Healthscope’s Manfred Wolscher talks about the importance of wellbeing

Healthscope’s Manfred Wolscher talks about the importance of wellbeing

Ep 32 Special Counsel Jeremy Kennedy explains how new NSW legislation wipes ability to insure

There’s new legislation about to go through the NSW parliament that makes WHS Penalties tougher on business owners / PCBU’s. Once passed, the ability to insure against WHS Criminal Penalties will become illegal. Bottom line is businesses around the country must measure their internal risk and ensure that they have safe systems of work. Find out all about the new proposed changes to the WHS Regs.

10830NAT Silica Awareness Training: What Occupations Require Mandatory Training?

Silica dust is a health threat for millions of workers, especially construction workers. Inhaling silica dust can scar the lungs and cause irreversible damage. Keep reading to learn more about silica awareness training, including what occupations require mandatory training.

What is Silica Dust, and What Are Its Effects on Health?

Silica dust includes airborne particles released from materials containing crystalline silica.

Crystalline silica is a mineral found in a variety of materials, including most types of sand, soil, and stone. It is also heavily present in engineered stone products. Crystal silica dust is generated when you crush, drill, or grind into those materials.

Is Silica Bad for You?

When someone cuts or drills into stone or other silica-containing materials, they may release dust particles. Silica dust can penetrate the lungs and cause severe damage. As some of the particles are not visible to the naked eye, silica dust is a major health threat.

Some of the potential health risks of exposure to silica dust include:

• Lung cancer
• Silicosis
• Chronic obstructive pulmonary disease (COPD)
• Kidney disease

Silicosis is the name for a lung disease caused by inhaling silica dust. Common symptoms of silicosis include shortness of breath, coughing, weakness, fatigue, and fever. Silicosis may be acute, chronic, or accelerated. However, all forms of silicosis are potentially fatal.

Crystalline silica dust is light and typically difficult to detect. It can remain airborne long enough to pose a serious threat to anyone in the immediate area. It poses more of a threat in confined spaces, especially those without proper ventilation.

Work and Exposure to Silica Dust

Exposure to silica dust is regulated under WHS laws. Under the model WHS regulations, each PCBU has a duty to manage workplace risks, which include exposure to silica dust.

A PCBU needs to ensure the silica dust exposure does not exceed the workplace exposure standard (WES). The current WES is 0.05 mg/m3 during an eight-hour workday and a five-day workweek.

The WES was lowered in 2020 to reduce the health risks of silica dust exposure. PCBUs use air monitoring devices to monitor silica dust levels.

WorkSafe ACT and other regulating bodies have also recently updated their regulations for silica dust in 2022. For example, WorkSafe ACT now prohibits uncontrolled dry cutting of certain materials, including natural stone and engineered stone.

What Occupations Require Mandatory Silica Awareness Training?

Different types of materials contain different concentrations of silica. For example, marble and limestone typically only contain 2% silica. Natural sandstone and engineered stone can contain up to 95% and 97% silica.

Due to the higher concentrations of silica in certain materials, certain occupations, especially in the construction industry, are at higher risk of exposure to silica dust. Many of these occupations now require silica awareness training.

The list of occupations that require mandatory silica awareness training is extensive and covers a variety of industries. However, the following occupations are at the greatest risk of silica dust exposure:

• Farmers
• Miners
• Engineers
• Jewellery industry workers
• Construction workers

Individuals who use power tools to modify or cut engineered stone are likely to require training. Some even argue that a ban on engineered stone is needed to help save lives.

10830NAT – Course in Crystalline Silica Exposure Prevention is the nationally recognised unit of competency for silica awareness training. It is offered through registered training organisations (RTOs), such as AlertForce.

What Does Silica Dust Awareness Training Cover?

10830NAT covers hazard prevention steps for reducing exposure to respirable crystalline silica. The main topics covered in the course include:

• Identifying products containing crystalline silica
• Understanding legislation and safety standards
• The hazards and risks of silica dust exposure
• Current workplace exposure standards
• Safety data sheets for silica-containing products
• The hierarchy of controls for mitigating risks
• Safe systems for prevention of exposure

Participants should fully understand how to recognise workplace risks involving silica dust and how to limit those risks through a hierarchy of control measures.

Silica Safety

PCBUs are required to manage the risks of silica dust exposure. This includes reducing exposure to silica dust as much as reasonably possible. Silica safety practices often involve implementing multiple safety measures following a hierarchy of controls:

1. Substitute materials
2. Isolate the work area
3. Engineering controls
4. Administrative controls
5. Personal protective equipment

Start by considering substituting materials, such as switching to a material with a lower amount of crystalline silica. For example, using marble instead of slate may limit the silica dust generated when drilling into the material.

Isolating the work area also helps limit exposure to silica dust. It keeps nearby areas safe and makes it easier to control the silica dust generated during work activities.

Engineering controls can be used to minimise the presence of silica dust in the isolated workspace. This may include the use of ventilation and dust collection equipment to remove dust from the air. Using wet cutting instead of dry cutting can also minimise the creation of dust.

Administrative controls often involve shift rotations and other efforts for limiting the time that workers spend on a task that may include a risk of exposure to silica dust.

Personal protective equipment (PPE) is used as the last line of defence against silica dust exposure. Requiring workers to wear ventilation gear, such as a P2 efficiency face respirator, may limit the remaining airborne particles from entering the lungs.

Conclusion

Exposure to silica dust remains a health threat to workers in certain occupations. If your job involves cutting or modifying engineered stone, such as kitchen countertops, you likely need to complete a silica awareness course.

The courses last about four hours and are available in cities and towns throughout Australia. View upcoming silica safety training courses to book a time and date that works for you.

What Is a White Card? And Other Important White Card Questions

The construction industry tends to offer stable employment with good pay. However, it also comes with certain training requirements. If you plan to become a construction worker, you need to learn what is white card training and how to apply for a white card in Australia.

So, what is a white card? Here is everything you should know about the white card.

What Is A White Card in Australia?

A white card is a work card issued to individuals that complete the required training for setting foot on a construction site. The card is a mandatory requirement for anyone working on a construction site, including vendors and inspectors.

The white card is a legal requirement for the construction industry and is often called the “construction induction training card”. It demonstrates that the cardholder understands common construction hazards.

The typical construction site includes many hazards that could result in serious injury or death. Over 12,000 workers’ compensation claims are filed each year from workers in the construction industry. Some of the main causes of injuries and fatalities on construction sites include:

• Body stress
• Falls, trips, and slips
• Falls from heights
• Vehicle incidents
• Hit by moving objects
• Contact with electricity

The number of serious claims has gradually trended downward over the past 15 years. The decrease in injuries is partly due to increased safety training. Australian governments continue to update and implement work health and safety (WHS) laws to help maintain safer work environments.

White card training helps minimise the risk of injury and death. Workers who complete the training course learn how to identify hazards and implement risk control measures, such as the use of personal protective equipment (PPE). The courses also teach the basics of emergency response procedures, the use of safety signs, and the roles of health and safety personnel.

What Is a Digital White Card?

Several states and territories have implemented or plan to implement digital white cards. A digital white card is a digital version that cardholders can bring up on their smartphone. New South Wales and the Northern Territory currently offer digital cards, which are issued along with the physical card.

New South Wales introduced a digital version of the white card after releasing digital driving licences. The NSW government partnered with SafeWork NSW and Service NSW to release the new digital card.

Obtaining the digital card requires you to download a particular “Service NSW App”. After logging in and verifying your information, the app automatically displays your digital white card.

In the Northern Territory, you can apply for a white card online using a smartphone. This gives you the option to download a digital version of the card to your phone using the Apple or Google wallet app.

How to Get a White Card?

Obtaining a white card requires the completion of the white card training course through a registered training organisation. You must complete the CPCWHS1001 – Prepare to Work Safely in the Construction Industry national unit of competency. The main topics covered by the course include:

• Identifying legislative requirements
• Identifying common site hazards and risk control measures
• Identifying health and safety communication and reporting processes
• Identifying incident and emergency response procedures

The training requirements for obtaining a white card require you to verify your identity. You need to provide 100 points of identification, which may require one or more of the following:

• Driver’s licence
• Birth certificate
• Utility bill
• ATM Card
• Medicare card

You must also be at least 18 years of age and possess basic English language reading and writing skills. You need to follow simple instructions and be able to complete a basic form.

No previous training or work experience is necessary. However, the white card is one of several qualifications that a construction worker may need. Construction work may also require the completion of training for confined spaces, working from heights, and asbestos awareness.

Participants need to pass an assessment to demonstrate that they understood the content of the course. The assessment includes performance evidence and knowledge evidence sections. After passing the assessment, you are given a statement of attainment.

The physical white card is mailed to your address after completing the course. You may need to wait a few days to several weeks for the card to arrive. In the meantime, you can present the statement of attainment as proof of your qualification.

How to Get a White Card Online?

You can obtain a white card online in select states and territories. For example, you can get a Queensland QLD white card online but not a Victoria VIC white card. According to WorkSafe Victoria, online training is only available through select registered training organisations (RTOs) due to the COVID-19 pandemic.

You should first determine whether online courses are available in your area. If training is available, you will need internet access and an up-to-date internet browser. The training is delivered via a live webinar, which requires a stable internet connection.

How to Apply for a White Card?

The RTO typically submits the paperwork for your white card after you complete the training course. You do not need to apply for the white card yourself in most cases.

How Long Does It Take to Get a White Card?

The statement of attainment remains valid for 60 days, and most cards are issued in 30 days or less. If you do not receive a card within 30 days, you can contact the SafeWork or WorkSafe organisation in your region.

How Long Does a White Card Course Take?

The course may require half a day to a full day of training for face-to-face training. Online training allows participants to learn at their own pace. Some participants may complete the course in a few hours, while others spend a day or longer on the material.

The assessments typically take one to two hours to complete. The course may take longer when dealing with larger class sizes. Group discounts are occasionally available when enrolling multiple workers in the course.

How Long Does a White Card Last/Do White Cards Expire?

How long is a white card valid for? White cards do not technically expire. However, most companies and safety organisations recommend retaking the training course every two years. You may also want to retake the course if you have been absent from the construction industry for over two years.

How Do I Find My White Card Number Online?

White card holders may be able to look up their white card numbers online, depending on the state or territory where the card was issued. For example, in Western Australia, you can use the “Construction Induction Training Card Database” to search for your card details.

You can also contact the RTO that issued the card. The RTO maintains a record of all participants, allowing you to retrieve your card number or request a replacement card. Replacement white cards are issued through the RTO.

Conclusion

White card training is required before entering the construction industry. You need to complete a training course from a registered training provider, such as AlertForce. After completing the course, you are issued a white card.

You can now obtain a digital card in some states and territories. You may also be able to complete the training online, depending on where you live or plan to work. Contact the experts at AlertForce to learn more.

What You Should Know About Working at Heights

Working at heights presents certain dangers, including the risk of injury or fatality from falling. When workers need to work at heights, training may be necessary. Here is a closer look at WHS regulations for working at heights, including training requirements and employer responsibilities.

What Is Working at Heights?

Working at heights refers to work activities completed off the ground. These activities typically occur in the construction industry. House construction and general construction often require workers to work from heights on scaffolding or other types of elevated platforms.

The risk of falling is the main threat to working from heights. Between 2015 and 2019, falls accounted for 13% of all worker fatalities in Australia. Working from heights training can help workers address the dangers.

Working at Height Training

RIIWHS204E Work Safely at Heights is the unit of competency that deals with working at heights. It covers the skills and knowledge needed to work safely at heights. The main topics in the training program include:

• Identifying work requirements
• Inspecting the worksite
• Adhering to legislative requirements
• Selecting the right equipment and tools
• Selecting personal protective equipment
• Accessing and installing equipment
• Performing work at heights

Along with working at heights training, labourers may need to complete related training courses. For example, individuals in the construction industry also require white card training (construction induction training) before they can work on a construction site. Some situations may also call for confined space training.

At What Height Do You Need a Working at Heights Ticket?

Employers may choose to enrol workers in working at heights training, no matter the height of the work activity. Safety training courses are not required but cover the steps needed to maintain compliance with WHS regulations. RIIWHS204E continues to be the industry standard for workers in the construction industry that work at heights.

A “working at heights” ticket was previously needed before engaging in any work with a potential fall of more than two metres. However, the WHS regulations were revised. Instead of requiring a specific training program, WHS laws require following specific best practices.

Everyone has specific duties under the model WHS Act. A person conducting a business or undertaking (PCBU) needs to manage the risks of falls, which includes completing a risk assessment. Work from heights of two metres or higher also requires the PCBU to implement risk control measures.

Risk Control Measures

Risk control measures may be necessary when working on elevated work platforms, such as scaffolding. Employers are often encouraged to follow the hierarchy of control measures:

• Elimination
• Substitution
• Engineering Controls
• Administrative Controls
• Safety Equipment

Employers should first try to eliminate or substitute work that involves hazards. If this is not an option, they should implement engineering and administrative controls to minimise risks and hazards. Safety equipment, such as personal protective equipment (PPE), is used as a last resort.

How Long Is Working at Heights Ticket Valid For?

After completing the training course, the registered training organisation (RTO) issues a statement of attainment. The statement of attainment does not technically expire. However, the industry standard is to take a refresher course every two years.

The initial training is completed face-to-face. Training takes about one full day. Training facilities such as AlertForce also offer online refresher training for your convenience.

At What Height Is Fall Protection Required in Australia?

Fall protection and additional safety measures are needed to protect against falls from any height. However, work with a risk of falls of more than two metres is considered “high risk” work. Under WHS regulations, high-risk work requires a Safe Work Method Statement (SWMS). The SWMS outlines work activities and the control measures used to help protect workers.

Employers must take steps to help safeguard against the risk of falls. If possible, work should be completed at ground level or on solid construction. When working from heights is necessary, employers should implement a fall prevention device, such as a barrier or scaffolding.

When a barrier, scaffolding, or elevated work platform is not possible, a work positioning system may be used. For example, you may use rope access systems to secure workers. If a fall prevention device or work positioning system is not possible, employers need to use a fall arrest system, such as a safety net.

Conclusion

Work from height training is commonly required by supervisors in the construction industry. It also helps ensure compliance with WHS regulations, which require specific risk control measures for working from heights. Training covers the risk control recommendations, including the use of protective equipment.

AlertForce offers RIIWHS204E (Work Safely at Heights) training, including online refresher training. If you need help exploring training options, contact AlertForce today.

Fatigue Management Questions

Fatigue can negatively impact your safety. It reduces your alertness, which can lead to errors and increase the risk of accidents and injuries. Fatigue management is intended to protect workers from fatigue. The following article explores fatigue management requirements in the workplace.

What Is Fatigue Management?

Fatigue management is the practice of minimising fatigue in the workplace. It may involve multiple steps, including shift and rostering design to limit the number of hours worked during a single shift. Fatigue can occur due to work and non-work factors, including family responsibilities and working extended hours.

Under the WHS Act, persons conducting a business or undertaking (PCBUs) must minimise the risk of fatigue as much as possible. Employees also have a duty to care for their safety and the safety of others. Working while fatigued can increase the risk of accidents.

Individuals can also suffer long-term consequences due to the harmful effects of fatigue. Fatigue may lead to diabetes, heart disease, anxiety, depression, high blood pressure, and gastrointestinal disorders.

Common Signs of Fatigue

Fatigue management helps decrease the risk of fatigue-related accidents by creating more awareness of the signs of fatigue. Common signs of fatigue include:

• Frequent drowsiness
• Headaches
• Difficulty concentrating
• Excessive yawning
• Sleeping or dozing at work
• Blurred vision
• Reduced hand-eye coordination

After recognising the signs of fatigue, workers have a responsibility to rest instead of continuing to work. Employers can also take steps to minimise fatigue, which may include eliminating or controlling the risks related to working fatigue, such as:

• Shift and rostering design
• Leaving management
• Changes to the work environment
• Providing adequate support

Employers may use shift rotations to help minimise fatigue or give an employee additional time off to recover from their fatigue. Many of these suggestions are outlined in the fatigue risk management systems outlined under the HVNL.

Work and Rest Requirements

The implementation of fatigue management practices depends on the method that you choose. The Heavy Vehicle National Law (HVNL) includes three options for addressing fatigue:

• Standard Hours
• Basic Fatigue Management
• Advanced Fatigue Management

Standard hours apply to all drivers that do not have fatigue management accreditation. Obtaining accreditation for basic fatigue management (BFM) or advanced fatigue management (AFM) requires the completion of training programs offered through registered training organisations (RTOs).

For example, under standard hours, a driver requires at least 30 minutes of rest during an 8-hour shift. After earning basic fatigue management accreditation, a driver only requires 30 minutes of rest during a 9-hour shift. Advanced fatigue management offers even greater flexibility.

How Long Does a Fatigue Management Certificate Last?

As part of the basic fatigue management (BFM) and advanced fatigue management (AFM) requirements, drivers need to take a medical test every three years. Many drivers also retake their fatigue management training every three years to keep the information current.

How Long Does a WA Fatigue Management Certificate Last?

According to the Western Australian Heavy Vehicle Accreditation, you need to maintain records of your fatigue management systems for at least three years. The certificate for fatigue management training does not technically expire. However, retaking the training every three years is still recommended.

When Did Fatigue Management Legislation Become Law?

According to the National Heavy Vehicle Regulator (NHVR), fatigued drivers must not operate a fatigue-regulated heavy vehicle. The Heavy Vehicle National Law (HVNL) was adopted by most states on February 10th, 2014. The HVNL classifies the following vehicles as heavy vehicles:

• Any vehicle with a gross vehicle mass of at least 12 tonnes
• A bus with a gross vehicle mass of 4.5 tonnes that can carry more than 12 adults
• A truck that weighs over 12 tonnes with equipment attached.

Along with fatigue management, most national drivers must comply with certain requirements for work and rest hours. During a 24-hour period, drivers cannot drive more than 12 hours.

Most trams, agricultural machinery, tractors, bulldozers, and commercial vehicles qualify as fatigue-regulated heavy vehicles. Outside of these vehicles, no laws regulate fatigue or require fatigue management in the workplace. However, PCBUs and employees have specific safety responsibilities and duties.

Fatigue management can be considered a form of risk management, as it helps mitigate the risks associated with working in a fatigued state. PCBUs have the primary duty to limit exposure to safety risks in the workplace, which includes the risks that come with impairment due to fatigue.

Conclusion

If you drive commercial vehicles, you may need to follow fatigue management strategies. Driver fatigue is a major threat to your safety and the safety of other people on the road. Fatigue management training can help you stay safe and avoid the dangerous effects of fatigue.

View upcoming fatigue management courses available through AlertForce to learn the latest fatigue risk management systems.

Work in Traffic Control

Traffic control is the process of controlling traffic on roads and construction work sites. Proper traffic control reduces the risk of accidents and injuries when working around traffic. Keep reading to learn more, including how to get a job in traffic control.

What Does Traffic Control Do?

Traffic control refers to the processes used to direct the flow of vehicles, pedestrians, and machinery. The most basic forms of traffic control include signs and barriers. However, work completed on or near a road may require temporary changes to vehicular traffic.

Road crashes account for about one-third of all occupational fatalities in Australia. Many of these fatalities occur on work sites on or near public roads. Traffic control plans aim to reduce the occurrence of these fatalities by keeping vehicles and people moving safely around the work area.

The person that implements traffic control plans and directs traffic is often called a “traffic controller”. They monitor traffic flow and direct road users to ensure a safe work environment. Some of the duties of a traffic controller include:

• Using signs and a stop/slow bat to direct traffic
• Setting up signs and barriers
• Maintaining traffic control equipment
• Implementing traffic control schemes
• Communicating with workers using handheld devices
• Using personal protective equipment

A traffic controller implements traffic control plans before work begins on a job site with vehicles or when working on a road. The traffic control plan helps create safe routes for passers-by and workers. Traffic controllers may use signs or barriers to establish the routes and help direct vehicles using signs or hand signals.

What Industry Is Traffic Control?

Most traffic control jobs are found in the construction industry. A traffic controller can divert traffic around a work site or control the flow of traffic on a construction site with vehicles and moving machinery.

Traffic control is often confused with air traffic control services. Air traffic control is used to help maintain the safety of the air using flight plans. Air traffic controllers help pilots navigate busy airports and need to understand a long list of instrument flight rules.

Traffic control in Australia typically refers to directing traffic on a road network. These duties are typically performed for the construction industry but may also be needed by government agencies completing roadworks.

How to Work in Traffic Control

Traffic controllers typically work in the construction industry or for traffic management companies. Here are the steps involved in finding work in traffic control:

• Seek entry-level employment
• Complete construction induction training
• Complete traffic control training
• Apply for a traffic control card
• Apply for traffic control jobs

As most jobs require at least some work experience, individuals wanting to work in traffic control should start with an entry-level position in a relevant industry, such as construction or mining.

Construction induction training is required for construction jobs. It is also a prerequisite for traffic control positions, making it the first training course that you should complete. After obtaining your white card, you can enrol in traffic control practical training courses.

How to Get a Job in Traffic Control

Getting a job in traffic control involves selecting an industry, researching the job requirements, and completing any necessary training. The largest employers of traffic controllers include construction companies and traffic management companies.

You can also use online job search sites to help with your job search. Some of the leading job sites in Australia include:12kll

• SEEK
• Indeed
• Adzuna
• CareerOne

As most traffic control jobs are found in the construction industry, you should focus your search on construction jobs. Traffic management companies also hire traffic controllers but may require additional experience.

How to Apply for a Traffic Control Job

After finding a job that suits your skills and experience, complete the initial application form. Most employers allow you to apply online. Before applying, ensure that you meet the requirements for the job and can produce any necessary documents.

You may need to verify that you have the required training to work as a traffic controller. Keep your traffic control card in a safe place. If you have lost your card, request a replacement card as soon as possible.

What Do You Need for Traffic Control?

Traffic control requires training and accreditation. You need to complete specific traffic control training courses offered through registered training organisations (RTOs) such as AlertForce. Depending on the requirements in your state or territory, you may need to complete the following courses:

• RIIWHS201E – Work Safely and Follow WHS Procedures
• RIIWHS205E – Controlling Traffic with Stop-Slow Bats
• RIIWHS206E – Controlling Traffic with Portable Traffic Control Devices
• RIICOM201E – Communicating in the Workplace

These courses are sometimes bundled together as part of a training package. Completing these courses is considered the minimum requirement for entering the traffic control industry. Some of the main learning outcomes include:

• Understanding how to direct people using a stop/slow bat
• Directing traffic using portable traffic control devices
• Knowing how to implement traffic guidance schemes (TGSs)
• Assessing and monitoring weather conditions and road conditions
• Completing a risk assessment of the worksite
• Following all applicable road safety rules and legislation
• Maintaining and submitting incident reports

In some states, such as South Australia, you need to complete RIIWHS205E and RIIWHS302E (Implement Traffic Management Plans). However, other states only require the RIIWHS302E course for traffic management. An RTO can ensure that you complete the required training in your region.

Traffic Management Training

Individuals that construct traffic management plans and traffic guidance schemes may require additional training. This may include supervisors and managers responsible for planning work activities on or near roadways. Along with the courses discussed, a traffic manager may need to complete:

• RIICWD503E – Prepare Traffic Management Plans
• RIIRIS402E – Carry Out the Risk Management Process
• RIIRIS301D – Apply the Risk Management Process
• RIIWHS303 – Position and Program Portable Traffic Control Devices

If you have not already completed RIIWHS302E (Implement Traffic Management Plans), you will need to complete the course as part of the training for traffic management.

What Cards Do You Need for Traffic Control?

You need to obtain a card or licence from the state or territory where you work. Traffic control cards are issued by the following authorities:

• New South Wales – SafeWork NSW
• Queensland – Department of Transport and Main Roads
• South Australia – Department of Infrastructure and Transport (DIT)
• Tasmania – Department of State Growth
• Western Australia – Main Roads Western Australia
• ACT – Roads ACT

The name of the traffic control card depends on the region. In NSW, the traffic control card was previously called the “blue card”. It was recently replaced with the Traffic Control Work Training Card (TCWTC).

Most states also accept cards from other states. However, you should always review the latest requirements before seeking work in another region, as you may need to complete additional training or apply for a new licence.

What Tickets Do You Need for Traffic Control?

Individuals and businesses may need to obtain approval before implementing traffic management plans in most states and territories. For example, you may need a traffic management permit or ticket before working on or near public roads.

In Tasmania, the traffic control ticket is called a traffic management permit. In NSW, you need a road occupancy licence. However, these tickets are obtained by the person conducting a business or undertaking (PCBU) and not individual employees.

Under the Work Health and Safety Act, a person running a business or undertaking (PCBU) is obliged to ensure the health and safety of workers as much as reasonably possible. They must also prevent other persons from being put at risk, which means protecting road users when working near roads.

To help ensure the safety of road users and workers, you typically need permission for roadway access. This often involves obtaining a ticket or permit. Some states also restrict the types of equipment that may be used for temporary traffic management.

How Much Does Traffic Control Get Paid?

According to Indeed, the base salary for a traffic controller is just over $32 per hour or $63,000 per year. The base salary for a traffic controller is comparable to the salary for a construction labourer, which is about $62,900 per year. A traffic manager may make over $100,000 per year.

Talent.com lists an average salary of $81,325 per year for traffic controllers and $59,606 per year for entry-level positions. The pay may also vary across the country. Some of the highest-paying traffic controller jobs are found in Western Australia and New South Wales.

Conclusion

Traffic control is necessary for protecting workers and people passing by when working on or near roads. Vehicles on construction sites also require guidance to reduce the risk of injuries and accidents. Completing traffic control training allows you to help control traffic and contribute to a safer workplace.

Traffic controllers need to complete several courses, including a course on directing traffic using a stop/slow bat. After completing the training, you can apply for a traffic control licence or card in your state or territory. Only then can you start working as a traffic controller. To increase your career prospects, sign up for an upcoming traffic control training course from AlertForce.

Silica Awareness & Asbestos Training for Tradies

It’s hard work for tradies. Their bodies are taxed day in, day out. They work in all weather conditions. And they must keep their eyes on the deadlines. Trades managers carry the greatest load. They have to take care of every trade in the team and follow detailed procedures.

Tradies National Health Month aims to bring awareness to key workplace issues with a focus in safety and health.

Tradie compliance training essentials for work continuity in ACT

AlertForce currently supports construction workers in ACT by providing training to comply with the heightened compliance requirements that will be in effect in 2023. This will ensure that tradespeople can continue working onsite safely.

Many tradies will need to take online Verification of Competency Courses and an updated “White Card”, also known as construction induction training. The white card, which is nationally recognised, contains course material that will ensure competency for the state ACT.

Additional training requirements will be required in ACT. These topics are

Silica Awareness

Every year, silica is exposed to over 2 million workers in the trades. Silica is a chemical compound made from silicon and oxygen. There are two types of silica, hazardous crystalline and nonhazardous amorphous. Exposure to crystalline silica dust poses health risks. It is important to receive comprehensive training to help identify silica products and how to manage them.

Asbestos Awareness

In Australia, asbestos remains a hidden danger in homes and buildings. Because asbestosis is a deadly lung disease, it is prohibited from being used. However, asbestosis remains in buildings, such as walls and insulation.

Work Health and Safety Regulation 2011 states that a “person conducting a business” (PCBU) is the person responsible for the primary duty under the Work Health and Safety Act 2011 to ensure workers’ safety and health to the greatest extent possible. All workers who may come in contact with asbestos fibres or asbestos-containing material (ACMs), have to be trained by PCBUs. For plumbers and electricians working in the ACT, Working Safely With Asbestos Containing Material is a mandatory training program.

Hazardous materials training for Australia wide based learners

Digital awareness training is also available in Australia for other states. Courses Asbestos Awareness for the Workplace elearning teaches you about the dangers of asbestos. This elearning explains how asbestos hazards can occur at work and provides some guidelines for controlling them.

This course, which was co-created by Greencap, is for individuals responsible for managing asbestos in Australian workplaces. It lasts 50 minutes. This course aims to protect workers against asbestos exposure and protect others in the workplace.

This course is not equivalent to any asbestos removal licenses, but will teach you the basics of best management practices.

Asbestos Awareness provides useful resources to tradies who work on residential sites. Asbestos is found in 1 out of 3 Australian homes, so tradies will likely come across it daily during their workdays. Asbestos Awareness Tradie 20 Point Safety Check is a great tool that can be used as a reference to workplace training.

Other tradie workplace courses include Working Safely With Hazardous Chemicals, Confined Spaces Hazard guide and Working Safely With Hazardous Chemicals.

We are stronger together to ensure tradie safety & workplace compliance

We work with our partners to provide a complete learning solution for PCBUs such as yours.

You can browse our entire course collection or use the search box to locate the courses that meet your workplace needs. If you need any assistance in finding the right course for your workplace, we are here to assist.

What is Traffic Control, and How Do You Become a Traffic Controller?

Traffic control is an essential part of maintaining a safe work site when the work involves vehicles or moving machinery. It ensures an orderly flow of vehicles and people to minimise potential hazards. Traffic control also requires a traffic controller.

A traffic controller is a person responsible for ensuring that everyone follows the traffic control plan. However, becoming a traffic controller requires the completion of specific training. Here is a closer look at traffic control in NSW and the rest of Australia.

What Is Traffic Control?

Traffic control helps ensure a safer environment when working on roads or work sites with vehicles. The traffic control duties are carried out by a traffic controller.

Traffic controllers help direct the flow of traffic, including the movement of vehicles, machinery, and pedestrian traffic. They implement traffic control plans, set up signage, and monitor traffic volumes. Maintaining a safe road environment also requires training.

How to Become a Traffic Controller NSW

To become an NSW traffic controller, you need to obtain the Traffic Control Work Training Card. In New South Wales, Transport for NSW previously issued the traffic control cards. The RMS cards were replaced with the Traffic Control Work Training Card (TCWTC).

The card is now issued by SafeWork NSW. Obtaining the card requires the completion of an approved traffic controller course. Registered training organisations, such as AlertForce, provide training for nationally recognised units of competency, including all necessary traffic control courses.

Trainees may work toward a traffic controller qualification or the qualification for implementing traffic management plans. Both qualifications require you to complete multiple units of competency. The two available skill sets for traffic control include the following.

• RIISS00058 (Previously RIISS00054) – Traffic Control Skill Set
• RIISS00060 (Previously RIISS00055) – Traffic Management Skill Set

Each skill set has a separate list of units that you need to complete. These courses are also typically necessary for anyone who wants to work as a traffic controller throughout the rest of Australia.

You also need to obtain a white card, which is also known as the construction induction card. White card training allows you to enter and work in construction sites throughout Australia.

In some areas, you may also need to submit a form to the governing body in your state or territory to become an accredited traffic controller. For example, in Queensland, you must apply for traffic controller accreditation online or in person after completing the training courses and assessments.

Traffic Control Skill Set

The traffic control skill set includes the training needed to stop and start vehicular and pedestrian traffic. Individuals who complete this training can also implement temporary traffic management plans. The units of competency in this set typically include the following points.

• RIIWHS201 – Work Safely and Follow WHS Policies
• RIIWHS205 – Control Traffic with Stop/Slow Bat
• RIIWHS206 – Control Traffic with Portable Traffic Control Devices
• RIICOM201 – Communication in the Workplace
• RIIWHS302 – Implement Traffic Management Plans

These courses cover the basics for controlling and monitoring traffic on worksites. RIIWHS205 was previously the main course needed for working as a traffic controller. It covers preparing to control traffic, operating communication devices, and directing traffic using a handheld bat and hand signals.

RIIWHS206 is a newer unit of competency dedicated to the use of portable traffic control devices and traffic signs for controlling traffic. It covers selecting and wearing personal protective equipment (PPE), preparing the work site, and assessing risks. Workers must also know how to implement traffic management plans, which are covered by the RIIWHS302 unit of competency.

Traffic Management Skill Set

The traffic management skill set covers more responsibilities compared to the traffic control skill set. The units of competency in this set prepare individuals to establish temporary traffic management plans based on the road environment, weather conditions, and other factors. Common units of competency for this set include:

• RIIWHS303 – Position and Setup Portable Traffic Control Devices
• RIIRIS301 – Apply Risk Management Processes
• RIIRIS402 – Carry Out the Risk Management Processes
• RIICWD503 – Prepare Traffic Management Plans and Traffic Guidance Schemes

Along with these units, you need to complete the basic units of competency needed for working as a traffic controller. This includes RIIWHS205 (Control Traffic with a Stop/Slow Bat) and RIIWHS302 (Implement Traffic Management Plans).

How to Get into Traffic Control

Getting into traffic control may require industry experience. Many employers prefer to hire individuals with at least one year of relevant work experience.

The construction industry is the largest employer of traffic controllers. Working in construction may offer a direct path to getting into traffic control after completing the required training and assessment.

Traffic management companies are also major employers of traffic controllers. Organisations hire traffic management companies before engaging in work on roadways.

How to Get Traffic Control Ticket

Obtaining a traffic control ticket requires the completion of the required traffic control training courses in your state or territory. For example, in NSW and most other states, the minimum legislative requirements include completing RIIWHS205 (Control Traffic with a Stop/Slow Bat) and RIIWHS302 (Implement Traffic Management Plans).

After completing the training and assessment, you can apply for accreditation in the state or territory where you work. The ticket, or license, is sent to the residential address on file within several weeks. After receiving the license, you are permitted to work as a traffic controller.

How Much is a Traffic Control Course?

The cost of traffic control training varies across the country and from one training organisation to another. For example, at AlertForce, RIIWHS205E (Control Traffic with a Stop-Slow Bat) costs $347 in Canberra and $217 in Sydney.

You may also save on training by combining units of competency. A combo course that includes RIIWHS205E and RIIWHS302E (Implement Traffic Management Plans) may save a couple of hundred dollars compared to signing up for the courses separately.

How Long Is the Traffic Control Course?

Each course typically involves half a day of practical training and classroom instruction. Some training options may cover all units of competency for a skill set in one to three days.

Along with the practical training, you need to complete an assessment. The assessment requires you to demonstrate your knowledge of the training material. After passing the assessment, you receive a statement of attainment.

How Long Does Traffic Control Ticket Last?

A traffic control license is valid for two to three years in most states and territories. However, you also need to complete refresher training every two years. After completing the refresher training, you resubmit the application form for traffic controller accreditation in your state or territory. You also need to have a valid driver’s licence.

Conclusion

Traffic control is a vital part of workplace safety when work involves roads, vehicles, and moving machinery. Knowing how to implement traffic guidance schemes and set up temporary traffic signs requires specialised training.

If you want to work as a traffic controller, view upcoming training options from AlertForce. They offer a wide range of training courses at various locations and dates to accommodate any schedule.

Sign up for traffic control training today to start your path to becoming a traffic controller!

What Is a Forklift Licence? Answers to Your Forklift Licence Questions

Forklifts offer a convenient way to move large items around warehouses and other sites. However, forklifts can also be hazardous vehicles when operated by a person without proper training, which is why a licence is needed. Read on to learn about forklift licencing requirements, including how to get a forklift licence in Australia.

What Is A Forklift Licence?

A forklift licence validates that you know how to operate a forklift. Warehouses and many industrial sites use forklifts to move large, heavy objects and stacked items. Forklifts are vehicles with forked platforms. A forklift operator can raise and lower the platform for insertion in pallets.

Forklifts are used in a wide range of industries beyond the construction industry. Retail, manufacturing, and hospitality industries also use these vehicles to transport heavy items.

Two types of forklift licences are available in Australia. Workers may obtain an LO or LF forklift licence. An LO forklift licence is for the operation of order-picking forklift trucks, which are also called stock pickers or very narrow aisle (VNA) vehicles.

These types of forklifts are often used to retrieve inventory in areas with tight spaces or very high shelving. However, the design includes an elevating platform, requiring the operator to wear a harness.

An LF forklift license is for the operation of all other types of forklifts. With an LF licence, you can operate a standard forklift truck equipped with a pair of forked arms. Unlike the operators of LO trucks, you do not need a harness.

How to Get a Forklift Licence? (NSW, QLD, Melbourne)

A high-risk work licence is needed to operate a forklift in NSW. You must be at least 18 years of age and understand English. You also need to complete an on-site training course through a registered training organisation (RTO) at a training centre near you.

The course may include several days of training. Safely operating a forklift requires training due to the many hazards and risks. For example, overweight or unbalanced loads can cause forklift trucks to tip over, resulting in injuries and accidents.

Forklift safety training prepares workers to safely use forklift trucks. The main categories covered during training include:

• Planning
• Conducting routine checks
• Proper shift load
• Shutting down and securing forklifts

Forklift safety courses cover rules and safety procedures for operating these vehicles, which start with planning for the use of a forklift. Forklifts are dangerous vehicles that can cause serious injuries and death.

Proper planning helps mitigate hazards and protect workers. For example, workers learn to use hand signals and audible or visual warning devices for safer communication. Some work sites may also require the use of two-way radios or traffic warning systems.

The course includes knowledge-based training and practical training. At the end of the course, participants complete a written exam and a practical assessment to demonstrate their understanding of the course material.

After completing the training course and practical assessment, you can apply for a high-risk work licence through the appropriate regulatory body in your state or territory:

• New South Wales (NSW) – Application form submitted via post to SafeWork NSW
• Queensland – Application completed online through WorkSafe QLD
• Melbourne (Victoria) – Application submitted online or via post to WorkSafe Victoria

Most regions require applicants to apply for their licences within 60 days of completing the forklift training course and exam. Along with your statement of attainment from the RTO, you will need personal identification and funds to cover the application fee. High-risk work licences for forklifts remain valid for five years.

How to Renew Your Forklift Licence In NSW?

The renewal process varies slightly around the country, but all states and territories require you to renew within 12 months of the expiration date. As soon as the expiration date arrives, you are no longer authorised to operate a forklift. You have 12 months to renew before you need to retake the training course and exam.

If you reside in Queensland, you need to renew the forklift licence through the High-Risk Work Applicant/Licensee Services website.

Individuals in New South Wales (NSW) need to submit the forklift licence renewal application through a local Australia Post outlet. SafeWork NSW sends a renewal form two months before the expiration date of the licence.

In Melbourne and the rest of Victoria, WorkSafe Victoria sends a renewal notice 90 days before the expiration date. As in NSW, you can submit the renewal through the mail.

How Much Is a Forklift Licence?

How much does a forklift licence cost? The cost of training and applying for a licence varies throughout the country. A high-risk work (HRW) licence costs $81 in NSW and $102.60 in Queensland.

The cost of the training course can range from a few hundred dollars to close to a thousand dollars. Online courses may be available at a lower cost, but they do not meet the requirements for obtaining a new licence.

Additional training may be needed for certain types of work. For example, depending on the work environment, you may also need to complete the Working from Heights or Confined Spaces training courses. If you want the best prices for dependable safety training, explore available and upcoming courses at AlertForce.

How to Operate a Forklift?

Operating a forklift typically involves the use of levers to adjust the height and tilt of the fork. A steering wheel, accelerator pedal, and brake pedal control the movement of the wheels. The fork is raised at least five centimetres off the ground to keep it from scraping the ground as the operator drives.

The basic operation of a forklift is not complex. However, certain safety procedures must be followed to minimise the risk of accidents and injuries. Forklift training courses cover the four main steps involved in operating a forklift.

1. Planning

   The planning process involves assessing the work area to determine if the forklift is suitable for the task. The operator must also inspect the paths that the forklift will take and identify any hazards. A traffic management plan may also be needed in certain facilities.

2. Preparing

   Preparing for work is the second step and involves conducting routine checks. The operator needs to inspect the forklift to ensure that it is ready to use and in good working condition. If any attachments are needed, they are added during this stage of the task.

3. Performing the Task

   The operator then carries out the work task, which requires positioning the load to avoid shifting the weight of the forklift. The position of the load can increase or decrease the risk of the truck or the load tipping over. Workers also need to continuously monitor the load and their surroundings.

4. Packing Up

   When the task is complete, the operator needs to follow specific shutdown procedures. The operator may also need to secure a forklift to keep unauthorised individuals from using it.

Conclusion

Forklift licences are required to legally operate a forklift. Obtaining a licence involves completing a forklift quality training course. After you finish the course, you can send an application to the SafeWork or WorkSafe organisation in your state.

Sign up for forklift training to meet the requirements for a forklift licence in Australia.

Asbestos Questions

Asbestos was used in many building products during the 20th century. If you own a home built before the 1990s, there is a chance that it may contain an asbestos product.

Homeowners should never try to remove asbestos on their own. Depending on the type of asbestos, you may need to hire asbestos professionals to remove or encapsulate the materials. Here is a closer look at asbestos in residential properties, including how to remove asbestos and how much the removal process costs.

When Did Asbestos Stop Being Used in Homes?

The use of asbestos in Australian homes was mostly phased out in the 1980s. The asbestos industry peaked in the mid-1970s. Around this time, government agencies began exploring the health risks of exposure to asbestos dust.

Australia completely banned asbestos in 2003. However, asbestos was mined in Australia until 1984 and appears in about one in three homes built before 1990.

Manufacturers began importing and mining asbestos in Australia in the 1920s. By 1983, over 1.5 million tonnes of asbestos had been imported into the country. Common products that were often made with asbestos include:

• Cement sheets
• Corrugated roofing
• Vinyl floor tiles
• Pipe insulation
• Loose fill insulation

There is no known safe level of exposure to asbestos. Inhaling asbestos fibres can lead to life-threatening health issues, including asbestosis.

