Ready Workforce Induction Booklet

WELCOME
Welcome to the Ready Workforce team. Ready Workforce is a
division of Chandler Macleod Limited – one of Australasia’s largest
and most diverse Human Resource outsourcing and recruitment
companies, recruiting across a wide range of industries including:
• Manufacturing (all segments)
• Mining
• Logistics, Transport & Storage
• Government (Federal/State/Local)
• Operations
• Utilities
• Building & Construction
• Telecommunications
Labour classifications range from qualified tradespersons and a
series of light industrial positions encompassing manufacturing,
logistics, process work and other semi-skilled personnel, including:
• Supervisors
• Electricians
• Labourers
• Store persons
• Forklift Drivers
• Drivers – local/interstate
• Fitters
• Carpenters
• Process Workers
• Pickers and Packers
• Drivers – Multi/Bulk Drop
• Boilermakers
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As an on-hire worker of Ready Workforce, you join over 13,000
temporary employees assigned to clients by Chandler Macleod
around Australia every day.

WHY JOIN CHANDLER MACLEOD?

Working through Chandler Macleod provides you with flexibility,
variety and challenge in your career. You have the opportunity
to work in a variety of industries and companies, and meet many
different people. As a Ready Workforce on-hire worker, you belong
to a large organisation dedicated to looking after you and your
career. We value and look after our team, and do our very best
to keep you in employment.

WHY DO OUR CLIENTS NEED ON-HIRE WORKERS?

There are many reasons why companies rely on the services of
recruitment agencies and flexible staffing providers. Seasonal
demand peaks, special projects, sickness or holiday relief create
the need for on-hire workers to ensure that business can continue in
an effective manner. Recruitment agencies provide on-hire workers
to fulfil these needs, and reduce the financial and administrative
burden on companies by taking care of all the employment details –
taxes, superannuation, Workers’ Compensation, employee salaries
and responsibility for the employee’s welfare. Our clients rely on our
ability to provide suitably skilled on-hire workers who will assist the
company to go about their business effectively and efficiently.

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 WHAT IT MEANS TO BE A READY
WORKFORCE ON-HIRE WORKER
As an on-hire worker of Ready Workforce, you are an ambassador
of Ready Workforce and represent us to our clients on every
assignment or contract you undertake. We take pride in our
reputation as providers of outstanding human capital and
unparalleled service delivery, a reputation that is cemented
by your behaviour, effort and conduct in each job.

WHAT YOU CAN EXPECT FROM US

Our goal: To be the leader in integrated human capital management
services.
Our commitment to you:
• To provide the best possible assistance in meeting your needs.
• To find the best, most suitable assignments to meet your goals.
• To treat you like a person, not a number.
• To recognise and reward excellence in your work.
• To be there when you need us.

WHAT WE EXPECT FROM YOU

To meet our expectations as your employer, and our clients’
expectations of their flexible workforce, you are required to:
Work safely – being aware of your own safety and that of your fellow
workers.
Be flexible – willing and able to accept positions at a variety of
companies.
Be reliable – we must be able to rely on you to turn up for work as
agreed and complete each assignment in full.
Communicate – keep in regular contact with your Consultant,
remembering that we are your employer.
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Talk to us first if you have any concerns or problems, and please give
us reasonable notice if you decide to leave us to work elsewhere.
If you have trouble getting to an assignment, tell us! We will try
to arrange something for you. If you have trouble at the start of any
day of your assignment that is going to make you late for work –
tell us immediately. Remember, we are your employer – so always
contact us first.
If you are sick or unable to attend work, you need to contact us
so we can find another suitable on-hire worker to take your place.
Contact us as early as possible – our offices are staffed from
7.30 am each working day.
Under no circumstances should you contact the client directly.
Your Consultant is your first point of contact if you have any
concerns. Call us first and we will work with you to resolve them.
If you arrive at the job and find that the job description, or work
location has significantly changed, please call your Consultant to
discuss prior to starting work. Nobody is expected to undertake a
job until he or she has received instructions on how to do it properly
and has been authorised to perform that job.
Again, it is imperative in these situations that you advise us of your
intentions immediately – please do not advise the client direct, or
simply leave.

Providing Feedback
In instances where you wish to comment or provide feedback on
our services but are not comfortable with providing this feedback
to your Consultant, you may email your comments/concerns to
feedback@chandlermacleod.com.

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 Harassment
An important aspect of good working relationships is that everyone
must be able to work in an environment free from harassment
which is sexual or sexually oriented, racial or relates to a person’s
marital status, disability, age, pregnancy or homosexuality (real
or assumed). Harassment in the workplace is against State and
Federal anti-discrimination laws. Please report any activity that you
feel may be classified as harassment to us immediately.
Anti-Harassment and Anti-discrimination Policies are in place which
outline Ready Workforce’s commitment to a workplace free of
harassment and discrimination. These policies are available by
contacting any Ready Workforce office.

Unprofessional Behaviour
The following forms of unprofessional behaviour will not be tolerated
and will be grounds for instant dismissal:
• Arriving at work under the influence of alcohol or other drugs.
• Bringing alcohol or other drugs onto the worksite.
• Consuming alcohol or other drugs while at work.
• Behaviour that endangers the safety of others.
• Malicious damage of personal or company property.
• Threatening, harrassing or victimising other people in the
workplace.
Prescribed medication may be taken onto your worksite provided a
supervisor is aware of your need.

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Performance & Disciplinary Policy
Ready Workforce believes that its on-hire employees and contractors
should always operate to high standards of performance and conduct.
To ensure these standards are met, it needs to remedy situations of
unsatisfactory performance or conduct which may adversely affect
Ready Workforce or its clients. Ready Workforce may opt to enforce
performance management in circumstances involving unsatisfactory
work performance, serious or unsatisfactory misconduct. The
objective of the Performance & Disciplinary Policy is to achieve
consistent standards, but it also recognises that every performance
management and disciplinary situation is different. This means that
the exact procedure followed in a particular situation will depend on all
the facts and circumstances. A copy of the Performance & Disciplinary
Policy is available by contacting your Ready Workforce Consultant.

