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WINTER 2012 27 The Safety in the Workplaces inaugural conference August 7 -8-9 The OHS person’s plight UNLOVED IGNORED AND
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WIN
TER 2
012
27
The Safety in the Workplaces inaugural
conference August 7 -8-9
The OHS person’s plight
UNLOVED IGNOREDAND
SIWA Corporate Members
P : Gavin 0409 295 781E : [email protected] SIWA Ltd. PO Box 8463,Perth BC, WA 6849
Safety in Workplaces Australia
Join todaywww.siwa.org.au
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Work Safe Australia Awards
Safety Matters
Produced by SIWA Limited
Executive Editor: Gavin Waugh
Publishing support by: Media Support Services Editorial and design: Media Support Services
Editorial contact: 1300 557 [email protected]
Executive Officer: Ron Adams PO Box 8463, Perth Business Centre, WA 6849 (36 Brisbane Street, Perth)Tel: 08 9427 0848 Fax: 08 9427 0849email: [email protected]
Board of Directors
Gavin Waugh 0409 295 781 [email protected]
Milos [email protected] Craig Ralph [email protected] Committee assistingRosalina ChiuNicki Coker [email protected] Greenwood [email protected] Dell (VIC)Phil Kamay (VIC)Sasha Calleija (NSW)
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CONTENTS
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ISSUE 27 WINTER 2012
A great career in safety
Eliminatingworkplacebullying
How to developa safety atmosphere
Keep yourhands Safe!
Around the Courts
SIWA Awards presented
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Click here to upload documents for publications
UNLOVED AND IGNORED
SIWA Safety Conference 8
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Exec
utive
Edito
r & Di
recto
rGavin Waugh [email protected] Mob: 0409 295 781Executive Editor & Director
“SIWA LIMITED”Buyer Beware
Click here for membership enquiries
There is someone out and about calling themselves an “OSH Accreditation Board” SIWA does not recognise and is not associated with that entity.I have not been unable to verify any credible industry authorisation for that body, nor have I been able to identify any industry-wide developed standard or stakeholder consent for the establishment of such a regulatory body. To date there appears to be no substantial benefit to accreditation from that body.Therefore SIWA members are reminded to satisfy themselves of the credibility and integrity of any company or organisation before engaging with or committing payments to any company or organisation.
Boom Times and PoliticsBig Nobs and bull…Did you hear recently of the Federal opposition claim that their politicians did not need expert reports and would not support the finding of subject matter expert reports?OSH has for a long time been a political football for the ignorant so it looks like there could be an increasing detriment to safety on the horizon if that claim becomes a political party policy.
In a carry over from my last editorial, I have received concerned discussions of the dangerous lack of understanding by business managers and directors of “what safety really is.” There is a widespread misunderstanding of ‘safety’ from it being historically placed in the Industrial Relations basket when factually it is both a tool and measure for business management. When you look at the definition of safety and compare it to the definition of management, they can be shown to be the same but looking from different perspectives. ‘Safety’ can therefore be shown to be firstly a ‘tool’ for enhancing and delivering business management and secondly a measure of the competence of that business management. IE: 1. ‘Safety’ when applied correctly prevents injury
or breakdown and thus supports and promotes sustainable productivity
2. ‘Safety’ incidents are measurable events of failures in management (this also includes task management by ‘coal face workers’)
There is a clear perception among safety professionals that an imperative exists for industry to realign safety skills and education into the management field before safety outcomes can be maximised.
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Letters to the EditorI’m pleased to report that all but one of the feed back on my last editorial agreed at least in principle with the points raised. Comment that I was ‘soft’ and did not go far enough was also put. However, there was one contradictory discussion received which I would like to have published but it was unfortunately overwritten as a personal attack and so could not be published without a complete rewrite. Please; if you would like to have your view published, then discuss only the issue and do not include negative reference to identifiable individuals. Your subjective opinion is acceptable and you do not have to identify your source references though it would help your point of view if you did.
Injury PreventionI recently had opportunity to join a number of workshops around what is happening in Prevention of Unintentional Injury. These were conducted by the Injury Control Council of W.A. and were an absolute credit to them. They were sponsored by the WA Health Department. Interestingly, they failed to receive a solitary endorsement from the multitude of safety regulatory agencies in WA.The fragmentation of safety effort was a major point emphasised at each workshop and were a stark reminder of the
carelessness and the lack of competence in regulating for the prevention of Safety and Health injury in this state.SIWA is now aligned with the ICCWA, PBF and DROPS, to work in unity for furthering injury prevention. Our quest to align with other safety related organisations is continuing with much interest.
Dividing the Safety profession Receiving the recent personal attack caused me to reflect back to Issue 20 of this magazine; to where I spoke of a time of involvement with a different organisation that in my opinion was to say the least power hungry and run by egocentric bullies.It was interesting to note the number of senior members in that organisation who were serving or ex armed services personnel and see the correlation with the embarrassing news media reports coming out of the forces these days.The unpleasant vitriol within the safety industry has been a blight on the industry for a good many years. It has caused deep divisions in an industry that should have a better understanding of the fundamental principles – co-operation , team work and working together.
Deliberate sabotage?The ill feeling within the industry has been well epitomised by the seemingly deliberate efforts by others to cause harm to SIWA by
dishonest claims aimed at undermining our SIWA Safety Conference 2012. Not only has there been a refusal to honour the principle of past agreements but also a careless attempt to disclaim a fundamental position of law.I cannot for the life of me understand why an organisation and some of its members would willingly disconnect their minds from their organisation’s principal establishment objectives just to battle it out with our organisation which has similar objectives. We should be working towards a common objective not trying to sabotage another’s activities.My world has been a much more pleasant since the creation of SIWA Ltd. It is bringing a raft of new opportunities and what’s more it has given me the opportunity to work with people who actually care about workplace safety rather than being tin gods, focused more on ruling their roost rather than contributing to the profession of safety professionals.
Best regards and travel safely.
Gavin Waugh Safety in Workplaces Australia (SIWA Ltd)Safety Practitioners and Professionals who care.
Your thoughts are welcomePlease click here to forward your thoughts, ideas or any suggestions you have for improving the magazine.Remember, SIWA Ltd is about you and for you so if you feel in any way overlooked or not receiving the benefits you expected then please contact us with those issues so we can remedy your grievance or concern. You have a ‘cast iron’ guarantee that SIWA Ltd will address any matter raised without fear or favour. Each and every member, whether they are a director or student or in any other position within the organisation shall be treated respectfully and equally. SIWA is not averse to compensating a member for an identified shortcoming by SIWA Ltd.
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Dr Janis is now on the Healthshare panel
Truck safe founder wins Member of the Order of Australia
Dr Janis Jansz, Curtin University Lecturer, teaching occupational health and safety has been invited to the panel of Healthshare (www.healthshare.com.au).
Healthshare, founded in Sydney in 2010, is Australia’s fastest growing interactive health network designed to showcase thought-leadership and improve the quality of health information online.
The site showcases advice online given by Australian Health Experts and has been
developed to counter health advice on the web, much of which is regarded as being inaccurate.
In addition to being a source of medical advice for people wanting to acquire information on health related issues, Healthshare offers medical people opportunities to showcase their academic research, share ideas and get involved in improving the quality of health information online.
Topics covered on Healthshare include Mental Health, Allergies, Anxiety, Arthritis, Asthma, Cancer, Dementia, Depression, Diabetes, Pain, Sleep, Sports Injuries and Stroke.
Mike Almond, a member of the Australian Trucking Association (ATA) has been made a Member of the Order of Australia in the 2012 Queen’s Birthday Honours List for his services to the ATA’s TruckSafe program.
The ATA’s Truck Safe program is an industry initiative that has been hailed as dramatically improving the safety and professionalism of trucking operators nation wide.
TruckSafe accreditation is based on four key standards:
Management - Aimed at ensuring that a
trucking operator has a documented business system which covers each of the standards
Maintenance - Aimed at ensuring vehicles and trailers are kept in a safe and roadworthy condition.
Workplace and Driver Health - Aimed at ensuring drivers are fit and healthy and Occupational Health and Safety requirements are met. This standard covers requirements for Workplace Health and Safety, Driver Health Screening (including medicals), and fatigue management.
Training - Aimed at ensuring drivers are licensed, authorised and trained for the tasks, which they are undertaking.
Move
rs an
d Sha
kers
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Safety in Workplaces Australia (SIWA Ltd)
Bringing to you the
SIWA SAFETY CONFERENCE
Hilton Hotel, Perth August 7-9 2012
Register now at - http://www.siwasafetyconference2012.com TAKE YOUR COMPANY FORWARD Discover ways to meets safety compliance obligations.
Uncover the latest techniques and tools to support for your safety reps, managers and HR team
Actively explore challenges around safety law, issue solutions, audit & event analysis, research and training experiences, workers compensation and injury & rehabilitation management. Enhance the sustainability of your business through the real life experience of Australian and International specialist professionals.