Asbestos-containing materials should be eliminated whenever possible. However, in some cases, encapsulating or sealing asbestos is a safer and more efficient option. For example, you can often seal corrugated asbestos materials with paint to prevent the release of asbestos fibres.

How to Remove Asbestos from a Home?

Removing asbestos from a home involves several steps. You must first determine whether the material truly contains asbestos, which typically involves working with a licensed asbestos assessor.

Asbestos assessors have completed training to understand how to inspect homes for asbestos materials. They can take samples and have them tested. They also know how to monitor the air for the presence of asbestos fibres and perform clearance inspections after the removal work is completed.

Hiring a licensed inspector may cost several hundred dollars. However, the cost depends on the size and location of the property. Depending on the results of the inspection, you may also need to hire a licensed asbestos removalist.

A licensed removalist is needed for the removal of:

• More than 10 square metres of non-friable asbestos
• Any amount of friable asbestos-containing materials

The same requirements apply to tradespeople carrying out work in your residence. For example, if you hire a contractor to complete home renovations, and they uncover asbestos, a licensed asbestos removalist is still required for the safe removal of the asbestos-containing material.

Friable vs Non-Friable Asbestos

The legal requirements for dealing with asbestos in workplaces and residences depend on the type of asbestos. Asbestos is either friable or non-friable. Friable asbestos is more likely to require a licensed removalist.

Non-friable asbestos is solid and less likely to release asbestos fibres into the air when handled, which makes it less of a threat. Examples of non-friable asbestos include asbestos cement and vinyl asbestos floor tiles.

Non-friable asbestos can create the potential for dangerous exposure to asbestos fibres when you cut, drill, or sand the material. If you need to modify or remove the material, contact a licensed asbestos removalist. However, in some cases, you may be able to encapsulate it.

Asbestos removal is not always necessary. Asbestos-containing materials that remain in good condition may not pose a health risk unless disturbed. Asbestos encapsulation involves leaving the material in place and covering it with a protective barrier that prevents fibres from escaping.

Friable asbestos crushes easily, releasing harmful asbestos dust. Friable asbestos construction materials include pipe insulation and loose fill insulation. Removing these materials requires a licensed asbestos removal contractor.

How Much Does Asbestos Removal Cost?

The average cost of licensed asbestos removal work is about $50 to $150 per square metre. The costs of asbestos removal depend on a variety of factors, including the types and amounts of asbestos. Costs also vary from one state or territory to the next.

For example, the cost of asbestos disposal in Victoria and New South Wales is often lower compared to the cost in South Australia or Western Australia.

Here are some of the main factors that influence the cost of asbestos removal:

• • The type of asbestos – friable or non-friable
  • The amount of asbestos
  • The location of the asbestos

Friable asbestos may cost more to remove due to the health precautions taken during the removal process. The use of air monitoring equipment, personal protective equipment (PPE), and other resources cost time and money.

Any workers involved in the removal of asbestos must also complete the required asbestos removal training. Training organisations such as AlertForce offer separate courses for non-friable (Class B) and friable (Class A) asbestos removal.

The amount of asbestos and its location may also impact the cost of removal. Removing loose-fill insulation from a large residence may require considerably more work compared to removing pipe insulation from a few pipes.

Obstacles can also increase the cost. For example, you may pay an extra cost for the removal of asbestos from difficult locations, such as an area that workers may have trouble accessing.

Conclusion

Construction companies and homebuilders used asbestos in a wide range of building products, from the 1920s until the late 1980s. About one in three homes built before 1990 contains some type of asbestos.

If you have an older home, before completing any renovations or repairs, you may need to inspect your property for asbestos. Exposure to asbestos fibres can lead to serious health complications.

The bottom line is that an asbestos removal professional is needed to deal with any type of asbestos in a home. A licensed asbestos assessor can test the material for asbestos and recommend the best course of action.

What is Health and Safety in the Workplace for HSRs?

Employers and employees have certain rights and responsibilities under the Work Health and Safety (WHS) Act. Employees have the right to elect a health and safety representative (HSR). Employers have the responsibility to maintain a reasonably safe workplace.

The following guide examines health and safety requirements in the workplace, including a detailed look at the HSR role. Learn how HSRs are elected, what they do, and their connection to health and safety committees (HSCs).

What is Health and Safety and the WHS Act?

Health and safety in the workplace typically revolve around the WHS Act. The WHS Act includes laws and regulations intended to promote the safety of employees. Complying with the WHS Act can help businesses:

• Reduce the risk of injuries and illnesses in the workplace
• Reduce the cost of workers’ compensation
• Improve or maintain staff productivity

Employers are also more likely to retain staff if they maintain the safety of workers. The number of worker fatalities has mostly decreased since the early 2000s. However, Australia still suffered 194 worker fatalities in 2020.

Workplace injuries lead to direct and indirect costs. The direct costs include workers’ compensation. The indirect costs include loss of labour and reduced productivity. The WHS Act provides a framework for establishing effective health and safety policies. Among the recommended steps for ensuring a safer workplace is electing a health and safety representative.

Employer Health and Safety Responsibilities

Employers and persons conducting a business or undertaking (PCBUs) have responsibilities under the WHS Act. Businesses need to provide workers with a safe work environment. This may require workers to follow specific codes of practice for completing different activities or types of work.

For example, before working from heights, workers need to complete the corresponding training course. Workers in the construction industry need to complete white card training. These courses cover safety standards and the legal duties of employers and employees.

The WHS Act outlines the employer’s duty of care, which includes the following duties:

• Provide workers with information about any risks and hazards
• Provide instruction and training when necessary for completing work safely
• Consult and co-operate with a health and safety representative (HSR)

When avoiding a hazard is not practical, employers need to provide workers with the necessary training, equipment, and resources to work as safely as possible. Employers are also responsible for the health and safety of visitors and volunteers.

An employer may also need to hold an election for health and safety representatives or set up a safety and health committee when requested by workers.

What is a HSR?

Employees may elect a health and safety representative (HSR) to represent their group in health and safety matters. The HSR looks out for the best interests of the workgroup in discussions related to hazards and safety concerns.

A workgroup is a group of employees who share similar work situations, such as a group of workers at the same facility or working in the same department. The WHS Act allows for one or more work groups at each workplace. Each work group may elect one or more HSRs. HSRs, work groups, and employers negotiate to determine how many groups and HSRs are needed in the workplace. The number may depend on the hazards and risks of the workplace. For example, a workplace with severe hazards may require more HSRs compared to an office setting with minimal risks.

HSRs and workers may also establish a health and safety committee (HSC). An HSC is intended to facilitate communication between the employer and workers related to health and safety measures. An HSC may consult with the employer and HSRs to implement specific safety procedures or address potential hazards.

What Does a Work Health and Safety Representative Do?

The main task of an HSR is to protect the interests of workers in a work group. The workgroup is the group that elected the HSR. A workgroup may also elect multiple HSRs.

Electing HSRs and following WHS laws has gradually helped make Australian workplaces safer. According to statistics compiled by Safe Work Australia, the country has experienced a 23% decrease in serious worker injury claims between 2009 and 2018.

HSRs represent workers and promote the health and safety of the workplace. They act as a bridge between managers and workers in the group to ensure that everyone has a voice when it comes to health and safety issues. Electing HSRs allows workers to participate in addressing safety concerns.

HSRs also have the right to inspect the workplace for safety issues after providing notice to the PCBU. The notice should be provided at least 24 hours before the inspection. However, if the situation involves an immediate risk to health or safety, the HSR may complete the investigation immediately.

Another common role of the HSR is to review control measures. Before engaging in hazardous work, an HSR may review the control measures in place if the measures are not considered effective or a new hazard is identified.

HSR Powers and Functions

HSRs receive several powers and engage in several functions as part of their roles. Here are some of the main powers and functions of an HSR:

• Investigating safety complaints from members of the workgroup
• Representing the workgroup in safety issues
• Monitoring the employer’s compliance with WHS regulations
• Accompanying an inspector or regulator during investigations
• Requesting assistance from a regulator with unresolved safety issues
• Initiating emergency work stop procedures
• Directing workgroup members to stop unsafe work
• Issuing provisional improvement notices (PINs)

Employers need to give HSRs the freedom and time to carry out their duties and responsibilities. If an HSR identifies a health or safety issue, they need to consult with the employer or the person conducting the business or undertaking (PCBU).

What is HSR Training?

HSRs cannot initiate emergency stop-work procedures or issue provisional improvement notices (PINs) until they complete HSR training. As of July 2018, HSR training is also mandatory for HSRs in Queensland if the elected representative asks for it.

After being elected, an HSR has six months to complete the training program. An HSR who fails to complete the training will lose their elected position. HSRs do not need to be health experts. However, they should be aware of health and safety regulations and recommended codes of practice for safe work in their industry. HSR training gives HSRs the skills and knowledge needed to carry out their duties.

HSR training is completed face-to-face over five days of training. The initial five-day course covers a wide range of topics. Some of the main learning objectives include:

• Comprehending the WHS legislative framework and common safety risks
• Identifying the duties and responsibilities of key parties (including PCBUs and HSRs)
• Understanding how to engage in health and safety discussions and consultations
• Assessing health and safety practices to ensure compliance with safety laws

After the initial training, attendees receive a statement of attainment. The course does not include any accreditations. However, the course is necessary for gaining the ability to issue PINs.

HSRs should also complete a one-day refresher course each year. The refresher course may be completed online or in person. Refresher courses provide an overview of the learning outcomes from the initial course and any updates to WHS legislation.

How Are Health and Safety Committees and HSRs Selected?

Health and safety committees (HSCs) and health and safety representatives (HSRs) are chosen by the workers. However, establishing HSCs and electing HSRs involve different processes. Here is a closer look.

Establishing a Health and Safety Committee

An HSR or a group of five or more workers has the right to establish an HSC. An employer may also choose to establish an HSC.

As part of the WHS legislative requirement for establishing safety committees, an employer has two months to comply with the request.

The committee can be created for a fixed period of time or to run long-term. For example, employees may develop an HSC to oversee a specific project.

The composition of the committee is up to the workers and the employer. An employer has the right to nominate up to half of the members of the committee. The committee should also adequately represent the workgroup.

HSRs also have the right to join HSCs. If a workgroup has more than one HSR, multiple HSRs can join the committee. HSRs may also join multiple committees.

Understanding the HSR Election Process

Electing a worker to serve as an HSR involves the following steps:

1. Request an election
2. Negotiate work groups
3. Notify workers of the election
4. Elect HSRs
5. Notify workers of the outcome

Any worker can request an election for an HSR. After requesting an election, all workers in the workgroup are eligible to nominate HSRs and deputy HSRs. All members of the group are also eligible to be elected.

In some cases, a group of workers may need to negotiate their work groups. This may involve determining which workers are part of the group to ensure adequate representation.

After negotiations, everyone should receive notification of the upcoming election. The election process is often informal. Members of the work group may simply raise their hands to signal their vote for an HSR or a deputy HSR. Everyone should be informed of the outcome of the election as soon as it is completed.

What Are Deputy Health and Safety Representatives?

Workers elect deputy HSRs using the same process for electing HSRs. As with HSRs, work groups may elect more than one deputy HSR. The deputy HSR only represents the workgroup when the elected HSR is unavailable.

How Long Do HSRs Serve in Their Roles?

An HSR is elected for a three-year term. An HSR may be re-nominated after the term ends. An HSR can also be removed from office if they fail to complete HSR training or fail to carry out their duties and responsibilities. An HSR may also leave their position if they stop working in the work group that elected them to the position.

What Are the Responsibilities of HSCs and HSRs?

HSRs are responsible for representing work groups in health and safety discussions. They are responsible for verifying that the employer is taking every practicable step to maintain a safe work environment, such as implementing safety strategies or using personal protective equipment.

If an HSR detects a health or safety issue, they have a responsibility to report it. An HSR may also request for work to stop until the issue can be resolved. Requesting a stop to work requires HSRs to complete HSR training. An HSR may also issue a PIN when they identify a safety concern.

What is a Provisional Improvement Notice?

A provisional improvement notice (PIN) is a notice requiring a worker or person conducting a business or undertaking (PCBU) to address a health or safety concern. HSRs may issue PINs when they believe that a task or situation poses an unnecessary health or safety risk.

The HSR should provide a verbal or written notification about the issue. They should also allow the person in control of the work to express their opinion and views. After receiving a PIN, the individual should receive adequate time to resolve the issue.

General Operation of a Health and Safety Committee

Committees should meet at least once every three months. An HSC may also meet any time that at least half of the members request a meeting. Each member should receive reasonable time to attend the meeting and carry out their functions within the committee. Members should also be paid their normal pay rate during the meeting and when carrying out any tasks related to the committee.

Any information about health risks and hazards should also be provided to each member. During the meeting, the group may discuss health and safety issues and assign members to inspect issues.

Conclusion

Work health and safety should be a major concern for every employer and employee. Under the WHS Act, employees have the right to elect health and safety representatives (HSRs) to look out for their interests in health and safety matters. If you were recently elected as an HSR or want to learn more about the role of an HSR, explore HSR training courses from a qualified registered training organisation.

What is a Confined Space?

Working in confined spaces can be dangerous because of harmful levels of toxic gases and other hazardous atmospheres. Due to the health threats of working in confined spaces, workers must implement risk control methods. Here is a closer look at the requirements for working in confined spaces, including the use of entry permits.

Confined spaces are spaces with limited room for people, air, or equipment, such as tanks and vats. These spaces are fully or partially enclosed and include one or more of the following details:

• The space isn’t designed primarily for humans.
• The space is designed to be at normal atmospheric pressure during occupation.
• The space poses a health or safety risk.

Usually, a confined space isn’t meant for humans and may create a health or safety risk when humans enter it. For example, a confined space may have an unsafe oxygen level or harmful concentrations of airborne contaminants.

Confined spaces include tanks, pits, ducts, vats, chimneys, containers, silos, pressure vessels, wells, sewers, trenches, shafts, and tunnels. These spaces often have limited room for proper air circulation, which increases the risk of unsafe oxygen levels. Other potential safety hazards of working in a confined space include:

• Restricted entry or exit
• Harmful airborne contaminants
• Unsafe oxygen level
• Fire and explosion
• Engulfment
• Biological hazards
• Mechanical hazards
• Electrical hazards

The potential hazards depend on the environment and type of confined space. For example, an underground sewer may present different challenges compared to working in a chimney or vat.

What Are the Confined Space Entry Permit Requirements?

Under Regulation 67 of the Work Health and Safety (WHS) Act, a person conducting a business or undertaking (PCBU) must not allow a worker to enter a confined space without an entry permit. An entry permit is a formal check of the confined space. It allows workers to ensure that proper safety precautions are followed.

According to the Confined Spaces Code of Practice, a person who has completed relevant training or possesses adequate experience must issue the permit. The permit is issued for situations when workers cannot eliminate the need to enter a confined space.

Requirements for Confined Space Entry Permits

The entry permit for confined spaces must include the following details and information:

• Identification of the confined space that the permit applies to
• The names of any workers permitted to enter the space
• The period of time that the permit remains in operation
• A list of risk control measures

The entry permit should clearly identify the spaces where work is to be carried out. A single permit may be used for several confined spaces or a single space with multiple access points. The permit also needs to list any risk control measures that workers need to implement and follow. Control measures may include atmosphere purging, ventilation equipment, signage, cleaning, and safety monitoring. Workers may also need to wear personal protective equipment. The permit should be displayed in a prominent spot. It should also include a record of all workers that entered and exited the confined space.

How to Prepare for Work in a Confined Space

If workers cannot avoid entering a confined space, they must follow certain steps to minimise the risks. A risk assessment allows workers to identify potential hazards and risks and implement steps to create a safer work environment. Minimising the risks of working in a confined space involves the following components:

• Isolation
• Atmosphere purging
• Ventilation
• Respiratory protective equipment
• Communication
• Safety monitoring
• Entry and exit procedures
• Signs and barricades
• Instruction and training

Workers must first explore methods of isolation. This may involve isolating any liquids, gases, or vapours. Atmosphere purging is also often used to reduce the health risks of hazardous atmospheres. Other solutions include increasing ventilation or requiring workers to wear personal protective equipment (PPE).

Safety monitoring is necessary to detect changes in the atmosphere, such as a sudden lack of oxygen or an increase in the presence of toxic gases. Ongoing monitoring ensures that workers can reach an area with a safe oxygen level and decrease the risk of negative health effects.

Entry and exit procedures must also be thoroughly detailed. This may include requiring workers to sign in and out when entering and exiting the confined space. The permit may also detail emergency response procedures and required rescue equipment.

All confined spaces require signage and barricades. Signage is needed to inform individuals of the presence of a confined space or work being carried out. Barricades help keep unauthorised individuals away from the confined space.

How Long Does Confined Space Ticket Last?

A confined space ticket (permit) is only valid for a single shift or period of uninterrupted work. If the team stops work for the day, a new permit must be issued the following day.

The period of time that the permit remains in operation is listed on the permit. If the permit is needed for varying periods, it must be revalidated each shift or after each change in work procedures.

Does Confined Space Training Expire?

Confined space training does not technically have an expiration date. However, industry standards recommend retaking the safety course every two years.

A person conducting a business or undertaking (PCBU) and workers have duties and responsibilities under the Work Health and Safety WHS Act. These duties and responsibilities may include confined spaces training. Under the WHS Act, workers must have access to any relevant training for minimising occupational risks.

Conclusion

Working in a confined space requires specific control measures, including safety equipment, such as a breathing apparatus. An entry permit outlines the steps that workers must follow, including any engineering control methods and monitoring requirements. Understanding how to determine the right risk control methods requires training.

Finally, if you want to stay up to date with the latest confined spaces safety requirements, you need confined spaces training. AlertForce is a top choice for all your training needs. We offer reliable WHS safety training for a broad range of topics, including confined spaces.

Book confined space training today!

When Was Asbestos Used in Homes and How to Identify It?

Asbestos was a low-cost material with good fire-retardant properties, making it a popular addition to a wide range of building materials. Homes built before the ban on asbestos are likely to include the material in some form. Old insulation, vinyl floor tiles, cement, window caulk, and some paints often contain asbestos.

Over 3000 building products contained asbestos before 1990. Homes built before this time are more likely to contain asbestos products. Here is a closer look at the use of asbestos and asbestos-containing materials (ACMs) in homes in Australia.

When Was Asbestos Used in Homes?

Homes built after 1930 and before 1990 are more likely to contain asbestos. Asbestos was a popular insulation choice for homes for many decades. It was affordable and easy to get.

Asbestos was widely used in the construction industry throughout the 20th century. Australia began importing asbestos in 1929. By the 1950s, most new homes included some form of asbestos.

Asbestos is a natural mineral with a texture and consistency that resembles cotton. The fibrous material slows heat transfer, which makes it an effective insulator. However, breathing asbestos fibres can cause adverse health effects.

Asbestos-related diseases may contribute to the deaths of 4,000 Australians per year. Asbestos exposure can scar the lungs and present other health risks. Conditions that are often linked to asbestos exposure include:

• • Asbestosis
  • Mesothelioma
  • Lung cancer
  • Asbestos-related pleural disease (ARPD)

Manufacturers began gradually phasing out the use of asbestos in the 1990s. The government completely banned asbestos in 2003. However, despite the ban, asbestos is still found in older homes and buildings.

The most common sources of asbestos in homes include vermiculite insulation and asbestos pipe insulation. Vermiculite insulation is a type of loose-fill insulation. It often has a fluffy or granular texture.

Pipe insulation used in basements and furnace rooms in older homes may also contain asbestos. Asbestos pipe insulation is often off-white or grey and may resemble corrugated cardboard.

Modern cellulose insulation, loose-fill fibreglass insulation, rock wool insulation, and batt insulation rarely contain asbestos. However, some of these options may also resemble asbestos-containing materials.

Renovators, construction workers, and others in the construction industry may work around asbestos. Asbestos typically becomes more of a threat when disturbed, such as when trying to remove asbestos-containing materials.

Keep in mind that asbestos does not always pose a significant health risk. Asbestos-containing material that is in relatively good condition is often left in place unless renovations or repairs require the removal of the material.

Asbestos is more of a threat when handled, as moving hazardous materials may release small particles into the air. You should also avoid cutting or drilling into materials that you think may contain asbestos. Instead of disturbing the material, you need to verify that it contains asbestos.

How to Tell the Difference Between Cellulose and Asbestos Insulation

Asbestos was gradually replaced with other materials after the health risks were discovered. But unfortunately, asbestos is still present in some homes.

Dry cellulose offers a potentially safer alternative to asbestos. Loose-fill insulation is a type of dry cellulose that is blown into wall cavities and attics to improve the insulative and fire-resistant properties of a building.

There are different types of cellulose insulation, but most varieties are made with a combination of materials. A cellulose mix may contain cardboard, newspaper, straw, and hemp. However, it closely resembles asbestos insulation.

Anyone at risk of asbestos exposure should complete an asbestos awareness course. An asbestos awareness course explains the types of materials that are most likely to contain asbestos. After identifying a material that may contain asbestos, you must have it tested to confirm the presence of asbestos.

Additional training is required to be involved in the removal process. A licensed asbestos assessor is used to verify the presence of the material. A licensed asbestos removalist is necessary for the removal of the material.

How to Test for Asbestos

Verifying the presence of asbestos requires testing, as asbestos is not easily identified based solely on its appearance. You need to understand the types of materials that are most likely to contain asbestos. You can then test the material using an asbestos testing kit.

An asbestos testing kit requires you to send a sample to an accredited testing laboratory. Scientific testing is required to confirm the presence of asbestos. However, homeowners and amateur renovators should consider hiring a professional testing company or a licensed asbestos assessor to complete the testing.

A licensed assessor can inspect a property and provide a report. The assessor also tests the samples, monitors the air for asbestos fibres, and performs a clearance inspection after the removal of the material.

Using an outside source for testing limits your exposure to the material. If the test results determine that the material contains asbestos, you must follow the Work Health and Safety (WHS) Act requirements for asbestos removal.

A licensed asbestos removalist is needed to remove any amount of friable asbestos and more than 10 square metres of non-friable asbestos. Non-friable asbestos includes bonded materials that are less likely to break apart and release dust particles when disturbed. On the other hand, materials containing friable asbestos crush easily and create more of a health hazard.

Conclusion

Asbestos was widely used in homes in Australia from the 1930s until the late 1980s. In 2003 Australia completely banned it.

After Australia banned asbestos, it was largely replaced by cellulose and other less-harmful materials. Dry cellulose closely resembles asbestos, increasing the challenge of detecting asbestos. You should never disturb material that may contain asbestos until you have it tested.

An asbestos assessor can complete the testing and assessment. A removalist can direct the removal of harmful material. If you want to learn more about the asbestos removal process, consider taking an asbestos removal course.

What Is Asbestos, and Do You Need a Licence to Remove It?

What is asbestos, and how is asbestos removed? These are a couple of the most common asbestos-related questions. Depending on where you work, you may need to know how to deal with asbestos. Here is what you should know.

What Is Asbestos?

Asbestos is a natural mineral found in rocks and soil. It was used for decades for its ability to help strengthen materials. It was also affordable and fireproof, making it a popular insulation material. Other common uses for asbestos include:

• Roofing shingles
• Floor tiles
• Ceiling tiles
• Countertops
• Asbestos cement products
• Automobile components

Australia banned the use of asbestos in 2003 after recognising the potential health risks that come from breathing the material. At the time, about 90% of all asbestos fibre was used for asbestos cement manufacturing. As asbestos was only banned close to 20 years ago, it is still found in many older building materials.

There are two main types of asbestos—friable and non-friable asbestos. Friable means “easily crumbled.” Friable asbestos poses more of a health risk, as it is easily crumbled when handled, which can release small fibres into the air. Inhaling asbestos dust increases the risk of a variety of health issues, including:

• Asbestosis
• Pleural disease
• Lung cancer
• Mesothelioma

Asbestosis and pleural disease are two non-cancer diseases that are caused by inhaling airborne asbestos fibres. Asbestosis is scarring that occurs in the lungs. This scarring prevents oxygen and carbon dioxide from passing through the lungs easily, which can make breathing more difficult.

Pleural disease is a type of non-cancerous lung disease that alters the membrane surrounding the lungs and the chest cavity. The membrane thickens, which can lead to breathing problems.

Tens of thousands of Australians are diagnosed with asbestos-related diseases each year. Due to the dangers of asbestos, the government places strict requirements on its removal. Failure to comply can result in steep penalties.

The laws around asbestos were also recently updated. Under the WHS Act, all companies should comply with the model Codes of Practice for dealing with asbestos-containing material (ACM) and asbestos products. Luckily, training is available to ensure compliance and minimise the health risks of dealing with asbestos waste.

The model WHS regulations require businesses with work environments that include a risk of exposure to asbestos to complete certain steps. This often includes construction sites, automotive plants, and other industrial sites. Here are some of the requirements:

• Train workers who may be exposed to asbestos.
• Maintain an asbestos register.
• Use an asbestos management plan.
• Obtain a licence to remove asbestos.

While these requirements apply to persons conducting a business or undertaking (PCBUs), workers also require training to identify asbestos and remove it.

How to Identify Asbestos?

Businesses must mark locations where asbestos may be found throughout the workplace. However, workers in certain industries must also be prepared to identify asbestos. 11084NAT (previously 10675NAT) Asbestos Awareness is the required training course for anyone at risk of exposure to asbestos.

Asbestos awareness training is necessary for a wide range of professions, including bricklayers, stonemasons, air-conditioning mechanics, building inspectors, civil engineers, and dozens of others. Even if you do not handle asbestos, you may need to know how to identify it.

Unfortunately, asbestos is not easy to identify based on its appearance. Identifying asbestos involves knowing the types of materials that may potentially include asbestos. After suspecting a material may contain asbestos, further analysis is often needed to confirm the presence of the harmful material.

How Is Asbestos Removed?

The safe removal of asbestos requires a licensed asbestos removalist, which includes businesses that meet the requirements for asbestos removal. Individual workers do not obtain a licence. However, you may still need training to participate in the removal process.

The procedures and requirements for the removal of asbestos are covered by the Work Health and Safety (WHS) Act. If you are a construction worker or involved in work that may include exposure to asbestos products, you may need to complete training.

The type of training depends on the type of asbestos and your role in the asbestos removal process:

• CPCCDE3014 Remove Non-Friable Asbestos
• CPCCDE3015 Remove Friable Asbestos
• CPCCDE4008 Supervise Asbestos Removal

The CPCCDE3014 course is necessary for the removal of over 10 square metres of non-friable (Class B) asbestos materials. The CPCCDE3015 course is required for the removal of any amount of friable (Class A) asbestos. Both courses include prerequisite training.

Before enrolling in CPCCDE3014 or CPCCDE3015, you must complete CPCCWHS1001—Prepare to Work in the Construction Industry. The CPCCWHS1001 course is often called white card training.

No matter your training needs, AlertForce can help ensure that you meet industry standards and government regulations. AlertForce is a leading registered training organisation with a wide range of courses in cities throughout Australia. Browse training courses to learn more.

Conclusion

Asbestos remains a danger in specific settings. Construction workers, industrial workers, electricians, and plumbers may face asbestos exposure. Training is needed to identify asbestos in the workplace and safely remove it.

Asbestos awareness training is necessary for those in professions that include the risk of exposure to asbestos. Asbestos removal courses are required for anyone involved in the removal of friable or non-friable asbestos. If you need asbestos training, browse upcoming asbestos courses from AlertForce.

What you need to know about Asbestos Decontamination: Video 5

James Moyle:

Hi, my name’s Jimmy, and I’m a tradie. And by now you should have watched our other videos, including asbestos hazards, risks and identification, setting up your asbestos work area, personal protective equipment, safe handling and controls, drilling.

James Moyle:

If you haven’t, please watch them before doing any work with asbestos. Before we start, I’ll remind you that SafeWork New South Wales always recommends that licensed asbestos removalists be used for any amount of asbestos removal work. A licensed asbestos removalist must be used to remove more than 10 square meters of non-friable asbestos or to remove any amount of friable asbestos containing materials.

James Moyle:

If you are planning on working with or removing asbestos, it is critical that you decontaminate both the work area and yourself to prevent exposure to asbestos fibres. You need to set up your decontamination area before starting work. For decontamination, you will need the following, cleaning rags or wet wipes. In this video, we will be using wet wipes. Asbestos labeled heavy duty polyethylene asbestos disposal bags, minimum 200 micron thick. Heavy duty plastic sheeting, minimum 200 micron thick. A misting spray bottle filled with water. Adhesive duct tape. Sealant. You will also need your PPE and RPE as described in the PPE video.

James Moyle:

Before moving from the asbestos work area to the decontamination area, remove any visible asbestos dust residue from your protective clothing, tools and equipment using a HEPA filtered H-class industrial vacuum cleaner if available or wiping down with wet wipes. If the asbestos work is complete, ensure all tools and equipment has been decontaminated and double bagged in the asbestos work area. Asbestos waste must also be double bagged and wiped down. Double bagging is explained in this video. Move from the asbestos work area with all the decontaminated tools, equipment and asbestos waste bags into the decontamination area set up adjacent to the work area.

James Moyle:

For work with non-friable asbestos, this will be onto a large 200 micron thick plastic sheet taped to the ground. Again, wipe down your PPE and RPE with wet wipes. When wiping down, use each surface of the wipe only once to prevent recontamination. Place used wet wipes into a heavy duty polyethylene asbestos waste bag. After wiping down, use the spray bottle to spray your coveralls, boot covers, gloves and RPE. Now remove your gloves by rolling them inside out off your hands and place into the same waste bag. Your RPE must still be worn at this point. Carefully remove disposable protective coveralls by pulling back the hood and rolling from the top down inside out.

James Moyle:

Pull the sleeves inside out and continue rolling all the way down to your ankles. The entire coverall should now be inside out and rolled up, place into the waste bag. Your RPE must still be worn and you must be standing on the plastic shading. Remove your boot covers by rolling them inside out off your shoes and place into the same waste bag. Ensure after removing each boot cover that you step off the plastic sheeting. Use further wet wipes to wipe the plastic sheeting and place wet wipes into the asbestos waste bag. Using the spray bottle, spray the plastic sheeting before folding inwards into a small package and place into the asbestos waste bag.

James Moyle:

Only fill the waste bags half full. Use another waste bag if there is not enough room. RPE must still be worn. Use a spray bottle to spray the inside of the waste bag and the internal sides. Now twist the neck of the waste bag about 1.5 turns and gently squeeze air from the bag through the twisted neck, eliminating dust coming from the bag. Continue to twist, goose necking the bag into a tight neck. Now tape around the neck of the bag several times with the duct tape. Leave the top section of the bag open as this will be used for further wet wipes and your non-disposable RPE. Using the spray bottle, spray your RPE before removing and placing into the top section of the bag.

James Moyle:

If you’re using a non-disposable respirator as shown here, remove the filter, place into a Ziplock bag, seal and place into a seal box. Now using wipes, clean your RPE before placing that into the seal box for storage. Use wet wipes to wipe your face, hands, and outside of waste bag and place into the top section of the bag. Now gooseneck the top of the bag into a tight neck. Tape around the neck of the bag several times with the duct tape, folding over the tape neck of the bag and again, tape around with the duct tape, ensuring that the neck is fully taped onto itself. Use wet wipes to wipe external surface of the bag to remove any potential dust and place into the second waste bag. Double bag and repeat the goosenecking procedure.

James Moyle:

Ensure this bag is labeled as asbestos waste and removed from the asbestos decontamination area. Dispose off asbestos waste at the appropriate waste facility licensed to accept asbestos waste as soon as practical. For more information or for a list of licensed asbestos professionals, visit www.safework.nsw.gov.au/asbestos, or call 13-10-50.

Before working in areas that contain asbestos, make sure you take asbestos awareness courses online or attend asbestos awareness training.

What you need to know about Asbestos Safe Handling and Controls (Drilling): Video 4

Jimmy:

Hi, my name’s Jimmy, and I’m a tradie. By now you should have already watched our videos on asbestos hazards, risks, and identification, setting up your asbestos work area and personal protective equipment. If you haven’t, please watch them before commencing any work with asbestos. Before we start, I’ll remind you that SafeWork New South Wales always recommends that licensed asbestos removalists be used for any amount of asbestos removal work. A licensed asbestos removalist must be used to remove more than 10 square meters of non-friable asbestos or to remove any amount of friable asbestos containing materials. Wherever reasonably practical, you must first remove the asbestos containing material and replace it with a non-asbestos product. If it is not reasonably practical to remove the asbestos containing material, then here are some important steps you can take.

Jimmy:

If you need to drill into asbestos to run cables or ducting, there are several things you will need before starting work, including a non-powered hand drill or a low speed battery powered drill. Battery powered drills should be fitted with local exhaust ventilation or LEV dust control hood wherever possible. Disposable cleaning rags or wet wipes. Wet wipes are used in this video. A misting spray bottle filled with water, adhesive duct tape, sealant, heavy duty plastic sheeting, minimum 200 microns thick, asbestos labeled heavy duty polyethylene asbestos disposal bags, minimum 200 microns thick, a HEPA filtered H-class industrial vacuum cleaner, and PPE and RPE as described in the PPE video. Segregate your work area. Tell people you’re working there and put up warning signs and barrier tape. Set up the asbestos work area with heavy duty plastic sheeting to cover any surface that could come contaminated.

Jimmy:

If drilling outdoors, avoid working in windy environments where asbestos fibers can blow around. If you’re drilling a hole into ACM sheeting, tape the point to be drilled and the exit point if you can to prevent the edges from crumbling. Use a low powered drill with local exhaust ventilation. These are reasonably inexpensive and attached to the H-class industrial vacuum cleaner and your drill to prevent the release of asbestos fibers. If you can’t get one of these, then shadow vacuuming is the next best option followed by gels and pastes. Once you have drilled through the tape, use wet wipes to clean off the drill bit and any debris off the wall. Dispose of the wet wipes as asbestos waste as they will contain asbestos dust and fibers. Seal the edges or where you have cut with a sealant. If you are passing a cable through, insert a sleeve to protect the inner edge of the hole.

Jimmy:

SafeWork New South Wales recommends that local exhaust ventilation is used if you are drilling downlight holes into a ceiling and are working above your head. If you’re drilling a hole into a wall and do not have local exhaust ventilation or a class H HEPA vacuum, then use the following steps. Tape the point to be drilled and the exit point if you can. To prevent the edges from crumbling, mark the spot to be drilled. Get a polystyrene cup and fill the inside of the cup with shaving cream or gel. Put the drill bit through the hole in the cup so that the cup encloses the drill bit. Make sure the drill bit extends beyond the lip of the cup. Align the drill bit with the marked point. Ensure the cup is firmly held against the surface to be drilled. Drill through the surface. Remove the drill bit from the cup, ensuring that the cup remains firmly against the surface. Remove the cup from the surface. Use wet wipes to clean off the paste and debris from the drill bit.

Jimmy:

Dispose of the wet wipes asbestos waste as they will contain asbestos dust and fibers. Seal the cut edges with sealant. If a cable is to be passed through, insert a sleeve to protect the inner edge of the hole. It’s important to decontaminate your tools, work area and yourself after doing the work. Clean your equipment using wet wipes. Roll or fold the plastic you have set up in the asbestos work area. Use wet wipes and/or a H-class HEPA filter industrial vacuum to clean any visible dust or debris in the area. Place all of this in an asbestos labeled waste bag and follow the steps in the decontamination video as to how to double bag and gooseneck. We hope that this video has provided some information to you as to how to keep safe when working with asbestos. Make sure you watch the video on decontamination next. For more information or for a list of licensed asbestos professionals, visit www.safework.nsw.gov.au/asbestos or call 13 10 50. Remember that if you need to work with asbestos you need to attend asbestos removal training.

What you need to know about Asbestos Removal and Personal Protective Equipment: Video 3

James Moyle:

Hi, my name’s Jimmy, and I’m a tradie. If you’re watching this, then you should have already watched the first two videos in the series, being Asbestos Hazards: Risks and Identification, and Setting Up Your Asbestos Work Area. If you haven’t watched them, make sure you do, and it’s best to watch them in order to gain a better understanding.

James Moyle:

Before we start, you are reminded that SafeWork New South Wales always recommends that licensed asbestos removalists be used for any amount of asbestos removal work. A licensed asbestos removalist must be used to remove more than 10 square meters of non-friable asbestos, or to remove any amount of friable asbestos materials.

James Moyle:

In this video, I’m going to show you what personal protective equipment or PPE, and what respiratory protective equipment or RPE, you must wear to protect yourself from asbestos fibers when disturbing or removing asbestos. If you are going to be working with asbestos, you need to be prepared before you start working.

James Moyle:

There are several items of PPE and RPE you will need if you are working with non-friable asbestos. These include a fit-tested disposable or non-disposable P2-class negative-pressure respirator. In this video, we are using a non-disposable P2 cartridge respirator. You should consider a non-disposable P2 respirator. They last longer, are easy to clean, and can be reused.

James Moyle:

A disposable asbestos coveralls, rated type 5, category 3. Allow one or two sizes larger for ease of fit. Single-use disposable nitrile or latex gloves. Nitrile is preferred as they are stronger. Adhesive duct tape, steel-capped, rubber-soled work shoes or gumboots with no laces, or disposable overshoes that have an anti-slip sole for placement over work shoes.

James Moyle:

You will need to be clean-shaven to ensure a good seal to your face of the RPE. Make sure you are well-hydrated because wearing asbestos PPE can be physically draining. Ensure all PPE and RPE is in the clean area to the entry of the asbestos work area. Ensure all tools and equipment to be used are placed in the asbestos work area, ready to be used on the 200-micron plastic.

James Moyle:

Ensure all equipment used for decontamination are laid out, and ready for decontaminating when leaving the asbestos work area. This includes 200-micron plastic asbestos waste bag, spray bottle, and wet wipes. Class H industrial vacuum can also be used to vacuum off visible dust on coveralls.

James Moyle:

First, lay out all PPE in order of putting on. Boot covers, coveralls, gloves, duct tape, and RPE. Now check to ensure all PPE and RPE is not damaged, and is in good working order. Pay particular attention to the filters, valves, and seals of the RPE. Put on boot covers over your steel-capped rubber-soled work shoes, and pull up around calves and tie off.

James Moyle:

If wearing gumboots or other shoes that are used for asbestos removal work only, place them at the entry of the asbestos removal area. They should still be bagged from previous use. Put them on in the asbestos removal area last. You don’t need boot covers if you have gumboots.

James Moyle:

Put on coveralls by stepping into the legs first, and then your arms. Pull the legs down over the boot covers to your ankles, and the arms over your wrists. Leave the hood off at this point. Put on your gloves. Using the adhesive duct tape, tape arms over the wrists, leaving a folded-over tag for ease of removal later. You may also want to tape around the ankles of your coveralls if they are too big.

Video 3 – Personal Protective Equipment

James Moyle:

Now, hold the RPE with the nose and mouthpiece cupped in your hand, and the two straps hanging down below your hand. Place the RPE over your nose and mouth, and pull both straps up over your hand and around your head. Position the RPE onto your face, ensuring it is comfortable, and where necessary for disposable RPE, massage the nose piece against your nose to ensure a snug and comfortable fit.

James Moyle:

Now conduct a fit check. Close off the inlet to the filter with your hands. Inhale gently. Hold for 10 seconds. Check that the face piece remains slightly collapsed, as it should. If your RPE does not seal, continue to adjust your RPE, and repeat the fit check process again until it does.

James Moyle:

Now pull the coverall hood over your straps and head, and fully zip your coveralls. Some coveralls may also have a sticking seal, so seal this as well. If there is another worker working with you, check each other’s PPE and RPE to make sure it is fitted correctly.

James Moyle:

Now you can enter the asbestos work area, taking any tools and equipment that you require to do the work. These tools and equipment should be double-bagged in asbestos bags from previous use, and only opened in the asbestos work area.

James Moyle:

Make sure you watch our other videos about working safely with asbestos, to help keep you and everyone around you safe. For more information or for a list of licensed asbestos professionals, visit www.safework.nsw.gov.au/asbestos, or call 13 10 50. You can learn more about asbestos by attending the asbestos awareness course.

How to set up your Asbestos Removal Area: Video 2

James Moyle :

Hi, my name’s Jimmy, and I’m a tradie. If you’re watching this, then you should have already watched the first video in the series on asbestos hazards, risks and identification. SafeWork New South Wales always recommends that licensed asbestos removalists be used for any amount of asbestos removal work. A license asbestos removalist must be used to remove more than 10 square meters of non-friable asbestos, or any amount of friable asbestos containing materials. If you’re planning on removing or disturbing asbestos, then you need to set up the asbestos area first.

James Moyle :

There are several items of personal protective equipment, or PPE, and respiratory protective equipment, called RPA, that you will require, and these are discussed in detail in our next video on PPE, so what that next.

James Moyle :

To set up your work area you may need asbestos warning signs, asbestos hazard tape, a HEPA filtered H-class industrial vacuum cleaner, disposable cleaning rags or wet wipes. In this video we will be using wet wipes. Asbestos labeled heavy duty polyethylene asbestos waste bags, a minimum 200 micron thick. Heavy duty plastic sheeting, minimum 200 micron in thickness. A misting spray bottle filled with water, adhesive duct tape, sealant. You will also need tools that will be used to assist in safely removing asbestos materials or work on asbestos. These may include hammers, pincers, nail punch, pinch bar, low speed battery drill with local exhaust ventilation, drill bit accessories, handsaw, and more.

