNAPSHOT 2018

44% decrease in serious injury frequency rate

over the last ten years

Higher than the statewide decrease of

16%in the same period

Workers aged 24 and under report a higher serious

injury frequency rate than other age brackets

Occupations with the highest percentage of serious injuries

18%

Miscellaneous Factory Process Workers

17%

Food Process Workers

10%

Fabrication Engineering Trades Workers

Workplace Issues No. 95 January 2020 13

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safety

Prepare your business for heatwaves Whether or not you agree with climate change, it does seem like each summer gets hotter and hotter. And there is evidence to support this. The Tasmanian State Natural Disaster Risk Assessment (TSNDRA) examines the state’s risk for natural disasters and severe weather events such as storms, bushfires and coastal inundation. Its latest risk assessment for Tasmania states the annual number of heatwave days observed in Hobart has increased from over the last half-century. There’s also been an increase in the frequency and intensity of heatwaves across Australia, too.

The effects of heatwaves The Bureau of Meteorology defines a heatwave as ‘three or more days of high maximum and minimum temperatures that are unusual for that location’; so a heatwave in Hobart or Launceston is different to one in Perth or Adelaide.

According to the TSNDRA, heatwaves kill more people in Australia than all other natural disasters combined. They also cause expensive livestock and crop losses, and damage to infrastructure such as roads and railways.

Heat-related illness includes dehydration, heat cramps, heat exhaustion and heatstroke. The last two in particular can be life-threatening and require urgent medical treatment.

Some people experience the effects of extreme heat more than others; for example, the elderly, babies and young children. Outdoor workers are also at risk.

What workplaces can do The work health and safety laws don’t state a precise temperature where work should stop. This is because exposure to heat-related illness depends on factors such as humidity, air movement, the work being done and how long for, and worker’s clothing and their health and fitness.

If a heatwave or unusually hot temperatures are forecast, make sure your workplace is prepared. Our Q&A on summer safety (opposite page) provides some practical advice for protecting your workers from hot temperatures, including adaptations and features to include in your working environment.

Our website has guidance and resources; go to www.worksafe.tas.gov.au and search for ‘hot and cold’.

The Department of Health has practical resources for coping with extreme heat, go to dhhs.tas.gov.au and search for ‘extreme heat’. Its guide to Coping in Extreme Heat has detailed information about how to recognise the symptoms of heat-related illnesses such as heat stroke, what to do for someone suffering from the heat, and importantly what steps to

prevent them and how to prepare for hot weather. It includes a useful list of emergency phone numbers and websites.

While it’s not specifically aimed at workplaces, the guide’s information (including a checklist) can apply. Have plenty of cold water and even ice freely available, and encourage workers to drink plenty of water to stay hydrated, avoiding caffeinated and sugary drinks which can make dehydration worse.

To find the Tasmanian State Natural Disaster Risk Assessment and a heat wave fact sheet, go to ses.tas.gov.au and search for ‘TSNDRA’.

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safety

Summer safety

We had a Christmas party at work, but things got a bit out of hand with the drinking ... Next year, how do we have a good time but a safe time? Options include: • serve plenty of non-alcoholic drinks • provide food, and not just salty,

greasy food that will make people thirsty. Foods rich in protein and carbohydrates stay in the stomach longer and help slow the absorption of alcohol

• anticipate the need for taxis or public transport, or organise a designated driver schedule before the party starts

• designate people to implement your drug and alcohol policy if necessary, to ensure no one over-indulges or drives home over the legal limit.

For more information, go to worksafe.tas.gov.au and search for ‘alcohol’.

What temperature should my workplace be in the summertime? Optimum conditions for sedentary work are between 20 and 26 degrees Celsius. Temperatures outside this range can lead to fatigue and heat or cold-related illnesses, depending on the time of year and the clothing you wear. The ideal temperature for people doing other work varies, again depending on what they’re doing and wearing.

Employers should consult with workers, and specialists if necessary, on the most effective ways to keep the workplace at a comfortable and safe temperature.

Keep in mind that: • the temperature inside non-air-

conditioned premises can exceed the outside air temperature

• once ‘heated up’ and depending on its construction and insulation, your building may retain heat for some period of time.