Participate in this internationally promoted interactive specialized educational event, updating the latest techniques, best practices management and support sources for;
- safety law & enforcement - corporate approaches to transport safety - remedies to the complexity of multiple contractor management - incident and emergency investigation examples - workers compensation, injury management and rehabilitation case management - hiring and maintaining ‘fit for work’ employees
This event will host the biggest congregation of specialist safety and occupational health professionals and practitioners this year in Western Australia including representation from across Australia, United Kingdom, Nigerian Oil & Gas industry; Lebanon; Kuala Lumpur and Budapest, Universities of Central Queensland; South Australia; Curtin; and Edith Cowan and Government Agency Executives
Become part of our member support network by participating in WA’s leading professional Safety Conference.
SIWA provides special support for Students, Retirees and Disadvantaged persons who should contact Gavin Waugh at [email protected] to receive their special welcome to this event.
Safety One — Safety All
Register now at - http://www.siwasafetyconference2012.com
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9:00
KEYNOTE ADDRESSIn the mood for Safety Stan SextonCorporate Manager SafetyPublic Transport Authority
SAFETY AT LAW - ENFORCEMENT DIRECTIONS & GOOD GOVERNANCE
10:00
Assuring ManagementGreg Smith Partner STE Safety & Legal
10:45 Morning Break
11:15
How the New Federal Safety Laws Can Affect YouGuy French PartnerDLA Piper
12:00
Case Study Cyclone GeorgeSimon BillingPartnerDLA Piper
12:45 Lunch break
13:45
Occupational Safety in the Arab WorldProf. Elias ChoueiriLebanese Assn for Public Safety
14:30
Governance for SafetyDamien Smith DirectorEnterprise Care
15:15
Policy and Law Affecting Police & Persons Dismantling Clandestine Laboritories & Hydroponic Drug FarmsPaul NewellContaminated Lands DivisionDEC
16:00 Close & networking
SAFETY IN PRACTICE
10:00
Cognitive ErgonomicsDr Janis JanszSnr Lecturer, OHS Curtin UniversityAdj. Snr. Lecturer, School of Management, ECU
10:45 Morning Break
11:15
Safety Training in the WorkplaceKellie EasterSenior Lecturer OSHWest Coast Polytechnic
12:00
The Ever Evolving World of Machinery SafetyPaul RawlingsSafety Services & Training ManagerPilz Australia
12:45 Lunch break
13:45
Prevention of Injury from Dropped Objects (DROPS)Eric Adlard General Manager ModuSpec Aust, NZ & PNG
14:30
Advancing Health & Safety - From Rhetoric to Great LeadershipNola A. HennessyManaging DirectorSerenidad Consulting P/L
15:15
Study of subjective opinions of different experts participating in the investigation of safety-related events in a nuclear power plant Prof. Lajos IzsóDirector - Inst of Applied Pedagogy & PsychologyBudapest University
16:00 Close & networking
INJURY MANAGEMENT & REHABILITATION
10:00
The psychosocial work environment and psychological injuryDr Peter Cotton FAPSOrganisational & Clinical Psychologist
10:45 Morning Break
11:15
Getting to Grips with
Workplace Hand InjuriesDr James SavundraHANDOC Hand Injury Management Experts
12:00
Injury Management and the Aging WorkforceNaomi PoleManager - Injury Management Services WA/NT, CGU
12:45 Lunch break
13:45
Cartilage (joint) repairDr. Michael DoranQUT VC Research FellowGroup leader - Tissue Repair and Regeneration Program
14:30
Functional anatomy for
injury management - developing & maintaining function of injured workersEmeritus Prof Tony ParkerHuman Movement and Sports Science QUT
15:15
Safety of Effective Injury ManagementClaire BeanState Manager - Occ TherapistPeopleSense
16:00 Close & networking
9:00
KEYNOTE ADDRESSSafety Responsibility & AccountabilityGerard Forlin QC - Cornerstone Barristers London
CORPORATE AND TRANSPORT SAFETY
10:00
Assuring ManagementAss Prof Verna BlewettOHS, Appleton InstituteAdelaide Campus CQUAust Rep, Council of the IEA
10:45 Morning Break
11:15
Harmonisation in PracticeMaria SaraciniPartnerNorton Rose
12:00
Safety Risk ManagementProfessor Drew DawsonPartnerDLA Piper
12:45 Lunch break
13:45
Safety Critical Evidence - using case studies.Arnold DixSafety Critical Evidence - using case studies.
14:30
Mock Coronial InquiryDue Diligence Inquiry CounselGerard Forlin
Employer CounselArnold Dix
Giving EvidenceMaria Saracini
Giving EvidenceBronwyn Trlin -
16:00 Close & networking
TUESDAY AUGUST 7TH WEDNESDAY AUGUST 8TH
SIWA SAFETY CONFERENCE
9
CULTURAL SAFETY DRIVERS FOR HEALTH & FITNESS IN WORKPLACES
10:00
Keeping People’s Mind on the Job – Deactivating the AutopilotCristian SylvestreManaging DirectorSafeStart
10:45 Morning Break
11:15
Driving strategic cultural change through behavioural safetyHayden CaterDirector, Workplace Health and Safety, Southern HealthVictoria
12:00
Occupational Stress and Hypertension: Identifying & making Recommendations to Reduce Occurrence for Engineers in the Nigerian Oil & Gas IndustryUmege Declan ChukwumaHSE CoordinatorSeplat Petroleum Dev. Co. LtdNigeria
12:45 Lunch break
13:45
Obesity & Fitness for WorkDr Roger LaiOccupational PhysicianOccuMED
14:30
Leadership Rhetoric and Reality in the Process of Improving Safety PerformanceAlvin VinkHead of Health and SafetyAurecon Group
15:15
The Healthy Lifestyle Promotion ProgramMelanie FinebergCampaign Director, Healthy Lifestyle Promotion ProgramHeart Foundation
16:00 Close & networking
THURSDAY AUGUST 9TH
9:00
KEYNOTE ADDRESSSymon Still of PBF “Injury Prevention-his personal story”
RISK MANAGEMENT - SAFETY FOR BUSINESS CONTINUITY
10:00
Safety Tips for Planning your Traveling for Business Stan SextonCorporate Manager SafetyPublic Transport Authority
10:45 Morning Break
11:15
Managing through the CrisisLex Drennan ConsultantDynamiq - Brisbane
12:00
The safety role of Business Continuity PlanningDr Milos NedvedAd Prof ECUSchool of Management
12:45 Lunch break
13:45
Identifying Risky WorkersSalih MujcicPsychologistOnetest
14:30
The 2005 UK Buncefield accident - planning ramifications for AustraliaIan ThomasDirectorIF Thomas & Assoc
15:15
Are Inherently Safety Vegetable Oil Based Fuels ViableIan ThomasDirectorIF Thomas & Assoc
16:00 Close & networking
CONTRACT & CONTRACTOR MANAGEMENT
10:00
Success of Alliance and Contractor PartnershipShailendra TripathiA/General ManagerRoads and Maritime ServicesNSW Govt
10:45 Morning Break
11:15 (double session)
Best-in-Class in Contractor ManagementJenny BuckleySenior Team LeadAnthony MirenziSafety SupervisorISN Australia
12:45 Lunch break
EDUCATION & TRAINING
13:45
Occupational Hygiene at ECUAss Prof Jacques OosthuizenCo-ordinator; Env Health and Occupational Hygiene Courses& Occupational Health Research Group Edith Cowan University
14:30 (Double Session)
Total OHS Solution Workshop on a propriety package for small & medium businessesKevin YorkDirectorSafety First Risk Management
16:00 Close & networking
OCCUPATIONAL HEALTH & HYGIENE10:00
Communicable Diseases in the WorkplaceGwen DempsyOcc Health Nurse / InspectorWorkSafe WA
10:45 Morning Break
11:15
Effective Water Risk ManagementRyan MilneDirectorEcoSafe International
12:00
Exposure of Particulate Matter Among Traffic Police at Kuala LumpurAhmad Najib HasanLecturer Environmental Health SectionInstitute of Medical Science Technology (MESTECH)University of KL
12:45 Lunch break
13:45
Evaluation of Highway Noise LevelsNurulshyha Md YatimLecturer Environmental Health SectionInstitute of Medical Science Technology (MESTECH)University of KL
14:30Does Diesel Exhaust Exposure Affect Underground Miners HealthSara FernandezEHSBarminco
15:15
Importance of Standardising Diesel Particulate SamplingPeter NichollsEHS Training manager Barminco
16:00 Close & networking
SIWA SAFETY CONFERENCE SIWA SAFETY CONFERENCE
10
Confe
renc
e
One of the great challenges for the OHS person in industry is to get your recommendations technically correct and to then get management to listen to you and actually do something about your recommendations.
There are many occasions when the OHS person is seen as being a nuisance that has to be endured and recommendations simply ignored.
About 5 years ago I had a contract role as an OHS Project Manager with a major, newly developed organisation.
My role was to lead a project, developing a Safety Management System for the company.
Location audits were carried out and recommendations for developing the Safety Management System over a suggested time schedule were developed. When my contract finished I left the company with a number of recommendations for further action.
It would appear the process stalled after I left as there was no one to drive it.
The fact that the senior manager who sponsored the project left the organisation did not help. Anecdotal evidence is that there were a number of safety problems afterwards and the function was never taken seriously.