James Moyle :

Bring all your tools, equipment, personal protective equipment, and respiratory protective equipment you will need to do the asbestos work from start to finish. Store everything ready for placement. If you’re undertaking work such as cutting, drilling, or removing less than 10 square meters of asbestos, you are required to complete a safe work method statement, in consultation with your workers, before the work starts. Using the safe work method statement, set up the asbestos work area, decontamination area, and restricted boundaries to the work site.

James Moyle :

Place signs and warning tape adjacent to the asbestos work area, but far enough away to ensure no access from non authorised persons. Lay out 200 micron plastic immediately below the area where you will be working, large enough for you to move around on. Tape this down. It will prevent the plastic from sliding and potentially contaminating the area from dust and debris. You will also need to place 200 micron plastic immediately adjacent to the asbestos work area which will be used for decontamination purposes later. Again, tape this down to stop it sliding.

James Moyle :

Tape an asbestos waste bag at easy reach to the taped plastic for use in disposing of asbestos waste, both in the work area and the decontamination area. Place all asbestos tools and equipment from previous asbestos use, still in their sealed bags or containers, in the asbestos work area. Only open and use these tools and equipment during the asbestos work process. These tools and equipment are used solely for asbestos work as they cannot be decontaminated sufficiently. Lay out all required PPE and RPE in order of fitting. Have all decontamination equipment ready for use in the decontamination area. Some tools and equipment will be firstly decontaminated and re-bagged in the asbestos work area when the asbestos work is complete.

James Moyle :

The next step is putting on your PPE and RPA, which will be covered in the next video. For more information, or for a list of licensed asbestos professionals, visit www.safework.nsw.gov.au/asbestos or call 13 10 50. Be aware of asbestos safety and keep your work area safe and clear.

Asbestos Hazards, Risks and Identification: Video 1

James Moyle:

Hi, my name’s Jimmy and I’m a tradie. I often come across asbestos containing materials on the job. It was commonly used in the construction of homes and buildings because it was affordable, flexible, strong, fire and water resistant. Until the mid eighties, Australia had one of the highest rates of asbestos use per person in the world. Asbestos was used in over 3000 products with many of those used in the construction and residential building industries. Tradies are now one of the most at risk groups of people when it comes to asbestos exposure because they are dealing with asbestos installed in buildings. Some trades that commonly deal with asbestos containing material include plumbers, electricians, bathroom and kitchen renovators, painters, mechanics, building industry workers, home handymen, floor covering experts, and more. If it’s sealed in a good stable condition and left undisturbed, asbestos should pose no health risk. Asbestos only poses a risk to your health if it is disturbed without proper controls.

James Moyle:

For example, by cutting, drilling, grinding, braking, sanding, or using household vacuum cleaners to clean up asbestos dust. When asbestos fibres are released into the air, they can be inhaled, which can cause life-threatening diseases such as asbestosis, mesothelioma, and lung cancer. Around 4,000 Australians die every year from asbestos related diseases, that’s double the road toll. Unsafe work practices when working with asbestos puts not only you and your coworkers at risk, but also anyone else that may come into contact with it. If you get asbestos fibres on your work here and then go home wearing those clothes, your family might also be put at risk. It is absolutely critical if you’re a tradie, you need to be asbestos aware. If you work with asbestos, you need to follow safe workplace. If you employ workers who work with or remove asbestos materials on the job, then you are required by law to advise them of the health risks associated with asbestos, provide them with asbestos awareness training, and provide them with health monitoring. There are penalties for not complying.

James Moyle:

When you’re on the job, you need to be aware of places asbestos might be hidden. It lurks in far more materials than you might think. Some of the more obvious materials you will find asbestos are in walls, ceilings, roofs, insulation, or fire doors. But it could also be hiding in bathrooms and kitchens, under floors, behind or under tiles, in pipes and down pipes, fences, window putty, and mastics. If you’re a plumber, you might also find it in pipe lagging, cement pipes, rope insulation, sewer vents, flue pipes, or gutters. Electricians might find it in electrical boards, insulation, fuse linings, or conduits. The only way you can positively identify whether a product contains asbestos is to have a small sample tested at a NATA accredited laboratory. To get a sample tested should cost between 60 to a 100 dollars. The cost to have a sample tested and to use a licensed asbestos removalist to remove asbestos materials is far less than it is for the remediation of a property, which has been contaminated with asbestos fibres.

James Moyle:

There have been incidents where cleanup costs after asbestos contamination have cost thousands of dollars. Don’t forget the risk to lives from inhaling asbestos fibres can be fatal. SafeWork New South Wales always recommends that licensed asbestos removalist be used for any amount of asbestos removal work. They have the appropriate asbestos awareness training and equipment to do the work safely. If you’re unsure whether asbestos is present, but you suspect it is then lose your she’ll be right mate attitude and call and asbestos professional, like a licensed asbestos assessor to check before you start work. It’s not worth the risk. Make sure you watch all of our videos about working safely with asbestos to help keep you, your trading mates and everyone around you safe. For a list of licensed asbestos professionals in New South Wales or for more information, then visit www.safework.nsw.gov.au/asbestos or call 13 10 50.

The AWU Warns of the Risk of a Silicosis Epidemic

The Australian Workers’ Union (AWU) has spoken up about the lack of worker protections included in recent reforms recommended by the government’s National Dust Disease Taskforce. The reforms are intended to reduce exposure to crystalline silica and silica dust, which are known to increase the risk of silicosis.

The proposed reforms have limited the scope of protections to only cover stonemasons. Quarry workers, miners, tunnellers, and those in the construction industry were left out of the silicosis reforms. The AWU worries that the government is allowing history to repeat itself, due to its slow response to the threat of asbestos.

Asbestos was officially banned in Australia in 2003, close to two decades after the threat of asbestos became widely understood. Asbestos exposure is linked to mesothelioma, which is a form of cancer. Hundreds of Australians continue to die from the disease each year.

As with asbestos, silica dust is a potentially dangerous substance with known health risks. Exposure to silica dust may cause bronchitis, lung cancer, and silicosis.

Existing Legislation on Silica Dust Exposure

Under the current Work Health and Safety (WHS) model regulations, businesses have a duty to manage risks to the health and safety of workers. This includes managing risks associated with silica. The duty includes the need to ensure that workers are not exposed to levels of crystalline silica that exceed the workplace exposure standard.

The existing workplace exposure standard (WES) for silica dust is 0.05 mg/m3 when averaged over eight hours. The current WES for silica dust was implemented in July 2020. It came after a review completed by the National Dust Disease Taskforce in 2019 and 2020.

The task force continued to research the effects of silica exposure and ultimately decided to issue its new recommendations. However, the AWU points out that the new reforms do not reduce exposure limits for the average worker, as they only apply to stonemasons.

The current standards are in line with several other nations, including the United States and Canada. It is also lower than the 0.1 mg/m3 limit in the United Kingdom (UK). Mexico and Portugal have the lowest limits, with a WES of just 0.025 mg/m3, which follows the latest industry standards. Companies that produce products containing crystalline silica often recommend keeping dust concentrations below 0.025 mg/m3 in their safety datasheets.

The risks of exposure to silica dust gained increased attention in Australia after the death of a stonemason in Queensland in 2019. The death came after a state government audit found that 98 workers in the stone industry had contracted silicosis.

The fabrication of installation of stone countertops is the leading source of silica dust exposure. However, the AWU points out that it impacts workers in a wide range of industries. You may be exposed to silica dust when tunneling, mining, or paving. Pottery making also exposes workers to silica. Clay and stone processing machines, hydraulic fracturing, foundry casting, and abrasive blasting also release silica dust. Many construction activities include the risk of exposure to silica.

What Is the Danger of Exposure to Silica Dust?

Silica is a natural mineral found in stone, sand, concrete, and mortar. It is also used to make composite stone for tiles and kitchen or bathroom counters. When these materials are crushed, cut, drilled, polished, sawn, or ground, they release dust particles into the air.

The dust particles from silica-containing products are called silica dust. The particles are small enough to become deeply lodged in the lungs, leading to scarring of the lungs. Breathing silica dust may also lead to lung cancer, scleroderma, chronic bronchitis, and emphysema. However, one of the most common threats is silicosis.

Silicosis may be acute, accelerated, or chronic. Workers can contract acute silicosis after exposure to high levels of silica over a short period. The symptoms include severe inflammation and excess protein in the lungs.

Accelerated silicosis develops after exposure to moderate to high levels of silica dust over an extended period. Chronic silicosis occurs due to long-term exposure. It causes shortness of breath and additional scarring. All forms of silicosis are potentially deadly.

Unfortunately, most people are unaware of the dangers of silica dust until they contract it. The AWU aims to change the lack of awareness by addressing the lack of action from the federal government. The current legislation states that employers must monitor the air when exposing workers to potentially harmful levels of silica dust. However, the language in the laws is vague and not easily enforced.

The AWU Launches a Campaign to Protect Workers

Research suggests that about 6.6% of all Australian workers are exposed to silica dust each year. 3.7% of workers are heavily exposed. One study found that close to one in five people exposed to silica eventually contract silicosis.

Over 350 Australians were diagnosed with silicosis in 2019. The numbers likely declined in 2020 due to the pandemic. However, without action, Australian workers will continue to potentially fatal exposure to silica.

Due to the potential threat of silicosis, the Australian Workers’ Union (AWU) launched a campaign aimed at raising awareness and encouraging stricter health and safety regulations. They also want to extend the regulations to all workers, instead of limiting it to stonemasons.

Additional recommendations from the AWU include establishing a compensation fund and health monitoring program for silica sufferers and tougher penalties for breaching WHS laws related to silica exposure.

Hundreds of Australians are diagnosed with silicosis each year. The AWU hopes that the “Silica Kills” campaign can bring these numbers down through tighter regulations on exposure to silica dust.

How to Get a License to Remove Asbestos

If your business operations require the removal of asbestos, you may need an asbestos removal licence.

Asbestos fibres are resistant to heat and fire, making them useful for improving the safety and efficiency of everything from siding and ceiling tiles to insulation and concrete. However, the dangers of asbestos led the Australian government to ban asbestos and asbestos-containing materials.

Asbestos is still found in homes and commercial buildings. Here is a closer look at how to get an asbestos ticket for safely removing asbestos.

What Is an Asbestos Removal Licence?

An asbestos removal license verifies that a supervisor or a person conducting a business or undertaking (PCBU) meets the qualifications for removing asbestos or asbestos-containing materials (ACMs).

There is some confusion over who needs an asbestos licence. The licence only applies to PCBUs. Only PCBUs can apply for an asbestos removal licence. However, the removal of asbestos must be completed under the supervision of a nominated supervisor.

The PCBU applies for the licence and enrols nominated supervisors into the required training courses. The supervisors obtain the required state of attainment and the PCBU requests the licence.

The licence is separate from the safety regulations for workers who are required to remove asbestos. All workers must complete asbestos training. Asbestos training is also required before obtaining a licence.

Types of Asbestos Removal Licences

PCBUs may apply for one of two types of asbestos removal licences – Class A and Class B. The class A licence is required for the removal of any amount of friable asbestos. The class B licence is needed when removing more than 10 square metres of non-friable asbestos.

Non-friable asbestos is less likely to release potentially harmful fibres into the air compared to friable asbestos, making it less of a health risk. When removing less than 10 square metres of non-friable asbestos, a licence is not required. However, PCBUs and workers must still comply with SafeWork Australia’s recommended code of practice for asbestos removal work.

Class – A (Friable) Asbestos Removal

To apply for a class A removal licence, applicants need to be at least 18 years of age and have an operational safety management system in place. The class A licence also requires at least three years of work experience within the last five years and the completion of at least three asbestos removal jobs.

The nominated supervisor and all workers involved in the removal job must complete the CPCCDE3015A course to learn how to safely remove contaminated dust or debris. Supervisors must also complete the CPCCBC4051A course on supervising asbestos removal jobs.

The class A licence is needed for the removal of any friable asbestos. Friable asbestos is dry and crumbles easily. The asbestos-contaminated dust spreads quickly and poses health risks when inhaled. Only asbestos removal licence holders may supervise the removal of friable asbestos.

Class – B (Non-Friable) Asbestos Removal

The class B licence is needed to remove non-friable asbestos measuring more than 10 square metres. To apply for a class B asbestos removal licence, applicants need to be 18 years or older and have at least one year of work experience. Applicants must also show proof that they have completed the CPCCDE3014A or CPCCDE3015A course through a registered training organisation.

What Is the Asbestos Assessor Licence?

The asbestos assessor licence is required when specific work must be carried out related to the removal of friable asbestos, including:

• Clearance inspections for asbestos removal
• Issuing clearance certificates
• Air monitoring for asbestos removal sites

Asbestos assessors must be at least 18 years of age and provide certified copies of the completion of the CPCCBC5014A (Conduct Asbestos Assessment) training course. Applicants also require proof of at least five years of work experience and training.

How to Apply for an Asbestos Removal Licence

PCBUs may apply for an asbestos removal licence after meeting specific criteria. The PCBU must first nominate one or more supervisors to complete the required training. This may also include the PCBU if the PCBU will supervise workers.

To apply for a class B licence, the supervisors must complete CPCCDE3014A – Remove Non-Friable Asbestos or CPCCDE3015A – Remove Friable Asbestos.

To apply for a class A licence, the supervisors must complete CPCCDE3015A and CPCCBC4051A – Supervise Asbestos Removal.

When submitting the application form, the PCBU must provide proof of:

• stos removal training certification
• Certified safety management system
• Identity (including recent photos of nominated supervisors)
• Certificate of currency for worker’s comp insurance
• Relevant work experience

The application form and supporting documents are submitted via mail or email to the SafeWork organisation in the state or territory where the PCBU conducts business.

Conclusion

The asbestos removal licence demonstrates that a business understands the hazards of asbestos and the steps needed to safely remove it. Failure to obtain a licence before removing the asbestos may result in penalties.

Along with obtaining a licence, you must notify Safe Work before the start of every project involving the removal of asbestos. SafeWork requires at least five days prior notice.

To maintain compliance with work health and safety laws, apply for a class on asbestos removal.

Risk Management: Six Steps to Completing an Effective Job Safety Analysis

Hazards assessments provide the tools needed to prevent workplace injuries or illnesses by identifying existing and potential hazards.

One hundred and seventy-three Australian workers died in 2020, which is a slight decrease compared to 2018. The number of fatalities has gradually decreased thanks to increased safety regulations and processes, including job safety analysis (JSA).

Occupational safety and health should be concerns for any employer. If you want to maintain a safer work environment, learn how to complete an effective JSA.

What Is a Job Safety Analysis (JSA)?

A job safety analysis (JSA) helps employers review work processes to uncover hazards and develop safer processes. A JSA is a written set of procedures for reviewing work steps. It is essentially a risk assessment used for identifying hazards and establishing proper control measures to eliminate the hazard.

What Are the Three Main Components of a JSA?

A JSA follows the recommended approach for managing workplace health and safety risks. It should include a thorough description of the job task, including each step involved in the task. The analysis also includes a list of every known hazard and risk. The third component is a set of procedures designed to address identified hazards and risks.

Steps for Completing an Effective JSA

The typical JSA process includes six steps. A thorough JSA reviews jobs with the greatest risk of injury. It involves a closer look at job steps and risks, allowing for the development of safer work processes.

Step 1: Select the Job to Be Analysed

The first step is to decide which jobs to analyse. Employers typically start with the tasks that have the greatest potential risk of injury. This often includes jobs where a simple error could cause a severe accident or newly implemented processes. Jobs with complex steps and the risk of injury also require a thorough review.

Many businesses rely on computer software to help assess which jobs present the greatest risks. Prioritising the review of various jobs and tasks allows businesses to address the most dangerous jobs first.

Step 2: Break Down the Job Into a Sequence

After selecting a job, break the job into a sequence of smaller tasks and steps. The sequence should include every task needed to complete the job. However, the sequence should not be too broad or narrow.

If the sequence grows beyond 10 individual tasks, employers should consider dividing the job into two separate sequences. Maintaining a smaller sequence of events reduces the risk of human error.

A job analysis often involves monitoring each job and observing the steps involved. A health and safety representative or supervisor is typically responsible for monitoring the work of an experienced worker to ensure that no tasks are overlooked.

Step 3: Identify Prospective Hazards

When breaking the job into a sequence, HSRs or supervisors should list any identifiable hazards. The hazards are typically identified immediately after reviewing the job, as the hazards are still fresh in the minds of those performing the analysis.

Along with listing detected hazards, supervisors or HSRs should question the employee who completed the task to uncover additional potential hazards. Employees who have experience completing the job are best equipped to identify the risks of the job.

Go through each task in the sequence and discuss the possibility of accidents or injuries. For example, with each step, you may want to know whether there is a risk of excessive strain from pushing or lifting objects or a risk of exposure to extreme cold or heat.

A job safety analysis should also include a review of past workplace accidents and injuries involving the same job. This can give employers a starting point for listing known hazards and addressing the issues that are most likely to result in an accident or injury.

Step 4: Determine Preventive Measures

After identifying hazards and the risk of injury, the next step is to control the hazards. The codes of practice for addressing workplace hazards recommend using a hierarchy of control measures.

About one-fifth of work-related fatalities are caused by inadequate protections for workers. The hierarchy of control measures offers clear steps for addressing hazards. From the order of effectiveness, the control measures include:

• Eliminating the hazard
• Substituting the hazard
• Engineering controls
• Administrative controls
• Personal protective equipment (PPE)

Eliminating exposure to a hazard is the most effective control measure but is rarely an option. The second most effective solution is a substitution. If possible, substitute the need for human workers or find a way to complete the task that substitutes the source of the hazard.

Engineering controls involve isolating workers from the hazards. Examples include guard rails, signs, and safety barriers. Administrative controls are used to change the way that workers complete tasks, reducing their exposure to the hazard. This may include rotating employees to limit exposure.

If the previous control measures fail to eliminate or minimise the risks associated with the job task, workers should be provided with appropriate personal protective equipment (PPE).

Step 5: Document and Report Hazards

An effective JSA documents and reports all hazards. The findings should be available to all employees. The JSA should be easy to access, read, and understand.

Workers should be fully aware of the risks associated with any job that they are required to complete. Many employers require workers to read the JSA before completing a hazardous job for the first time.

Step 6: Receive Assistance When Necessary

Completing a job safety analysis involves many steps and requires a detailed review of hazardous jobs. Due to the importance of maintaining a safe work environment, employers should consider receiving assistance to develop more effective safety measures.

Employers may receive assistance from computer programs, safety consultants, or training organisations. Effective safety training is often essential for understanding the risks of a job.

Conclusion

According to Safe Work Australia, Western Australia experiences an average of 24 worker fatalities each year. New South Wales (NSW) loses 56 workers to work-related injuries each year. However, the number of fatalities continues to decrease as more companies adopt safer practices.

After completing your job safety analysis, you are unlikely to uncover potential hazards and risks. Safety training from registered training organisations can give workers the skills and knowledge needed to address those hazards and establish better control measures.

What Are the Consequences If an Employee Does Not Comply with Health and Safety Regulations?

Health and safety legislation are designed to decrease the risk of accidents and fatalities in the workplace. When employees fail to follow these regulations, it is often due to the failure of the employer to provide a safe working environment or proper training.

The Workplace Health and Safety (WHS) legislation does not cover penalties for employees who do not comply with safety regulations. In most cases involving a safety violation, the employer takes responsibility. However, there are exceptions, such as acts of gross misconduct.

Most people do not fully understand the potential consequences if an employee does not comply with health and safety regulations. The following information should help clear up any confusion.

Why Do Breaches Happen?

Most breaches are the result of a lack of training or inadequate safety measures in the workplace. Compliance is the employer’s responsibility. The employer must ensure that employees have the necessary skills, knowledge, and resources for dealing with potential hazards and risks.

According to section 25 of the Work Health and Safety Act, employees must take reasonable care for their own safety and, of course, the safety of others. They must also cooperate with the employer to comply with any requirements of the OHS Act.

Section 21 of the WHS Act details the duties of employers. Employers must maintain a safe work environment that is without health risks, as far as reasonably practicable. This typically requires the employer to:

1. Provide access to safe machinery and tools
2. Ensure that employees can handle and transport materials without health risks
3. Provide access to adequate facilities, such as washrooms and first aid
4. Provide access to training and safety information so that they can work safely

To ensure that they comply with safety regulations, employers are also required to monitor the health of the employees and the conditions of the workplace. Employers must also allow employees to select a health and safety representative (HSR). The HSR has the right to issue a prohibition notice when they detect safety violations.

When employers fail to uphold their duties, employees are more likely to breach health and safety regulations. For example, if an employee does not have the right training or equipment for removing asbestos, they are more likely to violate safety regulations related to asbestos removal.

In most situations, the employer is the one that may face consequences of non-compliance with health and safety. However, if an employee intentionally fails to comply with regulations despite having adequate equipment and training, the employer has the right to follow dismissal procedures.

What Are the Categories of Offences?

The Workplace Health and Safety (WHS) Act created four categories of offences for breaches of the work health and safety legislation:

• Industrial manslaughter
• Category 1
• Category 2
• Category 3

Industrial manslaughter is the highest category of offence. It occurs when the negligence of the employer or senior officers results in the death of a worker. The maximum penalty for an individual is 20 years imprisonment. The maximum penalty for a corporate body is $10 million.

A Category 1 offence is a serious breach involving reckless behaviour that creates the risk of death or serious injury. Penalties for Category 1 offences include fines up to $3 million for corporate bodies, $600,000 for PCBUs, and $300,000 for individuals. PCBUs, senior officers, and individuals may also face up to five years imprisonment.

A Category 2 offence is defined as the failure of an individual to comply with their health and safety duties resulting in the risk of death or serious injury. PCBUs may face fines up to $300,000 and employees may receive fines up to $150,000.

A Category 3 offence is the failure to comply with a safety duty when the violation does not create the risk of death or serious injury. Individuals may face fines up to $50,000, PCBUs may be fined up to $100,000, and corporate bodies may be fined up to $500,000. However, minor offences may simply result in spot fines with smaller penalties.

Along with the penalties listed, the Court may also order the employer to follow a “Health and Safety Undertaking.” The enforceable undertaking may last for up to two years and requires the employer to avoid any further safety breaches.

What Is the Right Course of Action?

When an employee fails to comply with safety legislation or codes of practice, the employer should begin an investigation into the violation. If the investigation determines that the violation was due to a breach on the employer’s part, the employer should take corrective disciplinary action to prevent the safety breach from reoccurring.

If the internal investigation finds that the employee is at fault, the employer typically issues a written warning or a provisional improvement notice (PIN). Employees must be given the chance to correct their behaviour, as with dealing with an employee that is frequently late.

Multiple warnings may result in the dismissal of the employee. After giving the employee a chance to correct their behaviour, the employer may choose to dismiss the employee to prevent any further breaches of health regulations. However, maintaining a record of warnings for past violations is necessary when dismissing an employee, as they may file a claim of unfair dismissal with the Fair Work Commission (FWC).

How Can Courses Help?

Training courses can help employers reduce the occurrence of breaches of health and safety at work. When employees understand the correct procedures for dealing with various hazards and risks, they are less likely to violate safety regulations.

In Australia, employees may receive industry-standard training through registered training organisations (RTOs), such as AlertForce. Completing a training program provides employees with the skills and knowledge needed for maintaining safe work conditions.

AlertForce offers training courses for every industry. Asbestos awareness, fatigue management, confined space, working at heights, and white card training are just a few of the available courses.

Conclusion

In the end, employers are ultimately responsible for the safety of their workers and work sites. Every employee should receive access to the necessary equipment and training to manage health and safety hazards.

When a serious breach occurs, the employer may face consequences, including monetary penalties. This creates an incentive for employers to comply with all applicable health and safety laws.

It is up to the employer to determine whether the employee should be dismissed for non-compliance. However, if the employee brazenly commits gross misconduct, such as fighting or stealing, immediate dismissal is often the recommended course of action.

What Are the Best Tips for Radiation Safety?

People are exposed to varying levels of radiation every day. For example, medical X-rays emit radiation. However, a medical X-ray is not considered a significant hazard. The biggest hazards come with acute exposure to high levels of radiation or prolonged exposure to lower levels.

Radiation hazards in the workplace can lead to a wide range of adverse health effects when employees or employers fail to follow proper safety regulations. Radiation exposure may increase the risk of cancer, cataracts, burns, and even death.

Employers have a duty to maintain a safe work environment as far as is reasonably practical. This includes identifying potential sources of harmful radiation. Employees also need the right training and equipment to minimise their exposure to radiation.

Radiation Hazards in the Workplace

People do not need to work at a nuclear power plant to be exposed to radiation. Radiation comes from a wide range of sources. However, some sources pose a greater risk of negative health effects compared to others.

For example, natural background radiation from ultraviolet (UV) rays is not considered a major threat to your health. However, continuous exposure to UV rays from welding without proper equipment may lead to health problems.

Radiation is typically categorised as “ionising radiation” or “non-ionising radiation”. Non-ionising radiation comes from:

• Infrared light
• Ultraviolet (UV) rays
• Radiofrequency
• Microwave energy
• Lasers and high-intensity light sources

Non-ionising radiation from natural sources, such as UV rays from the sun, is not a major threat. Ionising radiation contains more energy and poses a greater risk when exposed to high levels. Examples of ionising radiation include gamma rays produced from medical X-rays or a radioactive substance such as radon gas. Cosmic radiation is also a type of ionising radiation. However, it is not harmful to humans or plants on Earth.

Exposure to potentially harmful ionising radiation is typically kept at a minimum. However, radon gas and other radioactive materials can create a workplace hazard without the right safety procedures.

Rules to Remember When Dealing with Radiation

The National Directory for Radiation Protection (NDRP) developed a framework for radiation safety practices. Based on the recommendations of the NDRP, here are safe radiation procedures to follow when dealing with potential exposure to radiation:

1. Identify sources of radiation
2. Monitor levels of radiation
3. Maintain safe distances from radiation sources
4. Limit time spent near radiation sources
5. Use personal protective equipment (PPE)
6. Monitor the health of employees exposed to radiation

The steps for dealing with radiation follow the hierarchy of control measures. The goal is to eliminate or minimise the hazard through changes to work practices.

The first step for dealing with radiation is to identify all potential sources that workers may be exposed to. Electronic devices are a common radiation source in industrial settings. Other potential sources of radiation in industrial settings include welding equipment, chemicals, and batteries.

After identifying the sources of radiation, monitor the radiation levels emitted by the source using a Geiger counter. In Australia, the national standard for limiting radiation exposure is 20 millisieverts (mSv) per year averaged over five years.

The best practice for avoiding radiation exposure is to adjust work practices to keep employees away from radiation sources. For example, equipment may be used in place of an employee to handle or transport radioactive materials.

Unfortunately, it is not always possible to maintain a safe distance from radiation sources. When workers must work closely with potential sources of radiation, they should limit the time spent with the material or object. This may involve adjusting the work roster to rotate employees. A rotation of workers allows each employee to spend less time interacting with radioactive materials.

Radiation protection equipment is the least effective method for dealing with radiation. Avoiding exposure is the most effective option. However, when employees must work around radiation sources, personal protective equipment (PPE) may minimise exposure. Examples of radiation protection equipment for dealing with radiation include lead aprons, gloves, and face shielding.

Continue to monitor the health of employees and their exposure levels. A device called a dosimeter can be used to measure the absorbed radiation dose. If the dosimeter detects levels of radiation that exceed the national standard, the employee should no longer work around radiation sources.

Along with these practices, employers should continually review and update their safety measures. It is also essential that each worker understands the safety procedures and the potential risks of radiation exposure.

Radiation Doses and Risks

Radiation exposure may cause skin burns, eye damage, cancer, or death. The biological effect of radiation exposure depends on the radiation level and the duration of exposure. A medical X-ray is less of a risk compared to direct exposure to a highly radioactive chemical.

Different units of measurement are used to measure different aspects of radiation. For example, when measuring the amount of radiation emitted by radioactive material, the international unit becquerel (Bq) or the British unit curie (Ci) is used.

Exposure refers to the amount of radiation in the air and is measured in roentgens (Rs) or coulomb/kilogram (C/kg). When measuring the dose of radiation absorbed by a person, units of “radiation absorbed dose” (rad) or units of gray (Gy) are used. One Gy is equal to 100 rads.

The risk of radiation exposure is measured using the international unit sievert (Sv) or the conventional unit rem. 1 Sv is equal to 100 rem. Health experts believe that exposure to 100 mSv (0.1 Sv) per year is the maximum safe level of exposure.

Cancer is the most common health risk associated with radiation exposure. Studies indicate that cumulative exposure to 1000 mSv leads to fatal cancer in 5 out of every 100 persons. 1000 mSv is the equivalent of 1 Sv or 100 rem.

Cancer is more of a concern when individuals are exposed to low to moderate doses of radiation over a long period. This may occur due to interaction with radioactive materials in the workplace or when working in an area with unsafe radiation levels.

Accidents such as the rupture of a radioactive source can lead to sudden exposure to high levels of radiation. This increases the risk of acute radiation syndrome. Symptoms include nausea and vomiting. Radiation sickness may also lead to death. However, an individual would need to receive a large radiation dose of 75 rads or more within a short period (minutes to several hours).

How to Be Prepared

Employers and employees should follow the codes of practice recommended by the National Directory of Radiation Protection (NDRP). Completing radiation safety training courses also prepares employees to address the hazards of radiation and minimise the risks.

Consider enrolling employees in a safety training course offered by a registered training organisation, such as AlertForce. With over a dozen safety courses to choose from, employers can ensure that their workers have the necessary skills and knowledge for maintaining a safe work environment.

Conclusion

Everyone is exposed to naturally occurring radiation each day. However, some work environments may expose employees to potentially harmful levels of radiation. To protect employees, employers should implement safe radiation procedures for identifying and minimising radiation hazards. This includes identifying the sources of radiation, analysing the effective dose of radiation, and minimising exposure with PPE and safe work practices.

Great to connect, here’s a quick message from Brendan

Need to up skill yourself or your team in the areas of OHS / WHS?

? Asbestos Awareness
? Asbestos Removal
? Confined Space
? EWP Training
? Fatigue Management
? Fire Safety
? First Aid
? HSR Training
? IMDG Code
? Manual Handling
? Traffic Control / Management
? White Card Courses
? WHS Act Awareness
? Working at Heights

…Then we should connect, today.

Hi, Brendan Torazzi here.

As the Director & Founder of a Registered Training Organisation, AlertForce, I’m passionate about empowering people with the highest quality OHS / WHS Training available.

Through my work at AlertForce, we have created an Award-Winning RTO that has helped thousands of people reach their goals in the workplace and create positive outcomes in their careers.

Today, AlertForce specialises in compliance training for Work Health and Safety (WHS) / Occupational Health and Safety (OHS). No matter what your WHS/OHS training project may be, we can help you.

We offer quality online, face-to-face and blended training approaches to create fast, flexible and competitive WHS/OHS training and compliance solutions.

Our accredited courses are represented wherever you see the Nationally Recognised Training logo. Our compliance courses are designed for in-depth knowledge and understanding.

At AlertForce we like to innovate, and we love to help our customers with solutions that make business sense.

Here’s a snapshot of what our customers say (400+ Reviews)

? “…One of the best courses I’ve ever attended.” ~ QLD Rail

? “Informative and concise training delivered at the right pace.” ~ AFMA.gov.au

? “Excellent trainer, knowledgeable on the topic and allowed for active questioning.” ~ DHS

Need to upskill yourself or your team?

Then, connect with me here or contact us on 1800 900 222 for your training and consulting requirements.

? AlertForce is a registered training organisation (RTO Code 91826)

What Are the New Laws Around Asbestos?

Asbestos was banned in Australia in 2003 but remains a potential health risk in various workplaces. When asbestos is discovered by a WHS regulator, the regulator may issue a notice requiring the removal or containment of the asbestos.

Unfortunately, the laws related to asbestos were not entirely clear. To address the uncertainty about possible gaps in the existing powers to regulate asbestos under the model WHS laws, Safe Work Australia introduced new laws.

Here is what you should know about the new laws around asbestos.

What Are the New Asbestos Laws?

The new asbestos laws are defined in the Model Work Health and Safety Legislation Amendment (Asbestos) 2019. The amendment includes 11 changes to the WHS Act and two changes to the WHS Regulations concerning asbestos in the workplace.

The changes were made to add new compliance power for WHS regulators to issue prohibited asbestos notices at a workplace. Before the amendment, there was some confusion surrounding the circumstances where a regulator may issue a notice.

WHS regulators are individuals that monitor and enforce compliance with the WHS laws in each jurisdiction. The amendment helps clarify their role and responsibilities for issuing and enforcing prohibited asbestos notices.

The new laws allow WHS regulators to issue a notice when they reasonably believe that prohibited asbestos is present. The notice must be issued to the “relevant person in relation to a workplace,” which is typically the owner of the property.

When issuing a prohibited asbestos notice, WHS regulators must include the following information:

• The basis for the belief that asbestos is present in the workplace
• Details of the asbestos, such as the potential location, condition, and type of asbestos
• Specific measures for dealing with the asbestos
• A set date by which compliance is necessary

The amendment also includes various clarifications to the definitions included in the existing laws. For example, the amendment added “asbestos-containing material (ACM)” in the definitions for asbestos.

The laws also define the power of the regulator to take remedial action if the improvement notice was not complied with. Regulators may now take any action necessary to ensure the safety of the workplace.

Overall, the changes address uncertainty about possible gaps in the existing powers to regulate asbestos under the model WHS laws. The regulator now has greater flexibility for determining what measures need to be taken to deal with the asbestos.

While the immediate removal of asbestos is the ideal solution, removal is not always appropriate. For example, there are situations where the asbestos does not pose a health risk in its current state but may create a health risk during removal.

When Did the Laws Come Into Place?

The new laws were introduced in 2019 as an amendment to the model WHS Act and model WHS Regulations. The original WHS laws were developed by Safe Work Australia in 2011. The laws are known as “model” laws.

For model WHS laws to become legally binding, each state and territory must separately implement them. The model laws include the model WHS Act, the model WHS Regulations, and the model Codes of Practice. The change will not apply until a jurisdiction enacts them.

Who Does it Affect?

The new laws affect WHS regulators and the “relevant person in relation to a workplace.” The WHS regulator must determine who should receive the notice.

In some cases, multiple people may be responsible for dealing with asbestos in the workplace due to different workplace arrangements. The relevant person may include the property owner, manager, or employer.

If you are a company that carries out work in a setting where asbestos may be present, you should ensure that your employees have the necessary training. The new laws do not change the requirements for identifying or removing asbestos.

There are several types of asbestos removal training courses intended for different roles. Any employees whose work may reasonably involve exposure to asbestos should complete the 11084NAT Course in Asbestos Awareness (previously 10675NAT).

Asbestos awareness training provides the skills and knowledge needed to identify asbestos in the workplace. It is a nationally recognised training course, but it does not meet compliance for the removal of asbestos.

Employees whose work may require the removal of asbestos or asbestos-containing material (ACM) must complete the Remove Non-Friable Asbestos (Class B) course or the Remove Friable Asbestos (Class A) course.

Non-friable (Class B) asbestos contains less of a health risk compared to Friable (Class A) asbestos. With non-friable materials, the asbestos is bonded to other products, such as cement or plastic mixed with asbestos.

Friable asbestos includes materials that are powdery or can easily become dust when crushed, increasing the risk of inhalation and exposure. As the asbestos is easily released into the air, it poses a greater threat.

What Measures Should Companies Take?

Companies should continue to follow the model Codes of Practice for dealing with asbestos and asbestos-containing material (ACM).

Under the Codes of Practice, workers require specific training for removing asbestos or carrying out work when asbestos is present. As mentioned, there are asbestos removal training courses available that directly address the identification and removal of asbestos.

Why Do You Need to Comply?

Complying with a prohibited asbestos notice is necessary under the model WHS Act and model WHS Regulations. Failure to comply with a notice may result in steep penalties.

The amendment makes it an offence to not comply with a prohibited asbestos notice. The law allows a maximum penalty of $500,000 for corporations and $100,000 for individuals.

WHS regulators also have the power to take other remedial action on top of the penalty. For example, a regulator may choose to carry out the measures specified in the notice and any other measures that the regulator believes may increase the safety of the workplace. In these situations, you are required to cover the costs of the measures.

The amendment was designed to increase the safety of workplaces concerning asbestos, which was banned in Australia in 2003. To maintain compliance with WHS laws, always follow the outlined recommendations when presented with a prohibited asbestos notice.

Course in Silica Awareness Training Online?

Crystalline silica (silica) is a naturally occurring mineral found in most types of soil and rocks. The most commonly found silica is quartz, which is often used to make various products, such as composite stone for the fabrication of kitchen and bathroom counters.

When workers drill, cut, saw, or polish products containing silica, small dust particles are created. Inhaling silica dust increases the risk of illness and disease, including silicosis.

Silica awareness training is designed to educate workers about the risks related to silica dust exposure. By completing this course, you gain the skills and knowledge necessary for detecting the presence of silica and minimising exposure.

What Is the Requirement?

Under the model WHS Regulations, a person conducting a business or undertaking (PCBUs) needs to maintain reasonably safe working conditions. This includes ensuring that exposure to silica does not exceed the workplace exposure standard.

The workplace exposure standard is 0.05 mg/m3 (eight-hour time-weighted average). PCBUs may need to conduct air monitoring and health monitoring if there is a significant risk to worker’s health due to the presence of silica dust.

Many activities increase the risk of exposure to respirable silica dust particles, including:

• Paving and surfacing
• Clay and stone processing
• Excavation and earthmoving
• Tunnelling
• Mining and quarrying
• Construction labouring activities
• Stone, concrete, and brick cutting
• Abrasive blasting
• Fabrication and installation of composite stone countertops

During these activities, the crushing or drilling of stone may release silica dust particles. PCBUs are required to keep exposure limits within the standards.

How Can You Take the Silica Awareness Course?

The course is offered online and face-to-face through reputable health and safety training organisations (RTOs). The course typically lasts about four hours when delivered face-to-face. Online courses allow individuals to complete the material at their own pace.

Why Does it Have to Be Done?

While silica awareness training is not mandatory, it helps protect workers from exposure to silica dust and the health risks associated with it. Employers also have a duty of care to protect workers from known risks and workplace hazards.

What Is the Average Price of Silica Awareness Training?

That depends on whether the course is nationally recognised or not. Most courses are not nationally recognised and range from between $60-$150

The average cost of the 10830NAT course is $300 to $400 with no goods and services tax (GST). However, the price of the 10830NAT course varies depending on the registered training organisation and state or territory where the course is offered.

Is it Mandatory?

Silica awareness training is currently not mandatory based on existing legislation. However, many in the industry expect the training to become a requirement. It is also being woven into many Enterprise Bargaining Agreements (EBA).

Awareness training contributes to compliance with the WHS Act. PCBUs have an obligation to implement reasonable steps to manage the risks to health and safety when dealing with hazardous chemicals, including silica. With awareness training, workers gain a better understanding of the risks associated with silica and the control measures for limiting exposure.

The silica training course is recommended for building and construction workers, DIY enthusiasts, jewellery industry workers, and anyone else that may be at risk of exposure to crystalline silica dust.

What Types of Things Will You Learn?

Silica awareness training follows the 10830NAT – Course in Crystalline Silica Exposure Prevention unit of competency. The learning outcomes of the course cover the following topics:

• Identification of crystalline silica products
• The relevant legislation, standards, and guidelines
• The health risks and hazards associated with silica exposure
• The recommended hierarchy of controls
• Safety data sheets for silica-containing products
• Additional risk assessment and hazard prevention methods

When completing the nationally recognised 10830NAT course, students learn how to identify products that may contain crystalline silica. This includes composite stone counters.

The composite stone contains about 90% or more silica. Natural sandstone is comprised of about 67% silica. Granite, aggregates, mortar, and concrete tend to contain less silica, but the concentration can vary.

As part of the training, students also gain knowledge of the health risks related to silica exposure. Breathing in silica dust damages the lungs, which increases the risk of a variety of illnesses, including:

• Chronic bronchitis
• Emphysema
• Lung cancer
• Kidney damage
• Scleroderma
• Silicosis

Silicosis is a lung disease directly caused by the inhalation of dust containing silica. There are three stages of silicosis – acute, accelerated, and chronic.

The symptoms of silicosis may not appear for years after exposure, increasing the seriousness of silica exposure. Symptoms include shortness of breath, weakness, coughing, chest pain, weight loss, and breathing difficulties. Silicosis leads to severe inflammation in the lungs, scarring, and may even become fatal.

To protect against silicosis and other health risks, students who are enrolled in the course learn how to assess hazards and use the hierarchy of controls to limit them. The hierarchy of controls starts with substitution.

Substituting a material with high silica content with a material that contains less silica is the preferred solution. When substitution is not an option, workers should attempt to isolate the hazards using enclosures with proper ventilation.

Engineering controls, such as wet cutting or tools with dust collection attachments, further minimise the risk of exposure. Additional recommendations include implementing administrative controls, including shift rotations and time spent cutting silica products.