Measures that you might consider for alleviating uncomfortably hot conditions include: • using blinds and curtains to minimise

sunlight • using a fan or portable air conditioner to

keep air circulating • taking breaks in or even transferring

work to cooler areas • re-organising work schedules so work

can be done in cooler parts of the day such as early morning.

If your workplace is not air-conditioned, understand that your workers could be at risk of a heat-related illness such as dehydration or heatstroke, which can be life-threatening and require urgent medical attention.

The code of practice Managing the Work Environment and Facilities provides more information and practical guidance on ensuring your work environment is safe for workers. Go to worksafe.tas.gov.au and search for ‘CP124’.

How do I protect my outdoor workers from the sun? People who work outdoors are exposed to more radiation than indoor workers, and they have a higher than average risk of developing common skin cancers.

Control measures should include: • planning to work indoors or in the shade

during the middle of the day when UV radiation levels are strongest; and planning to do outdoor work tasks early in the morning or later in the afternoon when UV radiation levels are lower

• providing shade for breaks if it’s not available in the environment. Examples include tents, caravans, windbreaks or portable shade canopies

• providing and maintaining personal protective equipment such as long pants, shirts with long sleeves and turn-up collars, and hats with broad brims or legionnaire-style flaps (you can get attachments for helmets and hard hats), and sunglasses that meet the appropriate Australian Standard

• providing sunscreen of at least SPF 50 that is broad spectrum and water resistant.

Cancer Council Australia has a detailed safety guide ‘Skin cancer and outdoor work: A work health and safety guide’ that includes risk assessment, sun protection policies, training and skin checks. Go to cancer.org.au and search for ‘skin cancer and outdoor work’.

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safety

Be an epilepsy smart workplace

In Australia it is unlawful to deny people with epilepsy access to employment or any activity because of their epilepsy. Yet new research released during WorkSafe Month 2019 by Epilepsy Tasmania shows that significant barriers still exist for people with epilepsy.

Epilepsy Tasmania’s report, Epilepsy – A Focus On Tasmania, reveals 52% of Tasmanians living with epilepsy (whether they have epilepsy or a family member does) report unfair treatment in the workplace. Stigma and discrimination are significant contributors to poor physical and mental health in people with epilepsy.

Epilepsy Tasmania launched a public awareness campaign during WorkSafe Month to encourage workplaces to become Epilepsy Smart.

‘It’s not just employees who might have epilepsy — it could be customers, contractors, friends and family members who visit the business’, said Epilepsy Tasmania CEO Wendy Groot.

‘With one in 10 Australians experiencing a seizure during their life and one in 26 going on to develop epilepsy, seizures are not uncommon and organisations need to know what to do should one occur in the workplace’.

Between 2016 and 2019, Epilepsy Tasmania surveyed Tasmanians with epilepsy and their family and carers, and ascertained their main challenges to be almost exclusively related to social, cultural and economic issues. Lack of public awareness and

supportive environments free of stigma and discrimination are among their most pressing concerns.

What workplaces can do Employers play a role in improving this situation by inviting employees who are carers to seek help through their workplace assistance program and access extra support and information; by ensuring all staff have undertaken seizure first aid training; and by understanding epilepsy and how it impacts people.

Recommended priorities for all workplaces include:

• creating a health room with bedding and dimmed lighting to facilitate seizure recovery

• keeping a seizure first aid poster, small pillow and a blanket near the workplace first aid kit

• ensuring all staff undertake seizure first aid training.

Priorities for workplaces with an employee who experiences seizures include having:

• outward opening doors in bathrooms

• temperature-controlled hot water taps

• shatter-proof crockery

• recessed handles

• rounded corners on desks and tables

• laminated glass on full-length windows

• flicker-free computer screens

• carpeted (softer) floors.

You should also:

• keep walkways clear

• consider the placement of toilet roll holders, in case of a seizure in bathroom

• be able to unlock toilets from the outside in event of a seizure

• provide lidded cups for hot drinks

• place sharp objects face-down in the dishwasher

• keep cupboards, drawers and dishwashers closed when not in use

• ensure all staff undertake training in epilepsy management and understanding.

Workplace resources Epilepsy Tasmania can visit your workplace and provide Epilepsy Smart Workplace Training, or you can do online training to increase your practical knowledge. For more information call 6344 6881 or go to epilepsytasmania.org.au.