Last year a serious injury occurred and as a result the organisation has an Enforceable Undertaking (This is an arrangement with the government safety people whereby the organisation agrees to carry out certain safety actions instead of being prosecuted)
Now there’s a panic stations to do the required
work in a set time period. It is worth noting a lot of the things they are being asked to do are the sort of things I recommended 5 years ago.
Unloved and ignored case 2I was asked to take on a contract role reviewing the
adequacy of an organisation’s Safety Management System.
After I started they presented me with 5 Prohibition Notices and 32 Improvement Notices. A number of the Improvement Notices related to confined space work.
The company made various types of enclosed metal structures.
I spoke to the workers and received a few war stories about people being partially overcome by fumes in the confined spaces and having to be assisted out.
The workers said they had been trying to get management to improve confined space work procedures in the workshop but they had been ignored.
The interesting thing was that some of the workers did confined space work with the company product at mine-sites and were aware of and used the mine’s strict confined space working procedures when on the mine-sites.
The OHS person’s plight
UNLOVED IGNOREDAND
This is a genuine readers experience If you have an experience you would like to share, how about sending it to us at [email protected]”
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Some of the problems I discovered were:• no confined space risk assessments, • no confined space entry permit, • the fume extraction was not effective particularly in the
large water tanks with many baffles• there was no pre-entry test of the atmosphere, • there was no continuous monitoring of the atmosphere, • there was no offsider to ensure the worker inside the
confined space was safe, • there were no emergency procedures,• the respiratory protective equipment being worn was
inappropriate, • there had been no training in confined space work • what procedures that existed were not being followed.All in all the biggest stuff-up in safety I have ever seen,
particularly when you consider we are talking about something that can make a real difference to workers’ lives.
It rapidly became obvious that management was not interested in my findings or making changes so I got an outside organisation to audit the organisation’s confined space work.
The auditor’s report was extremely damning as I knew it would be.
I then implemented the auditor’s recommendations and eventually the General Manager became aware of what was going on and tried to stop the process.
He & I had what could be described as a forthright
expression of views at a safety committee meeting where he tried to browbeat me into submission. I told him he should get advice from his solicitors on the matter and reminded him that this came about because of an Improvement notice from the government safety inspectorate.
Major transformationA couple of days later there was a major transformation
from the General Manager, probably because he spoke with the company solicitors.
New gear was bought and other changes made but it was a struggle all the way. The union representative told me he had been trying for two years to get the confined space work changed and I became a bit of a hero to a number of the workers.
As a safety person I was treated like crap by the management team, the same as the way they treated the workers.
Since then I have noted the company has been the subject of 2 Enforceable Undertakings with the Queensland Government. Not a surprise to me. It was the slackest outfit on safety I have ever come across.
In conclusion my advice is to ensure your recommendations are technically sound and can be backed up with evidence if they are questioned.
George Robotham,B.Ed. (Adult & Workplace Ed.),Grad. Cert. Mgt. Org.
Change,Grad. Dip. Occupational Hazard Management.,J.P. (Qual.), Australian Defence Medal
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Letter
sHR personnell need to understand what qualifies a person to be responsible for safety I applaud your recent article in the Safety Matters
magazine regarding the practice of engaging inappropriately qualified, trained or experienced safety managers or pilfering ‘mine site experienced’ safety officers from other companies.
From my experience the site based managers obtain knowledge of their responsibilities and request their HR department to engage a suitably experienced person to head up the Safety department.
This is where the problem starts. As the industry is largely un-regulated the HR department seek to find a person that their computer generated program suggests would match the PD, not from a register of safety professionals.
If the job is in rail, the main criteria is “experience in rail”, so if you have been a train driver for 10 years and have just obtained the minimum Cert IV in safety you would be more suitable than a person with 10 years’ experience in safety and just learnt rail.
Of course the level of OHS knowledge is not there for the train driver, but he is cheap and does not interfere with production.
Justification for this is often stated by corporate departments as, “Why do we need a safety professional when we have never killed anyone”?
When it becomes obvious that the train driver is out of his depth the site manager may choose to pilfer a safety person from another contractor simply because he can see a level of knowledge that the HR department cannot.
The Safety institute of Australia has launched a “Body of Knowledge” designed to set a minimum standard of information a safety person may need to understand in order to pursue this profession.
Is this the answer? I do not know. One thing is certain though, experience in safety
matters outweighs the benefit of a person’s knowledge of the discipline they are required to preside over, and the HR selection process needs to understand this.
Improvement can only come from the institutions that provide the training in the first place. If RPL is claimed when seeking qualifications, it should be tested not accepted.
The next thing employers need to understand is that engaging a safety person is like purchasing insurance. They need to engage a consultant to help them decide the level of coverage they need, rather than allowing HR to try to decide for them.
Allan Wollard (CFSIA), Director AWCS P/L
A large body of international safety material has long been available so the program currently promoted by the SIA is not new.
And neither is it the SIA’s Body of Knowledge. A small group of Safety Organisations in Victoria was approached and offered some funding from WorkSafe Victoria to develop this. SIA simply managed the development process.
The SIA through Pam Pryor working on a different project is currently attempting to set criteria for accrediting University Courses in Safety.
WA Universities went through that process around 2000 and so have little to gain from theSIA focus. That process also appears to be providing an elitist view of qualifications
through theoretical learning more so than the gaining of sound and proper knowledge. At least it is still a step forward.
It is our view that neither experience nor theory singularly provide proper knowledge but that the answer lays somewhere across the two.
And we agree that a person’s capability should be tested to determine competence - I note your CF and see you have been through one of those processes and can value the benefit of it. However the SIA is only focused at that top end.
If you know your SIA history, you will recall that SIWA was previously associated with SIA but that we parted company as we were frustrated by the lack of commitment by SIA to
driving forward enhancement of the safety industry and its participants.
We also saw no benefit in the arbitrary membership offered by the SIA and have designed our entire membership structure around a career path concept.
Our membership will over time provide a baseline for both industry and members to answer that question of how to properly identify a person and PD. Our membership is designed to be a register of Professional Safety capability so that no other listing is required. Why do something twice when once will work more efficiently?
I look forward to the day when more thinking people like yourself join our dynamic organisation.
To answer: Re the ‘Body of Knowledge’ from Gavin Waugh, Director/ Secretary
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Key work health and safety statistics from Work Safe Australia
Updating underway on the Seven Principles of Return to Work report
According to a recent release from Work Safe Australia, in 2008–09, there were 133, 485 workers’ compensation claims for serious work-related injuries or illnesses. This equates to an incidence rate of 13.5 serious claims per 1000 employees.
The highest incidence rates were recorded by labourers & related workers, over double the rate for all occupations.
The Transport & storage, Manufacturing and Agriculture, forestry & Fishing industries recorded the highest incidence rates of all industries, all with nearly twice the rate for all industries.
A typical serious workers’ compensation claim involves four weeks absence from work.
One-quarter of serious claims
required 12 or more weeks off work while one in five serious claims involved an injury to the back.
In 2009–10,a total of 216 workers died due to an injury incurred at work. This equates to 1.9 deaths per 100 000 workers. This figure does not included deaths that occurred in travelling to and from work.
Work related injury and illness were estimated to cost $60.6 billion in the 2008–09 financial year, representing 4.8% of GDP.
Industry Number Fatality RateAgriculture, forestry & fishing
42 11.4
Transport, postal & warehousing
51 8.8
Construction 39 3.9Mining 6 3.5Rental, hiring & real estate services
5 2.7
Administrative & support services
9 2.4
Manufacturing 24 2.4Electricity, gas, water & waste services
3 2.3
Wholesale trade 6 1.4Arts & recreation services
2 1.0
Public administration & safety
5 0.7
Retail trade 8 0.7Health care & social assistance
6 0.5
Other industries 9 0.2
All industries 216 1.9
Worker fatalities: number and fatality rate (fatalities per 100 000 workers), 2009–10
The Institute for Safety Compensation and Recovery Research has reported that updating is occurring on its most downloaded report, Seven Principles of Return to Work.
The original Seven Principles document is the most downloaded report from the IWH website with over 4,000 downloads.
The terms of the review have extended those of the 2004 research, to include system level interventions as well as the workplace based interventions which were the focus of the first review.
System level interventions are those that are initiated by or through the compensation system.
In addition to the original issues of
musculo-skeletal and pain conditions, research about mental health conditions and RTW have been included.
Eight databases have been reviewed, with nearly 7,000 abstracts about RTW prepared between 1990 and 2011.
This review which is involving a staff member being seconded to Canada is regarded as a significant international collaboration, with the potential to impact RTW practice and policy in Victoria, Australia and internationally. First outputs are expected in late 2012, early 2013.
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Work
Safe
Austr
alia A
ward
s
Awards recognise excellence in work health and safety
WA’s Decmil develops SHIELD program
37 finalists from across Australia participated in the recent 7th annual Safe Work Australia Awards for outstanding contributions to work health and safety.
Minister for Employment and Workplace Relations, Bill Shorten, the host of the event said the award recipients demonstrated that no matter how large or small an organisation, initiatives can be implemented to achieve the goal of all Australians of coming home safely from work each day.
The Safe Work Australia Awards showcased the best in workplace safety solutions, innovations and systems created during the course of the year. While some solutions are complex and have taken years to develop, others show that safety improvements are achievable by making the smallest of changes.