Along with other control measures, workers should wear appropriate personal protective equipment (PPE). Common PPE for activities involving silica products include P2 efficiency half-face respirators and clothing that does not collect dust.

Silica dust remains a threat for many workers, especially those that work with composite stone materials. If your activities involve the risk of exposure to silica dust, enrol in the silica awareness training course to protect your health and the health of others in the workplace.

Silica Awareness Training

Is silica safe? In short no if appropriate risk reduction strategies are not in place. Silica is a major threat to Australian workers in the construction and home renovation industries. Working with silica increases your risk of developing respiratory issues, including lung cancer. With the right awareness training course, you may protect yourself or your employees from these dangers.

What Is Silica Awareness Training?

Silica awareness training is a program designed to identify and control the potential risk of exposure to silica dust. The training is primarily intended for those in the construction industry. It gives workers the skills and knowledge needed to reduce the health risk associated with crystalline silica.

Please note that AlertForce provides Silica Awareness training in all the cities listed below:

• Adelaide
• Brisbane
• Canberra
• Darwin
• Hobart
• Melbourne
• Perth
• Sydney

Crystalline silica is a compound found in a variety of construction materials. Cutting engineered stone, mortar, tiles, bricks, and concrete may release silica dust. Silica dust is the name for the dust that contains crystalline silica.

Breathing respirable silica into your lungs increases the risk of various health issues. The tiny particles may scar the lungs and promote serious health problems. The main silica dust hazards include:

• Silicosis
• Kidney disease
• Lung cancer
• Autoimmune diseases

Silicosis is an incurable respiratory illness caused by crystalline silica dust exposure. The symptoms include shortness of breath, fatigue, coughing, and weight loss. Severe cases of silicosis may lead to serious lung damage and even death.

Awareness training may limit the risk of these health issues. Under the model Workplace Health and Safety (WHS) regulations, employers have a duty of care. They must ensure that workers understand the recommended measures for eliminating and reducing health risks, which are covered in the training course.

Who Should Attend Awareness Training?

According to the Cancer Council Australia, about 587,000 Australian workers were exposed to silica in 2011. The organisation estimates that 5,758 of those exposed to silica that year will develop lung cancer. Workers in the construction industry face the greatest risks.

Safe Work Australia releases a workplace exposure standard for the safe level of silica in a work environment. The current standard states that exposure should not exceed 0.5 mg/m3. Work activities that may contribute to the release of harmful particles include:

• Cutting or grinding stone, concrete or brick
• Mining and quarrying processes
• Foundry casting
• Pottery making
• Fabrication and installation of stone countertops
• Earth-moving and excavation operations
• Paving and surfacing operations
• Tunnelling
• Various construction labouring activities

Engineered stone countertops contain the highest concentrations of silica, with about 80% of the particles coming from the fabrication and installation of stone countertops. If your job duties involve any of the activities listed above, you may benefit from the awareness training program.

What Are the Training Outcomes?

The main goal of the program is to cover the risks of respirable crystalline silica. Workers learn the recommended procedures for working with silica. The WHS (Occupational)Health and Safety Regulations 2017 outline the control measures for reducing the risk of exposure:

• Substitution
• Isolation
• Engineering controls
• Administrative controls
• Personal protective equipment

These control measures are arranged in order from most effective to least effective. Substitution is the first solution, as it involves the substitution of material that contains high levels of silica. For example, instead of using composite stone benchtops, you may use a safer material.

Isolating workers from the threat is the next control measure. Isolating the area used for tasks that may generate dust limits exposure. This may include the use of enclosures to separate workers from the dust.

Engineering controls are also used to limit exposure. These options include various tools and equipment for collecting or suppressing the dust. For example, an on-tool water suppression system supplies water to keep dust from reaching the air.

Other tools include dust extraction equipment. An on-tool dust extraction system may include handheld tools or exhaust ventilation systems. These solutions extract dust from the air as it is generated.

Administrative controls are used to limit exposure during clean up. Employees may need to use dust class M or dust class H vacuum cleaners to clean dusty surfaces. Vacuuming the dust removes it from the atmosphere while using compressed air generates more airborne dust.

Engineering controls and administrative controls help protect workers. However, additional measures are often needed, such as the use of personal protective equipment (PPE). Respiratory protective equipment (RPE) must comply with the AS/NZS 1716 standards.

The RPE should include at least a P2 filter. Before wearing the device, the employee should test it for a proper fit. The RPE needs a facial seal to remain effective.

For example, people with beards should not wear half-face respirators, as the hair prevents a complete seal. If hair interferes with the seal, the employee should wear a powered air-purifying respirator (PAPR).

Along with steps needed to control the risk, employers may also use ongoing health monitoring to assess the health of employees exposed to the harmful dust. If workers carry out ongoing work handling the harmful material, they should receive continued monitoring. The WHS Regulations include minimum requirements for monitoring.

The next control measure for protecting workers is training. Teaching employees the dangers of silica dust exposure and how to implement the control measures discussed helps them safely carry out their work activities.

Air monitoring is also a requirement if a person conducting a business or undertaking (PCBU) is uncertain about the potential risk of exposure in their workplace. The results of the air monitoring need to be shared with any employees that may have been exposed to the harmful particles.

How Long Does Silica Awareness Training Take?

The course is delivered online and typically takes about 45 to 60 minutes to complete. Face to face courses vary depending upon business requirements but typically allow half a day. You may complete the course at your own pace, allowing you to take your time and fully digest the information.

The course is not mandatory. However, Occupational Health and Safety (OHS) regulations require employers to provide reasonably safe work environments. Enrolling employees in the training program helps PCBUs meet their duty of care.

How Much Is Silica Awareness Training?

Silica dust Australia awareness training costs between $50 and $125, depending on the training organisation offering the course. The cost may also vary in different states and territories. Contact AlertForce to learn more about available courses, costs, and other enrolment requirements.

Ep 36 preventure starts health and safety wearable technology to prevent worker accidents

CPCCWHS1001 White Card Course Online?

In most cases, you need to complete face-to-face training to obtain a white card in Australia. Some states and regions accept white card online training. However, face-to-face training is required in most parts of the country. State and Federal regulators have worked very hard since 2019 to stamp out delivery of white card online. Please do not attempt to do an automated, anytime anyplace, online only white course, the risk is that the card will not be recognised and you will have wasted your money.

IMPORTANT UPDATE: COIVD-19 changes delivery of White Card – Live Webinars permitted with approval

In April 2020, Safework NSW and a host of other State Regulators made the decision that some RTO’s would be allowed to deliver the above course via webinar. In order for this to happen, the RTO delivering must be approved by their State Regulator. AlertForce has obtained approval to deliver the White Card via live webinar.

Why do you need the CPCCWHS1001 course?

CPCCWHS1001 is the unit of competency required to obtain a white card. The course is offered throughout Australia for everyone whose work requires them to enter a construction site. Work Health & Safety (WHS) inspectors can ask construction workers to show their cards during an inspection.

The white card replaces older state systems that included cards of varying colours, including blue, green, and red. Every state in the country now accepts the nationally recognised white card. Under the latest WHS Regulations, State regulators recognise White Cards from all around the country.

Get advice

What Is the Training Requirement for Obtaining a White Card?

To obtain a white card, you first need to complete the CPCCWHS1001 course. It is offered through Registered Training Organisations (RTOs) such as AlertForce. It can now be delivered via Live Webinar providing that the RTO is approved to do so.

The CPCCWHS1001 course includes basic eligibility criteria. Participants must be at least 18 years of age (for AlertForce courses) and provide 100 points of identification. Some of the documents used to verify your identity include:

• Australian driver’s licence
• Australian birth certificate
• Medicare card
• Utility bill
• ATM card

The Australian Skills Quality Authority oversees and regulates training organisation operations. The ASQA outlines the criteria for each training course, including the details for the CPCCWHS1001 course. RTOs must design their courses to follow ASQA guidelines.

How Is Training Delivered?

During normal times, the training is delivered through face-to-face training at RTOs. AlertForce now offers the training via real-time live webinars around the country. Employers may also contact AlertForce to arrange training for groups of workers.

Before 2019, several states and regions allowed you to get the white card online. As face-to-face training ensures that workers retain more information, you now need in-person training in most regions (or online via live Webinar)

In 2019, Queensland changed state regulations to stop accepting online white card training. The state has an exemption for those living 100 kilometres away from the nearest RTO. Other regions that allow online training include Tasmania and Western Australia.

Outside of the specified areas, you still need to enrol in a face-to-face course or online via live webinar. The training lasts for about one day and covers the learning outcomes of the CPCCWHS1001 unit of competency.

Get advice

Why Do You Need to Complete White Card Training?

Previously known as construction induction training, white card training is mandatory for anyone who wants to carry out construction work. Along with general workers, the requirements extend to site managers, surveyors, and anyone who accesses operational construction zones.

The course is designed to save lives and prevent injuries. 3751 workers were fatally injured between 2003 and 2018. The course includes instructions for dealing with common construction site hazards to help reduce those numbers.

How Much Does White Card Training Cost?

The average cost of training varies throughout the country. It may cost less in some states compared to others. At AlertForce, the cost is $120 for face-to-face training.

What Are the Learning Outcomes for White Card Training?

White card training covers the identification of common construction hazards. Workers also learn basic risk control measures and how to identify procedures for dealing with emergencies. The course is comprehensive and includes the following sections:

1. Identify health and safety requirements
2. Identify hazards and risk control measures
3. Identify health and safety reporting processes
4. Identify emergency response procedures

The first section deals with the roles and responsibilities of duty holders. Workers learn more about the duty of care requirements of their employers. The course also covers construction safe work practices.

The second section covers the most common construction hazards and the basic principles of risk management. Common hazards include working at heights, moving objects, slips, falls, vibrations, and manual handling. The training gives workers the skills and knowledge for addressing these hazards.

The third portion of the training covers communication processes and reporting processes. This includes necessary health and safety documents and the roles of health and safety personnel.

The final section explains the procedures for responding to incidents. You may learn more about fire safety equipment and accessing first aid equipment.

According to the WHS Act Code of Practice for managing risks, there are four steps for risk management:

• Identify hazards
• Assess the risks
• Control the risks
• Review risk control measures

The third step involves the implementation of control measures, which typically follow the Hierarchy of Control:

• Elimination of hazards
• Substitution
• Isolation
• Engineering controls
• Administrative controls
• Personal protective equipment (PPE)

The first control measure is the most effective and the last control measure is the least effective. Whenever possible, workers should try to eliminate the hazard. When elimination is not an option, workers may find ways to substitute equipment or isolate the hazard.

Engineering controls and administrative controls are used to minimise exposure to hazards. This may include implementing time limits when carrying out work that involves hazards. Workers may also modify the environment to reduce risks, such as installing guard rails or hoists.

Personal protective equipment (PPE) is the least effective control measure. It is used when workers cannot avoid hazards. PPE may include a variety of safety gear such as harnesses or restraints.

What Accreditation Do You Get with White Card Training?

After completing the training course, you receive a statement of attainment. The statement provides proof that you have completed training. While you wait for the white card to arrive in the mail, you can present your statement of attainment.

The white card arrives in the mail. White cards have no expiry date. However, if you stop carrying out construction work for two years or more, you need to retake the course.

Important information about Coronavirus (COVID-19)

As per Australian Government advice, students must not attend a course at AlertForce if you have:

• left, or transited through mainland China, Iran, Italy or the Republic of Korea in the last 14 days, or
  been in close contact with a confirmed case of coronavirus in the last 14 days (you must isolate yourself for 14 days after the date of last contact with the confirmed case).
• People who have returned from any other country or region that is at high or moderate risk for COVID-19 should monitor their health closely. If you develop symptoms, including a fever or cough, you also must not attend a course at AlertForce.

If you meet any of the above criteria, please call us immediately on 1800 900 222 to defer your course.

Note: This page is checked and updated on a daily basis to reflect the dynamic nature of this issue. Please check back regularly for updates.

Ensuring your workers are trained to store and handle Dangerous Goods

Today’s blog is a Guest Post from Walter Ingles, a Dangerous Goods compliance specialist from STOREMASTA. Walter shares his insights for implementing a training program that ensures all workers, contractors, and site visitors understand the chemical hazards present on the job site and know how to store and handle Dangerous Goods without getting injured.

Dangerous Goods are chemicals and hazardous substances that are capable of causing immediate death or injury to a person — or immediate damage and destruction to property. Dangerous Goods include explosives (TNT, nitroglycerin), flammable liquids (petrol, toluene), compressed gases (LPG, acetylene), corrosives (sulphuric acid, caustic soda), and toxic substances (formaldehyde, hydrogen sulfide).

Here at STOREMASTA we’ve been manufacturing and supplying Dangerous Goods storage equipment to business all over Australia for nearly 30 years — and today we’d like to share one key thing we have learned in all this time. Without proper training, a high-tech safety cabinet, or decanting system won’t adequately protect your workers. Not only that, unless your workers know how to load, maintain and care for an DG storage cabinet — it will greatly reduce the lift of the unit.

Understanding chemical hazards

The first part of your training program should cover the chemical hazards workers, contractors, customers and visitors are likely to encounter every day on the job site. This type of training is often delivered during a site induction and many organisations have online video modules to help workers fully understand the risks to their health and safety.

On the job site this type of training may include a walk-around, so workers better understand the physical location of chemical storage and handling areas, and are clear about which areas are out-of-bounds. We suggest as a minimum:

• Chemical types, quantities, and storage locations — familiarity with the different types of chemicals onsite (eg, liquid paints and solvents, gases in cylinders, dusts and powders, fuel tanks).
• Health hazards — what happens to a human if the chemical is inhaled, swallowed, ingested, or splashed onto the skin and eyes.
• Environmental hazards — how the chemicals could impact vegetation, pastoral lands, groundwater, native animals and aquatic life.
• Physical hazards — how different chemicals could burn, explode, or react violently with another substance. Pay close attention to potential ignition sources.
• Personal Protective Equipment (PPE) — essential PPE that must be worn and wear to find it.
• Site rules — restricted areas and banned items (eg, matches, lighters, gadgets) and the reason for the rules.

Safe chemical handling

Workers and contractors who are physically handling chemicals need to know correct manual handling procedures to prevent musculoskeletal injuries as well as chemical exposure incidents. Dropping a box of flammable solvents has serious implications. As a minimum we suggest:

• Decanting — safe pouring, how to correctly use decanting equipment, correct labelling of containers.
• Safe lifting — correct posture and bending, using mechanical aids, forklifts, gas bottle trolleys, drum dolly’s and caddies.
• Personal Protective Equipment — specialised training on how to fit and use PPE safely while handling chemicals.

Proper chemical storage

All workers or contractors who have authorised access to the chemical stores need proper training. This includes:

• Loading cabinets — keeping cabinets level, understanding cabinet capacities, loading without jamming the doors or damaging the shelving, keeping the spill compound free.
• Leaks and spills — isolating leaking containers, clearing a cabinet’s spill sump, disposing of waste chemicals.
• Register of Hazardous Chemicals — keeping the Register up-to-date and located within easy reach of chemical stores.
• Inspections and integrity checks — regularly inspecting safety cabinets, drums, IBCs, tanks, and outdoors stores for signs of corrosion, structural damage, or deterioration.

Consistent housekeeping

Good housekeeping practices require more than a policy or operating procedure. Workers and contractors need ongoing training and supervision to ensure that housekeeping practices are understood and followed.

As a minimum include:

• Putting chemical containers into the safety cabinet immediately after use.
• Never mixing hazard classes in the same cabinet (eg, only Class 3 Flammable Liquids in the flammable liquids cabinet).
• Keeping ignition sources at least 3 metres from chemical stores.
• Restricting maintenance work around chemical stores — eg, preventing workers and contractors from carrying out hot work or bringing tools that may produce a spark within 5 metres of a flammable liquid’s cabinet.
• Cleaning and maintaining PPE.
• Minimising combustible materials and vegetation.
• Safely disposing of obsolete or out-of-date chemicals.

Emergency responses

Responding to a chemical emergency should be included in your Emergency Plan, and workers will require regular updates and drills. As a minimum include how they would respond to:

• Chemical spills.
• Fires and explosions.
• Chemical reactions.
• Burns to skin and eyes (using emergency showers and eyewash).
• Inhalation and swallowing emergencies.

Next steps

Training site personnel in chemical awareness, handling and Dangerous Goods safety is an ongoing process and can be achieved through a combination of in-house training (inductions, job specific training, emergency drills) and formal training with a Registered Training Organisation (RTO) like Alert Force. Always carry out a risk assessment on your Dangerous Goods stores before purchasing chemical storage equipment and seek the advice of Dangerous Goods specialists like STOREMASTA when developing your in-house training program.

How to Ensure Your Electrician is Executing Proper WHS Practices

You probably already know that it is a bad idea to perform electrical work yourself unless you are a trained and qualified electrician. Two of the main hazards when working with electricity are electrical shock or the potential of creating a situation that causes a fire hazard. These hazards can cause serious injury or death, regardless of whether the repair involves a small appliance or a part of the grid. When you hire an electrician, it is important to make sure that they follow the guidelines set by Workplace Health and Safety (WHS), not only for their safety but for yours, too.

Workplace Health and Safety

WHS, formerly known as Occupational Health and Safety (OHS) is a set of guidelines and laws that explain the proper methods to ensure that employees have in a safe environment to execute their job properly. In this case, WHS for electricians involves guidelines on working with electricity in different types of environments and situations. Electricians can take WHS Awareness Courses to ensure they’re up to date with their safety knowledge.

These laws and guidelines are geared towards workers and professionals, but they also help to keep you safe. They assure that when you hire a licensed professional, they know how to do the job right and work safely.

High-Risk Areas and Workplaces

Electricians can face working in dangerous situations that may be unavoidable. Here are common situations of where the risk can increase for electricians and examples of ‘hostile operating environments’:

• Outdoors or damp areas that can cause equipment to get wet or damaged
• Cramped spaces which can be challenging to reach, especially if there are electrical faults
• Portable equipment such as sockets and plugs are vulnerable to damage
• Workplaces that are very dusty, contain corrosive areas, commercial kitchens, and manufacturing
• Working on overhead or underground electricity lines
• Safety switches or RCDs that electricians will plug their equipment into

Though some of these situations are inevitable, electricians can take steps to decrease their risk, for example:

• Assess all the possible risks before starting your job
• Disconnect unsafe electrical equipment
• Regularly inspect, test and tag their equipment
• De-energise equipment by testing every circuit and conductor
• Electricians can take on courses such as working in confined spaces to ensure the can minimise as much risk as possible

Examples of Laws

Many of the guidelines and laws would seem like common sense, but they had to be made into a law for a reason. For instance, it is illegal to work on any electrical system while it is live. It must be disconnected before attempting any repair. In addition, there are special requirements for working on systems that might be exposed to water or the climate. There are different types of licences, depending on the type of work that will be undertaken. For instance, you need a different licence to work on single-phase, as opposed to three-phase electrical systems.

Current Practice

Another reason to be vigilant about checking the licencing of any electrician that you intend to hire is that codes and regulations change from time to time. As technology changes, the rules and laws must be updated. Licencing programs have requirements that electricians must upgrade their education at certain intervals to keep their licence. The reason for this continuing education requirement is so that they are up to date on the current laws and regulations.

Insurance Requirements

One of the most important things to ask about is whether the professional that you intend to hire is insured. If something should go wrong, either due to their fault or random event, you want to make sure that your homeowner’s insurance is not responsible for damages or injury. For instance, if a system is installed improperly and catches your neighbour’s property on fire, you would not want to be responsible.

Licenced electricians must be certified in order to obtain insurance. This means that they must know and agree to follow safe practices while working and regarding the quality of the work that they perform. If they do not carry insurance, it should raise a red flag as to why. Any professional that you hire should be licenced and insured if they are going to do any electrical work at all, even if the task seems minor.

Ask Questions

One of the essential points of advice is not to take anything for granted. This is where many homeowners and businesses get in trouble. They assume that just because someone says they can do electrical work, that means they are licenced. Perhaps they were at one time but have not kept up with current requirements and have a lapsed certification. Some people say they do electrical work but learned it informally from a friend or family member. Accidentally hiring someone like this because you did not follow through and ask for proof of licence and insurance can be disastrous.

The most important point to know is that when you hire an electrician, they must meet certain legal requirements, regardless of the size or nature of the job. The most important consideration should be how qualified and experienced the person is and if they have the required licences and insurance.

If you ask for quotes and a contractor comes in extremely low on their bid, you need to ask about licencing and insurance. Even if the contractor is more affordable, if they do not follow current safety practices set forth by the WHS, they could end up costing you more in the end. Any electrical work is serious business and should never be attempted by anyone who is not properly trained and licenced. Making sure that your professional has the proper licences and that they follow safe work practices on the job is the most important thing that you can do to protect yourself, your loved ones, and your property.

CPCCDE3014A Non-friable Asbestos Removal Training Course Online?

The removal of asbestos requires specialised training. CPCCDE3014A covers the safe removal of non-friable asbestos and asbestos-containing materials. The initial training must be completed face to face, while online courses are available for refreshers.

Along with requiring face to face training, asbestos removal involves additional regulations. Here is what you should know about the required training to fulfil your WHS Act 2011 obligations.

What Is the Training Requirement for the Non-Friable Asbestos Course?

The CPCCDE3014A unit of competency covers the removal of non-friable asbestos. The scope of the unit is approved by the Australian Skills Quality Authority (ASQA) and other regulatory bodies. ASQA regulates training providers as well as State Regulators depending upon the jurisdication.

When enrolling in the CPCCDE3014A course, search for registered training organisations (RTOs). RTOs follow the course outlines approved by ASQA. According to the course requirements for non-friable asbestos removal, training providers need to explain the steps for preparing removal areas, isolating removal sites, and carrying out the removal process.

To demonstrate your knowledge of the topics covered during the course, you also need to complete an assessment. Training organisations replicate workplace conditions and materials, requiring a hands-on demonstration of your knowledge.

How Is CPCCDE3014A Training Delivered?

The training is delivered face to face. It needs to be completed through a registered training organisation (RTO). RTOs follow the training requirements outlined for the specific unit of competency. After reviewing the course curriculum, regulatory bodies approve the courses for State delivery.

AlertForce also offers nationally recognised training for supervising the removal of non-friable asbestos materials and courses for supervising removal and conducting assessments.

Along with face to face training, some RTOs offer online courses. As mentioned, the online course is only intended as a refresher and can not be used for initial training.

Why Do You Need to Complete a Remove Non-Friable Asbestos Removal Course?

The training program is designed to teach the proper methods for identifying and removing non-friable asbestos. It is a requirement when removing more than 10 square metres of non-friable asbestos.

Non-friable asbestos is less likely to release harmful asbestos fibres into the air compared to friable materials. However, any asbestos dust can pose a potential health risk.

While asbestos was banned in Australia in December 2003, the risk of asbestos exposure is greatest in the home renovation industry. Workers renovating older homes or buildings may need to demolish or remove materials made with asbestos.

After completing the course, you will have the skills and knowledge needed for identifying asbestos-containing materials (ACMs). The course also covers the steps needed for safely removing the ACMs.

How Much Does the CPCCDE3014A Training Cost?

The cost depends on the RTO where you enrol and the state or territory where you live. For example, AlertForce offers a one-day non-friable asbestos removal course for $297 per person in all states other than New South Wales. Workers in NSW must complete a two-day course, which costs $447 per person.

The costs of other asbestos training courses also vary. The CPCCBC4051A (Supervise Asbestos Removal) course costs $327 per person. The CPCCBC5014A (Conduct Asbestos Assessment) course costs $997 and lasts two days.

What Will You Learn by Completing CPCCDE3014A Non-friable Asbestos Training?

The CPCCDE3014A unit of competency includes training for identifying and removing non-friable asbestos. The main topics of the course include:

• Preparing for removal
• Preparing the removal area
• Isolating the removal site
• Carrying out asbestos removal
• Decontamination
• Cleaning up
• Documenting the procedure

The first section discusses safety requirements and the selection of tools, equipment, and personal protective equipment (PPE). You learn how to check equipment for faults and the required safety regulations that you need to follow.

The next two sections cover the recommended steps for preparing and isolating the worksite. This includes using signage and barriers to block access to the site and setting up boundaries to prevent fibres from escaping the area.

Removing asbestos also requires detailed steps. You learn how to follow the instructions specified by the supervisor. The removal process also requires the safe use of tools according to legislative and ARCP requirements and codes of practice.

After removing ACMs, you need to decontaminate the worksite, tools, and equipment. Regulatory bodies also have requirements for decontaminating workers and safely removing all equipment from the site.

When you finish reviewing these topics, the trainer provided completes an assessment. To ensure that you can demonstrate your knowledge, review the precourse materials before attending the course.

What Accreditation Will You Get?

Workers receive a statement of attainment after completing the CPCCDE3014A course. Asbestos removal licenses are only available for the person conducting a business or undertaking (PCBU). The training program is designed to ensure that workers follow the recommended removal procedures.

The statement is proof that you have completed the required training. It remains valid for a period of five years. Some companies may require workers to retake the training sooner.

Instead of retaking the face to face training, you may complete the online course. The online course is only available as a refresher for those that obtained a statement of attainment for completing CPCCDE3014A.

Summary

Asbestos exposure remains a threat in certain industries. If your work involves renovating or demolishing older structures or homes, you should complete the CPCCDE3014A course.

The bottom line is that face to face training is a requirement for learning how to safely identify and remove non-friable asbestos. Even if you do not anticipate encountering more than 10 square metres of non-friable ACMs, the training course still provides helpful instructions for identifying asbestos products. Visit AlertForce to learn more about face-to-face asbestos removal courses.

RIIWHS205D Slow Stop Bat Course Training Course Online?

The stop/slow bat training course is often the first step needed for workers acting as a traffic controller on a job site. It teaches the skills and knowledge required for safely directing the flow of traffic.

If you need to complete the RIIWHS205D course, arrange for face to face training. Online courses do not meet the requirements for earning accreditation to become a traffic controller.

What Is the Training Requirement for the Slow Stop Bat Course?

The Australian Skills Quality Authority (ASQA) is the national regulator for vocational training, which lists the RIIWHS205D course and unit of competency, as well as other WHS training programs. According to the training requirements approved by the ASQA, the traffic control course needs to be completed face to face.

ASQA audits company procedures, materials and systems to approve training organisations. Only complete training through registered training organisations (RTOs), such as AlertForce. This ensures that you fulfil the obligations needed to become a traffic controller.

The unit of competency for the traffic control course includes specific performance criteria and topics. Workers also need to learn foundation skills for applying the information covered in the course.

At the end of the course, you need to take an assessment. The assessment requires participants to demonstrate competency in the unit, including the steps for controlling traffic using a stop-slow bat safely.

How Is RIIWHS205D Training Delivered?

The face to face training includes theory and practical training followed by an assessment. The assessment is delivered in a setting that matches the context of the sector’s work environment.

The courses typically last a full day. For example, the course at AlertForce is normally scheduled from 8 am to 4 pm. In NSW, there is also a practical consisting of various live job site scenarios that need to be completed.

Online courses are self-paced but are not recognised, so therefore there is little point in doing one.

Why Do You Need to Complete a Stop Slow Bat Traffic Control Course?

The stop slow bat traffic control course is designed for workers in the Infrastructure and Resources industries. Basically, anyone that needs to direct traffic or supervise traffic on a job site may need to complete the RIIWHS205D course. Along with roadwork, traffic management may be needed for shopping centres, warehouses, special events, and construction workplaces.

The course teaches you how to plan and prepare for work activity that involves traffic. Traffic may include vehicles and pedestrians on a public roadway near a roadworks project or heavy machinery on a construction site.

How Much Does the RIIWHS205D Training Cost?

The cost of RIIWHS205D training can vary. The full-day traffic control course at AlertForce costs $250 per person. Practical work experience can be organised for $165 per person and typically takes between ½ to 1 day depending on numbers.

After completing the RIIWHS205D, you may complete the RIIWHS302D course for implementing traffic control plans (ITCP). This course also costs $325 per person and is typically intended for supervisors and operators.

If you intend to complete both units of competency, you can save money by enrolling in the TC + ITCP combo course. It costs $550 per person.

What Will You Learn by Completing RIIWHS205D Traffic Control Training?

During the training course, you learn how to follow a traffic control plan and use proper signage to direct traffic. The course includes specific topics outlined by the ASQA. No matter the registered training organisation, the course that you attend should include the following learning outcomes:

1. How to prepare and plan for traffic control
2. How to control traffic
3. How to operate communication equipment
4. How to clean up

Planning and preparing are important components of the RIIWHS205D course. You learn how to interpret traffic management plans and procedures. The training provider should also discuss legislative regulations related to traffic management, allowing you to ensure that work activity remains compliant.

The initial portion of the course also covers the recommended signage, devices, tools, and equipment for controlling the flow of traffic. This includes the use of stop/slow bats, barriers, and various signs.

The second portion of the unit of competency discusses the procedures for controlling traffic. During the course, you learn how to direct and monitor traffic. The subtopics include using handheld signs and hand signals to position the waiting vehicles and direct drivers around obstacles or barriers.

When directing traffic, you will likely need to remain in communication with coworkers. The course includes training for various communication devices, including how to maintain optimum reception and transmission.

The last topics in the course describe the recommended steps for removing and covering signs or devices. This may include the use of signs to warn motorists of potential hazards after work has shut down for the day.

What Accreditation Will You Get?

You receive a statement of attainment for completing the training course and assessment. After obtaining the statement, you can apply for accreditation and obtain a controller licence. In many cases the RTO will do this on your behalf – for example in NSW you need accreditation from RMS.

Accreditation for traffic controllers can be completed in person or online through your nearest Roads Authority (the process varies from State to State) so just get advice from your RTO. The accreditation is valid for a period of three years. After three years, you need to retake the face to face refresher program.

Summary

Any work carried out near motorists or heavy machinery involves additional risks. Pedestrians and drivers may not see workers, increasing the potential risk of an accident. Without proper traffic control, job sites may also become hard to navigate, decreasing productivity and safety.

Traffic control training helps mitigate these risks. You can learn how to use a stop-slow bat to direct drivers around work areas. Initial courses must be completed face to face.

If you require traffic control training, contact AlertForce to explore available courses in your jurisdiction.

RIIWHS202E Confined Space Training Course Online?

Confined space training covers safety practices for minimising risks when working in an enclosed area. Instead of attending a course at a training facility, some workers may wonder if they can complete the required training online.

To meet the WHS Act 2011 requirements, workers should complete their initial training face-to-face. Online courses are only suitable as refreshers for those that already completed RIIWHS202E training.

What Is the Training Requirement for the Confined Space?

Regulations require training to be completed through registered training organisations (RTOs), such as AlertForce. According to the approved scope for confined space training, RTOs need to cover specific elements related to health and safety processes.

The course includes foundation skills and knowledge for meeting WHS Act regulations. The training requirements include planning and preparing for work in enclosed or partially enclosed spaces. The course must also explain the recommended practices for working, exiting, and cleaning up confined spaces.

After the training portion of the program, participants complete an assessment. Requirements for the assessment include the need for a simulated work environment, allowing workers to demonstrate their practical knowledge of the training topics.

How Is RIIWHS202E Training Delivered?

Training is delivered face to face at approved registered training organisations. Due to the scope of the training requirements, courses typically last for one day.

Online courses are available for those who have already completed the face to face training. The online training is self-paced and includes precourse materials.

Why Do You Need to Complete a Confined Space Course?

The confined space course is intended for anyone who works on or enters into confined spaces as part of their normal job responsibilities. Anyone that supervises work involving enclosed or partially enclosed spaces must also complete the training.

A confined space is defined as an enclosed or partially enclosed space that meets all three of the following criteria:

1. Not designed to be occupied by a person
2. Designed for normal atmospheric pressure
3. May pose a risk to health and safety

The confined space needs to meet the first two criteria and include at least one safety risk. The safety risks include unsafe oxygen levels, airborne contaminants, and engulfment. Common examples include sewer mains, septic tanks, tunnels, and shafts (not including mine shafts).

You may also need to retake the course. The statement of attainment that you receive after completing the course does not expire. However, most industries require workers to complete a refresher course every two years. You may retake the face to face training or the online course for a refresher.

How Much Does the RIIWHS202E Training Cost?

Training courses do not have a set cost. Registered training organisations set their own prices.

At AlertForce, the one-day confined spaces course costs $227 per person. Pre-course materials are available immediately. However, the course is delivered face to face. Whilst Statement of Attainments do not expire, many employers require refresher training to be completed every 2 years.

Those that have already completed RIIWHS202E face to face may complete the online course for a refresher or verification of competency. The online course costs $147 per person.

What Will You Learn by Completing RIIWHS202E Enter and Work in Confined Space Training?

The purpose of the course is to teach you how to assess the hazards and risks of working in a confined space, along with the steps needed for reducing risks. The course curriculum may vary depending on the training organisation. However, the main topics covered in the RIIWHS202E unit of competency include:

1. Planning and preparing to work in a confined area
2. Working in a confined area
3. Exiting a confined area
4. Cleaning up

Before working in an enclosed space, you need to access the environment. However, supervisors are responsible for setting safety measures. The course teaches how to confirm and clarify work instructions and agreed on procedures set by supervisors.

The initial portion of the training also discusses the selection of tools and equipment for working in difficult areas. After preparing and planning for entry, participants learn the recommended steps for gaining access to the worksite and maintaining communication with coworkers.

To remain safe when working in tight spaces, workers need to comply with the requirements outlined in the entry permit. This may include guidelines for monitoring the atmosphere and the use of specific equipment or protective gear.

The course teaches proper exit strategies, including best practices for recovering tools, equipment, and materials. When exiting the space, you also need to inspect the area and then secure access to prevent entry.

The final section of the course describes recommended processes for cleaning up. After exiting and securing the space, workers need to clear the job site and dispose of materials. Additional steps may include cleaning and maintaining equipment and removing or storing barriers and signs.

What Accreditation Will You Get?

After successfully completing the course, you receive a Statement of Attainment. The statement is proof that you completed the training and assessment and have been deemed competent at the time of training.

If you lose the statement, you need to obtain a copy from the registered training organisation where you completed the course. Some organisations will charge a fee for replacing this.

The statement is also required for completing online refresher courses as evidence that you have been previously deemed competent. After completing the online refresher, you print a certificate of completion. Keep the certificate with your statement.

Summary

Confined spaces training saves lives by teaching workers the dangers of working in areas with unsafe atmospheres. You learn how to monitor air conditions, use protective equipment, and minimise additional risks.

If your job site meets the definition of a confined space, your employer should provide the required training. RTOs, such as AlertForce, offer nationally recognised training for confined spaces. Enquire today to learn more about the training requirements for RIIWHS202E.

CPCCWHS1001 White Card Training Course Online

Regulators do not accept white cards obtained through online courses. If you intend to work on or enter into a construction site, you need to complete face-to-face training.

Construction sites contain many hazards, increasing the risk of severe injury for those that do not follow proper safety practices. White card training offers the skills and knowledge needed for dealing with the potential risks. If you plan on seeking employment in the construction industry, you should learn more about the training.

What Is the Training Requirement for the White Card?

CPCCWHS1001 Prepare to work safely in the construction industry is the unit of competency for white card training. It replace the previous CPCCOHS1001A – Work safely in the construction industry. Registered training organisations (RTOs) must follow the training requirements and standards to provide nationally recognised training. The Australian Skills Quality Authority (ASQA) oversees the course details and requirements for assessing participants. Typically, RTO’s then need to have an agreement with State Regulators like Safework NSW and Worksafe Victoria, who administer the issuance of the actual ‘White card’ itself. Assessors need to verify that participants can demonstrate knowledge and awareness of the WHS legislative requirements.

To demonstrate knowledge of the course details, you need to orally explain common construction hazards and basic procedures for responding to emergencies. The unit of competency also recommends that training organisations offer a simulated environment relevant to the industry.

How Is the Training Delivered?

White card training is delivered in person by a registered training organisation. The course typically lasts one day.

Online courses are still available but in most cases are not acceptable anymore. However, face to face white card training is recommended if you do not want to run in to any issues about the validity of your training. WHS regulatory bodies do not recognise Statement of Attainoments obtained through online courses. It is also banned in most states and territories, including New South Wales.

Trainers are also required to verify the photo ID of every participant, which is not possible with online courses.

Face-to-face training ensures that you receive nationally recognised training and up to date health and safety information without ambiguity.

Why Do You Need to Complete a White Card Course?

White card training is needed for anyone who works on or visits a construction site. Onsite workers and supervisors need to complete the CPCCWHS1001 course. The requirements also extend to vendors, inspectors, and anyone whose work regularly takes them to construction sites.

The purpose of the training is to teach participants how to deal with the most common hazards in a construction setting. Courses combine theory and practical training to give you the skills needed for assessing the safety of a job site or task.

SafeWork Australia recorded 24 work-related fatalities in the construction industry in 2019 and 27 fatalities in 2018.

How Much Does the White Card Training Cost?

The cost of white card training varies. Some registered training organisations also offer savings for group training. If multiple employees need to complete the CPCCWHS1001 course, your company may receive a discount.

AlertForce offers a one-day white card course for $120 per employee. The course complies with state regulations and is recognised nationally. You will receipt a card from Safework NSW in the mail after you have been deemed competent.

What Will You Learn by Completing the CPCCWHS1001 White Card?

The course covers a wide range of health and safety topics. The main learning outcomes of the white card course include:

1. Knowledge of health and safety legislation
2. How to identify common construction hazards
3. How to implement control measures
4. Best practices for communication and reporting
5. Procedures for emergency response

The course includes a thorough review of health and safety legislative requirements. RTOs tailor the content to include legislative requirements for your jurisdiction.

You also learn the duty of care requirements for PCBUs. Employers have a responsibility to provide a reasonably safe work environment.

During your training, you also learn more about construction hazards and the various control measures for mitigating risks. The basic principles of risk management covered in the training include the following five steps:

1. Identifying the hazard
2. Assessing the risks
3. Consultation and reporting
4. Implementing control measures
5. Reviewing the control measures

Common construction hazards include asbestos, confined spaces, dust, falling objects, manual handling, working at heights, traffic, and equipment operation.

After identifying the hazard, you assess the risks. Decide who may be harmed and how. Supervisors and workers then consult to minimise risks. The preferred course of action is to avoid the risk completely.

When changes to the design or process are not an option, workers may need to substitute materials or minimise exposure, such as through job rotation. After implementing the control measures, assess and update the process if necessary.

The course also covers the processes for reporting safety issues, injuries, and incidents. This includes an overview of the roles of health and safety personnel, such as health and safety representatives (HSRs). Along with reporting injuries and incidents, you learn how to identify and respond to emergencies.

What Accreditation Will You Get?

After you successfully complete the course, you will receive a Statement of Attainment. The statement provides verification that you have completed the required training. A wallet-size card arrives in the mail several weeks later from the relevant regulator.

If you start work in the construction industry before the card arrives, you may present the statement to your employer.

White cards do not expire under the WHS Act regulations. However, it has become the standard for employees to take a refresher course or retake the face-to-face course every two years.

Summary

To obtain a white card, you need to complete the CPCCWHS1001 course in a face-to-face setting through a registered training organisation, such as AlertForce.

White card training is mandatory for construction workers and anyone that sets foot on a job site involving any form of construction, including building renovations.

In the end, white card training benefits everyone by helping to promote a safe workplace and reducing the occurrence of on the job accidents.

Silicosis: Why a Ban on Engineered Stone Benchtops Is Needed to Save Lives

Cutting artificial stone for kitchen benchtops and other products may increase the risk of fatal lung disease.

Hospitals around Australia have seen a rise in new cases of silicosis, a disease often linked to exposure to hazardous dust when manufacturing stone benchtops.

As with the ban on asbestos-containing materials in the 20th century, implementing a ban on engineered stone benchtops may help save Australian lives.

What Is Silicosis?

Silicosis is a deadly lung disease caused by breathing in small pieces of silica. Silica is a mineral found in natural materials, including sand, rock, and ore. When these materials are cut, ground, or blasted, the dust contains varying amounts of silica.

Silica dust damages the lining of the lungs and causes scarring. Severe scarring makes it difficult to breathe and may result in more severe symptoms, such as chest pain and coughing.

Workers may develop silicosis within a few weeks or several decades after the exposure. There are three types of silicosis:

1. Acute
2. Chronic
3. Accelerated

Acute silicosis leads to weight loss and fatigue within several weeks or years of exposure. Chronic silicosis occurs 10 to 30 years later and is more likely to cause extensive scarring and damage to the lungs. Accelerated silicosis develops within a decade of exposure to high levels of silica dust.

No matter the type of silicosis, the scarring can become debilitating and potentially fatal.

The dangers of inhaling silica dust are widely known. In fact, industries began implementing control measures to reduce the risk of exposure in the 1930s.

Almost 100 years later, Australia and other countries have strict regulations for activities that generate silica dust. These activities include grinding, blasting, or cutting concrete or rock.

The use of powerful extraction fans, water spray systems, and respirators helped severely reduce the prevalence of silicosis. Unfortunately, the deadly disease is starting to reappear with greater frequency.

Artificial Stone Contains More Silica

Many of the recent cases of silicosis seem to come from industries involved in cutting artificial stone. Compared to natural stone, the artificial stone may contain over twice the amount of silica.

Cutting and grinding artificial stone to create benchtops increases the risk of exposure to silica dust. Reports indicate 260 new cases of silicosis across Australia in the past couple of years, with 166 cases in Queensland.