This article was supplied by Epilepsy Tasmania, a not-for-profit community organisation improving the quality of life of Tasmanians with epilepsy, and those around them, through education, co-ordination and support. For more information go to epilepsytasmania.org.au.

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National return to work strategy launched

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Safe Work Australia launched the National Return to Work Strategy 2020–2030 in September 2019, an ambitious 10 year action plan to improve return to work outcomes for workers across Australia.

Prioritising workers Workers are at the heart of the Strategy’s vision to minimise the impact of work-related injury and illness and enable workers to have a timely, safe and durable return to work.

Supporting workers through their recovery and return to work is a priority for all jurisdictions and stakeholders involved in the process. The Strategy paves the way for national collaboration to improve return to work outcomes over the next decade.

Action areas The Strategy has five action areas:

• supporting workers

• building positive workplace culture and leadership

• supporting employers

• supporting other stakeholders

• building and translating evidence.

The Strategy complements the Australian Work Health and Safety Strategy 2012– 2022, strengthening connections between work health and safety and return to work outcomes.

The Strategy will be reviewed after the first five years to ensure it continues to be responsive to current priorities and emerging trends. The outcomes of this review will guide national action for the last five years of the Strategy.

Working together The Strategy was developed in partnership with governments, business, industry and unions, and endorsed by work health and

safety ministers. Consultation was also undertaken with academics, peak bodies, organisations and representatives from the insurance, legal and health sectors to help identify national policy issues and action areas to address them.

It is aimed at those who can influence work and workplaces, including:

• policy makers

• workers compensation authorities

• employer, industry and union groups

• insurers and claims management organisations

• treating health practitioners

• workplace rehabilitation providers

• other worker advocates.

Context for change More than half a million Australians sustain a work-related injury or illness each year at an estimated cost of $61.8 billion.

Australia’s workers compensation systems alone bear direct costs of $9 billion each year from income support, treatment and rehabilitation and lump sum payments. However, the broader impact on workers, their families and society is estimated to be far greater.

While the rate of work-related injury and illness has improved markedly over the last 15 years, return to work rates have remained largely the same.

To date, jurisdictions have largely worked separately to address issues of return to work. The new national Strategy paves the way for national collaboration to improve outcomes for workers.

Find the Strategy You can find the National Return to Work Strategy 2020–2030 at Safe Work Australia’s website at safeworkaustralia. gov.au/national-return-to-work-strategy-2020-2030.

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Have you seen WorkSafe’s new website?

WorkSafe Tasmania has launched its new website at worksafe.tas.gov.au, with new and expanded content to meet all your health and safety, licencing, compensation and return to work needs in one location.

The new site merges the websites of the WorkCover Tasmania Board, WorkSafe Tasmania and Better Work Tasmania. It provides a more streamlined ‘one stop shop’ experience for our stakeholders: whether that’s employers, workers, small business, medical and rehab providers, and insurers.

In the past, you may have had to jump across the different sites to get what you needed: now you can go to one single website, worksafe.tas.gov.au.

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Build a safety system: taking stock in the new year

The start of the new year is a good time to review your business practices and goals, including your safety management system.

Let’s look back at the instructions and topics covered in this regular column to review your system as you enter into 2020. This is a brief summary only, so if there is any topic you need to review or fix, find the previous editions of Workplace Issues at worksafe.tas.gov.au.

Safety policy (Sept 2015) A key element of managing safety is a WHS policy. It ensures everyone knows what is required and what they have responsibilities for. Does your policy cover these? Did you involve your workers (or their representatives) to develop it? Do your workers know and understand the policy?

Planning (Dec 2015) Do you have safety objectives and specific, achievable (but aspirational) targets? Do you have the resources needed to achieve these? Are you tracking your performance against these?

Resourcing (Mar 2016) For a successful and sustainable safety system, you need dedicated resourcing. What time, money, people, equipment, training and information do you need to reduce your safety risks?

Who is responsible (June 2016) Do your senior managers understand their legal WHS responsibilities? Do they stay up to date with the workplace’s safety performance? Are people’s responsibilities and authority documented in their job description or your WHS policy and plan? This includes people who maintain equipment, conduct WHS training, and health and safety reps.

Training (Dec 2016, March 2017) Have you listed the competencies, qualifications, training and experience workers need to safely do their work? Have workers been trained to match these requirements or address any gaps? Do you provide regular refresher training?