Finalists in each of the four Awards categories were winners in the state, territory or Comcare awards.
AWARD WINNERSCategory 1a – Best Workplace Health and Safety Management System – Private Sector Grocon Constructors (VIC)Highly commended: Decmil Australia (WA)Category 1b – Best Workplace Health and Safety Management System – Public Sector Energex (QLD)Highly commended: Public Transport Authority (WA)Category 2 – Best Solution to an Identified Workplace Health and Safety Issue The Australian Reinforcing Company (QLD)Highly commended: Wellington Dam Alliance (WA)Category 3 – Best Workplace Health and Safety Practices in a Small Business The Hub Fruit Bowl (SA)Highly commended: Briar Maritime Services (TAS)Category 4a – Best Individual Contribution to Workplace Health and Safety- by an employeeLeading Seaman Natalie Irvine, Royal Australian Navy (SRCC)Category 4b – Best Individual Contribution to Workplace Health and Safety – by an OHS managerPeter Rogers, Jeff Hort Engineering (NSW)
West Australian entrant, Decmil Australia was highly commended in the Workplace Health and Safety Management System for implementing its SHIELD safety initiative to overcome its problems in health and safety.
Decmil Australia, a building and civil construction company employing more than 900 people in resource, oil and gas and government infrastructure sectors implemented The SHIELD (Safety and Health In Every Level at Decmil) to achieve a steady but significant decline in workplace accidents.
There was a 35% reduction in total incidents from 2009 to 2010 and no fatal injuries or lost time injuries reported in 2010.
15
John McDonnell, Hollywood Private Hospital: Best individual contribution to workplace health and safety—by an employee
Best workplace health and safety management system—Public sector
Leicon Notley (WA) Best Workplace Health and Safety Practice/s in a Small Business
Wellington Dam Alliance develops a smart cutting module
In the category “Best solution to an identified workplace health and safety issue” Western Australia’s Wellington Dam Alliance developed a safer method for cutting pre-tensioned cables via what it calls, the Post-Tensioning Strand Cutting Module.
The Alliance, a partnership between Leighton Contractors, the Water Corporation of Western Australia, Structural Systems, Entura (Hydro Tasmania) and Aecom is responsible for upgrading the Wellington dam.
To strengthen the dam, post-tensioned cables containing up to 91 strands were installed through the dam wall into underlying bedrock. The exposed strands needed to be cut back, which is a process traditionally carried out using hand-held grinders.
As this task carries a high risk to the operator, a Post-Tensioning Strand Cutting Module was developed that eliminated the need for manual hand-held tools so separating the operator from potentially dangerous kickbacks.
The Post-Tensioning Strand Cutting Module significantly reduced the risk of injuries to staff.
The Public Transport Authority (PTA) of Western Australia is responsible for all bus, train and ferry public transport services in the greater metropolitan area. They have over 1400 employees and as many contractors working across Perth and surrounding areas.
The PTA has integrated safety as a core consideration in their strategic planning and delivery of services. Their integrated health, safety and environment management system recognises that by providing strong safety leadership they can promote a positive safety culture. The PTA has improved their safety performance as a direct result of safety initiatives implemented under their management system. A key development is that safety is openly and regularly discussed which has resulted in staff more proactively working to resolve safety issues.
Engineering and construction company, Leicon Notley expanded on their workplace safety practices by creating a fully integrated, workable and certified system.
Using a consultative approach, they developed a work health and safety management system that includes thorough training, user friendly processes, regular health and safety discussions and the development of a new intranet.
The outcome has been that through the tools identified in the management system, communication about work health and safety has markedly improved with a noticeable increase in staff contribution and responsibility towards work health and safety issues.
John McDonnell, a Senior Patient Service Assistant in the operating theatre at Hollywood Private Hospital takes it upon himself to promote safe work practices and is predominantly responsible for safety culture within the operating theatres.
After identifying a problem, John engineered a mini slide board to assist with handling of patients. His incredibly useful invention won a national Ramsay Healthcare Award that has been rolled out in all theatres and will soon be sold to the wider health care industry.
He has also implemented the Ramsay Healthcare Patient Manual Handling system to all clinical staff and encourages compliance with manual handling, training and equipment.
He is regarded as an invaluable resource for both his department and in organising health and safety practices.
16
Spotl
ight
A career in safety A great example of just how rewarding it can beIf ever there was a man bitten by a passion for safety management it’s Stan Sexton, Corporate Manager of Safety for the West Australian Public Transport Authority.
When you understand the depth of passion Stan Sexton has for his job it really comes as no surprise that the Public Transport Authority has won two state awards and recently achieved a very high commendation in the national Worksafe Awards for the Best public sector, workplace health and safety management system.
With over 1400 employees and about the same number again in contractors, The Public Transport Authority, responsible for all bus, train and ferry public transport services in Perth has a sizeable task in incorporating safety not just for its employees but the travelling public as well.
Ask Stan about his passion for work safety and he’ll tell you he can distinctly remember the beginning of it all and he adds, it has never let up.
His working career began with British Aero Space as a trainee engineer. After gaining his qualifications he joined Kelloggs as a mechanical engineer and it wasn’t long afterwards that he found an interest in workplace
safety and asked his employer if he could undertake additional training in workplace safety management.
“I was given permission to do the course on the condition that I made up for the time by working on weekends,” he recalls.
He found the subject fascinating. The fact that hundreds of people are killed each
year at work and business loses countless hours in lost time because of employee illness and injury gave him a driving purpose.
He gained his first full time position as Safety Officer in 1978 for 2,500 people with the Manchester City Council and has never been in any other industry since.
Police ForceFrom there the fascination simply grew and new
challenges kept presenting themselves.From the City Council he moved to the Police Force
where he pioneered work in public order training, firearms management, infectious disease management in dealing with bodies and so on.
While with the Leicestershire Constabulary he achieved a 74% reduction in LTIs over a period of 7 years.
By Bill Shortland, Minister for Employment and Workplace Relations, Bill Shorten presents the Workplace Australia highly commended award to W.A. Public Transport Authority Corporate Manager of Safety, Stan Sexton.
17
Commenting on how Stan has found Workplace Safety in Australia… since arriving in 2005
Centre of excellence for training safety professionals
He says it is worrying that Australia has one of the worst records of workplace accidents in the Western World and believes the reason for it is a combination of culture and pioneering spirit.
“The attitude of she’ll be right mate is an endearing aspect of the Australian personality except when it comes to workplace safety.
“ I think risk taking without thinking about the possible outcome of the accident may be one of the main causes of our problem.
“The other contributing factor is a pioneering, trailblazing spirit.
During the recent Worksafe Australia award presentations, Stan grabbed the ear of the Minister for Employment and Workplace Relations, Bill Shorten to mention what he believes is needed in Australia, a National Centre of Excellence for the training of Safety professionals.
“I’ve been giving it quite a bit of thought so the opportunity to run the presentations was too good an opportunity to miss for running the idea past Mr Shorten.
“He expressed interest and asked for my card – so you never know”.
During his time with the Police Force he wrote a report on how the Lockerby Plane Crash was dealt with which led to him being invited to lecture on the subject in countries around the world.
Later at the Bury Metro Council, an organisation with over 7,500 employees, he pioneered work on ergonomics in employee safety which won six consecutive safety awards and eventuated in him being seconded to the British Government’s Home office through which he undertook a Masters Degree in Law and produced a guide titled: “Police in Public Events – whose responsibility?”
The book won the Home Office Police Research Award and has become a text book for police forces throughout Britain.
Tsunami protocolIn 2004 another production of his,
a protocol for the 350 British relief workers who took part in rescue and recovery efforts in Thailand after the Tsunami, gained him the highly prestigious “Operation Bracknell Certificate”.
After 27 years of being in Safety in Britain, a change was called for and he arrived in Perth in 2005 to join the Public Transport Authority where he has been ever since.
Stan is a self confessed fan of entrepreneur, Richard Branson who he recalls as having said that the secret to his success is people, people, people.
“I’ve taken this formula to heart and made my own interpretation. Without it you can win a battle in safety issues but you’ll never win the war,” he said.
“You have to respect people and get them on side. You have to get commitment from management, then get the people at the coalface to buy in and most importantly the only way you’ll ever win is to have the third part of the equation on board as well, the
managers and supervisors.“Everyone has to pull together on
the issue of raising safety consciousness and doing something tangible about workplace safety or it’s not going to happen.
He said that one of the keys to success in the job for safety people is to be able to put up a good case. You have to be businesslike in your proposals because management needs to see tangible benefits and of course you need to develop the energy to push your projects along. They don’t happen by themselves.
Commitment“I’ve been fortunate with the PTA
because there is a strong commitment at every level and I’ve been supported with an excellent six man team,” he said.
“As a result we’re on target to achieve a 30% reduction in LTI’s this year which is a good outcome for the people in the organisation and of course improved organisational productivity.”
It’s interesting that the PTA is having a series of great outcomes from their projects.
For example by providing flu vaccinations each year to the staff, sickness absenteeism has reduced by 23%.
Another project, an annual screening for mole checks that’s run each year in November by the PTA has discovered 10 people with carcinomas who have been able to have treatment before cancer took hold.