The surge was first identified 12 months ago in Queensland. An alarming number of workers were diagnosed with silicosis after exposure to dust when working with engineered stone kitchen benchtops.

Engineered stone is a mixture of resin and 94% to 95% quartz. It is a more cost-effective material compared to natural stone with comparable results, making it a popular choice in kitchens throughout Australia.

Quartz is another name for silica. Cutting or grinding the artificial stone releases microscopic crystalline silica particles. It only takes a small amount of the particles to create a potential health hazard and an increased risk of silicosis.

Current Control Measures for Reducing Exposure

As mentioned, the cutting or grinding of stone or concrete involves a variety of regulations, including WHS Act regulations and industry standards.

Workers often wear respiratory gear. Vacuums and wet cutting help remove dust from the environment. However, these solutions do not always reduce the levels of silica dust to nonhazardous levels.

The effectiveness of the required control measures is also limited due to regulatory compliance. Not all companies strictly follow regulations for protecting workers from exposure. When workers identify potential hazards, they do not always feel comfortable reporting the issue.

During an audit of two Gold Coast businesses, specialists found high levels of dust, despite the company using most of the recommended safety techniques. One of the businesses also failed to use an adequate vacuum for removing dust.

Without stricter enforcement of health and safety regulations, Australia may continue to see a rise in silicosis diagnoses. The surge of new cases has led many people to call for a complete ban on engineered stone benchtops.

The current safety recommendations skip the first hierarchy of control. The most effective control measure is the removal of the hazard. By replacing the artificial stone with another material, companies can reduce exposure to silica dust.

Is a Ban on Artificial Stone Possible?

Several organisations are working to promote a ban on artificial stone. However, a complete ban is not easy to implement. It requires government regulation and industry-wide adoption.

Artificial stone is widely used to cost-effectively produce kitchen benchtops. Banning the material would have a major impact on the market. However, this would not be the first time that the Australian government has banned a widely used hazardous material.

Australia started regulating the use of asbestos products in the 1970s and banned the material in 2003. Workers now need to complete asbestos removal training to safely remove the material.

As with silica dust, industries were aware of the danger of asbestos particles for many decades. Inhaling asbestos fibres also causes scarring in the lungs. Asbestosis directly contributed to the death of thousands of workers before the government banned asbestos products.

Companies adapted to the asbestos ban and found suitable alternatives. The same process can happen with artificial stone. Instead of using engineered stone containing high levels of silica, companies can use natural stone or stone made from recycled glass.

Increasing public awareness of the dangers of silica exposure may also help reduce demand for engineered stone benchtops.

Summary

In the end, silicosis remains a current threat to thousands of workers throughout Australia. A total ban may not occur, but consumers and businesses can help reduce exposure by selecting other materials for their kitchen counters.

What Are the Causes and Effects of Work-Related Stress?

Stress influences every aspect of a worker’s performance. Stress can contribute to lower productivity, absenteeism, and even an increased risk of work-related errors and accidents.

An overstressed worker is more likely to overlook important duties, safety precautions, or job requirements.

The cost of job stress is a real threat to businesses in every industry. Safe Work Australia has outlined that mental health workers’ compensation claims have now reached $543m of all workers’ compensation claims awarded. This equates to 6% of all workers’ compensation claims nationwide.

Understanding the causes and effects of work-related stress may assistp you or your staff address the ranging issues that add to the stress.

What Does Workplace Stress Mean?

The accepted definition of stress is the physical and mental state that occurs when you do not have the resources to deal with stressful situations.

Everyone wants a better work-life balance. Unfortunately, more people are feeling stressed at work and at home. This often starts with stressful situations in the workplace.

Anyone can suffer from stress. You can typically divide stress into two categories — ‘work’ and ‘persona’l. However, these two areas remain tightly connected.

When workers experience stress in their personal life, they may start to become overwhelmed at work. The effects of stress at home can carry over into the workplace and vice versa.

The most common workplace stressors include:

• Workplace demands;
• Relationships and co-worker interactions;
• Difficult or hazardous work environments;
• Lack of resources or support;
• Bad management structures and practices;
• Lack of health and safety procedures; and
• Overall workplace culture.

No matter the cause, stress often stems from a lack of control. When issues out of your control exceed your ability to cope with the situation, you become stressed. For example, you may start feeling stressed due to time constraints.

Besides work-related issues, some individuals are simply more prone to stress. A worker with existing a mental health condition, such as anxiety, may find it harder to cope with work-related stress.

What Are the Signs of Work Stress?

The first sign of work stress is reduced productivity and output. Mentally healthy workers tend to stay on track, avoid errors, and complete their duties in a timely manner.

Managing work duties becomes more difficult when you feel stressed. It can lead to physical, psychological, and behavioural changes.

Physical symptoms include headaches, muscular tension, fatigue, gastrointestinal issues, and difficulty sleeping.

Psychological problems include increased anxiety, depression, irritability, hostility, pessimism/negativity, and difficulty concentrating.

• These issues lead to behavioural changes, such as:
• Taking additional sick days;
• Not keeping up with work demands;
• Aggressive or abnormal behaviour;
• Lack of focus or motivation; and
• Mood swings.

Workers may become disinterested in their job performance. These issues also lead to an increased risk of hazards.

Overwhelmed or overstressed workers may overlook safety precautions, increasing the chance of an accident or injury. This is especially dangerous for jobs with an increased risk of stress.

Jobs with an Increased Risk of Stress

Some individuals are more prone to feelings of stress when compared to others. At the same time, some jobs bring an inherent increase of risk from stress.

Jobs with a higher risk of injury, fast-paced work environment, or demanding job duties tend to lead to more stress. Surprisingly, many of the most stressed professions in Australia include office, retail, or hospitality-related work environments. These professions include:

• Sales support staff;
• Hospitality workers;
• Legal professionals;
• Aides and carers;
• Health and welfare workers;
• Sales representatives;
• Numerical clerks;
• Laundry workers;
• Clerical workers; and
• Personal assistants.

In each of these professions, one-third of the workers feel overstressed. However, work-related stress occurs in every industry.

The first step for preventing stress is to identify the primary causes of stress at work. Some of the main sources of stress in the workplace include unwanted pressure related to difficult working conditions or from hostile work relationships. You can typically divide the potential stressors into three categories:

• Relationships’
• Environment’ and
• Duties.

Relationships between co-workers, supervisors, and directors directly impact job performance, satisfaction, and stress. Bullying, discrimination, hostility, and conflicts with managers or supervisors keep workers from focusing on their duties.

Difficult work environments also bring unwanted pressure. Jobs that have increased risk of musculoskeletal disorders or on-the-job injuries tend to cause feelings of stress. Conditions that are too hot or too cold may make workers uncomfortable. Poorly selected of maintained equipment, overcrowding, vibration, or exposure to harmful chemicals or fumes may also lead to stress.

Job duties that add pressure include excessive workloads, long hours, repetitive work, deadlines, lack of training, or a lack of control. Organisational changes, excessive employee monitoring, and job insecurity also contribute.

How to Deal with Workplace Stress

By understanding the causes, managers or supervisors may take steps to reduce work-related stress. Workers can also take steps to gain more control and reduce the impact of stress on their personal and professional lives. These ‘de-stressing’ methods include:

• Exercise;
• Relaxation;
• Consistent sleep; and
• Better work/life balance.

Exercise is a great stress reliever. It relieves tension and helps clear your mind. When you feel stressed at work, go for a walk around the block and stretch your legs (if time permits). You may also start exercising before or after work.

Relaxation also helps individuals cope with stress. Common relaxation solutions include meditation, yoga, Tai Chi, and breathing techniques.

You can practice breathing techniques anywhere, including the workplace. When you become overwhelmed, take a deep breath. Inhale through your nose, hold it for a second, and slowly exhale through your mouth.

A lack of sleep makes it difficult to reset your brain each day. You need to decompress to prepare yourself for the next workday. If you struggle to sleep each night, start setting a consistent bedtime and morning alarm.

Laying down and getting up at the same time each day can assist in training your brain to sleep according to your set schedule.

Along with these tips, try to maintain a better work/life balance. Stop bringing work home with you and consider taking an extra day off occasionally.

Conclusion

Besides protecting the physical health of workers, employers should take steps to protect mental health and welfare. Increased stress levels impact the health and safety of the entire workforce.

Promoting proper safety procedures and providing workers with the resources and support they need to do their jobs should help reduce work-related stress. However, workers also need to remain proactive.

Reduce stress in your own life through exercise, relaxation, consistent sleep, and a better work/life balance.

What Are the Legal Requirements for First Aid at Work?

What is first aid? First aid is the process of administering immediate care to a person who is suffering from an injury or illness. The goal is to prevent the condition from worsening and to preserve life until professional medical emergency services are present.

Depending on the type of workplace, WHS laws may require your business to provide specific kits, facilities, and staff training to prepare for life-threatening injuries or illnesses.

Here is what you should know about the legal requirements for offering first aid at work.

First Aid in the Workplace

First aid in the workplace refers to the first aid arrangements that a business has implemented to prepare for workplace injuries.

Every business, no matter the size or industry, should at least have a basic first aid kit present in their area of operations. These kits typically contain bandages, tweezers, pain relievers, antiseptic wipes, gauze, and instant cold packs.

Larger scale operations may need a specific facility that is solely dedicated to first aid. These facilities may include stretchers, upright chairs, couches, and various cupboards and storage compartments for additional supplies.

If the location spans a large area or multiple floors, the business may require multiple facilities along with additional staff trained to administer first aid.

What Does the Law Say About First Aid?

Under the Work Health Safety (WHS) laws, employers have a legal duty to maintain reasonably safe work environments. Employers should always prioritise the health and safety of every worker.

Whilst not outlined specifically in WHS/OSH legislation, first aid kit availability requirements can fall under the duty of care principles of an employer/PCBU

The WHS laws require employers to provide workers access to first aid equipment and facilities. Businesses also need to provide access to appropriately trained first aiders.

Businesses may find practical guidance for compliance in the Model Code of Practice: First Aid in the Workplace.

The code of practice outlines guidance about the first aid requirements and recommendations of an organisation. This includes ensuring practical risk assessments are performed, equipment is suitable and readily available, and first aid officers are identified and trained.

The guidelines offer two options for complying with safety regulations. Employers may use the ‘prescribed approach’ or ‘risk assessment approach’.

The primary difference between the two options is how businesses determine their varying duties under the WHS Act. With the prescribed approach, employers follow detailed recommendations based on the size of the workforce and the type of work. With the risk assessment approach, businesses complete their own assessments and enact their own individual controls to best suit their business operations.

Prescribed Approach

The prescribed approach includes specific guidelines, starting with the categorisation of low-risk and high-risk workplaces.

Employers also need to consider the size of their workforce. Based on the two criteria, the prescribed approach provides a series of recommendations. The recommendations include the number of required first aid officers,first aid kits, and facilities.

In a location with a reduced chance of injury, the code of practice recommends one kit for every 10 to 50 employees. The company should also provide one additional kit for every 50 employees up to 200 workers. After 200 workers, they should add another kit for every 100 workers.

Higher-risk locations require additional first aid kits. Some industries also require specific first aid training modules to address injuries that are more likely to occur. For example, workers who risk exposure to chemicals may need specialised equipment in the event of a chemical first aid incident.

Risk Assessment Approach

The risk assessment approach requires businesses to complete their own assessments to determine the need for emergency aid equipment, facilities, and first aiders. The assessment typically includes a detailed review of the following factors:

• The type of work being performed;
• The potential hazards;
• The size and location; and
• The number of workers.

Based on the above details, employers need to establish their own first aid requirements. This allows employers to choose the location for aid facilities and the number of kits required.

No matter if the employer uses the prescribed or risk assessment approach, they need to maintain records of any treatment given to a worker. After an emergency, the officer completes a first aid incident report. Please note that if a business operates in Victoria, the reporting records need to comply with the requirements outlined in the Health Records Act 2001 (Vic).

What Is the Role of First Aid Officers?

A first aid officer is a designated worker with the necessary first aid training. Officers are required to earn a statement of attainment from a nationally recognised registered training organisation (RTO).

The code of practice recommends first aid officers for businesses over a certain size. It also categorises businesses based on the inherent risks of the job duties.

Low-risk workplaces include banks, offices, libraries, and retail shops. In these industries, businesses with fewer than 10 workers do not need first aid officers. For larger businesses, SafeWork Australia recommends the following:

• One for businesses with 10 to 50 workers;
• Two for 51 to 100 workers; and
• One additional officer for every 100 more workers.

High-risk workplaces include construction sites, hazardous material plants and mines. Workers at risk of electric shock, falls, spinal injuries, and serious lacerations have a higher risk of injury. The recommendations include:

• One for the first 25 workers;
• Two for 26 to 50 workers; and
• One additional officer for every 50 more workers.

To meet the minimum requirements for training, workers must earn the senior first aid certificate. The competency-based equivalent is ‘HLTFA301B Apply First Aid’. However, higher-risk environments may require officers to complete advanced first aid training.

First Aid Training

Before enrolling in a training program, workers should ensure that they select e a registered training organisation such as AlertForce. RTO’s offer courses online or in person.

First aid training includes instructions for dealing with a wide variety of emergency situations. During the training, you may reenact or smiulate first aid to deal with issues such as:

• CPR;
• Shock;
• Bleeding;
• Poison;
• Bites;
• Traumatic injuries; and/or
• Extreme temperatures.

Of course, the risks often depend on the work environment. Office workers are less likely to suffer from a serious injury in their working environment when compared to a miner.

Conclusion

In summary, every employer is required to provide workers with a reasonably safe place to work. This requirement covers a range of business, from retail and professional services, all the way through to the ‘higher-risk’ industries of s mining and construction.

Low-risk locations, including retail shops and offices, may simply need a kit with the basic emergency supplies. However, 10 or more workers require a trained first aider. Some businesses may also require dedicated facilities for treating injuries or illnesses.

To ensure that your workplace complies with WHS laws, consider the size of the workplace and the type of work and then choose one of the two approaches.

Ep 27 Vince Ball’s Saturday morning idea turns into Australia’s most successful & influential Asbestos Awareness Program

What are the regulations for working at heights?

OHS and WHS laws and regulations continue to develop, assisting , to improve the health and safety of workers in a wide variety of industries throughout Australia.

Unfortunately, employers and employees often find it difficult to keep up with the latest regulations and industry requirements. Failure to comply may result in penalties, fines, reputational damage and the loss of business.

The following information covers the working at height definition and Work Health and Safety Regulations for managing the risk of falling.

What Are the Regulations for Working at Heights?

According to the Work Health and Safety Regulation 2011 (Cth), employers need to provide specific control measures when there is a risk of a fall of at least two or three metres, depending on the work setting.

To understand how to implement these control measures, workers need to complete the RIIWHS204E Work Safely at Heights program. If the work setting is a construction site, employees also requirement additional training requirements, such as the need to obtain a ‘Construction Industry White Card’ through general risk in construction induction training.

The RIIWHS204E course is not a requirement, however it outlines the steps required to comply with the WHS Regulations. Under WHS laws, employers have a responsibility to reduce or minimise health and safety risks at the workplace.

As part of these responsibilities, employers need to ensure that workers have a safe way to exit the workplace. If working at heights above three metres in housing construction or two metres in any other construction setting, employers also need to provide a fall arrest and restraint system.

Does your workplace meet these working at height regulations? When you have concerns about the safety conditions of your workplace, always speak to your elected health and safety representative (‘HSR’). If your work site does not have an HSR, discuss your concerns with an immediate supervisor.

Who Is Permitted to Work at Heights?

When working in an area that involves the risk of falling, you may need a working at heights ticket. The employer may also need to complete a safe work method statement and procedure that outlines specific risks that may be encountered whilst working at a height, and the steps required to perform the task safely.

When is a working at heights ticket required? The working at height legislation includes the need to complete training when working on structures that include risk of a fall of more than two metres. When working housing construction, the minimum height is three metres.

How Can You Minimise the Risk of Falls?

To minimise the risk of falls, employees should complete the RIIWHS204E training course. This program outlines the skills and knowledge required to reduce the hazards of working from height. It also follows the Australian Safety and Compensation Council (‘ASCC’) fall from height code of practice, developed with Safe Work Australia, which sets the following priorities:

• Reduce the severity of workplace dangers;
• Improve Occupational Health and Safety (OHS) management;
• Prevent work-related diseases and injuries;
• Eliminate risks during the design stage; and
• Increase government influence over worker health and safety.

The code of practice does not cover the specific steps for reducing risks. It only provides guidance for complying and clarifying WHS regulations.

What Is Working at Heights Training?

RIIWHS204E Work Safely at Heights is the nationally recognised course that you need to complete before working at heights of two metres or higher. However, changes to the OHS Code of Practice for Managing the Risk of Falls at Workplaces may eliminate this requirement.

Instead of requiring training for working at heights of over two metres, employees may need to implement a working at heights permit system before working from any heights. This change is designed to reduce the risk of injuries of falls from low-level platforms, ladders, and other structures that do not meet the two-metre requirement.

The training is offered face to face through registered training organisations. The training program covers the working at heights requirements to manage the risk of falling. This includes the use of the hierarchy of control measures:

• Elimination;
• Substitution;
• Engineering controls;
• Administrative controls; and
• Personal protective equipment (‘PPE’).

Each control measure offers a different level of protection and risk reduction. Elimination is the most effective control measure while the use of PPE offers the least protection.

Eliminating the risk may involve performing the task on the ground or on a solid construction surface. When this is not an option, employees should find proactive ways to reduce the risk.

Substitution is the second control measure. This typically involves replacing the means of access with a safer option, such as installing a permanent ladder instead of using a temporary one. The use of elevated work platforms may also provide a safer alternative.

Engineering controls assist to identify hazards, reducing the risk of accidental exposure to the hazard. Common engineering controls include safety barriers, signs, and notices that warn people of the dangers.

Administrative controls include steps taken by administrators or supervisors to limit worker exposure to the dangers. For example, a supervisor may choose to rotate workers to limit the amount of exposure to the hazard.

The use of safety equipment is the final control measure and the least effective as it provides protection after the hazard occurs. Fall prevention equipment and other PPE shield workers against injuries if they happen to fall. PPE protects workers when the previous control measures fail, acting as a last resort.

After completing this training, attendees receive a statement of attainment certificate. The statement is proof that you have completed this unit of competency, allowing an employee to work from heights at most work sites. Keep in mind that you may still need to obtain your white card when working on a construction site.

The statement of attainment acts as evidence that you’re trained to work safely at heights. It does not have an expiry date but best practice within the industry recommends a refresher course every two years. The refresher course is available online, providing a convenient option for maintaining this unit of competency and an ability to work at heights.

Conclusion

WHS Regulations require employers to provide reasonably safe work environments. This often includes the need for specialised training to manage hazards and dangers.

When job tasks involve working at heights, employers should provide workers with the proper training to assess the hazards. Use the RIIWHS204E training program to further reducee the risk of injury when working at a height of two metres or higher.

A Short Guide in Case of A Fire and Emergency Evacuation

Employers and employees have emergency and crisis management responsibilities under the Occupational Health and Safety (‘OHS’) and Work Health and Safety (‘WHS’) laws. This includes the use of evacuation procedures to safely evacuate the building.

Legislative regulations do not outline the logical steps for evacuation requirements(such as keeping the escape routes clear) but they do include specific hazard control recommendations. To ensure compliance with OHS / WHS policies and procedures, here is what you should know about dealing with an unexpected fire in the workplace.

What is the Order of Evacuation in a Fire Emergency?

Employers have a responsibility to reduce or eliminate health and safety risks in the workplace. This includes any known or potential risks associated with fire hazards. Employees are responsible for complying with the employer’s hazard reduction measures, such as a fire evacuation emergency plan.
To develop an effective evacuation plan, employers should follow the 3 stages of evacuation in a fire:

• ‘Stage 1’: Immediate evacuation;
• ‘Stage 2’: Lateral evacuation; and
• ‘Stage 3’: Partial evacuation.

With a stage 1 evacuation, occupants need to immediately evacuate the building or work site. During a stage 2 evacuation, individuals must move laterally to a safer area, such as moving to a different room. During a stage 3 evacuation, everyone vacates the floor.

Some emergency plans include a ‘stage four’ which is a total evacuation of the building. However, this is often considered equal to stage one. Everyone follows the exit signs to immediately leave the building.

What Can Cause a Fire in the Workplace and How Can You Prevent it?

Improperly stored flammable substances are a common cause of fires in the workplace. Other potential hazards include clutter, faulty equipment, human error, and even deliberate, criminal damage/arson.

To deal with these threats, employers need to devise an emergency plan. The standard procedure for reducing the risk of fire includes:

• Identification of the hazard;
• Assessment of the risk;
• Elimination or reduction of the risk; and
• Review and evaluation of any control strategies.

Australian Standard 1851:2012 include recommendations for routine inspections for fire fighting equipment and protection systems, and advises of the use of checklists for inspecting known fire hazards. Employers also need to ensure that workers have access to all relevant information for identifying and assessing hazards. This may include the need for Safety Data Sheets (‘SDS’) for flammable substances.

After identifying the hazard, workers need to assess the risk. This includes checking the SDS to ensure the proper storage and use of flammable substances.

The third step is the elimination or reduction of the risk, which involves a long list of potential solutions. For example, employers may find ways to completely eliminate flammable substances from the workplace. Other options include:

• Using fire-resistant furnishings or equipment;
• Using less flammable materials or reducing the number of materials;
• Isolating flammable materials from ignition sources;
• Implementing warning systems, such as fire alarms;
• Ensuring that employees have direct access to escape routes;
• Designing a fire and evacuation safety plan; and
• Practicing fire drills and safety plans.

After implementing these steps, employers and health and safety representatives should continue to review and evaluate the control measures. This also includes the need to perform drills to ensure that employees understand the procedures.

How Do You Prepare for an Emergency Situation?

According to OHS and WHS Regulations, all employers need to identify, assess and reduce workplace hazards. This may include the development of an emergency plan for dealing with fires. Fire evacuation procedures should always include special provisions for people with disabilities.

A personal emergency evacuation plan (PEEP) is an individual plan for each person with a disability. The plan allows organisations to determine what assistance the person with a disability may require during an emergency evacuation. The following individuals may need their own PEEPs:

• People using wheelchairs;
• People who are deaf or hard of hearing;
• People who are blind or have vision problems;
• People with learning disabilities; and
• People with mental illness.

The individual PEEP should be tailored to the needs of each individual. For example, wheelchairs require adequate space to turn around or take refuge in fire-isolated stairwells.

PEEPs are just one part of creating an effective fire and emergency evacuation plan. Health and safety representatives (HSR’s) or health and safety committees (HSC’s) should develop and provide ongoing review of a plan through the consultation of all workers. The plan should cover the following:

• The need for everyone to stay calm and follow the plan;
• Immediate action for stopping or minimising the hazard, such as using fire extinguishers;
• Designating a person to raise the alarm;
• Designating an assembly area for occupants to gather during the evacuation; and
• Setting escape routes and clearly marked exit signs.

To cover these requirements, HSR’s or HSC’s should develop an emergency evacuation map. The use of emergency evacuation signs also increases the safety of workers and visitors, directing them to the emergency exit.

How Can Training Help During an Emergency?

While many OHS and WHS courses exist, these courses do not specifically address emergency evacuation training. It is the responsibility of the employer and HSR’s to help develop an effective evacuation plan based on recommended fire emergency procedures in the workplace.

Additional training may provide recommendations for reducing fire hazards in specific environments. For example, in some work settings, employees should complete confined spaces training. Working in a confined space may increase the risk of fire hazards.

100% of confined space incidents involving fire or explosion between 1980 and 1986 resulted in fatalities. Poor ventilation, unsafe atmospheric conditions, and unsuitable safety equipment contribute to the risk of death or serious injury. Workers can learn to reduce these risks through the RIIWHS202E Enter and Work in Confined Spaces course.

Summary

Fires can occur in any setting including industrial sites, construction areas, and offices. Implementing an emergency evacuation plan that includes the three stages of evacuation is a recommended step for managing this potential risk.

Employers should also develop specific procedures for evacuating the building or work site and minimising exposure to the hazard.

Confined space training can help address the fire hazards of working in an enclosed or partially enclosed space. However, each organisation needs to develop its own emergency preparedness plan for dealing with fire hazards in other settings. This should include plans for evacuating the site during a fire.

Remember to also develop PEEPs for individuals with a disability and clearly mark exit signs and escape routes.

What Qualifications Do I Need to Become a Traffic Controller?

Earning the necessary accreditation to become a traffic controller opens new job opportunities in a variety of fields.

Working in this field can be extremely rewarding. You get to help ensure the safety of workers, motorists, and pedestrians. However, to work as an authorised traffic controller, you need to meet several qualifications.

The job requires training and a few essential requirements. Here is what you should know about the process.

What Does a Traffic Controller Do?

A traffic controller directs the flow of vehicles and machinery on roads and other work sites. Working in this role involves more than just holding a stop/slow bat. The typical traffic controller duties and responsibilities include:

• Directing vehicular flow and pedestrians
• Setting up signage and safety barriers
• Applying a road management plan
• Cleaning and maintaining signs and equipment

The main responsibility of a traffic controller is to help maintain a safe environment for workers and pedestrians. They often use signs to control traffic, directing people on how to safely navigate around the job site.

Before work begins, the traffic controller and site supervisor implement traffic control plans. Depending on the type of work or services being completed, traffic controllers may also coordinate with inspectors, crew leads, foremen, managers, auditors, and regulatory officials.

Traffic control plans typically establish safe routes for workers and people passing by. The routes may be marked with signs, tape, or other barriers to minimise the risk of accidents.

After setting up signage and safety barriers, traffic controllers begin directing the flow of vehicles and pedestrians. They may use two-way radios, hand signals, and the stop/slow bat.

At the end of the workday, the traffic controller cleans and maintains signs and equipment. They account for all signs and barriers used during the day, clean away debris, and store the equipment in its designated storage area.

Along with these responsibilities, traffic controllers may assume additional roles. For example, you may only need to monitor the flow of traffic for a portion of the shift and perform standard job duties for the remainder of the workday.

Where Do Traffic Controllers Work?

These roles are most often needed in the construction industry. For example, traffic control technicians help divert vehicular flow from work areas, protecting the safety of workers and passing motorists or pedestrians. This typically involves the use of safety barriers, signs, and the stop/slow bat.

You may also need to follow strict dress standards. Controllers often wear hard hats, steel-toed boots, and reflective vests.

Managing vehicular flow is a serious responsibility. The primary duty of the controller is to ensure the safety of all workers and road users. The secondary duty is to minimise the impact of the project on the road network.

Depending on the job, you may work eight- to ten-hour shifts. During the shift, you may set up, maintain, and pull down road signs or barriers. You may also need to review and apply a traffic plan.

In some situations, you may work several kilometres away from other workers. This requires the use of appropriate communication devices to maintain contact. Learning how to complete these tasks requires nationally recognised training.

What Do I Need to Do to Become a Traffic Controller?

To become a traffic controller, you need to obtain a white card and complete the necessary traffic control training courses.

Those interested in obtaining work in this field need to be at least 18 years of age and have a valid driver’s license. The white card is a prerequisite for taking the training course and a requirement for working on a construction site.

Traffic controllers also need to speak and read English and understand the road signs used in Australia.

The job also has physical requirements. You may need to lift relatively heavy objects when preparing a traffic management work site. You also need to lift 10 kilograms repeatedly and have the physical ability to complete your assigned tasks.

What Are the Traffic Controller Courses for Roads?

Besides the basic traffic controller qualifications, you need to complete the required training. OHS standards include two separate courses.

The first course is RIIWHS205D – Control Traffic with a Stop/Slow Bat. The second course is RIIWHS302D – Implement Traffic Management Plan. Note there are slight training variations in each state for example NSW. See here at NSW RMS for more info.

Labourers and general workers may need to complete the traffic control course. The traffic management course is often completed by supervisors. However, some organisations require workers to complete both courses to work as a traffic controller.

These courses are available through approved registered training organisations. Some registered training organisations, such as AlertForce, offer combination training that includes both RIIWHS205D and RIIWHS302D.

The RIIWHS205D traffic controller course covers the following:

• Planning and preparing traffic procedures
• Controlling traffic using stop/slow bats
• Operating communication devices
• Cleaning up a road work site

The program teaches you how to access and apply site traffic plans. This also includes obtaining and applying work instructions and safety requirements. The training also covers the different types of signage and devices used for road management.

Controlling transport flow includes the use of temporary signs and barriers. You also learn how to direct motorists and pedestrians correctly. As part of the training, you learn how to monitor vehicular flow and adjust the plan based on changing conditions.

Workers need to learn how to operate communication devices to maintain contact in the workplace. This involves choosing the right equipment for transmitting messages clearly and checking communications contact after a period of noncontact.

The final portion of the training covers the removal of signs and devices after completing a roadside task. Workers also discover the proper techniques for cleaning, checking, and maintaining tools and equipment.

Along with the RIIWHS205D standards, the program provides attendees with two other units of competency: RIIWHS201D – Work Safely and Follow PHS Policies and Procedures and RIICOM201D – Communicate in the Workplace.

The second course covers the steps needed to implement traffic control plans. In the meantime, the RIIWHS302D covers the steps for planning and preparing the road plan. You also learn how to set out, monitor, and close traffic guidance schemes.

Attendees complete practical training and theory. The theory portion of the program is completed in the classroom. Students then complete practical training in a simulated work site.

A traffic controller assessment test is completed after the training, requiring you to demonstrate your knowledge of the information covered during the program.

After you have successfully completed the program and the assessment, you obtain a statement of attainment. This allows you to work as a traffic controller. The statement remains valid for 90 days.

To obtain a licence, you need to become accredited. You may apply online or in person at a State Roads Authority. After approval, you receive accreditation, which lasts for three years.

To keep the accreditation current, you need to complete a renewal course. As with the initial training, the renewals need to come from a registered training organisation.

Where Can I Find Traffic Control Jobs?

After obtaining the necessary traffic controller accreditation, you may begin seeking employment in this field. Traffic controller job opportunities exist in a wide range of sectors, including:

• Heavy industries
• Infrastructure
• Domestic
• Commercial
• Maintenance
• Construction
• Capital work

The average traffic controller salary is $63,560 per year or $4903 per month. Workers typically earn about $27.90 per hour but average rates vary in different states and territories. For example, the average pay in Sydney is $32.04 per hour with some companies offering up to $50 per hour.

Your position, experience, and industry also affect your pay. An experienced traffic controller can expect to earn more while an entry-level position may pay less.

The available jobs may include full-time, part-time, or temporary positions. Many foreign visitors obtain the required accreditation to seek temporary employment with their working holiday visas.

You have many sources available for finding work in this field, including staffing agencies, online job directories, and personal contacts.

How Long Does It Take to Become a Traffic Controller?

Traffic controllers do not need to attend college, allowing them to quickly start working after finishing school. Over half of all workers in this field entered the workforce after completing high school. Fewer than 20% of traffic controllers earned a bachelor’s degree, advanced diploma, or postgraduate certificate.

Becoming a traffic controller requires the completion of several training courses. If you do not already have a white card, you must first complete white card training, which typically takes a single day.

If you work in construction, you should already have your white card. However, you still need to meet the requirements for the traffic controller position, which includes attending training at accredited training organisations.

RIIWHS302E covers how to implement traffic control plans and involves 1.5 days of on-site training and assessment. Depending on your schedule, you may gain the necessary qualifications within a few weeks.

Keep in mind that traffic control jobs are often filled by construction workers with work experience. Those who are just entering the construction industry may need to gain additional experience before applying for a traffic controller position.

Along with construction, traffic controllers are needed in the transport, infrastructure, and capital works sectors. Some entry-level positions in these sectors may not require experience.

Do You Need to Retake Training After Moving?

You should not need to retake training after moving if you continue to meet the requirements for maintaining your traffic controller license. After completing the traffic management courses, you receive a license that remains valid for three years.

The qualifications that you receive are not restricted to your home state or territory. All regions in Australia should recognise your accreditation and license.

For example, if you complete your training in Canberra and move to Brisbane, you do not need to take traffic control training in Brisbane.

To keep the license current, you need to complete renewal courses, refreshing your skills and knowledge. The renewal courses ensure that you still know how to use a stop/slow bat and implement traffic control plans.

What Is the Job Outlook Like for Traffic Controllers?

According to the latest statistics, the demand for traffic controllers has grown in recent years. The number of people working as traffic controllers increased by 2,300 between 2011 and 2016. Demand is expected to grow, especially in public administration and safety.

Over half of all traffic controllers work in public administration and safety. A little over 20% work in construction while less than 10% work in transport or warehousing.

The average base salary for a road traffic controller in Australia is about $29.50 per hour. However, pay varies from one region to the next. Perth is the highest-paying city for this career, with an average pay of $34.06 per hour. Sydney came second, with an average pay of $32.08 per hour.

Choosing this career may lead to part-time or full-time job opportunities. About 48% of traffic controllers work 45 hours or more per week.

Summary

The bottom line is that you need to complete the necessary road traffic controller course before seeking work in this field. In most cases, you need to obtain a ticket through the completion of RIIWHS205D. Some organisations also require workers to complete the traffic management course.

As traffic control technicians often work near or on construction sites, you may also need to obtain a white card.

Obtaining the necessary accreditation can open new career opportunities or higher pay, depending on the industry. The need for experienced specialists is expected to rise over the next decade. To begin working in this role, enrol in the required training program and complete your assessment.

What Are the Duties of Employees Under the OHS Act 2004 (Vic)?

In Victoria, employees have specific duties under the Occupational Health and Safety Act 2004 (Vic); the ‘OHS Act’. The legislation outlines the legal requirements, safety practices and compliance standards for maintaining a safer work environment. Overall, the legislation provides the basis for any organisation that operates within Victoria.

If you want to do your part to reduce injuries and accidents, you should understand employer and employee responsibilities in the workplace.

Why Should Employees Know Their Rights and Responsibilities?

The OHS Act provides regulations and codes of practice to help increase the safety of staff in all industries. Employees and employers have their own sets of rights and responsibilities under this act.

Employees should understand their OHS responsibilities to help contribute to a safer working environment. When staff follow regulations and standards, they are less likely to injure themselves or others.

Whilst Victoria voted against implementing the harmonised Work Health and Safety Act 2011 (Cth), the OHS Act outlines the rights and obligations that employees have under the Act. Understanding the rights of an employee helps you verify that your employer is following legislated safety requirements. In Australia, employers must meet and maintain a high standard of health and safety.

Under Part 3, Division 2 of the OHS Act, employers have a duty of care to protect their employees from physical and workplace hazards. Even a small business or sole proprietor needs to follow these requirements:

• Reducing exposure to hazards (s 35(1)(a));
• Providing staff with information about hazards (s 35(1)(d)(iv));
• Providing staff with training (s 35(1)(d)(iv));
• Providing personal protective equipment and clothing (OHS Regulations 2007 (VIC) r 163(4)); and
• Communicating with HSR’s (s 69(1)(a)).

The OHS Act also provides you with specific rights, including the right to a safe and healthy workplace. This includes the right to protection from workplace bullying.

You have the right to representation by a health and safety representative (HSR) and the establishment of a health and safety committee. You also have the right to be notified about investigations into any workplace hazard.

If you detect a hazard or dangerous situation, you also have the right to refuse to continue work. Any health and safety issues should also be reported to the HSR.

What are the OHS Responsibilities of Employees?

The primary employee responsibilities in the workplace include working safely and not jeopardising the health and safety of others. Workers need to follow OHS requirements to help maintain a safer environment.

So what are the duties of employees under the legislation? According to section 25 of the OHS Act 2004, employee responsibilities include:

• Take reasonable steps to protect their own safety and health (s 25(1)(a));
• Take reasonable steps to prevent their actions from affecting the safety of others (s 25(1)(b));
• Cooperate with steps taken by the employer for OHS compliance (s 25(1)(c)); and
• Not recklessly endanger the safety of themselves or others (s 25(2)).

Basically, you must take reasonable care for the safety of yourself and others whilst also following any steps that your employer takes to comply with OHS requirements.

Section 32 of the OHS Act also specifies the penalties for recklessly endangering others in the workplace. The law outlines a new offence that applies to workers, employers, suppliers, and even the public.

A person who recklessly engages in conduct that puts others in danger of serious illness or injury is guilty of the offence. Under section 32, the potential penalty includes a fine and up to five years imprisonment.

How Can Employees Contribute to Workplace Safety?

Employees contribute to workplace safety in multiple ways. Workers help keep the workplace safe by following safety standards, completing OHS training and reporting any hazardous conditions.

The general steps for meeting the WHS responsibilities of employees include:

• Working safely;
• Following instructions;
• Asking questions;
  Using personal protective equipment; and
• Reporting injuries and unsafe situations.

Your primary OHS duty of care is to work safely. When workers detect unsafe conditions, they should report the issue to their supervisors or health and safety representatives.

Dependant on the industry, employees may need to complete OHS training courses to comply with health and safety laws. These courses offer the necessary knowledge and skills for identifying hazards and reducing risks. Through training, you learn the worker’s responsibilities for health and safety in your industry.

In some cases, the training is mandatory. For example, before working in the construction industry, you need to complete white card training. It covers the most common hazards on a construction site and general safety tips.

Additional courses are available for addressing specific hazards such as:

• Asbestos;
• Confined spaces;
• Fatigue;
• Managing traffic.
• Manual handling; and
• Working at heights.

Employers are responsible for ensuring that staff complete the necessary training. It is then your responsibility to follow the codes of practice and standards discussed during training to ensure a safe workplace is upheld and maintained.

Understanding Your Duties and Rights Keeps You Safe

In the end, the main reason why health and safety Acts and Regulations exist is to keep you safe. You and your employer have duties and rights that help ensure compliance with the best practices and standards for your industry.

Employers are responsible for providing you with a safe and healthy environment to complete your tasks. You are responsible for following the steps needed to identify and assess hazards and dangers. With these steps, everyone becomes safer.

What’s the difference between the terms hazardous and dangerous?

Employers have a responsibility to help minimise any exposure to the risk of injury or illness to its personnel. This includes both the identification and risk assessment of hazards and dangers.

When reviewing workplace safety requirements, you often hear the words ‘hazard’ and ‘danger’ but what is the difference?

A hazards and a danger are not the same t. Employees may need to follow different steps that are dependant on the type of threat; making it important to understand the vital differences between these two terms.

Here is what you should know about the terms hazardous and dangerous.

What Are the Main Differences Between Hazards and Dangers?

A hazard is something that poses an immediate or long-term health effects on the environment or people, such as fumes or vapours. Harmful substances can be either a solid, a liquid, or a gas. There are also physical threats such as electrical hazards or issues that may result in slips, trips and falls.

A danger is something that poses an immediate physical or chemical effect, such as an explosion or a fire. Dangerous goods possess specific properties that pose this danger. Flammable, explosive, corrosive, toxic or oxidising substances/materials are classified as dangerous goods.

Both WHS and OHS legislation mitigate these threats through separate pieces of legislation. However, some hazardous substances are also classified as dangerous goods. In those situations, both sets of laws apply to the substance or good.

Harmful substances are covered by specific WHS/OHS regulations whilst dangerous goods are covered by OHS regulations and the Dangerous Goods Act 1985 (Vic).

Besides harmful substances, there are also physical threats that employees may encounter in different environments and settings. This includes potential risks to office workers. Common physical hazards include:

• Paper cuts;
• Falls and trips; and
• Office fires.

A tripping hazard is a common threat in an office environment. Extension cords that are not secured, boxes that are stacked too high and defective, adjustable chairs may cause workplace injuries.

Improper handling, incorrect use of paper cutters and other office hazards may result in work-related health and safety issues. When a worker’s injured on the job, the employer is responsible for the workers’ compensation, medical assessment and treatment and the return to work plan.

What Are the Types of Hazards?

You may encounter risks from chemicals or physical hazards. Chemicals that may cause adverse health effects include:

• Toxic chemicals;
• Carcinogens; and
• Chemicals that cause skin damage.

Cleaning supplies and chemical solutions are defined as hazardous substances. However, there are also substances that receive exemptions under the OHS regulations under Schedule 5 of the Dangerous Goods (Storage and Handling) Regulations 2012 (Vic).

Additionally, hazards in specific categories receive exemptions. The exemption depends on the category of the substance:

• Category 2 aspiration hazard;
• Category 2 flammable gas;
• Category 2B eye irritation;
• Category 3 skin irritation; and
• Category 5 acute toxicity.

The Regulations do not apply to food, asbestos or the transport of harmful substances. Manufacturers, suppliers and employers need to determine whether a substance is a threat. If it is a threat, Safety Data Sheets (‘SDS’s’) are needed.

You may also find yourself dealing with a physical hazard in the workplace. This includes working from heights, electrical hazards and commonly found office hazards.

What Are the Types of Dangers?

Dangerous goods and substances can cause explosions, fires and large-scale damage. Instead of creating a direct threat through exposure or inhalation, these materials can create an immediate threat to the environment and people in the area.

Examples of dangerous goods include:

• Asbestos;
• Corrosive substances;
• Explosives;
• Flammable liquids; and
• Non-flammable, non-toxic gases.

The Dangerous Goods (Storage and Handling) Regulations 2012 (Vic) outline the legal duties for manufacturers, suppliers and employers. The code of practice for handling and storage provides steps for ensuring compliance with the Regulations.

