OSH Manual

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August 2007
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TAFEWA
Occupational Safety and Health Manual
TAFEWA Occupational Safety and Health Manual v 2.0
August 2007
DOCUMENT INFORMATION
Version Number:
2.0
Version Date:
18 February 2008
Review Date:
28 August 2012
Trim Number:
Contents
SECTION 1:
1.1.
OCCUPATIONAL SAFETY AND HEALTH OVERVIEW
OCCUPATIONAL SAFETY AND HEALTH POLICY
11
1.1.1.
POLICY STATEMENT
1.1.2.
BACKGROUND
1.1.2.1. SCOPE
1.1.3.
AUTHORITY
1.1.4.
OCCUPATIONAL SAFETY AND HEALTH ADVISORY DOCUMENTS
1.1.4.1.
National Model Regulations
1.1.4.2.
Codes of Practice
1.1.4.3.
Guidance Notes
1.1.4.4.
Australian Standards
1.1.5.
AUSTRALIAN QUALITY TRAINING FRAMEWORK (AQTF) 2007
1.2.
1.3
11
13
13
13
14
14
14
14
15
15
GENERAL DUTIES AND FUNCTIONS UNDER THE OSH ACT
1.2.1.
1.2.2.
1.2.3.
1.2.4.
EMPLOYERS DUTY OF CARE

AN EMPLOYERS DUTY TO INFORM EMPLOYEES WHO REPORT A HAZARD
EMPLOYEES DUTY OF CARE
FUNCTIONS OF A SAFETY AND HEALTH REPRESENTATIVE
10
16
OR INJURY
16
17
17
18
PREMIERS CIRCULAR 2007-12
19
SECTION 2: OSH CONSULTATIVE PROCESS
21
2.1.
22
SAFETY COMMITTEE
2.1.1.
2.1.2.
2.1.3.
2.1.3.1.
2.1.4.
2.1.4.1.
2.1.4.2.
2.1.4.3.
2.1.5.
2.2.
STATEMENT
BACKGROUND
AUTHORITY
Establishing a Safety and Health Committee
GUIDELINE
Functions of a Safety and Health Committee
Points to Consider Regarding Safety and Health Committees Procedures
Frequency of Meetings
DOCUMENTS
SAFETY AND HEALTH REPRESENTATIVES
2.2.1.
2.2.2.
2.2.3.
2.2.4.
2.2.4.1.
2.2.4.2.
2.2.4.3.
2.2.4.4.
2.2.4.5.
2.2.4.6.
2.2.4.7.
STATEMENT
BACKGROUND
AUTHORITY
PROCEDURE
Terms of Office
Eligibility to be a S&H Representative
Election of a S&H Representative
Determine a Scheme (option)
Election
Notification of Results
Functions of a S&H Reps
22
22
22
22
22
22
23
24
25
27
28
28
28
28
28
29
29
29
30
30
31
2.2.4.8.
2.2.4.9.
2.2.4.10.
2.2.4.11.
2.2.5.
2.3.
Certain Duties of Employers in Relation to S&H Reps

Accredited Training
Subsequent Courses for S&H Reps
Provisional Improvement Notice (PIN)
DOCUMENTS
ISSUE RESOLUTION
August 2007
31
32
33
33
34
39
2.3.1.
STATEMENT
40
2.3.2.
BACKGROUND
40
2.3.3.
AUTHORITY
40
2.3.4.
PROCEDURE
40
2.3.4.1.
Resolution at the workplace
40
2.3.4.2.
Department of Consumer and Employment Protection WorkSafe WA
41
2.3.4.3.
Refusal to Work
41
2.3.4.4.
Issuing of a Provisional Improvement Notice (PIN) by a Safety and Health Representative
42
2.3.4.5.
Duty to Inform Employees Who Report a Hazard or Injury
42
2.3.5.
DOCUMENTS
42
SECTION 3: OSH MANAGEMENT PROCESS
46
3.1.
47
INCIDENT INVESTIGATION
3.1.1.
3.1.2.
3.1.3.
3.1.4.
3.1.4.1.
3.1.4.2.
3.1.4.3.
3.1.4.4.
3.1.4.5.
3.1.4.3.
3.1.4.4.
3.1.5
3.2.
3.2
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINE
Reporting
Investigation
Investigation Team
Completing a Timeline of the Accident
Completing an Investigation Table
Recording
Legal Liability
DOCUMENTS
ISOLATION
ISOLATION
3.2.1
STATEMENT
3.2.2
BACKGROUND
3.2.3
AUTHORITY
3.2.4
GUIDELINE
3.2.4.1
Appointing Authorised Persons
3.2.4.2
Out of Service Tags
3.2.4.3
Danger Tags and Locks
3.2.4.3
Inductions
3.3
DOCUMENTS
3.3.
JOB SAFETY ANALYSIS
3.3.1.
3.3.2.
3.3.3.
3.3.4.
3.3.5.
3.4.
STATEMENT
BACKGROUND
AUTHORITY
PROCEDURE
DOCUMENTS
OSH IN GOVERNMENT PROCUREMENT
3.4.1.
3.4.2.
3.4.3.
3.4.4.
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINE
48
48
48
48
48
49
50
50
52
55
55
55
65
66
66
66
67
67
67
67
67
68
69
70
71
71
71
71
73
76
77
77
77
77
3.4.4.1.
Planning Procurement
3.4.4.2.
Approaching the Market
3.4.4.3.
Tender and Contract Specifications
3.4.4.4.
Minimum Requirements
3.4.4.5.
Preparing a Tender for Evaluation Plan
3.4.4.6.
Evaluating Submissions
3.4.4.7.
Contract Negotiation and Award
3.4.4.8.
Contract Management
3.4.4.9.
Complex and / or Medium to High Risk Contracts
3.4.4.10.
Job Completion
3.4.4.11.
Transition
3.4.4.12.
Contract Evaluation
3.4.5
DOCUMENTS
3.5.
OCCUPATIONAL SAFETY AND HEALTH RISK MANAGEMENT
3.5.1.
3.5.2.
3.5.2.
3.5.3
3.5.3.1
3.5.3.2.
3.5.3.3.
3.5.3.4.
3.5.3.5.
3.5.3.6.
3.5.4.
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINES
Overview of the Risk Management Process
Communication and Consultation
ESTABLISH THE CONTEXT
RISK ASSESSMENT
RISK TREATMENT
MONITOR AND REVIEW
DOCUMENTS
3.6.
OSH INDUCTION
3.6.
OSH INDUCTION
3.6.1.
STATEMENT
3.6.2.
BACKGROUND
3.6.3.
AUTHORITY
3.6.4.
GUIDELINE
3.6.4.1.
Evacuation Procedure
3.6.4.2.
OSH Policy
3.6.4.3.
Safety and Health Representatives
3.6.4.4.
Hazard and Incident Reporting
3.6.4.5.
Employee Services Program
3.6.4.6.
Summary of Work Area
3.6.4.7.
Personal Protective Equipment
3.6.5.
DOCUMENTS
3.7.
WORKPLACE INSPECTIONS
3.7.1.
3.7.2.
3.7.3.
3.7.4.
3.7.4.1.
3.7.5.
3.7.5.1
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINES
Type of Inspections
DOCUMENTS
Workplace Inspection Checklist
August 2007
77
78
78
78
79
79
80
80
81
81
81
82
82
87
88
88
88
88
89
89
90
90
92
92
93
99
100
100
100
100
100
100
100
100
100
101
101
101
101
102
103
103
103
103
103
104
105
SECTION 4: OCCUPATIONAL SAFETY AND HEALTH ISSUES AND GUIDELINES
110
4.1.
ALCOHOL AND OTHER DRUGS
111
4.1.
ALCOHOL AND OTHER DRUGS
112
4.1.1.
4.1.2.
4.1.3.
4.1.4.
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINE
112
112
112
112
4.1.4.1. Approaching someone who may be under the influence

4.1.4.2. If you believe a staff member may be under the influence
4.1.4.3. If you believe a student under the age of 18 may be under the influence
4.1.4.4. If you believe a student over the age of 18 may be under the influence
4.1.4.5. If you believe an apprentice may be under the influence
4.1.4.6. If you believe that a visitor may be under the influence
4.1.4.7. Car Keys of Staff, Students or Visitors
4.1.5.
DOCUMENTS
4.2.
ASBESTOS MANAGEMENT
4.2.1.
4.2.2.
4.2.3.
4.2.4.
4.2.4.1.
4.2.4.2.
4.2.4.3.
4.2.4.4.
4.2.4.5.
4.2.4.6.
4.2.5.
4.3.
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINES
Asbestos Management Overview
General Principles
Register of ACM
Risk assessment
Hazard Control
Removal of Asbestos
DOCUMENTS
BOAT OPERATIONS
August 2007
112
113
113
113
113
113
113
114
115
116
116
116
117
117
117
117
118
119
119
119
121
4.3.1.
STATEMENT
122
4.3.2.
BACKGROUND
122
4.3.3.
AUTHORITY
122
4.3.4.
GUIDELINE
122
4.3.4.1.
Planning the Trip
122
4.3.4.1.1.
Check the Weather
122
4.3.4.1.2.
Register your Plan
123
4.3.4.1.3.
Marine Radio
123
4.3.4.1.4.
Boat Maintenance
124
4.3.4.1.5.
Fuel
124
4.3.4.1.6.
Survey
124
4.3.2.1.
Onboard Safety Equipment
124
4.3.3.1.
Protected Waters
124
4.3.4.2.
Unprotected Waters
124
4.3.4.2.1.
Minimum Safety Equipment in Unprotected Waters within 2 Nautical Miles of the Mainland Shore
125
4.3.4.2.2.
Minimum Safety Equipment in Unprotected Waters between Nautical 2 and 5 Nautical Miles of the
Mainland Shore
125
4.3.4.2.3.
Minimum Safety Equipment in Unprotected Waters More than 5 Nautical Miles from the Mainland
Shore
126
4.3.4.2.4.
Recommended Additional Safety Equipment
126
4.3.5.
ACCIDENT INCIDENT REPORTING
126
4.3.6.
ACCIDENTAL ACTIVATION OF EPIRB
127
4.3.7.
SAFETY INDUCTION
127
4.3.8.
DOCUMENTS
127
4.4.
BULLYING, HARASSMENT AND WORKPLACE VIOLENCE
4.4.1.
4.4.2.
4.4.3.
4.4.4.
4.4.4.1.
4.4.4.2.
4.4.4.3.
4.4.5.
4.5.
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINES
Reporting Bullying, Violence or Harassment
Assessing your workplace for potential violence issues
Control
DOCUMENTS
CONFINED SPACES
134
135
135
136
136
136
137
137
137
141
4.5.1.
4.5.2.
4.5.3.
4.5.4.
4.5.4.1.
4.5.4.2.
4.5.4.3.
4.5.5.
4.6.
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINE
Completing a Risk Assessment
Using a spotter
Emergency Response
DOCUMENTS
ELECTRICAL SAFETY
4.6.1.
STATEMENT
4.6.2.
BACKGROUND
4.6.3.
AUTHORITY
4.6.4.
GUIDELINE
4.6.4.1.
Requirements for testing and tagging equipment
4.6.4.2.
Requirements for the use of Residual Current Devices (RCD)
4.6.4.3.
Reporting of Electrical Incidents
4.6.4.4.
General Purpose Electrical Outlets
4.6.4.5.
Faulty Equipment
4.6.6.
DOCUMENTS
4.7.
EYE TESTING
4.7.1.
4.7.2.
4.7.3.
4.7.4.
4.7.4.1.
4.7.4.2.
4.7.4.3.
4.7.4.4.
4.7.5.
4.8.
FORKLIFT
4.8.1.
4.8.2.
4.8.3.
4.8.4.
4.8.4.1.
4.8.4.2.
4.8.4.3.
4.8.4.4.
4.8.5.
4.9.
STATEMENT
BACKGROUND
RELEVANT LEGISLATION / AUTHORITY
EYE SIGHT TESTING GUIDELINES
Criteria for Qualifying For Subsidy and Reimbursement
Subsidy
Reimbursement
Prescription Safety Glasses
DOCUMENTS
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINE
Seatbelts
Operation Licenses
Maintenance Programs
Pre-Start Checks
DOCUMENTS
HAZARDOUS SUBSTANCE MANAGEMENT
4.9.1.
STATEMENT
4.9.2.
BACKGROUND
4.9.3
AUTHORITY
4.9.4.
GUIDELINES
4.9.4.1. Requirements in Relation to Hazardous Substances
4.9.4.2. Register of Hazardous Substances
4.9.4.3. Assessment of Hazardous Substances
4.9.5.
DISPOSAL OF HAZARDOUS SUBSTANCES
4.9.5.1.
General
4.9.5.2.
Medical Waste
4.9.5.3.
Sharps
4.9.6.
DOCUMENTS
4.10.
4.10.1.
HEARING
STATEMENT
August 2007
142
142
142
142
142
143
143
143
144
145
145
145
145
145
146
146
146
146
146
147
148
148
148
148
148
149
149
149
149
150
151
151
151
151
151
151
152
152
153
154
155
155
155
155
155
157
157
160
160
160
160
161
163
164
4.10.2.
4.10.3.
4.10.4.
4.10.4.1.
4.10.4.2.
4.10.4.3.
4.10.4.4.
4.10.4.5.
4.10.4.5.
4.10.5.
4.11.
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINE
General Precautionary Measures
First Aid
Informing Employers of an Infectious Disease
Providing Vaccinations
Privacy and Confidentiality
DOCUMENTS
ISOLATED WORKERS (WORKING ALONE)
4.12.1.
4.12.2.
4.12.3.
4.12.4.
4.12.4.1.
4.12.4.2.
4.12.4.3.
4.12.4.4.
4.12.5.
4.13.
BACKGROUND
RELEVANT LEGISLATION
HEARING TESTING GUIDELINES
Cost of Testing
Subsequent Testing
Notification of Arrangement of Audiometric Test
Prior to Undertaking an Audiometric Test
Confidentiality of Test Results
Disputes of Test Results
DOCUMENTS
INFECTIOUS DISEASES
4.11.1.
4.11.2.
4.11.3.
4.11.4.
4.11.4.1.
4.11.4.2.
4.11.4.3.
4.11.4.4.
4.11.4.5.
4.11.5.
4.12.
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINE
Provision of Supervision
Job Safety Analysis (JSA)
Communication and Contact
Emergency Location Beacons
DOCUMENTS
MANUAL HANDLING
4.13.1.
STATEMENT
4.13.2.
BACKGROUND
4.13.3.
AUTHORITY
4.13.4.
GUIDELINE
4.13.4.1.
4.13.4.2.
General Recommendations
4.13.5.
DOCUMENTS
4.14. MOBILE PHONES
4.14.1.
4.14.2.
4.14.3.
4.14.4.
4.14.5.
4.15.
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINE
DOCUMENTS
OCCUPATIONAL STRESS
4.15.1.
4.15.2.
4.15.3.
4.15.4.
4.15.4.1.
4.15.4.2.
4.15.4.3.
4.15.4.4.
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINE
Causes of Work Related Stress
Recognising Occupational Stress
Assessing Occupational Stress
Managing Stress in the Workplace
August 2007
164
165
165
165
165
165
165
166
166
166
169
170
170
170
170
170
170
171
171
172
172
173
174
174
174
174
174
174
174
175
175
176
177
177
177
177
177
177
177
179
180
180
180
180
180
181
182
182
182
182
182
183
183
183
4.15.5.
4.16.
DOCUMENTS
OCCUPATIONAL OVERUSE SYNDROME, REPETITIVE STRAIN INJURIES AND ERGONOMICS
4.16.1.
STATEMENT
4.16.2.
BACKGROUND
4.16.3.
AUTHORITY
4.16.4.
GUIDELINES
4.16.4.1.
Causes of OOS / RSI?
4.16.4.2.
Preventing OOS / RSI
4.16.4.3.
Wrist Rotation
4.16.4.4.
Hand Stress
4.16.4.5.
Head and Neck
4.16.4.6.
Shoulders
4.16.5.
WHEN WORKING AT A COMPUTER
4.16.5.1.
Setting up your chair
4.16.5.2.
Desk Arrangement
4.16.5.
DOCUMENTS
4.17.
PERSONAL PROTECTIVE EQUIPMENT
4.17.1.
4.17.2.
4.17.2.1.
4.17.3.
4.17.4.
4.17.4.1.
4.17.4.2.
4.17.4.3.
4.17.4.4.
4.17.5.
4.18.
184
185
186
186
186
186
186
186
186
187
187
187
188
188
188
189
190
191
191
191
192
193
193
194
194
195
195
196
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINES
Definitions
DOCUMENTS
197
197
197
198
198
198
WORKING AT HEIGHTS
199
4.19.1.
4.19.2.
4.19.2.1.
4.19.3.
4.19.4.
4.19.4.1.
4.19.4.2.
4.19.4.3.
4.19.5.
4.20.
STATEMENT
BACKGROUND
Hierarchy of Controls
AUTHORITY
GUIDELINE
Provision of PPE
Minimum requirements when in a Workshop on Campus
PPE Training
DOCUMENTS
SMOKING
4.18.1.
4.18.2.
4.18.3.
4.18.4.
4.18.4.1.
4.18.5.
4.19.
August 2007
STATEMENT
BACKGROUND
Definitions
AUTHORITY
GUIDELINE
Competencies
Working at Heights Permit
DOCUMENTS
WORKING IN THE HEAT
4.20.1.
4.20.2.
4.20.3.
4.20.4.
4.20.4.1.
4.20.5.
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINE
Assessing the risk when working in the Heat
DOCUMENTS
200
200
200
200
201
201
201
202
202
205
206
206
206
206
206
207
SECTION 5: CRITICAL INCIDENT MANAGEMENT
208
5.1.
209
BOMB THREAT
5.1.1
5.1.2.
5.1.2.1.
5.1.2.2.
5.1.3.
5.1.4.
5.1.4.1.
5.1.4.2.
5.1.4.3.
5.1.4.4.
5.1.5.
5.2.
STATEMENT
BACKGROUND
Specific Threat
Non Specific Threat
AUTHORITY
PROCEDURE
Evacuation Options and Actions
Written Threat
Telephone Threat
What to Look For
DOCUMENTS
EMERGENCY EVACUATION
5.2.1.
STATEMENT
5.2.2.
BACKGROUND
5.2.3.
AUTHORITY
5.2.4.
PROCEDURE
5.2.4.1. Requirements for an Evacuation Procedure
5.2.4.2. Emergency Evacuation Plan
5.2.4.3. Developing an Emergency Evacuation Procedure
5.2.4.4. Fire Wardens
5.2.4.5. Training
5.2.4.6. Dangerous Goods Register
5.2.4.7. In the event of an Emergency Evacuation
5.2.5.
EMERGENCY EVACUATION DRILLS
5.2.6. DOCUMENTS
5.3.
FIRST AID
5.3.1.
POLICY STATEMENT
5.3.2.
BACKGROUND
5.3.3.
AUTHORITY
5.3.4.
PROCEDURES
5.3.4.1. Initial Emergency Procedure
5.3.4.2. Lecturers
5.3.4.3. Treatments at TAFEWA Colleges
5.3.4.4. Provision of Analgesics
5.3.4.5. Sending the Patient to an Emergency Ward or Doctors Surgery
5.3.4.6. Calling an Ambulance
5.3.4.7. First Aid Facilities
5.3.4.8. First Aid Boxes
5.3.4.9. First Aid Room
5.3.4.10.
First Aid Training
5.3.5.
DOCUMENTS
5.4.
TROPICAL CYCLONE PREPAREDNESS AND RESPONSE
5.4.1.
5.4.2.
5.4.3.
5.4.4.
5.4.4.1.
5.4.4.2.
5.4.4.2.
5.4.4.3.
5.4.5.
5.5.
STATEMENT
BACKGROUND
AUTHORITY
GUIDELINES
Pre-cyclone Preparations
Cyclone Stages
Communication Chain
Recovery Plan
DOCUMENTS
PANDEMIC
5.5.1.
5.5.2.
5.5.3.
STATEMENT
BACKGROUND
AUTHORITY
August 2007
210
210
210
210
210
210
210
211
211
211
213
215
216
216
216
216
216
216
217
217
218
218
218
218
218
219
220
220
220
220
220
221
221
221
221
221
221
222
223
224
224
225
226
226
226
226
226
226
227
228
228
229
230
230
230
5.5.4.
GUIDELINE
5.5.4.1.
Phases One and Two
5.5.4.2.
Phase Three
5.5.4.3.
Phase Four
5.5.4.4.
Phase Five
5.5.4.5.
Phase Six
5.5.4.6. Recovery
5.5.5.
DOCUMENTS
SECTION 6:
WORKERS COMPENSATION AND INJURY MANAGEMENT
August 2007
231
232
233
233
233
233
234
234
235
6.1.
STATEMENT
6.2.
BACKGROUND
6.2.1. Scope
6.2.2. Rationale
6.2.2.1.
The Benefits of an Early Return to Work
6.2.2.2.
Accredited Vocational Rehabilitation Providers
236
236
236
236
236
236
6.2.3.
Workers Compensation
6.3.
DEFINITIONS
6.3.1.
Dispute Resolution Process
6.3.2.
Injury Management
6.3.3.
Procedural Fairness
6.3.4.
RiskCover
6.3.5.
WorkCover WA
6.3.6.
OSH Consultant
6.4.
RELEVANT LEGISLATION OR AUTHORITY
6.4.1.
Relevant Policies
6.5.
PROCEDURES
6.5.1.
Workers Compensation Forms
6.5.2.
Responsibilities of Line Managers
6.5.3.
Responsibilities of an Injured Employee
6.5.4.
Return to Work Programs
6.5.5.
Referral to a Vocational Rehabilitation Provider
6.5.6.
Return to Work Hierarchy
6.5.7.
Record Keeping
6.6.
GUIDELINES
6.6.1.
Organisational Development and Injury Management
6.6.2.
Return to Work Program
6.6.3
Injury Management Assistance for Employees with Pending Claims
6.6.4.
Lodgement and Assessment of a Compensation Claim
6.6.5.
Supporting an Injured Employee when he or she is Absent
6.5.6.
Identifying the Early Signs of Stress
6.5.7.
Management of Employees with Occupational Stress Claims
6.7.
FURTHER INFORMATION
6.8.
DOCUMENTS
237
237
238
238
238
238
238
239
239
239
240
241
241
242
243
244
244
245
245
245
245
246
246
248
249
249
250
250
10
August 2007
Section 1: Occupational Safety and

Health Overview
1.1.
11
August 2007
Occupational Safety and Health Policy
1.1.1. Policy Statement

TAFEWA is committed to providing and maintaining healthy and safe working environments for all
staff, clients and visitors and to maximise opportunities for continuous improvement in safety
performance.
TAFEWA is committed to ensuring that staff, clients, contractors and visitors are not exposed to
anything in the work environment which may result in injury or harm to their health.
Safety and health at work is both an individual and a shared responsibility of all employees.
Management is committed together with all employees To improve the standards of safety and health in all work areas and will regard the
Occupational Safety and Health (OSH) Act 1984 (WA) and associated delegated
legislation, and relevant Australian Standards as the minimum acceptable levels.
Integrate OSH into all aspects of the work place.
Promote communication about OSH as a normal component of all aspects of work.
Plan, develop, implement and monitor safe systems of work to maximise opportunities for
continuous improvement in safety performance.
To ahead to the internal/external reporting requirements as detailed in the Code of Practice
for Public Sector 2007.
Take effective action to provide and maintain a safe work place.
Ensure all accidents and incidents are investigated and action taken to prevent recurrence.
Manage risk through the implementation of management systems to identify, control,
assess, monitor and as far as practicable control risks within the working environment.
Require contractors and visitors to abide by all policies and procedures that have been
formulated in the interest of OSH.
Ensure that all employees have the necessary knowledge and skills to undertake their work
in a safe and health manner.
Management and Employees are responsible to Be aware of and adhere to the requirements of the OSH Act and associated delegated
legislation, TAFEWA and College safety policies and procedures, and relevant Australian
Standard.
To work in a safe responsible manner so as not to adversely affect their own safety and
health and that of others.
Encourage others to work in a safe and responsible manner.
Co-operate with, support and promote OSH in the work place.
Report or where practicable rectify any unsafe conditions.
Report hazards.
Report any work related illnesses or injuries.
Occupational Safety and Health Committees will Reach agreement through the process of joint consultation.
12
August 2007
Report or rectify any unsafe conditions that come to our attention.

Work with others with responsibilities for managing OSH in the work place.
Monitor and review measures taken to ensure safety and health in the work place.
Recommend to Management and be involved in such matters that it considers appropriate
to ensure safety and health.
Be actively involved in promoting, monitoring, and assuring safe work practices within the
day to day work place environment.
Assist in The development of a safe working environment.

The development of safe systems and procedures of work.
The intent of this policy is to promote and improve the standards of OSH within TAFEWA. It is
recognised that the objectives of this policy statement can best be achieved through effective
communication, consultation and cooperation between all levels within the college.
This policy statement will be underpinned and supported with specific OSH Policies and
Procedures.
______________
Signed by MD
Date:
1.1.2.
13
August 2007
Background
The Occupational Safety and Health Act 1984 (WA) is the principal legislation governing
occupational safety and health in Western Australian workplaces. With the exception of some
workplaces that are covered by other legislation, such as petroleum and mining sites, the Act
applies to all workplaces in the State. It assigns various duties to employers and employees.
The College Managing Director (MD) is the employer of all staff within the College Notwithstanding
the duty of care that resides with the MD as the employer, the Act recognises the degree of control
exercised at individual work campuses by those with management responsibility and assigns
duties and responsibilities to these persons accordingly.
The MDs responsibility to implement and comply with the Act is reinforced by section 29 of the
Public Sector Management Act 1994.
It is the policy of TAFEWA Colleges that, in the interests of staff, clients and visitors personnel
safety and well being, an effective OSH program will be pursued.
1.1.2.1.
Scope
This manual has been prepared by the Education and Training Shared Services Centre, Employee
Support Bureau OSH Unit in consultation with TAFEWA College representatives.
The manual aims to provide generic OSH Policy, Procedures and guidelines to assist TAFEWA
Colleges achieve compliance with their obligations under the Act.
1.1.3.
Authority
The OSH Act is the principal legislation governing occupational safety and health in Western
Australia. In particular, Parts III, IV, V and VI deal with the general provisions relating to
occupational safety and health (including the duties of employers and employees); safety and
health representatives and committees; inspectors and improvement and prohibition notices; and
right of review.
The objects of the Act under section 3 are to:
Promote and secure the safety and health of persons at work;

Protect persons at work against hazards;
Assist in securing safe and hygienic work environments;
Reduce, eliminate and control the hazards to which persons are exposed at work;
Foster cooperation and consultation between and to provide for the participation of
employers and employees and associations representing employers and employees in the
formulation and implementation of safety and health standards to current levels of technical
knowledge and development;
Provide for formulation of policies and for the coordination of the administration of laws
relating to occupational safety and health; and
Promote education and community awareness on matters relating to occupational safety
and health.
14
August 2007
As delegated legislation of the Act the Occupational Safety and Health Regulations 1996 (WA)
should also be consulted. These Regulations impose more specific obligations on various parties
in order to assist in carrying out the purposes of the Act.
Other relevant legislation that influence OSH in the TAFE sector and therefore the development of
this manual include:
The Disability Discrimination Act 1992 (WA)
Public Sector Management Act 1994 (WA)
Code of Practice for Occupational Safety and Health in the Public Sector 2007 (WA)
Vocational Education and Training Act 1996 (WA)
Health (Asbestos) Regulations 1992 (WA)
Health Act 1911(WA)

Health (Smoking in Enclosed Public Places) Regulations 2003 (WA)
1.1.4.
Occupational Safety and Health Advisory Documents
1.1.4.1.
National Model Regulations
National Model Regulations for the Control of Workplace Hazardous Substances [NOHSC: 1005
(1994)]
1.1.4.2.
Codes of Practice
National Code of Practice for the Labelling of Workplace Substances [NOHSC 2012 (1994)]
Code of Practice for the Management and Control of Asbestos in Workplaces [NOHSC: 2018
(2005)]
Code of Practice on Safe Removal of Asbestos [NOHSC 2002 (1988)]
Code of Practice for Violence, Aggression and Bullying at Work (2006)
Code of Practice First Aid, Workplace Amenities and Personal Protective
Equipment (2002)
1.1.4.3.
Guidance Notes
Guidance Note Formal Consultative Processes at the Workplace

Guidance note for the assessment of health risks arising from the use of hazardous substances in
the workplace [NOHSC: 3017 (1994)]
15
August 2007
Guide to Control of Asbestos in Building and Structures [NOHSC: 3002 (1988)]

Guidance Note Working Alone
1.1.4.4.
Australian Standards
Australian New Zealand Standard 4360: 2004 Risk Management

Australian New Zealand Standard 4801: 1997 Occupational health and safety management
General guidelines on principles, systems and supporting techniques.
1.1.5.
Australian Quality Training Framework (AQTF) 2007
The conditions of registration (Condition 3) under AQTF 2007 requires that TAFEWA Colleges as
Registered Training Organisations (RTO) must comply with relevant Commonwealth, State or
Territory legislation and regulatory requirements relevant to its operations and its scope of
registration. In addition TAFEWA must ensure that its staff and clients are fully informed of the
requirements that effect their duties or participation in vocational education and training.
16
August 2007
1.2. General Duties and Functions under the OSH Act

General duty of care and general duties are terms used to refer to the duties that the Act places
upon people to ensure their own safety at work and that of others who are at the workplace or who
might be injured by the work. These general duties are aimed at preventing anyone being killed,
injured or contracting an illness because of work or activities at a workplace, including using plant
or equipment.
1.2.1.
Employers Duty of Care
Managing Directors1 (MDs) of Colleges have duties as an employer, in addition they have
responsibilities and functions under the Public Sector Management (PSM) Act 1994 (WA) which
includes:
to implement any safety and health standards and programmes adopted with respect to
employment in the Public Sector. [Section 29 (m)]
to perform such other functions as are conferred or imposed on the chief executive officer
or chief employee under this Act or any other Act.. [Section 29 (o)]
As such their duties under section 19 of the OSH Act 1984 (WA) are as follows:
so far as is practicable, provide and maintain a working environment in which the

employees of the employer are not exposed to hazards and in particular, but without limiting
the generality of the foregoing, an employer shall
(a)
(b)
(c)
(d)
(e)
provide and maintain workplaces, plant, and systems of work such that, so far as is
practicable, the employees are not exposed to hazards;
provide such information, instruction, and training to, and supervision of, the
employees as is necessary to enable them to perform their work in such a manner
that they are not exposed to hazards;
consult and cooperate with safety and health (S&H) representatives, if any, and
other employees at the workplace, regarding occupational safety and health at the
workplace;
where it is not practicable to avoid the presence of hazards at the workplace,
provide the employees with, or otherwise provide for the employees to have, such
adequate personal protective clothing and equipment as is practicable to protect
them against those hazards, without any cost to the employees; and
make arrangements for ensuring, so far as is practicable, that
(i) the use, cleaning, maintenance, transportation and disposal of plant; and
(ii) the use, handling, processing, storage, transportation and disposal of
substances, at the workplace is carried out in a manner such that the employees
are not exposed to hazards.
The Chief Executive Officer as appointed under part 3 of the Public Sector Management Act 1994 (WA) is
to be called the Managing Director of the College, Sec 46 Vocational Education and Training Act 1966 (WA).
1.2.2.
17
August 2007
An Employers Duty to Inform Employees Who Report a Hazard or Injury
Should an employee report:
any situation at the workplace that the employee has reason to believe could constitute a
hazard to any person that the employee cannot correct (a safety issue); or
any injury or harm to health which he or she is aware that arises in the course of, or in
connection with, his or her work.
An employer has a duty to, within a reasonable time after receiving such a report to:
investigate the matter that has been reported and determine the actions, if any, that the
employer intends to take in respect of the matter; and
notify the employee of the determination so made.
1.2.3.
Employees Duty of Care
An employee is any person under contract of employment, industrial traineeship or any

apprenticeship. This general duty applies to all employees in senior management positions as
much as it does to other staff. Employees have certain duties under section 20 of the OSH Act
1984 (WA) which are as follows:
(1)
An employee shall take reasonable care
(a)
(b)
to ensure his or her own S&H at work; and

to avoid adversely affecting the safety or health of any other person through any act
or omission at work.
(2)
Without limiting the generality of subsection (1), an employee contravenes that

subsection if the employee
(a)
fails to comply, so far as the employee is reasonably able, with instructions given by
the employees employer for the safety or health of the employee or for the safety or
health of other persons;
fails to use such protective clothing and equipment as is provided, or provided for,
by his or her employer as mentioned in section 19(1)(d) in a manner in which he or
she has been properly instructed to use it;
misuses or damages any equipment provided in the interests of safety or health; or
fails to report forthwith to the employees employer
(b)
(c)
(d)
(i)
(ii)
(3)
any situation at the workplace that the employee has reason to believe could
constitute a hazard to any person that the employee cannot correct; or
any injury or harm to health of which he or she is aware that arises in the
course of, or in connection with, his or her work.
An employee shall cooperate with the employees employer in the carrying out by
the employer of the obligations imposed on the employer under this Act.
18
August 2007
Further to the above duties if an employee is issued with a Provisional Improvement Notice (PIN)
by a Qualified S& Health Representative s/he must, as soon as is practicable give a copy of the
notice to the employees employer2.
1.2.4.
Functions of a Safety and Health Representative
The functions of an elected S&H Rep are set out under sec. 33 of the OSH Act and are as follows:
(1) The functions of a S&H Rep are, in the interests of safety and health at the workplace for which
he or she was elected
(a)
to inspect that workplace or any part of it