Client Policies
Always check with the client when it is convenient to take a lunch
break, and the length of the break. Always ask the client if there are
any other policies you should be aware of.

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 TIMESHEETS AND PAYMENT
Pay rates vary from job to job and you will be advised of your pay
rate before you commence an assignment.
It is our priority to ensure you are paid correctly and promptly. In order
for us to do this, you must ensure that you complete your timesheets
accurately and in full, including the appropriate client signature
(usually your supervisor). Please ensure your timesheet is faxed to
us at the end of your pay week to avoid any delays in payment. Your
Consultant will be able to advise you of the applicable weekly pay day
when your pay will be transferred to your nominated account.
If you have any queries regarding your pay, you need to contact us
as soon as possible.

HEALTH AND SAFETY AT WORK

The guidelines, procedures and policies noted in this booklet
will cover a large number of the situations you may encounter in
the workplace. If you are confronted with a situation that is not
covered by this handbook, exercise common sense, prudence and
professional judgement to ensure there is no chance of yourself or
others coming to harm.
Accidents and injuries occurring in the workplace result in enormous
personal and financial costs. Each year in Australia workplace
accidents are responsible for:
• 12.6 million lost working days.
• Nearly ten times more hours lost through injuries than through
industrial disputes.
• 1,000 people suffering compensatory injuries every day.
• The deaths of over 500 people.
• Five times more injuries than are suffered in car accidents.
• An estimated $9.6 billion in costs.
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All Australian workplaces are covered by Occupational Health
& Safety (OHS) laws. Generally, the legislation focuses on the
prevention of injury and illness and aims to:
• Secure the health, safety and welfare of people at work.
• Protect people at, or near, workplaces from risks to their health
and safety, arising out of the activities of on-hire workers at work.
• Ensure that expert advice is available on OHS matters affecting
employers and on-hire workers.
• Promote an occupational environment that is adapted to their
health and safety needs.
• Foster a cooperative, consultative relationship between
employers and on-hire workers on health, safety and welfare
of people at work.
Ready Workforce on-hired workers must take all reasonably
practicable steps to ensure that they neither do something, nor fail
to do something, that creates a risk or increases an existing risk to
their own health or safety or to that of other people who are at, or
near, the place where they are working.
Everyone shares a responsibility to report all accidents and hazards
in the workplace. This helps to identify areas of risk and take
appropriate measures. It is equally important to report any “near
misses” (an incident which could have resulted in injury or damage
to property but did not).
It is important to notify your Consultant if you are transferred to
another role within the organisation.

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 OCCUPATIONAL HEALTH & SAFETY POLICY
At Ready Workforce, we are committed to the health, safety and
welfare of all people we employ and to the people affected by our
undertakings, including all persons at client organisations and
visitors to our premises.
Our vision is to deliver an outstanding occupational health and safety
service to the Ready Workforce community by:
• Putting safety first
• Promoting health & wellness
• Ensuring all employees feel safe everyday
• Being custodians of knowledge & process.
In a commercially sustainable manner.
As part of our overall OHS program, Ready Workforce is committed to:
• Making this OHS Policy available to interested parties and;
• Establishing measurable objectives and targets to ensure
continued improvement aimed at eliminating work-related injury
and illness;
• Ensuring health and safety has the same priority as other
business imperatives.
• Complying with relevant OHS legislation, codes of practice,
standards and guidelines applicable to the company and to
exceed industry best practice OHS standards;
• Documenting, implementing and communicating the OHS program
to all employees and providing adequate resources to ensure the
OHS program is maintained;
• Periodically reviewing our entire OHS program, including the OHS
Policy, to ensure it remains relevant and appropriate given the
nature of our business.
• To provide effective and meaningful consultation with employees
regarding issues that may affect their health, safety and welfare;
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• Zero work-related injuries and illnesses;
• To implement an OHS risk management program to identify,
assess and control all risks to the health, safety and welfare of all
people affected by the undertakings of our business; and
• To provide all employees with adequate OHS systems, information,
training, instruction and supervision to ensure work is conducted
in the safest possible manner.
• Partnering with its clients to continuously develop and refine safe
systems of work.
Responsibilities
Executive Management
The promotion and maintenance of OHS is primarily the responsibility
of Executive Management. To this end, it is Executive Management’s
responsibility to develop, implement and keep under review, in
consultation with employees, the Company’s OHS program.

Managers and Team Leaders

Each Manager/Team Leader is required to ensure that the intent and
requirements of the OHS Policy and the OHS program are effectively
met and implemented in their areas of control, and to support any
subordinates and hold them accountable for their specific
responsibilities.

Employees
All employees are required to cooperate with the OHS Policy and
systems to protect their own health and safety and the health and
safety of others in the workplace.