Manufacturers and suppliers need to provide data sheets and clearly label containers. Employers need to proactively identify these substances in the workplace and ensure that they remain properly labelled and stored.

What’s the Difference Between Hazardous and Dangerous Substances?

A substance is a chemical or chemical product. The main difference between a hazardous and dangerous substance is the type of health and safety risk that the substance possesses:

• Hazard: risk through exposure or contact.
• Danger: risk through a physical or chemical effect.

A harmful substance creates a risk through exposure. For example, you may inhale harmful airborne particles when working in a confined space. Dust particles are considered harmful. Other common threats include office hazards such as falling from a chair or tripping over a cord.

A dangerous substance or good is something that creates a risk through a physical or chemical effect. For example, a substance that combusts when exposed to another substance is a potential danger.

How Are Hazardous and Dangerous Items Labelled?

WHS regulations introduced the Globally Harmonised System of Classification and Labelling of Chemicals (GHS). It outlines the labelling requirements for each GHS class and category. If you work in an environment that includes exposure to harmful materials, you may see the GHS posters with symbols and pictograms.

Before supplying the material to a workplace, manufacturers and suppliers need to provide proper labelling. Each container needs to include:

• The product identifier;
• The contact information of the manufacturer;
• The corresponding pictogram and statement; and
• Compliant labelling of each ingredient.

After receiving a good or substance, businesses need to keep a current SDS. Workers also need to be able to freely access to the SDS. Additional duties of care for employers include:

• Ensuring that the container remains labelled;
• Replacing defaced or altered labels;
• Identifying harmful or dangerous materials;
• Eliminating the risk of exposure to the material; and
• Reducing the risks associated with the material.

The labels need to remain in place until the container is cleaned or neutralised. If the container still poses a risk to health, it needs to contain a label.

What Risk Management Steps Should Employees and Employers Take?

White card training offers an overview of the proper methods for identifying and assessing risks. It is a good first step for those who plan to work in the construction industry. However, there are also OHS standards that employers need to follow when dealing with hazards and dangers:

• Identify foreseeable threats;
• Try to eliminate the risk;
• Minimise exposure to the risk using control measures;
• Maintain the implemented control measures; and
• Review and revise control measures.

The responsibilities also include managing the risks associated with the handling, usage and storage of harmful chemicals. Besides correct labelling, employers need to follow these responsibilities:

• Maintain a register of chemicals;
• Identify any risks associated with the chemicals;
• Ensure that employees do not exceed exposure standards;
• Provide health monitoring to workers;
• Provide relevant training and instruction to workers;
• Provide necessary protective equipment and clothing; and
• Maintain safety data sheets on all chemicals.

Employees also take an active role in these risk management steps. Through proper instruction, within an approved registered training organisation, workers learn how to identify risks and implement control measures.

The first step is always identifying the risk and determine if it can be eliminated or avoided. If workers cannot eliminate the threat, they should find ways to minimise the exposure. This may involve the use of protective equipment or clothing.

Employers need to ensure that employees have the resources available to implement any control measures. When workers feel that their safety needs are not met, they have the right to refuse to continue their employed duties and stop works.

Providing workers with the necessary resources may also require training. For example, before removing asbestos, workers need to complete asbestos removal training courses.

Businesses and employees have duties of care under WHS/OSH Regulations. This includes identifying and assessing the risks associated with hazardous or dangerous products or materials.

If you work in an environment that includes potentially harmful chemicals or products, ensure that you and your employer are compliant with the latest health and safety laws. Remember that compliance may include the need for OHS training courses.

For more information on the risks in your work environment, check with your health and safety representative or supervisor.

What Is the White Card and Do I Need it?

If you want to work on a construction site, you need to know how to get a white card. It is a requirement for all labourers and tradespeople entering hazardous work sites anywhere in Australia.

What Is a White Card?

A white card is issued to individuals who complete general construction induction training. It serves as proof that workers have a basic understanding of health and safety precautions on a work site.

It replaces some of the individual Australian state induction certificates such as the blue card. The nationally recognised card is accepted in most states and territories.

Who Needs a White Card?

Anyone that wants to work in the construction industry needs a white card. The requirement even applies to those visiting the country with a working holiday visa.

Besides construction labourers, anyone who sets foot on a work site needs construction induction cards, including:

• Supervisors
• Site managers
• Tradespeople
• Surveyors
• Workers who regularly enter construction sites

Most states and territories recognise induction certificates issued in other regions. After the national OHS laws were updated in 2012, the following areas accept certificates issued throughout Australia:

• Australian Capital Territory
• New South Wales
• Queensland
• Victoria
• South Australia
• Western Australia
• Northern Territory
• Tasmania

Basically, without the induction certificate, you cannot enter a construction site.

What Is the Importance of a White Card?

White cards were designed to help maintain safety in the workplace. According to SafeWork Australia, the construction industry suffers from the third-most worker fatalities each year after the transport and agriculture industries. Close to one out of five work-related fatalities occurs on construction sites.

With the proper training, individuals receive up-to-date health and safety advice and methods for dealing with work site hazards.

The induction course provides a foundation of knowledge and skills for preventing workplace injuries and fatalities. Workers learn more about the most common risks and how to avoid them or reduce the risk. Besides helping to protect workers, training is mandatory.

How Do You Get a White Card in Australia?

To obtain a white card, you need to complete construction induction training. The Nationally Recognised course is called CPCCWHS1001 Prepare to work safely in the construction industry.

Workers should only attend a course offered through a registered training organisation RTO. The cost varies between nationally recognised RTOs and is the responsibility of the attendee. Your employer may not cover the cost.

In most areas, training must be completed face to face. In fact, online training is now not recognised by the State regulatory bodies. Face-to-face training offers many advantages compared to online training, including the ability to demonstrate practical skills.

After you successfully complete the course, and are deemed competent, you receive a statement of attainment. The statement is proof that you’ve completed the unit of competency and are ready to start work on a construction site.

The white card arrives in the mail and replaces the need to carry the statement. The statement is valid for 60 days but certificates typically arrive within 30 days or less.

All cards issued after July 2011 now have a photographic ID. Older cards remain valid as they do not have an expiry date. However, if you do not work in the construction industry for a period of two years or more, you need to retake the course.

Anyone who plans to work in the construction industry or needs to enter a work site must complete this training. There are no prerequisites. You simply need to be at least 14 years of age and possess basic English language skills.

The program and all materials, videos, and tests are presented in English.

After you get your card, you must keep it with you. If the card gets lost, it may be replaced through the RTO where you completed the training.

When replacing a lost card, you need to provide the exact details. If you move or change your name, you should also complete the necessary application form to update your details.

What Does Construction Induction Training Involve?

The white card course is also called construction induction training. It includes a comprehensive look at common hazards that you may encounter on a construction site, such as:

• Falls
• Impact (struck-by and caught-in)
• Electrical hazards
• Exposure to hazardous materials

Struck-by accidents involve getting hit by an object such as a piece of equipment or machinery. A caught-in accident occurs when a worker gets caught between two objects or in a confined space.

Workers learn to identify these hazards before completing a task. A risk assessment model allows you to evaluate the hazard and find ways to reduce or eliminate the risk.

Training courses also cover the recommended procedure for reporting safety issues and responding to health and safety incidents.

The course lasts for a full day. It combines presentations and practical training to ensure that participants grasp the safety information. At the end of the program, attendees complete an assessment.

Before attending the program, you can receive pre-course materials. These materials provide an overview of the information covered. Reviewing this information beforehand helps you retain more of the details during training.

The bottom line is that general construction induction training is mandatory for anyone who wants to work on a construction site. Even if you are just visiting and plan to work temporarily, you need to complete the required program.

If you continue to work in the industry, you only need to take the course one time. Find an approved RTO and sign up for your training today.

Why do you need health and safety procedures in the workplace?

Workplace health and safety is the responsibility of every business and any individual with controlling power over a work area. Safe a work starts with effective, known and understood safety procedures across all levels of staff. Procedures provide workers, supervisors and officers with steps that they must follow in specific environments or situations, or when utilising pieces of equipment for work tasks.

What Are Safety Procedures in the Workplace?

Health and safety procedures in the workplace are a core of any HSE management system. The procedures provide systematic steps for complying and performing tasks in compliance with company policies, HSE management system and the Work Health and Safety Act (WHS Act). You can consider these procedures a set of actionable steps for managing risks and creating a safer work environment.

WHS procedures outline the requirements for complying with both external and internal compliance requirements. Company policies are often publishedand distributed to workers; ensuring that everyone understands his or her role in following the accepted work procedures. Some of the areas covered may include high-risk activities, such as:

• Work at heights procedures;
• Hazardous chemicals procedures; and
• Infectious diseases procedures.

These procedures often incorporate WHS policies and procedures. For example, the steps outlined in working at heights training course provide the basis for assessing and managing risks when working at heights. Organisations then implement these standards in their own set of policies.

Why Do You Need Safety Policies and Procedures?

The primary goal of safety policies is to protect workers from foreseen or unforeseen risks. Every organisation has at least some form of a policy in place for assessing the safety of a work site and dealing with potential hazards. Along with these policies, there are governmental regulations that also need to be followed.

For many years, businesses followed the Occupational Health and Safety (OHS) laws in their States or Territories. Due to variations between these laws, the government has developed a ‘harmonised’ process within the Work Health and Safety Act. The Act provides greater consistency in establishing workplace safety procedures for the identification and mitigation of risks.

The WHS Act also creates specific requirements for all types of businesses. Every person conducting a business or undertaking has a responsibility to identify hazards and mitigate or eliminate risks. Safety policies and workplace procedures assist workers and organisations fulfil their legislative responsibilities under the Act.

How Do You Keep Your Workplace Safe?

A detailed health and safety management system provides the most effective method of complying with health and safety regulations and keeping workers safe. The Work Health and Safety laws provide a framework for effective policy and procedure decisions within an organisation. However, organisations also need to implement their own HSE management systems for monitoring and improving their internal procedures.

Policies and procedures are just one part of keeping workers safe. A ‘standard’ safety management process includes:

• Effective safety plans;
• Policies and procedures;
• Training and information; and
• Monitoring, supervision, and reporting of hazards and risks.

A typical set of procedures may include health and safety practices for assessing the conditions of a work site before work begins. For example, workers may follow specific steps for hazard identification and then implement the best method for reducing risks based on the hierarchy of control. These procedures may also include conditions and processes for the reporting of hazards and workplace issues.

Besides minimising hazards, organisations should aim to improve the overall level of risk within their work areas. This is completed through detailed work area monitoring and supervision. Workers at every level should be involved in this process.

Workers that directly deal with the hazards are often best equipped to analyse the situation and find ways to either either remove or reduce the risk. Health and safety representatives can also assist in addressing the needs of the workers, ensuring that they receive the resources required to manage risks. However, it is up to senior management to implement procedures to ensure that every worker follows the same protocols.

Providing Information and Training to Workers

An integral component of a detailed safety management process is providing workers with necessary training to identify the risk in the first place. Some procedures can be followed without specialised training. However, there are many situations that require strict adherence to recommended WHS codes of practice.

To comply with the regulatory and legislative requirements of the Work Health and Safety Act, WHS training courses are often required. These courses cover the standards and recommended practices for dealing with specific conditions, including high-risk areas or areas deemed as ‘hazardous’. Whilst training is often needed, organisations also need to provide relevant information to workers to allow for risks to proactively identified.

The company procedures should be printed in a set of policies, guiding workers in proper behaviour in the workplace. Promoting safe work conditions should be the primary focus of these procedures. Every business should strive to eliminate or mitigate workplace hazards and comply with the regulatory framework of the WHS laws.

Keeping a workplace safe starts with initial assessment and identification of hazards. Employees need to understand the health or safety risks in their work environment. After assessing the risks, they can take steps to eliminate or reduce the risk.

What are Workplace Health and Safety Management Systems (WHSMS)?

A workplace health and safety management system (WHSMS) is a recommended method for establishing company-wide systems and process for following WHS legislation and offering further protection to the health and safety of a workforce.

What is the Aim of a Work Health and Safety Management System?

The aim of a safety management system is to help identify hazards and manage risks to reduce the likelihood of occurrence of workplace injuries. It provides clear guidelines for following safety protocols. The WHSMS also includes processes for maintaining worker health and safety standards.

A WHSMS covers all aspects of worker safety within an organisation. It provides a framework for identifying which areas are in need of improvement and ensuring procedures are implemented for the reporting hazards.

What is the Structure of a WHS Safety Management System?

It is up to each organisation to develop its own system. There are several sources that outline a basic WHS management system structure, including AS/NZS 4801:2001 and AS/NZS 4804:2001. Since 2018, ISO 45001 has now replaced both 4801 and 4804.The standards recommend an organisational structure dedicated to the following:

• Minimising and avoiding workplace injuries;
• Providing for continual evaluation and improvement; and
• Ensuring compliance.

The first section directly addresses existing policies and procedures for identifying and managing risks. Organisations must then implement methods for evaluating and improving these practices across their operations. At the same time, the system must comply with OSH/WHS laws in your state or territory.

Effective systems need to also define how the organisation is prepared to manage risk. The system should actively identify known risks and select suitable risk management controls. The steps require communication across all levels of the organisation. Risk management policies should provide written guidelines for defining WHS goals and target outcomes. These systems also need to establish the health and safety responsibilities of everyone involved in managing risks and hazards. This should define who is responsible for what area of risk and who reports to who in the event that risk mitigation is required.

All parties must understand their roles and safety responsibilities in connection with WHS Act. There are online WHS act awareness training courses to help explain these obligations. The courses are self-paced and available for workers, managers and officers.

WHS systems also require continual monitor, review and evaluation. Organisations must define metrics for measuring the effectiveness of their policies and implementation. These steps are necessary for the continual improvement of WHS management policies and risk management processes.

What are the Key Elements of a WHS Management System?

The framework structure of an occupational health and safety management system can be further divided into key components for maintaining an efficient WHSMS. Each system needs methods for implementing the details outlined in the structure. These essential elements include:

• Safety plans;
• Policies and procedures;
• Training;
• Monitoring;
• Supervision; and
• Reporting.

Organisations utilise safety plans to outline specific health and safety procedures for different environments and work areas. These documented health and safety rules within a safety plan can ensure that all workers are able to understand their obligations. The rules and plans assist in holding everyone accountable.

Health and safety management policies and procedures establish an overarching framework for following safety plans. Each organisation must devise their own system. The policies may include details related to recordkeeping, hazard inspections and incident reporting.

WHSMS training is a broad category. Besides WHS training courses for workers, organisations need to train everyone who conducts work tasks on a work site. Every worker, contractor, volunteer, visitor and officer needs to understand their obligations and duties to the company, the work site and to each other under the WHS Act.

Officers and supervisors must also monitor and supervise the safety performance of their workforce. Monitoring often includes risk and task assessments that are completed before work begins. Supervision ensures that workers are following their safety requirements.

The final element is reporting. Safety reporting occurs at every level of an organisation. Workers and managers need to report and rectify unsafe hazards and conditions whilst board members also have an obligation to remain aware of safety issues being experienced by the workforce.

What Is a WHS Management Plan?

A WHS management plan is an important part of the work health and safety system. The plan is drafted prior to work commencing and provides a detailed outline for following safety protocols. It typically includes the names and positions of all responsible parties.

The safety plan also includes arrangements related to the following:

• Assessing the hazards of the work site;
• Taking reasonable steps to minimise risks;
• Managing any safety issues that occur;
• Following company WHSMS rules; and
• Monitoring and reviewing the safety of the work site.

This is just an overview of the typical WHSMS. Developing an effective system requires organisations to evaluate their existing safety practices whilst finding ways to improve workplace safety.

Best practice tips for creating a safety culture in the workplace

Creating a safer work environment requires two key components. Organisations need to implement effective health and safety policies. However, for workers to follow these policies, it is also important to promote a positive health and safety culture.

What is a Safety Culture?

Workplace culture is the values, attitudes and beliefs of everyone within the organisation. Safety culture is a form of workplace culture that places emphasis and importance on the health and safety of workers. It encourages employees to prioritise safety over production goals.

Within an organisation, the culture will dictate that the overall health and safety of a workplace is the primary goal, instead of meeting a tight production schedule or sales quota. This culture is not directly attached to the safety and health policies of the company. Rather, it is the workers’ attitudes toward those policies.

What Does a Safety Culture in the Workplace Mean?

The internal culture of an organisation directly impacts a worker’s personal attitudes towards work health and safety. Safety procedures are only effective when workers follow them. Promoting a safety culture in the workplace means encouraging workers to adhere to safety protocols and procedures.

Without positive safety attitudes, employees may overlook potential risks and hazards. If you want workers to follow specific safety steps, every level of the organisation needs to promote greater safety awareness. It requires an organisation-wide effort to make safety a priority; from the board of directors down to the frontline workforce.

Why is a Positive Safety Culture Important?

Government legislation, such as the Work Health and Safety (WHS) Act, has helped promote and achieve better safety outcomes in the workplace. The number of workers’ compensation claims have continued to decrease since the WHS laws were passed. However, there is always room for improvement.

Many businesses have adopted safety procedures based on varying WHS codes of practice. Unfortunately, workers do not automatically follow company policy. Without a positive safety culture that places a high value on worker safety, there is an increased risk of hazards and accidents to an individual or workforce.

How Can You Create a Positive Health and Safety Culture?

Safety culture starts at the top. Workers will not prioritise safety if their supervisors do not lead by example. Supervisors are less likely to encourage safe work practices if they perceive senior management does not commit to safety.

Creating a safety culture in the workplace requires all levels of an organisation to be actively involved. There are several best practices for encouraging workers, supervisors and officers to care more about health and safety. The following steps can help encourage change:

• Make safety the top concern;
• Provide necessary training;
• Elect health and safety representatives;
• Establish a work health and safety committee; and
• Implement a safety management system.

To promote better health and safety culture in the workplace, management needs to stress the importance of safety to supervisors and individuals that are in control of a workplace. Safety needs to become the main concern. Workers should never need to sacrifice safety to increase productivity.

Training is also often a necessary part of creating a safety culture and changing employee attitudes toward safety. Ensuring that workers know how to identify hazards directly affects their ability to follow safety procedures. Besides the general workforce, supervisors and officers should also complete the necessary training.

With the right WHS training courses, workers can remain aware of best safety practices for dealing with different foreseen and unforeseen dangers, such as working in confined spaces. In-person and online training courses are available. In fact, some courses are needed for compliance of a company and its workers under the WHS laws.

Health and safety representatives (HSR’s) provide an additional resource for encouraging better attitudes toward safety. These representatives are elected by workers to look out for their health and safety within a workfront. They can also help reinforce the information covered during safety training.

While HSR’s look out for groups of workers, a work health and safety committee (HSC) looks out for the welfare of the entire organisation. These committees include HSRs, supervisors and senior management. The HSC provides a forum for discussing safety issues, including the issue of workplace culture.

The final component for promoting a safer work environment is implementing a Work Health and Safety Management System (WHSMS). An WHSMS is a combination of efforts and practices related to worker health and safety and outlines the policies,required level of training, monitoring, supervision and reporting to further build on a positive safety culture.

The safety culture and overall standard of safety in the workplace should be a concern for every business. The safety of workers can directly impact the bottom line of an organisation. With these elements in place, it becomes easier to encourage everyone to make safety the primary mission.

What is the WHS hierarchy of control?

Worker safety should be a major focus for any organisation. Duty holders have the responsibility to manage the risk for work health and safety matters across work sites. As part of the risk management process, it’s important to understand the role of the WHS hierarchy of control.

The hierarchy of control is outlined in both ISO 31000:2009 ‘Risk Management Systems’ and its predecessor AS/NZS 4360:2004 measures is an outline from the most and least effective control measures for eliminating or reducing potential risks. It’s part of the step-by-step approach recommended for proactive risk management. If an organisation wishes to effectively reduce hazards, the hierarchy acts as a strong foundation for assessing and controlling risks.

What Does the Hierarchy of Risk Control Mean?

Used by a wide variety of safety professionals and organisations, the hierarchy of control is a systematic process designed to minimise or eliminate exposure to potential hazards. The hierarchy ranks hazard control measures. The goal is to start with the most effective measure and work your way through each level.

The system has been adopted by the Model Code of Practice on how to manage work health and safety risks, with approved codes of practice outlined under section 274 of the WHS Act. It is used by managers, directors, PCBUs, and individuals responsible for identifying and managing hazards. The WHS Act Code of Practice for managing risks outlines four steps for risk management. These guidelines help control exposures to various health and safety risks that workers may encounter during their employed duties. The four steps are completed in the following order:

• Identify hazards;
• Assess risks;
• Control risks; and
• Review control measures.

The hierarchy is applied during the third step in evaluating the risks of the work site. First, you must identify the hazards. Common hazards and risks may involve manual tasks, dropped/falling objects or issues with machinery or equipment.

A risk assessment of the identified hazards is required to be completed. The assessment requires the responsible individuals to examine the risk factors associated with the task. Assessing the risks then makes it easier to implement the most effective risk control solutions, which is where the hierarchy of control is applied.

How Many Levels Does the Hierarchy Contain?

The hierarchy of control consists of three levels ranging from the most effective control measure to the least effective. At the top of the hierarchy is the elimination of the risk posed. Eliminating the risk completely is considered the best way to eliminate risk,however this is not always an option.

The three levels of risk control allow PCBUs and responsible staff to select methods for reducing and managing risks. After selecting these control measures, they must be reviewed and potentially revised to ensure that they work as planned.

What Are the Steps in the Hierarchy of Control?

The recommended code of practice outlines six steps for selecting the hierarchy of control. When assessing potential solutions to reduce the potential of accidents, start with the first step and work your way through each option. Here is a closer look at the steps:

• Elimination; then
• Substitution; then
• Isolation; then
• Engineering; then
• Administrative; then the final step of
• Personal protective equipment.

The first four steps include effective control techniques that may eliminate or control hazards. If elimination is not possible, you may try substituting the hazard with a different material. Substituting with alternate equipment or removing the hazard through isolation is the recommended option. For example, you may need to ensure that chemicals are stored in a secure store room. The goal is to physically separate the hazard from the workers or the workplace.

The fourth technique involves using engineering control measures to modify machinery or equipment to create a safer work environment. For example, you may need to modify guard rails, hoists, or cranes to reduce exposures.

The final options include administrative control and personal protective equipment PPE. These steps belong to the third level of the hierarchy and are considered the least effective at minimising risk. Administrative procedures may include job rotations that limit the number of hours worked on hazardous tasks or training courses for instructing staff on proper operating procedures. Administrative controls also include distributing communication materials.

The hierarchy of controls is part of the risk management process recommended in the WHS code of practice for managing and work health and safety. These steps, along with additional safety procedures, are covered during WHS training courses. If you want to maintain safe working conditions in compliance with the recommendations under either the AS/NZ or International Standards, ensure that you use actively engage and implement hierarchy of control measures across all activities of an organisation.

What is the difference between OHSAS 18001 and AS/NZS 4801?

Worker health and safety is a priority for any business, which is why many Australian companies choose to enrol their staff in training courses for the AS/NZS 4801 ‘Occupational Health and Safety Management Systems’ standard. The goal of this standard is to guide a company towards certification and to assist in eliminating work-related injuries. It also defines the processes for reporting and evaluating hazards.

As companies become more globalised, there is an increased need to comply with international standards. Outside of Australia and New Zealand, many organisations follow the Occupational Health and Safety Assessment Series (OHSAS) 18001 ‘Occupational Health and Safety Management Systems’ standard. TBoth the AS/NZS 4801 and OHSAS 18001 standards aim to promote safer working conditions. So which certification should you choose? Which certification is right for your workers? The following information addresses the key differences between 4801 and 18001.

What is AS/NZS 4801?

The AS/NZS 4801 certification assists businesses in Australia to comply with the OSH/WHS laws. This standard is considered the benchmark for assessing work health and safety within a risk management system. The AS/NZS 4801 is recommended for a wide variety of industries, including:

• Transport;
• Construction;
• Manufacturing;
• Mining;
• Oil and Gas;
• Civil/Construction;
• Healthcare;
• Aviation;
• Professional Services.

The AS/NZS 4801 standard is not limited to the above industries and is intended for use by all organisations to help encourage an overarching culture of safety. The standard assists in establishing an effective occupational health and safety management system (OHSMS).

It’s recommended for organisations that want to develop additional ‘protection’ outside of 4801, to also implement a quality management system (ISO 19001). The standard provides a framework for the identification and control of risks and further protects both themselves and their employees from accidents and injuries.

Establishing an OHSMS also makes it easier for organisations to comply with the relevant OHS/WHS legislation in Australia. It’s intended for any business that has no current measures in place. When both systems are coupled together, the result is a positive impact on worker safety.

Safe Work Australia estimates that there were 182 worker fatalities in 2016. The deaths equate to a fatality rate of 1.5 deaths per 100,000 workers. This was the lowest rate since detailed reporting began in 2003.

What Is OHSAS 18001?

With OHSAS 18001, workers are instructed on how to recognise potential hazards and prevent injury or ill health. It is a British Standard for OHSMS’s which has also seen it become the preferred certification system in North America. However, i that standard has been replaced in early 2019 by ISO 45001 ‘Occupational Health and Safety Management Systems’.

Similarly to the 4801 certification, the OHSAS 18001 certification was created to help provide a framework for establishing safety management systems. These systems are known to help workers to both identify and control the risks. With the certification, workers learn the elements needed for an effective OHSMS.

What Is the Difference Between AS/NZS 4801 and OHSAS 18001?

The AS/NZS 4801:2001 and OHSAS standards share many features. They are both created to help businesses create or improve the systems needed to analyse and reduce health and safety risks. However, there are also a few key differences.

The OHSAS 18001 occupational health and safety management system offers clearer guidelines for hazard evaluation, incident investigationand corrective actions. These areas are still addressed in the AS/NZS certification. However, the Australian and New Zealand standard focuses more on the processes for reporting and evaluating the risk management process.

The OHSAS 18001 certificate also places greater importance on the legal requirements for maintaining worker safety. These requirements are not directly addressed through the AS/NZS as it’s mostly intended as a framework for setting up best-practice processes and procedures. The other key difference is the scope that is defined in each standard.

The AS/NZS management system certification is used by businesses in Australia and New Zealand and intended to comply with the WHS laws. The certification to OHSAS is based on a British standard. It’s used by organisations across the globe.

What Are the Benefits of AS/NZS 4801 and OHSAS 18001?

There are benefits to both certifications. With both standards, workers learn how to establish an OHSMS, which offers the following advantages:

• • A safer work environment;
  • Greater confidence from stakeholders;
  • Improved worker morale;
  • Reduced costs from accidents; and
  • Less downtime due to accidents.

Establishing an OHSMS following one of these standards also helps organisations determine what WHS training is needed. Workers may need to complete various training courses, including mandatory and optional training, to comply with OSH/WHS laws. The OHSMS further assists by highlighting which areas require training.

In the end, either certification is beneficial to Australian businesses. If you operate internationally and work with organisations in other countries, following the international standard makes sense. For domestic operations, the AS/NZS 4801 is still an effective option.

Keep in mind that the new ISO 45001 has now been released and will phase-out the OHSAS 18001 2007 standard by mid-2021. It includes steps for simplifying the integration of these standards with other management system standards, such as ISO 14001 and ISO 9001. However, the AS/NZS remains an acceptable option for Australian businesses.

Understanding WHS policy: What are the rights and responsibilities of employers

The WHS Act created legislation and regulations to help increase Workplace Health and Safety in Australia. With these guidelines, employers have certain rights and responsibilities, which can be confusing for businesses to keep track of.

Failure to comply with Work Health and Safety legislation can result in civil and criminal penalties not to mention increases the risk of workplace hazards. To avoid these issues, let’s explore the WHS rights and responsibilities of employers and employees in more detail.

What Are the Responsibilities of the Employer?

Among the most important responsibilities is the primary duty of care. Employers must observe all legal requirements for giving employees safe and healthy work. It is also a requirement to investigate work hazard reports and take corrective actions.

Who is responsible for the primary duty of care? The WHS responsibilities apply to all employers and businesses, which includes any person conducting a business or undertaking (PCBU).

All businesses and PCBUs have legal obligations. Besides the primary duty of care, businesses must take appropriate steps to manage risks and hazards. They also need to review their health and safety programs.

The WHS responsibilities of employers include a wide range of requirements to help ensure a safe work site. Some of the core responsibilities include:

• Providing necessary health and safety instruction, supervision & training
• Ensuring all staff understands their roles and responsibilities
• Providing necessary protective gear and equipment
• Consulting with staff regarding decisions that impact workplace safety
• Maintaining a register of all workplace injuries
• Offering return to work programs for injured workers

Employers also need to use warning signs, labels, or colour codes to warn employees of possible hazards. When an accident occurs, the employer must report hospitalizations and maintain records of the injuries.

These are not just guidelines, the Government requires businesses to offer a safe environment. For example, the WHS Act recommends that employers avoid allowing employees to work from heights unless risks are mitigated. If working from heights is required, specific risk assessment and mitigation steps need to be completed.

What Are the Rights of the Employer?

Employers have a responsibility to provide safe working conditions. However, employers also have rights.

In Australia, employers have the right to hire and dismiss workers providing they are following proper procedures. Employers also have the right to expect reasonable work performance from their staff.

The WHS Act covers more employee rights compared to employer rights. Understanding the rights of your employees also helps provide a better understanding of your responsibilities. All employees have the right to:

• A safe work environment
• Access to information related to potential hazards
• Request changes to avoid potential hazards
• Participate in workplace inspections
• Not receive discrimination for exercising work health and safety rights
• Refuse work that puts the employee in danger
• Receive necessary training for working in dangerous conditions

This is just a small list of the rights of employees. Employers have fewer rights and a lot more responsibilities, including developing and implementing effective WHS policies.

What Are WHS Policies and Procedures?

The Work Health and Safety Act includes a variety of requirements, including establishing policies and procedures to comply with the Act.
Each business needs to develop a WHS policy for any type of work that involves potential hazards. For example, you may need to develop a policy for working in confined spaces.

The steps outlined in the policies often include detailed information instruction guidelines for developing risk management processes. These processes may also include safety management systems.

A safe system of work is a procedure or policy that you create to help minimise risks. It often includes a detailed risk assessment, which can help create awareness of the risks and identify who may be at risk.

After completing a risk assessment, employers have a duty to consult with staff to increase awareness. With safe systems of work, it also becomes easier for businesses to comply with their safety policies and procedures.

How can you learn more about effective health and safety management solutions? Employers should enrol the necessary staff in the appropriate training programs, such as a HSR Training Course.

Safe work practices are not designed to make life difficult for businesses. The policies and procedures are intended to provide clear instructions for maintaining a safe working environment.

If you want to comply with the laws, ensure that your staff is up to date with the latest regulations and codes of practice as well as receive regular training.

What are the roles and responsibilities of a health and safety committee?

Establishing a health and safety committee provides a forum for discussing worker health and safety issues across the entire workforce. Committees can implement procedures to decrease workplace hazards. While these committees are not required under the Work Health and Safety (WHS) laws, they are a recommended method for identifying and resolving safety concerns.

What Is the Health and Safety Committee?

The health and safety committee (HSC) is essentially a forum for opening communication between workers and upper management. It allows staff to address concerns related to work health and safety issues. Victoria is governed by OHS rules and it is a requirement under Section 72 of the OHS Act 2004.

The committee is comprised of health and safety representatives (HSRs) and PCBU representatives, such as senior managers who have the necessary positions to important decisions. At least 50% of the individuals on the committee must be workers. These committees also automatically include HSRs unless the HSRs opt not to participate.

Why Are Health and Safety Committees Formed?

The committees are formed to address work health and safety issues that affect employees. This may include addressing hazards in the workplace, implementing new inspection procedures, or reviewing WHS training requirements. The goal is to create a joint committee with workers and management personnel to improve safety and reduce hazards.

HSCs are formed by the duty holder, such as a PCBU, after being asked to do so by a health and safety representative or five or more workers. PCBUs have three months to establish the committee after a request from workers. The PCBU may also choose to establish the committee at any time.

What Is the Health and Safety Committee Role?

The HSR represents the interests of a work group. This may include workers in the same department or who carry out similar work. HSCs are responsible for the health and safety of the entire workforce.

The role of work health and safety committee members is to address and resolve WHS issues. According to Section 72 of the OHS Act, the functions of the HSC include:

• Facilitating cooperation between the employees and the employer
• Allowing members to instigate, develop, and implement health and safety control measures
• Formulating, reviewing, and disseminating safety standards and procedures
• Following any additional functions agreed upon by the committee and the employer

The role of the WHS committee members doesn’t replace the role of the HSR. Representatives continue to represent a workgroup. They can still direct unsafe work to stop and issue a provisional improvement notice (PIN) if they believe that a WHS Act has been breached.

The committee is focused on the entire organisation. Within the committee, a member who is also an HSR has an opportunity to address the issues that he or she has identified. The committee can act as an appropriate forum to ensure that these issues are resolved.

What Are the WHS Committee Responsibilities?

Safety committees have several responsibilities. Their primary purpose is to facilitate cooperation between departments, managers, and workers to identify, address, and resolve health and safety concerns. However, there are additional health and safety committee responsibilities.

The HSCs should meet at least every three months and provide a reasonable amount of time to discuss all health and safety matters. During these meetings, the committee may perform several different functions to carry out their responsibilities. The HSCs may address WHS issues using some of the following methods:

• Provide a forum for committee members to discuss WHS issues
• Develop plans or procedures to resolve the identified issues
• Recommend corrective actions to reduce hazards
• Address any additional health and safety issues
• Evaluate reports submitted by the HSRs

Besides meeting every three months, the HSCs need to provide members with the following:

• Time to attend the meetings and complete their functions as committee members
• Normal pay for the time spent at the meeting and completing HSC functions
• Access to requested information about risks and hazards at the workplace
• Reports related to worker safety to help address WHS concerns

These committees are not a requirement unless workers or HSRs request the formation of an HSC. However, HSCs offer one of the most effective ways to ensure that safety concerns are addressed. Through these committees, businesses can work with their staff to promote safer working conditions.

What is the Code of practice for managing the risk of falls while working at heights?

The Work Health and Safety Act was passed to increase worker safety, including safety when working at heights. To help ensure that employers and employees follow the necessary safety procedures, the Managing the risk of falls at workplaces working at heights Code of Practice was developed. Here is what you should know about this code.

What Are the Risks?

This involves a lot of risks at heights, including falling. Between January 2003 and December 2015, 359 workers in Australia died from injuries sustained from falls at work sites.

To help minimise the risk of fall injuries, the PCBU under legislation, has responsibilities when it comes to working at heights. The legislation is part of the Work Health and Safety Act, which contains a variety of laws related to safety practices at work sites, including the recommended code of practice for working at heights to help reduce the risks of falls.

Besides employees falling from heights, the equipment used may pose a risk for those on the ground or at lower levels. The working at heights Code of Practice QLD and the legislation in other states include requirements to reduce the risk of falling equipment.

What Is the Working at Heights Code of Practice?

A code of practice offers guidelines to help individuals comply with specific regulations or legislation. The code is designed to provide guidance for managing work at heights activities.

The Australian Safety and Compensation Council (ASCC) helped coordinate national efforts to prevent workplace injuries and deaths. The main priorities of the fall from height Code of Practice include:

• Reducing the severity of risks
• Improving the management of occupational health and safety
• Preventing occupational disease
• Eliminating hazards during the design stage
• Increasing the ability of the government to influence worker health and safety

The code includes recommendations for following a risk management framework and developing a fall prevention plan. The fall prevention plan is used to address fall hazards and establish individual responsibilities. These details give businesses tools for managing the risk of falls at workplaces.

Working at heights training courses allow staff to follow these guidelines. Some of the details covered in the training courses include recommendations for fall control measures and help clarify WHS Regulations.

The best way to learn more about these guidelines and requirements is through the completion of working at heights training courses. These courses are available through nationally recognised training providers.

What Are the Regulations?

THE Working at heights regulations include specific requirements for helping to reduce workplace hazards. With these regulations, employers are required to detect hazards and assess the risks of the hazards. After identifying the dangers, they must take the necessary steps to reduce the risks.

The WHS Act also requires employers to find ways to carry out work on the ground as much as reasonably possible. If working on the ground is not an option, then employers, managers, and staff must identify and manage risks.

A safe means of exit is also needed, along with fall prevention devices and fall arrest systems to minimise the dangers of falling. These are just a few of the specifics covered by the regulations.

Legislation can vary between states and territories. With the WHS working at heights Legislation Victoria, there are a variety of codes of practice to follow to meet specific duties and requirements. However, NSW WHS working at heights regulations may vary slightly.

Due to the ability of different states and territories to adopt their regulations on top of the national recommendations, it is important to review the laws in your region. Employers must check with their WHS regulator to determine if a model code of practice has been implemented in their jurisdiction.

How Is Training Delivered?

Working at heights training courses are delivered face to face, for the initial training. The course needs to offer nationally-recognised qualifications and meet state regulations.

Courses last for one full day and cost $247 per person. After enrolling, you may obtain pre-course materials to help prepare for the course.

Refresher courses are available online, after being demand competent via a Statement of Attainment the initial RIIWHS204E Work Safely at Heights Course. These courses are self paced and only intended for those that already completed the face-to-face training.

If your workplace involves working at heights, these courses are a necessity. Enrol today to improve workplace safety as well as ensure best practice with the WHS Regulations.

What are WHS/OHS regulations and codes of practice?

While most people understand that the Work Health and Safety (WHS) Act was created to help minimise risks and prevent workplace injuries, the laws are still confusing.

You may want to know the difference between Legislation and Codes of Practice or whether you need to take WHS training courses. Here is what you should know about these Regulations (Regs):

WHS Regs Help Support Government Acts

The Occupational Health and Safety Act 2004 revised Workplace Safety Regulations and Codes of Practice that were adopted in 1985. The Regs went through a series of updates over the years, including the development of the Workplace Health and Safety Act 2011. The new act has now been implemented by almost every state except Victoria and Western Australia where OHS Acts remain.

What Is the Difference Between Legislation and WHS Regs?

The WHS legislation was introduced in 2011. The WHS laws are managed by Safe Work Australia, which was established in 2009 to help coordinate the national efforts to improve health and safety laws in the country. The WHS act also includes Regulations and Codes of Practice, which were again updated with the WHS Regulation 2017.

The model WHS Regulations 2011 were not legally binding until the legislation was passed. An act is first introduced as legislation. A series of steps then needed to be completed before the Workplace Health and Safety Act, Regs, and Code of Practice were fully implemented.

Before the Safety Act 2011 became enforceable national law, it needed to be implemented by every state and territory in Australia. The Commonwealth also adopted these laws. After these steps were taken, the Act and its Regs became legally binding.

Currently, Victoria and Western Australia have not implemented the WHS model Act. However, all other states are already on board. For example, the occupational health and safety Queensland regs are now the WHS QLD Regulations. The WHS rules now help streamline and clarify the original safety laws.

New South Wales (NSW) also implemented the regulations. Prior to 2015, the health and safety of workers were managed by WorkCover NSW. Employees and employers must comply with the WHS Regulation 2011 NSW requirements, which are regulated by SafeWork NSW. The full list of areas that have implemented the laws include:

• Australian Capital Territory
• New South Wales
• Northern Territory
• South Australia
• Queensland
• Tasmania
• The Commonwealth

The Regs include many details designed to help protect workers. One of these rulings includes the need for employers to establish workers compensation policies. If a WHS regulator NSW finds that an organisation violated one of these regulations, the organisation may face steep fines.

Understanding the Core Parts of the Health and Safety Act

There are three primary components to the details outlined in the WHS laws. These components include the WHS Act, the WHS regulations, and the WHS Code of Practice. The scope of each component varies.

The Safety Act is a description of health and safety laws that are introduced as legislation. It includes details related to the duties and responsibilities of each group in the workplace. It is a generalised declaration that outlines the requirements for workplace safety.

The details of each health and safety regulation are designed to support the Act. These Regulations include detailed requirements. Instead of stating that a worker must have access to safe working conditions, the Regulations help explain who is responsible for the worker’s safety.

Codes of Practice are used to help employees and employers conduct risk management and analyze the safety of the work conditions. The Codes of Practice include practical guides for meeting the standards that are set in the regulations and overall act.

Basically, the Act is legislation that includes the initial set of laws introduced to the parliament. The regulations are details for complying with the laws. The codes of practice are instructions for complying with the regulations.

The latest regs are for everyone’s protection. They are also relatively easy to follow, depending on the industry. In most cases, there are training courses available to help ensure compliance.

Examples include asbestos removal training courses and fatigue management. These courses help ensure that you or your employees comply with the WHS safety regulation 2011 and the codes of practice. Stay up to date with the latest Regulations and training to help reduce workplace accidents.

What Is the Purpose of the OHS Act?

The Australian government developed a series of health and safety laws to help protect employees, employers, and citizens from occupational accidents. The original laws are outlined in the OHS 2004 legislation. However, the laws have undergone many changes over the years, including the introduction of the WHS (work health and safety) legislation and regulations.

Why do you need to follow these laws? Are these laws followed in every state? It may help to understand the purpose and goals of the OHS and WHS acts.

What Are the OH&S 2004 and the WHS 2011 Acts?

If you work, you have likely heard of the OH&S and WHS laws. These workplace health and safety laws were created to directly address occupational hazards. The laws include protections and responsibilities for employees and employers in most industries.