Have managers been trained so they understand their WHS responsibilities, and can they make sure the workers they manage are working safely?

Recruitment (Sept 2017) Do job descriptions identify specific WHS requirements? Does the way you recruit ensure you’ll choose the people with the best competencies for the job?

Inductions (June 2017) Do you induct all new workers? Have all workers been inducted, including contractors and outsiders who come to your workplace? Do you have a system for ensuring workers understand what they are learning? Have you tailored your induction for the specific work tasks and hazards at your workplace?

Consultation (Dec 2017, Mar 2018, June 2018) Do you have procedures (developed with your workers) that outline how your workers are involved in and consulted with on WHS matters and on proposed changes in the workplace?

What role do HSRs play in consultation in your workplace? How do you communicate your WHS information (policies, procedures, updates, names of health and safety reps, info about hazards)? Do you need to provide it in languages other than English? Do you share it with your contractors, suppliers and even customers? In turn, do they need to provide you with safety information (such as safety data sheets for chemicals)?

Reporting (Sept 2018) Do you have tools and procedures for reporting and recording incidents, injuries/ illnesses, near misses, and hazards? Do you report on safety performance to your workers? Do you keep records of how you’re managing WHS, complying with the laws, and how you came to decisions about safety issues?

Document it (Dec 2018) This series has promoted the need to document your policies, procedures, plans, hazards, inductions and more. Do you display key safety documents and/or make them easily accessible around your workplace? Do you review and keep them up to date?

Risk management (May 2019) Have you identified hazards, assessed their risk, and developed control measures using the hierarchy of control? Tools to do this include job safety analyses and hazard registers.

Emergencies (Sept 2019) Have you identified potential emergencies in and near your workplace? Do you have an up-to-date plan of what needs to be done in an emergency?

Do you have staff with emergency duties, such as fire wardens? Have you trained all workers in emergency procedures? Do you have the emergency and first aid equipment on hand appropriate to the potential emergencies you’ve identified?

Are you clear on what you need to tell emergency personnel about your workplace: for example, the hazards and chemicals present?

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Build a wellbeing program: review for the new year

A new year and the summer season is the time for fresh starts. Many of us make plans for healthier living, kick start an exercise routine while the sun is shining, or overhaul our diets when there’s delicious summer fruit around. There’s no reason we can’t take a fresh eye to our workplace wellbeing too.

Let’s use the start of the new year to look back at the ground we’ve covered in this column. Our aim has been to help you build a sustainable wellbeing program; let’s use this guidance to review your program as you enter into 2020.

Why workplace wellbeing? (June 2017) Do you need a refresher on the business case for workplace wellbeing? In this edition we established the benefits of boosting workers’ health and wellbeing during work hours; and the benefits to business, safety and productivity as well as to individual workers.

Wellbeing and safety (Sept 17) In this edition we explored the links between workplace safety and wellbeing, and strategies for making wellbeing a focus in your workplace.

Have you made wellbeing an agenda item for your health and safety committee? Have you built wellbeing actions into safety procedures; for example, making stand-and-stretch breaks part of lengthy meetings? Do you encourage workers to identify wellbeing hazards, such as sedentary work or stressful situations? Do you run training and information sessions on wellbeing matters, such as mental health in the workplace?

Get the ball rolling (Mar 2018) Check that your program has assessed workers’ needs and identified health issues in your workplace, and that you’re addressing those needs. Make sure all your workers have the ability to participate, regardless of their role, employment status, shifts/hours, and of course health status. And remember that a successful program doesn’t need to be expensive for you to run or for your workers to participate in.

If you’re the program’s co-ordinator, make sure you have the time, resources and management support/commitment to plan your program for long-term sustainability.

Get organised (June 2018) If you’re the program co-ordinator, do you have a working group or committee to share the workload, and represent workers’ interests and needs?

Responsibilities for this group can include working out what health issues need to be addressed; identifying potential barriers to your program’s success and solutions for overcoming these; coming up with your program’s activities, strategies and goals; and identifying resources and facilities.

What do you need (Sept 2018) Have you asked workers what their health concerns are, so you know what issues to address? What method works best for your workers: a suggestion box, email, or discussion at a team meeting? Have you ensured confidentiality so workers can safely tell you their health concerns? Have you reached all workers, including those who work night shift, part-time or ‘on the road’?