(i)
at such times as are agreed with the employer; or
(ii)
where he or she has not inspected the workplace, or that part of it, in the preceding
30 days, at any time upon giving reasonable notice to the employer;
(b)
immediately, in the event of an accident, a dangerous occurrence, or a risk of imminent and

serious injury to, or imminent and serious harm to the health of, any person, to carry out
any appropriate investigation in respect of the matter;
(c)
to keep himself or herself informed as to the safety and health information provided by his
or her employer in accordance with this Act and liaise as necessary with the department
and other Government and private bodies;
(d)
forthwith to report to the employer any hazard or potential hazard to which any person is, or
might be, exposed at the workplace that comes to his or her notice;
(e)
where there is a safety and health committee for the workplace, to refer to it any matters
that he or she thinks should be considered by the committee;
(f)
to consult and cooperate with his or her employer on all matters relating to the safety or
health of persons in the workplace;
(g)
liaise with the employees regarding matters concerning the safety or health of persons in
the workplace.
(2)
A S&H Rep for a workplace has such powers as are necessary for the carrying out of the
S&H Reps functions under this Part and in particular, but without limiting the generality of
this provision may, where requested to do so by an inspector, accompany an inspector
while the inspector is carrying out, at the workplace, any of the inspectors functions under
this Act.
(3) A S&H Rep incurs no civil liability arising from his or her performance of, or his or her failure
to perform, any function of a S&H Rep under the OSH Act.
Occupational Safety and Health Act 1984 (WA) Sec. 51AC
1.3
19
August 2007
Premiers Circular 2007-12

Number: 2007/12
Issue Date: 17/08/2007
Review Date: 17/08/2009
TITLE
CODE OF PRACTICE: OCCUPATIONAL SAFETY AND HEALTH IN THE WESTERN
AUSTRALIAN PUBLIC SECTOR
POLICY
Agencies are to comply with the Code of Practice: Occupational Safety and Health in the Western
Australian Public Sector (the Code).
BACKGROUND
The Western Australian government is committed to ensuring the safety and health of all staff in
public sector agencies.
The Commission for Occupational Safety and Health, established by the Occupational Safety and
Health Act 1984 has released the Code of Practice: Occupational Safety and Health in the
Western Australian Public Sector (the Code) following its approval by the Minister for Employment
Protection.
The Code is designed to promote comprehensive and practical preventative strategies to assist
public sector chief executive officers, managers and employees with improving the work
environment of the sector and ensuring compliance with the Occupational Safety and Health Act
1984 and the Occupational Safety and Health Regulations 1996.
The Code of Practice for Occupational Safety and Health in the Western Australia Public Sector
2007, like the Occupational Safety and Health Act 1984, applies to all public sector agencies
including departments, trading concerns, instrumentalities and statutory bodies.
Agencies will be required to report on their 2007/08 OSH performance, policies and initiatives in
the 2008 annual reports. This requirement which is part of a Western Australian government
commitment to a national strategy will continue until 2011/12.
20
August 2007
TAFEWA
Occupational Safety and Health
Manual
Section 2: OSH Consultative Process
21
August 2007

2.1.
Safety Committee
2.1.
22
August 2007
Safety Committee
2.1.1.
Statement
The Occupational Safety and Health Act 1984 (WA) requires an employer under section 19 to
consult and cooperate with Safety & Health Representatives (S&H Rep) and other employees at
the workplace regarding Occupational Safety and Health (OSH) matters. TAFEWA is committed to
running Safety and Health (S&H) Committees at regular intervals to ensure that open and
cooperative consultation takes place between the employer and employee representatives.
2.1.2.
Background
S&H committees can be an effective part of the S&H consultation system at the workplace
because they provide a forum for employers and representatives of employees to regularly discuss
and make recommendations on S&H issues.
Workplaces can agree on the best S&H committee structure to suit their operation. For example,
there might be one S&H committee across several worksites, or one main safety and health
committee with several sub-committees for different work areas.
It is important to note that not all S&H issues need to be dealt with by the committee, particularly
where prompt resolution is required. Day to day S&H issues should be dealt with as they arise by
the appropriate people, refer section 2.3. Issue Resolution which outlines the issue resolution
procedure.
2.1.3.
Authority
Occupational Safety and Health Act 1984 (WA)

Guidance Note for Formal Consultative Processes at the Workplace
Code of Practice for Occupational Safety and Health in Public Sector 2007 (WA)
2.1.3.1.
Establishing a Safety and Health Committee
See Document in 2.1.5.
2.1.4.
Guideline
2.1.4.1.
Functions of a Safety and Health Committee
The functions of a S&H committee as stipulated under sec 40 of the OSH Act are as follows:
23
August 2007
(a)
to facilitate consultation and cooperation between an employer and the employees of the
employer in initiating, developing, and implementing measures designed to ensure the
safety and health of employees at the workplace;
(b)
to keep itself informed as to standards relating to safety and health generally recommended
or prevailing in workplaces of a comparable nature and to review, and make
recommendations to the employer on, rules and procedures at the workplace relating to the
safety and health of the employees;
(c)
to recommend to the employer and employees the establishment, maintenance, and

monitoring of programmes, measures and procedures at the workplace relating to the
safety and health of the employees;
(d)
to keep in a readily accessible place and form such information as is provided under this
Act by the employer regarding the hazards to persons that arise or
may arise at the workplace;
(e)
to consider, and make such recommendations to the employer as the committee sees fit in
respect of, any changes or intended changes to or at the workplace that may reasonably be
expected to affect the safety or health of employees at the workplace;
(f)
to consider such matters as are referred to the committee by a safety and health
representative; and
(g)
to perform such other functions as may be prescribed in the regulations or given to the
committee, with its consent, by the employer.
The above functions are not designed to limit the operation of a S&H committee, as it can be
agreed between the parties to extend its functions to other areas to better suit the needs of the
workplace. However, any additional functions should not limit the S&H committees responsibilities
under the OSH Act.
2.1.4.2.
Points to Consider Regarding Safety and Health Committees Procedures
Although the legislation does not contain specifications for meetings the committee should develop
a terms of reference that would include:
Functions and Responsibilities

These are described above in 2.1.4.1. However, the committee may elect to include
additional functions and responsibilities as it sees fit.
Committee Membership
The composition of, and manner by which persons become members of the S&H
committee are to be determined by agreement in writing between the employer, any S&H
Reps or employees appointed by fellow employees for the purpose. Not withstanding the
above, at least half of the members of the S&H committee must be either S&H Reps or
employees who work at the workplace and hold office as a member representing other
employees.
24
August 2007
Who will chair the meeting?

If the parties have difficulty in agreeing on a chairperson, the position could be rotated
between employer, employer nominees and employee representatives at each meeting or
for a specified period.
Will there be a quorum?

The fixed number of members who must be present to make a meeting valid should be
decided. All parties need to be represented and, when setting the quorum, absences
should be allowed for.
Who will take the notes or minutes?

The proceedings of all meetings should be recorded. This could be done by a committee
member or a minute taker provided for the purpose. Typing and photocopying facilities
need to be available.
Who will circulate the notes or minutes?

Somebody should be made responsible for this task.
Who will draw up and issue the agenda?

A committee member should be made responsible for drawing up the agenda in an agreed
format. Adequate notice of items to be discussed should be provided so that they can be
included on the agenda. This will ensure timely distribution of the agenda.
How will decisions be made?

Safety and health committees need to determine whether decisions are to be made by
consensus or a vote.
Distribution of minutes?
A copy of the minutes should be provided to each committee member as soon as possible
after the meeting. Copies of the minutes should be displayed, or made available by other
means, for employees information.
2.1.4.3.
Frequency of Meetings
The OSH Act does not specify the frequency of meetings. These need to be determined on a case
by case basis but when working out a way of setting meetings, considerations may include:
the need for the committee to meet to resolve an issue;
the question of calling a meeting when a serious accident has occurred;
25
August 2007
the presence and severity of particular hazards at the workplace; and
the timing of meetings to allow members to attend the committee meeting.
2.1.5. Documents
Setting up a Safety and Health Committee
Setting up a Safety and Health Committee
26
August 2007
27
August 2007
28
August 2007

2.2. Safety and Health
Representatives
29
2.2.
2.2.1.
Statement
August 2007
The Occupational Safety and Health Act 1984 (WA) requires an employer under section 29 to run
an election of personnel for Safety and Health Representatives (S&H Rep) positions in the
workplace. TAFEWA is committed to meeting this requirement by following the process outlined in
this guideline.
2.2.2.
Background
The OSH Act requires an employer under section 19 to consult and cooperate with S&H Reps and
other employees at the workplace regarding OSH in the workplace.
S&H Reps are elected by co-workers to represent them in safety and health matters, S&H Reps
can be an effective part of a consultation system at the workplace due to their important role in
increasing participation and constructive discussion about safety and health. However, they are
not the same as safety and health officers or coordinators and are not responsible for solving
safety and health matters at the workplace.
Employees can be best placed to know about specific hazards and risks in their work area. They
are also required under section 20 of the Act to report hazards to the employer. The benefit of
having a trained S&H Rep is that they can listen to employees concerns and present them to the
employer or management.
2.2.3.
Authority

Guidance Note for Formal Consultative Processes at the Workplace
2.2.4.
Procedure
2.2.4.1.
Terms of Office
A S&H Rep is elected and holds office for 2 years and ceases to hold the position if he or she:
leaves their job;

resigns from the position;
is not re-elected;
transfers from the area they were elected to represent; or
is disqualified by the Occupational Safety and Health Tribunal (OSH Tribunal).
2.2.4.2.
30
August 2007
Eligibility to be a S&H Representative
Only employees who work at the workplace or within the group the S&H Rep is to be elected to
cover can be nominated for election for a position. This is to ensure elected S&H Reps are familiar
with the safety and health issues for the workplace or group.
2.2.4.3.
Election of a S&H Representative
The election process is depicted in 2.3.5 below.
2.2.4.4.
Determine a Scheme (option)
If the parties require more flexibility in the election of S&H Reps, then a scheme may be
considered and agreed on. Schemes are optional.
During the consultative discussions, the parties may agree, for example that they will have a
scheme that allows:
one or more S&H Reps to be elected to represent a group of mobile workers or

specific occupations or workers covered by a particular union, award or agreement;
one or more S&H Reps to be elected to cover more than one workplace or a distinct
unit;
one or more S&H Reps to be elected to cover both a group of workers and more
than one workplace. For example, the parties may agree that a S&H Reps is to
cover all the lecturers who work for the employer at all their workplaces; or
contractors and their employees to be treated as an employee for purposes relating

to S&H Reps. This means that these people can vote in S&H Reps elections and be
nominated for election.
If the additional flexibility provided by a scheme is sought, then it must be discussed as part of the
consultation discussions in addition to other election matters before the election is held.
If the parties agree to have a scheme, they need to:
identify and clearly define the workplaces or group the S&H Reps will represent.
The parties must then:
identify all the workplaces where there are employees who will be
represented by the S&H Rep (s). It should be ensured that every part of the
workplace will have access to a S&H Rep should the need arise;
invite employees from all the identified workplaces to appoint delegates to

consult about the election and take part in the decision making process; and
The parties cannot decide that a S&H Reps will represent employees at a
workplace where employee delegates were not involved in the consultation
process.
31
August 2007
determine whether a contractor and their employees can participate and stand for
election as S&H Reps. From time to time, schemes may be reconsidered to allow
for changes to the workforce;
decide how matters relating to the scheme can be changed after it is set up. Review
may be required at certain times to reflect changed circumstances at the workplace;
consider practical issues in relation to the scheme. These may include:
ensuring the accessibility of elected S&H Reps to the workforce and

developing an understanding that they will be able to visit the workplace(s)
and perform their functions as a safety and health representative; and
the employers obligation, outlined in Part 2.5, to provide facilities and

assistance to S&H Reps to carry out their functions;
agree on future elections before a scheme is finalised, the parties including any
additional delegates must decide whether it will apply to future elections or just the
election about to be held. If it is to apply to future ones, then the parties should also
consider how they could change or review it in the future if needed; and
put the details of the scheme in writing. All agreements relating to a scheme must
be made in writing.
2.2.4.5.
Election
Under Section 31 of the OSH Act:
the conduct of the election must be in accordance with the employer and employee
delegates agreements made during the consultation stage and, if there is one, the
scheme;
there must be a secret ballot; however, one is not required if there is only one
eligible nomination or the number of eligible nominations matches the number of
positions; and
all employees who are represented by a S&H Reps are entitled to vote;
If only one eligible candidate is nominated, or the number of eligible nominations matches the
number of positions for election a ballot need not be held and the candidate (s) shall be deemed to
have been duly elected [Sec 31 (9) of the Act].
2.2.4.6.
Notification of Results
The person conducting the election, in conjunction with the elected S&H Rep must notify the
WorkSafe WA Commissioner and the employer concerned of the results of the election. This is to
be done using Form 3 Notification of election of safety and health representative in Schedule 2 of
the OSH Regulations or the notification form a copy of which can be found at the end of this
section..
2.2.4.7.
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August 2007
Functions of a S&H Reps
The functions of an elected S&H Rep are set out under sec. 23 of the OSH Act and are as follows:
(1)
The functions of a safety and health representative are, in the interests of safety and health
at the workplace for which he or she was elected
(a)
to inspect that workplace or any part of it

(i)
at such times as are agreed with the employer; or
(ii)
where he or she has not inspected the workplace, or that part of it, in the preceding
30 days, at any time upon giving reasonable notice to the employer;
(b)
immediately, in the event of an accident, a dangerous occurrence, or a risk of imminent and

serious injury to, or imminent and serious harm to the health of, any person, to carry out
any appropriate investigation in respect of the matter;
(c)
to keep himself or herself informed as to the safety and health information provided by his
or her employer in accordance with this OSH Act and liaise as necessary with the
department and other Government and private bodies;
(d)
forthwith to report to the employer any hazard or potential hazard to which any person is, or
might be, exposed at the workplace that comes to his or her notice;
(e)
where there is a safety and health committee for the workplace, to refer to it any matters
that he or she thinks should be considered by the committee;
(f)
to consult and cooperate with his or her employer on all matters relating to the safety or
health of persons in the workplace;
(g)
liaise with the employees regarding matters concerning the safety or health of persons in
the workplace.
(2)
A S&H Rep for a workplace has such powers as are necessary for the carrying out of the
safety and health representatives functions under this Part and in particular, but without
limiting the generality of this provision may, where requested to do so by an inspector,
accompany an inspector while the inspector is carrying out, at the workplace, any of the
inspectors functions under this OSH Act.
(3)
A S&H Rep incurs no civil liability arising from his or her performance of, or his or her failure
to perform, any function of a S&H Rep under the OSH Act.
2.2.4.8.
Certain Duties of Employers in Relation to S&H Reps
An Employer has duties towards their S&H Reps under Section 35 of the OSH Act.
These duties include:
i)
providing information to S&H Rep on the hazards at the workplace and the safety
and health of employees;
ii)
where an employee requests it, permitting S&H Reps to be present at any interview
between them and their employer on a S&H matter;
33
August 2007
iii)
consulting S&H Rep on changes that may impact on safety and health;
iv)
notifying S&H Rep about any accidents or dangerous occurrences in the workplace;
v)
providing necessary facilities and assistance so S&H Rep can perform their
functions; and
vi)
permitting S&H Rep attendance at an accredited prescribed S&H Rep training

course and paying the associated costs;
If a scheme has been agreed on, where the S&H Rep is to represent a group of employees, these
obligations also apply in relation to any workplace at which relevant employees work.
2.2.4.9.
Accredited Training
Employers must allow a properly elected S&H Rep to take time off work to attend an accredited
prescribed course of introductory training for safety and health representatives.
Issues to note about S&H Rep attendance at accredited prescribed introductory courses include:
enrolment in training the OSH Regulations S&H Reps to endeavour to attend

an accredited introductory course within the first 12 months of being elected.
However, training should be undertaken as soon as possible after election. Once
elected, a S&H Reps should enrol in a course and attend as soon as possible;
notice to employer about attendance at a course S&H Reps must give at

least 21 days notice to their employer that they wish to attend an accredited
introductory course. Once the employer receives this notice, they must permit the
S&H Reps to take time off work with pay for attendance. A shorter timeframe for
notice may be agreed between the employer and the S&H Reps. An employer who
has been given notice can, after consultation with the S&H Reps and/or the relevant
union, decline to release the S&H Reps to attend the course. However, if this
happens, there is an obligation on the employer to permit attendance at the next
available course the S&H Reps wishes to attend;
choice of course provider S&H Reps should be free to choose, within

reasonable limits, which training course they attend. This choice should be made in
consultation with the employer and any other relevant parties at the workplace, for
example, the safety and health committee or a relevant union;
pay entitlements S&H Reps are entitled to take time off work to attend a course
and be paid at their ordinary rate of pay. This is to be calculated on the time
ordinarily worked and includes such things as regular over award payments for
ordinary hours of work and industry allowances etc. It does not include things such
as overtime payments, when these do not form part of the contract of service, or
camping or car allowances. S&H Reps should not be disadvantaged by virtue of
attending a prescribed training course The legislation makes it clear that nothing in
the regulations excludes an entitlement to additional payments that may be set out
in an agreement or an award;
attendance on rostered days off or other non work time when a S&H Reps
attends an accredited training course on a day that would ordinarily be rostered as a
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August 2007
day off, they are entitled to time in lieu or other recompense for the attendance. No
S&H Reps should be forced to attend a course in their own time; and
travel costs, meals and accommodation while travelling, car and meal
allowances are not paid during the actual time the S&H Reps attends a course, it is
open to the parties to agree on additional payments or arrangements relating to
travel time and costs incurred in getting to and from it. This again reflects the
principle that S&H Reps should not be disadvantaged by their attendance at a
course.
Any issues arising out of arrangements for paid time off work to attend training or perform the S&H
Reps functions, or payments for attendance at a training course in the S&H Reps own time, should
be referred to the OSH Tribunal.
2.2.4.10.
Subsequent Courses for S&H Reps
A S&H Rep and his or her employer may agree that the representative may take additional time
away from work, with or without pay as agreed, in order to attend a post-introductory training
course during their second and subsequent term of election. Consideration should be given to the
nature of the S&H Reps role at the workplace and the benefits of this additional training.
Sometimes it may be desirable to the S&H Rep and their employer for this attendance to occur in
their own time, rather than work time. The OSH Regulations do not currently prescribe a safety
and health representatives entitlement to payment for this and the employer and S&H Rep will
need to agree on appropriate payment.
2.2.4.11.
Provisional Improvement Notice (PIN)
Once a S&H Rep has attended the prescribed training as discussed above they are deemed to be
a qualified safety and health representative. A qualified S&H Rep is empowered under the OSH
Act to issue to a person a PIN. A person may include another employee; if this is the case that
person should notify his or her line manager as soon as possible so that steps can be taken to
resolve the issue.
Prior to issuing a PIN, the qualified S&H Rep must:
be of the opinion that there is a breach of a provision of the

OSH Act or the OSH Regulations; or the a contravention of a provision of the
OSH Act or the OSH Regulations has occurred in circumstances that make it
likely that the breach will continue to be repeated;
identify the relevant section of the OSH Act or OSH Regulations that is being or
has been breached by the person to whom a PIN is issued;
have consulted with the person or the employer or employers representative

who will receive the PIN. This step may provide an opportunity for the alleged
breach to be addressed without the need to issue a PIN; and
have consulted with another S&H Rep (elected for that workplace or elected for
an employee who is at the workplace) if it is reasonably practicable to do so.
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August 2007
Before issuing a PIN a S&H Rep should endeavour to follow the issue resolution procedure and
only issue the PIN as a last resort.
An employer can have a PIN reviewed by WorkSafe WA using the appropriate form, a copy of
which can be found at the end of this section.
A qualified S&H Rep must not misuse their power to issue a PIN. For example, a PIN must not be
issued to harm someone. There must be a legitimate safety and health concern relating to the
workplace or group for a PIN to be issued.
The OSH Act provide for disqualification of a S&H Reps on the grounds that they have done
something, under the legislation, with the intention only of causing harm to their employer or their
commercial or business activities.
2.2.5.
Documents
Election of a Safety and Health Representative

Election Notification Form
Provisional Improvement Notice (PIN) Review Form
36
Election of a Safety and Health Representative3
WorkSafe WA Guidance Note Formal Consultative Processes at the Workplace
August 2007
Election Notification Form
37
August 2007
38
August 2007
NOTE: The person who ran the election must notify the Department and the elected S&H Reps employer of
the outcome. Please use one form per elected S&H Rep and forward completed form to WorkSafe (fax 9321
8973) and a copy to the relevant employer.
39
Provisional Improvement Notice (PIN) Review Form
August 2007
40
August 2007

2.3. Issue Resolution
2.3.
Issue Resolution
2.3.1.
Statement
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August 2007
The following procedure has been developed to assist TAFEWA staff in the resolution of
occupational safety and health (OSH) issues at the workplace in line with the requirements of
section 24 of the Occupational Safety and Health Act 1984 (WA).
2.3.2.
Background
The intent of the OSH Act is that safety and health issues should as far as is practicable be
resolved through communication and consultation at the enterprise level. That is between the
employer, or the employers representative and the employee or the employees representative.
An OSH issue exists where there is a difference of opinion between management and an
employee(s) or employee representatives relating to occupational safety and health in the
workplace
2.3.3.
Authority
2.3.4.
Procedure
2.3.4.1.
Resolution at the workplace
If a staff member identifies, or has been made aware of a safety or health issue he or she must:
In the first instance attempt to resolve the issue if they can.
Report the issue or hazard to their line manager
If attempts to resolve the issue are unsuccessful then he or she should raise the issue with
a safety and health representative (S&H Rep).
The S&H Rep must investigate the issue and endeavour to arrive at a mutually agreed
resolution with the supervisor concerned.
If the issue remains unresolved the S&H Rep should raise the issue with the manager
responsible for the area concerned, and endeavour to arrive at a mutually agreed
resolution.
If the matter remains unresolved it should be referred to the safety and health (S&H)
committee for consideration. However, where a significant issue arises, and a remedy can
not be agreed on and there is a reasonable likelihood of someone being seriously injured, it
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August 2007
may be appropriate to contact the Colleges Managing Director rather than referring the
issue to the S&H committee.
If the committee requires advice in relation to the issue the Chairperson of the committee,
the S&H Rep or manager concerned should contact the Education and Training Shared
Services Centre, Employee Support Bureaus (ESB) Safety Unit. ESB Safety Unit will
provide verbal or written advice and can if requested conduct a site visit to assist with the
resolution of the issue.
In the event the issue remains unresolved and where there is a risk of imminent or serious
harm to the safety and health of a person then the Chairperson of the S&H committee
should report the matter to the Colleges Managing Director.
It is the intention of this procedure that, as far as is practicable, all issues are to be resolved
within the college. However, should the issue remain unresolved then the Chairperson of
the S&H committee or a delegated S&H Rep should notify the Department of Consumer
and Employment Protection WorkSafe WA.
See Document at the end of this section for flow chart of the issue resolution procedure.
2.3.4.2.
The OSH Act requires an inspector from WorkSafe to attend the workplace and take such actions
he or she considers appropriate4. After attending a workplace, an inspector may take one of three
possible actions in accordance with the OSH Act. He or she may:
1. issue an improvement notice specifying the remedial action to be taken by the Department
within a specific time5;
2. issue a prohibition notice if in his or her opinion the activity involved will involve a risk of
imminent and serious injury to, or imminent and serious harm to the health of any person
(once a prohibition notice has been issued, all activities identified by the notice will cease
until the conditions of the notice are complied with)6; or
3. take no action if he or she is of the opinion that no section of the OSH Act has been
breached or there is no risk to the safety and health of staff, students or other persons7.
Should the inspector issue an improvement notice or prohibition notice ESB Safety Unit will provide
such advice and assistance as necessary to assist the college concerned to rectify the situation.
The employer may request a review of an improvement and prohibition notice using the
appropriate form. Copies of which can be found at the end of this section.
4
5
6
7
Occupational Safety and Health Act 1984 (WA) sec. 25

Occupational Safety and Health Act 1984 (WA) sec. 25(2)(b)
2.3.4.3.
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August 2007
Refusal to Work
Nothing in this procedure contravenes and employees right to refuse to work as stipulated in the
OSH Act. If an employee considers that there are reasonable grounds to believe that to continue
work would result in exposure to a risk of imminent and serious injury or imminent and serious
harm to his or her health, the employee is entitled to refuse to work 8. Should an employee take
such action the employee must notify the employer and, if one exists, the S&H Rep9.
In the event of this action being taken, the manager concerned will endeavour to provide the
employee with reasonable alternative work, until the issue is resolved in accordance with this
procedure.
2.3.4.4.
Issuing of a Provisional Improvement Notice (PIN) by a Safety and Health

Representative
Nothing in this procedure prevents a Qualified S&H Rep10 from, and after following the
requirements as set out in Section 51AB, AC, AD, AE and AF of the OSH Act, from issuing a PIN.
Should a Qualified S&H Rep issue a PIN a copy of the PIN is to be forwarded to ESB Safety Unit
(fax number 9264 8463), ), who will provide such advice and assistance as is necessary to assist
the college / individual concerned to rectify the situation.
Failure to comply with a PIN within the given time is an offence under OSH legislation. However,
before the PIN expires, a request may be lodged with WorkSafe to review the PIN, using the
relevant form as stipulated in the OSH Regulations reg. 2.8.
2.3.4.5.
Duty to Inform Employees Who Report a Hazard or Injury
Should an employee report:
any situation at the workplace that the employee has reason to believe could constitute a
hazard to any person that the employee cannot correct (a safety issue); or
any injury or harm to health which he or she is aware that arises in the course of, or in
connection with, his or her work.
An employer has a duty to, within a reasonable time after receiving such a report to:
investigate the matter that has been reported and determine the actions, if any, that the
employer intends to take in respect of the matter; and
notify the employee of the determination so made.
2.3.5.
Documents
Issue Resolution Procedure

8
Occupational Safety and Health Act 1984 (WA) sec. 26(1)

Occupational Safety and Health Act 1984 (WA) sec.26(2)
10
Occupational Safety and Health Act 1984 (WA) sec.51AB
9
February 2008
Reference of Improvement Notice for Review

Reference of Prohibition Notice for Review
Issue Resolution Procedure
February 2008
February 2008
Reference of Improvement Notice for Review
Reference of Prohibition Notice for Review
47
August 2007
48
August 2007
TAFEWA
Manual
Section 3: OSH Management Process
49
August 2007
50
August 2007

3.1.
Incident Investigation
3.1.
Incident Investigation
3.1.1.
Statement
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August 2007
An incident is an unplanned event that may or may no result in injury, damage or loss. TAFEWA
acknowledges that accident reporting, investigation and recording are essential components in the
management of occupational safety and health.
The purpose of an incident investigation is to identify the causation factors that culminated in the
incident. By identifying these factors systems can be put in place to reduce the likelihood of similar
occurrences in the future.
3.1.2.
Background
An incident can be defined as an unplanned event which may or may not result in injury, damage
or loss. It is important to understand that the difference between an incident which results in a
fatality and one that does not can be as little as a few centimetres in space or a fraction of a
second in time. It is therefore imperative that all incidents are reported and investigated.
An incident investigation should seek to identify the factors that resulted in it and not to apportion
blame. They occur within a work system comprising the following five broad elements:
People;
Environment;
Procedures;
Machinery; and
Materials
An incident investigation should seek to identify the sequence of events which should have taken
place and compare them to those that occurred which resulted in the accident.
An employer has a duty to provide and maintain a workplace, plant and systems of work such that,
so far as practicable, the employees are not exposed to hazards. It is therefore imperative that
when investigating an incident that the work system is investigated and that the investigation is not
narrowly focused on one element of the system.
3.1.3.
Authority

Occupational Safety and Health Regulations 1996 (WA)
3.1.4.
Guideline
3.1.4.1.
Reporting
All incidents sustained by college employees in the course of their employment must be reported to
their immediate supervisor. An incident notification form (see documents at the end of this section)
must be completed and submitted for input into Empower HR.
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August 2007
The College is required under the OSH Act and associated OSH Regulations to report certain
cases of injury or disease affecting employees to the WorkSafe Western Australia Commissioner.
Notifiable injuries under reg. 2.4 are as follows:
(a)
a fracture of the skull, spine or pelvis;
(b)
a fracture of any bone

(i)
in the arm, other than in the wrists or hand;
(ii)
in the leg, other than a bone in the ankle or foot;
(c)
an amputation of an arm, a hand, finger, finger joint, leg, foot, toe or toe joint;
(d)
the loss of sight of an eye; and
(e)
any injury other than an injury of a kind referred to in paragraphs (a) to (d) which, in
the opinion of a medical practitioner, is likely to prevent the employee from being
able to work within 10 days of the day on which the injury occurred.
Notification should be made using Form 1 in Schedule 2 of the OSH Regulations and faxed
through to WorkSafe WA.
Notifiable diseases under the OSH Act pertain to certain work situations are as follows:
1. Infectious diseases:
Tuberculosis, viral hepatitis, legionnaires disease, HIV,
Work -
Work involving exposure to, human blood products, body secretions, excretions or
other material which may be a source of infection
2. Occupational zoonoses:
Q fever, Anthrax, Leptospiroses, Brucellosis
Work
Work involving the handling of or contact with animals, animal hides, skins, wool,
hair, carcasses or animal waste products
Notification should be made using Form 2 in Schedule 2 of the OSH Regulations and faxed
through to WorkSafe WA.
3.1.4.2.
Investigation
An investigation should always be conducted as soon as possible after the event by the immediate
supervisor and the Safety and Health Representative. Depending on how serious the incident is
specialist OSH advice may be required in which case supervisors should contact College OSH
staff, if any or the Safety Unit at ETSSC for further advice.
Steps should be taken to ensure that the incident scene is not disturbed until after the internal or
external (WorkSafe WA etc.) investigation has had a chance to gather any physical evidence.
As previously stated the investigation seeks to identify the factors that culminated in the incident.
Therefore information should be gathered in relation to the events prior to and at the time the
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August 2007
incident occurred. This information should then be compared with what should have happened in
order to identify the causative factors so that systems can be put in place to prevent similar
occurrences.
The investigation should attempt to answer the following questions:
Who was involved?