Ian Basser, Managing Director

Review Date: January 2011 11
 WORKPLACE REHABILITATION POLICY
Workplace rehabilitation is a multi party process. It is acknowledged
that the injured employee, their treating doctor, the employer, the
Injury & Rehabilitation Coordinator, the Insurer, the employees
union, treatment providers and rehabilitation service providers all
play an integral and important role in the process.
This policy has been developed as a joint worker – management
agreement for Chandler Macleod Limited and its subsidiaries.
Chandler Macleod acknowledges the high social and financial cost
of work related injury and illness and is committed to preventing
such injury and illness by providing a safe working environment.
In the event of a work-related injury or illness, Chandler Macleod
Executive acknowledges that the process of rehabilitation
is a normal and essential aspect of the process. The aim of
rehabilitation is the restoration of the injured worker to the level of
physical, psychological, social, vocational and economic usefulness
they were prior to the injury or illness. To help achieve this,
rehabilitation should commence as soon as possible following an
injury or illness.
Provision of suitable duties, where possible, is an integral part
of any workplace injury and rehabilitation program. Suitable duties
are to be provided by Chandler Macleod where it is reasonably
practical to do so. The Injury & Rehabilitation Coordinator shall, in
consultation with the key stakeholders, develop, monitor and review
a Suitable Duties Program for individual injured or ill employees. The
injured worker is not to be disadvantaged. Therefore, as a minimum,
the injured worker, their supervisor or manager and the treating
doctor shall be consulted by the Injury & Rehabilitation Coordinator
and involved with the development of a rehabilitation plan.

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Chandler Macleod have centrally located Injury & Rehabilitation
Coordinators whose contact details can be obtained from the
nearest Chandler Macleod Branch Manager, Employee or the
Chandler Macleod Branch Contact Listing.
There are occasions where it is not reasonably practical to provide
suitable duties for an injured worker. This is determined by our Injury
& Rehabilitation Coordinator and the injured worker’s Supervisor/
Manager, Medical Practitioner and, if appropriate, Chandler Macleod
shall keep records regarding the rehabilitation of injured or ill
employees and shall maintain confidentiality within the boundaries
of the applicable State, workers compensation legislation and the
Privacy Act (2000).
Chandler Macleod is committed to Workplace Rehabilitation and
shall meet or exceed rehabilitation standards provided by the
applicable State workers compensation legislation and state
Workcover authorities.
Workplace Rehabilitation Procedures have been developed to
support this policy and they detail practices for the management
of rehabilitation and the relevant responsibilities of company
employees.
This policy and the associated procedures are to be jointly reviewed
at least every 3 years or, at times where legislative changes or
company practices warrant such a review.

Ian Basser, Managing Director

Review Date: January 2011

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 ENVIRONMENTAL POLICY
Chandler Macleod is committed to the preservation of our natural
environment – air, water, land, fauna, and flora and to the community
heritage that may be affected by our business activities and believes
that environmental goals can, and should be, consistent with
economic growth.
To this end Chandler Macleod shall implement and maintain
management systems which;
• Adopt host employer work practices, which minimise any adverse
environmental impact of its businesses, and aim to achieve a
high standard of environmental care.
• Ensure that where our clients are required to observe
environmental laws that our employees abide by the
environmental requirements of our clients.
• Ensure via the induction process that our employees follow the
client’s operational guidance, which will ensure that activities are
performed in a safe, planned, systematic and efficient manner.
• Maintain open and constructive communication with clients on
environmental issues.
• Enable us to minimise environmental impacts and disturbances
at all levels of our business operations through care planning.
• Promote environmental awareness amongst all of our employees.
• Maintain open and constructive communication with government,
industry bodies, the community and customers on environmental
issues as required.

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• Enable the continual improvement of our environmental
performance including the reduction of waste, and the more
efficient use of resources.
• Encourage host employers to apply a comparable standard of
environmental care.

Ian Basser, Managing Director

Review Date: January 2011

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 OHS CONSULTATION STATEMENT
Ready Workforce supports and encourages ongoing open
communication between senior management and on-hire workers.
Senior management is committed to this consultative process and
is an active participant in the arrangement, committing both time
and money to ensure that on-hire workers are actively involved in
the process in order to control hazards and risks in the workplace.
The main avenue for OHS consultation will be through direct
dialogue between:
• The OHS Committee.
• Managers and Client Contacts.
• Managers and On-Hire workers.
• Client Contacts and On-Hire workers.
• The OHS Coordinator and On-Hire workers.
• The OHS Coordinator and Client Contacts.
• Unions, On-Hire workers and Ready Workforce.
• Any other additional processes deemed beneficial.
In addition to the main avenues outlined above, Ready Workforce will
endeavour to consult with you regarding safety issues through the
following mechanisms:
• On-site Safety Observations
• On-site Toolbox Talks
• Safety email or via SMS
• Safety Newsletters
• Safety surveys
Alternatively, you can contact Ready Workforce 24 hours a day,
7 days a week by calling 1300 READY1 (1300 732391).

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HAZARD/ISSUE REPORTING PROCEDURE
A hazard is anything (including work practices or procedures) that
has the potential to harm the health or safety of a person. If you
spot a hazard, it is important that you notify your supervisor and
Ready Workforce so that the hazard can be removed or minimised.
By reporting hazards, you could prevent yourself or someone else
from being injured.
Hazards can be categorised into five broad areas:
1. Physical (e.g. noise, radiation, light, vibration)
2. Chemical (e.g. poisons, dusts)
3. Biological (e.g. viruses, plants, parasites)
4. Mechanical/electrical (e.g. slips, trips and falls, tools, electrical
equipment)
5. Psychological (e.g. fatigue, violence, bullying).

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 HAZARD/ISSUE REPORTING PROCEDURE
Client RW On Hire Worker

OHS Issue or
Hazard arises

Does the client have an

Issue Resolution Procedure?
Or Hazard Notification Procedure

YES NO

Follow clients Issue

Resolution Procedure Contact RW Consultant
Contact RW Consultant and and report issue or hazard
report issue or hazard Consultant and OHS Coordinator attempt to resolve
Consultant and OHS attempt to resolve

Issue resolved?