Have you looked at your workplace to see if it supports your wellbeing goals and planned activities? For example, is there somewhere for workers to change in and out of exercise clothes for a lunchtime walk, or to securely store their bikes?

Policies and plans (Dec 2018) Do you have a written wellbeing policy and plan in place, to keep you focussed and organised, and demonstrate your workplace’s commitment to wellbeing? Do you review these as your program grows, and workers’ needs change? Do you communicate these to all workers?

This edition also explained the specifics of setting specific and practical goals and strategies, so check it out if you need a refresher.

Engage for success (May 2019) Have you provided your senior managers with information on the cost of your wellbeing program, the time it takes to implement and the benefit to workers and the business? Have you been able to show them the link between wellbeing, safety and productivity?

Have you communicated with workers, addressing any reluctance or concerns they have, and making sure they know the health benefits of participating?

Do you have some enthusiastic champions in your workplace? And have you consulted with your health and safety committee members or representatives, human resources department, even relevant unions to get them on board?

Engaging external providers (Sept 2019) In this edition we ran through a ‘checklist’ to help you choose an external service provider. This includes accreditation, insurance, qualifications, testimonials, equipment and more. So if you’re considering calling in a yoga teacher for some classes or a medical practitioner for health checks, use our guidance to ensure you make the right choice.

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20 Workplace Issues No. 95 January 2020

About workers comp: Return to work co-ordinators

A return to work (RTW) co-ordinator is someone who provides an injured worker with workplace-based support and assistance.

A RTW co-ordinator helps injured workers achieve the best possible return to work outcomes through their intimate knowledge and understanding of the various jobs, processes, people and management systems within the workplace.

Their functions may include: • helping identify suitable alternative duties within the workplace

for the injured worker• helping develop and implement return to work plans and injury

management plans• co-ordinating injury management• monitoring the injured worker’s return to work progress, and

providing them with moral support• providing input into workplace health and safety, having

knowledge of the workplace’s approved injury management program, and providing input into the development of the workplace’s injury management policy and associated processes.

A good RTW co-ordinator is:• someone with a genuine desire to perform the role• respected and supported by staff and managers• sensitive and empathetic to workers’ needs• familiar with/has access to the workplace• objective and can weigh up the needs of the worker and the

workplace.

Section 143D of the Workers Rehabilitation and Compensation Act 1988 requires employers: • with more than 100 workers to appoint a RTW co-ordinator• to assign an injured worker who has suffered a significant injury

(that is, is likely to be totally or partially incapacitated for more than 5 working days) to the appointed RTW co-ordinator.

Employers with less than 100 workers are also encouraged to consider the benefits of appointing and training an existing worker to undertake this valuable role.

Our auditor recently came across the following situations (identifying details have been changed):• example 1: An employer had multiple worksites. Its main site in

the north of the state had 100 workers, but its other regional sites had less than 100. The employer appointed a RTW Co-ordinator for the northern site, but not for the others

• example 2: An employer had two worksites. Its southern site had more than 100 workers and its east coast site had less than 100. The employer did not appoint a RTW co-ordinator at all.

The laws require an employer who employs more than 100 workers to appoint a RTW co-ordinator. It does not state ‘at each site’. The number of RTW co-ordinators appointed should take into account:• the number and remoteness of worksites• case load• cover for RTW co-ordinators during absences.

So for both of the above two situations, the employer must appoint a RTW co-ordinator who is able to perform the functions of the RTW co-ordinator at both/all of the sites or alternatively appoint a separate RTW co-ordinator for each site.

For more detailed information about a RTW co-ordinator’s functions and skills, how to appoint them, and the training they should receive, go to worksafe.tas.gov.au and search for ‘RTWC’.

Our Workers Compensation Handbook: The Basics is also a good, easy to understand reference to the workers compensation and injury management processes. Find it at worksafe.tas.gov.au by searching for ‘GB010’.

What’s a RTW co-ordinator?

What’s the legal requirement?

Workplace examples

Resources

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Building company prosecuted after apprentices exposed to asbestos R & D Rimmelzwaan Pty Ltd was prosecuted and fined $4,000 after two apprentice carpenters were exposed to asbestos during an illegal removal.

The incident The company purchased a residential property with the intention of demolishing the residence and constructing a three unit development.