RewardingStan says his satisfaction achieved
from a career in safety management has been incredibly rewarding.
“You’re working at saving people’s lives and preventing injuries. And you’re working towards better company productivity. It’s been my calling and I’ve enjoyed every minute of it.”
18
WorkSafe investigates
Companies fined total of $140,000 over tanker driver deaths
Arou
nd th
e Cou
rts
Two companies have been fined a total of $140,000 over the 2008 deaths of a tanker driver and a manager at the Broome depot of one of the companies.
Baker Hughes Australia Pty Ltd (operators of a Broome depot) and Oilfields Transport Services Pty Ltd (a transport services company engaged by Baker Hughes) were both charged with failing to provide and maintain a safe work environment and, by that failure, causing the deaths of the two workers.
Baker Hughes was fined $80,000 and Oilfields Transport $60.000 in the Broome Magistrates Court.
Leon Mobbs and Geoff Lucas, both 51, were killed in December 2008 when the tanker they were standing next to ruptured and exploded during attempts to empty it of a load of barite powder.
Mr Lucas and another employee had collected two tanker loads of barite powder from Baker Hughes’ depot and delivered it to the Broome wharf where it was to be transferred to a supply vessel. Mr Mobbs had accompanied the tankers in a car towing the required compressor.
It was alleged that the transfer of the barite to the vessel could not be completed at the wharf because the powder contained too much moisture, causing it to clog inside the tanker. The three men returned to the Baker
Hughes depot to empty the tankers back into the silos.One of the tankers was successfully unloaded, and the
men commenced the unloading of the second tanker.It was further alleged that, on a number of occasions,
the tanker was de-pressurised while the inside was manually scraped down, then re-pressurised to remove the powder.
On the final occasion the tanker exploded, causing fatal injuries to Mr Mobbs and Mr Lucas, who were standing alongside the tanker.
WorkSafe WA Commissioner Lex McCulloch said the case was a tragic example of safe work systems not being in place.
It is crucial that designers’ or manufacturers’ instructions be followed for all plant,” Mr McCulloch said.
He said the tanker had not been maintained in a safe working condition, and it had not been registered with WorkSafe or inspected by a competent person in many years.
“Safety procedures and adequate training had also been neglected, in all probability contributing to the loss of life that occurred that day.
“But the real tragedy is that there were safe systems of work available to both employers that could have prevented these deaths,” Mr McCulloch said.
19
Riding school fined for employing underage children
Roadblock reveals continuing concerns with fatigue laws
Scaffolding company fined $22,000 over worker fall
The proprietor of a riding school has been prosecuted for illegally employing two 12-year-olds and a 14-year old as stable hands.
Rebecca Speyer, proprietor of the Avonlea Farm Riding School, was charged by Worksafe for employing three children aged less than 15 years.
Under the Children and Community
Services Act 2004, it is illegal for businesses in agricultural industries to employ children aged less than 15 years of age.
The Industrial Magistrate’s Court imposed a penalty of a twelve-month $5,000.00 Conditional Release Order on Ms Speyer.
Labour Relations Director of Compliance and Education, Joseph Lee said the penalty imposed had demonstrated the seriousness with which the court viewed such offences.
He said there were clear and inherent risks associated with children working in and around large animals in confined areas.
“Horses are susceptible to taking fright and, in some circumstances, are capable of inflicting serious injury.”
He urged employers who employ or are contemplating employing children to check their obligations with the Department’s Wageline Service on 1300 655 266.
A company that supplies and erects scaffolding has been fined $22,000 over an incident in which a worker was injured when he fell through an insufficiently protected void on a construction site.
Access Matrix Scaffolding pleaded guilty to failing to provide a safe work environment and, by that failure, causing serious harm to the worker .
The court was told Access Matrix was responsible for all scaffolding work being carried out on a construction site in
Scarborough where a triplex was being built.There was a void in the first floor of
the central unit, and scaffolding had been erected inside part, but not all, of the void. The remainder of the void was covered by particleboard not supported by scaffolding.
A worker stepped onto the particleboard, assuming it was supported by scaffolding, and it gave way under his weight. He fell 2.7 metres onto the ground floor concrete slab, sustaining fractures to his skull, ribs, spine and shoulder.
Although the particleboard was intended to be used as flooring, it was in this case spanning a greater distance than
specified by the manufacturer. This was clearly marked on the underside of the particleboard.
After the incident, the void was quickly and easily covered with planks. The same hazard was found in the other two units, and these voids were also covered with planks.
WorkSafe WA Commissioner Lex McCulloch said the fall – and the suffering of the worker – could have been avoided simply by ensuring a more effective method of covering the void was used.
WorkSafe’s participation in recent roadblock exercises has revealed continuing concerns with the transport industry’s compliance with fatigue management laws.
WorkSafe participated in four joint Austrans roadblock operations undertaken by WA Police and involving Main Roads WA, the Explosives and Dangerous Goods section of the Department of Mines and Petroleum and vehicle examiners from the Department of Transport.
The operations were conducted throughout May, and those that involved WorkSafe were at Neerabup, North Dandalup, Bedfordale and Upper Swan.
A total of 126 commercial vehicles were stopped resulting in 33 transport companies having to undergo follow-up inspections. A
total of 18 notices have been issued in the course of the inspections.
A WorkSafe spokesman said the operations found a reasonable level of compliance with the fatigue laws for commercial vehicles, but some lingering concerns in some areas.
Complying“Fatigue is still a significant occupational
safety and health issue in the commercial transport industry and it’s pleasing to see that transport companies are largely in compliance with the major aspects of WA’s fatigue regulations,” he said.
“However, the recent operations did show there is still room for improvement because inspectors found some continuing problems with mandatory rest breaks, the maintenance of fatigue management plans, record keeping and mandatory medical
checks for drivers.“We’ve seen a steady increase in
understanding of the fatigue laws since we began participating in roadblocks seven years ago, and it seems the industry has generally come to grips with the fact that the laws are there to ensure commercial vehicle drivers are given sufficient rest.
“Although we’re pleased that the industry appears to be consistently complying, it is worth reminding the industry that the human body has limitations and adequate sleep and rest is essential to safely undertake long-distance driving.
“Most of the drivers involved in this exercise were driving within the State, so it is also timely to remind the transport industry that drivers operating on shorter routes than interstate runs must also comply with the fatigue management laws”.
20
Rail S
afety New courses
available
Stress in the workplace tipped to rise, say 8 out of 10 in major pan-European opinion poll
in rail safetyNew courses in rail safety, the Masters and Graduate Diploma in Rail Safety Management have recently been established by Central Queensland University.
The Masters course is a postgraduate degree program aiming to develop a sophisticated set of skills and knowledge for leadership in rail safety management.
The program is designed for, but not exclusive to, people currently working in the rail industry.
The courses at both levels, run by distance education will cover human factors, occupational hygiene, safety management, risk management, rail regulation and legislation.
At the Masters stage, students will conduct research projects.
Entry requirements for the Graduate Diploma
• A three year Bachelor degree from an Australian university.
Consideration may also be given on an individual basis to applicants with:
• Professional OHS (non-degree) qualifications or equivalent and who have had at least five years work experience at a middle or higher management level; or
• Other relevant qualifications but working towards professional OHS career development.
The programs will be available from mid-year via Dr Chris Bearman email: [email protected] telephone: 08 8378 4514
Job-related stress is a concern for the large majority of the European workforce, according to a recent European Opinion Poll on Occupational Safety and Health.
The survey, conducted for the European Agency for Safety and Health at Work measured the opinions of over 35,000 members of the general public in 36 European countries on contemporary workplace issues including job-related stress, and the importance of occupational safety and health for economic competitiveness and in the context of longer working lives.
Eight in ten of the working population across Europe think the number of people suffering from job-related stress over the next five years will increase with as many as 52% expecting this to ‘increase a lot’.
Dr Christa Sedlatschek, Director of the agency said “The financial crisis and the changing world of work is making increased demands on workers, therefore it is unsurprising that work-related stress is at the forefront of people’s minds.
Nonetheless there are interesting national variations in those who expect job-related stress to ‘increase a lot’, with Norwegians least worried (16%), for instance, and Greeks most worried about rising stress (83% ‘increase a lot’).
The survey echoes the findings of an earlier survey on new and emerging workplace risks which found that 79% of managers think stress is an issue in their companies, making stress at work as important as workplace accidents for companies.
The organisation believes work-related stress is one of the biggest health and safety challenges faced in Europe, representing a huge cost in terms of human distress and economic performance.
The poll additionally found that the large majority of Europeans (86%) agree that following good occupational safety and health practices is necessary for a country’s economic competitiveness.
21
“Risk Makes Sense”
European year for Active Ageing and Solidarity between Generations
by Dr Robert Long
Book Review:
(http://www.safetyrisk.com.au/category/robert-long/)
In my view, this book is a substantial addition to the body of knowledge about Risk and OHS.
Written from a psychological perspective it puts into print many of the things I have figured out for myself through many years of OHS practice.
It reinforces and goes further on many things my mentor, Geoff McDonald has taught me over the years. Geoff comes from a mechanical engineering and psychological perspective.