YES NO

RW Consultant to refer matter to their

Branch Manager for final resolution

If the branch manager or OHS Committee cannot resolve the issue, the
matter can be referred to the relevant State Safety Regulator/Inspectorate

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INCIDENT & INJURY REPORTING PROCEDURE
If you are involved in an incident or are injured at work, you are
required to notify Ready Workforce immediately. It is a condition
of your employment that you comply with this requirement. Failing
to report incidents or injuries can result in potentially serious
consequences including worsening of your physical condition
and harm to other people who may not be aware of the incident.
Remember, it is your responsibility to notify your supervisor and
Ready Workforce if you are injured at work.
You can contact Ready Workforce 24 hours a day, 7 days a week
by calling 1300 READY1 (1300 732391). Alternatively, your local
branch contact details are located at the end of this booklet.

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 INCIDENT & INJURY REPORTING PROCEDURE

INCIDENT OCCURS
(includes injury, property
damage or near miss)

1. Tell your supervisor immediately & follow

the host employer’s injury management
REPORT IMMEDIATELY procedure (if they have one)
2. Call your branch immediately

If required, you should seek First Aid

Treatment on site
FIRST AID

If required, CM will organise an appointment

for you with an occupational medical provider
MEDICAL TREATMENT for further treatment and ongoing management.
Advise CM if you don’t have transport

CM will contact you to discuss Return to

Work Options and advise on workers
RETURN TO WORK compensation claims procedures

You will need to assist CM and the client to

complete a formal incident report and
INCIDENT INVESTIGATION investigation as soon as you are physically
capable

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COMMON HAZARDS IN THE OFFICE ENVIRONMENT
Repetitive or Sustained Forces
Does the task involve repetitive or sustained postures, movements
or forces undertaken during PC-based work such as typing/drafting/
data entry?
As a general guideline, repetitive means a task is performed
more than twice a minute, and sustained means for more than
30 seconds at a time.
To reduce the risk:
• Introduce appropriate rest breaks/exercises as far as
is practicable.
• If possible, introduce varied work tasks or share repetitive tasks
between on-hire workers.

Lighting and Ergonomics

Ensure lighting is adequate in terms of:
• Amount.
• Number, type and position of sources.
• How often and how long tasks are performed.
• Avoid flickering and inappropriately coloured lights.
• Control natural light from windows.
• Reduce contrast between foreground and background.
• Re-position monitor to reduce glare.
Check the workstation to see if the chair provided can be adjusted
to suit your requirements for back support and height. If using a
PC ensure that the chair, bench and PC are ergonomically correct
heights and distances. The PC monitor position should not cause
your neck to bend forward uncomfortably or backward to any degree.

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 Your eyes should look slightly downward when viewing the middle of the
screen. Wherever possible, the chair and desk combinations should be
adjusted so that eyes are approximately level with the top of the VDU,
thighs are horizontal and feet rest comfortably on the floor.

General Housekeeping
• Ensure desk/office is clean and tidy at all times.
• Avoid tripping hazards including electrical cords/chairs.
• Ensure workplace/tasks are free of excessive noise.
• Ensure workplace temperature/humidity is comfortable.

NO SMOKING POLICY
There is now overwhelming evidence that passive smoking is
dangerous for our health. In order to ensure a safe and healthy
workplace, Ready Workforce has adopted a “Non-Smoking Policy”
for all staff. The details of the policy are as follows:
No staff member is permitted to smoke while on duty, except during
rostered breaks.
Smoking is only permitted in the designated smoking area.

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MANUAL HANDLING GUIDELINES
Avoid accidents from carrying heavy loads, and personal injury to
you and your fellow workers. Carefully read this section and comply
with the guidelines it contains at all times.
The national Code of Practice for Manual Handling advises that the
risk of back injury significantly increases when the load is above a
16-20kg range. The risk involved with manually handling loads is
further increased when:
• The load is lifted from the ground.
• The load is lifted out of a ute or trailer (reaching forward while
lifting).
• The load is carried over a long distance.
• A large number of loads are handled in one period (e.g. unloading
a truck).
Back injuries can happen suddenly at the time of lifting a heavy
object but they can also develop over time as a result of cumulative
hidden damage.

To Reduce the Risk

• Correct lifting techniques are to be used.
• Use mechanical lifting devices where possible.
• Use trolleys, wheelbarrows and other aids to assist.
• Use team lifting techniques if possible.
• Arrange your work to minimise the need for manual handling.
• Store loads as close as possible to waist-height if shelves
orracks are used.
• Maintain clear space around and above stored loads so that they
can be lifted without awkward postures.
• Use portable steps to gain access to a higher level rather than
climbing onto, climbing from or jumping off the higher level
(e.g. truck trays). 23
 If you are unsure of the correct lifting procedures always speak with
your supervisor.

Manual Handling Checklist

1. Assess load for size and weight.
2. Put your feet close to the load.
3. Keep feet apart for balance.
4. Relax knees.
5. Lower body and bend knees. Let your back bend if it wants to.
6. Drop your chin to your chest.
7. Get a firm grip on the load.
8. Now ... raise your head.
9. Straighten legs.
10. Lift the load and turn your feet to the direction you wish to go
before you walk – don’t twist your body first.
Remember: Accidents don’t just happen – they are caused. Remove
the cause and be safe!

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GOOD MANUAL HANDLING TECHNIQUE
1. Plan the lift and determine the best lifting technique.

2. Get a good hold, start in a good posture (slight bending of the

back, hips and knees.

3. Hold the load in close to the body.

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 4. Keep the head up when handling and move smoothly.

5. Avoid twisting the back or leaning sideways.

6. If available, use a lifting aid rather than undertaking a manual lift.

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Machine Operating
Unless you are placed in a machine operating position, you should
not be operating any machinery. If you are required to use a
machine, which you were not originally employed to do, you must
inform your consultant of the change. When operating machinery
you should be wary that it is in good working order and has all
the appropriate guards. Report any problems with machinery
immediately.