What happened and what were the contributing factors?
When did it happen?
Where did it happen?
Why did it happen
How might a similar accident be prevented in the future?
3.1.4.3.
Investigation Team
After an incident occurs an investigation should be completed within 10 working days of the
incident date.
The composition of an investigation team will depend on the level of incident being investigated.
For lower severity incidents the investigation team may only include a Safety and Health
Representative (S&H Rep) from the area concerned and the involved person(s). For higher
severity incidents a larger team may be composed of a (S&H Rep), involved person(s), witnesses,
line manager and campus manager. Higher severity incidents may require other speciality advice
either internal or external to the campus on a as need be basis.
A college investigation should be conducted regardless of any external investigations being
undertaken by external agencies such as WorkSafe WA.
3.1.4.4.
Completing a Timeline of the Accident
During an investigation into an incident a timeline using the template attached in 3.6.5. Documents
should be completed.
Pre-event should outline the sequence of events leading up to the time of the incident.
Event should outline the sequence of events that occurred during the actual incident.
Post-event should outline the sequence of events which happened immediately after the incident
occurred.
An example of a completed timeline is inserted below.
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August 2007
3.1.4.5.
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August 2007
Completing an Investigation Table
By using the investigation table, template listed in 3.1.5. Documents, will allow the investigation to
take on a structure that supports the notion that the focus is on the occupational safety and health
management system instead of the individual.
The investigation table should be completed from the incident details column across to the
organisational factors column, right to left in the template. This is done so that when reading a
completed investigation the priority lies with the organisational factors rather than the focus being
at an individual level.
The investigation table template is intended to be used so that every column connects to one
another indicating the various levels within the Occupational Safety and Health management
system that has failed resulting in the incident. Therefore every absent or failed defence must
connect to an individual / team action. The individual / team action must connect to an
environmental condition. The environmental condition must connect to an organisational factor.
Incident Details require the investigator to write a brief description of the incident in this column.
Absent or Failed Defences refers to control measures that were in place at the time of the incident
but failed to prevent an incident from occurring. Examples of Absent or Failed Defences includes;
an alarm failed to trigger to indicate a problem, a fault was not picked up in the maintenance
program.
Individual / Team Actions refers to behaviours by the involved person(s) that directly contributed to
the incident. Examples of Individual / Team Actions include; not wearing supplied personal
protective equipment, non-compliance to procedures and so on.
Environmental Conditions refers to the surroundings which contributed to the incident at the time of
occurrence. Examples of Environmental Conditions include; unstable surfaces, room size etc.
Organisational Factors refers to system failures that allowed the incident to occur. Examples of
Organisational Factors include; high level risk assessments not conducted; failure to consult with
employees prior to change.
From the Organisational Factors corrective actions can be drawn and placed into the corrective
action template at the bottom of the investigation table.
An example of a completed investigation table is inserted below.
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57
August 2007
3.1.4.3.
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August 2007
Recording
TAFEWA will maintain records of any investigations conducted into any accidents within Empower
HR. Within Incident Recording of the Empower HR OSH section there is a function that will allow
you to place a link to documents on the shared drive via the Media button. This button does not
allow documents to be held within Empower HR but will direct you to the folder which contains any
investigation completed on incidents with a risk ranking of Moderate or above.
3.1.4.4.
Legal Liability
It should be noted that the College does not accept financial liability for accidents to students
except where legal liability arising from defects in college buildings, equipment or grounds, or from
negligence on the part of the College or College employee has been proved. Students should be
encouraged to take out their own private accident insurance policies.
Since legal action is always possible by or on behalf of a student, staff are instructed not to give
any statements or answer any questions or even discuss such occurrences at all with any
representative of a legal firm.
The decision to admit or deny liability is the sole prerogative of the Colleges insurer, the State
Government Insurance Commission. Any comment or action by the College or its employees
which compromises the position of the Insurer can jeopardise the Colleges insurance cover.
3.1.5
Documents
Notification of Injury Form Form 1

Notification of Disease Form Form 2
TAFEWA Incident Report Form
Investigation Table
Notification of Injury Form
59
August 2007
60
August 2007
Notification of Disease Form
61
August 2007
62
August 2007
63
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64
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INVESTIGATION TABLE
65
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CORRECTIVE ACTIONS
66
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67
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68
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3.2.
Isolation
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August 2007
3.2 Isolation
3.2.1 Statement
TAFEWA is committed to protecting staff, students, visitors and contractors from the risks
presented by energy associated with plant.
Energy is defined by the Occupational Safety and Health Regulations 1996 (WA) as anything with
the capacity for doing work and includes springs under tension or compression, accumulators,
capacitors and other energy storing devices.
3.2.2 Background
Exposure to unwanted energy during inspection, repair, maintenance, alteration or cleaning of
plant may result in injury, damage or loss. It is therefore imperative that a system is implemented
to minimise the risks associated with these activities. To achieve this TAFEWA will ensure that an
authorized person is identified to carry out such tasks as described below:
For the context of the below extract of the Occupational Safety and Health Regulations, 1996,
section 4.37A (4) an authorised person is a person deemed competent and authorised by the
College.
The Occupational Safety and Health Regulations, 1996, section 4.37A (4) states; An authorised
person must, if it is practicable to do so, stop the plant and ensure that
(a) all energy sources are de-energized, and isolated using an isolation device and locked-out
using a lock-out device;
(b) an out of service tag is fixed to the plant and danger tags are fixed at the energy sources
and the operating controls of the plant;
(c) the measures taken in paragraph (a) are tested to ensure that the plant cannot be
energized inadvertently;
(d) anything to be carried out under regulation 4.37 (1)(b) or (c) [see below for extended
content of regulations] is not carried out before the tests are carried; and
(e) after anything to be carried out under regulation 4.37 (1) (b) or (c) is carried out, the plant is
returned to operational status.
4.37(1)(a) as mentioned above reads as; that plant at the workplace is subject to appropriate
checks, tests and inspections necessary to reduce the risk of injury or harm occurring to a person
at the workplace.
4.37 (1)(b) as mentioned above reads as; that inspection, repair, maintenance, alteration and
cleaning of the plant at the workplace is carried out having regard to procedures recommended by
the designer or manufacturer or, if those recommendations are not available, procedures
developed by a competent person.
4.37 (1)(c) as mentioned above reads as; where the function or condition of plant at the workplace
is impaired to the extent that it presents an immediate risk to safety or health, that the plant is
withdrawn from use until the plant is assessed and repaired.
For the purpose of this section plant is described as any machinery, equipment, appliance,
implement, or tool and any component or fitting thereof or accessory thereto.11
11
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August 2007
3.2.3 Authority
Vocational Education and Training Act 1996 (WA)
Code of Practice Occupational Safety and Health in the Western Australian Public Sector
Premiers Circular 2007/12
3.2.4 Guideline
3.2.4.1
Appointing Authorised Persons
For the context of this isolation guideline an authorised person is an employee deemed competent
by the College.
3.2.4.2
Out of Service Tags
Out of Service Tags are designed to identify unsafe or faulty plant.

When using an Out of Service tag a detailed explanation as to why the equipment is out of service
must be written on the tag. The tag is then attached to the isolation point. If the equipment does
not have an isolation point the Out of Service tag shall be placed in a clearly visible location.
While an Out of Service tag does not provide any personal protection it shall be considered a
serious matter if equipment is used whilst an Out of Service tag is in place.
All persons on campus shall be entitled to place an Out of Service tag on equipment they believe
to be faulty. Only a designated authorised person is able to remove an Out of Service tag which
shall be destroyed once removed.
An image of the Out of Service tag can be seen in 1.5 Documents.
3.2.4.3
Danger Tags and Locks
Danger Tags and Locks are designed to give protection where there is a risk of injury from the
operation or movement of plant and or a release of energy. Danger Tag and Lock must be placed
on the isolation point by an authorised person.
A Danger Tag and Lock shall be used when a person is maintaining, repairing or carrying out work
where there is a risk of injury from the equipment moving.
When isolating a piece of equipment using a Danger Tag and Lock the authorised person is
required to confirm the isolation by bleeding any valves that contain energy and testing the
equipment for electrical flow by trying to turn on the equipment.
The lock used when applying a Danger Tag and Lock shall be a designated isolation lock with only
one key. The key shall be held by the person who applied the Danger Tag and Lock.
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Danger tags and locks may only be removed by the person who placed the tag or lock on the plant,
or under extreme circumstances by the Campus or Facilities Manager in consultation with a Safety
and Health Representative.
All Danger Tags shall be destroyed after use.
An image of a Danger Tag can be seen in 1.5 Documents.
3.2.4.3
Inductions
The isolation procedure shall be included as a part of either College level or Campus level
inductions.
The induction should include images of the Out of Service Tag, Danger Tag and lock and the
requirements of this policy. It should include where staff are able to access Out of Service Tags.
3.3
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August 2007
Documents
12
13
12
13
Blackwoods Product Catalogue, 2006

Blackwoods Product Catalogue, 2006.
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August 2007

3.3.
Job Safety Analysis
3.3.
Job Safety Analysis
3.3.1.
Statement
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August 2007
TAFEWA is committed to reducing the number of workplace injuries, as a measure of identifying

hazards in work activity TAFEWA requires personnel to complete a job safety analysis work plan in
accordance with the following document.
3.3.2.
Background
A Job Safety Analysis (JSA) is a method that can be used to identify, analyse and record the steps
involved in performing a specific job, the existing or potential safety and health hazards associated
with each step, and the recommended action(s)/procedure(s) that will eliminate or reduce these
hazards and the risk of a workplace injury or illness.
A JSA should be carried out for any work activity whether scheduled or unscheduled where:
1.
Tasks have a history of, or potential for, injury, near miss or loss related incidents.
2.
Safety is critical to the tasks (eg. fire, explosion, chemical spill and creation of toxic or
oxygen deficient atmosphere).
3.
Tasks are carried out in new environments.
4.
Jobs have changed.
5.
Tasks have been rarely performed or where new people are performing the task.
6.
Tasks where workplace application or environmental conditions have or may change.
7.
Tasks performed under Permit to Work conditions.
8.
Tasks may impact on the integrity or output of a processing system.
There are 8 simple steps for completing a Work Plan and conducting a JSA and these are
described below.
3.3.3.
Authority
3.3.4.
Procedure
1. Conduct a desktop planning session (see Work Plan template below)

A Work Plan is always necessary, to have the scope of the work identified, articulated and
broken down into stages so that a JSA can be applied to each separate task. A Work Plan
should be completed as part of initial planning for the job. Local area Managers should conduct
a desktop planning exercise which includes;
Description of job
75
August 2007
Tasks
Staff requirements
Plant & equipment to be used
Chemicals & materials to be used
Known hazards
Personal protective equipment to be used
The local area Manager should consult with staff involved in the job and designated Safety and
Health Representative (S&H Rep) during the desktop exercise.
2.
Identify job / task that requires a JSA to be conducted

Review the scope of the job and work plan, if one exists, with staff assigned to the job and / or
tasks and the designated S&H Rep (s). If there is no Work Plan the local area Manager should
return to Step 1 before proceeding with this step.
Before examining any new / existing job for potential hazards, Managers should define the job
as a sequential series of tasks or steps, ensuring that the process does not result in either
excessive or insufficient detail. (See JSA Worksheet)
3. Identify and record each step necessary to accomplish the task. Use an action verb
(i.e. pick up, turn on) to describe each step.
List all with staff assigned to the job and / or tasks and the designated S&H Rep (s).
Some tasks might not be done each time - checking the casters on a trolley, greasing the
bearings for example. However, that task is part of the job as a whole and should be listed and
analysed.
4. Identify all actual or potential safety and health hazards associated with each task.
5. Analyse each step
The complete identification of hazards in each task procedure of the JSA is crucial. Some
hazards are inherent in the work process, such as mechanical hazards, noise, or the toxic
properties of substances. Other hazards result from equipment or machine failures and misuse,
control or power system failures, chemical spills, and structural failures.
Next to each task, identify potential hazards and / or what part of the task may cause injury to
those engaged in the task or others in the vicinity eg; housekeeping arrangements, human
factors, eg. competency, training, fitness and fatigue, grinding, cutting, heating & welding
operations, mobile plant, operation and movement, excavations, holes & floor openings etc.
Consider the following during this process:
i. Is the step necessary? If not, remove it.
ii. Does the environment in which the job is undertaken present a hazard? (ie. Floor slippery,
uneven, too
76
August 2007
cold or hot, lighting, vapours, radiation etc.)

iii. Do the materials being used present a hazard? (i.e. chemicals, tools, machinery)
iv. Does the person involved present a risk? (i.e. adequate training, following safe work
practices, etc.)
v. Are management procedures adequate? (i.e. sufficient time allowed, documented safe
work practices available, etc.)
6. Determine and record the recommended action(s) or procedure(s) for performing
each step that will eliminate or reduce the hazard (Using the hierarch of hazard
controls).
Eliminate if at all possible can the risk / hazard be eliminated

Substitution can a hazardous process or substance be replaced by a less hazardous
process or substance
Isolation can the hazardous process or substance be isolated from the worker, or can the
worker be isolated from the hazardous process or substance
Engineering control If the hazard cannot be eliminated, substituted or isolated can an
engineering control be put in place to reduce the risk, i.e. barriers, extraction fans and so.
Administrative control can an administrative control such as reduced exposure through
job rotation be used.
Personal Protective Equipment should be considered only when other control options are
not practicable or to increase protection.
List recommended safe operating procedures on the form, and also list required or
recommended personal protective equipment for each step of the job, if required.
Be specific. Say exactly what needs to be done to correct the hazard, such as lift using your
leg muscles. Avoid general statements like be careful
Give a recommended action or procedure to every hazard.
If the hazard is a serious one, it should be corrected immediately. The JSA should then be
changed to reflect the new conditions.
7.
Identify Person (s) Responsible for Implementing Changes
The development and implementation of the JSA requires integrated effort and shared
responsibilities. Successful application of the process to ensure safe performance of assigned
work will occur when supervisors, S&H Rep, and individuals share responsibility.
8.
Monitor and Review
Make sure the job is supervised and monitored to ensure the documented process is being
followed. The documentation should be reviewed whenever a documented job changes or when
there is a change of staff or after an appropriate length of time.
3.3.5.
Documents
Work Template
Job Safety Analysis Worksheet
Work Plan Template
77
August 2007
78
August 2007
Job Safety Analysis Worksheet
79
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Page 80

3.4. OSH in Government Procurement
Page 81
3.4.
OSH in Government Procurement
3.4.1.
Statement
TAFEWA is committed to providing and maintaining healthy and safe working environments for all
staff, clients and visitors and to maximise opportunities for continuous improvement in safety
performance. A part of this commitment is to ensure all procurement takes into account
occupational safety and health considerations.
3.4.2.
Background
The Commonwealth Procurement Guidelines define procurement as the whole process of

acquiring property and services. It begins when an agency has identified a need and decided on its
procurement requirement. Procurement continues through the processes of risk assessment,
seeking and evaluating alternative solutions, contract award, delivery of and payment for property
or services and, where relevant, the ongoing management of a contract and consideration of
options related to the contract. An integral part of the procurement cycle is the ongoing monitoring
and assessment of the procurement, including the property or services procured and the tasks
related to procurement.14
An emphasis on OSH is important in the procurement process as it encourages potential suppliers
to understand their obligations and requirements in providing their service or product. By having a
specific government procurement process it allows advancement towards achieving improvement
in workplace incidents.
3.4.3.
Authority

Guidance on Occupational Health and Safety in Government Procurement 2006
3.4.4.
Guideline
3.4.4.1.
Planning Procurement
By planning prior to procurement the efficiency and effectiveness of the process can be greatly
improved. When starting the process, consider the following factors;
Identify potential users and consult with their users as to their requirements for the product
Specific requirements to meet the identified need for a product
The need for suppliers either to be pre-qualified or have a certified OSH management
system
Complete a risk assessment for the whole-of-life plan including a separate one should the
works extend beyond the designated period
Integrate risk identification to ensure no new hazards are posed by the procurement
14
Commonwealth Procurement Guideline January 2005
Page 82
Document 1 in the document section is generic checklist that may have to be adapted to suit the
type of procurement:15
3.4.4.2.
Approaching the Market
Due to the broad nature of procurement, there is no definitive process that meets all situations.
Government procurement policies require the method chosen to be assessed on its merits and
represent value for money. Therefore the process can be categorised into; simple, involved and
complex.16
Simple processes include most purchases against standing offers and low value off the shelf items.
Procurement at this level is generally routine and only requires a basic decision on simple
processes.17
Involved includes many services and higher valued purchases. Procurement in this category
needs a more extensive understanding of the open and effective competition concept and
requires more formal procurement processes.18
Complex processes refer to large consultancies with capital equipment and a requirement to
establish standing offers. When working at this level of procurement there is an expectation that
open and effective competition is applied.19
3.4.4.3.
Tender and Contract Specifications
By going through procurement in the tender process as detailed above, departments need to be
sure that OSH risks are adequately identified and managed during the process. This will give sites
the reassurance that any potential suppliers have a sound understanding of the OSH and technical
issues associated with the procurement.
The detailed processes will also allow the sites to make a more informed choice, with the most
suitable supplier able to be selected so that the product of service being procured will arrive in a
complete and integrally competent manner and will not increase the risk to persons involved with
the procurement.
3.4.4.4.
Minimum Requirements
Below is an explanation and diagram of the minimum requirements associated with high, medium
and low risk contracts.
High Risk Contracts
High risk contracts require a safety and health management plan to be completed prior to work
beginning that covers specific issues and risks relevant to the contract. The safety and health
management plan should manage the risks and detail safe work procedures and risk
assessments.20
15
Guidance on Occupational Health and Safety in Government Procurement 2006 Section 1

17
18
19
20
16
Page 83
Medium Risk Contracts

Medium risk contracts require safe work procedures and risk assessments to be completed
competently prior to the commencement of work as a minimum. Some works will require a safety
and health management plan to be completed depending on the work being carried out.21
Low Risk Contracts
Low risk contracts require risk assessments on the identified areas of potential risk to be
completed prior to the commencement of work or the equipment installation.22
3.4.4.5.
Preparing a Tender for Evaluation Plan
When preparing a tender for an evaluation plan it should detail the conditions for participation. The
conditions for participation are basic requirements that potential suppliers must be able to
demonstrate compliance against.
The OSH and safe design risks that were identified during the initial stages of procurement should
be included in the conditions for participation and must be met for the tender to be considered in
further stages.
3.4.4.6.
Evaluating Submissions
When evaluating submissions the appropriate personnel are required to assess the submissions
using the conditions for participation and the request documentation requirements. When
evaluating the sites should review (where applicable);
21

23
22
Page 84
The tenderers safety and health management system including safe work practices,
training/competency records, policies, procedures and sub-contractor management.
Verify the safety and health management system in practice which may include audits,
inspections, third party certification, incident records.
Assess the safety performance of the tenderer which may include any infringements and /
or improvement notices.
Hold a pre-award meeting to confirm the tenderers understanding of the contracts OSH
requirements and the specific risks that are presented within the contract.
3.4.4.7.
Contract Negotiation and Award
The safety and health considerations when awarding a contract will depend highly on the type of
contract, however some actions may include;
Establish a shared understanding of the occupational safety and health risks associated
with the contract.
Provide the supplier with information regarding the identified hazards which the supplier
may be exposed to.
Together with the supplier review the safety and health management plan, safe work
procedures and the communication chancels for incident reporting and safety meetings.
Provide templates for risk assessments and procedures as well as any other available
documentation when determined it is required.
3.4.4.8.
Contract Management
By monitoring the contractors you will be able to ensure they are complying with;

Appropriate Australian Standards and Codes of Practice
The requirements stipulated in the contract
Contract specific OSH requirements in the safety and health management plan and risk
assessments.
The level of monitoring required will depend upon;24
The type of hazard and the level of risk

The nature and complexity of the work to be carried out
The level of control that is outlined in the contract
The length of the contract
The size of the organisation and the allocation of resources
The safety and health management system
The number of areas / workplaces that the contract will be performed
The number of subcontractors
The communication and reporting process that is in place for the duration of the contract
In special circumstances there may need to be a higher level of monitoring such as;25
OSH systems and procedures are in place and being used
24
25

Page 85
Conformance to risk assessment control measures

If the contract involves interaction with several sub-contractors monitor the interaction
between the parties and their adherence to the OSH systems and procedures
Complete a new or separate risk assessment when introducing new plant, equipment or
work practices.
3.4.4.9.
Complex and / or Medium to High Risk Contracts
As complex and medium to high risk contracts generally contain a higher level of risk, a higher
level of monitoring is required. Some actions that may be required include;26
Induction and training of suppliers and their employees on commencement of contract
Check the validity of the license and permits that may be required to complete the task
Inspect plant and/or equipment being used
Conduct audits on the safety and health management system
Provide advice to suppliers on risks
Feedback on non compliances
Hold project management / contract review meetings with suppliers and sub contractors
attending
Review the incident records and monthly reports
3.4.4.10.
Job Completion
At the termination of the contract the site should ensure;
All occupational safety and health issues have been dealt with
There are no outstanding non conformances or corrective actions
The tasks have all been completed
OHS issues that may arise after handover have been identified and documented
Employees who may require new training have been identified and there is a documented
plan as to when the training will be completed27
3.4.4.11.
Transition
The termination of the contract should involve the following matters prior to hand over of the asset
from the supplier to the site;
Maintenance and service commitments from the supplier should be documented
Maintenance manuals should be handed over from supplier to site
Structural plans or drawings should be handed over from supplier to site
The site should have created a transition plan that will identify the need for a risk assessment to be
completed should two operations be run parallel to one another until one is decommissioned. Both
the transition plan and risk assessment should identify the need to keep accurate records and
retain the documentation.
26
27

Page 86
3.4.4.12.
Contract Evaluation
On the completion of a contract there should be a review of the safety performance by that
supplier. The evaluation should include;
OSH procedure and plans adequately reflected the workplace and were adhered too
OSH matters were reported
Evaluate the incident/accident reporting
Workers compensation data
Effectiveness of the consultation process
Feedback from appropriate personnel
OSH and safe design lessons documented
Attached in the Document and Form section is a generic evaluation form that may be used at the
completion of the job task.28
3.4.5
Documents
Procurement Checklist
28
Guidance on Occupational Health and Safety in Government Procurement 2006 Appendix 12
Page 87
Procurement Checklist
Page 88
Page 89
Page 90
Generic evaluation form
Page 91

3.5. Occupational Safety and Health
Risk Management
Page 92
3.5.
Occupational Safety and Health Risk Management
3.5.1.
Statement
To assist in complying with the requirements of the Occupational Safety and Health Act 1984 (WA)
and regulations TAFEWA acknowledges the importance of managing the risks associated with
hazards within the workplace. TAFEWA is committed to as far as is reasonably practicable,
reducing the level of risk to which staff, clients and visitors are exposed.
All TAFEWA staff are required to incorporate risk management into their planning and work related
activities.
3.5.2.
Background
Risk is defined as the chance of something happening that will have an impact on objectives.
(Australian/New Zealand Standard 4360:2004)
Minimising risk and managing it is an integral part of good management practice to protect
organisations and individuals from unpleasant surprises!
Risk management is the systematic application of management policies, procedures and practices
to the tasks of identifying, analysing, assessing, treating and monitoring risk.
Risk management involves the identification, evaluation, measurement, treatment and continuous
monitoring of the broad range of risks associated with any activity. Good risk management will
enable TAFEWA personnel to have confidence that they have taken all reasonable and practical
steps to ensure that any unwanted or unforseen events have been recognised, and action plans
are in place to minimise the disruption to the environment in which they work.
Risk management is an efficient, cost effective management technique for reducing incidents,
claims, wastage and loss. Effective risk management enhances innovation by enabling considered
risk taking. Risk management enables strategies for proactive management in emergencies and
improved cost efficiencies and accountability. Good risk management ensures the protection,
safety and health of TAFEWAs greatest assets - our students and staff, as well as corporate
assets, liability and reputation. Whilst it is not possible to solve or eliminate all risks, good risk
managers look for reasonable and practical solutions to treat and minimise risks. Risk
management becomes second nature when incorporated into the culture of the organisation.
The process outlined in the guidelines is the recommended process for TAFEWA to follow when
identifying, analysing and treating OSH risk within the workplace.
3.5.2.
Authority

AS/NZS 4360:2004 Risk Management
3.5.3
Guidelines
The following provides guidelines for a formal, systematic and logical process to help TAFEWA
Colleges to assess and treat present and future risk through:
Page 93
Identifying, assessing and analysing risks;

formulating strategies to minimise, control, manage and treat the risk; and
developing processes to continuously monitor and review the risks.
The procedures advocated in this document embody the principles outlined in the Australian and
New Zealand Risk Management Standards AS/NZS 4360:2004, however they have been tailored
to be more meaningful to TAFEWA.
3.5.3.1
Overview of the Risk Management Process
An overview of the risk management as process can be seen below:
Establish the Context

Risk Assessment
Identify the Risks
Analyse the Risks
Evaluate the Risks
Treat the Risks

M
Co
on
m
ito
m
r
unRisk Management Process29
Fig. 1.
an
ica
d
te
Re
an
vie
d
w
Co
3.5.3.2.
Communication
and
Consultation
ns
ult
Communication and consultation are important considerations at each step within the risk
management process, as well as meeting the intent of the OSH Act. Risk management is not just a
technical task but, rather, actions and decisions that take place in a social context. Communication
and consultation are integral to the risk management process.
Appropriate communication and consultation seeks to:
29
A/NZS 4360:2004 Risk Management
Page 94
improve peoples understanding of risks and the risk management process;

ensure that the varied views of stakeholders are considered; and
ensure that all participants are aware of their roles and responsibilities. (A/NZS 4360:2004)
3.5.3.3.
Establish the context
Establishes the basic parameters within which risks must be managed, in addition it sets the scope
for the rest of the risk management process.
3.5.3.4.
Risk Assessment
The risk assessment process comprises of three elements:

1. Identify the risk / hazard
2. Analyse the risk
3. Evaluate the risk
1.
Identify the Risk / Hazard
For the purpose of this document risks or hazards can be identified in a number of ways including,
but not limited to:
2.
Workplace inspections
In-house and Independent audits
Job Safety Analysis
Hazard reports from employees
As the result of accident / incident investigations
Workers compensation data
Material Safety Data Sheets of chemicals used within the workplace
Specialist and expert judgement
Relevant published literature
Analyse the Risk
Risk analysis is about understanding the level of, and nature of, the risk. It provides an input to
decisions on whether risks need to be treated and the most appropriate treatment strategy.
Risk is measured in terms of likelihood and consequence. Risk analysis involves consideration of
the sources of the risk, their consequences and the likelihood that those consequences will be
realised.
The risk is analysed by combining estimates of consequence and likelihood in the context of
existing control measures, if any. To facilitate this analysis the following Qualitative tables are to be
used:
Page 95
Table 1Determining the likelihood30

Level
Descriptor
A
B
C
D
E
Description
Almost Certain
Likely
Possible
Unlikely
Rare
Is expected to occur in most circumstances

Will probably occur in most circumstances
Might occur at some time
Could occur at some time
May occur only in exceptional circumstances
Table 2Determining the Consequence31

Level
Descriptor
Description
1
2
Low
Minor
Moderate
Extreme
Catastrophic
No Injury, low financial loss

First aid treatment, on-site release
immediately contained, medium financial
loss
Medical treatment required, on-site release
contained with outside assistance, high
financial loss
Extensive injuries, loss of production
capability, off-site release with no detrimental
effect, major financial loss
Death, toxic release off-site with detrimental
effects, huge financial loss
Table 3Qualitative risk analysis matrix level of risk32
Legend
E
Min
Extreme risk; immediate

action required
Minor risk; management
responsibility must be
specified
30
Mod
L
Moderate risk; senior

management attention needed
Low risk; manage by routine
procedures
Adapted from A/NZ Standard 4360:2004 Risk Management

32
31
Page 96
Evaluate the Risk
The purpose of risk evaluation is to make decisions, drawing on the outcomes of the risk analysis
conducted previously. It is about identifying which risks need treatment and establishing treatment
priorities.
3.5.3.5.
Risk Treatment
Risk treatment involves identifying the range of options available for treating the risk. TAFEWA
acknowledges its responsibilities under regulation 3.1 (c) of the OSH Regulations which requires
means by which risk may be reduced to be considered. The use of the hierarchy of hazard
controls should be used in determining what methods are required in controlling the risk. The
hierarch of controls is as follows:
Eliminate if at all possible can the risk / hazard be eliminated

Substitution can a hazardous process or substance be replaced by a less hazardous
process or substance
Isolation can the hazardous process or substance be isolated from the worker, or can the
worker be isolated from the hazardous process or substance
Engineering control can an engineering control be put in place to reduce the risk, i.e.
barriers, extraction fans and so.
Administrative control can an administrative control such as reduced exposure through
job rotation be used.
If the risk can not be eliminated it is recommended that a combination of the lower level treatment
options be used in reducing the risk to as low a level as is reasonably practicable.
3.5.3.6.
Monitor and Review
Few risks remain static and it is therefore essential to continually monitor and review the work
environment to ensure the safety and health of all staff, clients and visitors. It is also important to
monitor the workplace to ensure any treatment options implemented do not have an adverse effect
on other areas within the working environment.
Page 97
3.5.4.
Documents
USING THE RISK ASSESSMENT TEMPLATE
A risk assessment is a method of assessment that can be used to identify, evaluate and record the
risks associated with performing a specific job, the existing or potential safety and health hazards
associated with the job and recommended control measures that will reduce or eliminate the
hazards.
Filling out the risk assessment template;
Description of risk assessment is where you write a description of the situation/task you
are assessing.
College refers to the College completing the risk assessment.
Date is the date the risk assessment was completed.
Department is the department that is affected by the proposed changes.
Leader refers to the person assessing the impact of the changes.
Work Phone Number and Mobile Number should be those of the Risk Assessment
Leader.
Business Unit Manager should be left blank and filled in by the Business Unit Manager
once the risk assessment is completed and handed over to the Business Unit Manager
involved in the process of deciding if the change will progress.
OSH Coordinator / HR Manager refers to the person at a College level who has an OSH
function, similarly to the Business Unit Manger section this is to be filled in only once the
person with the OSH function has been received and approved the risk assessment as
being completed competently.
Exemption conditions / Not approved reasons is the area where Management sign off on
either accepting or rejecting the assessment and the reasons why that conclusion was
reached. These reasons should be fed back to those involved in the risk assessment
process.
Risk Assessment Team is the area where you capture those who took part in the risk
assessment and the position within the College they occupy.
Completing the risk assessment;
Hazard refers to anything involved in the situation that has a potential to cause harm or
injury, each hazard should be assessed individually and risk ranked accordingly.
Current Controls refers to the way the College is currently managing any exposure to the
hazard listed.
Risk assessment is where you rank the risk associated with the hazard by assessing the
Likelihood and Consequence as demonstrated in the matrices on page 4 of this
document. Once you have worked out the Likelihood and the Consequence you can then
work out the risk ranking but using the risk matrix on page 4. Place the risk rating in the
column marked R.
Further controls (planned) is where you mention any previously planned works that will
contribute to control the risk presented by the hazard should a change in the situation
progress.
Risk assessment is where you rank the risk associated with the hazard once the new
control measures have been implemented using the above mentioned process. This will
allow an active comparison between the risk currently presented and the risk presented if
the planned controls are implemented.
Who is responsible is where you place the name of the person expected to hold
responsibility for the planned controls.
Due date refers to the date in which the planned controls must be in place.
Sign off and Review
Page 98
Lead member is where you place the name of the person who led the risk assessment and
signed off as the risk assessment being complete.
Responsible Business Unit Manager is where you place the name of the Business Unit
Manager responsible for the area which will be affected by the change.
Page 99
Employee Support Bureau - Risk Assessment Template

DESCRIPTION OF RISK ASSESSMENT
College:
Department:
Work Phone Number:
BUSINESS UNIT MANAGER
Name:
OSH COORDINATOR / HR MANAGER
Name:
Date:
Leader:
Mobile Number:
Signature:
Date:
Signature:
Date:
EXEMPTION CONDITIONS/ NOT APPROVED REASONS
1
10
Page 100
Page 101
RISK ASSESSMENT TEAM

LEAD
TEAM MEMBER 1
TEAM MEMBER 2
TEAM MEMBER 3
Name:
Position:
Name:
Position:
Name:
Position:
Name:
Position:
RISK ASSESSMENT
Exposure
Hazard
Current Control (s)
*L = Likelihood
*C = Consequence
Risk Assessment
*L
*C
*R
* Risk Rating
Further Controls (Planned)
Risk Assessment
*L
*C
*R
Who is
Responsible
Due Date
Page 102
RISK ASSESSMENT CONT.