WorkSafe Tasmania identified that the property was likely to have asbestos containing materials (ACMs) when the relevant council advertised it in its list of recent planning applications.

On 6 December 2016, two apprentices employed by the company were instructed by a company director to strip some of the internal linings in the kitchen, some of the external fake brick cladding on the rear of the residence, and some of the roofing covering a partially-enclosed carport. Essentially this was asbestos removal work.

WorkSafe Tasmania inspectors attended the site the next day to confirm the existence of ACMs. They found the two apprentices working at the back of the residence with no signage or barricades erected to advise that asbestos removal was taking place.

WorkSafe’s investigation found the apprentices were exposed to risks from ACMs, and that the company: • had not provided training on the identification, safe handling and suitable control

measures for ACMs • had not provided health monitoring for the apprentices • did not have a building audit undertaken to identify ACMs before directing the

apprentices to carry out the asbestos removal work.

What could have been done? The company could have: • provided training in identification, safe handling and suitable control measures for

asbestos before the apprentices were directed to carry out asbestos removal work • provided health monitoring to the apprentices before they carried out the work

where there was a risk of exposure to asbestos • engaged the services of a licensed asbestos removalist.

The charges R & D Rimmelzwaan Pty Ltd was charged with: • one count of failure to train workers about asbestos contrary to regulation 445(1) of

the Work Health and Safety Regulations 2012 • two counts of failure to provide health monitoring contrary to regulation 435 of the

Work Health and Safety Regulations 2012.

The company pleaded guilty to all charges, and was convicted on all charges and fined $4,000.

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Pizza shop fined after worker’s hand caught in dough mixer

Sole trader Carlee Chirichiello, trading as Nan’s Pizzeria, was prosecuted and fined $7,000 after a worker suffered significant damage to his left hand while operating a pizza dough mixer.

The incident The sole trader had been in operation for around 12 months, and the worker was employed on a casual basis.

On 22 April 2017, the worker was mixing pizza dough using an IGF Atlas 2200/S42 Mixer when his left hand became tangled in the mixer between the spiral and the bowl. The worker suffered significant injury to his left thumb; muscle was torn away from the heel of his left hand; and he suffered tendon damage to his fingers.

WorkSafe Tasmania’s investigation found: • the mixer’s control card was

unserviceable • the stop/start push buttons on the front

of the mixer were not functioning • the safety switches for the guard and the

bowl had been bypassed.

What could have been done? The sole trader could have tested the safety switches, emergency stop and safety shut off switches before introducing the mixer into the workplace.

The charges The sole trader was charged with one count of failure to comply with a health and safety duty under Section 33 of the Work Health and Safety Act 2012.

The sole trader plead guilty to the charge, and was convicted on the charge and fined $7,000.

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We’re Business Tasmania. We’re here to help. Hi, Business Tasmania here and we’re looking forward to working with WorkSafe Tasmania to bring you useful information and tips in each edition of Workplace Issues magazine in 2020.

If this is the first time we’ve met, let’s start with the basics: who we are, what we can help with, and where you can reach us. Then we’ll talk about meaningful help to set and stick with your business-related New Year goals.

Helping you with your business needs

Business Tasmania is a free and confidential Tasmanian Government service that supports anyone starting or operating a business in Tasmania. We help you find answers to your business-related queries quickly, simply and clearly.

We provide information, advice and targeted referrals to our range of programs and services, and connect you with other areas of government and a long list of small business experts.

We pride ourselves on first contact resolution. You can call us on 1800 440 026 during business hours, reach out via our website at business.tas.gov.au, email us at [email protected] or connect through Facebook or Twitter.

Helping you set goals Do you set New Year’s Resolutions with the best of intentions, but pack it in by February?

Setting goals for your business is an important part of ensuring you’re moving forward. Our best tip: don’t overwhelm yourself with too many! Pare it back, and stick to it.

What is ‘it’ for you? That’s something we can help with, and here are just a few of the ways.

Helping you find business advice We have a statewide network of independent business advisors who can support you with clear and considered advice through one-on-one consultation, workshops and networking events.

It is a free service that supports you in any stage of your business’s life. It ranges from a business health check through to diversifying product lines and taking on your first employee.