Early in the book, Long explores the various myths that surround Risk and OHS. These myths influence our beliefs about how personal damage occurrences (accidents) occur and our perceptions of those involved. He questions the fervent
belief some have about Zero Harm approaches, I am with Robert on this.
There is mention of the stupidity of over-complex and long S.W.P.
Examples are given of where people crave risk and it is suggested that the removal of all risk by complicated safety approaches may not always be a good thing. There is discussion on language and culture as it applies to risk.
The deficiencies of the L.T.I.F.R. are mentioned. The Can-Do mentality as a contributor to risk in Australia gets a touch up. The K.U.T.A.(Kick Up The Arse) approach gets a special mention.
The section on learning covers some of the ground I covered in my Adult & Workplace Education tertiary education but goes further. Given the difficulties of overly long induction sessions and “death by Power-Point” I found the induction scorecard interesting.
I found the section on Cognitive Dissonance a bit heavy going but still valuable.
Having researched leadership widely myself I found valuable material I had not come across before in the leadership section.
I would have no hesitation recommending this book to OHS / Risk Management professionals.
Review by ;George Robotham, Certificate IV Workplace Training & Assessment, Diploma in Workplace
Training & Assessment Systems, Diploma in Frontline Management, Bachelor of Education (Adult & Workplace Education), (Queensland University of Technology), Graduate Certificate in Management of Organisational Change, (Charles Sturt University), Graduate Diploma of Occupational Hazard Management), (Ballarat University), Currently examining study in Leadership through Harvard Business School, Accredited Workplace Health & Safety Officer (Queensland),Justice of the Peace (Queensland), Australian Defence Medal, Brisbane, Australia, [email protected], www ohschange.com.au, 07-38021516, 0421860574,30/3/12
2012 is the year in Europe designated to raise awareness of the contribution that older people make to society. It seeks to encourage policymakers and relevant stakeholders at
all levels to take action with the aim of creating better opportunities for active ageing and strengthening solidarity between generations.
Active ageing means growing old in good health and as a full member of society, feeling more fulfilled in jobs, more independent and more involved as citizens.
The philosophy is that no matter how old, a person can still play a part in society.
The European Year seeks to promote active ageing in • Giving older workers better chances in the labour market.• Giving greater recognition of what older people bring to
society and create more supportive conditions for them especially in relation to the caring work they do for other people
• Empowering people as they age to remain in charge of their own lives as long as possible.
22
SAFETY IN WORKPLACES AUSTRALIA (SIWA Limited)ACN 149 147 937
TIRED OF PAYING A MEMBERSHIP FEE AND GETTING NOTHING MORE THAN A POSTNOMINAL ON YOUR BUSINESS CARD? - THEN BECOME PART OF OUR EXCITING JOURNEY!
The SIWA membership and renewal process for the Financial Year 2012/2013 has commenced.
Setting the pace as a SIWA member is a great way of contributing towards improving your personal and business Health and Safety outcomes. SIWA spells member commitment.
Committing to you is demonstrated in each of five strategic directions, you, our future members are taking us:
• INFLUENCE – Setting the pace with a career based membership platform that doubles as an industry defining benchmark;
• CAPABILITY - driving your increasing capability as a health and safety professional through defining your career pathway recognition;
• ENGAGEMENT – being an organisation driven by our members and partners for our members and partners as the peak body for health and safety practitioners, professionals and our communities;
• PROFESSIONAL EXCELLENCE - Defining the modern safety Professional as a member of the youngest Australian National OHS Professional Member organisation.
• INCLUSION – SIWA is an organisation of members; led by members and working for the members including practitioners of every field and speciality related to safety or health risk, injury prevention, or rehabilitation.
The SIWA network numbers are growing strongly, and are now well on our way to exceeding 4,000.
As an organisation starting with a clean slate, the pace of growth of your membership defines the development and provision of services back to you.
Some of the benefits of your ongoing commitment to being a member can include:
Australia’s best OHS organisation e-magazine and future journal.
e-distribution of industry news, information and safety networking events.
Conferences and member events to your specifications for your professional development.
Progressive professional standing through our membership categories which recognise all your professional, academic, work and experience achievements.
Building your career OHS jobs opportunities personally to you.
Your membership is also your OHS Professional register.
Opportunities to contribute to the development and updating of members owned OHS standards and policies position statements for regulatory law and practice.
Valuable free access to international safety research data base
Be at the front of the line for our proposed members insurance.
Don't forget the generous member discounts to our conferences and events too!
Don’t be just a number on a membership card - 'strength comes with unity'
so join or renew your SIWA membership now and 'unite for strength'!
23
Join or Renew today. Your fees for 2012/2013 are set out below. We are not, in all categories, the cheapest but remember you get what you pay for. (and don't forget that tax deductibility reduces the actual cost!)
SIWA respects your right to belong to a cheap organisation if the cost of membership is your focus.
Full time students of any learning establishment may join without cost.
Generous discounts are provided on request to retired safety professionals or for other reasonable concession-able purposes
SIWA recognises and respects equivalent learning and experience in determining your membership grade.
Special note: Although this chart describes ‘Safety’ positions, other allied professionals such as hygienists, ergonomists, auditors, dangerous goods specialist and many more are similarly respected within our expanded career matrix and potential members from specialist fields should advise us of their specialisation.
LEVEL EMPLOYMENTPOTENTIAL
QUALIFICATION&EXPERIENCE
INDICATIVEIONDESCRIPT FEE
Level0Student STUDENT FulltimeStudent
ParttimeStudentComplimentaryDiscountfromL1
equaltostudentloadLevel1
General GENERALWORKPLACESAFETYINDUCTIONSInduction
Traineeornewlyemployedoperativeorservicesectorworker.
$100
Level2General
PractitionerELECTEDHSR CertIII
Competentskilledoperativeorservicesectorsupportworker.
$150
Level3Practitioner
SAFETYTECHNICIAN. CertIV Advancedcompetentskilled
autonomousworker. $200
Level4Practitioner
SAFETYTECHNICALADVISOR
Diploma3yearsexperience
Advancedskilledautonomousworker. $250
Level5Para‐
Professional
SAFETYCOORDINATOR/SUPERVISOR
AssocDip5yearsexperience
Competentadministrator,anorspecialist,technici
paraprofessional.$300
Level6Professional
PROJECT/DEPARTMENT
SAFETYMANAGER.
Degree7yearsexperience
Competentsenioradministratororspecialistmanager.
$350
Level7Professional
COMPANYSAFETYMANAGER.
HonoursDegree10yearsexperience
Competentprofessseniormanager.
ionalor $400
Level8Professional
AREA/REGIONALCORPORATE
SAFETYMANAGER.
MasterDegree15yearsexperience
Competentseniorprofessionalorexecutivelevelmanager
$450
I look forward to working with you sincerely yours,
Gavin [email protected] & Secretary - SIWA Ltd. Executive Editor - Safety Matters Magazine
24
Eliminating workplace bullying
Bully
ing
By Nola A. HennessySerenidad Consulting Pty Ltd
In our last issue we looked at the impact of bullying on the recipient’s performance, on witnesses and on other aspects of life. In this issue we closely examine the bullies, their behaviours and motivations; and workplace cultures that tend to support bullies. What Bullies Have in Common?
Whilst bullies are individual in their own life experiences, and they bring those positive and negative experiences to the workplace, adapting them as they encounter people and issues, there are some common similarities:
• They make consistently unreasonable demands of others, not necessarily equally to others. The key words here are consistent and unreasonable;
• Their poor treatment of others is repetitive and targeted;
• There is a strong desire or need to have power and control over others;
• They know exactly what they are doing (bullying) and why, but don’t, or don’t want to see that it is wrong;
• A fear response by recipients or witnesses is used as leverage to persist with the behaviours;
• They rarely take kindly to justifiable criticism directed at them or questioning ab out their own work outputs, actions and words;
• They talk over you and loudly in order to maintain control;
• When confronted by the recipient they usually deflect by talking loudly in their own defence, criticising the recipient behind their back or in absentia, or deny and lodge a counter complaint;
• Behave as a victim if they know recipients or witnesses are getting too close to the truth;
• They may target their bullying in any direction – upwards (to management), sideways (to peers and colleagues) or downwards (to staff and other direct reports).
How Bullies are MotivatedOne of the interesting things I hear constantly is that
people who bully tend to have been bullied themselves. They perpetuate the bad behaviours, believing they’re making up for what has happened to them. The saddest part about this notion is that bullies are therefore not taking responsibility for their own actions and words directly. They see ‘paying it forward’ in a whole different context to those of us who do not bully – they do not see the importance of breaking the cycle of abuse; breaking and erasing the destructive habits displayed to them.
No Boxing Allowed is a multi-award winning non-fiction work about positive personal power, excellence and great leadership. In No Boxing Allowed I explain that bullying (harassment, intimidation, aggression, violence etc) is a negative display or application of personal power.
Most importantly though, bullying is a direct result of the bully not being at peace within themselves. If they were peaceful and serene in their thinking and feelings, there would be no need for them to bully. It would be a foreign behaviour that is not in sync with their soul.