Mobile Plant
Only operate machinery if you have been trained to do so. If your job
changes to include machinery that you didn’t expect or don’t know
how to use, please let Ready Workforce know immediately – this will
help us to ensure that you are not put at risk of injury.
Many types of equipment require you to be ticketed, such as
forklifts, cranes, loaders and dozers. You must be qualified to
operate any mobile plant equipment when employed by us. You will
not be placed in a position where you will be required to operate
mobile plant unless you hold the relevant ticket or licence.
Prior to operating any mobile plant, it is important for you to
complete a pre-start check to ensure that the equipment is safe
to use.

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 Equipment Maintenance
If a machine or mobile plant breaks down, do not attempt to fix
the problem yourself, unless that is the job that has been assigned
to you by your Ready Workforce Consultant and you are suitably
qualified to do so. Take the time to identify any potential hazards
that may arise from the breakdown and notify your supervisor
immediately so that the machine can be locked out with a danger
or service tag. Do not attempt to remove or replace guards or modify
the equipment in anyway.

Danger and Lockout Tags

In most workplaces danger and lockout tags are used to prevent
people from using unfit machinery or entering restricted areas. To
prevent injury to yourself or others do not touch or attempt to use
any machinery that has a lockout tag. You must never remove a
Danger/Lockout tag unless authorised to do so by your supervisor.

Suspended Loads
Some work activities may require large items to be suspended by
a hoist crane or winch. Suspended loads must be considered as
having the potential to fall, therefore take care to avoid exposure
to the load in the potential event of a fall.
Suspended loads have the potential to cause serious injury or
death – Ready Workforce prohibits ANY type of work under or near
suspended loads.

Load Chocks and Restraints

All loads must:
• Be adequately chocked to a height that enables safe work practices.
• Be secured by rated load restraints appropriate to the weight of
the load.

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• Have the chocks and restraints inspected by your supervisor or
qualified personnel to ensure they have been correctly secured
and are suitable to carry the weight of the load for the duration
of the task.
Clearance of Personnel
Exclusion zones must be clearly marked to ensure that people are
not exposed to load in the potential event of a fall. Never position
yourself under or within the reach of a load, taking into account that
a fallen load could span several metres if it hit the ground.

Confined Spaces
A confined space is an enclosed or partially enclosed space that is
at atmospheric pressure during occupancy and is not intended or
designed as a primary place of work. Confined spaces pose special
hazards in that they have the potential to:
• Contain an atmosphere that contains harmful levels of
contaminants.
• Be deficient in oxygen (or conversely have excessive oxygen that
may pose a fire risk).
• Cause engulfment.
You must not work in or enter a confined space unless you have
completed a CONFINED SPACE ENTRY COURSE, have a current
ticket and have been deemed competent.
Prior to entering the confined space, you must ensure that there
is a rescue plan and standby person in place and that the confined
space atmosphere has been tested using certified and calibrated
equipment. You will also need to ensure that all required isolations
are in place.

29
 The majority of confined space work will involve the completion of a
“Permit to Work” that must be signed off by a Supervisor. Prior to
entering any confined space ensure the required authorisations are
signed and obtained.

Working Alone
In the unlikely event that you find yourself working alone in an area
not regularly attended or away from other employees, make sure
you are aware of the emergency procedures. Make sure you have
notified your supervisor and Ready Workforce of your location to
allow regular communication in the event of an emergency.

Working in Hot or Cold Temperatures

If you are working in hot conditions:
• Ensure you drink plenty of water and keep hydrated.
• Try to limit the length of time you are exposed to the heat source
by taking breaks, rotating work and working in the shade.
• Cease work if the conditions become too hot to continue safely.
If you are working in the sun:
• Wear a closely woven long sleeved shirt in a natural breathable
material (such as cotton).
• Wear a broad brimmed hat and sunglasses.
• Regularly apply a broad spectrum sunscreen to exposed skin.
If you are working in cold conditions:
• For outdoor work: seek shelter, find an external heat source, wear
warm, waterproof clothing, replace wet clothing with dry and stay
physically active.
• Try to limit the length of time exposed to cold, including taking
breaks or rotating work.
• Cease work if conditions become too cold to continue safely.
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Working at Height
Common hazards associated with working at height include:
• Falling from height.
• Items falling on people below or near the working at height area.
• Incomplete floors or working near excavations/penetrations.
• Contact with overhead powerlines.
Prior to commencing work at height, it is important that the work
you are about to undertake has been authorised through a permit
to work system or risk assessment process. Where the risk of a fall
cannot be eliminated, then the risk is to be reduced via the following
strategies, in order of preference:
1. Use passive fall safety systems such as safety mesh, perimeter
guard railing, scaffolds, elevated work platforms, and cranes
fitted with man boxes or step platforms.
2. Use work positioning systems such as travel restraint systems,
industrial rope access equipment.
3. Use fall injury prevention systems such as catch platforms,
fall arrest harness or industrial safety nets.
Physical barriers should be installed to prevent items from falling
from height. Physical barriers should cover penetrations or
excavations in addition to guard rails along the edges.
Do not attempt to work from height unless you have successfully
completed a SAFE WORKING AT HEIGHTS COURSE. Prior to
undertaking work at height, you must ensure that a rescue plan
and standby personnel are in place. You will need to inspect
all equipment and anchor points prior to commencing the task
and ensure all equipment is “in date” and free of damage/wear
and tear.
You will also need to ensure that all required isolations and
exclusion zones are in place.
31
 Noise
If you have to raise your voice or shout to be heard by a person less
than 1 metre away from you, your work area may be a designated
high noise area and you should be wearing hearing protection.
If you are required to operate high noise equipment such as jack
hammers, drills, compressed air tools or hammers on metal,
you should also be wearing hearing protection. Hearing loss is
permanent, so make sure you are fitted with the correct hearing
protection for the job, such as ear plugs or ear muffs.