Helping you with personal growth We also have a statewide network of mentors with skills and qualifications in a wide range of industries and disciplines. They can help you with everything from how to engage with the business community more meaningfully through to learning how to be a better manager.

A mentor will steer your personal growth and development: they provide guidance, support, introductions and constructive criticism when warranted.

Helping you be digital ready We understand that engaging in the digital economy is important for businesses in the modern world.

Digital Ready empowers Tasmanian small and medium businesses to take charge of their online presence and develop an online strategy that really works.

You can book two hours of free coaching with a local digital expert, or you can book into a range of free digital workshops that cover everything from creating your own Instagram for Business profile to setting up targeted Facebook ads or even choosing the right accounting software for your business.

When in doubt, get in touch — we look forward to hearing from you.

Business Tasmania 1800 440 026 (9am 5pm, Mon Fri)

business.tas.gov.au

[email protected]

facebook.com/BusinessTasmania

twitter.com/businesstas

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Everybody’s Talking... Questions and answers from our Helpline

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How do I manage the increased summer temperatures at my workplace? Heat-related illness can arise from working in high air temperatures or being exposed to high thermal radiation or high levels of humidity, such as those in foundries, commercial kitchens and laundries. Symptoms of heat exhaustion or heat stroke include: • dizziness • fatigue • headache • nausea sometimes with vomiting • breathlessness • clammy or hot skin • difficulty remaining alert • absence of sweat. You should seek immediate medical attention if a worker experiences any of these symptoms. If it’s not possible to completely eliminate exposure to extreme heat, you must reduce the risk of heat-related illness so far as is reasonably practicable. Examples include: • increase air movement using fans • install air-conditioners or evaporative coolers to lower air

temperature • isolate workers from indoor heat sources, for example by

insulating plant, pipes and walls • remove heated air or steam from hot processes using local

exhaust ventilation • use mechanical aids to help workers perform manual tasks

(reducing their physical exertion) • alter work schedules so that work is done at cooler times. The following control measures should also be considered but are least effective if used on their own: • slow down the pace of work if possible • provide a supply of cool drinking water • provide a cool, well-ventilated area where workers can take rest

breaks • provide opportunities for workers who aren’t used to working

in hot conditions to acclimatise; for example, job rotation and regular rest breaks

• ensure light clothing is worn to allow free movement of air and sweat evaporation

• make sure workers are trained about the hazards of working in hot conditions, and can recognise and act on the symptoms of heat-related illness in themselves and others.

How do I work out the long service leave payment for an employee? Under the Long Service Leave Act 1976 an employee is to be paid their ‘ordinary pay’ for a period of long service leave. ‘Ordinary pay’ is the pay that the employee would receive if the employee stayed at work during that period. Ordinary pay includes: • shift penalties • part-time and casual loadings • allowances which are generally paid both for all hours worked

and for all purposes of the award • the cash value of board and lodging, other than board and

lodging provided by the employer for work in localities distant from the employee’s genuine place of residence.

The following payments are excluded from ordinary pay and are not payable during periods of leave: • overtime payments • award special rates such as danger, hardship or inconvenience

type allowances • travel payments and allowances • bonus payments • living away from home allowance • meal allowances. The ordinary pay for a casual employee is based on the average number of hours worked over the 12 months immediately before the start of leave. That is, the total hours worked over the past 12 months divided by 52 (weeks). Ordinary pay is calculated differently for an employee on commission, such as a real estate salesperson. It is based on the average weekly remuneration received over the 3 months immediately before the start of leave. For more on long service leave go to worksafe.tas.gov.au and search for ‘long service leave’.

Does my workplace need a return to work co-ordinator (RTWC)? Section 143D of the Workers Rehabilitation and Compensation Act 1988 requires employers with more than 100 workers to appoint a RTWC. Where an injured worker has suffered a significant injury (that is, is likely to be totally or partially incapacitated for more than 5 working days) employers must assign them to the appointed RTWC. Employers with less than 100 workers are also encouraged to consider the benefits of appointing and training an existing worker to undertake this valuable role.

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A little bit of dust can be deadly. Inhaling even a tiny amount of silica dust can cause deadly silicosis. So if you’re ever unsafe around silica, even if you normally protect yourself, you’re in a lot of danger. Learn more about silicosis and how to be silica safe at worksafe.tas.gov.au/silicasafe

Don’t breathe dust. Be silica safe.