MotivationsThe motivations of bullies are as diverse as the
motivations of each individual. When was the last time you were upset or displeased about something, and expressed that feeling? What were your motivations in saying and/or doing what you did to get your point across? Your motivation will be as different as each day is to another.
Motivation that comes from within is, by far, the most sustainable motivation. However, do you believe that bullies sometimes get their motivation from seeing others become uncomfortable or upset? The answer to this is a resounding YES.
25
Eliminating workplace bullying
As you cannot read the mind of the bully, it is never a good idea to assume why they do or say what they do.
Assumptions not based on fact, are dangerous, arrogant and lead to superficial decision making. Root cause analysis of an incident, interviewing all parties directly and indirectly involved in a bullying incident, will uncover (as best as possible) the real motivations of the bully in question.
Whether male or female, the motivations will come out when the bully is placed under pressure in an investigation context. Don’t falter in examining and understanding
the motivations of the bully, for the motivations will identify what you and your organisation can do to prevent the behaviours being repeated.
It is only when facts emerge that true insight can occur to enable lessons to be learned, applied, and organisational intelligence to improve.
Intelligence is based on knowledge. The more you know about why your bully/ies do what they do, the easier you can prevent their actions and words through strong policies, education and management practices.
Bullying BehaviourIn addition to the examples given above
and in earlier segments of this column, the most significant list of behaviours relates to serial bullies. Serial bullies really have got the bullying thing down to a fine art, as untasteful as that is to comprehend.
Serial bullies are repeat offenders, but in the worst possible way. They usually have other personality issues, even mental health disorders,that they are dealing with and, worst of all, they are enormously clever at covering their tracks and hiding evidence.
Of all the information readily available on bullies and serial bullies I find the following list of most relevance
Extract from http://www.bullyonline.org/workbully/serial.htm:
• is a convincing, practised liar and when called to account, will make up anything spontaneously to fit needs at that moment
• has a Jekyll and Hyde nature - is vile, vicious and vindictive in private, but innocent and charming in front of witnesses; no-one can (or wants to) believe this individual has a vindictive nature - only the current target of the serial bully’s aggression sees both sides; whilst the Jekyll side is described as “charming” and convincing enough to deceive personnel, management and a tribunal, the Hyde side is frequently described as “evil”; Hyde is the real person, Jekyll is an act
• excels at deception and should never be underestimated in their capacity to deceive
• uses excessive charm and is always plausible and convincing when peers, superiors or others are present (charm can be used to deceive as well as to cover for lack of empathy)
• is glib, shallow and superficial with plenty of fine words and lots of form - but there’s no substance
• is possessed of an exceptional verbal facility and will out-manoeuvre most people in verbal interaction,
especially at times of conflict • is often described as smooth,
slippery, slimy, ingratiating, fawning, toadying, obsequious, sycophantic
• relies on mimicry, repetition and regurgitation to convince others that he or she is both a “normal” human being and a tough dynamic manager, as in extolling the virtues of the latest management fads and pouring forth the accompanying jargon
• is unusually skilled in being able to anticipate what people want to hear and then saying it plausibly
• cannot be trusted or relied upon • does not fulfil commitments • is emotionally retarded with
an arrested level of emotional development; whilst language and intellect may appear to be that of an adult, the bully displays the emotional age of a five-year-old
• is emotionally immature and emotionally untrustworthy
• exhibits unusual and inappropriate attitudes to sexual matters, sexual behaviour and bodily functions; underneath the charming exterior there are often suspicions or hints of sex discrimination and sexual harassment, perhaps also sexual dysfunction, sexual inadequacy, sexual perversion, sexual violence or sexual abuse
• in a relationship, is incapable of initiating or sustaining intimacy
• holds deep prejudices (e.g. against the opposite gender, people of a different sexual orientation, other cultures and religious beliefs, foreigners, etc - prejudiced people are unvaryingly unimaginative) but goes to great lengths to keep this prejudicial aspect of their personality secret
• is self-opinionated and displays arrogance, audacity, a superior sense of entitlement and sense of invulnerability and untouchability
• has a deep-seated contempt of clients in contrast to his or her professed compassion
• is a control freak and has a compulsive need to control everyone and everything you say, do, think and believe; for example, will launch an immediate personal attack attempting to restrict what you are permitted to say if you start talking knowledgeably about psychopathic personality or antisocial personality disorder in their presence - but aggressively maintains the right to talk (usually unknowledgeably) about anything they choose; serial bullies despise anyone who enables others to see through their deception and their mask of sanity
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• displays a compulsive need to criticise whilst simultaneously refusing to value, praise and acknowledge others, their achievements, or their existence
• shows a lack of joined-up thinking with conversation that doesn’t flow and arguments that don’t hold water
• flits from topic to topic so that you come away feeling you’ve never had a proper conversation
• refuses to be specific and never gives a straight answer
• is evasive and has a Houdini-like ability to escape accountability
• undermines and destroys anyone who the bully perceives to be an adversary, a potential threat, or who can see through the bully’s mask
• is adept at creating conflict between those who would otherwise collate incriminating information about them
• is quick to discredit and neutralise anyone who can talk knowledgeably about antisocial or sociopathic behaviors
• may pursue a vindictive vendetta against anyone who dares to hold them accountable, perhaps using others’ resources and contemptuous of the damage caused to other people and organisations in pursuance of the vendetta
• is also quick to belittle, undermine, denigrate and discredit anyone who calls, attempts to call, or might call the bully to account
• gains gratification from denying people what they are entitled to
• is highly manipulative, especially of people’s perceptions and emotions (e.g. guilt)
• poisons peoples’ minds by manipulating their perceptions
• when called upon to share or address the needs and concerns of others, responds with impatience, irritability and aggression
• is arrogant, haughty, high-handed, and a know-all • often has an overwhelming, unhealthy and
narcissistic attention-seeking need to portray themselves as a wonderful, kind, caring and compassionate person, in contrast to their behaviour and treatment of others; the bully sees nothing wrong with their behavior and chooses to remain oblivious to the discrepancy between how they like to be seen and how they are seen by others
• is spiritually dead although may loudly profess some religious belief or affiliation
• is mean-spirited, officious, and often unbelievably petty
• is mean, stingy, and financially untrustworthy • is greedy, selfish, a parasite and an emotional
vampire • is always a taker and never a giver • is convinced of their superiority and has an
overbearing belief in their qualities of leadership but cannot distinguish between leadership (maturity, decisiveness, assertiveness, co-operation, trust, integrity) and bullying (immaturity, impulsiveness, aggression, manipulation, distrust, deceitfulness)
• often fraudulently claims qualifications, experience, titles, entitlements or affiliations which are ambiguous, misleading, or bogus
• often misses the semantic meaning of language, misinterprets what is said, sometimes wrongly thinking that comments of a satirical, ironic or general negative nature apply to him or herself
• “knows the words but not the song “.
Bully
ing
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How Workplace Cultures Can Influence Bullying BehavioursThe presence of bullying in the workplace can be a direct result of the organisation’s culture and work environment that permits such behaviours to occur. It can also be a product of poor management skills, poor supervisory skills and a lack of supportive senior leadership.
Levels of bullying reflect the health of the organisation and the quality of people management practices. Extensive research has already been done in the public sector pointing to four particular areas of human resource management that must be improved in order to prevent bullying practices:
• the quality and frequency of performance feedback;
• levels of supportive leadership;• building engaging work teams by
involving employees and other works in all aspects of the decision-making process; and
• establishing accountability mechanisms so that supervisors and managers are obligated and inspired to effectively manage their
people.Other factors influencing events or
frequency of bullying include:• organisational change;• workforce demographics;• organisational maturity and
strength;• whistle-blower policies and
support;• management of new, temporary,
young and/or contracted workers;• at risk client/customer-interaction
circumstances (e.g. shop front services, medical/hospital, community service);
• people working in particular industries deemed more susceptible to undesirable behaviours;
• workplace and organizational communication; and
• work systems including isolation, inexperienced workers, poorly-defined roles etc.
How well an organisation’s governance framework is functioning reflects quickly and discernably through its people, their behaviours and attitudes. When a positive, constructive, caring, appreciative culture exists, then people behave in accordance with that ‘tone’. When the opposite is in place and dysfunction is rife, then bullying has a place to spawn and breed.
The head of the organisation is ultimately responsible for its outputs and outcomes, and the impact within and outside the organisation. Through his/her senior leaders and right through all layers of leaders in the organisation, bullying can be minimised and eliminated like any other business risk that is managed on a day-to-day basis. What it takes though,is unfaltering dedication and loyalty to that worthy cause.
In our next edition we will examine policies related to bullying and its elimination, how the title of and wording in a policy can make or break the organisation’s ability to take control and change outcomes for the good. No Boxing Allowed is published by Balboa Press USA, a Division of Hay House and is available from bookstores, on-line distributors, the Australian Institute of Management, Balboa Press and Serenidad Consulting Pty Ltd. No Boxing Allowed is available in hardcover, softcover and e-book at (now) greatly reduced prices to reflect ongoing global financial crisis impacts.If there is a particular Workplace Bullying topic that you would like to see included in this column, please email the SIWA Secretary directly [email protected] and we will do out best to include that in a subsequent edition.
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Thing
s No
t To D
o
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Updated medical standards for assessing whether private and commercial vehicle drivers are fit to drive safely came into effect from March 1 this year.