Exposure
Hazard
Current Control (s)
*L = Likelihood
*C = Consequence
Risk Assessment
*L
*C
*R
Further Controls (Planned)
Risk Assessment
*L
*C
*R
Who is
Responsible
Due Date
* Risk Rating
SIGN-OFF AND REVIEW

LEAD MEMBER
RESPONSIBLE
BUSINESS UNIT
MANAGER
Name
Signature
Date
Name
Signature
Date
Likelihood Matrix
Level
Descriptor
Description
A
Almost Certain
Likely
Possible
Unlikely
Rare
B
C
D
E
Is expected to occur in most circumstances

Will probably occur in most circumstances
Might occur at some time
Could occur at some time
May occur only in exceptional circumstances
Consequence Matrix
Level
Descriptor
Description
Low
No Injury, less than $1000 financial loss
2
Minor
First aid treatment, $1000 - $ 10 000 financial

loss
3
Moderate
Medical treatment required, $10 000 - $100 000

financial loss
Extreme
Extensive injuries, loss of production capability,

$100 000 - $1M financial loss
5
Catastrophic
Multiple deaths or several permanent disabilities,

more than $1M financial loss
Risk Matrix
Legend
E
Min
Extreme risk; immediate action

required
Minor risk; management
responsibility must be specified
Mod
L
Moderate risk; senior management

attention needed
Low risk; manage by routine procedures
Section 3: OSH Management

Processes
3.6.
OSH Induction
3.6.
OSH Induction
3.6.1.
Statement
The Occupational Safety and Health Act 1984 states within its objects the rationale for preventative
action in achieving safe and health work environments. TAFEWA acknowledges this responsibility
and are responsible for inducting new staff and where practicable regular visitors and contractors
as soon to their arrival as possible.
3.6.2.
Background
An OSH Induction process can be used to communicate safety and health information to all
employees.
3.6.3.
Authority
Occupational Safety and Health Act, 1984

WorkSafe Plan Assessment, 2003
3.6.4.
Guideline
The following suggests items that should be included in the induction; however, it is up to the
discretion of Agency Management.
3.6.4.1.
Evacuation Procedure
The induction should include the fundamental points of the site Emergency Evacuation Procedure
so that when a drill is run (in accordance with the Occupational Safety and Health Regulations
1996) a person can recognise the alarms and know the designated area to move to. See section
on emergency evacuation within this manual.
3.6.4.2.
OSH Policy
There is a requirement under Australian Standard 4801:2001 Occupational Health and Safety
Management Systems to communicate the TAFE Occupational Safety and Health Policy to
persons working in the provided environment. See section on OSH Policy within this manual.
3.6.4.3.
The site Safety and Health Representatives should be identified within the Induction so that all
incoming personnel are aware of their representatives.
3.6.4.4.
Hazard and Incident Reporting
The Occupational Safety and Health Act 1984 designates a responsibility for personnel to report
possible hazards and incidents. Refer to the Incident Investigation section of the TAFEWA manual.
3.6.4.5.
Employee Services Program
A site induction should identify the means in which personnel can gain access to the employee
services program.
3.6.4.6.
Summary of Work Area
A summary of the work area should be communicated to new personnel. It should include;
Physically taking the person(s) to the designated area where they are to meet should an
evacuation be activated.
The location of Material Safety Data Sheets in their work area.
Designated smoking areas.
Any areas where personal protective equipment is required to be worn.
3.6.4.7.
The agency process for acquiring personal protective equipment (PPE) for positions requiring it
should be briefly described within the site induction as the provision of PPE is a requirement under
the Occupational Safety and Health Act 1894. See section on PPE within this manual.
3.6.5.
Documents
There are no documents in this section.
Section 3: OSH Management

Processes
3.7.
Workplace Inspections
3.7.
Workplace Inspections
3.7.1.
Statement
TAFEWA are committed to conducting regular workplace inspections as part of a broader risk
management process so as to maintain a system of work that as far as is practicable does not
expose staff, clients or visitors to hazards within the workplace.
3.7.2.
Background
Formal inspections should be documented and archived once completed to demonstrate the level
of compliance in monitoring the workplace. The documented inspections can then be used as
evidence in the event of an investigation or external audit.
3.7.3.
Authority

3.7.4.
Guidelines
3.7.4.1.
Type of Inspections
There are four types of inspection;
Planned
Unplanned
Formal
Informal
It should be noted that this is only a guideline and is up to site level to determine the frequency of
inspection.
3.7.4.1.1.
Informal Inspections
Informal checks should be completed regularly by personnel and managers, informal checks
involve visually reviewing the workspace for hazards prior to commencing a task. Regular checks
by users assure that the equipment meets minimum acceptable safety requirements prior to
operation.
A formal workplace inspection involves planning the proper inspection schedule and route,
developing a checklist, and documenting the inspection and findings. The more time that is
devoted up front in this planning, the more time that is saved on an ongoing basis.
The frequency of formal inspections by Managers and / or Safety and Health Representatives
should be discussed at site level to determine an effective rate of occurrence, remembering the
OSH Act, section 33.1 states the Safety and Health Representatives may inspect the workplace
every 30 days upon giving reasonable notice to the employer.
3.7.4.1.2.
Planned and Unplanned Inspections
Planned inspections are those that are undertaken on a regular basis, in a specific area and at a
scheduled time. Alternatively unplanned inspections can be completed at any time without notice.
3.7.5.
Documents
3.7.5.1
Management
Unit
Campus
Building
Inspection conducted by:
Rooms / areas
Date Inspected:
Name
Position
Name
Position
PART A: GENERAL SAFETY WORKPLACE INSPECTION CHECKLIST

1
1.1
GENERAL
Is the area tidy, clean and well kept?
1.2
Are the lighting levels adequate for the tasks performed?
1.3
1.6
1.7
1.8
1.9
1.10
1.11
1.12
Are all light bulbs and tubes working and are all lighting covers
adequately clean?
Are walls, doors or pipes that contain asbestos labelled and in
good condition?
Is the general condition of walls, floors, floor coverings and
ceilings good?
Are ventilation ducts kept clean and unobstructed?
Are eating/drinking areas provided away from work areas?
Are there written (safe) work procedures?
Are warning signs clearly visible?
Are staff aware of working alone and out of hours procedures?
Are corridors, hallways and stairs kept unobstructed?
Are stairs and passageways well lit?
2
2.1
2.2
2.3
3
3.1
1.4
1.5
3.2
3.3
3.4
3.5
3.6
3.7
3.8
4
4.1
4.2
Y/N
Comments
EMERGENCY EXITS
Have emergency exit routes been identified and signed?
Are emergency exit lights operational?
Are emergency exit doors easy to open?
Y/N
Comments
ERGONOMICS
Have adequate storage facilities been provided?
For example no improvised storage under benches or on floors.
Are areas free from obstruction or items sticking out into
pathways?
Are items that are frequently used easily accessible?
If reaching up is necessary, is a step stool or similar device
provided?
Have adjustable chairs been provided for workstations with a
computer?
Have staff been provided with information on how to optimise
their workstation (where applicable). Provide comment:
Have aids been provided for computer workstations? For
example foot rests and document holders?
Have manual handling issues been identified?
(See Explanatory Note at the end of this checklist)
Y/N
Comments
KITCHEN FACILITIES
Are general kitchen areas kept clean? For example removal of
rubbish, cleaning of floors and surfaces.
Are storage cupboards and fridges kept clean and tidy?
Y/N
Comments
4.3
4.4
4.5
5
5.1
5.2
5.3
5.4
6
6.1
6.2
6.3
6.4
6.5
6.6
6.7
6.8
7
7.1
7.2
7.3
7.4
7.5
7.6
7.7
7.8
7.9
7.10
7.11
7.12
7.13
8
8.1
8.2
9
9.1
Are kitchen utensils kept clean and are they appropriately

stored?
Are combustible materials kept at a safe distance from hot
surfaces and naked flames?
Is there adequate provision of soap, dish cloths and towels?
AMENITIES
Are toilets and washing facilities kept clean and hygienic
including doors, walls and bench tops?
Is there adequate provision of soap, hand drying facilities and
toilet paper?
Are electric hand dryers maintained in good working order?
Are waste bins clean and emptied regularly?
Y/N
Comments
ELECTRICAL
Is all electrical equipment in good condition? (ie no evidence of
frayed, torn, broken or loose electrical leads or outlets.)
Has electrical equipment been inspected or maintained?
Provide comment.
Are power boards used instead of double adaptors or
piggyback plugs?
Are leads secured and not potential trip risks?
Are extension leads used only for temporary power?
Are liquids, chemicals and gasses stored away from electrical
outlets of items?
Are distribution boards signed, kept closed, kept free from
obstruction and has access been restricted to authorised
persons only.
Are any electrical leads lead away from areas that could cause
damage to the lead, such as hot surfaces and doorways?
Y/N
Comments
EMERGENCY PROCEDURES
Are evacuation maps prominently displayed understood, and up
to date?
Are emergency phone numbers displayed? Ie on phones.
Has a Chief Warden been assigned for the building?
Have emergency wardens been assigned and trained in your
area(s) of the building?
Are staff aware of the emergency / evacuation alarm signals,
procedures and plans?
Have emergency alarms been checked and tested?
Are local area emergency plans practised regularly?
Has the main gas valve been identified, and have appropriate
staff been made aware of its location and emergency shut-off
procedure?
Is emergency equipment readily available (if necessary, eg. eye
wash, chemical spill kit)?
Is local area emergency equipment regularly checked?
Do fire extinguishers been signed and do they have clearings
around them of at least one metre and is access clear?
Is the general condition of fire extinguishing equipment good?
For example is the pressure in green, are nozzles clean and
clear of dirt?
Have fire extinguishers been serviced (see tags)?
Y/N
Comments
FIRE RISKS
Are amounts of combustible material, kept to a minimum, and
stored appropriately?
Are flammable substances stored appropriately? For example
fly spray and chemicals are stored away from hot areas.
Y/N
Comments
FIRST AID
Are first-aiders for the area appointed and trained ( this may be
Y/N
Comments
staff not in your own area but elsewhere in the building)

Are the names and contact details of first-aiders signposted in
the local work area?
Are the locations of first aid kits labelled, easily visible, easily
accessible and known to staff?
Has a first aid cabinet caretaker been assigned?
Is the first aid cabinet contents regularly checked?
Is the contents of first-aid kits complete and within expiry dates?
9.2
9.3
9.4
9.5
9.6
PART B: HAZARDOUS AREAS / OPERATIONS WORKPLACE INSPECTION CHECKLIST

10
10.1
PERSONAL PROTECTIVE EQUIPMENT (PPE)

Is personal protective equipment (PPE) provided where
necessary, eg. gloves, face shield, respirators, hearing
protection, safety glasses?
Is PPE worn when necessary?
Has staff been trained in the use, selection and maintenance of
PPE? Comment:
Is PPE stored and maintained correctly?
Is PPE supplied to visitors in hazardous areas, eg. safety
glasses in labs?
Y/N
Comments
11
MACHINERY / PLANT all areas
Y/N
Comments
11.1
Has a register of plant been established, and has it been

updated within the last year?
Have all the risk assessment corrective actions been
implemented and reviewed?
Is lighting adequate and free from all stroboscopic effect, ie.
Flashing?
Have Nip points, v-drives, chain drives been adequately
guarded on machines. eg. Compressors?
Have quick stops on rotating parts or blades been fitted, and
are they in good working order, ie on bench grinders, meat
slicers?
Are guards adequate for transmissions, gears, pulleys, belts,
chain drives, guillotines and presses, etc?
Are emergency shut down switches located within easy access
of the operator, clearly marked and colour coded?
Are fail safe, lock out switches provided where necessary and
tested regularly?
Are DANGER, or isolation tags used during maintenance and
repairs?
Are hand-tools maintained and stored in good condition?
Has portable electrical equipment been tested and tagged as
appropriate?
Are operating manuals (or instructions) available?
Has staff received training in the safe use of plant and
equipment?
Are there adequate signs?
Are oil and waste spillage trays, cut off bins, and waste bins
provided and cleared frequently?
Y/N
Comments
10.2
10.3
10.4
10.5
11.2
11.3
11.4
11.5
11.6
11.9
11.10
11.11
11.12
11.13
11.14
11.15
11.16
11.17
12
12.1
12.2
12.3
12.4
12.5
12.6
GENERAL CHEMICALS / HAZARDOUS SUBSTANCES /

DANGEROUS GOODS
Are there Material Safety Data Sheets for all materials used?
Are storage and handling practices in line with the Material
Safety Data Sheets?
Do all staff have access to Material Safety Data Sheets in the
area where the chemicals are used?
Are chemicals stored in defined areas away from food products
or other items that could be contaminated?
Is the appropriate type of PPE available for chemicals used?
Have labelling practices been formalised and are all containers
12.8
with chemicals appropriately labelled?

Are chemicals that are taken from bulk storage put in
appropriate containers? For example food or drink containers
are not used to store chemicals.
Is absorbent material for chemical spills available?
13
Hazardous Substances (Refer to Hazardous Substances Section
12.7
Y/N
Comments
Y/N
Comments
Compressed gas / air

Are cylinders stored in well-ventilated areas and are they
properly segregated?
Are cylinders adequately secured. eg individually chained, and
not accessible by the public?
Are empty cylinders stored separately from full cylinders and
are they adequately signed?
Are air receivers and compressors installed with pressure
gauges and relief valves?
Are relief valves on air receivers and compressors tested
regularly?
Y/N
Comments
17
INDUSTRIAL KITCHEN / CATERING AREAS
Y/N
Comments
17.1
Are kitchen tools such as knives kept sharp and are they
appropriately stored?
Are staff appropriately clothed? For example no loose fitting
clothing - long hair is confined closed shoes.
Are kitchen utensils kept clean and are they appropriately
stored?
Is guarding on moving parts adequate?
Are hot plates turned off when not in use or left un-supervised?
Are combustible materials and chemicals kept at a safe
distance from hot surfaces and naked flames?
Are spill absorbents available for oil / grease spills?
Is there adequate provision of soap and towels?
in this manual)
13.1
13.2
13.3
13.4
14
Has a Hazardous Substances Register been established, and

has it been updated within the last year?
Have risk assessments as required by the OHS Hazardous
Substances Regulations 1999 been conducted and reviewed
within 5 years?
Has air monitoring been conducted where the Material Safety
Data Sheets indicates there is an exposure standard for the
substance or one of its ingredients?
Dangerous Goods (Refer to Hazardous Substances Section in
this manual)
14.1
14.2
14.3
14.4
14.5
14.6
14.7
14.8
15
15.1
15.2
15.3
15.4
15.5
17.2
17.3
17.4
17.5
17.6
17.7
17.8
Has a Dangerous Goods register been developed for the area,

and has it been reviewed in the last year?
Have risk assessments been carried out on all Dangerous
Goods used within the area and have they been reviewed
within 5 years?
Is the quantity of flammable liquids held for use kept to the
minimum possible?
Are NO SMOKING and NO NAKED FLAME signs displayed
in appropriate areas?
Is the allowable quantity of flammable liquids held in approved
safety containers?
Is a manifest of dangerous goods kept and available?
Are there HAZCHEM / composite warning notices indicating the
presence of flammable liquids/dangerous goods?
17.9
17.10
Are range hoods and filters maintained in good condition?

Are airflow rates of the range hoods effective and comfortable
for staff?
Response to
inspection #
Action required
Person
Responsible /
date to be
completed
Verified
complete.
Date /
signature
TAFEWA
Manual
Health Issues and Guidelines

4.1. Alcohol and Other Drugs
4.1.
Alcohol and Other Drugs
4.1.1.
Statement
TAFEWA via these guidelines ensures that Colleges exercises their duty of care in relation to
persons potentially under the influence of alcohol and or other drugs (AOD). The intent of these
guidelines are to prevent harm whilst dealing with any occurrences and give guidance on dealing
with any situations that may arise relating staff members, students or visitors who may be under
the influence of alcohol and or other drugs.
4.1.2.
Background
Employees affected by alcohol or other drugs may present a hazard in the workplace, causing
injury to themselves and others. Guidance on handling persons thought to be under the influence
of AOD can have the following benefits33;
TAFEWA, as an employer, could be found in breach of its general duty to provide a
workplace that as far as is reasonably practicable does not expose employees, students or
visitors to hazards.
Having a clearly defined set of guidelines will assist TAFE College personnel deal with
related issues arising from handling a situation with AOD.
By having a documented guideline personnel on campus will have a full understand on how
to deal with a person under the influence.
Documenting the guidelines will officially demonstrate what behaviour is acceptable in
relation to AOD and the consequences should a persons behaviour be deemed
unacceptable.
4.1.3.
Authority
Occupational Safety and Health Act 1984

WorkSafe Western Australia Guidance Note - Alcohol and Other Drugs: 6 December 2005
4.1.4.
Guideline
4.1.4.1.
Approaching someone who may be under the influence
WorkSafe WA provides the following guidelines for approaching a person believed to be under the
influence of AOD.
Be brief, firm and calm
Use the affected persons name, repeat your message I am instructing you to stop work for
the day. Arrangements will be made for you to go home
Do not argue or debate, simply repeat the message
Do not use terms such as you are drunk34
33
34
WorkSafe Western Australia Guidance Note -Alcohol and Other Drugs: 6 December 2005
WorkSafe Western Australia Guidance Note -Alcohol and Other Drugs: 6 December 2005
4.1.4.2.
If you believe a staff member may be under the influence
If you believe a staff member is under the influence of AOD the persons Supervisor or campus
manager should be informed immediately.
Action should be made to prevent the person from entering an area that presents a higher level of
risk such as workshops and laboratories.
If their Supervisor or Campus Manager is not easily accessible you should make a non-aggressive
statement similar to I dont believe you are fit for work and suggest they go home.
Arrangements should be made so that the person believed to be under the influence of AOD can
get home safely.
4.1.4.3.
If you believe a student under the age of 18 may be under the influence
Should you believe a student who is under the age of 18 is under the influence of AOD a parent or
guardian has to be notified immediately. Where possible the student should be isolated away from
work areas such as laboratories and workshops.
4.1.4.4.
If you believe a student over the age of 18 may be under the influence
Should you believe a student over the age of 18 is under the influence of AOD they should, where
possible, be isolate from work areas such as laboratories and workshops. If they choose to leave
the campus you should advise them not to drive but rather find alternative means of getting home.
4.1.4.5.
If you believe an apprentice may be under the influence
If a student is an apprentice and you believe them to be under the influence of AOD you should
isolate the person from work areas such as laboratories and workshops and where possible place
them in a classroom, first aid room, or other suitable area.
If the apprentice is under 18 years of age their employer must be contacted letting them know the
apprentice has been deemed under the influence and must leave the campus. The employer must
then be given the option of contacting the apprentices parent or guardian, should they chose not to
contact the parent / guardian the College must.
If the apprentice is over 18 years of age the College must contact their employer letting them know
the apprentice has been deemed under the influence and must leave the campus.
4.1.4.6.
If you believe that a visitor may be under the influence
If you believe that a visitor to the college may be under the influence of AOD then the Campus
Manager must be informed. The Campus Manager should inform the visitor that they are required
to leave the campus.
4.1.4.7.
Car Keys of Staff, Students or Visitors
As car keys are legally deemed a personal item, campus personnel are unable to confiscate them,
however should a staff member; student or visitor who is believed to be under the influence of AOD
drive away from campus despite being advised not to the Police should be contacted immediately
with the details of the persons car.
4.1.5.
Documents
There are no documents for this section.

4.2. Asbestos Management
4.2.
Asbestos Management
4.2.1.
Statement
In support of the Occupational Safety and Health Policy the following shall apply in dealing with
asbestos management in TAFEWA.
4.2.2.
Background
Asbestos is a naturally occurring fibre which was widely used as a building product until around the
mid 1980s. The most common form of building product which incorporates asbestos is asbestos
cement. This was used extensively as roof cladding, ceiling and wall lining and for fencing panels.
Asbestos cement is manufactured from a mixture of asbestos fibre, cement and water. During
manufacture, asbestos fibres are firmly bound into the cement matrix. Individual fibres are not
normally released into the atmosphere unless the product is subjected to activities such as cutting,
drilling, sanding and grinding, especially using power tools which have no special dust suppression
facilities.
Asbestos in its raw unbound form has been linked to a range of adverse effects on the health of
persons who have worked in asbestos mines and in the manufacturing of and use of asbestos
containing materials (ACM). However, the results of research undertaken by the Western
Australian Advisory Committee on Hazardous Substances (reported in August 1990), found that
there is negligible risk to human health from asbestos cement products. If left undisturbed,
asbestos cement products do not present a threat to health. There is no need to remove or to coat
asbestos cement materials because of health concerns.
There are occasions when these components may need to be disturbed or worked on. This could
occur in the case of building alterations and additions, or where there are breakages of wall or
ceiling panels, sunshade louvres, etc which have to be repaired under maintenance.
This work may be carried out safely if all recommended work practices, as outlined in the following
procedures, are followed.
4.2.3.
Authority
Occupational Safety and Health Regulations 1996 (WA) Part 5, Division 4.

Code of Practice for the Management and Control of Asbestos in Workplaces
[NOHSC:2018(2005)]
Code of Practice on Safe Removal of Asbestos NOHSC 2002 (1988) Section 9
Report of the Western Australian Advisory Committee on Hazardous Substances (August

1990)
Health (Asbestos) Regulations 1992 (WA)
Contracts and Management Services Asbestos Cement Product Work Practice Sheets
1997
4.2.4.
Guidelines
4.2.4.1.
Asbestos Management Overview
4.2.4.2.
General Principles
TAFEWA Colleges should develop an Asbestos management plan drawing on the following
general principles:
1 The ultimate goal is for all workplaces to be free of ACM. Accordingly, consideration should
be given to the removal of ACM during renovation, refurbishment and/or maintenance,
where practicable, in preference to other control measures such as enclosure,
encapsulation or sealing.
2 Reasonable steps must be taken to label all identified ACM. Where ACM are identified or
presumed, the locations must be recorded in a register of ACM.
3 A risk assessment must be conducted for all identified or presumed ACM.
4 Control measures must be established to prevent exposure to airborne asbestos fibres and
should take into account the results of risk assessments conducted for the identified or
presumed ACM.
5 If ACM are identified or presumed, there must be full consultation, involvement and
information sharing during each step of the development of the asbestos management plan
i.e. during the identification, risk assessment and establishment of control measures.
6 The identification of ACM and associated risk assessments should only be undertaken by
competent persons.
7 All workers and contractors on premises where ACM are present or presumed to be
present, and all other persons who may be exposed to ACM as a result of being on the
premises, must be provided with full information on the occupational safety and health
consequences of exposure to asbestos and appropriate control measures. The provision of
this information should be recorded.
See 4.1.5. Documents which summarises how these general principles should be applied in the
workplace.
4.2.4.3.
Register of ACM
An accurate register of ACM must be kept on the premises.

The register should contain the following information:
1 Identification:
1o the date(s) on which the inspection/identification was made and details on the
competent person(s) who carried out the inspection/identification;
2o details on the locations, types (i.e. friable or non-friable) and condition (i.e. damaged
or intact) of any ACM identified on the premises, including ACM in items of plant and
equipment, and the type of asbestos involved (i.e. blue, brown or white);
3o details on any material presumed to contain asbestos (see section 9.2);

4o any inaccessible areas that are likely to contain ACM (see section 9.2); and
5o the results of any analysis that has confirmed a material in the workplace is or is not
an ACM.
2 Risk assessment:
1o the date when the risk assessment was made, and details on the competent
person(s) who carried out the assessment;
2o the findings and conclusions of the risk assessment, including any reviews or
revisions of the risk assessment; and
3o the results of any air monitoring for airborne asbestos fibres and an assessment of
these results.
3 Control measures:
1o the control measures recommended and decided upon as a result of the risk
assessment;
2o any maintenance or service work on an ACM, including the company or persons
involved, the date and scope of the work undertaken and details on clearance
certificates.
The person with control should ensure workers at the workplace are informed about the register of
ACM. Before any work that may expose persons to airborne asbestos fibres is performed, the
register should be made readily accessible to:
1 workers and their representatives;
2 any other employers within the premises;
3 any person removing ACM;
4 any person engaged to perform work that may disturb ACM, including presumed ACM (see
section 9.2); and
5 any other person who might be exposed.
The register should be reviewed every 12 months or earlier where:
a risk assessment indicates the need for reassessment; or
any ACM has been disturbed or removed.
A visual inspection of identified ACM should be undertaken as part of any review.
4.2.4.4.
Risk assessment
Regulation 5.43 requires that the assessment of risk is conducted in accordance with the
requirements of the Guide to Control of Asbestos in Building and Structures [NOHSC: 3002
(1988)]. In essence this requires the use of a competent person.
4.2.4.5.
Hazard Control
An asbestos management program should be seen as part of an organisation's overall approach to

risk management. Where the evaluation process has revealed a likelihood of exposure to
asbestos fibres, all practicable steps should be taken to ensure that employees are not
unnecessarily exposed. A thorough examination of work practices is an essential preliminary
action. Procedures designed to ensure that employees are not exposed to asbestos to an extent
likely to cause danger to their health should then be adopted. The procedures required may
include:
removal or elimination;
substitution;
engineering controls;
safe working procedures;
personal protective equipment;
cleaning, decontamination and waste disposal;
education;
environmental monitoring; or
medical surveillance.
Consultation should accompany each step.
4.2.4.6.
Removal of Asbestos
Only those contractors licensed by the WorkSafe WA Commissioner to do so may be used within
TAFEWA.
4.2.5.
Documents
General Principles of Asbestos Management Plan
General Principles of Asbestos Management Plan35
35
Code of Practice for the Management and Control of Asbestos in Workplaces [NOHSC:2018(2005)]

4.3. Boat Operations
4.3.
Boat Safety
4.3.1.
Statement
TAFEWA acknowledges the risks associated with the use of boats for training and other purposes.
This document is part of a broader risk management process so as to maintain a system of work
that as far as is practicable does not expose staff, clients or visitors to hazards associated with the
use of boats.
4.3.2.
Background
According to the National Marine Safety Committee in 2005, there were some 1389 reported
marine incidents resulting in 41 fatalities, 133 serious injuries and 141 minor injuries.
The Occupational Safety and Health Act 1984 (WA) defines a workplace as; A place whether or not
in an aircraft, ship, vehicle, building or other structure, where employees are likely to be in the
course of their work.
The Act imposes a duty of care on the employer to provide a system of work such that, so as far as
is practicable, employees are not exposed to hazards while in the workplace. It is clear from the
above statistics that there are a number of hazards associated with boating operations. As such
this document provides assistance to TAFEWA in meeting its statutory obligations.
4.3.3.
Authority

Western Australian Marine Act 1982
Western Australian Marine (Life Saving Appliances, Fire Appliances and Miscellaneous Equipment)
Regulations 1983
4.3.4.
Guideline
4.3.4.1.
Planning the Trip
TAFEWA Staff are to ensure that they check the tides and charts for their proposed destination. In
addition they are to ensure the following requirements are adhered to:
4.3.4.1.1.
Check the Weather
The weather is an important issue to be considered in boating operations.

Prior to departure it is important to check the weather forecast; this can be done by checking the
Bureau of Meteorology website (http://www.bom.gov.au/weather/wa/forecasts.shtml) or by calling
the following numbers:
Full State Service

Perth Metropolitan Service
Perth Local Waters
1900 955 366

1900 929 149
1900 955 350
WA Marine Services
1900 929 150
Northern WA Coastal Water Service
1900 969 901
Western WA Coastal Water Service
1900 969 902
Southern WA Coastal Water Service
1900 969 903
WA General Warning Service
1900 955 371
WA Tropical Cyclone Warning Service
1300 659 210
WA Coastal Marine Warnings
1300 659 223
Additional weather and navigational broadcasts covering Perth metropolitan waters within 20
nautical miles are provided on VHF Channels 16 and 67 at 0718 and 1918 hours WST by the WA
Water Police.
Volunteer Sea Rescue Groups are based in most coastal population centres and operate normal
recreational boating hours. They all provide weather information on VHF channels 16, and 67, 27
MHz and Channel 88
In regional areas the Bureau of Meteorology provides the following broadcasts:
Station
Working VHF
Frequency 1
Broadcast Times
(UTC) 2
Carnarvon, WA
156.675/156.675MHz (ch73)
2205, 0405, 0805

(0605, 1205, 1605 WST)
Esperance, WA
156.625/156.625MHz (ch72)
2215, 0415, 0815

(0615, 1215, 1615 WST)
Geraldton, WA
156.675/156.675MHz (ch73)
2215, 0415, 0815

(0615, 1215, 1615 WST)
Broome, WA
156.625/156.625MHz (ch72)
2215, 0415, 0815

(0615, 1215, 1615 WST)
Notes:
1.
2.
4.3.4.1.2.
Announcement is first made on 156.800/156.800MHz (ch16) before moving to

the working frequency.
The broadcasts include local coastal waters forecasts, warnings and
observations. Provision is also made for mariners to call in with questions or
updates.
Register your Plan
TAFEWA Staff taking out a boat are required to advise a responsible person of the boating plans. If
the plan changes during the voyage, staffs are to notify the responsible person immediately and
always report their return. It is also advisable to liaise with the local marine rescue group.
4.3.4.1.3.
Marine Radio
Check that the marine radio is working properly. Do NOT head offshore without a marine radio.
The following recommendations are made in relation to type of marine radios requirements:
Operating Distance from shore
Less than 15 nautical miles
15 20 nautical miles
Greater than 20 nautical miles
Radio Type
27 MHz
VHF
HF
The radio MUST remain on at all times when the vessel is at sea.
Mobile phones ARE NOT to be used as a substitute for a marine radio!
4.3.4.1.4.
Boat Maintenance
TAFEWA will ensure that all vessels are maintained in accordance with the manufacturers
requirements. Log books shall be maintained and checked prior to departure and update on
return.
4.3.4.1.5.
Fuel
Ensure that there is sufficient fuel for the voyage, including a safety factor to take into account
adverse currents or headwinds. A rule of thumb is a 1/3 out, a 1/3 in and a 1/3 in reserve.
4.3.4.1.6.
Survey
Commercial vessels operating in Western Australian waters are required to carry and display a
valid Certificate of Survey (unless exempt), staff are to ensure that the vessel is within survey.
4.3.2.1.
Onboard Safety Equipment
The type of safety equipment required to be carried is dependant on whether the vessel is
operated in protected unprotected waters. Protected waters are defined as waters including rivers,
lakes, estuaries and boat harbours but excludes the Cambridge Gulf or Lake Argyle.
4.3.3.1.
Protected Waters
Bilge Pump or Bailer or Bucket

Boats of 7 metres and over must have a bilge pump. Boats under 7 metres may have a pump or a
bucket or a bailer.
The bilge pump may be of any type i.e. manual, engine driven or electric. It must be capable of
removing at least 4,000 litres of water an hour. Electric or automatic pumps must also have an
indicator to show when they are working. Any boats that have full length sealed, self draining decks
are not required to carry bilge pumps onboard.
Fire Extinguisher
Boats that have inboard motors or liquid or gas fuelled appliances must carry an extinguisher.
Boats that have outboard motors and no such appliances do not have to carry extinguishers.
Any Australian Standards approved extinguisher other than a water filled type is acceptable.
First Aid Kit
A first aid kit is essential to cover injuries that could befall any member onboard. (Refer to Section
5.3 of the TAFEWA OSH Manual in relation to first aid requirements)
4.3.4.2.
Unprotected Waters
4.3.4.2.1.
Minimum Safety Equipment in Unprotected Waters within 2 Nautical Miles of

the Mainland Shore
As for protected waters plus:
Lifejacket
There must be a lifejacket for each person on the vessel. Choose from these lifejacket standards:
SOLAS, COASTAL, PFD Type 1 or the Australian Standards AS1512. In addition they must be of a
suitable size for the people who will use them.
Anchor and Line
The anchor must be of an approved type that will work in a sandy seabed and with enough line to
suit the depth of water in which you usually operate. A grapnel anchor is not an approved type and
can therefore only be carried as an additional anchor.
Flares
Flares should always be readily accessible and stored in a water proof container.
Hand Held Red
Two hand held red flares or two parachute distress rockets. These flares are best used at night
time but can be used during the day as they expel a large volume of smoke and burn extremely
brightly.
Orange Smoke
Along with the two hand held red flares you are also required to carry two hand held orange smoke
signals or one smoke canister. These flares are only suitable for daylight hours and are best used
when you are in sight of land, another vessel or aircraft.
It is a requirement that safety equipment is kept in good and serviceable condition. It must also be
easily accessible in an emergency.
All flares and smoke signals must meet either Australian Standard AS2092, or Australian Uniform
Shipping Laws Code specifications and should be stored in a water tight container.
4.3.4.2.2.
Minimum Safety Equipment in Unprotected Waters between Nautical 2 and 5

Nautical Miles of the Mainland Shore
As for within 2 nautical miles plus:
Emergency Position-Indicating Radio Beacons (EPIRB)

An EPIRB is required to be carried if you are operating beyond 2 nautical miles from the mainland
shore or more than 400 metres from an island located more than 2 nautical miles from the
mainland shore. An EPIRB is not required if operating in the metropolitan exempt area. EPIRBs
have an expiry date and should be serviced prior to passing that date.
Note: From 01 Feb 2009, search and rescue satellites will no longer detect 121.5 MHz analogue
distress beacons and will only detect 406 MHz beacons. 406MHz beacons should be
registered with the Australian Maritime Safety Authority by ringing 1800 406 406.
4.3.4.2.3.
Minimum Safety Equipment in Unprotected Waters More than 5 Nautical Miles

from the Mainland Shore
As for between 2 and 5 nautical miles plus:

Parachute Distress Flares
Two parachute distress flares. You do not need to carry hand held red flares as well as parachute
distress flares.
4.3.4.2.4.
Knife
Always handy with many uses. Keep the knife sharp at all times.
Rope
Additional rope onboard can be extremely useful for various purposes and for towing.
Fresh Water
A good supply of fresh water is essential when boating as the sun and the salt can quickly
cause dehydration. Make sure that the water is fresh and clean and kept in a suitable
container.
Alternative Power
Spare outboard; oars or paddles to get the boat to safety in the event of a power failure.
Torch
A torch can be useful in an emergency situation, for attracting attention as well as for
checking bilges.
Heliograph Mirror
This is a signalling device that uses a mirror to reflect the sun's rays to the shore or to other
vessels.
Tool Kit
There is no substitute for an adequate tool kit onboard your boat.
4.3.5.
Accident Incident Reporting
Should an accident results in serious injury or death, or the vessel has been damaged enough to
make it unseaworthy or unsafe, the College or skipper must report full particulars of the accident to
the Department of Planning and Infrastructure within seven days (Section 64 (3). A copy of the
prescribed form can be found at the end of this section.
These requirements are in addition to the reporting requirements under the Occupational Safety
and Health Act 1984 (WA) and those of the college. (Refer to section 3.1 Accident Investigation
of this manual)
4.3.6.
Accidental Activation of EPIRB
Should an EPIRB accidentally be activated then it should be switched off immediately and AusSAR
advised by ringing 1800 641 792.
4.3.7.
Safety Induction
All staff, students and visitors who will be going out on a TAFEWA vessel must as part of a safety
induction be shown where the safety equipment is located and how to use it in the event of an
emergency.
4.3.8.
Documents
Marine Incident Report (copies can also be obtained by ringing 08 9216 8999)
Safety Equipment Requirements overview
Boat Safety Checklist
Marine Incident Report
Safety Equipment Requirements Overview