Hot Work
Hot work refers to heat producing operations such as welding and
grinding. Apart from the obvious physical hazards associated with
contact with heat (skin burns, eye burns), hot work has the potential
to produce open flames that can result in a fire emergency or
produce toxic fumes and gases. Do not attempt to undertake hot
work (especially welding) unless you hold an appropriate trade’s
qualification.
Welding masks, goggles, shields, gloves and aprons are available for
your protection so make sure you use them. Ensure that your work
is correctly isolated from others, you have checked the area to make
sure there aren’t any flammable sources and make sure cylinders
are turned off and free from leaks when you’ve completed the job.

Hazardous Substances
Hazardous substances, stated dangerous goods and combustible
liquids are examples of hazardous materials classified according
to their relevance to workplace health and safety.
Hazardous materials, if not labelled, stored or handled correctly,
can cause harm to workers, members of the public, property and
the environment due to their physical, chemical, and biological
properties.
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Hazardous materials include many commonly found industrial,
commercial, pharmaceutical, agricultural and domestic chemicals.
Containers of decanted hazardous substances at the workplace
must be labelled with the product name and basic health and safety
information (risk and safety phrases) from the supplier’s label.
Hazardous substances are chemicals and other substances
including most dangerous goods for which a manufacturer or
importer must prepare, amend, provide and review a Material Safety
Data Sheet (MSDS). An MSDS is a document containing important
information about a hazardous substance and must state:
• a hazardous substance’s product name.
• the chemical and generic name of certain ingredients.
• the chemical and physical properties of the hazardous substance.
• health hazard information.
• precautions for safe use and handling.
• the manufacturer’s or importer’s name, Australian address and
telephone number.
The MSDS provides the necessary information to safely manage
the risk from hazardous substance exposure. It is important that
everyone in the workplace knows where the MSDS Register is
located and how to read and interpret an MSDS.
Hazardous materials can cause adverse health effects such as
asthma, skin rashes, allergic reactions, allergic sensitisation,
cancer, and other long term diseases from exposure to substances.
It is important that the site’s policy and procedures on hazardous
substances be observed at all times and that any hazards or near
misses be immediately reported to your supervisor and to your
Ready Workforce Consultant.

33
 You should only handle hazardous substances if you have access to
relevant information contained in MSDS, have received appropriate
training and are competent to do so.

Personal Protective Clothing and Equipment

Clients may require standard Personal Protective Equipment (PPE)
such as steel cap boots, hard hats, safety glasses, etc. You will be
advised of the PPE requirements (if any) for the placement and you
may be refused work if you do not arrive at work with the required
PPE. Prior to attending an assignment you must ensure your PPE
is in good repair and meets Australian Standards.

34
FIRE AND EMERGENCY PROCEDURES
Fire
• Prompt action by you can save lives and property.
• Preventing fires is the first and best course of action.
• Always report faulty electrical switches or exposed wiring.
• Do not block electric motors in electrical equipment.
• Do not use faulty electrical appliances.
• Be alert for cigarette butts dropped into flammable materials,
especially pot plants and waste bins.
• Know where the fire exits and fire fighting equipment is located in
your area.
• Know the evacuation assembly point for your property.
• Know the different types of fires for which particular fire
extinguishers are used.
You must acquaint yourself with the Fire Safety Drill appropriate to
your workplace immediately on commencement at that site.

Burglary
If you suspect a burglary on arrival at your work area:
• Do not touch anything – do not add your own fingerprints.
• Call your supervisor or manager.
• Do not go into dark areas or closed rooms – the offender may still
be in the building. Leave the area if you are concerned.

35
 Hold-ups
In the case of hold-ups:
• Do not be a hero! Protect YOURSELF at all costs!
• Do not argue with the offender. Hand over whatever they are
demanding.
• Try to note points about them without obviously doing so –
gender, height, weight, colouring, any accents, any particular
feature or odours.
• Do not make too much eye contact as this may antagonise them.
Move calmly and slowly when requested.

Bomb Threats
A bomb threat may be in one of the following forms:
• In writing by facsimile, hand or type written note.
• Orally, by telephone, face-to-face, electronic recording equipment
or relayed verbal message.
• By mail – suspicious article.

If the threat is written:

• Place the document into a plastic envelope (or transparent folder)
to preserve its condition and to prevent contamination.
• Restrict access to the document as it is physical evidence and
will be surrendered to the Police.

36
If the threat is received via the telephone:
• Remain calm and attempt to extract as much information
as possible.
• Locate the telephone checklist.
• Do not hang up – it may be possible to trace the call.
• Using the telephone checklist, write down as much information
as possible.
• Try to attract the attention of another person who may be able
to listen in – it may help to remember critical information later.

If possible, obtain the answers to the following:

Where is the bomb?
What time will it go off?
What does it look like?
What kind of bomb is it?
Why are you doing this?
Try to assess:
The caller – whether male or female.
Speech – was it educated, rambling, rational, accented,
accompanied by distinctive impediment?
Distractions – was it a private or public phone?
Were there any background noises that may indicate the location
of the caller?

37
 Discovery of Suspicious Article
If a suspicious article is found:
• DO NOT TOUCH.
• Clear people from the immediate area.
• Secure the area.
• Inform your supervisor or manager who will initiate the evacuation.
• Inform the Police.

Evacuation Procedure
All threats are to be taken seriously unless proven otherwise.
Your supervisor/manager will contact the Police.
Leave the area as directed by your supervisor/manager.
Assemble at the designated assembly point for the property where
all evacuees will be accounted for.
Once an evacuation has taken place, the building will only be
reoccupied on advice from emergency response personnel/
the Police.