The Occupational Health and Safety (OHS) Act 2004 includes a series of regulations for helping to identify hazards, perform risk assessments, and minimize the potential injury on worksites. Besides protecting workers, the laws also protect all other people who may be affected by the work, including:

• Students
• Trainees
• Contractors
• Subcontractors
• Volunteers
• Bystanders
• Customers

The act includes responsibilities handled by employers and designated employees. In some cases, OHS and WHS training courses are required before employees can work in certain settings, such as working from heights or in enclosed spaces.

The OHS 2004 Laws Were Created to Promote Safety

The government, employers, and employee unions worked together to create the OHS Act, which was created to promote health and safety. The OH&S Act covers most workplaces through a series of health and safety regulations. These regulations were created in 2007 to help support the goals of the initial OHS Safety 2004 law.

Employees who work in offices, schools, hospitals, factories, farms, boats, vehicles, and construction sites are covered through the OHS Act and regulations. However, the petroleum and mining industries, along with Commonwealth government jobs, are covered through separate workplace health and safety laws.

The primary goal of the health and safety act is to help reduce the occurrence of workplace injuries and improve the safety of workers in various industries. After the act was developed, Australia has seen a reduction in occupational accidents. However, there is still room for improvement, especially when discussing on-road accidents involving light vehicles.

Understanding the Work Health and Safety 2011 legislation

In 2011, a new set of laws were developed to provide a more comprehensive approach to workplace safety. Safe Work Australia developed the new laws, which includes the model WHS Act.

With these new laws, the government hopes to create greater clarity surrounding workplace health and safety regulations. The process of developing the new regulations was detailed and included a national review with over 232 recommendations.

Is the OHS Act NSW now know as WHS in NSW? The WHS was not legally binding until the laws are separately implemented by the Commonwealth, states, and territories of Australia (this has been done now in NSW).. Most states and territories have already adopted these new laws (with the exception of Victoria and Western Australia).

The OHS Act QLD have been replaced with the WHS Act. The WHS legislation has also been implemented in New South Wales, the Northern Territory, South Australia, the Australian Capital Territory, Tasmania, and the Commonwealth.

In Victoria and Western Australia, the OHS Act Victoria and OHS Act WA still remain in place. Victoria was one of the first states to adopt a health and safety act after the creation of the Occupational Health and Safety Act 1985.

To help support the duties of the new act, Safe Work Australia also developed the model WHS regulations. These regulations support the act through licensing and other requirements for improved occupational safety.

With the approved code of practice, Safe Work Australia has also created practical guides for maintaining the health and safety standards outlined in the WHS Act and regulations.

Conclusion: Do the OHS and WHS Laws Matter?

The OHS and WHS laws and regulations are designed to prevent accidents and improve worker health and safety. These laws are already having a positive impact on workplace conditions but there is always room for improvement. Complying with these laws is an essential step in promoting better safety.

If you are responsible for workers, ensure that they complete their necessary training requirements. Determine the regulations for your industry. With greater compliance, Australia may continue to experience fewer workplace accidents and injuries.

Ep 17 Beaver Group’s Jason Varone talks about Working at Heights innovation and growing a $300m company

Brendan: Welcome to Episode 17 of the Australian Health and Safety business podcast. I’m Brendan Torazzi, the host of the show. Today, I’m joined with Jason Varone from the Beaver Group. Good morning Jason.

Jason: Good morning, how are you?

Brendan: I’m very well. Thanks very much for coming on the show. Rewind and tell me how Beaver Group got started because you’ve got quite an interesting journey that you’ve had since the late 1970s.

Jason: We certainly have. Our business was established all the way back in 1978 by my father in law Chris Di Losa and his wife Maria. The business evolved from providing spare parts for dredges. The dredge in particular his name was a beaver dredge hence the name The Beaver Group. From 1978 all the way through to probably the late nineties the business evolved into a couple of different streams. We had a business called Beaver which specialized in lifting, rigging and then ultimately working at heights. We had a business called Beaver Engineering that still exists today specializing in offshore mooring. Anything to do with a buoy all the way down to the anchor at the bottom we specialize in not only new systems but obviously refurbishing currently ones as well.

The business has had quite a few different stages in its life. The most interesting one was back in about 2005 we had a business called Beaver which was our lifting, rigging height safety as I mentioned. This business was about a $13 million a year business. We got involved with a couple of other different businesses. We thought about how to grow our business. We ended up doing a deal with private equity which was very interesting. If you think back to 2005 it was a whole different financial landscape. There was quite a bit of capital around for business to evolve. We went out and actually bought 18 businesses within 18 months.

Brendan: Those 18 businesses were they scattered around Australia?

Jason: Totally Australia. The idea was we wanted a business to control the supply chain. We had control of the manufacturing all the way through to the end user.

Brendan: What sort of market share do you think you would have had?

Jason: The business was at $350 million. I would have said that back then it would have been just under 7% or 8% of the market share. It’s quite a big market when you roll in industrial and safety and all the different product groups that sit under there. I think it was a different landscape back then as well. Times were different. People looked at the values of businesses differently but it was interesting. It was quite an invigorating time. We went through obviously the wonderful GSC with more debt than anyone could imagine.

Brendan: You started the roll up in 2005. GSC hit and then you came through and sold in was it 2012?

Jason: 2012 we ended up selling the majority of the business to Bunzl from the UK. They saw an opportunity to get into this market stronger in that safety space. They bought the entire group in 2012. In that period my father in law reinvigorated himself and started a technical Beaver Technology Services which is effectively BTS. Our engineer cloud safety specialist business.

Brendan: After you sold in 2012 I would imagine there would have been some kind of non-compete for X amount of years.

Jason: The good thing was our sale was considered all the way back in 2015. Our non-compete should run out by 2010.

Brendan: You sold your original business into the greater collective I’d say.

Jason: Correct. We were quite free to go out and reinvigorate and reinvent. This time we sort of looked at the market and understood what we thought was missing. That was this whole theory of what do I connect to when I’m working at home. In our previous life it was all about harnesses. I think in our peak we were probably about 20,000 harnesses a year we were manufacturing here in Sydney which was phenomenal. That was when height safety was in its infancy. To give you an idea about the value of goods. We were selling a harness entry level at about $160 to $170 back then whereas today you’ll probably buy that same harness for $40 to $45.

Brendan: The story that I’m hearing here is a story of innovation. How has innovation played into what you guys do today?

Jason: Key part to continue on doing what we do. To try and be, what I supposed what we call cutting edge market leaders you need to be able to innovate and produce products. Anyone today can make a harness effectively. You need to probably look beyond that and see what are the other opportunities that exist in this space. We understand the space. We lived and breathed it for 20 years. When you’ve got that understanding of a market it’s quite easy to be innovators in areas that you see opportunity.

Brendan: Are you still manufacturing in Australia or you had to go offshore in order to compete with I guess the market is a little bit more crowded now.

Jason: There’s not that many players left today manufacturing harnesses in Australia. A lot of them have moved offshore. There’s still a few players left but the products that we manufacture today we assemble here in Girraween. We manufacture components all over the world, bring them all in here and assemble them.

Brendan: It’s kind of designed in Australia. Made parts and components overseas and assembled back in Australia. I guess you could probably say it’s Australian made.

Jason: With the amount of entire labour is the key ingredient. The amount of labour that we invest, you’ll find the actual cost outweighs the cost of the raw materials. It becomes an Australian manufactured product.

Brendan: With your height safety equipment now, do you focus on certain industries? Is there certain sectors that you’ve got a foothold in?

Jason: Our systems start at $20,000 all the way up to a $100,000 for a system. The mining resource sector has adapted to it very strongly and very quickly over the years. They have allowed us to get our products out there. The mining resource has been a big player in this space. Over time what we have been able to do is develop products that become what I would call price sensitive. We have even launched about six months ago a nationwide rental program to try and open up the market. For example take a builder who is doing sky light work on a house. He’s not going to spend $40,000 or $50,000 on a trailer to do a job that is really is going to take him a couple of days in the way he does. What we’ve done is we’re able to give those products to that market by renting them. For as little as $150 a day you can effectively have a system seven meters high in the air that allows two people to connect to and work.

Brendan: How much do you think health and safety legislation has driven your market or is it are there other drivers as well?

Jason: It’s huge. The reality is everyone talks about their concern with I supposed safety in the workplace but when we start looking at the dollars it’s amazing how people change their way of thinking. What enforces that is the legislation because I think if we allowed it to be open to the market I think you would find that there would be a huge gap that would start to be in terms of the quality of products, in terms of different people using products. Then we’ll start to see this workplace again. Kind of the way our country runs and obviously we export as well so we get quite a bit around the world as to how everyone works with safety but I think Australia is right up there at the moment. We take it to probably the highest levels in the world. That also reflects in the terms of the amount of people that actually die at work.

Brendan: Bringing it back to some of the building projects that I’ve done myself. I’ve never ever seen resi builders being up on the roof connected to a harness but it’s vastly different when you’ve got a corporation, mining company. There is reputational damage. There is cultural damage. I guess they have the regulators breathing down their neck as well as they’re not doing the right thing.

Jason: Mining industries in a way could be over regulated the way it goes about it but it’s reflected in their high safety results that they get at the end of every year which they sit down and at the end of the day we want everyone to go to work and come home. That is what we set to be the goal that anyone works with. Having people or having systems where you say we’re only allowed X amount incidents a year. Guess what guys? We shouldn’t be having any incidents. It should be zero incidents. It should be everyone goes to work and comes home safely every day.

Brendan: How has it felt sort of reinventing? You have the big roll ups. Were you involved with that integration of all those different businesses?

Jason: I was there from the beginning until the end literally. I ended up as the CEO of the group. In the end it was seeing it all sort of come to fruition. The reinventing it’s probably tougher than what we would ever imagined. We’ve invested millions to get to where we’ve gotten. It has taken us probably five or six years just to get to this stage where you have a range that you know it’s going to do what it’s going to do. Then we say it’s going to save someone’s life it better do the job otherwise in terms of reputation and future for the business. We only need one accident and that will destroy our business.

Brendan: How many staff have you got there now?

Jason: We’ve got 30 in the group in total in different arrays. We’ve got manufacturing. We’ve got obviously warehousing. We’ve got two design engineers that are pretty good at making sure what the products that we’re actually making do what they’re going to do. We’re NATA accredited test house so we do all of our own internal testing. Nothing goes out without some form of testing. We’ve probably invested in over a million dollars in testing facility to insure that everything does what it’s supposed to do.

Brendan: Do you do anything around like stakeholder engagement, getting the regulators out to just have a look at what you’re doing or getting the government involved in some way?

Jason: We work with lots of different industry groups, bodies, unions. Ours is about educating. We keep saying to people we need to educate people. People say what is the legal height that you can work at without any form of safety gear that I need? Up until I think about year and a half ago, a couple of years ago they used to actually put in the standard, I think it was a couple of meters, 1.3 or 1.8. Don’t hold me to it. Today, it’s falling from one level to another. If you think about it it makes sense. It doesn’t matter what a level could be. You could be 300 to 400 up and fall and hurt yourself.

Brendan: You’re based in New South Wales. Do you have any other offices or sales reps, sales people in regions?

Jason: We try to keep in terms of the majority of our products here. If we are delivering a trailer at the site we would like to further have it all done and tested here, ready, packaged and delivered ready to go. There’s really no head for warehousing or manufacturing around the country. We centralize that. That also keeps your costs down but definitely you need a sales network. We have what we call strategic partners in certain areas that we might not be able to serve.

Brendan: I imagine with your gear it would be a lot of word of mouth as well. They see your product in situ and they go where did you get that? That looks awesome.

Jason: That mining resource is obviously a clear example of that where people tend to move around quite a bit. We’re at that stage where someone says I bought one of those. I used those on the Rio site. Now I’m FMG site and away we go. In terms of media, when we talk about social media we talk about things like LinkedIn where we try to get as much information out there for people to make them aware that these products exist. We work on the same principle. No one is going to do a Google for a height safety trailer because they probably don’t know it exists. We’ve got to capture their attention to show them that we have these solutions.

Brendan: You’ve actually got a trailer that would go out to site. Is that how it works?

Jason: We’ve got three trailers. One trailer goes up to 12 meters in height and can have two men connected. Think about those big diggers that you see out in the middle of a mine. They’re digging away and if they’re going to do some service work it’s quite costly to bring that unit all the way back into the shed.

Brendan: I get it now. You’re completely mobile.

Jason: You might need to get two guys to fix some hydraulic cables up the top. They connect themselves from the bottom. First step that they take up on a ladder or however they’re going to access to the unit all the way up until the top they’re connected.

Then we’ve got fixed units. We’ve got units that sit on 3.6 ton bases and we’ve got one that sits on 2.5 ton that you can move around a workshop or a warehouse or an open air facility outside. We’ve got a couple of those units for example doing some work in the dry docks. They’re setting up the wooden wedges for the boats to sit on. We’ve got a couple of units sitting there as the guys are installing and climbing all over them and hammering them into place. They’re connected.

Brendan: Is that a bit of an innovation being able to do this sort of thing?

Jason: Absolutely. There is no one else to go to. It’s not like someone can say I’ve got six choices. We’re the only people doing it in Australia.

Brendan: You were saying this is the thing that you’re now looking to open up to being to rent by the day.

Jason: A couple of the units are weekly hires. It just depends on what they are. Monthly, if they’re bigger type units. That has opened up a whole new world for us. It probably works in our advantage because it gets people to see the units in action.

Brendan: Yes or they could do the try before you buy or any of those things.

Jason: Correct. What we try to do is take away all the reasons why we and the number reason that we get from customers at all levels is I don’t have the capital to buy that piece of equipment. We can’t afford it. There are all the negatives. They all need it but the cost becomes inhibitive. The rental program cuts that out. You can rent it for as little as $150 a day.

Brendan: I take it that you can do confined space work with them as well.

Jason: Absolutely. One of the units that we’ve got now, I don’t know if you’ve heard. There have been a couple of deaths in the last 12 months in Melbourne with shoring. While they’re digging the holes and setting up the shoring people are falling in. Two gentlemen in particular are falling in and lost their lives. Again, it shouldn’t happen. We’ve got a product that is effectively an anchor base. We’ve got a 1.6 ton anchor base that sits 5 to 10 meters off the hole and you can connect two men to it. They can walk up to the hole do what they need to do because they’ve still got to physically access and do work around the hole as they’re digging and putting in this shoring props. The system effectively restrains them from falling in.

Brendan: This has been really interesting to hear what you’ve been doing. It sounds very innovative and exciting. What are the plans for the future? Are you going to do another roll up?

Jason: We’re always looking for opportunities. That is a definite. I basically look for companies that we can see the synergies. It’s always on the table. We’re looking at a couple of those as we speak. International is a big opportunity. There is a huge market. We take that very cautiously. We pick the markets that we want to play in. You’ve got to find the right partners in those markets. We have some advantage in the fact that we have a manufacturing base. We’ve seen as a high quality manufacturer which is important in this type of environment when you’re working in safety. I think the international side over time will develop. We still have a lot of work here in what we call Australasia. There’s quite a few mines we service today in Papua, West Papua. We’re just basically scratching the surface of where we’re trying to get to. There’s plenty of opportunities and for us to put our head down and keeping the focus on what we do.

Brendan: We’re going to wrap up the interview now. I’ve just got a few short questions to ask you. Can I ask how old you are?

Jason: I am 51 this year.

Brendan: What do you like to do to keep active?

Jason: I go for a walk every morning with the dog.

Brendan: How many hours sleep do you get each night?

Jason: Not much.

Brendan: It sounds like you’re too busy with the business.

Jason: It’s just the nature of the beast I supposed. I probably get six hours.

Brendan: Do you have any personal goals you’re looking to achieve in the next 12 months?

Jason: I’m probably not the sort of person that sits down and sets goals in terms of what do I want to be or what I achieved. I just put our focus on the end goal is I supposed which is to grow a business successfully and create an environment for employees to flourish because you can’t do it without the people in the business. That is probably going to be the driving force for us.

Brendan: If people want to find out more about what the Beaver Group does, could you give us your website?

Jason: Probably the best website to go is btstech.com.au.

Brendan: Jason, thanks very much for coming on the show today.

Jason: Pleasure.

Ep 16 Cristian Sylvestre from Habit Safe talks about 3rd generation safety

Brendan: Welcome to Episode 16 of the Australian Health and Safety business podcast. I’m Brendan Torazzi, the host of the show and also the director of AlertForce.com.au, Australia’s most innovative health and safety training company. Today, I’m with Cristian Sylvestre from Habit Safe. Hi Cristian.

Cristian: Hi Brendan. How are you?

Brendan: I’m well. Thanks for coming on the show.

Cristian: My pleasure, thanks for asking me.

Brendan: Tell me a little bit about you and HabitSafe and how you got into what you’re doing today.

Cristian: I’m a chemical engineer. I did join Shell in the nineties. Eventually I migrated into the safety field. What I was finding with Shell was that we had all the right systems in place. We were having lots of conversations with people about safety but we were still having these unavoidable incidents slip, trip, falls, bangs and those kinds of things. I knew that inattention was part of the human condition if you like. I started getting interested in why people do what they do. A good deal of the incidents that I was investigating had to do with inattention. That is really the focus about the work that we do. Inattention is something that you can address through habits. That is how HabitSafe came about.

Brendan: Take me back to the Shell era. What year was that?

Cristian: That was in the nineties.

Brendan: The flow on to HabitSafe was after that proposition?

Cristian: It was. I left Shell after 10 years. I did a little bit of consulting, a management system, leadership and observation kind of consulting. Then it just migrated into this space that didn’t seem to have a lot of voice. That is what I was sort of interested in.

Brendan: How long has HabitSafe been going for?

Cristian: It’s been going on now for about 12 years.

Brendan: There was a bit of consulting work in between the sort of late nineties and it started.

Cristian: Yes, for about four or five years. I did a little bit of some certifying work with Lloyd’s not just on the safety side but also on the environmental side.

Brendan: Do you mean like quality management systems, that sort of work?

Cristian: Safety and environmental management systems. One of the things that I sort of observed during that time is that there were organizations that there was nothing wrong with the certifying system that they had but they were having more incidences with people that were having lots of issues with the system. You scratch your head and you go these guys are meeting all the requirements yet the safety is not particularly good. Why is that? Rather than just have a view of the world that says the system is the only thing that determines whether you’re going to be safe or not I started thinking about what other things were there.

Brendan: It’s almost like there is a gap between what is on the shelf, what the system should be and the cold phase on the ground at what people are actually doing. You’re able to help people build that bridge.

Cristian: That is one way of putting it. If I go back to how I came into the workforce so in the early eighties I’ve got my first job. That was packing shelves in Cole’s. Do you remember Thursday nights? We went to 9 PM, everybody did their shopping on Thursday night so the shelves were all empty. As a young person going into the workforce, I would go in there at 9 PM until 1 AM, 2 AM, I will just help put the product back on the shelves. Back then what I noticed is that nobody talked to me about safety, absolutely never. They talked about box rates and a whole bunch of other things but never ever about safety.

It wasn’t until the late eighties that I started hearing about people talking about safety. There was legislation that came to play in the mid-eighties and by the late eighties I was in manufacturing. For me it was all about guarding. What people were doing is they were just putting guards on everything. If there is one thing that you’re going to do about safety let it be deal with the worst hazards. Guarding was a good thing but it didn’t take us long to figure out that guarding wasn’t going to prevent all incidents. There were things that you just couldn’t guard. What happened is we started talking to people about hazards that were remaining, what were they and how could they avoid contact with it?

Brendan: Just on the guarding, do you mean like physical people guarding things? What do you mean by guarding?

Cristian: Most of it is guarding of machinery. There were guarding of hazards.

Brendan: A physical barrier where you have to…

Cristian: People weren’t losing fingers or worst things that were happening. I refer that as the first generation safety where you eliminate the hazard. You can’t go around eliminating all hazards so what you do is you educate the workforce and the hazards that are remaining and also on how to deal with them. That was good. It reduced incidents a great deal in the eighties but it didn’t get rid of all incidents. What I was founding is in the nineties we started focusing from the hazard to the person. What I found initially was people had what I refer to as unfortunate habits.

I was involved in a couple of initiatives to introduce eye protection and people were just resisting all the way. What we thought was happening is people weren’t really caring enough about their safety. We started talking to people about safety first, think safety, don’t do anything without having safety in mind. A lot of the observation and leadership and conversations came into play around that time. The idea behind that was that if you had enough conversations with people about safety then they would start to care more. Safety would become part of the culture. I refer to that as second generation safety. It’s you or me trying to influence you to be safer.

The downside to that or I guess that is not a bad thing. A lot of organizations are at this point where they’ve dealt with the hazard as much as they could. For the remaining hazards they’ve got inductions, training, systems, rules, procedures, a whole bunch of other things. They’re having lots of conversation to people about safety so they keep safety front of mind but then they hit a brick wall. I’m already dealing with a hazard. I’m already educating people. I’m already talking to people about safety and dealing with their behaviour but incidents are not at zero.

Second generation safety had a good impact as well which is good but they were still having incidents and most of them were avoidable incidents. I thought at that stage that is about the stage that I left Shell that there was a piece missing. The piece missing was about how inattentive people are. The problem with inattention is that most of the time when you and are inattentive we don’t have a bad outcome. Most of the time when we’re inattentive nothing bad happens so we tend to think that inattention only comes into play when there’s an incident.

An everyday example is if you look at people walking and looking at their mobile phones. When they’re doing that they’re definitely inattentive. They’re not looking where they’re going. Most of the time what happens? Nothing. The repetition enables them to do it habitually. Because they do it habitually they’re not consciously thinking about whether they’ve got that in play or not. It just happens.

The inattention aspects of what I do is what we refer to as third generation safety. That is what HabitSafe is all about. Inattention, the way that we define it is when people aren’t thinking about what they’re doing and what is going on around them because they’re not thinking about it, they’re not looking for it. A lot of the time these days they’re not listening to it either because they’ve got something in their ears.

Brendan: I was going to say fast forward to today’s generation with all the social media and information flying everywhere it’s getting harder in a way isn’t it for people to get people’s attention and get them to be aware.

Cristian: What we see is we see this increasing inattention over the last 10 to 15 years. Technology is really the avenue through which it’s really spreading more like a virus than anything else because it affects everyone these days. Some of the work that was done by a Canadian by the name of Larry Wilson 25 years ago identified the causes to inattention. The main four causes are autopilot, rushing, frustration and fatigue. What we do is we teach people first and foremost the big insight that we give them is inattention is much more of their everyday behaviour than they ever thought. Once they start to appreciate how inattentive they are then they’re internally motivated to try and become more attentive. We teach them how to manage those four attention disruptors autopilot, rushing, frustration and fatigue in order to become more attentive.

We’re not interested in a zero to 100 because it doesn’t work that way but if we can get somebody who is attentive 10% or 20% to be attentive 70% or 80% of the time it reduces their risk profile considerably. They have lossless incidents. That translates to safety performance in the workplace.

Brendan: What sort of industries are you working in?

Cristian: If they’ve got humans it applies.

Brendan: There must be some industries where the risk are greater when you are inattentive. Is there a cluster of industries that are attracted to what you do?

Cristian: We’ve done a lot in the mining space. We’ve done a fair bit in the materials handling space, transport, we’ve done work with local government as well. Wherever a person is out there or the stuff moving around them the potential for an incident is there. If we can get them to buy into what we’re trying to do and get them to be more attentive then it has a positive impact.

Brendan: Walk me through a typical program that you would implement into a company. Obviously it’s not a four hour training session. Based on what you’re saying and what I’m hearing is it would have to be quite repetitive to get that habit to stick.

Cristian: If we go back a step and say what are habits? We talk to people about habits being reliable behaviours. The reason that you developed the habits that you have is because it served you well but that does not make them the safest. Basically the first thing that we do is we work with leadership to get them to understand what we’re trying to do because third generation safety is about influencing the subconscious mind. That is very different to first and second generation. First generation is about the workplace and about giving people knowledge. That is one way. You deal with people one way. Second generation is about dealing with a conscious mind.

Third generation is about the subconscious mind. It’s a different game. It’s not about providing knowledge. You have to give people knowledge in order for them to get the right insights but at the end of the day you have to do things that will enable them to change their habits. Habits are a function of repetition. The reason why you have the habits that you have is because you have done those things plenty of times before and nothing bad has happened.

What we do is we do is we say to people take a habit as an example look before you move. How good are you at that? We’ve asked that as part of the training. Most people will say I think I’m pretty good at it. I ask them why do you think that is. The answer they give me is I haven’t had any incidents or I’ve had very few. I tell to them if you now focus back in what we talked about in attention that is not really a good way by which you can assess yourself. The reality looks more like this. You’ve been inattentive. You haven’t really looked before you moved very often but most of the time nothing bad happens. You create a fallacy I guess.

Brendan: Most of the times you’re in a low risk situation but if you put yourself in a high risk situation then it’s a different ballgame.

Cristian: That is when it costs you. A lot of times people come to the realization of inattention coming into play when they’re in that situation. Let me give you an example. I’ve got a daughter who is 18. When she was about 12 we gave her an iPad. The first week she had an iPad she was sitting down. She wasn’t moving. The second week she got up and was walking inside the house with the iPad. The third week, I caught her looking at the iPad when she was getting out of the car at a car park when we were going shopping. That was when it hit me. I’ve gone okay, that is how habits build. Repetition, lack of bad consequences and then the habits establish themselves. Nobody else makes an assessment of what is going on around them and decides whether the habit is going to take over or not. Habits come into play automatically. I started working with her about okay, which of the attention disruptors are in play. What inattention is taking place and what habit do you think you need to work on in order for you not to put yourself at risk in those situations? What she came up with is I need to be able to look before I move. If I’m looking at my iPad I can’t do that.

Rather than to do what we normally do as parents which is to set rules and go don’t do that anymore. What I allowed her to do is I allowed her to fix it for herself. I didn’t say to her don’t look at your iPad. What I said to her is I said to her, if you’re going to look at your iPad be still. That is an example of how we engage people in the training. We don’t stop them from doing what they do. We just give them conditions in which they can do them in a less risky way.

Brendan: I know this is probably going to be quite a general question but how long does the program take to implement. I mean obviously it depends on what the habits are. What would be an average length for a program?

Cristian: What we do typically is in order to get them through the training we will have a number of sessions usually four or five sessions, an hour or two, two weeks apart. After each of the sessions for the workforce we give them something to practice. One thing to practice, one thing only. We don’t really teach them a lot but what we teach them we need them to be able to put into practice enough in order to start getting into the habits space.

The basic training takes anything from 10 to 12 weeks. It’s five sessions of two hours each and a whole bunch of repetition in between the sessions. That gets those habits to start getting into the habit space but it doesn’t drive them all the way in there because they’ve had their existing habits for a lifetime, most people. Then we talk to the organization about how do you sustain it because there is a role for somebody to look at their workforce and help them identify what we refer to as habit decay. We do the training. We get habits look before you move habit. We get it from something like 20% to 80% but as soon as we stop focusing on it the habits start to decay. Eventually they will have a big incident and then they become aware that they’re no longer looking before they’re moving. We want to avoid that. What we do is we train the leadership to do observations and teach them how to coach in a constructive way like I did with my daughter in order for the workforce to work out.

First, they need to detect that habit that is being decayed and secondly, what they need to do in order to do to get that up closer to 80%. For us it’s not a question about going from 0 to 100. For us it’s about getting people to have that reliable behaviour which is much less dangerous than the one that came on board without them consciously thinking about it. What we do is that space between detecting habit decay and doing deliberate practice in order to build them back up, I call that the Goldilocks conditions. Not too much, not too little, just enough in order to keep that at a reliable level.

Brendan: You could put this training anywhere in the world couldn’t you? As long as you’ve got human beings you can help make positive reinforcement and positive habits.

Cristian: The difference between sort of changing your own habits, if you’re motivated to change your own habits then you go ahead and find a way to do that. The process is the same. It’s through repetition. The problem that we’ve got is we’ve got a workforce that doesn’t believe that they’re inattentive at all because they don’t have the experience that gives them that insight. We have to go in there. We actually give them a filter to which to look at their experiences differently. Those are the four attention disruptors and the inattention aspects. Then we engage the organization to help them continually help the workforce see that habit decay. What happens is that I use my children, I use myself as lab rats part of the time. I was finding that I’ve been doing this for a while and I thought I was pretty good at most habits. I took the look before you move thing. What I noticed is a couple of incidents that I had little close calls. It was obvious to me that I wasn’t that good at it. I was thinking to myself is I need to be able to detect this before I have the close call because the difference between a close call and an incident sometimes is a second or two or a meter or two.

What I did is I actually engaged my kids to tell me whenever they saw me in one of the attention disruptors where it led to inattention. For the first couple of weeks they were pretty honest about it. I said to them I’ll give you a dollar every time you can point it out to me. After a couple of weeks they were making stuff up so I had to rely on other people observing me because it’s difficult from an individual perspective to see that habit decay unless you’re consciously looking for it on an ongoing basis. That is a tough call when there is a lot happening in your life at any particular time.

Brendan: Cristian, we’re going to wrap up the interview now. I’ve got some questions I want to ask you before we leave. First question was how many hours sleep do you get each night?

Cristian: As many as I can. I try to aim for at least seven and a half.

Brendan: What do you do to keep active?

Cristian: I walk. Whatever opportunity I have I don’t take lifts. I take stairs rather than drive. Rather than park near the office, I park two kilometres away and make myself walk in and walk back every day. I’ve got one of these pedometers that say 2000 steps a day. That is the target. Most days I get there. I assess myself on a weekly basis. I start on a Monday.

Brendan: This is sounding like a very positive habit.

Cristian: I start on a Monday. It gets to Friday, I need to be at about 50,000. If I’m not at 50,000 Saturday and Sunday, that is the catch up. Then I reset on a Sunday night and then it starts again on a Monday morning.

Brendan: Do you have any personal goals that you’re looking to achieve in the next 12 months?

Cristian: One of the things that we want to do is a lot of the training that we’re actually doing at the moment is face to face. There is a certain amount of it that needs to happen face to face but we want to be able to do less of that and provide a lot of the knowledge and the insights that we provide to people in other avenues just to give organizations flexibility because the way that we roll the program at the moment logistically for some organizations it can be difficult to manage. That is the feedback that we’re getting from our clients. We’re always looking at trying to improve the efficiency of it and trying to improve the ease at which these things can be rolled out because the more efficient and the easier it is the more likely that people will take it on board.

Brendan: What business achievement would you like to be most remembered for?

Cristian: What I would like to be remembered for is make people aware how much inattention plays a role in their life and also to appreciate that there is something that people could do through deliberate practice in order to be more attentive as life goes by. From a safety perspective that is kind of the avenue that we use, the vehicle but once you get the hang of this you can apply it to all sorts of things in life.

Brendan: It’s not just the workplace. It’s also your personal life. If people want to find out more about HabitSafe and the work that you’re doing could you give us your website. You’re on LinkedIn obviously. That is how we met.

Cristian: Our website is HabitSafe.com.au. Our main office is in Sydney. Our phone number is 88448100.

Brendan: Cristian, thanks very much for coming on the show. Remember if you’ve been enjoying the show don’t forget to subscribe and share. We’ll see you next time.

Cristian: Thank you Brendan.

Ep 15 Marc Levin for furniture maker Jason L talks about the WHS challenges of a growing furniture business

Brendan: Welcome to Episode 15 of the Australian Health and Safety Business Podcast. I’m Brendan Torazzi, the director of OHS.com.au, Australia’s first online health and safety training marketplace. Today I’m here with Marc Levin from JasonL. How are you going Marc?

Marc: Hey Brendan.

Brendan: Tell me a little bit about what Jason JasonL does.

Marc: JasonL is your office furniture mate. We design, import and distribute all things office furniture related. We supply these small to medium sized enterprise with one, two or a full put out of office furniture ultimately looking to make their purchase easy and affordable for the decision maker.

Brendan: We’re out here in Botany now in a warehouse style environment. Tell me how many staff do you have here and what are some the, I noticed you have a bit of plant downstairs. Tell me a little bit about the set up.

Marc: JasonL has 40 staff around three locations mostly at our Botany Warehouse and Distribution Center. The business over the years has grown from a pure play online business to what they call an omnichannel business with warehouse and distribution. Our warehouse in Botany is probably about 3000 squares. We probably I think the last check we’ve got about 3000 pallets spaces. It’s a particularly high warehouse. It’s about 11 meters high at the center point which is about six levels high. It makes for a very interesting forklift journey.

Brendan: How many guys or girls would be operating forklifts in the business?

Marc: There’s probably four certified forklift drivers. Two solely for the pallets, four total but we actually do our own forklift induction because of the heart of the warehouse. It’s not all that often that you get an 11 meter high span. We actually got two grades of forklift drivers. It’s an entry level and then a senior. The senior needs to have done a certain number of hours with us before they can get on to the levels five and six.

Brendan: What sorts of things could go wrong?

Marc: So much. Initially to tell you a funny story when we had moved into this particular site which was a little over three years ago we had one of the new guys learning on the forklift and getting his induction. He took the mast too high, hit a sprinkler and literally the sprinkler exploded open, drenched a column of stock. It was not only that he got drenched himself but we lost a fair bit of stock and fire engine came out and the whole lot. It’s not understanding the height of the mast of the forklift and really just not being aware of the surroundings. That is one of a host of things that can go wrong.

Another experience at a previous site again with forklifts and not knowing your heights. We had a glass office that was on top of a parking lot. We had one of the forklift guys move or had his mast too high. It went straight into the glass panelling which was thank God, no one was hurt but brought down a pane of glass with the forklift. I mean there’s hundreds of things that can go wrong.

Brendan: Moving parts, I guess it could be quite a steep learning curve at times.

Marc: Fortunately or unfortunately it’s the nature of our product. It’s heavy and bulky and everything is palletized. All the picking is done with pallets, either a pallet jack or a manual forklift or the full electric forklift. It’s quite an important aspect in our business.

Brendan: When things do go wrong as they do in every single business. We’re all learning. What do you do with that? Did that change your operations in any way, those events or you had to tighten things up?

Marc: We’re no different to any other business. We’re ultimately a small business growing. There is a fine line between having the resources to do everything perfectly and trying to cover business as usual. We have just recently signed up to a WHS online platform that is quite integrated both from a legal point of view and a process point of view. We’re starting to document and video and have barcoding around the warehouse that allows us to help and prevent these kinds of things. Also from an induction and training point of view we’re trying to get on the front foot with a lot of the training rather than it being very manual and tedious. We’ve now tried to take it a little bit more tech based with barcodes and videos for a lot of the processes. In specific response to the forklifts that is why we introduced a two tier system where your entry level forki will only do the bottom three pallets. The only ones who pass the second induction with our business over a certain number of hours will you go to the higher ones because we’ve seen pallets and products drop from high levels. That is really dangerous. Off the back of those two incidences we implemented a change in our system.

Brendan: Are you 24/7 here or not at the moment?

Marc: No, not at the moment. We’ve been talking about a second shift but at the moment it’s a single shift starting at 7AM finishing at 4.

Brendan: That is I guess a way as the business grows you’ve got some capacity there potentially there to put on another shift.

Marc: Yes, I think we’ve got a long, we’re still learning and still growing. I think definitely if the growth in the business continues a second shift is absolutely something that we have thought about and spoken about but we’re not quite there yet.

Brendan: The health and safety systems apart from a safety point of view is there any kind of monetary returns as well? If you’re having less accidents or less incidents, less mistakes I’m curious to hear because from the people who is selling the WHS systems there’s compliance but I’m wondering in real life whether that actually means that you can make some cost savings.

Marc: I think from a premium point of view you probably are right. That will come down. It might take a couple of years for those premiums, workers comp and such to come down once you’re showing improvements but for us it’s on the other side to be honest in our industry, in order to be a government supplier or a tender to government side you’ve got to be pretty proactive and have what they call an ISO certification. In order to pass an ISO certification you need to have the business running in a certain way. One of the pieces that we’ve got to pass is the WHS side. If we dont we actually can’t move forward to become a government certified supplier. That is a strategic goal of ours for about 12 months’ time. It’s less about the cost saving. It’s more about the investment in order to get to that tender level because once we are on that level from a revenue point of view I think it will be majorly beneficial and see some substantial sales increase.

Brendan: I guess if the competitors aren’t there that gives you another reason why you would win a tender I guess.

Marc: I think we’ve got a vertically integrated business. It’s a little more complicated for us to get those certifications and to become WHS completely compliant because of the nature of our warehouse and some of the manufacturing we do. It’s quite a task to get to that level of compliance as opposed to some of the other competitors that might be a dealer or a shop front or something like that.

Brendan: You’ve got multiple sites as you said so. You’ve got four locations was it?

Marc: Yes, four locations. Fourth one coming online next month. There are also delivery vehicles, install teams and that all has to then also be covered with emergency procedures and safety procedures from a WHS point of view. Being on site and understanding what to look out for, the delivery guys, the equipment that they need, the installers, how do they install safely, all wraps up in a really big piece of work but as I said, we’re really working hard to become ISO certified.

Brendan: You’ll get there. Every journey starts with a step.

Marc: I think we’ll definitely get there. It’s a strategic goal of the company and everyone is on board.

Brendan: Do you know about how Melbourne or Victoria has different OHS, they’re still OHS and pretty much the rest of the country is now WHS except for WA. I know you’re not in WA but the systems their basic foundations whilst some legislation may have some different words you’ll be able to adapt and grow.

Marc: Good, I’m glad we have the conversation.

Brendan: Keep an eye out for that one.

Marc: As I said, we’re on a learning curve around this. We’ve just literally signed up to our online platform that will give us a lot of different…

Brendan: Is that WHS Systems?

Marc: Yes.

Brendan: I just had Phil on the show.

Marc: We love what he is doing and love the platform he has put together.

Brendan: The simplicity of it but the complexity of it at the same time.

Marc: I think that is a right combination of both. I love the tech enablement that he is starting to introduce which is really one of the reasons that I was drawn to really just get off the paper based systems that are out there and starting to incorporate a little bit of technology which really enticed me into it but yes, using that platform specifically around the other states is going to help us understand what is required.

JasonL is your office furniture mate. We design, import and distribute all of our own office furniture countrywide. Myself and my brother Jason are the co-founders of the business. We ultimately look to make the purchasing and fit out journey of small to medium sized businesses easier.

Brendan: Did you flip a coin over the name?

Marc: He is the prettier one. He got the naming rights.

Brendan: He is the poster boy.

Marc: It actually started because of the logo and some of the branding in the early days. We wanted it to be personable. In the industry there is a lot of last names or there is a lot of really atypical kind of names for office furniture around and we wanted to turn it on its head a bit and have a first name to be personable. Then with that the logo came with a desk that needed a J and an L in it. Long story short. It just worked out that the JasonL and the desk logo worked.

Brendan: Right amount of letters.

Marc: Right amount of feel and what it looked like and the first name basis. We just ran with it.

Brendan: I was playing around in your website last week. It’s a pretty impressive website. How long has that taken to? It’s quite sophisticated.

Marc: Like most journeys we have come a long way. We are nine years into our start-up or our business. It’s probably our fourth website iteration to be honest. You’re talking about probably every two years we’ve changed our website for a whole lot of different reasons mainly because the technology has changed so fast. We’ve never wanted to be left with an old platform and an old language. Over the years as we’ve changed the platforms and changes and seen what works and what doesn’t we’ve tried to incorporate obviously the pieces that do work and those that dont we leave behind. We’re now working on Shopify. We’ve been on Shopify probably about two years. It’s been a massive change for us from the last platform which is Magento. We couldn’t be happier. We’re getting much more accurate data. The user experience is much easier and the back end from a reporting and understanding is far, it’s simpler but far more insightful.

Brendan: How do you compare to some of the other competitors in the market? I imagine the design of your website attracts people. I mean it looks so professional. How does it compare to what some of the other dinosaurs are doing without leading the question too much.

Marc: It’s interesting. The office furniture industry as a whole is very segmented. It’s a massively competitive industry and it depends on where you segment it to kind of identify who our real true competitors are. On one level you could say Office Works competes and they’ve got a really massive website. I think it’s Magento based also, a huge amount of content but from a user experience point of view I don’t think it’s anywhere close to ours. We spend a lot of time on photos, videos, a huge amount of time, effort and money in renders. Renders has really changed the game for us from the website point of view.

Brendan: When you say renders is that the section where you’re able to plan out your own office, what it might look like?

Marc: Renders I’m talking about is the photography of the product. Maybe there is a small percentage of our products that are now real photographs. The rest are professional renders. It’s ultimately a 3D animation or a 3D produced picture of all of our product. What is does is it allows us to show the different variations and the different colors. If you do it right it’s actually much cheaper than photography. It has given us a massive flexibility on the new website.

Brendan: The customer gets a bit more of a flavor of what it’s going to look like and the different colors and 3D and it’s cheaper for you to produce.

Marc: Correct and it’s the speed of turnaround. If we’re bringing in a new product we can get the products rendered and ready to go before the products hit the warehouse where in prior years you either have to bring in a sample, use that sample to take pictures. Then if there’s other variations wait for the other colors to come through in a container, unload the container, send those variations to the photographer, get the photographer to edit it and all the rest. It was a much longer, tedious, expensive process. Now you do the render, you can change it overnight in a dozen different colors and before the products hit our warehouse we’ve got it on our website kind of ready to purchase. It’s been a massive help.