National Transport Commission (NTC) Chief Executive Nick Dimopoulos said ensuring that drivers are fit to drive safely is a crucial element to improving road safety.
“The standards have been thoroughly updated in line with advances in medical knowledge and regulatory best practice. The result is a fairer system where drivers are assessed based on their ability
to drive safety, rather than just on their health condition,” said Mr Dimopoulos.
The new publication, Assessing Fitness to Drive, sets out the new medical standards with the aim of providing guidance to health professionals and driver licensing bodies on the health assessment of private and commercial drivers of heavy vehicles, light vehicles and motorbikes. The joint NTC and Austroads publication is the product of extensive consultation with medical professionals, driver licensing authorities, industry and drivers.
An electronic version of Assessing Fitness to Drive, as well as supporting materials, can now be downloaded from the Austroads website.
New standards assess fitness to drive
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News
Snipp
ets
The ultimate explosion protection system for fuel handling The Austrian company FAF – Fürst and Fürst GesbR. has introduced an innovative system for reducing the risk of explosion at fuel stations.
The company claims facilities equipped with ExploZero cannot explode and that the product can be extended into military vehicles and other equipment to provide improved safety..
The ExploZero system consists of non flammable synthetic fibres drilled into cylindrical brush elements. The single brushes are fixed together into what are called “system packs”.
The system packs guarantee rapid filling of large spaces in an extremely short space of time. They can be produced in a variety of shapes and sizes and can fit into every imaginable environment and secure the tightest corners and sensitive fittings.
The company says that though ExploZero may not look very impressive, it is in fact very high-tech, being made up of thousands of superfine intertwining synthetic threads that create miniscule spaces which are too small for an explosion to unleash a devastating chain reaction. Additionally, the scientifically developed materials used in the brushes contribute to explosion protection.
In essence it means explosions cannot unfold their devastating effects.
ExploZero has passed extensive testing before being released and as a consequence dozens of filling stations in Austria and in the European Union are using the system for explosion protection.
The company says that though ExploZero was designed for the requirements at filling stations, there are many further civil and military applications.
FAF has introduced a modified system for the protection of mobile fuel stations such as those used at construction sites, the mining industry and in agriculture. The size of the tanks vary from 5 to 150 gallons.
In these instances the ExploZero system is directly placed in the tank itself. It takes up very little space so that the fuel content is not reduced by any substantial amount.
FAF is currently looking for distribution partners worldwide.
For further product information [email protected]
Would you like to host an occupational health & safety student? Curtin University is seeking placements for OH&S students.
The offer is to have a student spend 100 hours completing health and safety work at your workplace.
There’s also the opportunity to Peer Mentor a student thereby helping the next generation of Workplace Health and Safety Professionals to learn about the practical aspects of workplace safety and health management.
The placement is part of the curriculum. The Curtin University Bachelor of Health Science (Health, Safety & Environment) 2nd year students are required to spend 100 hours completing a workplace health and safety
project in the unit of study Professional Practice in Public Health 383.
The unit of study, Health and Safety Management 382, requires the 3rd year Health & Safety students to have a peer mentor for learning about health & safety management in a workplace and to write a safety management plan for the workplace (or part of a workplace if the organisation is large).
If you would be willing to accommodate a student please contact Dr Janis Jansz.Ph: 9266 3006. Mobile 0404 917 063 Email:[email protected]
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FREE WORKSHOP explains changes to fall prevention code of practiceA free workshop at the WA Safety Show will detail the changes under a soon to be released Code of Practice for Managing The Risk Of Falls at Workplaces.
Carl Sachs of fall prevention advisory and installation firm, Workplace Access & Safety will explain the implications for workplaces and how to prepare for a new era in safe work at heights.
The workshop belongs to a series of industry seminars sponsored by Workplace Access & Safety to be held over the three days of the show from August 7 to 9.
Among the headline changes under the new falls prevention code are a dismantling of the 2-metre-high rule, compulsory ladder inspections, tougher conditions for the use of harnesses, and the mandating of Australian Standards.
Mr Sachs said the new code will affect the choices workplaces make when it comes to fall prevention equipment.
He said: “The 2-metre limit is about to be replaced with an obligation to minimise the likelihood of a fall from any height. In real terms, the law will encompass falls from low level platforms and ladders.
“Another new requirement is that of regular inspection of ladders and maintenance. This may increase the cost of ladder use and is likely to steer users towards higher order controls like scaffold and elevated working platforms.”
“Nor does the code pull any punches when it comes to suspension trauma. Self rescue is no longer an option and nobody should use a fall arrest system unless there is at least one other person on site to rescue them if they fall. Apart from the costs of training, supervision and rescue equipment, this significantly increases the labour cost of working in a harness”.
The fall prevention workshop will be held on August 7 and 8 during the WA Safety Show, For more information, visit workplaceaccess.com.au or call 1300 552 984.
Fall prevention specialist Carl Sachs of Workplace Access & Safety will
explain the new workplace falls code during free workshops.
KEEP YOUR HANDS SAFE!Every year numerous workers across Australia suffer the effects of electric shock, which can include burns, muscle contractions and pain, respiratory paralysis, heart paralysis and sometimes, even death.
According to Safe Work Australia (2010), 71 people were fatally injured at work between 2003 and 2008 – deaths that could possibly have been prevented with the use of properly fitted personal protective gear.
To prevent the effects of electric shock and protect workers according to the most relevant standards, Honeywell Safety Products, has launched the Electrosoft AS2225 Approved Natural Latex Rubber Insulating Gloves.
The Electrosoft AS2225 Insulating Gloves offer workers protection in a variety of electrical applications.
Approved to the AS/NZS standard AS2225 : 1994, the 100% latex gloves are perfect for use in a range of electrical conditions, including low voltage to high voltage environments and have glove ratings from 650V to 4000V.
The gloves should be used in conjunction
with leather over-gloves to provide mechanical protection of the electrical glove against cutting and tearing. The Electrosoft AS2225 approved gloves are available in multiple sizes from size 8 through to size 11.
They come packaged in a UV resistant opaque bag and must be stored at ambient temperature, away from direct sunlight and heat.
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Minin
g Ind
ustry
Something completely different for the mining industry
An impressive new innovation created by two West Australian companies is soon to make the on-site maintenance of digging machines in mining pits a lot safer, easier and technician friendly.
The new mobile workshop designed and developed by Major Motors and Shepparton Motor Bodies was developed after an approach to Major Motors by a major iron ore producing mining group with operations in the Pilbara.
The group was seeking a better way of providing for the effective maintenance of its in-pit diggers. Currently its maintenance technicians are required to operate from converted shipping containers and are exposed to the harsh weather conditions encountered in the Pilbara.
The new mobile workshop is built on a tri-axle trailer and pulled to site by an Isuzu Gigamax EXY 510 prime mover. The workshop is condensed to dimensions suitable for road transport and when alongside the digger to be serviced it is enlarged into a spacious fully air conditioned facility.
The sides of the workshop extend outwards to provide a 2m wide work space. The back door opens and becomes the roof of the rear section, providing cover for the landing and stairwell.
The right hand side of the front end extends
to enlarge the crib room (kitchen area) which is equipped with a fridge, hot and cold water, a sink a microwave and secured furnishings.
The middle section is the hydraulics workshop. It can be sealed off to avoid dust ingress. The rear section is a general maintenance workshop.
Other features of the workshop include a 30kva generator, solar battery charging, an eye wash unit, high pressure cleaning equipment, extendable leads, a pedestal grinder and drill and 240V and 15V outlets.
Set up and pack up of the workshop is accomplished through an automated staged process governed by a digital display controller with each successive operation requiring activation of a joystick.
The truck and trailer combination was recently exhibited at the 2012 Construction and Machinery Expo where it received a great deal of attention.
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What’s the point of having OH&S personnel if safety issues aren’t at the forefront of employee attention?
It’s all very well having policies and procedures but if they’re not being regularly brought to people’s attention you may as well not have them.
That’s why it has been found that a company newsletter for staff that highlights various OH&S issues is one of the best means of keeping the message to the fore.
Evidence has shown that a professionally produced company newsletter builds employee interest in the company, strengthens in-company relationships and increases company loyalty to reduce staff turnover.
The evidence speaks for itself……
Standard & Poors investigated the habits of 4,000 people receiving a newsletter to discover:
▪ 92% read at least some issues of the newsletters received; 83% read most or some articles and 84% found the information useful.
And in another study, PDI Global found…
▪ 81% of printed newsletters are read by more than one person. On average each newsletter gets passed along to two others, greatly leveraging its reach.
▪ In fact they found that a well developed newsletter costs less per contact than any other form of promotion.
Think about it – if you want to reach people with a message, a newsletter when it is created correctly can be the one form of promotion that people actually welcome!
Media Support Services specialises in creating good readable newsletters.
We can write, design and either print or create an email format newsletter for you. After meeting with you to discuss the topics …you can leave it to us to undertake the entire project.
Can you PROvE you’re dinkum about OH&S?
1300 557 660www.mediasupportservices.com.au
If you would like to discuss the possibility of your organisation having its own newsletter call us on 1300 557 660 or email [email protected]