38
DRUG AND ALCOHOL POLICY
Ready Workforce is committed to achieving the highest performance
in occupational health and safety with the aim of creating and
maintaining a safe and healthy working environment through it and
its clients’ businesses.
Consistent with this, the company will not permit alcohol or illegal
drugs to be brought onto Ready Workforce premises or client sites,
nor will it tolerate the consumption of alcohol and/or illegal drugs
on site. Further to this, you are responsible for notifying your Ready
Workforce Consultant prior to accepting an assignment if you have
recently consumed alcohol and/or illegal or other drugs which may
impair your ability to carry out the assignment in a safe manner.
You may be required to submit to a drug and alcohol test where
you have failed to notify your Ready Workforce Consultant that you
have consumed alcohol and/or drugs which may impair your ability
to work safety. A positive drug or alcohol test may result in formal
disciplinary action and termination of your assignment and/or
employment with Ready Workforce.
Prescribed drugs that may affect your and others’ safety at work
include pain relievers, sleeping pills, tranquillisers, cough medicine
and anti-histamines. If you are on these types of medication they
may affect your work performance. If you are affected you should
not be at work. Please note that some of our clients, in consultation
with the unions, have Drug and Alcohol Testing procedures in use.
Ready Workforce will provide counselling and support facilities for
on-hire workers with recognised problems.

39
 THE JOB
If you arrive at the job assignment and find that the job description,
or work location has significantly changed, call your Consultant to
discuss prior to starting work.
Nobody is expected to undertake a job until he or she has received
instructions on how to do it properly and has been authorised to
perform that job. Nobody should undertake a job that appears to
be unsafe or use chemicals without understanding their hazardous
properties, if any.

Fatigue
Fatigue is ultimately a result of insufficient sleep over a period
of time and may be compounded by working conditions and
requirements.
Once fatigued, an individual is unable to self-assess their continual
risk level in the workplace and may be unable to carry out the job in
a safe manner.
At Ready Workforce you must adhere to the following:
• You must not work more than 14 hours in any 24 hour period
• Take at least a 10 hour break between shifts.
• If flying in to a job, ensure time enough for a:
– 4 hour sleep if starting on night shift
– 8 hour sleep if starting on day shift

40
CODE OF CONDUCT
Ready Workforce is committed to providing the highest standards
of service to all our clients. Consistent with this the following
standards are expected from all on-hire workers whilst working for
Ready Workforce:
• You will arrive for work at the agreed starting time and remain
at work until the agreed finishing time.
• Whilst at work you will be under the direct control of your
supervisor.
• At all times you will follow all reasonable directions or instructions
from your supervisor or their representative in relation to the
agreed working arrangements.
• You will comply with all Ready Workforce or Client OHS
requirements under the OHS Legislation applicable to your state
or territory.
• Any concerns regarding safety will be raised in the first instance
with your supervisor.
• If for any reason you need to leave the place of employment you
will first advise your supervisor and Ready Workforce Consultant
and once permission has been given, ensure your work area is
left in a clean and safe condition.
• In the event of any injury occurring you should consult the first
aid attendant for treatment and advise your supervisor and
Consultant of the incident/injury straight away.
• Should you require further treatment, Ready Workforce will
arrange in consultation with you, any applicable referrals.
• Failure to comply with this Code of Conduct may result in
disciplinary action by Ready Workforce.

41
 PRIVACY INFORMATION
In some instances, when you register for employment with Ready
Workforce we may need more specific information about you such
as your name, address, email address and telephone number. We
may also ask you for other information, such as your interests, your
likes and dislikes and the types of jobs that interest you in an effort
to find you employment that suits your experience. We may need to
contact you out of normal business hours. Part of our employment
process includes the checking of references with past employers
and may include psychological screening.
We do not disclose personal information that you provide, such
as your name, address, telephone number and reference details
to any outside parties, except when you have asked us to discuss
these matters with a prospective employer, or where we believe the
law requires it (such as for taxation payments and superannuation
contributions).
Ready Workforce will not charge you a fee when seeking
employment.
Ready Workforce will not engage in any misleading or deceptive
conduct. If you believe we have acted inappropriately, please contact
your applicable state legislative body.
Please feel free to contact your Ready Workforce Consultant should
you have any queries related to how your personal information will
be treated.
For further information on our privacy policies please refer to our
National Privacy Principles document, available on our website
at www.readyworkforce.com.au or by contacting your local Ready
Workforce office. Alternatively you may email us at privacy@
chandlermacleod.com.

42
CLIENT INDUCTIONS
This induction does not replace the need for you to participate in a
site-specific induction. The client has a responsibility to ensure that
you are inducted on site. If you do not receive a site induction on
your first day of work please contact us immediately. DO NOT START
WORK IF YOU HAVEN’T BEEN INDUCTED.

ANY QUESTIONS?
If you have any questions regarding the content of this booklet, or
your work as an on-hire worker, please do not hesitate to ask your
Consultant. Once again, welcome to the Ready Workforce team. We
look forward to working with you.

REMEMBER....
• Safety is everyone’s responsibility including yours.
• Do not start work if you do not feel safe.
• Contact us if you haven’t received a site induction.
• Contact us if you are unable to attend work for any reason.
• Contact us if any of your details change so we can update your
personal file.
• Call us immediately if you are involved in a workplace incident
(which includes near misses, damage to property as well as
injuries).
Think safe. Work safe. Go home safe.