Bilge
Pump
The
minimum
quantity of
safety
equipment
that is
required
varies with
the
distance
that you
operate
from the
shore
Protected
Waters
lakes,
rivers,
inlets and
estuaries
0-2
nautical
miles from
the
mainland
shore.
2-5
nautical
miles from
the
mainland
shore.
Over 5
nautical
miles from
the
mainland
shore.
*
**
***
All
vessels
must
carry a
bilge
pump. A
vessel
under 7
meters
may
carry a
bailer in
lieu of a
bilge
pump.
Fire
Extinguisher
Anchor
Lifejacket
Flares
EPIRB *
Parachute
Flares **
Marine
Radio***
Every vessel
with an
inboard
engine or
carrying
hydrocarbon
consuming
appliances,
must carry an
approved fire
extinguisher
An
efficient
anchor
must be
carried
A lifejacket
bearing the
Australian
Standard
AS 1512
must be
carried for
each
person on
board
A
minimum
of two
hand-held
smoke
red flares
must be
carried
An
approved
EPIRB
must be
carried.
A minimum
of two
parachute
flares must
be carried.
A marine
radio
must be
carried.
Yes
Yes
No
No
No
No
No
No
Yes
Yes
Yes
Yes
Yes
No
No
No
Yes
Yes
Yes
Yes
Yes
Yes
No
No
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Required if operating more than two nautical miles from the mainland shore or more than
400 meters from an island located more than two nautical miles from the mainland shore
Required if operating more than five nautical miles from the mainland shore or more than
one nautical mile from an island located more than five nautical miles from the mainland
shore
If you are operating beyond 5 nautical miles from the mainland shore or more than one
nautical mile from an island located more than five nautical miles from the mainland shore
you only need to carry the offshore set of flares i.e. two parachute flares and two hand held
orange flares
Boat Checklist
General Items
Yes
No
N/A
Yes
No
N/A
Safety Induction conducted

Weather Checked
Trip plan registered with responsible person
Radio tested
Regular maintenance completed
Fuel checked sufficient for planned trip
Vessel meets survey requirements
First Aid Kit
Safety Equipment protected waters

Bilge Pump or Bailer or Bucket
Fire Extinguisher (Australian Standards approved)
Minimum Safety Equipment in Unprotected Waters within 2 Nautical Miles of the Mainland Shore
Yes
No
As for protected waters plus:
Lifejacket for everyone onboard
N/A
Anchor and Line

Flares (in date, readily accessible and contained in watertight container)
Two (2) Hand Held Red (not require if parachute flares are provided)
Two (2) Orange Smoke or one(1) smoke canister
Minimum Safety Equipment in Unprotected Waters between Nautical 2 and 5 Nautical Miles of the
Mainland Shore
Yes
No
As for within 2 nautical miles plus:
Emergency Position-Indicating Radio Beacons (EPIRB)
Minimum Safety Equipment in Unprotected Waters More than 5 Nautical Miles from the Mainland
Shore
Yes
No
As above but including
Two (2) Parachute Distress Flares(in date and contained in watertight
container)
N/A
N/A

Yes
Knife
Rope
Fresh Water
Alternative Power
Torch
Heliograph Mirror
Tool Kit
Checklist completed by:
Date conducted:
Name
Position
No
N/A

4.4. Bullying, Harassment and
Workplace Violence
4.4.
Bullying, Violence and Workplace Harassment
4.4.1.
Statement
TAFEWA is committed to providing a workplace that does not tolerate bullying, violence or
harassment. The Occupational Safety and Health Act 1984 (WA) and the Equal Opportunity Act
(1984) (WA) give TAFEWA a responsibility to investigate and take preventative measures to stop it
from happening.
Management and Supervisors are committed to
Investigating all reported incidents of bullying, violence or workplace harassment.
Encouraging the reporting of all incidents of bullying, violence and harassment.
Lead by example and ensure that all workplace participants have access to this policy and
clearly understand their rights and responsibilities.
Provide constructive and helpful advice in dealing with bullying, violence and / or workplace
harassment.
Enforce no tolerance to people retaliating against bullying, violence and / or workplace
harassment.
4.4.2.
Background
Bullying is repeated inappropriate behaviour, direct or indirect, whether verbal, physical or

otherwise, conducted by one or more persons against another or others, at the place of work, in
the course of employment, or in a learning environment which could reasonably be regarded as
undermining the individuals right to dignity and respect at work or TAFE.36
Examples of overt bullying include:
abusive, insulting or offensive language;
behaviour or language that frightens, humiliates, belittles or degrades, including criticism
that is delivered with yelling and screaming;
inappropriate comments about a persons appearance, lifestyle, or their family;
teasing or regularly making someone the brunt of pranks or practical jokes;
interfering with a persons personal effects or work equipment;
harmful or offensive initiation practices;
isolation of workers from others; and
physical assault or threats.37
Covert behaviour that undermines, treats less favourably or dis-empowers others is also
considered bullying, for example:
overloading a person with work or not providing enough work;
setting timelines that are difficult to achieve or constantly changing deadlines;
36
37
Code of Practice for Violence, Aggression and Bullying at Work (2006) Section 7
Code of Practice for Violence, Aggression and Bullying at Work (2006) Section 7.2
constantly setting tasks that are below or beyond a persons skill level;
ignoring or isolating a person;
deliberately denying access to information, consultation or resources; or
unfair treatment in relation to accessing workplace entitlements such as leave or training.38
Workplace violence and aggression are actions or incidents that may physically or psychologically
harm another person. Violence and aggression are present in situations where workers and other
people are threatened, attacked or physically assaulted at work.
Violence or aggression in the workplace can be harmful to organisations as well as individuals,
resulting in:
reduced efficiency, productivity and profitability;
increased absenteeism;
increased staff turnover;
increased counselling and mediation costs;
increased workers compensation claims; or
possible legal action.39
4.4.3.
Authority

Equal Opportunity Act 1984 (WA)
Code of Practice for Violence, Aggression and Bullying at Work
4.4.4.
Guidelines
4.4.4.1.
Reporting Bullying, Violence or Harassment
It is expected that everyone in our workplace, irrespective of job type or level, will contribute in a
positive and productive way to prevent workplace bullying, violence and harassment. Staff and
students are encouraged to report or seek advice about alleged bullying to an appropriate person
such as;
Managers
Grievance or Contract Officers
Safety Representatives
Human Resources staff
Union Representatives
TAFE Counselling Services
38
39
Code of Practice for Violence, Aggression and Bullying at Work (2006) Section 7.2
Please note that Grievance, Contract Officer and Safety Representatives have phone numbers
listed in the internal telephone directory.
A Safety and Health Representative role is only to provide advice on the process and not to handle
the complaint.
4.4.4.2.
Assessing your workplace for potential violence issues
In 4.4.5. Documents is a checklist that can be completed to assess your workplace for potential
violence issues. The more no answers in sections 2-7 the higher the risk for violence issues.
Please note that the checklist may need to be adapted so that it is appropriate to your workplace.
4.4.4.3.
Control
In finding ways of preventing the types of issues that have been identified in a work area, a number
of solutions to a particular problem may become apparent, some easier to carry out than others.
The introduction of new ways of managing violent, harassing and threatening behaviour will be
easier and more effective if employees are actively involved in choosing and implementing
changes that will affect work.
Specific actions may include provision of information, training and supervision to improve each
employees ability to identify situations and take appropriate action.
Staff may also seek the assistance of Employee Assistance Program (EAP) and are encouraged to
obtain information and / or pamphlets from their Manager or Safety and Health Representative.
4.4.5.
Documents
Process for resolution for safety and health issues at the workplace
Violence Indicator Checklist
Figure 1-
Process for resolution of safety and health issues at the workplace
Figure 2 -
40
Violence Indicator Checklist40

4.5.
Confined Spaces
4.5.
Confined Space
4.5.1.
Statement
TAFEWA has a duty of care as an employer under the Occupational Safety and Health Act 1984
(WA) to protect as far as practicable, employees from risks presented when working in confined
spaces while at the workplace.
4.5.2.
Background
It is likely that in the course of their employment some TAFEWA employees may be exposed to the
risks associated with working within a confined space.
The Occupational Safety and Health Regulations 1996 (WA) section 3.82 describes a confined
space as an enclosed or partially enclosed space which;
(a) is not intended or designed primarily as a workplace;
(b) is at atmospheric pressure during occupancy; and
(c) has restricted means for entry and exit
and which either;
(a) has an atmosphere containing or likely to contain potentially harmful levels of contaminants;
(b) has or is likely to have an unsafe oxygen level; or
(c) is of a nature or is likely to be of a nature that could contribute to a person in the space
being overwhelmed by an unsafe atmosphere or contaminant.
TAFEWA will manage the risk of working in confined spaces through the following process.
4.5.3.
Authority

AS 2865:1995 Safe Working in a Confined Space
4.5.4.
Guideline
4.5.4.1.
Completing a Risk Assessment
Prior to undertaking work in a confined space, a Jab Safety Analysis (JSA) should be completed.
While working in confined spaces an employee can be exposed to the following hazards;
electric shock
poor air quality
engulfment
fire
suffocation
explosion
drowning
falls from height
noise
extremes in temperature
poor lighting
manual handling
radiation
Therefore, when completing the JSA the above mentioned risks should be considered.
The JSA should take into account the quality of the air in the confined space and also if the work
being completed within the confined space will impact on the air quality i.e. will the equipment
being used omit fumes?
4.5.4.2.
Using a spotter
The Australian Standard 2865:1995 Safe Working in a Confined Space states that a spotter must
be on stand by in the immediate vicinity outside the designated confined space.
The spotter must remain outside the confined space and as far as practicable keep the person
inside the confined space in sight. Where this is not possible there is still a requirement for the
spotter to be in direct communication with the person in the confined space at all times. Depending
on the type of work being carried out the following can be used to maintain communication
channels;
Voice (talking to each other)
Radio (cannot always be used as they are a conductor of static)
Hard Wired Communication (landline telephones, intercom systems, however some
intercom systems are also static conductors)
4.5.4.3.
Emergency Response
The campus emergency response procedure should be reviewed by person(s) working in the
confined space prior to commencing the task.
The appropriate personnel as mentioned within the emergency response procedure should be
notified of the intention to work in a confined space and the time period the task is expect to run for.
Once work in the confined space is completed the emergency response personnel should be
notified that work has ceased.
4.5.5.
Documents

4.6. Electrical Safety
4.6.
4.6.1.
Electricity
Statement
(WA) to protect, as far as practicable, employees from electrical risks when at the workplace.
Therefore the TAFEWA colleges should develop procedures to deal with electrical risks.
4.6.2.
Background
Electricity is a risk commonly presented in the workplace which results in the frequent occurrences
of electrical shocks presented in industry. While most electrical shocks are not fatal it doesnt have
to be of a high voltage to be fatal or cause serious harm.
In 1992 WorkSafe Australia presented data that of 95 deaths in the workplace caused by electricity,
36 of the fatalities were not caused by aerial powerlines and would probably have been prevented
through the use of a residual current device.41
4.6.3.
Authority
Occupational Safety and Health Act 1984 (WA): Section 19, 20, 21
Occupational Safety and Health Regulations 1996 (WA): Section 3.60, 3.61, 4.37
AS / NZS 3760:2003 In-service Safety Inspection and Testing of Electrical Equipment
Electricity Act 1945
4.6.4.
Guideline
4.6.4.1.
Requirements for testing and tagging equipment
The Occupational Safety and Health Regulations 1996 (WA) section 4.37 requires persons who
are in control of the workplace to ensure all plant and equipment used within the workplace is
subjected to appropriate checks, tests and inspections that are deemed necessary to reduce the
risk of injury or harm to personnel in the workplace. This requirement extends to any personal or
privately owned equipment used within the college.
AS / NZS 3760:2003 In-service Safety Inspection and Testing of Electrical Equipment can be used
as a guide.
Persons licensed as an electrical worker under the Electricity Act of 1945 or a competent person
using a plug-in appliance tester can conduct routine electrical safety checks of equipment. For the
purpose of this policy a competent person is someone who has acquired through training,
qualifications or experience the knowledge and skills required to perform the task correctly.
41
Guidance Note Electricity: Residual Current Devices 1998 Section 1
4.6.4.2.
Requirements for the use of Residual Current Devices (RCD)
The Occupational Safety and Health Regulations 1996 (WA) section 3.60 requires a person in
control of a workplace to provide protection for the users or operators of portable or hand held
electrical equipment against earth leakage by the means of a residual current device (RCD).
4.6.4.3.
Reporting of Electrical Incidents
Incidents are defined for the purposes of reporting as events that cause harm, injury, damage, loss
or a near miss.
All electrical incidents must be reported to the immediate Supervisor and Safety and Health
Representatives for that area or via the campus incident reporting process.
A medical exam by a General Practitioner is required for all significant electrical shocks regardless
of how the involved person is feeling at the time.
4.6.4.4.
General Purpose Electrical Outlets
A general-purpose electrical outlet is to provide power to no more than one power-board. Double or
multiple adaptors must not be used in the workplace. Where a power-board is utilised it shall
contain no more than four outlets for distribution and no double adaptors or piggyback plugs may
be used in this circuit. All power-boards should have an in-built circuit protector with a re-settable
button. Where portable power tools are being used in laboratory or workshop areas no double
adaptors or piggyback type plugs or sockets are permitted.
4.6.4.5.
Faulty Equipment
Where in-service visual inspection or testing identifies equipment to be faulty, the equipment shall
be immediately withdrawn from service and tagged Out of Service. The equipment must then be
repaired, replaced or destroyed. If disposed of, it must be clearly labelled and rendered incapable
of being connected to mains supply (eg. cutting off plugs).
Before the equipment is reused it must be resubmitted for a further compliance inspection test.
4.6.6.
Documents
There are no documents for this section

4.7. Eye Testing
4.7.
Eye Sight Testing
4.7.1.
Statement
In October 2002 the Government updated its policy in respect to eye sight testing of employees
required to work regularly with Visual Display Units (VDUs). This policy outlines the guidelines
and procedures for eye sight testing in TAFEWA
4.7.2.
Background
Research has shown that glare and reflections from VDUs may be linked to eyestrain and
headaches, however there are other contributing factors such as indoor air quality, room
temperature, improper illumination and ergonomically improper workstations. Cataracts and other
eye diseases have not been found to have any link with VDU work; however a person's visual
capacity can change over time due to natural causes. These changes are usually gradual and
should be assessed through regular eyesight testing by an eye care professional.
Eyestrain and other muscular strain from using a VDU are largely preventable by maintaining a
suitable work environment and implementing appropriate ergonomic measures, such as ensuring
screens are at the correct height for and distance from the user, providing adequate lighting and
minimising glare.
4.7.3.
Relevant Legislation / Authority

DOCEP Labour Relations Circular No. 15 of 2002
4.7.4. Eye Sight Testing Guidelines
Employees, who are required to operate VDU for in excess of one hour per day continuously, or
more than ten hours per week, are to be encouraged to have their eyesight tested on a regular
basis.
Only one subsidy payment will be approved for eligible employees in a 12-month period.
4.7.4.1. Criteria for Qualifying For Subsidy and Reimbursement
It is recommended that new employees and ongoing staff who are required to operate VDUs for in
excess of one hour per day continuously, or more than ten hours per week, be encouraged to
undergo an eyesight screening testing.
Employees, who are not permanent, with a service of less than 12 months, are not eligible for the
subsidy.
4.7.4.2.
Subsidy
Employees with certification that optical aids are necessary for the performance of screen based
equipment work are entitled to a subsidy of 50% of out-of-pocket expenses, up to a maximum
amount of $110.00. The subsidy will apply to the difference between the cost of the optical aids
and any reimbursement made by a health fund.
4.7.4.3.
Reimbursement
Employees must complete the appropriate form and forward it together with a copy of the eye test
results to their line supervisor. A copy of the test results will then be placed on the staff members
personal file.
4.7.4.4.
Employees who require prescription glasses (as confirmed by an optometrists prescription) and
are employed in an area requiring eye protection to be worn are entitled to prescription safety
glasses (PSG).
The college will reimburse the full cost of PSG up to a reasonable amount. Any additional costs
will be incurred by the employee.
Prior to reimbursing any costs the college must ensure that the PSG comply with the requirements
of:
AS / NZS 1336:1997
AS / NZS 1337:1992
AS / NZS 1337.6:2007
Recommended practices for occupational eye protection,

Eye protectors for industrial applications, and
Personal eye protection Part 6: Prescription eye protection
against low and medium impact
Replacement of PSG will be on an as required bases which will need to be supported with
suitable evidence from an optometrist.
Employees are to complete the appropriate paperwork and forward it to their line supervisor for
reimbursement.
4.7.5.
Documents

4.8. Forklift
4.8.
Forklifts
4.8.1.
Statement
TAFEWA has a legal obligation under Regulation 4.44 of the Occupational Safety and Health
Regulations (1996) to manage, as far as practicable, the risks associated with working with
powered mobile plant, forklift use inclusive.
4.8.2.
Background
Eleven fatal injuries involving forklifts in Western Australia between 1989 and 2002 indicate the risk
of injury or harm when operating forklifts is high.42
The Occupational Safety and Health Act 1984(WA) requires:
employers, so far as is practicable, to provide a workplace where employees are not
exposed to hazards;
employers, so far as is practicable, to provide safe systems of work;
employees to be provided with information, instruction, training and supervision to allow
them to work in a
safe manner;
employees to take reasonable care for their own safety and health and that of others
affected by their work; and
all plant so far as is practicable to be safe to use.43
The Occupational Safety and Health Regulations 1996 (WA) section 4.44 set out general
requirements relating to the use of powered mobile plant and specific requirements for industrial lift
trucks - commonly known as forklifts whilst Regulation 4.53 sets out requirements for plant that
lifts, suspends or lowers people, equipment or materials.44
4.8.3.
Authority

Guidance Note: Working Safely with Forklifts
4.8.4.
Guideline
4.8.4.1.
Seatbelts
The Occupational Safety and Health Regulations 4.44 states that an employer must ensure that
operators of forklifts shall always wear a seat belt while the forklift is in operation.
Any forklifts without seatbelts must be retrofitted with one or tagged out so that it cannot be
operated until a seatbelt is fitted.
42
43
44

4.8.4.2.
Operation Licenses
Forklifts can only be operated by persons holding a full forklift drivers ticket.
The training package involved in gaining a forklift drivers ticket should involve the following in order
to allow a person to be deemed competent in its operation;
Position, function and operating sequence of controls and instruments, including seat
adjustments controls
Centre of gravity
Design and use of features
Using attachments
Load centre
Load capacity
Load stability
Guards
Alarms
Operation in specialised conditions and;
Servicing, maintenance and checking of equipment.45
4.8.4.3.
If a campus has possession of a forklift a maintenance program and schedule must be in place.
Any maintenance program for forklifts should align to the manufacturers recommended servicing
requirements with any person completing servicing holding the appropriate full trade qualifications.
It is important to note that certain repairs made to an LPG powered forklift may have to be
completed by a licensed gas fitter.
Cleaning should also factor into the maintenance program as it allows for easier detection of loose,
worn or defective parts of the forklift as well as prevention fires. Flammable solvents should not be
used to clean forklifts but rather water based products or those with a flashpoint of less than 61
degrees Celsius.
4.8.4.4.
Pre-Start Checks
A pre-start check should be completed prior to starting work each time it is used unless one has
been completed less than 12 hours prior or in the event the adjustments being used are changed
over.
A pre-start checklist should be based on the manufacturers specifications but should include as a
minimum;
Date and time inspected
Person inspecting
Number of operating hours on the forklift
Any specific maintenance issues that are not impacting on the machine at this point but
may need to be inspected in detail during the next service
Lift and tilt systems
Steering
Brakes
45
Controls
Lights
Tyre condition
Warning devices are operational
Forklift attachments
Fluid levels
Gas cylinders and securing system (where applicable)
If a person is unsure as to when the forklift was last inspected a pre-start check should always be
completed.
If a person does not believe the previous person has completed the pre-start check in an adequate
manner they should complete their own pre-start check.
4.8.5. Documents

4.9. Hazardous Substance
Management
4.9.
Hazardous Substance Management
4.9.1.
Statement
Exposure to chemicals within the workplace account for some 270 lost time injuries per year in
Western Australia46. As an identified hazard within the workplace TAFEWA has a legal obligation
to manage the risks associated with the chemicals used in the workplace.
In achieving this obligation it is TAFEWA Policy that the following procedure be followed in relation
to chemicals within the workplace.
4.9.2.
Background
Not required in this section
4.9.3
Authority

4.9.4.
Guidelines
4.9.4.1.
Requirements in Relation to Hazardous Substances
4.9.4.1.1.
Material Safety Data Sheets
Material Safety Data Sheets (MSDS) are to be readily available for all hazardous substances used
or stores within TAFWA colleges.
4.9.4.1.2.
Labelling of Hazardous Substances
If a hazardous substance is used at the workplace then any container in which it is held must be
labelled appropriately. The National Code of Practice for the Labelling of Workplace Substances
[NOHSC 2012 (1994)] sets out the following requirements:
INFORMATION NEEDED ON LABELS FOR CONTAINERS WITH A CAPACITY OF MORE THAN
500 mL(g)
Labels on workplace hazardous substance containers of more than 500 mL(g) capacity should
include the following:
(a)
46
signal word(s) and/or dangerous goods class and subsidiary risk label(s) (where
applicable);
Department of Consumer and Employee Protection WorkSafe WA
(b)
identification information:
(i)
product name,
(ii)
chemical name,
(iii)
United Nations (UN) Number (where required by the ADG Code1),
and
(iv) ingredients and formulation details (where relevant);
(c) risk phrase(s);

(d) directions for use (where appropriate);
(e) safety phrase(s);
(f) first aid procedures;
(g) emergency procedures;
(h) details of manufacturer or importer;
(i) expiry date (where relevant); and
(j) reference to the MSDS.
INFORMATION NEEDED ON LABELS FOR CONTAINERS WITH A CAPACITY OF 500 mL(g) OR
LESS
It is recognised that small containers may have insufficient space to include all the information
needed on the label in a style and size that is legible and clearly distinguishable from other
markings on the container. The information needed on labels for small containers is therefore a
subset of that for containers of more than 500 mL(g).
Labels on workplace hazardous substance containers of 500 mL(g) capacity or less should include
the following:
(a)
(b)
signal word(s) and/or dangerous goods class and subsidiary risk label(s) (where
applicable);
product name;
(c)
chemical name;
(d)
risk phrase(s) (at least the most significant phrase(s));
(e)
safety phrase(s) (at least the most significant phrase(s));
(f)
first aid procedures;
(g)
details of manufacturer or importer; and
(h)
reference to the MSDS.
Where a container of a hazardous substance is so small that this information cannot be provided
on the actual container, the container should be labelled with at least:
(a)
signal word(s) and/or the dangerous goods class and subsidiary risk label(s) (where
applicable);
(b)
product name; and
(c)
details of manufacturer or importer.
In these circumstances, consideration should be given to other methods of providing additional

information, such as on outer packaging or on leaflets. Alternative packaging can be used to give
maximum clarity to the information and allow the full set of information to be supplied.
LABELS FOR DECANTED SUBSTANCES
The practice of decanting is widespread in many industries. Minimum requirements for the labelling
of decanted hazardous substances are contained in the National Model Regulations for the Control
of Workplace Hazardous Substances [NOHSC:1005(1994)].
All hazardous substances which are decanted and are not consumed immediately shall be labelled
with the product name and the risk and safety phrases.
Where a decanted substance is consumed immediately, no labelling is required.
A container shall remain correctly labelled until cleaned so that it no longer contains any hazardous
substance.
(National Model Regulations for the Control of Workplace Hazardous Substances
[NOHSC:1005(1994)] states Where a hazardous substance is decanted and is not consumed
immediately, the employer shall ensure that the container into which the substance is decanted is
labelled with the product name and the risk and safety phrases.)
4.9.4.2.
Register of Hazardous Substances
A register if hazardous substances must be maintained for hazardous substance used, or stored in
the workplace. The register is to include:
a list of each hazardous substance used at the workplace;

an MSDS for each substance; and
a record of risk assessments undertaken in relation to each hazardous substance.
The register is to be readily available to all persons who are or might be exposed to a hazardous
substance at the workplace, including emergency service personnel.
4.9.4.3.
Assessment of Hazardous Substances
It is a legislative requirement to undertake a risk assessment with regards to any hazardous

substances used within the workplace. There are six steps required in this process as adapted
from the Guidance Note for the Assessment of Health Risks Arising From the use of Hazardous
Substances in the Workplace [NOHSC:3017(1994)] :
Step 1:
Identify Substances within the Workplace
Identify all the substances that are, or will be, used or produced in the work unit being assessed. A
substance might be in the form of a solid, liquid, gas, vapour, dust, mist or fume. Substances can
be identified by:
(a)
(b)
(c)
(d)
(e)
Step 2:
referring to stock lists, inventories and registers;

checking all locations where substances are used or stored (some substances may
be purchased locally rather than coming through the official purchasing or stores
area);
considering what substances might be produced during any work process as
intermediates, by-products, finished products or given off as wastes, residues or
fugitive emissions;
considering all substances that are used in or arise from ancillary work such as
maintenance and repair, cleaning, research or testing; and
considering substances that can arise from work on a building, for example,
disturbance of insulation materials, or from work on machinery, for example,
emission of fumes from welding or thermal cutting of metal parts.
Determine if the Substances are Hazardous
Having identified the substances present, it is necessary to determine if they are hazardous
substances. To determine whether a substance is hazardous read the label and MSDS - all
hazardous substances obtained from a supplier shall have a label, and if a substance is
hazardous, there shall also be a MSDS.
Note: In general the information on a label will be sufficient for workplace assessments where
hazardous substances are contained in consumer packages.
Step 3:
Inspect the Workplace and Evaluate the Risk
A 'walk-through' inspection will provide information about each of the work units.
In assessing existing processes, it is important to talk to the employees at each location regarding
practical information about work practices and procedures. For example, they could describe what
happens during a breakdown, maintenance, staff shortages, changes in personnel or volume of
production, weather conditions or other changes that can affect the work with hazardous
substances.
Ensure that all persons who could be exposed to the substances are covered. This might include
employees involved in production, repairs, maintenance, research and development, cleaning or
office work, supervisors, managers and contractors on site.
Consider also any persons who might be exposed in an emergency such as a chemical spill, leak
or fire.
If it is a new job, process or work unit being planned but not yet in operation, evaluation of the
relevant work process, plan or design is needed.
During a 'walk-through' inspection, the following matters should be considered:
(a)
Are any engineering controls in place, such as, isolation or enclosure of processes?
(b)
Are general ventilation and local exhaust ventilation systems in place, effective and
adequately maintained?
(c)
Are employees trained in the proper use and maintenance of control measures?
(d)
Do work practices ensure safe handling?
(e)
Are appropriate personal protective clothing and equipment used and maintained in
a clean and effective condition?
(f)
Are facilities for changing, washing and meal areas maintained in good condition?
(Good personal hygiene practices can also help reduce employee exposure to
hazardous substances.)
(g)
Are good housekeeping practices in place?
(h)
Are hazardous substances stored correctly?
(i)
Is disposal of waste appropriate?
(j)
Are appropriate emergency procedures and equipment in place, for example, eyewash, safety shower, etc?
To estimate the level of risk it will be necessary to draw together the information gathered about the
hazardous substances used (Step 2) and the information collected in the work evaluation. In
summary this will involve considering:
(a)
(b)
(c)
the nature and severity of the hazard for each hazardous substance;
the degree of exposure of persons in the workplace; and
whether existing control measures adequately control exposure.
The risk may generally be described as 'not significant' or 'significant'. The risk can be regarded as
'not significant' if it is unlikely that the work will adversely affect the health of people in the
workplace.
Step 4:
Identify Actions to Control Risks
If the assessment shows that there is a significant risk to health and the risk is not adequately
controlled at the moment, or there is uncertainty about the risks then a report into the risk should
be undertaken.
The report should identify any further actions required and identify appropriate measures to
achieve control. These measures may include, in priority order:
(i)
elimination of the hazardous substance from the workplace;
(ii)
substitution with a less hazardous substance;
(iii)
isolation (separating the employees from where the substance is used);
(iv)
engineering methods (for example, local exhaust ventilation systems);
(v)
administrative control (for example, restricting access to a work area); and
(vi)
personal protective clothing and equipment (gloves, safety glasses, respirators, etc).
It might be necessary to use a combination of these control measures to eliminate or minimise

exposure. To ensure that adequate control is maintained, all control measures should be reviewed
at regular intervals. Routine checks, regular maintenance and appropriate supervision procedures
are also necessary.
Ongoing monitoring may be required where the assessment indicates that it is necessary to check
the effectiveness of control measures or where serious health effects might result if control
measures fail because the substance is highly toxic or the potential exposure is high.
Health surveillance is required for those substances nominated under the relevant regulations (see
reg. 5.23) and where the information gathered during the assessment shows that:
(i)
(ii)
(iii)
Step 5:
there is an identifiable work-related disease or adverse health effect for a hazardous

substance used in the work;
it is likely that the disease or condition might occur during the conduct of the work;
and
valid techniques are available to detect early signs of the disease or condition.
Record the assessment
All assessments carried out in relation to hazardous substances used or stored within the
workplace must be entered into the Hazardous Substance Register as discussed previously.
Step 6:
Monitor and Review
Assessments must be conducted every 5 years or if one of the following situations occurs:
(a)
there are significant changes in volume of production, plant, material, process or

control measures;
(b)
work-related ill health is reported;
(c)
accidents or near misses have occurred which may be due to inadequate control;
(d)
monitoring or health surveillance indicates a loss of control;
(e)
there is new evidence about hazards of substances, perhaps resulting in a revised

exposure standard; and/or
(f)
new or improved control technology becomes practicable.
4.9.5.
Disposal of Hazardous Substances
4.9.5.1.
General
Managers/Supervisors shall be responsible for ensuring that all hazardous substances are
disposed of in an approved manner as required by the MSDS for that substance. Consultation
should occur with Local Government Agencies, State and Federal Government Agencies (where
applicable) i.e.: The Water Authority of Western Australia.
4.9.5.2.
Medical Waste
Collection, storage and disposal of medical waste shall comply with the Codes of Practice on
Medical Waste Management published by the Environmental Waste Disposal Department of
Western Australia.
4.9.5.3.
Sharps
Sharps requiring disposal are to be kept separate from other waste and must be disposed of as
soon as possible.
All sharps are to be placed in a rigid puncture proof container immediately after use. The container
is to be clearly marked SHARPS ONLY and must comply with the Guidelines for the Storage,
Transport and Disposal of Medical Waste issued by the Health Department of Western Australia.
4.9.6.
Documents
Example Form for Risk Assessment of Hazardous Substance
Example Form for Risk Assessment of Hazardous Substance

4.10. Hearing
4.10.
Hearing Testing
4.10.1.
Statement
The Workers Compensation and Injury Management Act 1981 (WA) makes it compulsory for
employers to arrange baseline hearing tests for all workers in prescribed workplaces.
4.10.2.
Background
Strong and or repeated stimulation by intense sound can lead to loss of hearing. This may be only
temporary at first but after repeated exposure permanent damage known as Noise Induced
Hearing Loss (NIHL) can occur.
Occupational noise induced hearing loss is defined by the National Occupational Health and Safety
Commission as hearing impairment arising from exposure to excessive noise at work. According
to the Australian Safety and Compensation Council there were 4510 claims in relation to NIHL in
Australia. The direct cost of NIHL to Australia is just over $30 million per annum with each claim
costing approximately $6711.00.
According to Access Economics47 the real cost of hearing loss to Australia in 2005 was $11.75
billion.
Noise is classified as a hazard and therefore there is an obligation imposed on TAFEWA under
Regulation 3.1. of the Occupational Safety and Health Regulations 1996 (WA). This requires
TAFEWA to identify the risks associated with noise exposure and consider the means by which the
risk may be reduced.
Regulation 3.45 sets the noise exposure standards at:
an LAeq, 8h of 85dB(A) (an 8 hour equivalent continuous A-weighted exposure of not more than 85
decibels), or
an L C, peak of 140 dB(C) ( a C - weighted peak noise level of 140 decibels)
The Workers Compensation and Injury Management Act 1981 (WA) makes it compulsory for
employers to arrange baseline hearing tests for all workers in prescribed workplaces. A prescribed
workplace exists when workers receive a personal noise dose of LAeq, 8h 90 dB(A) or above. A
worker who receives a peak exposure of 140 dB(lin) (or unweighted decibels) on one or more
occasions.
90 dB(A) is approximately equal to the noise from an idling heavy motor truck at a distance of one
meter. While 140 dB(lin) is equal to the peak noise level from a mid to high calibre firearm being
discharged next to the users ear.
4.10.3.
47
Relevant Legislation
Listen Hear- The Economic Impact and Cost of Hearing Loss in Australia, a report by Access Economics
Pty Ltd February 2006

Workers Compensation and Injury Management Act 1981 (WA)
Workers Compensation and Injury Management Regulations 1982 (WA)
4.10.4.
Hearing Testing Guidelines
All employees who undertake work within a prescribed workplace must undergo a baseline hearing
test within 12 months of commencing employment. This test must be undertaken by a WorkCover
WA approved tester. A directory of approved audiometric service providers and testing locations is
available from the WorkCover WA website at www.workcover.wa.gov.au.
If as the result of the baseline testing an employee shows significant hearing impairment then that
employee shall be requested to undergo further testing. This follow up testing can not occur on the
same day as the baseline test.
4.10.4.1.
Cost of Testing
The cost of the baseline test and follow up testing as a result of the baseline test will be incurred by
the College.
If the employee s are required to travel to undertake the baseline, or subsequent testing they are
entitled to reimbursement for reasonable costs of travelling and accommodation.
4.10.4.2.
Subsequent Testing
If an employee leaves the college or retires they may, if they wish, undergo an Exit Audiometric
Test within 3 months. An employee does not forfeit his / her rights to claim for compensation by not
having a test on leaving.
After the baseline test the Colleges only further obligation is to arrange further testing upon
request from the employee at no less than 12 monthly intervals. The College should respond to
such requests as soon as practicable, but not than one month after receipt of a request.
4.10.4.3.
Notification of Arrangement of Audiometric Test
The College is required to notify the employee requesting or required to undertake an audiometric
test using Form 18 (copy provided at the end of this section).
The employee shall not, without reasonable excuse, proof of which is on the employee, fail to
submit him or herself for testing [Reg. 19D (3) Workers Compensation and Injury Management
Regulations].
4.10.4.4.
Prior to Undertaking an Audiometric Test
The College shall ensure that the employee undertaking an audiometric test is not knowingly
exposed in the workplace to noise levels above 80 dB(A) during the 16 hours preceding the test.
The employee undertaking the audiometric test shall also not knowingly permit him or herself to be
exposed to noise levels above 80 dB(A) during the 16 hours preceding the test.
4.10.4.5.
Confidentiality of Test Results
All test results must be submitted to WorkCover WA within one month and the tester must also
provide a copy to the worker within one month of the test taking place. The results are strictly
confidential and access cannot be granted to anyone without the workers written consent.
For subsequent test results following the baseline test WorkCover WA will advise the College and
the employee if it has been established that a minimum of 10 % hearing loss has been sustained.
4.10.4.5.
Disputes of Test Results
The College or the employee concerned may dispute the findings of an audiometric test by giving
notice on the prescribed form (Form 21, a copy is attached at the end of this section) to WorkCover
within three months of the result being communicated to them.
4.10.5.
Form 18
Form 21
Documents

4.11. Infectious Diseases
4.11.
Infectious Diseases
4.11.1.
Statement
TAFEWA is committed to, as far as practicable, provide and maintain a working environment so
that person(s) at campus are not exposed to risks associated with infectious diseases.
4.11.2.
Background
An infectious disease is defined by WorkSafe as a disease which can be transmitted to people by a

source of disease causing organism such as a virus, bacteria or fungi and can be referred to either
as a communicable or contagious disease.
A study conducted by medical students at the University of Western Australia revealed many
workers do not take recommended safety measures seriously and generally do not report incidents
involving infectious disease risks.
All employees should presume all bloody and body fluids are infectious and treat them as a
potential source of infection regardless if the person is known or not.
4.11.3.
Authority

Code of Practice on the Management of HIV / AIDS and Hepatitis at Workplaces 2003
4.11.4.
Guideline
4.11.4.1.
General Precautionary Measures
General precautions in everyday work practices can provide a basic level of control by;
Frequently wash hands
Use of personal protective equipment if cleaning blood or body substances
Protect damaged skin by covering with waterproof dressings
Use disposable gloves when handling food
Maintain general cleaning
Take care of intact skin
Containment of all blood and body fluids (confine spills, splashes and contamination of
environment and employees)
Proper handling and disposal of sharps.
4.11.4.2.
First Aid
A fully equipped first aid kit should be accessible in all work areas, further details can be found in
section 5.3 First Aid of the OSH Manual.
While mouth-to-mouth resuscitation holds little risk of infection unless there are body fluids or blood
involved, mouth-to-mouth resuscitation should not be administered without a disposable
mouthpiece. All disposable equipment, including gloves, should be discarded after being used
once.
4.11.4.3.
Informing Employers of an Infectious Disease
An employee has a duty under the OSH Act to communicate and cooperate with his or her
employer to enable the employer to fulfil the requirements of the Act. Employees may be required
to notify their employer of incidents where they may expose another employee, student or member
of the public to an infectious disease.
A list of diseases that employers are required to notify WorkSafe of is outlined in Section 3.1
Accident Investigation of the OSH Manual.
4.11.4.4.
Providing Vaccinations
A study conducted by employees between the ages 18 and 64 concluded that those who were
vaccinated against influenza experienced;
25% fewer episodes of upper respiratory tract illness
43% fewer days off work because of upper respiratory illness
44% fewer visits to doctors because of upper respiratory illness48
A risk management process as listed under Section 3.4 of the OSH Manual will help determine the
level of benefit the colleges will receive by subsidising vaccinations.
There are currently vaccinations available for;
Chickenpox
Influenza
Rubella
Hepatitis A
Hepatitis B
Measles
Meningococcal Infections
Mumps
Polio
Q Fever
Tetanus
Whooping Cough
Subsidising vaccinations should consider employees level of exposure in comparison to the level
of cover the vaccination would provide and the financial impact the vaccination(s) would have.
If the requirement to make a vaccination available to an employee is identified then that employee
must always be advised to discuss the vaccination with a medical practitioner.
48
Nichol KL Cost Benefit Analysis of a Strategy to Vaccinate Healthy Working Adults against Influenza
Annals of Internal Medicine 1995:123: pp 518-527
4.11.4.5.
Privacy and Confidentiality
TAFEWA recognises the individuals right to confidentiality and privacy regarding any infectious
diseases they may have. All campuses should have a process in place to ensure the privacy of all
personnel is upheld.
All campuses should have in place processes that;
Ensure medical and personal records which may outline an infectious disease are kept
confidential and in a secure place.
Obtain written consent from individuals regarding their infectious disease prior to disclosing
any information to another person.
Individuals health status is to remain confidential
Recognise that unless the work poses a danger to the individual or public there is no
obligation for an individual to inform his/her manager of an infectious disease.
4.11.5.
Documents

4.12. Isolated Workers (Working Alone)
4.12. Isolated Workers (Working Alone)

4.12.1.
Statement
In support of the Occupational Safety and Health Policy the following shall apply in dealing with
isolated workers and working alone.
4.12.2.
Background
Isolation by definition is place apart; detach or separate so as to be alone. For the purpose of
this document the word isolated is used to refer to a person who is alone in any place as part of
their work. According to the WorkSafe WA Guidance Note Working Alone, a person is alone at
work when they are on their own; when they cannot be seen or heard by another person; and
when they cannot expect a visit from another worker or member of the public for some time. This
document also relates to employees required to travel in remote locations.
The risk of injury or harm for people working alone may be increased due to difficulties accessing
or contacting emergency services when if required. Emergency situations may arise due to:
the sudden onset of a medical condition;

accidental work-related injury or disease;
attack by an animal;
exposure to the elements; or
through becoming stranded without food or water.
The consequences of these situations may be very serious or even fatal.
4.12.3.
Authority

4.12.4.
Guideline
4.12.4.1.
Provision of Supervision
It is up to each employer to determine the most effective way of supervising employees who work
alone. If due to the nature of the work, direct supervision is not possible then a method of indirect
supervision should be in place. Note that it is not sufficient to introduce safe procedures without
monitoring their implementation to ensure that they are adopted and are effective.
4.12.4.2.
It is recommended that a JSA be conducted into all work functions requiring people to work alone.
Refer to the Occupational Safety and Health Risk Management section within this manual for
further information regarding conducting a JSA.
4.12.4.3.
Communication and Contact
Regulation 3.3 requires regular contact and a means of communication; it does not however define
these terms. The regulation provides for these matters to be determined according to what is
practicable for the circumstances. Regular contact should be systematic contact at pre-determined
intervals.
If an employee is required to travel over well constructed and frequently used roads and return to
home base on the same day and the work activities are assessed as low risk, a telephone call to
home base on arrival and departure may be sufficient.
Where an employee is required to travel and work in remote areas an itinerary should be
developed and be approved by the employer in advance of departure. The employer should be
advised of any changes to proposed routes, departure and arrival times and accommodation
arrangements.
Where an employee is required to work in a remote area, and drive over poorly signposted or
poorly constructed roads, the employee should be contacted at prearranged intervals.
In many locations mobile phones cannot be relied upon as an effective means of communication.
However, when they are used, there should be arrangements to maintain an adequate supply of
charged batteries. Consideration should be given to the use of satellite telephones in areas where
normal mobile phones are ineffective.
4.12.4.4.
Emergency Location Beacons
The carriage of an emergency location beacon is strongly encouraged for use where lifethreatening emergencies may occur, to pinpoint location and to indicate by activation of the beacon
that an emergency exists.
In emergency situations where there is no other effective form of communication, the beacon
should be activated.
Note: From 01 Feb 2009, search and rescue satellites will no longer detect 121.5 MHz analogue
distress beacons and will only detect 406 MHz beacons. 406MHz beacons should be
registered with the Australian Maritime Safety Authority by ringing 1800 406 406.
4.12.5.
Documents

4.13. Manual Handling
4.13.
Manual Handling
4.13.1.
Statement
Manual handling refers to any activity requiring the use of force to either push, pull, lift, lower, carry
or move, hold or restrain an object, person or animal. Across all industries manual handling injuries
account for a third of all lost time injuries (LTIs)49.
TAFEWA has a legal obligation under Regulation 3.4 of the Occupational Safety and Health
Regulations (1996) to manage, as far as practicable, the manual handling hazards that exist in the
workplace.50
4.13.2.
Background
No background for this section.
4.13.3.
Authority
The OSH Regulations [3.4. (2)] relating to manual handling requires an employer;
(a)
identify each hazard that is likely to arise from manual handling at the workplace;
(b)
assess the risk of injury or harm to a person resulting from each hazard, if any,
identified under paragraph (a); and
(c)
consider the means by which the risk may be reduced.
4.13.4.
Guideline
4.13.4.1.
In meeting these obligations TAFEWA will follow the JSA requirements as described within this
manual.
4.13.4.2.
General Recommendations
To minimise manual handling hazards there are several recommendations that can be
implemented to reduce the risk presented by manual handling.
(1)
(2)
(3)
(4)
(5)
49
50
Store heavier and frequently used items on shelves between knee and chest height.
Where practicable use lifting aids and trolleys to prevent poor posture.
Manage storage areas so that only necessary items are kept.
Have frequent breaks if repetitive tasks cannot be avoided.
Assess your work areas so that the layout is suitable to allow for greater mobility and for
any work to be completed in and upright position.

Occupational Safety and Health Regulations 1996 (WA) Regulation 3.4
4.13.5.
Documents

4.14. Mobile Phones
4.14.
Mobile Phones
4.14.1.
Statement
TAFEWA recognises that while there is no conclusive evidence that mobile phones can cause an
individual harm, it does make a commitment to limit the exposure to radio waves emitted from
mobile phones.
4.14.2.
Background
Most scientists do not believe mobile phones can cause cancer through the transmission of energy
via radio waves. The radio waves are considered too weak to cause damage to the genetic
material that lies in human DNA cells to cause cancers.
The only scientific proof that exists demonstrates that mobile phones should not be used where it
may interfere with equipment in hospitals, aircrafts and areas that have an explosive atmosphere.
4.14.3.
Authority

4.14.4.
Guideline
If personnel are concerned about their exposure to radio waves from mobile phones there are
several measures they can use to reduce their exposure. These include;
Using a landline phone whenever possible, especially if you anticipate a long conversation.
Spending minimum time on phone calls received on a mobile phone.
Retrieve your voice mail from your mobile phone via a landline phone.
Use a hands-free kit whenever possible.
Hold the mobile phone a little way away from your head rather than pressed right up
against your ear.
4.14.5.
Documents

4.15. Occupational Stress
4.15.
Occupational Stress
4.15.1.
Statement
TAFEWA recognises that occupational stress is a legitimate safety and health issue and as such
will provide support to employees who believe they are suffering from occupational stress by
assessing the workplace to determine the nature and extent of occupational stress occurring.
TAFEWA will, where possible, modify the current work organisation to reduce stress, train
employees to recognise occupational stress, stress management techniques and provision of an
employee assistance program for confidential counselling.
4.15.2.
Background
Work-related or occupational stress is the physiological and emotional responses that occur when
there is an imbalance between the job demands and the employee's capabilities and coping
resources. Situations that are unfamiliar, challenge or threaten can increase levels of stress.
The initial response of stress to personal or work-related psychosocial risk factors is in itself, not an
illness. The effects are usually of short duration and have no lasting effects once the stressful
situation has passed. Acute or chronic harm to health may result when the employee is unable to
cope with persistent and sustained psychosocial risk factors over a long period of time. Severe
stress reactions may also result from exposure to trauma or violence at work.
4.15.3.
Authority

4.15.4.
Guideline
4.15.4.1.
Causes of Work Related Stress
There will be a wide range of difference in individual reactions to pressure from psychosocial risk
factors in the workplace. What one individual finds as motivating, may adversely affect the health
of another. The individual's ability to cope may also vary throughout their lifetime due to a number
of influences. Some of these influences include their coping skills, previous experiences, training
and personal difficulties (e.g. divorce and death of spouse).
Although there are many psychosocial risk factors that can lead to the experience of work-related
stress, there are six psychosocial risk factors that have been widely researched and are known to
be associated with work-related stress:
Autonomy/control: The amount of authority the employee has over the way they do their
job;
Job demands: the amount of workload the employee has to complete, this includes
timelines for completing work;
Support: the level of support the employee perceives from management and colleagues;
Role conflict/ambiguity: the extent that the employee's tasks and duties are clearly
defined (i.e. understaffing can lead to employees doing tasks for more than one position);
Relationships: the extent of good relationships in the workplace. This can include the
presence of bullying and harassment issues in the workplace;
Change: involves planned and unplanned change in the work environment. Changes can
occur at three levels: personal (i.e. changes to position and responsibilities), management
(i.e. new supervisors or processes and procedures), and organisational (i.e. takeover,
restructure or redundancies).
Employees may also experience work-related stress from aggressive or violent incidents that occur
in the workplace. The experience of work-related stress from aggression and violence can occur
from either cumulative events or as a result of a traumatic event.
4.15.4.2.
Recognising Occupational Stress
Physiological indicators of occupational stress include the following factors;
Irritability
Indecisiveness
Lack / increased appetite
Reduced performance
Deteriorating relationships
Absenteeism
Job dissatisfaction
Low morale
Depression
Bouts of crying
Tense
Fatigue51
Physical indicators of occupational stress include the following factors;
Increased smoking / drinking

Drug misuse
Increased heart rate
Heavy breathing
Increased muscle tension
Headaches
Stomach complaints
Disrupted sleep patterns
Difficulty concentrating 52
4.15.4.3.
Assessing Occupational Stress
Occupational stress is considered a hazard, when assessing occupational stress you are expected
to use the same process for risk management as other hazards. Please refer to the Risk
Management section of this manual for further information.
4.15.4.4.
51
52
Managing Stress in the Workplace

Stress should be managed the same as any other safety issue, please refer to the issue resolution
procedure within this manual for further clarification. Employee Assistance Program (EAP) can be
accessed to assist in the management of stress within the workplace. Details of these programs
can be obtained through College HR areas.
4.15.5.
Documents

4.16. Occupational Overuse Syndrome,
Repetitive Strain Injuries and
Ergonomics
4.16.
Occupational Overuse Syndrome, Repetitive Strain Injury and

Ergonomics
4.16.1.
Statement
In support of the Occupational Safety and Health policy the following shall apply in dealing with
Occupational Overuse Syndrome (OOS) and Repetitive Strain Injury (RSI).
4.16.2.
Background
OOS and RSI are broad terms used to describe localised injuries such as tennis elbow and carpal
tunnel. For the purposes of this document OOS and RSI are interchangeable.
OOS / RSI are damage to muscles, tendons and the nerves that run through them through
repetitive trauma on a very small scale. Through using muscles, tiny tears occur. The local area
becomes inflamed for a short time as the body attempts to repair the tiny tears. A build up of scar
tissue from these small tears is usually the source of pain in long term cases.
Symptoms include;
Burning, aching or shooting sensations in small sites such as fingertips, hands or forearms.
Tremors, clumsiness and numbness
Lack of strength in the hands or forearms
Muscle fatigue
Difficulty with normal activities (carrying shopping bags, opening doors, turning on taps)
Chronically cold hands, especially the fingertips
4.16.3.
Authority

4.16.4.
Guidelines
4.16.4.1.
Causes of OOS / RSI?
Typical causes of OOS / RSI include;

Doing a repetitive action for long periods of time
Working on equipment that does not fit your body ergonomics
Working at a fast pace without constant breaks
Long work hours with a lack of variety in the tasks being completed
Working in cold conditions
4.16.4.2.
Preventing OOS / RSI
OOS / RSI can be prevented through taking short breaks to shake your hands and complete a few
short exercises throughout the day.
4.16.4.3.
Wrist Rotation53
Make a fist and rotate your entire hand (from the wrist) in one direction. Repeat 15 times. Switch
directions and repeat 15 times. Then, release your hands, and with fingers extended, do the same
rotations.
4.16.4.4.
Hand Stress54
Make a fist, and then extend your fingers as far apart as possible. Hold for about 10 seconds.
Relax. Repeat the entire sequence 5-10 times until hands and fingers feel relaxed.
4.16.4.5.
Head and Neck55
Slowly turn head left, hold for 3 seconds. Turn right, hold for 3 seconds. Drop chin gently to chest,
and then look up. Repeat the sequence 5-10 times.
53
Preventing RSI http://www.flinders.edu.au/ohsw/Ergobook/EB-repetitive_motion.html

55
54
4.16.4.6.
Shoulders56
Roll shoulders forward 5 times, backward 5 times using a circular motion.
4.16.5.
When Working at a Computer
4.16.5.1.
Setting up your chair
To maintain minimal discomfort from your chair, you should;

Push your hips as far back as they can go in the chair
Adjust the seat height so that your feet are flat on the floor and your knees are equal to or
lower than your hips
Recline the back of your chair to a 100-110 angle, making sure that your upper and lower
back are supported by the chair. Should your chair not support your back you can use a
small or inflatable pillow.
If the chair is fitted with arm rests ensure that they are at a height that suits you and doesnt
make your shoulders raise or slump to rest on them. If possible use a chair without
armrests. 57
58
56

Ergonomics in Australia www.ergonomics.com.au
58
Ergonomics Australia www.ergonomics.com.au
57
4.16.5.2.
Desk Arrangement
When arranging your desk be mindful of;

The computer screen should be at least an arms length from your seat
The phone is able to be reached while maintaining a bend at the elbow
Keyboard is located at a position on the desk that the most commonly used area of the
keyboard is in front of your torso
The mouse and mouse pad should be level with the keyboard and not above it
There should be a clearance between your legs and the desk
If you are working off documents for long periods of time and it is possible, place
documents between the keyboard and the computer screen.59
4.16.5.
Documents
59
Ergonomics Australia www.ergonomics.com.au

4.17. Personal Protective Equipment
4.17.
4.17.1.
Statement
Personal protective equipment (PPE) refers to a range of equipment and / or clothing that can be
worn to protect against workplace hazards. It is the final stage in the hierarchy of controls as it
does not eliminate the level of risk presented by the hazard.
TAFEWA is committed by the Occupational Safety and Health Act 1984 (WA) Section 19 and the
Occupational Safety and Health Regulations 1996 (WA) Division 2 to provide and maintain any
PPE that has been distributed for the purposes of lessening the impact a hazard that be may
present.
TAFEWA will also provide training and instruction on the use of the PPE that has been distributed
to staff, students and visitors.
4.17.2.
Background
4.17.2.1.
Hierarchy of Controls
The hierarchy of controls should be used when assessing the risk presented by a hazard. Below is
a demonstration of the hierarchy of controls;
The hierarchy of controls will be used to demonstrate the process of managing a person in shark
infested water.
Eliminate the risk by removing the hazard or changing the work process. This is the most
effective control measure and should be considered first. If the hazard is removed other controls
measures are not required.
If a hazard cannot be eliminated, the next control method that should be considered is
Substitution. If the material or task creating the hazard can be substituted for another substance
or another way of completing the task that is less risky or hazardous and it is practicable to do so,
then it should be substituted.
If the hazard cannot be substituted, redesigning the work environment or work process through
Engineering is the next step to be considered. If the object of work task that presents a hazard
can be modified or redesigned to mitigate the risk then and it is practicable to do so, then do so.
Isolation controls the hazard by isolating the hazard from the people in the work area. Isolation
can also be used to isolate the people from the hazard.
Administrative controls rely on the behaviours of individuals rather than the work environment
itself, therefore they do not mitigate the risk and other control measures are generally necessary.
Administrative controls include safe work practices, signage, training, rotation of staff and taking
breaks.
Personal protective equipment should be used as a final resort as it does not minimise or
eliminate the hazard. PPE must always be regularly maintained, fitted correctly or be replaced to
ensure it remains in good working order.
If the risk can not be eliminated it is recommended that a combination of the lower level treatment
options be used in reducing the risk to as low a level as is reasonably practicable.
4.17.3.
Authority

Code of Practice: First Aid, Workplace Amenities and Personal Protective Equipment 2002
AS 1067
AS/NZS 1269
AS/NZS 1270
AS 1319
AS/NZS 1336
AS/NZS 1337
AS/NZS 1338
AS 1558
AS/NZS 1715
AS/NZS 1716
AS/NZS 1800
AS/NZS 1801
AS/NZS 1891
AS/NZS 2161
AS/NZS 2210
AS 2225
AS 2375
AS/NZS 2604
Sunglasses and fashion spectacles

Occupational noise management
Acoustics - Hearing protectors
Safety signs for the occupational environment
Recommended practices for occupational eye protection
Eye protectors for industrial applications
Filters for eye protectors
Protective clothing for welders (Incorporating Amendment 1)
Selection, use and maintenance of respiratory protective devices
Respiratory protective devices
Occupational protective helmets - Selection, care and use
Occupational protective helmets
Industrial fall arrest systems and devices
Occupational protective gloves
Occupational protective footwear
Insulating gloves for electrical purposes
Guide to the selection, care and use of clothing for protection against heat
and fire
Sunscreen products - Evaluation and classification
4.17.4.
Guideline
4.17.4.1.
Provision of PPE
Where it is not practicable to avoid the presence of a hazard, and a need for PPE has been
identified to protect staff, students and visitors from a hazard, the employer must provide such PPE
as is necessary60. In addition the employer must ensure that the PPE complies with the relevant
requirements of the appropriate Standard listed previously.
Factors to be considered in deciding the most appropriate equipment for a particular workplace
include:
the absolute requirement for personal protective equipment at that workplace;
the availability of the personal protective equipment;
the location of the workplace;
the need for a personal fit;
the training and information to be given to employees;
60
Occupational Safety and Health Act 1984 Section 19
industry practice, such as personal protective equipment being a normal requirement

for that industry sector;
the nature of the work and associated hazards; and
the ability to properly maintain the personal protective equipment in the
workplace.61
The need for PPE at the workplace shall be made known to employees before they start any new
work, and before they are required to use the equipment.62
Required PPE may include but does not have to be supplied unless identified in a risk assessment
or in consultation with Safety and Health Representatives and Management;
safety footwear
overalls
dust coats
aprons
glasses, i.e. safety or sun protection
respirators
hard hats
Before commencing an unfamiliar task a Job Safety Analysis shall be completed, this process
should identify the need for task specific personal protective equipment.
4.17.4.2.
Minimum requirements when in a Workshop on Campus
When working in a workshop the following minimum personal protective equipment requirements
have been set as a minimum;
Safety footwear (either steel capped or carbon fibre)

Hearing protection
Eye protection (clear if working indoors, tinted is acceptable outdoors)
Long pants made of a natural fibre only
Shirt made of a natural fibre only
This minimum standard can be exceeded in situations that require extra PPE such as leather
jackets or long sleeves when welding.
4.17.4.3.
PPE Training
The OSH Act Section 19 identifies that an employers must provide training on safe work practices
including the use of PPE. If PPE is going to be worn by non-employees sufficient instruction
should be provided at the time of issuing temporary PPE.
61
62
Training shall include;

Instruction on the use, selection (if the option is given by the college) and wearing of the
provided PPE.
Limitations in the use and effectiveness of PPE.
Maintenance, cleaning and replacement procedures at site level.
Correct storage requirement
4.17.4.4.
Employees who require prescription glasses (as confirmed by an optometrists prescription) and
are employed in an area requiring eye protection to be worn are entitled to prescription safety
glasses (PSG).
The college will reimburse the full cost of PSG up to a reasonable amount. Any additional costs
will be incurred by the employee.
Prior to reimbursing any costs the college must ensure that the PSG comply with the requirements
of:
AS / NZS 1336:1997
AS / NZS 1337:1992
AS / NZS 1337.6:2007
Recommended practices for occupational eye protection,

Eye protectors for industrial applications, and
Personal eye protection Part 6: Prescription eye protection
against low and medium impact
Replacement of PSG will be on an as required bases which will need to be supported with
suitable evidence from an optometrist.
Employees are to complete the appropriate paperwork and forward it to their line supervisor for
reimbursement.
4.17.5.Documents

4.18. Smoking
4.18.
Smoking
4.18.1.
Statement
TAFEWA prohibits smoking within;

Enclosed government buildings (including vehicles, ablution blocks and workshops)
5 metres of any Government building or entrance to a building; and
10 metres of any air intake for ventilation equipment.
Please note appropriate signage shall be installed to alert staff, students and visitors of the above
requirements, or additional requirements up to and including the total prohibition of smoking, as
decided by individual colleges.
Staff, students and visitors are required to abide by State Government policy and those of the
specific agencies. Staff and students not adhering to the smoking policy are in breach of the
appropriate code of conduct and in cases of repeated disregard of the policy disciplinary action
may be taken.
4.18.2.
Background
A number of initiatives were announced in November 2004 to support the Western Australian
Governments policy on smoking in public places. This policy reflects those initiatives.
The Health (Smoking in Enclosed Public Places) Regulations 2003 (WA) were made under the
Health Act 1911(WA) to restrict smoking in public places. The regulations were designed to reduce
the exposure of the public to the harmful effects of tobacco smoke in the environment. The
regulations require that all enclosed public places be non-smoking.
TAFEWA buildings are considered to be public places.
Under section 19 of the OSH Act an employer is bound to provide and maintain a hazard free
working environment, as far as practicable, for all employees.
Under section 20 of the OSH Act employees are responsible for taking reasonable care to ensure
their own safety and health at work and to avoid adversely affecting the safety and health of any
other person by act or omission at work. More specific information on smoking can be found in
regulation 3.44 of the OSH Regulations, 1996.
4.18.3.
Authority

Health (Smoking in Enclosed Public Places) Regulations 2003 (WA)
4.18.4.
Guidelines
4.18.4.1.
Definitions
Designated Smoking Areas-
Areas where smoking is permitted.
Enclosed Government Building-
Means a building that has, whether temporarily or

permanently, a ceiling or roof, walls, sides or other vertical
coverings so that when the buildings existing closable
openings are closed, the building is completely or
substantially enclosed.
Entrance -
A doorway or opening into where staff, students and visitors

access a building. Does not include emergency exits.
Visitors-
Means any family or friends of staff, volunteers, contract

workers / tradesmen and business representatives.
Enclosed Government Building-
Means a building that has, whether temporarily or

permanently, a ceiling or roof, walls, sides or other vertical
coverings so that when the buildings existing closable
openings are closed, the building is completely or
substantially enclosed.
4.18.5.
Documents

4.19. Working at Heights
4.19.
Working at Heights
4.19.1.
Statement
(WA) to protect, as far as practicable, employees from working at heights risks when at the
workplace.
4.19.2.
Background
WorkSafe WA reports that in Australia 60% of fatalities resulting from falls from height occurred
from a height less than 5 metres.
4.19.2.1.
Definitions
Working at Height-
Accessing, egressing, ascending, descending or working in any position

where a person can fall from, into or through anything from one level to
another level.
Where personnel are working at a height above 1.5 metres.
Where there is a potential for any person to gain access to within 2
metres of an open edge where persons may fall more than 1.5 metres.
EWP-
Elevated work platform, a mechanical device used to support a platform

on which personnel, equipment and materials may be elevated such as
a scissor lift or cherry picker.
Fall Arrest-
A self locking device that functions to arrest a fall. Fall arrest devices are
classified into two different types.
Type 1: A fall-arrest device which travels alone an anchorage line and,
when loaded, locks to the line (eg. A rope grab or carrier sleeve).
Type 2: A fall-arrest device from which a spring-loaded anchorage line
pays out, which locks when loaded, but may be wound back as a
winch after loading and locking. (eg. An inertia reel with a winch handle).
Fall Restraint-
Equipment worn by a person that prevents the person from moving to a

position where they may fall. Fall restraint equipment cannot be used
where there is a risk of free fall.
Scaffold-
A temporary platform, supported from below on which persons stand or

sit when performing tasks at height from the ground.
4.19.3.
Authority

AS 1418.1 Cranes, Hoists and Winches
AS 1418.10 Cranes: Elevating Work Platforms
AS 1418.17 Cranes: Design and Construction of Work boxes

AS 1576 Scaffolding series
AS 1657 Fixed Platforms, walkways, stairways, and ladders: Design, construction and installation
AS 1891.1.1995 Safety belts and Harnesses
AS 1891.2. 2001 Horizontal lifeline and rail systems
AS 1891.3-1997 Fall arrest devices
AS 1891.4-2000 Selection use and Maintenance
AS 1892 Portable ladders
AS 2317 Collared eye bolts
AS 2550.1 Cranes, Hoists and Winches general requirements
AS 2550.10 Cranes- safe use- Elevating work platforms
AS 2550.13 Cranes safe use- Building Maintenance Units
AS/NZS 4576 Guidelines for scaffolding
Code of Practice: Prevention of Falls at Workplaces 2004
4.19.4.
4.19.4.1.
Guideline
Competencies
Persons erecting scaffolding must hold the appropriate licenses to allow for personnel to use the
platform erected.
Boom type EWPs with a boom length of 11 metres or more must hold a certificate of competency
(class WP) or be directly supervised by a person holding a WP certificate.
Prior to using scaffolding or using elevated work platforms, fall arrest and fall restraint the person
must be trained and deemed competent in the equipment use.
4.19.4.2.
When campuses hold the equipment used for fall prevention a maintenance program must be
documented and carried out.
When using an EWP a pre-start check in accordance with the manufacture requirements must be
undertaken. The EWP must be inspected and maintained on a regular schedule as determined by
the original equipment manufacturer.
Harness or lanyards should be formally inspected by a competent person every 3 months.
Fall arrest devices must be inspected by a competent person every 3 months.
Permanent installations such as anchor points or static lines must be formally inspected by a
competent person every 6 months.
Scaffolding should be fitted with a SCAFTAG indicating the equipment is integrally competent.
Scaffolding should be inspected by a competent person at a maximum of 30 days interval.
4.19.4.3.
Working at Heights Permit
Prior to completing any tasks using fall prevention equipment or working above 1.5 metres from the
ground a working at heights permit must be filled out for all persons on the task. The permit must
be signed off by the Supervisor and remain with the work group until the task is complete. Upon
completing the task the Supervisor must sign off to say the task is complete a keep a copy of the
permit.
4.19.5.
Documents
Working at Height Permit

4.20. Working in the Heat
4.20.
Working in the Heat
4.20.1.
Statement
(WA) to protect, as far as practicable, employees from heat related illness and solar radiation when
required to work in the heat. As such Colleges will develop procedures to deal with this issue.
4.20.2.
Background
Heat stress refers to heat related illness, heat disorder, burden or overload of heat that must be
dissipated if the body is to remain in thermal balance.
Solar radiation refers to radiation from ultra violet light from the sun.
4.20.3.
Authority
4.20.4.
Guideline
When working in the heat for prolonged periods there are some controls that can be implemented
to limit exposure to the risks associated with working in the heat.
Where practicable, shade created by permanent objects such as buildings, large machinery
and other structures should be used. In the absence of such objects, create shade by the
use of canopies, screens and other portable structures.
Scheduled work to be completed in the heat should be organised so that it takes place prior
to 10:00am or after 2:00pm when the sun is not at its peak.
A combination of PPE can also be used to reduce the level of risk presented while working
in the heat. A wide brimmed hat will reduce exposure to the UV radiation but will not protect
against reflected rays, therefore a wide brimmed hat should be used in combination with
sunscreen, lip protectant and tinted eye protection.
Dehydration is one of the major causes of heat induced illness. It is recommended that
during hot weather people should be drinking at least one-and-a-half cups of water every
half hour; at least one-and-a-half cups of water 2030 minutes before commencing work in
the heat; and drinking water even when not thirsty.
4.20.4.1.
Assessing the risk when working in the Heat
When working in the heat for an extended period of time, a Job Safety Analysis (JSA) is required to
be completed to assess the risks associated with the task.
The JSA should consider;
The type of task.
The length of time required to be out in the sun.