43
 READY WORKFORCE CONTACT DETAILS
NSW
FAIRFIELD (02) 9794 5888
NEWCASTLE (02) 4978 7777
ORANGE (02) 6360 3044
PARRAMATTA (02) 8836 0666
ROCKDALE (02) 9556 3377
SINGLETON (02) 6571 4711
TAMWORTH (02) 6765 3844

QLD
BEENLEIGH (07) 3441 9200
BUNDABERG (07) 4153 3106
EMERALD (07) 4982 0299
GOLD COAST (07) 5555 1111
MACKAY (07) 4957 8575
MIDDLEMOUNT (07) 4985 7050
MT ISA (07) 4743 0155
NUNDAH (07) 3335 6900
STANTHORPE (07) 4681 6200
TOWNSVILLE (07) 4772 4673
UPPER MT GRAVATT (07) 3291 5444

VIC
ALTONA (03) 9398 8988
CAMPBELLFIELD (03) 9358 5333
CRANBOURNE (03) 5991 1400
MULGRAVE (03) 8561 8833
SHEPPARTON (03) 5822 2250
44
ACT
CANBERRA (02) 6230 4778

TAS
DERWENT PARK (03) 6273 6400

WA
BUNBURY (08) 9792 4077
CANNING VALE (08) 9360 3400
FREMANTLE (08) 9338 8900
KALGOORLIE (08) 9022 7522
KARRATHA (08) 9159 7800
MALAGA (08) 9209 4100
NEWMAN (08) 9175 0999
NORTHBRIDGE (08) 9228 5700
PORT HEDLAND (08) 9173 3838
ROCKINGHAM (08) 9553 1000
TOM PRICE (08) 9188 1499
WELSHPOOL (08) 9451 9555

SA
HILTON (08) 8408 9000
MORPHETT VALE (08) 8186 6866
ROXBY DOWNS (08) 8671 2733
WHYALLA (08) 8645 7133

NT
DARWIN (08) 8923 9222

45
 NOTES PAGE

46
INDUCTION CHECKLIST
I, (please print name)
confirm that I have been inducted, read and understood the following
sections of the Ready Workforce induction booklet (please tick each
applicable section):

What We Expect From You Danger Lockout Tags

Performance & Discipline Suspended Loads
Policy Confined Spaces
Timesheets and Payment Working Alone
Occupational Health and Working in Hot or Cold
Safety Policy Temperatures
Workplace Rehabilitation Working at Height
Policy
Noise
Environment Policy
Hot Work
OHS Consultation Statement
Personal Protective Clothing
Hazard/Issue Reporting and Equipment
Incident & Injury Reporting Fire and Emergency
Common Hazards in the Procedures
Office Environment Drug and Alcohol Policy
No Smoking Policy Fatigue
Manual Handling Guidelines Code of Conduct
Machine Operating Privacy Information
Mobile & Fixed Plant Safety Client Inductions

Signature
Date / / March 2010 Version 9 47
48
 1 STOP
Understand the task

Get the right... Think about... TAKE 5

• Information • The People / Systems Affected
• Procedure • Safe Access / Exits
• Tools & Equipment • Nearby Equipment MY PERSONAL SAFETY CHECKLIST
• Permits • Task Setup
• Environmental Impacts
1
• Alternative Method
Stop, Look, Walk Around
2 LOOK FOR THE HAZARD
LOOK CLOSE • LOOK WIDE • LOOK ABOVE • LOOK BELOW
2
What are the Energy Sources?

• Biological • Kinetic • Noise / Vibration

Think Through the Task
• Chemical • Mechanical • Pressure / Stored Energy
• Electrical • Mobile Equipment • Radiation
3
• Gravitational • Muscular • Thermal
Identify Hazards
3 ASSESS THE RISK - See risk table on back cover
• What are the consequences if it does happen?
4
• How likely is it to happen?
Control & Communicate
4 MAKE THE CHANGE
associated with the job you are about to perform.

• Remove the hazard • Ensure correct behaviour 5

• Substitute the hazard • Wear correct PPE
• Isolate the hazard • Put systems in place
Do the Job Safely
• Barricade the hazard (Permits, Safe Work Procedures)
Name: Date: / /
5 DO THE TASK SAFELY
Use the Take 5 approach to help you think through the hazards

49
50
LIKELIHOOD CONSEQUENCES
Insignificant Minor Moderate Major Catastrophic
Almost Certain High High Extreme Extreme Extreme
Likely Moderate High High Extreme Extreme
Possible Low Moderate High Extreme Extreme
Unlikely Low Low Moderate High Extreme
Rare Low Low Moderate High High
LIKELIHOOD CONSEQUENCES
Insignificant: No injuries, low financial loss
Minor: First aid treatment, on-site release immediately contained, medium
Likely: Will probably occur in most circumstances
financial loss
Moderate: Medical treatment required, on-site release contained with outside
Possible: Might occur at some time.
assistance, high financial loss
Major: Extensive injuries, loss of production capability, off-site release with no
Unlikely: Could occur at some time
detrimental effects, major financial loss
Catastrophic: Death, toxic release off-site with detrimental effect, huge
Rare: May only occur in exceptions circumstances
financial loss
HIERARCHY OF CONTROLS
Eliminate Completely remove the hazard
Substitute Replace with a safer alternative
Isolation can be by either physical barrier or by distance and can involve:
• The use of screens or barriers between people and the hazard.
• Enclosure which involves the total covering or encapsulation of the
Isolate
hazardous item, operation or the operator to protect against the risk.
• Extraction whereby the hazard is mechanically extracted from the workplace
and stored in a safe and secure containment.
The use of engineering modification to reduce the hazard including enclosures,
Engineer
controls, automation process, mechanical or structural modification
Includes OHS polices, safe work procedures, organising activities at appropriate
Administrative
time, rotation of people to reduce exposure, limiting exposure times, training etc.
PPE Personal protective clothing and equipment. This is a last resort measure only.
Induction Card

For Safety related issues and notification of

incidents & injuries contact your local branch or
the 24hr safety hotline on 1300 732 391

I Report all unsafe equipment or unsafe work practices.

I You cannot undertake a job until safety instructions
have been provided.
I Notify us if you are asked to perform a job which
differs from the one you have been asked to perform.

Induction Card

51
 www.readyworkforce.com.au

Name:
Office Number:

March 2010
Version 9