Time of day the task is being carried out.
Any alternative times the task could be carried out.
What shade is available for the task?
What reflective surfaces are around the task? Water, cement, unpainted roofing can reflect
the UV radiation put out by the sun.
Refer to the section on JSAs within this manual.
4.20.5.
Documents
TAFEWA
Section 5: Critical Incident

Management
Section 5: Critical Incident Management

5.1. Bomb Threat
5.1.
Bomb Threat
5.1.1
Statement
Potential bombing incidents constitute a serious threat to staff, clients, visitors and facilities. This
threat area has taken on significant relevance and is increasingly prevalent today for a number of
reasons.
Until proven otherwise, all threats are to be treated as real. During working hours the
Campus manager and management staff should evaluate the threat and consider
actions/evacuation. This may be done in conjunction with the police or other emergency services.
5.1.2.
Background
These threats can be classified into specific and non specific threats as follows;
5.1.2.1.
Specific Threat
In this case the caller or letter will provide a more detailed warning statement, which might describe
the type and placement of device, the reason or motive and /or any other additional specific
information.
5.1.2.2.
Non Specific Threat
In this instance caller or letter may make a simple statement to the effect that a device has been
placed. Generally very little, if any, additional details are conveyed before the caller terminates the
conversation in the case of a telephone threat.
The non-specific threat is more common; however, neither type of threat should be immediately
discredited without investigation. Every threat has to be treated as real until proven otherwise and
all threats must be reported to the police service.
Depending on the threat evaluation by management, one of four possible alternatives should be
pursued. If an evacuation is ordered, do not use the fire alarm use PA facility. A search along
paths of travel and around assembly areas must be conducted prior to ordering an evacuation.
5.1.3.
Authority
5.1.4.
5.1.4.1.
Procedure
Evacuation Options and Actions
One
Do nothing
Based on the credibility of the call / letter Campus managers may consider
doing nothing. However, if there is any doubt as to the validity of the threat
consider a higher option.
Two
Search with no evacuation

Staff, clients and visitors remain during the initial search and are only
evacuated once the presence of a suspicious article is confirmed. This
option should only be adopted in a low threat scenario.
Three -
Search with partial evacuation

If the threat is considered plausible and there is no reason to believe that the
devise will detonate immediately a partial evacuation may be considered.
Evacuate only staff, clients or visitors at immediate risk. Those evacuating
should take all personal belongings such as handbags, briefcases etc. with
them prior to the commencement of the search.
Four -
Evacuate Immediately
When there is a plausible threat with short notice to the devise being
detonated the decision to evacuate should be taken by the Campus
manager. Those evacuating should take all personal belongings such as
handbags, briefcases etc. with them.
5.1.4.2.
Written Threat
If a bomb threat is received in writing it should be kept including any envelope or other container.
Unnecessary handling must be avoided and every possible effort must be made to retain possible
evidence such as fingerprints, hand writing, paper and postmarks.
5.1.4.3.
Telephone Threat
Should a bomb threat be received by telephone the person receiving the call should not disconnect
the caller and should try to find out the information required on the Bomb Threat Check List (Copy
at end of this section). If it is not possible to fill out the check list at the time of the call it should be
completed as soon after the threat as possible whilst incident details are still fresh. Bomb threat
Check Lists should be held by telephonists and other persons who regularly accept incoming
phone calls.
Report details immediately to Campus Manager, the campus manager should then determine if the
threat is credible and if so contact the police service (call 000) and follow their instructions. The
Campus manager will then decide wether or not to evacuate as discussed above.
5.1.4.4.
What to Look For
5.1.4.4.1.
Letter / Parcel
Letter or parcel bombs represent an excellent delivery method and employees should be alert for:
Balance
In letter bombs, device components may shift and tend to "unbalance" an

item of mail leaving it feeling "unusual" as compared to other similar items of
mail.
Sweating
Some chemical used in explosives may "sweat" and result in "greasy"

marks on wrappings.
Odours
Some chemicals used in letter bombs may give off unusual odours.
Feel
letters that contain explosive devices may not feel the same as other letters.
Packaging
other
Addressing
Be cautious of envelopes or packages, which are found within

packages.
Be cautious of items marked "To Be Opened Only By", or one which carries
a strange place of origin, script, disguised or unusual writing or type, obvious
misspelling or altering of words in the address field, or the lack of a return
address.
If a letter or parcel is suspected of containing a bomb it should not be touched or moved. The area
should be evacuated and where possible cordoned off. The Campus manager should be informed
and should contact the police and or emergency services.
5.1.4.4.2.
Suspicious Articles
A bomb can be suspected when:
A package is foreign to the premises

A package fits the description given by the caller (if a bomb threat has been received)
The package is marked BOMB or something similar
The size, weight, shape or sound of the package is suspicious
The origin of the package is not known
There is evidence of fresh diggings, footprints, marks, etc. on the outside of the building or
pieces of wire, tape, explosive wrappings, etc. are found
Furniture, etc. has been re-arranged
Signs of tampering with electrical installations
If it is suspected that a letter or parcel contains a bomb do not touch or move it, evacuate the area
and where possible cordon off the area. Contact the campus manager and the police and or
emergency services.
5.1.4.4.3.
Suspicious Powder
If a letter or parcel has been opened that contains a suspicious powder:
Cover the object without touching or disturbing it further by upending a garbage bin and
placing it over the top.
If any material has spilt from the item, do not try to clean it up.
Do not brush powder off clothing or off any other surface.
Turn off any personal fans in the immediate area.
5.1.5.
Stay in the immediate environment and prevent others from entering the area.
Ensure that everyone who was in the room at the time of the exposure remains in room
where they are.
individuals who have come into contact with the powder should wash their hands if able to
access facilities in the immediate area.
Call for help. Contact the campus manager and or supervisor.
Campus Manager or supervisor should contact Police and follow their instructions.
Documents
Bomb Threat Checklist
5.2. Emergency Evacuation
5.2.
Emergency Evacuation
5.2.1.
Statement
In meeting its legislative obligations TAFEWA Colleges will develop and implement procedures to
deal with emergencies.
Under the Occupational Safety and Health Act 1984 (WA) and Occupational Safety and Health
Regulations 1996 (WA) TAFEWA must ensure specific legislative requirements have been met at
the workplace. Emergency evacuation procedures must be developed with Safety and Health
Representatives and Senior Management at TAFE level.
5.2.2.
Background
No background for this section.
5.2.3.
Authority

5.2.4.
Procedure
5.2.4.1.
Requirements for an Evacuation Procedure
An emergency constituting the need for evacuation can be defined as a fire, explosion, bomb
threat or other source that will require a building to be vacated.63
5.2.4.2.
Emergency Evacuation Plan
All TAFEWA sites shall have an emergency evacuation plan developed for their site. It shall
include floor plans posted at each entrance to the building and the plan should indicate the
nearest assembly area that personnel should gather at in the event of an evacuation.
The main objectives in emergency planning are to ensure that:
everyone knows what to do in the event of an emergency; and

preparations for potential and unexpected incidents at the workplace have taken place.
Emergencies can happen at any time in any type of workplace, such as a fire in a delivery van, an
armed hold-up in a canteen, a chemical spill in a workshop or a bomb threat at the college. The
approach is to eliminate or reduce the risk of injury or harm that may occur during an evacuation
by undertaking a three-step process of:
63
identifying potentially hazardous situations;

assessing the risks; and
implementing control measures.
Emergency evacuation procedures should be developed after this risk management process has
been conducted. All workplaces must have evacuation procedures that have been specifically
developed for the particular workplace and its specific hazards and cover a range of potential
incidents. Training in set evacuation procedures and clear escape routes are key principles to
reduce the loss of life and the risk of injury. Any shortfalls indicated during training should be
quickly addressed.
5.2.4.3.
Developing an Emergency Evacuation Procedure
The amount of detail in the evacuation procedures will depend on the complexity of the
workplace. Where applicable, the evacuation procedures should address:
the activation of alarms and alerting staff and other people on site;
the best way to evacuate the building or site;
the range of situations that may arise, such as incidents with hazardous substances,
explosions, medical emergencies, armed hold-ups, bomb threats and earthquakes;
all the people who may be at the workplace, including visitors and tradespeople, and
activities which may affect the evacuation, such as alcohol consumption in a bar or repair
work;
employees or other people who will require special assistance to evacuate;
the speed of the evacuation some emergencies will take only a very short period to
become a significant emergency and evacuating all people from the building or site as
quickly as possible must be a priority;
all the areas under the control of the College;
clear definition of roles and responsibilities this includes establishing clear reporting
lines with distribution of information on who is in control of a particular area;
the selection of key people to manage the evacuation procedures, such as appointment of
floor wardens;
the training of all staff and specialist training for those with key roles;
regular drill practice;
access for emergency services (such as ambulances) and their ability to get close to the
building or site:
the location of main and alternative assembly areas;
the selection of people responsible for head counts and return to work procedures;
the placement of instructions and maps around the building or site;
the distribution of emergency phone numbers;
the use and maintenance of fire extinguishers, including:
- the best way to control or extinguish a fire;
- the training of employees who may be required to use fire extinguishers; and
regular maintenance of portable fire extinguishers according to Australian Standard, AS
1851; and
regular review of procedures and training.
The effectiveness of the evacuation procedures needs to be reviewed on a regular basis. The
review process should consider whether:
shortfalls found in the procedures during practice drills have been addressed; and
there is a risk management process in place to ensure any changes at the workplace have
been taken into account.
5.2.4.4.
Fire Wardens
Fire Wardens are not considered legally compulsory, however the Occupational Safety and
Health Regulations 1996 (WA) regulation 3.10 suggests that in emergency situations that a
person is expected to help with; they must be adequately trained and provided with the
appropriate personal protective equipment.
5.2.4.5.
Training
The Occupational Safety and Health Regulations states persons at the workplace who would be
required to help control or extinguish a fire at the workplace are appropriately trained and
provided with appropriate protective clothing and equipment64 therefore any personnel that has
been designated a Fire Warden or is reasonable expected to assist in the event of an
evacuation shall be trained in the requirements of the site Emergency Evacuation Plan and the
use of any fire equipment available on site.
5.2.4.6.
Dangerous Goods Register
A register if hazardous substances must be maintained for hazardous substance used, or stored
in the workplace. Refer to the section on Hazardous Substance Management in this Manual for
further information.
5.2.4.7.
In the event of an Emergency Evacuation
In the event of an emergency evacuation you shall;

Move to the nearest exit or designated assembly area
Only take what possessions you have on you at the time of the alarm ringing
Follow the instructions of your fire warden (designated person wearing a red vest and / or
yellow hard hat)
Be prepared to help any elderly, disabled or injured persons
Proceed to assembly area if met at the nearest exit and have your name checked off from
the checklist held by the fire warden
Remain at the assembly point until instructed to move off from the fire warden
5.2.5.
Emergency Evacuation Drills
Emergency evacuation drills shall be run at a minimum of per semester with consideration being
given to conducting drills outside peak working hours, i.e. at night or on the weekend if classes
are being conducted.
5.2.6. Documents
64
Occupational Safety and Health Regulations 1996 (WA) Section 3.10

5.3. First Aid
5.3.
First Aid
5.3.1.
Policy Statement
TAFEWA has a responsibility to ensure that first aid plans are developed and first aid can be can
be provided to any member of staff client or visitor during any College activity, either on or off the
College grounds.
TAFEWA will provide an effective first aid service to all staff, clients and visitors. In order to
achieve this College management will:
Appoint the appropriate number of staff to take on the duties of First Aid personnel
Provide initial and on-going First Aid Training
Establish an appropriate communications network for effective first aid coverage
Establish appropriate monitoring and reporting mechanisms
5.3.2.
Background
First Aid in the workplace is defined as the provision of emergency treatment and life support for
persons suffering illness or injury at the workplace. TAFEWA is aware of its obligation under OSH
Regulations, reg 3.12. (2) which states that:
a person who, at a workplace, is an employer, the main contractor or a self-employed person
(a)
must provide such first aid facilities as are appropriate having regard to
(i)
(ii)
(b)
must ensure that, as far as practicable, persons trained in first aid are available to
give first aid at the workplace having regard to
(i)
(ii)
5.3.3.
the type of hazards to persons at the workplace and the risk of those
hazards; and
the number of persons at the workplace; and
the type of hazards to persons at the workplace and the risk of those
hazards; and
the number of persons at the workplace.
Authority

Code of Practice First Aid, Workplace Amenities and Personal Protective Equipment (2002)
5.3.4.
Procedures
5.3.4.1.
Initial Emergency Procedure
Treatment of injured or ill personnel:
Send for a person who is a recognised First Aider (Colleges are to maintain a list of First
Aiders). As far as possible stay with the casualty until assistance arrives.
While waiting for the First Aider, and if capable and willing, begin administering first aid to
restore breathing and circulation, stop bleeding and prevent shock.
No internal medication is to be administered in any circumstances
Upon consultation with the First Aid personnel, determine whether the person should be
taken to a doctors surgery, to a hospital emergency ward, treated at the campus or sent
home.
Record accident and first aid treatment using the relevant forms and inform parents/
guardians/ employer as applicable.
If the patient is under 18 years of age attempts should be made to immediately try and contact a
parent or guardian.
5.3.4.2.
Lecturers
A lecturers duty of care is to their class group in the event of an accident or injury the lecturers
primary duty is to the injured party until such time as the First Aider arrives. Other class group
members must be given direction to ensure their safety i.e. directed to another lecturer, library
etc.
5.3.4.3.
Treatments at TAFEWA Colleges
Injuries or illnesses that are of a minor nature should be treated at the College and follow up
medical treatment should be left to the discretion of the patient.
5.3.4.4.
Provision of Analgesics
Analgesics are not to be provided under any circumstances.

5.3.4.5.
Sending the Patient to an Emergency Ward or Doctors Surgery
Some injuries and illnesses may require specialised medical treatment. In these circumstances
the First Aider or responsible staff member should determine that this need exists. If the patient is
under 18 years of age then a staff member shall accompany and remain with the patient until the
parent or guardian arrives or the patient has been treated, or released or admitted.
5.3.4.6.
Calling an Ambulance
Should a patient require emergency medical assistance then an ambulance may be called. The
First Aider or the person responsible for the patient will determine the need for an ambulance.
If the patient is under 18 years of age then a staff member shall accompany and remain with the
patient until the parent or guardian arrives or the patient has been treated, or released or
admitted.
5.3.4.7.
First Aid Facilities
The provision of first aid facilities and services starts with identifying all the risk in the work
environment that could lead to injury or harm to the health of people at the workplace. This
should be done in consultation with employees and their elected safety and health
representatives. An assessment of the likelihood and consequences of the risks leading to injury
or harm will assist in identifying the means of reducing the risk to employees and the first aid
services and facilities appropriate for the workplace. Refer to the occupational risk management
section in this document.
5.3.4.8.
First Aid Boxes
A first aid box may be of any size, shape or type providing it is large enough to contain all the
items required for a particular workplace. It should also be able to protect the contents from dust,
moisture and contamination. The first aid box should be kept securely closed to ensure its
contents are kept clean and dry.
The first aid box should contain basic requirements and additional items appropriate to the
workplace. This list should be used as a guide for determining the contents and quantities for a
basic first aid box. Individual items and quantities may vary according to identified risks within the
workplace.
Adhesive dressing strips individually wrapped

Gauze squares 75 millimetre x 75 millimetre sterile packets
Eye pads sterile
Triangular bandages
Safety pins
Scissors (blunt or universal)
Splinter probe or forceps
Torch (small pencil type)
Saline disposable 10 or 30 millilitre bottle for eye wash and wound
Dressing
Wound dressings
Dressing sterile, non-adherent, small
Dressing sterile, non-adherent, large
Cleansing swabs
Cotton tipped applicators
Gauze bandages 5 centimetres
Conforming bandages (crepe or cotton)
Non-stretch adhesive tape hypo-allergenic 1.25 centimetres wide
Disposable gloves
Cold packs (ice or chemical)
Note pad and pencil
Instruction booklet for emergency treatment
Expired air resuscitation (EAR) and cardio-pulmonary resuscitation (CPR)
Guides
Face shields
First aid boxes should be provided and located to ensure:

they are immediately accessible to all employees. Access to a first aid box for people
working in isolated or remote locations must be taken into account;
all employees in mobile workplaces, such as bus and transport drivers, have immediate
access to a first aid box;
the names and contact numbers of first aiders are provided on or near the box;
additional information such as the name, address and telephone number of the nearest
medical or emergency service, is supplied on or near the box;
instructions for emergency treatment of injuries, expired air resuscitation (EAR) and
cardio-pulmonary resuscitation (CPR) are provided inside the box;
instructions for dealing with injuries that may be specific to a workplace (e.g. eye injuries
or chemical burns) are provided in or near the box; and
instructions are provided on the care of first aid instruments such as scissors or splinter
forceps for wound care.
First aid boxes should be clearly marked and the contents adequately maintained and replaced or
added to as necessary. Where a first aid box is to be located in a vehicle, the box should be of a
material that minimises deterioration of its contents from heat and sunlight.
5.3.4.9.
First Aid Room
Where the hazard identification and risk assessment process indicates a first aid room is needed,
a room designated specifically for first aid should be provided. It must:
be well lit and ventilated;

have adequate access should an injured person need to be supported or moved by
stretcher or wheelchair;
have easy access to toilets;
be located to allow easy access and egress for ambulances or emergency vehicles;
be able to provide privacy for persons being treated;
have sufficient space for equipment to be placed and used effectively;
be regularly cleaned and sanitised;
contain a means of communication; and
contain adequate storage for first aid equipment and supplies.
A list of items to be considered for a first aid room is as follows:
Telephone and backup communications (e.g. radio, mobile phone)

List of emergency/medical contact numbers
Wash basin with hot and cold water supplied
Disposable hand towels, nail brush and soap
Work bench or dressing trolley
Refrigerator or immediate access to a refrigerator for the storage of cold packs and
medical supplies
Examination couch or bed, and pillow with appropriate blankets and covers
Stretcher
Chairs (2)
Cupboards for storage of supplies
Lockable cabinet for storage of records
Lockable storage container for poisons/prescription drugs
Refuse containers (e.g. bucket with plastic liner and lid)
Electric power outlets
Electric kettle
Additional quantities of the basic requirements for a first aid box, together with other
supplies relevant to specific hazards identified in the workplace
Disposable gloves and protective glasses
Torch/back-up emergency lighting
Critical spares for specialist equipment (e.g. oxy viva replacement bottles)
Subject to risk assessment consideration should be given to including:

-
Stretcher
biohazard container
movable screen
angle poise lamp or other suitable lamp
recommended treatments for known hazards in the workplace
If it is determined that more sophisticated resuscitation equipment such as automatic external

defibrillation equipment and simple oxygen administration equipment is required in a workplace,
appropriately trained staff and first aiders must be available to use the equipment and systems
put in place to ensure it is adequately maintained.
5.3.4.10.
First Aid Training
TAFEWA colleges are required to have a number of trained staff with current First Aid
qualifications. The minimum ration for trained staff is as follows:
Number of First Aid Personnel
1
2
3
4
+1
Number of employees & enrolled

Students
50
50 100
100 500
500 2000
For every other 2000
Every group larger than 10 people working in isolation or on an excursion shall have at least one
trained first aid person.
In providing First Aid training the following should be taken into consideration when determining
the staff who will be designated First Aid Officers:
Size and layout of college.

Location of the college.
Number and distribution of employees.
Nature of the hazards of the work conducted at various locations.
Distance from the campus to the nearest available and appropriate medical services.
In order to provide adequate First Aid coverage by trained personnel, training preference should
be given, but not limited to: technical, library and support staff.
5.3.5.
Documents

5.4. Tropical Cyclone Preparedness
and Response
5.4.
Tropical Cyclone Preparedness and Response
5.4.1.
Statement
In meeting their legislative obligations TAFEWA Colleges will develop and implement procedures
to deal with cyclones as part of critical incident management and in meeting compliance to the
Occupational Safety and Health Act 1984 (WA) Duty of Care for Employers and Employees.
5.4.2.
Background
The purpose of this document is to minimise the effects of a tropical cyclone. This is done by
ensuring adequate prevention measures are taken prior to the arrival of a cyclone and an efficient
clean up is carried out after the cyclone has passed which will ensure a safe and timely
commencement of normal operation.
5.4.3.
Authority
5.4.4.
Guidelines
5.4.4.1.
Pre-cyclone Preparations
The cyclone season in Western Australia generally runs from the beginning of November until the
end of April. Therefore it is recommended a pre-season clean up and employee awareness is
commenced prior to the start of the cyclone season.
Before the season commences TAFEWA should ensure their campuses are clear of loose debris
and that drains and gutters are repaired and maintained as necessary. TAFEWA should inspect
the condition of structures within their area of responsibility to make sure any repairs required are
carried out prior to the commencement of the cyclone season.
TAFEWA should confirm that appointed persons in their area of responsibility are familiar with the
cyclone response procedure prior to the beginning of the cyclone season.
5.4.4.2.
Cyclone Stages
5.4.4.2.1
Cyclone Warning
When the Bureau of Meteorology issues a cyclone warning for areas of Western Australia it is
important that campuss within that area review the cyclone preparedness and response
procedure. In reviewing this procedure Management should check they have the most up to date
personnel details, including phone numbers, and have a knowledge of which personnel are on
campus and which personnel are off campus for such things as annual or sick leave.
Once the procedure has been reviewed Management should communicate the requirements of
the procedure out to the staff at that campus to ensure all staff are aware of the correct
movements during this time.
5.4.4.2.2.
Blue Alert
On advice from the campus Managing Director, once a blue alert has been declared personnel
will commence preparation for a cyclone. All personnel should make their work areas as secure
as possible by completing the following;
All loose objects to be stored inside.
All documents and other materials/equipment that is likely to be damaged in the event of
window damage to be placed in cabinets or cupboards or covered up where possible.
All items that may be damaged by flood water should be stored above floor level.
All doors to be closed and locked.
Should there be a possibility of a cyclone coming through the area of the campus after hours or
during the weekend, the campus should be secured prior to the end of the working day.
5.4.4.2.3.
Yellow Alert
The Managing Director or nominee should formally advise staff that they are required to leave the
campus. Fire wardens should check their nominated area to ensure all personnel have
evacuated and notify the Managing Director or nominee once their section has been fully
evacuated.
Specific personnel should secure their work areas by;
Carrying out specific shutdown procedures according to campus instructions
Check and lock all accessible buildings
Fully evacuate the campus.
5.4.4.2.4.
Red Alert
When a red alert is current all staff and students must remain at home until they are advised by
the Managing Director that it is safe to return to the campus.
5.4.4.2.5.
All Clear Proceed with Caution
Once the Bureau of Meteorology has given the All Clear Proceed with Caution the appropriate
personnel should attend the campus to inspect the area for damage and areas of risk. If any
damage has been completed, a plan for repair should be completed prior to personnel returning
to site.
Staff should contact their Department Manager to determine a start work time or date.
5.4.4.2.
Communication Chain
Prior to the commencement of cyclone season the safety committee should compile a list of
personnel to be contacted in the event of a cyclone. The communication chain should include;
Department Managers contact details
External contacts
Emergency numbers
5.4.4.3.
Recovery Plan
The Safety Committee in consultation with other campus staff members should design a recovery
plan that takes into account;
Inspection of area prior to staff return
Coordinating clean up
Preparing for student return
5.4.5.
Documents

5.5. Pandemic
5.5.
Pandemic Planning
5.5.1.
Statement
In support of the Occupational Safety and Health Policy and the requirements associated with
working in the public sector TAFEWA shall complete pandemic planning.
5.5.2.
Background
A pandemic is a disease outbreak that occurs worldwide when;

A new strain of virus emerges to which no one is immune
The virus causes disease in humans
The virus is easily transmitted between humans65
Most people are familiar with influenza, most commonly referred to as the flue, influenza may be
infectious for up to two days before symptoms of fever and cough present. This means that
persons who appear well can be spreading the influenza virus.
Generally there are several strands of influenza virus circulating amongst birds, animals and
humans in various areas of the world. There are strands of the influenza virus that are localised to
bird, animal species only as some are localised to humans only. It is possible for some strains to
pass between different species with varying degrees of efficiency and causing illness which varies
in severity between species. It is therefore possible for some species to be exposed to a strand of
virus without suffering any of the general symptoms aligned to the virus, these species despite not
being affected can act as a carrier.66
There are the main types of pandemic virus;
Type A strains of the virus can cause more severe illness and are so far the only types to
have caused pandemics
Type B strains can cause mild epidemics
Type C rarely causes human infection67
Type A viruses have many subtypes which are named according to two main proteins located on
the outside of the virus; hemagglutinin (H) and neuraminidase (N). There are 16 H subtypes of the
virus which are known to infect animals, only 3 H subtypes of the virus have been transmitted
easily between humans so far. 68
The viruses change constantly generally through slow mutation, rarely they mix with another virus
and develop a rapid and sudden increase in their ability to cause disease.69
5.5.3.
Authority
Department of Health and Ageing: Australian Health Management Plan for Pandemic Influenza
2006
65
67
68
69
66
5.5.4.
Guideline
Pandemic phases are classified as follows;

Phases 0 to 2 indicates a new form of the influenza emerges in humans or birds.
Phase 3 indicates the virus is transmitted from animals and/or birds to humans but is not
easily transmitted among humans.
Phases 4 and 5 indicate the virus has started to be transmitted between humans in small
clusters and then in large clusters. Small clusters are considered to be a family group or a
small town/village. A large cluster is considered to be unrelated individuals in a larger but
still geographically localised area.
Phase 6 is when the virus is in its final phase and is easily spreading between humans
with the possibility of causing death.
The Department of Health has prepared a phase guide describing how a pandemic might unfold,
the example given by the Department of Health to explain using the table reads as:
in April 2006:
The world is at global phase 3: a new influenza virus subtype is causing disease in
humans but is not yet spreading efficiently and sustainably among humans.
Australia is at Australian phase 0: no circulating animal influenza subtypes in Australia that
have cause human disease.70
70
Department of Health and Ageing: Australian Health Management Plan for Pandemic Influenza 2006
Individual colleges are responsible for deciding on whether they act on phases associated with
overseas or phases associated with Australia only.
5.5.4.1.
Phases One and Two
When a pandemic is deemed to be in phase 1 and/or 2 it is recommended the campus review any
emergency response or critical incident management procedures the campus has. The Managing
Director, or a representative of, should review the procedures and determine if communications
with personnel at the campus is required.
An electronic and hard copy version of all current emergency contact details as well as a copy of
all campus staff details should be updated at this phase.
5.5.4.2.
Phase Three
The Managing Director, or a representative of, should determine the role the campus will play in
the pandemic (i.e. if the campus will be used as a fever clinic) via direction from the Department
of Health.
A contact list for;
All emergency contacts for all students
Neighbouring district education offices
All international students
All staff working overseas
Current emergency contacts for all staff
should be updated or created if one does not already exist.
A communication method for contacting personnel should be established during this phase so
that information can be communicated to personnel after hours.
5.5.4.3.
Phase Four
At phase four Managing Directors, or a representative of, should be monitoring travel advice via
the Department of Education and Training website.
A record maintaining student absenteeism should be communicated to the Managing Director, or
a representative of, so they are able to monitor the areas of illness.
At phase 4 of a pandemic all excursion/incursions should be cancelled.
5.5.4.4.
Phase Five
Should a pandemic reach phase five the campus Management staff may be required to assist the
Department of Health in determining the contact staff and students presenting symptoms of
influenza should have had so that the Department of Health are able to trace the contact lines of
infection.
It is at phase five that campuses should be on standby to close the campus if requested by the
Department of Health. Campuses should secure the buildings on their premises to ensure
equipment of importance is not removed if the campus is to be used as a fever clinic. Should the
campus not be used as a fever clinic the premises will have to be made secure to prevent theft
and vandalism while the campus is unattended.
5.5.4.5.
Phase Six
The communication strategy set up in Phase Three should be implemented and used to send out
information to employees on the progression of the pandemic if the campus is closed down or
used as a fever clinic.
5.5.4.6.
Recovery
Once a pandemic is declared as cleared all campuses should consult with the Department of
Health to ensure the risk is at an acceptable level for staff to resume work. The Department of
Health will be able to provide direction on recovery should the campus be used as a fever centre
and need to be reorganised prior to being acceptable for staff to return.
Once the all clear has been given by the Department of Health a meeting with Managing staff
should be held to discuss the conditions of return to work and whether personnel will have to use
leave options should they not be prepared to resume work.
When an agreement on how the campus will recover from a pandemic is reached in the meeting
with Managing staff the communication strategy should be used to inform students and staff on
the manner in which the campus will return to full functionality.
5.5.5.
Documents
TAFEWA
Section 6: Workers Compensation

and Injury Management
6.1. Statement
a) TAFEWA will provide assistance to injured or ill employees as soon as practicable to
facilitate their return to work.
b) TAFEWA will make provision for the injury management of all employees who have
sustained a work-related injury or illness that is subject to compensation.
c) TAFEWA is committed to consultation with the employee and his or her medical
practitioner to develop and maintain a return to work program.
d) Injured employees will be treated with dignity and respect. Procedures for injury
management and workers compensation claims will be transparent, follow legislative
requirements, ensure appropriate confidentiality and demonstrate procedural fairness.
e) Where practicable and required by medical specialist certification TAFEWA will make
provision for the placement of injured employees who have accepted workers
compensation claims and are unable to return to their original duties.
6.2. Background
6.2.1. Scope
This policy and its procedures apply to all staff members.
6.2.2. Rationale
TAFEWA is committed to providing assistance to injured or ill employees as soon as practicable,
to facilitate their return to work. Work can be an effective means of reducing the psychological
and physical effects of injury (such as reduced self-esteem and confidence, physical deconditioning and social isolation) as it maintains the injured employees contribution to productivity
and keeps him or her in touch with the workplace.
6.2.2.1.
The Benefits of an Early Return to Work
The benefits of an early return to work for the injured employee include: an increase in morale by
contributing to the workplace; maintenance of self-esteem by fulfilling normal home and work
routines and roles; and maintenance of general fitness for work.
The benefits of an early return to work for TAFEWA include: contribution to a team spirit in the
workplace; in the case of lecturing staff, continuity of teaching within the college by minimising the
use of relief lecturers; reduction in lost time rates, workers compensation costs and insurance
premiums; and distribution of money saved to other areas of the college.
6.2.2.2.
Accredited Vocational Rehabilitation Providers
Vocational rehabilitation services complement medical and employer intervention by assisting

injured employees to remain in or return to productive employment. As part of the injury
management process it may be necessary to use the services of an approved vocational
rehabilitation provider. The aims of vocational rehabilitation are achievement of optimal levels of
physical and/or mental recovery and provision of specialist services to assist an injured employee
to remain in or return to work. Vocational rehabilitation also reduces the human and economic
cost of injury to employees, employers and the broader community.
6.2.3.
Workers Compensation
All employees of TAFEWA and casual staff who are injured in the course of work may apply to
receive workers compensation benefits for a compensable injury, as defined in the Workers
Compensation and Injury Management Act 1981 (the Act) including:
l
l
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l
l
a personal injury by accident arising out of or sustained during the course of his
or her employment;71
a disabling disease as specified in the Act;72
a recurrence, aggravation or acceleration of a pre-existing disease where his or
her employment was a significant contributing factor;73
a disease contracted by an employee in the course of his or her employment
and to which the employment was a contributing factor to a significant degree;74
a loss of function as specified in the Act.75
Claims for motor vehicle accidents that occur on the journey to or from work ,76 and stress claims
wholly or predominantly arising from the exclusion provisions in the Act including, but not limited
to, an employees dismissal, retrenchment, demotion, discipline, redeployment, failure to receive
a promotion or reclassification, or any expectation of these matters77 may not be covered by the
legislation.
Workers compensation is a no fault system except in the case of proved serious and wilful
misconduct, or if the injury of the employee was attributable to his or her consumption of alcohol
or of a drug of addiction or failure to use protective equipment and clothing. In these cases the
employee may be ineligible for workers compensation.78
RiskCover determines whether the injury is work-related in accordance with the definitions
provided in the legislation. The WorkCover WA Dispute Resolution Directorate can hear and
determine workers compensation disputes about liability.79
6.3. Definitions
71
Workers Compensation and Injury Management Act s.5 (a)

Workers Compensation and Injury Management Act s.32-35, 44 and Schedule 3
73
Workers Compensation and Injury Management Act s.5 (5)
74
Workers Compensation and Injury Management Act s.5 (5) and 32
75
Workers Compensation and Injury Management Act s.25 and Schedule 2
76
Workers Compensation and Injury Management Act s.19 (2) and (3)
77
78
Workers Compensation and Injury Management Act s.22
79
Workers Compensation and Injury Management Act s.58
72
6.3.1.
Dispute Resolution Process
The dispute resolution system for workers' compensation claims is focused on the early resolution
of issues. Where disputes relating to claims or injury management cannot be resolved internally
between parties a matter may be referred to the WorkCover Dispute Resolution Directorate.
Disputes will be managed by an arbitrator who will attempt conciliation to bring about a resolution
between the disputing parties prior to arbitration. A commissioner will hear appeals against
decisions of arbitrators on matters of law.
6.3.2.
Injury Management
TAFEWA follows the WorkCover WA injury management model. Injury management is defined as
a workplace managed process incorporating employer and medical management from time of
injury to facilitate where practicable, efficient and cost effective maintenance in or return to
suitable employment.
The key parties in the injury management process are the injured employee, the employer and
the treating medical practitioner. The injury management process may also involve RiskCover, a
vocational rehabilitation provider and the union representative.
6.3.3.
Procedural Fairness
The concept of procedural fairness is derived from the principles of natural justice.80 A process
that demonstrates procedural fairness is one in which:
l
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6.3.4.
decision makers act fairly and provide reasons for decisions;

the person affected is given a fair hearing;
all parties to a matter have an opportunity to put their case where an adverse
decision or finding is made; and
all relevant arguments are considered and irrelevant arguments are excluded.
RiskCover
RiskCover is the managed fund created to administer the self-insurance arrangements of State
Government agencies. RiskCover promotes effective claims management in partnership with the
ETSSC. RiskCover Claims Officers facilitate this partnership and work with the ESB to ensure
claims are managed effectively.
6.3.5.
WorkCover WA
WorkCover WA is the independent government agency responsible for the administration of the
workers compensation and injury management system in Western Australia. Information on
workers compensation, injury management and dispute resolution is available on the WorkCover
info line on 1300 794 744.
80
Workers Compensation and Injury Management Act s.3 (b)
6.3.6.
OSH Consultants
OSH Consultants assist with the monitoring and coordination of workers compensation claims.
They liaise with RiskCover and other parties in the workers compensation system. OSH
Consultants also coordinate vocational rehabilitation services with external providers.
6.4.
Relevant Legislation or Authority
The Workers Compensation and Injury Management Act 1981(WA) is the principal legislation
governing workers compensation and injury management in Western Australia. Amongst other
things, the Act makes provision for the:
l
l
l
compensation of employees who suffer a work-related injury or certain

dependents of those employees where the death of an employee results from
such a injury;81
promotion of the injury management of injured employees, to return them to the
fullest capacity for gainful employment;82 and
promotion of safety measures to minimise the occurrence of injuries.83
Other relevant legislation includes:
Equal Opportunity Act 1984 (WA)

Public Sector Standards in Human Resource Management
WA Public Sector Code of Ethic
6.4.1.
Relevant Policies
81
Workers Compensation and Injury Management Act Schedule 1, 1- 19

83
Workers Compensation and Injury Management Act s.3 (c)
82
6.5. Procedures
Flow chart of workers compensation injury management process
6.5.1. Workers Compensation Forms

All forms required during the workers compensation process are able to be downloaded through
the RiskCover website on http://www.riskcover.wa.gov.au/forms/home.shtml/
6.5.2.
Responsibilities of Line Managers
Line managers must manage an employee who suffers a workplace accident causing injury or
illness in accordance with these procedures. Providing early assistance and open communication
are important factors in supporting an injured or ill employee. The procedures below must be
followed to ensure that the employee receives the necessary medical treatment and support to
facilitate his or her return to work.
When a member of staff is injured the line manager must:
a) Ensure first aid is provided, if required.
b) Advise the employee to seek medical assistance if required. (If not urgent then the
employee can seek assistance if and when the need arises. The employee has 12
months from the date of injury in which to lodge a workers compensation claim).
c) Investigate the incident and complete an incident/accident investigation form and
report the incident to the OSH representative for that area. (The investigation is
required under occupational safety and health legislation).
d) Maintain records of incident/accident reports (it is essential records are kept in
case the employee lodges a claim at a later date).
e) Provide the employee with a 2B Claim Form and a Form 5A Witness Statement
form if they wish to claim compensation.
f)
On receipt of the first medical certificate from the employee note the information
regarding work capacity. Date stamp the form and send to the OSH Consultant.
(If the employee lodges a first medical certificate without a 2B claim form contact
the employee immediately to advise that a 2B form must be completed to lodge a
claim for compensation).
g) If the medical certificate indicates that the employee will be absent from work ask
the employee if they wish to utilise sick leave or other leave credits until liability for
the claim is determined. Place on requested leave if credits are available.
Employees with no accrued sick leave are to be placed on sick leave without pay
and advised to contact Centrelink to determine any benefits to which they may be
entitled.
h) Complete a 1B Employer Report Form and send with the first medical certificate,
2B claim form and the accident/incident investigation form to the OSH Consultant
by the end of the next working day. It is essential that the forms are received by
RiskCover within 3 working days. If not possible by post then fax copies first.
Note:
The details to be provided to a medical practitioner section in the 2B claim form will be
completed by the workers compensation officers in the ESB on receipt of the claim form,
where appropriate.
The line manager is also responsible for supporting an injured worker to return to work. In order
to do this the line manager must:84
a) Identify possible productive and meaningful alternative duties or make
modifications to original duties for consideration by the medical practitioner.85
b) Provide suitable equipment to enable the employee to safely complete their duties.
c) Where an employee is fit to return to work but only on restricted duties or hours,
ensure that a written return to work program is developed and implemented. A
return to work program is to be developed in consultation with the injured worker
and based on the restrictions on the medical certificate or advice from the treating
medical practitioner. (If assistance or further information about return to work
programs is required contact the OSH Consultant. Further information also
provided in section 5.4)
d) Send a copy of the return to work plan to the OSH Consultant.
e) Maintain relevant confidential documentation, such as copies of medical
certificates, in a secure location.
f)
Respect the privacy of the injured employee. No information regarding the injured
employees injury or rehabilitation status is to be communicated to unauthorised
staff or parents without the permission of the employee.
g) Liaise with the nominated vocational rehabilitation provider regarding the

rehabilitation program.
6.5.3.
Responsibilities of an Injured Employee
All employees have an obligation to report to their line manager:

1. any situation at the workplace that they have reason to believe could constitute a hazard
to any person that the employee cannot correct; and
2. all incidences that result in an injury or harm.
If an employee has been injured they are to:
a) Report the incident to the line manager as soon as practicable;
b) Seek medical attention if required. Injured workers have 12 months from the date of
injury in which to make a workers compensation claim for lost wages and/or medical
costs. If immediate medical attention is not required it can be sought if the injury
progresses in days or weeks following the incident. A workers compensation claim
can still be lodged if it is within the 12 month period; and
c) Provide a medical certificate to the line manager.
If Workers Compensation is being sought then the injured employee must:
a) Complete a form 2B claim form and where applicable obtain completed 5A witness
statement forms from any witnesses to the accident;
84
85

Workers Compensation and Injury Management Act s.155B, s155C
b) Return completed forms to the line manager with the first medical certificate; attend
medical reviews and appointments with rehabilitation providers; and
c) Provide ongoing workers compensation medical certificates to the line manager.
Guidelines
In order to claim for workers compensation a first medical certificate must be obtained from a
medical practitioner and a 2B claim form must be completed. If possible also get a witness to
complete a 5A Witness Statement Form.
Medical Reviews
The Departments insurer, RiskCover has the right to obtain information regarding the medical
status of workers receiving compensation and will exercise its discretion in requiring a worker
to submit to an examination by a medical expert nominated by RiskCover.86 RiskCover will
also exercise its discretion in applying to the WorkCover Dispute Resolution Directorate to
suspend an employees weekly payments or extinguishing his or her claim if he or she
unreasonably obstructs, fails or refuses to attend a medical appointment arranged by
RiskCover.87 The injured worker may request copies of specialist reports from RiskCover.
Progress Medical Certificates
The medical practitioner will complete a progress medical certificate after each subsequent
medical review. The employee is required to submit current certificates to his or her line
manager.88 An employee who is no longer at the college, will forward the certificate directly to
the OSH Consultant. The line manager must note the medical practitioners comments prior to
forwarding the certificate to the OSH Consultant.
6.5.4.
Return to Work Programs
Workers Compensation legislation requires that a return to work program must be established
where the injured worker cannot return to their pre injury duties or hours but has a capacity to
return to restricted hours or duties. It is the responsibility of the line manager to ensure that a
return to work program is developed, documented and implemented as soon as possible and in
accordance with the information provided by the treating medical practitioner.
In most cases the return to work program will be developed by an external rehabilitation provider.
This will be coordinated by the OSH Consultant. However where a rehabilitation provider is not
involved the line manager may need to develop a program and provide a copy of the program to
the OSH Consultant. Advice on developing a return to work program is available from the OSH
Consultants. A template return to work program is also available at Appendix E.
The injured employee must be provided the opportunity to participate in the development of a
return to work program and relevant adjustments made to the program if there are changes in the
injured workers condition.
Return to work programs must be in writing and have the signature of the injured employee and
the line manager indicating that they agree with the details and goal of the program. Further
details on the contents of a return to work program are at section 6.2.
The injured employee will remain on compensation payments for the hours worked when a relief
person is also required (i.e. they are working as a supernumerary). For the hours that they are
completing their pre injury duties at their usual place of work full wages will be paid. Any query
with this should be discussed with the OSH Consultants.
86

Workers Compensation and Injury Management Act s.72A
88
Workers Compensation and Injury Management Act s.84I, 57B (1)
87
6.5.5.
Referral to a Vocational Rehabilitation Provider
When deemed necessary the OSH Consultants will refer the injured employee, with the approval
of the medical practitioner, to an accredited vocational rehabilitation provider. The injured
employee will be advised of his or her right to select a vocational rehabilitation provider. Injured
employees must also be provided the opportunity to be involved in all decisions regarding their
injury management and to receive information on their vocational rehabilitation program.
Guideline
An injured employee should participate in injury management if he or she is in receipt of
weekly payments. If a worker is required by the WorkCover Arbitrator to participate in a return
to work program, and refuses to do so or fails to participate, weekly payments may be
suspended.
6.5.6.
Return to Work Hierarchy
The initial return to work goal will be to return the employee to the position he or she occupied
before their injury.89 Injury management or rehabilitation consultants must use the return to work
hierarchy to establish a new return to work goal. The return to work program must be approved
by the medical practitioner before the employee returns to work. Table 1 describes the hierarchy
used:
Preference
1st
Employer
Duties
Same worksite
Original duties
nd
Same worksite
Modified duties
rd
New worksite
Original duties
th
New worksite
Modified duties
5th
New worksite
New duties
New employer
New duties
2
3
th
Return to work hierarchy
Sufficient medical information indicating that the employee is unable to return to original duties in
the near future is required for the employee to be retrained in new duties. If this is the case,
retraining with a view to deployment into an alternative position within the College, will be
considered.
Where reasonably practicable the College must make a position held by a permanent employee
available for 12 months from the date he or she became entitled to weekly compensation
payments.
If that job is not available or the employee can no longer perform that job, the College must
provide a similar position that the employee is qualified and capable of doing within a one-year
period from the date of incapacity.90
The College cannot guarantee the employee a position with a new employer but will provide
suitable job-search training. Employees must notify the College or RiskCover in writing of their
commencement of work with another employer.91
89
Workers Compensation and Injury Management Act s.84AA

Workers Compensation and Injury Management Act s.84AA
91
90
6.5.7.
Record Keeping
Line managers need to exercise good record-keeping. Record keeping is an essential part of
managing employee concerns and in particular managing workplace injury and rehabilitation.
The relevant workers compensation forms must be completed, copied and stored so that
confidentiality is maintained. It is necessary that line managers keep records of all matters that
may become the subject of a complaint, grievance or future dispute.
Records of information pertaining to an incident should include information on the date and time
that information was provided, who it was provided by (including statements by a witness or third
party) with details being kept as specific as possible.
6.6.
Guidelines
6.6.1.
Organisational Development and Injury Management
Organisational Development is based in Business Services Management and Support. The role
of Organisational Development is to:
6.6.2.
a)
coordinate injury management services for TAFEWA;
b)
develop strategies to facilitate the early return to work of injured or ill employees
including the evaluation of workplace facilities;
c)
develop and implement quality assurance programs to monitor the provision of

injury management services by vocational rehabilitation providers; and
d)
recommend appropriate injury prevention strategies (for example, ergonomic

assessments and training seminars on the awareness of stress).
Return to Work Program
The aim of return to work programs is to return an injured employee to meaningful and productive
work when medically appropriate. Where necessary, modifications will be made to an injured
employees duties or workplace. These modifications may include:
reduced work hours per day and/or reduced working days per week;
modified duties that include components of his or her substantive position that are
considered medically suitable; and
alternative duties created for the purpose of return to work.
If the employee undertakes alternative duties when he or she returns to work this is not an
indication that he or she is being retrained.
Typically, a case team comprising the injured employee, line manager, OSH Consultant or an
external vocational rehabilitation provider and medical practitioner will develop a return to work
program. Where requested by the injured employee a union representative may also be involved.
However in cases of minor injury a return to work program may just involve the injured employee
and the line manager utilising information provided by the treating medical practitioner.
Return to work programs must be written and signed by the parties involved to ensure there are
agreed goals for the program. Return to work programs also must indicate:
the name of the injured employee;

a description of the goal of the program;
a list of the action that is to be taken to enable the employee to return to work and who is
responsible for each action; and
a statement that the employee agrees with the program.
A template of a return to work program is provided at Appendix E. OSH Consultants can provide
guidance where required.
A copy of the written return to work program must be sent to the OSH Consultant.
If the injured employee does not agree with their return to work program they should first discuss
the problem with their line manager. If the problem cannot be resolved contact one of the OSH
Consultants for advice.
Information and advice on return to work programs is also available from WorkCover on
www.workcover.wa.gov.au or by phoning 1300 794 744.
6.6.3
Injury Management Assistance for Employees with Pending Claims
The period for determining liability for some claims, particularly stress-related claims may be
protracted if RiskCover requires reports from an insurance assessor or medical specialist.
RiskCover may approve funding for injury management assistance of up to $2,000 for an
employee with a pended claim.
An employee with a pended claim for stress related illness may also be offered a limited number
of counselling sessions with a clinical psychologist to assist them in dealing with their illness.
6.6.4.
Lodgement and Assessment of a Compensation Claim
A flow-chart of the assessment process is provided at Appendix C.
STEP 1 LODGEMENT OF CLAIM AT WORKSITE

The employee lodges a workers compensation claim forms at his or her work site, regardless of
where the injury occurred. The employee is advised to lodge a claim within 12 months of the date
of the original injury or accident, however this time limit may be extended in some situations 92 A
Travel Accident Form must be completed by the employee for an injury that has arisen out of and
in the course of a work-related journey.
92
Workers Compensation and Injury Management Act s.84 I (b)
STEP 2 CLAIM FORMS FORWARDED TO THE EMPLOYEE SUPPORT BUREAU

The claim forms needs to be date stamped when lodged and sent to the OSH Consultant to arrive
within three working days. If it is not possible to get the forms to the OSH Consultant within three
working days then the claims form needs to be faxed and the originals mailed. This will enable
the OSH Consultant to send the form to RiskCover to meet the three days requirement.
The OSH Consultant provides advice and assistance to the injured employee and the line
manager once the claim papers are received. The OSH Consultant contacts the employee and
the line manager to follow-up incomplete forms.
STEP 3 CLAIM FORMS FORWARDED TO RISKCOVER

Information from the claim form is entered into a database at TAFEWA. The OSH Consultant
forwards claim forms to RiskCover for assessment as soon as possible after receiving them in
order to meet legislative requirements for dealing with claims.93
STEP 4 ASSESSMENT OF CLAIMS

RiskCover will assess the claim. This may include investigating the accident or incident, or
obtaining a specialist medical opinion.94 In such cases an insurance assessor will be appointed to
investigate the factual circumstances of the claim and possibly interview the injured employee,
witnesses and other parties.
By providing a detailed statement of the circumstances surrounding the claim, the employee and
his or her line manager may reduce the time taken for liability of the claim to be determined. The
employee and his or her line manager are not obligated to provide a statement.
When a claim is made against a public authority such as TAFEWA, they are required to provide
RiskCover with all information in its possession relating to the claim or possible claim.95
RiskCover may refer an employee who has lodged a claim for occupational stress to a
psychiatrist.96 The psychiatrist will assess whether the worker has a recognisable psychiatric
injury and whether his or her employment contributed to this injury to a significant degree.
RiskCover advises the employee in writing within 17 days of lodgement of its decision to accept,
decline or pend a decision on the claim.97 RiskCover also advises the employees line manager
of this decision in writing.
STEP 4.1 - ACCEPTED, PENDED, AND DECLINED CLAIMS

When a claim is accepted it means RiskCover has admitted liability for the claim under the Act.
The employee is entitled to compensation for lost time, medical, rehabilitation and other
93
Workers Compensation and Injury Management Act s.57B (4)

Workers Compensation and Injury Management Act ss64, 65
95
Fund Guide 2.1
96
Workers Compensation and Injury Management Act ss64, 65
97
Workers Compensation and Injury Management Act s57B (2)
94
expenses. More information regarding entitlements is available from WorkCover (see contact
details overleaf). All sick leave utilised while the claim was pended will be reinstated. When a
claim is pended it means RiskCover considers it necessary to obtain further information before
making a decision about liability. RiskCover must advise the College, the employee and
WorkCover WA that additional time is required to make a decision concerning liability.
When a claim is declined it means RiskCover has determined the claim does not meet the
provisions of the Act. If a claim is declined all medical costs remain the sole responsibility of the
employee. Where liability for a claim is declined employees may apply to use available leave
credits to ensure continuation of salary. The employee has recourse to the dispute resolution
process if he or she disagrees with the assessment of liability or wishes to try and expedite the
resolution of a matter.98
An employee may contact WorkCover Info line on 1300 794 744 for information regarding claim
entitlements or liability.
STEP 5 DISPUTE RESOLUTION

Despite all attempts to resolve matters in accordance with the Agencies process and the
requirements of the legislation there are occasions when disputes arise between the Agency and
employees. Any dispute involving an entitlement under the Act may be taken to WorkCover WAs
Dispute Resolution Directorate. Disputes will be managed by an arbitrator, who will attempt
consultation to bring about a resolution between the disputing parties, prior to arbitration. Further
details on the dispute resolution process are available from WorkCover on 1300 794 744 and on
their website on www.workcover.wa.gov.au or from the union.
6.6.5.
Supporting an Injured Employee when he or she is Absent
Management support is vital to the success of an employees return to work program. It is

important to let the employee know that he or she is a valued staff member. Strategies which line
managers may find useful include:
98
regularly contacting an injured or unwell employee who is totally unfit. This needs to be
done with genuine concern for their well being rather than viewed as harassment to return
to work;
attending an appointment with the employee and medical practitioner (with the consent of
the employee) to determine the level of support required to assist him or her to return to
work and to advise the medical practitioner of available alternative duties;
advising the employee of the availability of counselling through Employee Assistance
Program providers;
Workers Compensation and Injury Management Act s 58
6.5.6.
forwarding copies of newsletters, and relevant memos; and

extending social invitations to the employee (the employee requires medical approval to
attend work-related meetings).
Identifying the Early Signs of Stress
Effective stress management involves learning to identify the early signs of an employee
experiencing stress. The cause of the stress may be a combination of work and non work related
issues. Signs and symptoms do not appear in isolation. Management may observe one or more
of the following signs, which fall into four broad areas:
1. behavioural signs (such as social withdrawal; uncharacteristic behaviour;
increased mistakes; rapid or slow speech; critical and cynical attitudes; frequent,
unexplained sickness absence; and frequent medical visits for minor health
complaints);
2. physical signs (such as disturbed sleep, fatigue, upset stomach, headaches and
agitation);
3. emotional signs (such as anxiety; tearfulness; irritability and over-sensitivity); and
4. cognitive signs (such as reduced concentration, forgetfulness; and diminished
decision-making capacity).
6.5.7.
Management of Employees with Occupational Stress Claims
Line managers should be aware of the sensitive nature of stress claims and the need for
confidentiality of information related to the claim. Details regarding the injured employees
condition or injury management status are not to be communicated to other staff or parents
without the permission of the employee.
The line manager is advised to facilitate early and ongoing communications with the employee.
Communication will assist to maintain the employees work identity by reducing the sense of
isolation from the worksite and demonstrating to the absent employee that he or she is a valued
staff member.
The line manager may need to nominate an alternative person to approach a distressed
employee if the employee perceives that his or her line manager has caused their distress. It is
encouraged that both parties agree to the frequency and method of ongoing communication and
discuss expectations about the return to work program.
The line manager is encouraged to explore what the issues are, expressing a willingness to listen
and to avoid making value judgements. It is important to acknowledge the employees distress.
The line manager is encouraged to be supportive of the employee and encourage them to
discuss their issues and to explore options to resolve any issues. An action plan should be
developed in consultation with the employee and wherever possible agreement reached prior to
actions being implemented.
Where it is suspected that workplace conflict is a factor in an employees ill health, this matter
should be investigated by the line manager and appropriate action taken. A joint action plan with
review dates may be developed. Consideration may be given to pairing the injured employee
with a trusted colleague to enable them to develop strategies to deal with the situation. If
required, independent mediation may be arranged. The employee should also be informed about
the Colleges Employee Assistance Program provider who may be able to assist them with the
development of strategies to build resilience and coping skills.
When managing critical incidents, such as assaults, it is important for the line managers to accept
individual perceptions and not to make value judgements about the incident or the affect that it will
have on the employee. Line managers are also advised to:
6.7.
develop strategies to assist the employee to return to normal working patterns

as soon as possible;
investigate the incident and develop risk management plans in consultation

with staff to manage violence in the workplace; and
consider offering professional development in areas such as conflict

resolution and negotiation to provide employees with the skills to deal with
difficult people and situations appropriately.
Further Information
Contact Details
Organisational Development
(Workers Compensation, Injury Management and OSH)
Central Institute of Technology
Locked Bag 6
NORTHBRIDGE WA 6865
Telephone: (08) 9202 4380 or (08) 9202 4369
Facsimile: (08) 9202 4999
RiskCover
Telephone: (08) 9264 3333
WorkCover WA (Infoline)
Telephone: 1300 794 744
6.8.
Documents
Procedures for Processing a Claim Form Using Empower HR at College Sites

Assessment of Workers Compensation Claim (Flow Chart)
Entitlements of Injured Employees
TAFEWA Return to Work Program Template
Procedures for Processing a Claim Form Using Empower HR at College

Sites
Procedure for staff entering data at the college site.
The following procedures are for line managers and administrators who are managing the leave
of an employee who has lodged a workers compensation claim and is absent from work.
The employees leave forms are to be sent to the OSH Consultants, after the details have been
entered into Empower HR. The leave forms need to indicate that the employee is on sick leave
and not workers compensation until liability for the claim is determined. A comment should be
placed in the leave panel advising sick leave pending acceptance of workers compensation
claim.
Role of the OSH Consultants:

The OSH Consultants will process a payroll advice for a workers compensation claim with time
lost from work. The advice is forwarded to the payroll section for processing on Empower HR.
The information contained in the advice is listed below:
claim number;
claimants name;
ID number;
location (College);
occupation;
dates off work; and
type of leave used.
A weekly rate of pay will be included if the employees wage is to be capped (see appendix D).
When the employee is certified unfit for work for an extended period of time, the OSH Consultants
will place the injured employee on leave until further notice.
To remove the employee from leave and to place him or her on normal wages, a further advice is
sent to payroll when the return to work date is confirmed.

All forms required during the workers compensation process are able to be downloaded through
the RiskCover website on http://www.riskcover.wa.gov.au/forms/home.shtml/
Accident Investigation Form
To be completed by the line manager to identify how the injury occurred

and why, in order to prevent a similar injury in the future.
Employers Report Form 1B
To be completed and signed by the line manager (signature on form only

required if payment of claim is recommended).
Recurrence of Disability Form 3A
To be completed by the injured employee if he or she suffers an

aggravation of his or her injury requiring further medical treatment or time
off work.
Travel Accident Form 4
To be completed by the employee if he or she was injured on a journey

during work time.
Witness Statement Form 5A
*Workers Compensation Claim Form 2B
To be completed by a witness to the injury or incident at the request of the

injured employee.
To be completed by the injured employee and signed in front of a witness.
* First Medical Certificate
To be issued by a medical practitioner or specialist after the initial

consultation with an employee injured during the course of his or her
employment.
Progress Medical Certificate
To be issued by a medical practitioner or specialist after subsequent

medical reviews relating to the work-related injury or illness.
Final Medical Certificate
To be issued by a general medical practitioner or specialist once the injured

employee has recovered from the work-related injury or illness.
* Indicates Prescribed Forms.
All other forms listed are for the purpose of best practice injury
management and assist with the determination of liability and injury management planning.
Assessment of Workers Compensation Claim (Flow Chart)
LODGEMENT OF CLAIM AT WORKSITE
Claim forwarded to the OSH

Consultant
Forms are incomplete and

employees or worksite is
contacted for additional
information
Forms are complete
FORMS FORWARDED TO RISKCOVER
CLAIM IS ASSESSED
Advice provided to employee and

manager that claim accepted and
payments commence
Advice provided to employee &

manager that additional time is
required to determine liability
Employee accepts decision
DECISION DISPUTED AND RESOLUTION

PROCESS FOLLOWED
CONCILIATION
If not resolved
ARBITRATION
Advice provided to employee and

manager that claim is declined
Entitlements of Injured Employees

STATUTORY BENEFITS
The maximum compensation payable in weekly payments and lump sum settlements is called the
prescribed amount.99 An injured workers statutory entitlements include:
compensation for lost wages up to the prescribed amount;

medical expenses up to 30 per cent of the prescribed amount;
vocational rehabilitation expenses up to 7 per cent of the prescribed
amount .
Further information on entitlements can be obtained from WorkCover Infoline on 1300 794 744 or
in Schedule 1of the Workers Compensation and Injury Management Act (1981) available on
www.slp.wa.gov.au/statutes/av.nsf/workcover.
The prescribed amount can be obtain from WorkCover on
www.workcover.wa.gov.au/Information/RatesFeesPayments/PrescribedAmount.htm
Under the legislation a cap on wages for weekly payments applies and lasts for the duration of a
claim.100 The cap is adjusted annually by WorkCover WA.
Workers covered by an Award or Enterprise Agreement (Certified Agreement)101

First Thirteen Weeks of Claim
Weekly payments will consist of the rate of weekly earnings payable under the relevant
industrial award, plus any over award or service payment paid on a regular basis
including overtime, bonuses or allowances. Overtime, bonuses or allowances are
averaged over the 13 weeks before the injury occurred.
Fourteenth Week Onwards
Weekly payments will consist of the rate of weekly earnings payable under the relevant industrial
award, plus any over award or service payment paid on a regular basis, but excluding overtime,
bonuses and allowances.
COMMON LAW BENEFITS

Workers compensation benefits are considered statutory benefits that injured workers are entitled
to receive regardless of whether they contributed to the accident that caused their injuries. It is a
"no-fault" system of compensation. However, in addition to receiving the statutory benefits under
the Act, an injured worker may also bring a civil claim for common law damages against the
College.
The common law system is based on proving fault or breach of a common law or contractual or
99
The prescribed amount is the maximum compensation payable in weekly payments and lump sum
settlements. It is annually adjusted in accordance with the consumer price index.
100
Workers Compensation and Injury Management Act Schedule 1, 11
101
Workers Compensation and Injury Management Act Schedule 1, 11
statutory duty of care on the part of the College, which has resulted in an injury medically
assessed to be of a prescribed level 102
If the injured employee can prove they have suffered an injury up to the prescribed level and
prove some breach or negligence against the College, and that breach materially caused or
contributed to his or her injuries, then the College may be held liable to pay common law
damages as restricted pursuant to the provisions of the Act.
Currently injured workers are required to make an election to pursue common law damages
within 12 months from the date of lodging the 2B claim form with their employer.
10232
Workers Compensation and Injury Management Act Part IV, Division1
TAFEWA Return to Work Program Template

Worker Details
Worker Name:________________________________ Claim No:..
ID .
Telephone (home):
Telephone (work):.
Email:.
Position Title:.... Workplace:.

Employer Details
Workplace:
Supervisor:__________________________________ Telephone:
Email:
Person co-ordinating
return to work program:________________________________ Telephone:..
Email:
Employee Support Bureaus Workers Compensation Officer Details

Contact person:________________________________
Telephone:
..
.
Email:
Medical Details
Name of Treating Medical Practitioner:__________________________________________________
Address:
.
... . Telephone:
... . Email:
Facsimile:..
Work Restrictions on the Current Medical Certificate (if any):
...
Date of Review by Treating Medical Practitioner:
______/______/______
RETURN TO WORK PROGRAM continued/

Actions to Enable the Injured Worker to Return to Work
Action
Person Responsible
Completion/
Review Date
Vocational Rehabilitation Details
Note: these details are only included if the worker, the employer and the treating medical
practitioner have agreed to a referral to an approved vocational rehabilitation provider.
Name of Approved Vocational Rehabilitation Provider:
Telephone:
.
Date of Referral: ______/______/______
AGREEMENT BY PARTIES AT THE WORKPLACE:
I agree to the terms of this return to work program.
WORKERS SIGNATURE:
Date: ______/______/______
EMPLOYERS SIGNATURE:
Name of person signing on behalf of employer:..
.
Position:
..
Date: ______/______/______
Email:
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TAFEWA Occupational Safety and Health Manual v 2.0

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OCCUPATIONAL SAFETY AND HEALTH OVERVIEW

OCCUPATIONAL SAFETY AND HEALTH POLICY

GENERAL DUTIES AND FUNCTIONS UNDER THE OSH ACT

EMPLOYERS DUTY OF CARE

PREMIERS CIRCULAR 2007-12

SECTION 2: OSH CONSULTATIVE PROCESS

SAFETY AND HEALTH REPRESENTATIVES

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Certain Duties of Employers in Relation to S&H Reps

JOB SAFETY ANALYSIS

OSH IN GOVERNMENT PROCUREMENT

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OCCUPATIONAL SAFETY AND HEALTH RISK MANAGEMENT

SECTION 4: OCCUPATIONAL SAFETY AND HEALTH ISSUES AND GUIDELINES

ALCOHOL AND OTHER DRUGS

ALCOHOL AND OTHER DRUGS

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4.1.4.1. Approaching someone who may be under the influence

BULLYING, HARASSMENT AND WORKPLACE VIOLENCE

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HAZARDOUS SUBSTANCE MANAGEMENT

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ISOLATED WORKERS (WORKING ALONE)

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PERSONAL PROTECTIVE EQUIPMENT

WORKING IN THE HEAT

SECTION 5: CRITICAL INCIDENT MANAGEMENT

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TROPICAL CYCLONE PREPAREDNESS AND RESPONSE

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WORKERS COMPENSATION AND INJURY MANAGEMENT

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Section 1: Occupational Safety and

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Occupational Safety and Health Policy

1.1.1. Policy Statement

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Report or rectify any unsafe conditions that come to our attention.

Assist in The development of a safe working environment.

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Promote and secure the safety and health of persons at work;

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Health Act 1911(WA)

Occupational Safety and Health Advisory Documents

National Model Regulations

Guidance Note Formal Consultative Processes at the Workplace

TAFEWA Occupational Safety and Health Manual v 2.0