Brendan: Moving to the future what are your goals as far as with JasonL? Where do you want to take it?

Marc: JasonL, we want to own the space to be honest in the middle market. We’re at the moment rolling out showrooms across the country. We’ve just actually finalized a list for our fourth showroom in Fortitude Valley in Brisbane. That showroom will open up next month. We ultimately want to have a showroom in each major city. We want to be the go to office furniture suppliers for small to medium sized business.

Brendan: We’re going to wrap up now. I’ve just got a few questions to ask you. How old are you?

Marc: I am 36 next week.

Brendan: What do you like to do to keep fit?

Marc: That is a great question. I recently re-found my fitness. I was lacking the motivation and I guess the enjoyment in my fitness and about four months ago I found a gym around the corner from our offices in Botany that specialize in bodyweight work. I’ve been working with a trainer all around bodyweight work and kind of gymnastics based. I’m loving that training three to four times a week now and got set goals and just really enjoying that type of training. It’s been a little while since I’ve found a rhythm in my training.

Brendan: How many hours sleep do you get per night?

Marc: I probably get about seven on average.

Brendan: Do you have any personal goals that you’re looking to achieve in the next 12 months?

Marc: Personal goals I think teeing up the chapter presidency and getting and doing that right from day one is a big personal goal for me. I’m also trying to make sure that when I’m with my family and my two little kids I’m more present. I tend to be on the phone a fair bit, thinking about business or other stuff and just trying to be a little more present is definitely a personal goal. To maintain my training and diet that has come from that is another one.

Brendan: What business achievement would you like to be remembered for? Potentially something around in the office market, you made a change.

Marc: I think that we want to be the brand in the middle market for office furniture. If we’ve got market penetration and we are the top brand when we ask small to medium sized business owners, CEOs where do they buy their furniture. My vision and my ultimate that it would be JasonL first off their lips. That is really about owning that space. There is a long way to go. I think there is an opportunity to consolidate the market and if we can be that business and that brand to do that I think that would be a great achievement.

Brendan: If the listeners want to find a little bit more about you where can they visit?

Marc: JasonL.com.au first and foremost. Have a look at the website otherwise hit me up on LinkedIn. I’m an avid fan and very much on and around LinkedIn.

Brendan: Thanks very much for coming on the show Marc.

Marc: Awesome Brendan, thanks so much.

Brendan: Remember if you’re enjoying the show dont forget to subscribe and leave us a review and share it with a friend. See you next time.

Ep 14. Jane Bianchini talks about Alcami Interactive (on demand Video tool) for WHS

Brendan: Welcome to Episode 14 of the Australian Health and Safety Business Podcast. I’m Brendan Torazzi, the host of the show and also the director of OHS.com.au which is Australia’s first online training marketplace for health and safety. Today, I am joined my Jane Bianchini who is the owner of Alchemy Interactive. Hi Jane.

Jane: Hi Brendan.

Brendan: Thanks very much for coming on the show.

Jane: My pleasure. Thanks for having me.

Brendan: Tell me a little bit about what you do.

Jane: Alchemy Interactive is a data driven, video interviewing platform helps organizations make better quality decisions on their candidates by replacing the phone screen with video backed up by some predictive analytics.

Brendan: That sounds like a little bit of a mouthful. If I just sort of repeat this back so it’s basically video interviewing for recruitment.

Jane: That’s it.

Brendan: What got you into that? Is that like a new technology?

Jane: It’s coming out of pioneering and into growth. I’ve got 20 odd years in recruitment and about four years ago started to see that the recruitment industry needed to be disrupted and to evolve and to innovate. If I look at the actual process of recruitment, the one piece that was left that hadn’t been genuinely innovated was the screening part which is the phone screen. Think you have a job requisition, I have a need and then you go trying to find people. There’s this invisible bit which is the phone screening part which is actually as a single point of failure as to whether or not the recruitment effort is successful for that particular role or campaign. At the moment phone screening is done manually. It’s obviously by phone. Twenty minutes is the average time it takes but there is a lot of inefficiency in trying to get to the candidates, missed calls, returned calls, jumping in and out of different jobs and then what I see typically is that the recruiters whether they be internal or agency would record those phone screens just in their notebook without any particular structure or objectivity. Depending on if say the recruiter is happy or hung over will determine who actually gets to the front door.

By making that phone screen part bring that to life through video making that a lot more structured and objective giving a high level data points to someone to make a decision through visual cues of facial recognition, the micromessaging in the face, the intonation of the voice, how someone presents on video gives people richer information to make better quality decisions. Effectively what we’re trying to do is bring more of the science back to the art and science of recruitment.

Brendan: Are you saying that when you system video someone you can actually pick up sort of sub…

Jane: We’re in private beta at the moment with some organizations around looking and analysing some of those traits through personality insights, sentiment analysis, tone of voice to make some inferred and some inferences on those individuals to see whether or not that would be good fit for a particular team, division, company, job, industry.

Brendan: It’s like AI, Artificial Intelligence.

Jane: Correct.

Brendan: How long did it take for you to develop this system? It sounds pretty amazing.

Jane: We’ve been in development about four years but we’ve launched in earnest probably about six months ago. We’ve had some great success. Many organizations now at the beginning of, as we coming to the beginning of 2019 looking at using video interviewing for graduate hires, for any volume recruitments, I think customer service, customer success, hospitality, retail. We’ve had some really great success right across all of those industries even in to government to look at helping them get through the volume of applicants that they received for particular jobs to get to those right people faster.

Brendan: Is there a sweet spot like do they have to be big organizations to utilize this technology? What is your prime focus? The reason why I’m asking this question is because we’ve got a lot of listeners out there that are running certain sized companies. I just wanted to see whether they could use it for their health and safety requirement.

Jane: Video interviewing works best when you have a big brand and an absolute volume of applicants that are you struggling to get through. It’s a real pain point and a bottleneck in the recruitment process. It is a change and transformation pace. It’s not just buying a bit of technology. If we need the third element which is a champion internally to really take this piece of technology to help build in efficiencies to the recruitment process. That is what you really need and for organizations who want to also promote their brand. To be able to showcase their brand, their employer value proposition via video, via promo video that candidates will watch prior to them watching some pre-recorded questions that they then answer by their webcam in their own time and location to send back to the organization. The one point that I didn’t mention at the beginning is that it’s asynchronous. You don’t need to be on the video at the same time like you would Skype or Zoom.

Brendan: The person going for the job do they get to have multiple takes or is it just one take?

Jane: Just one go. You’d be surprised at the quality of answers that we see coming through the platform when you just give them one opportunity. There is many debates out there at the moment about whether or not you should get one or many takes. We’ve landed on just one take for the simple reason that you only get one opportunity when you’re on a phone screen. Second is you start to see the personality of the individual come through versus it being scripted or prepared.

Brendan: Whether they can cope under pressure.

Jane: Yes, that is one of the qualities.

Brendan: Have you had many people use the platform today?

Jane: Tens of thousands of applicants we’ve had through the platform.

Brendan: I didn’t realize you had that much volume.

Jane: It is making a meaningful difference to organizations out there.

Brendan: Walk me through like when you’re innovating something like this in your four year journey when were you able to start using the products and how many tweaks did you have to make to what you originally envisage what you think people need and what the product eventually becomes often as a big disparity?

Jane: It was a very big journey for me going from services to product and even though I’d been in IT recruitment for 20 odd years I did not know how to manage IT people. I could find them but I did not know how to manage them. The journey was a bit of a rocky one to start with by first of all hiring a group of technologists who worked for me in Sydney where we’re based. I realized that because I didn’t have the management skills to manage versus lead a group of technologists. I didn’t have the language. I didn’t have the frameworks. I didn’t have the knowledge. That didn’t work so I outsourced it for a bit. Once I learned how to get cadence and rhythm with daily standups using some online technology like Jira, Confluence, Slack that I start to get into a bit of an understanding about this is the way product development actually works.

I got the product out early in MVP phase which is a minimal viable product. I had some early trials and they failed spectacularly which was fantastic because of the rich learning that we got through that iterative process to the point where we’ve now got a product highly robust, absolutely crystal clear in terms of the clarity of the video, the elegant use of interface and experience is what is driving customers across to us now which it’s not an overnight thing that you can build. Looking at video interviewing through the lens of recruitment is really what helped me get the product to a point where it is effortless, it is intuitive and it’s making people fall in love with recruitment again.

Brendan: Is there many companies doing this sort of thing and are they based in Australia or are they overseas? Tell me a little bit about the marketplace.

Jane: Four years ago I thought I had the unicorn idea and I was going to revolutionize the world. It turned out a number of other people had the same idea. I don’t think we were ready for video interviewing five to seven years ago.

Brendan: You’ve got to have the internet speeds to be able to handle it.

Jane: That is exactly right. There are a number of other organizations and we’re all doing great things in this space. We all vary ever so slightly in terms of the direction that we’re heading in. Some people are heading into assessments. Some are heading into just the basic video to improve the efficiency of the recruitment process and others like us who are leading the way in the predictive analytics space to help drive those decisions using data.

Brendan: It’s like you built up this volume of candidates, the system is constantly learning and then with some of that learning you’re able to then make assumptions for other customers.

Jane: That is right. Video is not just being used for recruitment I might add particularly if I think about your listener base. We’ve got one organization now that is using it for occupational health and safety where instead of asking a recruitment question they’ll use this in the form of training for safety. That might be anything from learning how to operate a machine and then having that person replay back how that machine is actually operated to get their certification and then have that on record, on video that they’ve actually press the button and done it correctly.

Brendan: And still got to be done in one take.

Jane: Exactly right. Whether that would be this how you put on your safety gear and then having replaying that back and being recorded and going yes, you understand how to put on your safety gear. There’s many applications that fall in this platform that go outside of just recruitment but to your point the machine learning piece it will continue to learn from the data that gets put in. This is a wonderfully brave new world and artificial intelligence is actually, it’s here. It has landed. It’s not going away. It is disrupting industries and then to put a lens over that and looking at how can we make better quality decisions for organizations with more data is a powerful thing.

Brendan: I’m not quite sure if you can mention specific clients but are you able to share with us some of the types of industries that are taking up with Alchemy.

Jane: As I have mentioned it’s everything from government, law firms, not for profit, supply chain logistics. I’ll call out one organization called Linfox. They’ve had their own graduate program. They’ve had a thousand applications through. It would have taken then three and a half to four weeks to get through a thousand applicants but using our platform they did it in one day.

Brendan: You’re kidding me. That is amazing.

Jane: The results absolutely spoke for themselves. They’ve got an absolutely stellar group of graduates. They hired a graduate manager who then went and said look, I’d love to meet these graduates. Their head of HR turned around and said, here you go. Here are all their videos. You can meet them all now.

Brendan: Just on that example you went from a thousand down to 20.

Jane: A thousand to a hundred to 20.

Brendan: At what point does the human element come in? Does the platform just automatically go okay, 900 of them are just not suitable based on what the system knows? These are the hundred that we recommend. Tell me a little bit how that works.

Jane: That is a different piece of technology which we don’t specialize in to get from a thousand to a hundred. What I will underscore is that video interviewing does not replace face to face. Using that and video interviewing with some inferences actually gives you a better and more robust decision making outcome rather than just relying on manual processes and human interference when you go through the recruitment effort. Our system kicks in at the point of either first of all an organization can open up their job to all and sundry. We call that open registration where anyone can apply so they can create a link with that.

Brendan: Put it in your CCAT or whatever.

Jane: CCAT or Facebook or twitter or wherever you like and then people can come into the system and apply. That is great for ongoing roles particularly call center or Christmas casual hiring, something like that.

Brendan: Does this mean the candidate only has to do the one interview or they would be on file or is it like if they go for Company B they have to re-record?

Jane: They have to re-record. That is right. That is in our future product roadmap about giving more power and control to the applicants as to where, to give them some efficiencies in the process as well because if I’m a person applying for a Christmas casual job I might apply for four or five. With my recruitment experience I could pretty much guarantee that the same or similar questions would be asked in that screening process for that particular role or function.

Brendan: Then you become more of a marketplace that other employers would be coming to you and saying, this is the profile of employee that I’m looking for. What have you got?

Jane: Exactly.

Brendan: I’m getting it.

Jane: It’s a brave new world. It’s something that we’re all having to get used to but candidates absolutely love it, organizations love it because of the time saved, the efficiencies gained and it’s actually re-humanizing the recruitment process.

Brendan: What means is if you use the platform as a candidate and you’re asking for an interview you’re probably on a shortlist to get the job.

Jane: If you’ve made it through the video interview phase there is a very high chance that you’ll be offered a position with that firm.

Brendan: I can see this potentially as a tool for health and safety recruiters as well. They could use the platform to screen candidates that they could then supply to their customer base.

Jane: It’s really interesting that you mentioned that because if you looked at the industries where they’ve gone in to disrupt an industry let’s say whether it would be Airbnb or Uber and they don’t collaborate with the industry that they’re disrupting they’re typically on the outside. If you look at the way Uber have engaged and worked with taxi drivers there is a greater level of collaboration and law of abundance versus law of scarcity. To that point we also worked with large scale recruiters. We are working with three other recruitment providers in the recruitment process outsourcing space whether I would do project work for organizations, whether I do ongoing recruitment across the year for organizations so helping building efficiencies into the recruitment agency process as well.

Brendan: We’re going to wrap up now. I’ve got some questions to ask before we leave. This is always a tricky one when I ask the ladies. How old are you now? May I ask I should say.

Jane: Yes you may, 45.

Brendan: What do you like to do to keep fit?

Jane: Run, tennis, swim, meditate.

Brendan: How many hours sleep are you getting on average per night?

Jane: At the moment I’m sleeping very well, eight, eight and a half.

Brendan: Do you have any personal goals that you are looking to achieve in the next 12 months?

Jane: Wide and varied. I think personal goals would be to become financially independent. Second goal would be to see my technology business in two other geographic locations which one is well on the way. The third would be to spend some more time with my children.

Brendan: What business achievement would you like to be most remembered for? Possibly around the new technology.

Jane: I think I’d like to be known for helping organizations make impactful decisions on their hiring to improve culture, decrease turnover and ultimately to greater profits.

Brendan: That is awesome. Great answer. If people want to find out a little bit more about you and also your business where can they visit?

Jane: You can find me on LinkedIn Jane Bianchini. You can go to my website AlchemyInteractive.com or Google me. You’ll find me somewhere.

Brendan: Thanks very much for coming on the show today Jane. If you’re enjoying these podcasts don’t forget to subscribe and leave us a review. See you next time.

Jane: Thanks Brendan.

Brendan: Bye.

Ep 13. Health & Safety Lawyer Graham Dent and his LinkedIn Power group

Brendan: welcome to Episode 13 of the Health and Safety Business Podcast. I’m Brendan Torazzi, director of OHS.com.au Australia’s fist online training marketplace. Today I’m joined with Graham Dent. Hi Graham.

Graham: how are you Brendan?

Brendan: I’m well thanks. Thanks very much for coming on the show. Tell me a little bit about what you do Graham.

Graham: I’m a sole practitioner. My practice is called Dent Consulting and Legal. I focus solely on workplace health and safety law. I also run an online group on LinkedIn focusing on work health safety law.

Brendan: how long have you been a, do they call it a lawyer or solicitor in Australia or it’s the funny things?

Graham: lawyer covers both. It’s fine.

Brendan: how long have you been a lawyer for?

Graham: 37 years.

Brendan: always in health and safety?

Graham: my first brush with health and safety back in about 1982 where I worked for the then Department of Labor and Industry which is the forerunners of Work Safe. I was there for a few years doing prosecutions and got my hands in the area ever since.

Brendan: what was the legislation back in the early eighties to manage health and safety or was it more employment law?

Graham: it was called Labour and Industry Act. It’s final descriptive and currently so there are very specific requirements about machine guarding and proper shoes rather than narrow codes of practice and general requirements and regulations about the home hierarchy of controls but the fines are so low in those days that it really was just an expense of doing business. We’ve all had a great record in prosecution and in many instances the defense didn’t even turn up. That is how lightly it was treated. The big companies would turn up primarily to defend their reputation rather than worry about the fine. They would spend more defending it than the fine.

Brendan: do you think that working back in those times is it more dangerous or was it just different? I guess what I’m trying to get to is has the new legislation actually made workplaces safer?

Graham: I think there is a number of acts in Victoria since then. I think there are three pieces of legislation or maybe two 1985 and 2004. They’ve come a long way since then in terms of the guidance offered both in duty and also there are all the regulations in terms of practice. I think it also meant that people can no longer try to turn up all industries across the business. There’s a lot of change in that regard. I think that has affected by reduction in injuries and also increased rate of prosecutions and return and the fines.

Brendan: walk us through in the early days you worked as a prosecutor and where did you go after then?

Graham: after that I went to the Industry of Consumer Affairs where I was again in the regulatory role prosecuting kind of Consumer Affairs Legislation and Managing Licensing and Standards. From there I went to one of Australia’s largest law firms Mallesons Stephen Jaques. They’re now called King & Wood Mallesons. I was there because of my background with occupation health and safety I had a predominant role in the health safety practice. I also did some environmental role again from the regulatory side which was prosecutions. From there I opened my own business called SHE Law Solutions, Safe Healthy Environmental Law Solutions. I practiced after six years again in health safety until I was headhunted to another firm. I spent six years there while creating Managing Partner in the Melbourne office. Then the last two years I’ve been running my own business again.

Brendan: running your own business is it just yourself or do you have staff helping out?

Graham: no, just myself. Working with consultants is required from time to time to give you more flexibility.

Brendan: you get to pick and choose what work you want to take on.

Graham: I don’t like turning work back. Sometimes you’re working very long hours and you look forward to a patch where the work drops off a bit.

Brendan: the type of clients coming on now do they tend to, you don’t have to name names but the range of the types of industries that you’re representing.

Graham: I represented in the past 10 years to the present I’ve done everything from large telecommunication companies, one of the big four banks. I helped them through their whole process of leading after the harmonized legislation. I’m trying to think now. I’ve acted for any small to medium businesses being prosecuted and getting some larger businesses but a lot of training. Worked for an engineering company on a national basis and handling their training, advice and also running a career of inquest for them. Government research organizations again doing career inquest for them. There’s been a diversity both from the size of businesses, government sector, private enterprise and size of business in terms of small, medium and large.

Brendan: your early career was you did a lot of prosecution. Do you do defending now as well?

Graham: yes. I’ve done a lot of training. I still do the occasional seminar but it’s an area for the small to medium business most of their response to health and safety laws is reactive when something goes wrong. There is still a bit of training and boards in terms of the office of the due diligence officer obligations. Most of the work is in response to Work Safe actions for an incident. The prosecutions and enforceable undertakings tend to be the main staff that I work to command.

Brendan: if a company overlook something, they get an enforceable action against them and then you work with those companies to rectify those situations?

Graham: they’ll get notice a notice served on them to improve works or to stop works. The prosecution will face charges. In the case I’ll manage the defense make a liaison Work Safe. Sometimes people are asked to appear in court to defend them as well on the plea and litigation of the penalty. In some cases we make the criteria to apply to Work Safe for an enforceable undertaking which is effectively a contract between my client and Work Safe. My client deposit a certain amount of money performing certain works which Work Safe consider to be a benefit to health and safety or the project interest.

Brendan: what happens with, I’d recently in the last couple of years in AlertForce with training, came across a customer that had an enforceable undertaking against them. It was to do some training but they never did anything about it. I’m not going to name names but it was a very big company. What sort of powers do the regulators actually have to follow through?

Graham: that must be one that slipped through the cracks because certainly now they’ve got stringent reporting requirements. To the client one where they have to report monthly on progress to Work Safe in terms of key milestones that is agreed. They have to keep all the receipts, all evidence of contribution in kind in terms of the hours the people have contributed to the work within the business. If a person fails to meet the requirement within schedule then they could be prosecuted for breaching it. It’s much more seriously monitored. They are harder to get, the value the Work Safe before you sign and the public interest higher criteria. They used to accept some undertakings where effectively they’re only asking businesses to do what the law required them to do already. They’ve gone way beyond it now. They expect something more than above it.

Brendan: training must be one part of an imposable undertaking. What are some of the other things that companies need to do?

Graham: one of the ones that I’m doing at the moment is where the client, there was a dust explosion during a welding operation. Dust explosions are not go well understood by the industry and certainly came as a surprise to my client. Part of the process there is that apart from internal training and things like safe work statements which are required for the work that I was taking in this case. They are also are developing in conjunction with one of the tech holders a program for the various engineering courses in welding. It goes through three of the units of competency right through to the Diplomas. That would be a unit that would be incorporated into the training program for the processes and others.

At the other end of the scale there is a range for Weldings Industries of Australia or Weld Australia, publish into that, advertise it throughout the industry more broadly and also within the support to publicized it within the sector. I supposed it’s the bottom level, the middle level and the top level.

Brendan: it sounds like even though it sounds quite serious if you’re a business and you get one of these you could actually turn it around and make it an advantage for your organization if you look at it as a learning piece for the business property.

Graham: that is right. It also avoids a prosecution conviction which is important for some companies because it can affect any arrangements either with government or in the private sector where increasingly companies are requirement people to demonstrate their health safety competence as part of retaining a contract and the conviction is a bad mark against you and sometimes can lead to not getting a job.

Brendan: all these enforceable undertakings that has been published on the regulators website when they…

Graham: yes. In each jurisdiction they’re published and gives full copies of them. They’re downloadable from the websites.

Brendan: it’s like public knowledge once that happens.

Graham: yes. In Victoria it will be in the prosecution and enforceable undertaking section on their website. You’ll get the full list of all the prosecutions that they are undertaking. The section that the prosecution is under defines if it’s closed and also the enforceable undertakings are pressed firmly with downloadable copy, PDFs of the whole document is agreed and signed.

Brendan: I wanted to turn now to your LinkedIn Group because you’ve done an amazing job at creating a meeting place for people interested in work health and safety. Tell me a little bit about how that started and what it’s become?

Graham: it started about seven years ago when I worked for one of the big four banks on helping them transition into the work health safety laws naturally. It was just one of those spur of the moment things. I was walking at the steps after a meeting with a client. I thought gee, I could start a group because of a lot of ignorance at the time and there’s a lot of development in terms of discussion papers, draft codes of practice, regulatory impact statements, a whole range of issues that were going on. It was very hard for people to keep on top of them what was happening in each jurisdiction.

Brendan: just to give me a timeframe this would be just when the model Act, Work Health and Safety Act was kind of draft…

Graham: early 2011 when there was a lot of finalization of legislation going on and talk about implementation and still discussions for example whether Victoria would be involved. Victoria was heavily involved in developing codes of practice and right up to recently when they just pulled out and dropped any involvement with any of the processes including codes of practice which other jurisdictions within Australia even those that hasn’t become the model laws yet still work within the codes of practice. There is a lot of disharmony around the country and stated times and different states coming into the model laws. Some of the changes were in the detail in some intervals that companies want to make sure that they were on top of what the changes were and also things like Office of Due Diligence requirements. There’s a lot of information going on, a lot of junk going on and I thought I could bring it together into one group which I named Work Health Safety Harmonization Group. It grew from small beginnings to be now the largest LinkedIn Group for health safety in Australia.

Brendan: how many members do you have now?

Graham: just under 18,000 members and a couple of thousand followers.

Brendan: that is amazing. Is it mainly, what make up would be Australian members?

Graham: there is over 50 nations involved. The LinkedIn program used to give you better steps and breakdowns. They stopped doing that. They changed a number of functions which used to be of great value but the portion now would be health safety managers, health safety consultants, managers with responsibilities for health safety or managers generally as directors who are concerned about their position, health safety representatives, trading representatives. It’s a very broad cross section of the community in relation to health safety. There’s also reps in every regulator in Australia. The fact that we’re Australian will have opportunities in it. In the early days Safe Work Australia were using it for media announcements, some changes and developments with the model laws.

Brendan: it sounds like it’s a great central meeting place for people to share information.

Graham: yes.

Brendan: hopefully it will solve some issues.

Graham: yes. For those who aren’t familiar thinking it’s all three. There’s certainly many discussions arising there. They cover a broad range of issues and I’ve encouraged people to no question is a stupid question. For those who feel embarrassed about we have a process that they can email with the question and I’ll post it in the so that they can still get feedback and answers. With such a broad diversity of people in the group. The answer is very obviously quite often very helpful.

Brendan: is it taking a lot of time to manage that group or is that something managing that simple?

Graham: it takes time to manage because a lot of people like to spam in it or post a business or forthcoming conferences and I tend to delete those. Conferences which as free but needing commercial or it’s posted by a business which doesn’t add value to the group. It can be a promotion but as long as it adds value. It’s some information and adds value and people sign off on it with their business name or their survives that is fine. Sometimes it’s just a blatant advertisement.

Brendan: if it adds value to the community then it’s welcome but if it’s just about making money or promoting some kind of event it’s probably good to go on the promotions tab.

Graham: the promotions tab was removed by LinkedIn.

Brendan: it shows you how up to date I am.

Graham: there’s just a lot of promotions and spam coming in to the discussions thread which is why there’s a bit of work in administering plus also I post a lot of material myself.

Brendan: why do you think or do you think Australia kind of leads the way with health and safety legislation and managing health and safety in the workplaces or is there some other country around the world that has done a better job?

Graham: I think a lot of people look to England or the UK as an example. They were very strong framework. It’s still based on the same principles as the Australian legislation. In fact Australia copied the approach, Robens Principles it was called. Practicability from the UK. The UK has gone ahead in areas like industrial or corporate managed order and not just the concept but the way they impose penalties. It’s not just a set fine under the act but it could be based on the proportion or percentage of the company’s gross turnover. When you’ve got companies that are worth $100 billion as we have a lot of mining companies in Australia and they’re worth more. The maximum fine may not be much more than a footnote in their annual report. We need to base it on a percentage of their gross turnover. It becomes a much more serious matter for them.

Brendan: a 100%. You want to make sure you’re managing your health and safety correctly.

Graham: Australia has got a good reputation. New Zealand has followed our model. I think England still has a lot for us to learn from.

Brendan: we’re going to wrap up the interview now. I’ve just got a few short questions to ask you to wrap. First of all can I ask how old you are?

Graham: 62.

Brendan: what do you like to do to keep fit?

Graham: I do triathlons, the longer ones and I do in the fundraising events. AlertForce through you have assisted in it through selling some training courses online or auctioning them. Through the group I’ve managed to raise about $30,000 in a series of triathlons. It’s a very welcome incentive by training and raising funds.

Brendan: yes and doing it for a charitable cause. That is fantastic.

Graham: I’ve also got 12 year old twins I keep forgetting.

Brendan: it also keeps you on your toes as well. You said you work long hours. How many hours of sleep do you get on average per night?

Graham: I try to get seven. I used to get a lot less but I’ve been told I need to meet my minimum seven now this week and I do feel a lot better and more productive when I get it. I don’t burn the candle anymore because I’m not young anymore. Doing things like that which I used to do. Really seven hours of sleep.

Brendan: do you have any personal goals that you’re looking to achieve in the next 12 months?

Graham: business wise or personally?

Brendan: personal goals and then the next question I’m going to ask you about what business achievement you’d like to be most remembered for?

Graham: personally I’d like to get back to another Iron Man. I’ve had some injuries. I haven’t done an Iron Man Triathlon for a couple of years now. I’ve put in a bit of weight I need to lose my weight and get back into that. That is my short term, it doesn’t take a couple of years to do that goal.

Brendan: then the business achievement you’d like to be most remembered for?

Graham: it’s hard to say what I’d like to be most remembered for. I always wanted to write a book but I don’t think that will happen in terms of time constraints. I just like to be remembered for someone who is pragmatic, commercially focused and get the right solution for clients which sometimes is a plea of guilty with litigation as a penalty, sometimes an undertaking, sometimes it’s a successful defense and developing a relationship with clients which unfortunately for clients sometimes means repeat business. Most of them don’t want to see me again after never but we maintain basics.

Brendan: if people want to find out a little bit more about your Graham what is your website?

Graham: DentCL.com.

Brendan: AuAssist.com.

Graham: that is right.

Brendan: all right Graham, thanks very much for coming on the show today.

Graham: okay, good to speak to you.

Brendan: remember if you’ve been enjoying the podcast don’t forget to leave us a review and subscribe. See you next time.

Ep 12: Fatigue Management expert Dr Adam Fletcher explains industry trends

Brendan: Welcome to Episode 12 of The Australian Health and Safety Podcast. I’m Brendan Torazzi, the host of the show and also the director of OHS.com.au Australia’s first health and safety training marketplace. Today I’m joined by Adam Fletcher from Integrated Safety Support. Good day Adam.

Adam: Good day Brendan.

Brendan: How are we on this beautiful afternoon? I’m not sure what it’s like in Melbourne but Sydney is having a sunny day for the first time in weeks.

Adam: It’s absolutely beautiful here. I have thankfully had just work to do from the office. I’m in shorts and T-shirt. It’s delightful.

Brendan: Tell me a little bit about Integrated Safety Support and what do you guys do?

Adam: Integrated Safety Support really was born when I returned from the United States in 2006. I’ve been working as a research volunteer for the US Army in Washington DC specifically looking at sleep and fatigue issues for the US Army. I realize I really wanted to move out of full time research and into solving challenges and problems related to fatigue and workplace performance and safety in government and industry organization. I founded the company and we have really tried nearly 13 years now on very fatigue related issues. It’s very clear from the workers and the long term clients that we have built up but we really have been able to establish a really valuable nation and thankfully get to do really valuable and interesting work all over the world mainly related to too much fatigue and keeping people alert and safe and productive in 24 hour work environments.

Brendan: I’m curious about the US Military, do they sleep starve their people? Could you often that their military could learn to survive in very little sleep? Is that the case or do they encourage sleep?

Adam: I think it’s something a number of people don’t fully understand or perhaps clear a few myths about. My people when they’re going through their training, certainly basic training and a lot of specialists training they do have a lot of short to medium term sleep deprivation periods so that you can learn what happens to you personally when you’re put under a period where you’re not getting enough sleep but more often than not in operational environments or operational theater they generally do try and optimize the sleep that people are getting unless it’s generally unsafe for people to stop. People think that the military are taking stimulants and other substances to stay awake all the time. Generally they’re only doing that if it’s not safe for people to stop. They usually rather people sleep and maintain high levels of performance.

Brendan: Of course the military is a lot more than just I had envisage on the cold face actually in some kind of war or something like that but there are lots of parts of the military obviously.

Adam: I think there is a much better understanding, I think even in the last four or five years, I think a much better understanding that optimum performance is much more than staying proficiently awake and having your eyes open and breathing. I think there is much better understanding of the nuances of situational awareness and other subtle executive performance capabilities and sleep is clearly a major foundation for that. That is understood more so now than it was four or five years ago.

Brendan: When I met you probably 12 or 13 years ago when we first brought the sleep pods to Australia. We soon discovered that Australia kind of led the world in sleep science. Why do you think that is the case? We’re such a small country in relation to the rest of the world at least in population size? Why do you think that Australia has been up there?

Adam: We definitely do punch above our weight. There is no question about that. There’s a lot of very high caliber sleep scientists and people in Australia and New Zealand as well actually. I don’t really know the answer to that question. There’s certainly a lot of links to sleep in modern times in the US. The very discovery of REM sleep in Stanford University in the fifties and then really the sort of expanding view of managing shift work and sleeping in 24 hour work environments started simultaneously in the US and Europe in the late seventies, early eighties but you’re right. In the nineties and 2000’s and beyond there is definitely a big concentration of people who are respected and considered experts in sleep and fatigue related areas in Australia. I don’t really know why. Perhaps there are some cultural elements. Perhaps there’s other explanation but I’ve been around this field for more than 25 years and I don’t have a really clear answer for that.

Brendan: You think like you being Australian, running an Australian business that works with fatigue management and the human factors do you think that helps you when you’re doing work overseas?

Adam: I think most places in the world do still really love Australians. We are generally liked in most places around the world.

Brendan: Because we live so far away. They’re not neighbors really.

Adam: Maybe we’re just a distant novelty usually. I definitely think people are interested in spending time with Australians and I also generally think and I don’t know whether this is just because of our multi-cultural heritage or what it might be but one of the pieces of feedback my team and I get a lot from clients around the world is we tend to be very respectful and aware of cultural and other factors. Obviously sleep and fatigue issues are certainly hardwired into us as humans in many ways but there is obviously lots of cultural and local factors that can influence people’s choices to sleep or not to sleep and things like that. A lot of feedback that we get is that we’re very aware and factor in a lot of those very local cultural and other factors. There seem to be something about our ability to consider those things and not just trying forth our solution on people. That seems to be very appreciated as well. I think that is a factor.

Brendan: Integrated Safety Support, developing technologies to help manage sleep or how do you fit as far as that goes moving forward?

Adam: We’re certainly not going to be developing any hardware, monitoring devices via a wrist worn sleep monitors or cameras mounted on a dashboard or a cockpit. Those technology solutions are definitely for others. We’re building a lot more software based solutions so we create integrations of fatigue, modelling software into existing scheduling systems and things like that. Earlier this year we have released our first app which is a free app available on the Apple and Android app store called FatigueSafe. That is a one minute personal self-assessment for fatigue. Certainly we’ve got a lot of data analytics capabilities. We’re building a lot of software app and analysis type solutions but not so much in the hardware space.

Brendan: It’s more around the I guess when you can sell to clients it’s more analyzing the data they’re collecting around sleep and management. Would that be a…

Adam: That is a lot of it and certainly an increasing proportion of what we’re focusing on. We still do some more traditional consulting in the sense that we might review fatigue related policies and procedures. We might carry out risk assessments for a particular business or operational site. It’s that kind of classic, safety, management consulting but certainly increasingly clients are looking for more technology driven solutions algorithms, streamline analysis or reporting capability and things like that. We certainly will be able to do that.

Brendan: I’m seeing like a trend across so many industries where data and data analytics is really where the world is moving and we’ve got so much data that you’ve got to be able to analyze it and work out what that actually means.

Adam: I think the majority of organizations now do have huge volumes of data. What we discovered with our clients is they generally still very much data streams in silos but they’ll be a silo of safety related information that is separate from the silo of human resources information which will include over time and absenteeism, sick leave and things like that. That would be separate to industrial things. The data analytics methods that we deploy quite a lot we’re really starting to look across all these different data sets. Also scrapping in other external data sets like weather information or public holiday calendars and things like that and actually starting to see where the patterns existed in previously separate streams of data. They’re getting a lot of very deep insights. I mean in some cases very unexpected insights in a lot of those things. It’s something that we’ve had a lot of success in the last few years. It’s definitely an area that is exploding quite quickly.

Brendan: What percentage would you say of your practice would be overseas related work versus local work? Percentage basis, is it 80% local and 20% overseas?

Adam: In the last couple of years we’ve been nearly 50% international each year. Where that work has been has differed and actually over the last 10 years has differed from year to year quite a bit. In the last year we’ve done work in Columbia, Brazil, US, Canada, Papua New Guinea, Vietnam, Thailand, Singapore, India, Norway, Sweden, Finland, Italy, France, Spain, Portugal, UK. That is probably the main countries but yes, probably about 50% the last few years.

Brendan: I’ve got to ask you have you tapped into the government research grants.

Adam: Not actually. When I was an academic full time that was certainly a case of funding and credibility. I do hold an adjunct professor role at the University of South Australia and working some research projects particularly supporting early career researches. To be honest it’s actually easier to get money from industry and also government agencies directly rather than through the research channels. As long as you’re actually going to deliver and provide the value that your promise which we do we tend to have a lot of quite big government contracts that do roll on year on year out. They’re asking for things that promising them and delivering them and they keep finding things for us to do. The research funds is not really something that we’re trying to tap into too much these days.

Brendan: I think I was more thinking around the Export Marketing Development Grants given that you spend so much time overseas.

Adam: We certainly have used the Export Marketing Development Grant and also the R and D program as well. Certainly we’re not just doing straight fee for service consulting. We do develop and innovate quite a lot. That often then adds to costs within my business to try and develop things that we believe are going to be of value before we test them and evolve them. We definitely do work with those programs.

Brendan: Are there some major trends in what industry is using your services? Aviation obviously is one and you mentioned the military.

Adam: It does change a bit for the geopolitical situation in the world I’ve observed. There is no question that Aviation has been a core focus of ours really ever since the beginning. Sleep and fatigue management is definitely quite strong in aviation globally. Before the GFC we were seeing a really big upturn in activity and focus in the oil and gas and mining industries. That really fell off a cliff in a really major way when the GFC started fighting. Then other industries that you think it would be really relevant all that trucking and logistics and things like that. They’re generally quite low margin businesses in the first. Our observation is they don’t tend to get into things unless they’re required to by the regulator. We certainly do work in those areas. It tends to be a relatively low proportion. For our business at least a lot of it is aviation, aerospace, government agencies which could include emergency services be it ambulance, paramedics, fire and things like that, hospitals but also then a spattering of mining, oil and gas, logistics and things like that.

Brendan: Would I be right to assume most of your work is won by word of mouth like a referral?

Adam: Mainly. We’ve been around 12 to 13 years. The majority of our work now is repeat clients and word of mouth. Also when clients change companies or change roles they sometimes inherit a bit of a basket case and bring us to try to clean up what they have inherited. That is where most of our work comes from.

Brendan: The other thing that I wanted to ask you was sort of can you give us an example where there has been a real ROI on like the before you guys come in and advising some changes to be made versus then you go in and implement some changes to some, I guess grab some low hanging fruit to make some wins and give us some example of something like that. I’m putting you a little bit on the spot there.

Adam: That is okay. We don’t get to publish specific details of specific clients that often because most of our clients are in competitive areas but I can definitely give you some general examples. One example that springs to mind is for an aviation company that we’re working for who has some very rich data and with our support has some very great data analytics capability. We actually worked out the analysis that were legal in terms of what they could operate with flight and duty times were probably not that great from a safety point of view, at the edges of the limit. Then there were other rules that they have been constrained by that were nowhere near the areas where safety would be affected. We were able to collect a lot of data that really built a safety case based on their own evidence, their own data that actually indicated that we thought it would be safer to use a different rule set to the one that they were currently needing to work to.

We were given a pilot approval and ultimately a longer standing approval to actually have a dispensation from the normal regulation which gave the company a great deal more flexibility but really at no loss from a safety point of view. Probably the lining on that story too was that they had much higher retention rates for staff and significantly lower sick leave rates as well which obviously have a very genuine cash improvement for that business. We’ve seen similar results in terms of reducing absenteeism in other projects that we’ve done in a variety of industries certainly in trucking, certainly in rail as well and even in emergency services situations. If you can be reducing absenteeism and staff turnover it’s a very clear metric. It’s definitely very measurable from a dollar point of view but it’s also clearly indicating that people are happier and healthier. From our point of view that is a very meaningful metric to be able to track.

Brendan: I guess when you get wins like that it make it a lot easier to they’ll be screaming for you to come back to do some more cool stuff like that.

Adam: At a point in time it does tend to become fairly self-funding which obviously helps a lot when you’re trying to develop new initiatives. If you can go to your executives and say, look we’ve got evidence that we’ve saved $77,000 in this business in the last six months. What we’d like is your permission to spend $30,000 on this other initiative which we think is going to save us $100,000 a year and we’re going to measure to see if we’re going to do that or not. It does make the case a lot easier to get over the line.

Brendan: You’ve got a conference I understand coming up. Tell us a little bit what you’re doing and what’s it called and how people can register.

Adam: We’ve had a lot of inquiries particularly from around the Asia Pacific Region for us to have an APAC event specifically focusing on fatigue management and human factors within industry. On March 12 to 14, 2019 we’re hosting a three day event at Suntec Convention Center in Singapore. The first day will be a seminar format and the following two days, days two and three will be a hands on workshop to be able to build or improve a fatigue management system. We’ve got some great speakers concerned. We’ve got people coming from NASA, from Boeing. We’ve got international academics participating, myself and my team obviously. Certainly people can go to my website and see the banner for that and click on that. Our website is IntegratedSafety.com.au. I’m sure you can probably put that in the notes for this episode as well.

Brendan: Yes, for sure. We’re going to wrap up now Adam. For a guy who is involved in sleep how much sleep do you get each night?

Adam: I definitely give a bigger priority than I did in the past. Usually now I spend eight hours in bed. That usually translates into somewhere around seven and a half hours of sleep per day give or take. That definitely keeps me at my best.

Brendan: How old are you?

Adam: I am 43 about to turn 44.

Brendan: What do you do to keep fit?

Adam: I used to do lots of exercise. I worked out over the years that really I don’t need to do as much as I thought that I needed to do. I’m reasonably fit and healthy but I tend to stick to doing one yoga session a week, one weight session a week, pretty heavy but safe weights and generally just one high interval cardio session a week. I find if I can do one of those each a week I stay pretty fit and well.

Brendan: Over the next 12 months what personal goal would you like to achieve?

Adam: I’ve got a three and a half year old daughter. Next year is her last year before she starts school. My real personal goal is actually to just keep a very solid balance between contributing and getting value from the work that we do in the business but also being around as much as I possibly can to be spending time with her and just enjoying that very special, last, little window before she starts 12 years of school.

Brendan: Then finally what business achievement would you like to be most remembered for? This is always a bit of a tricky one for people particularly when I put them on the spot.

Adam: I’ve always been driven personally and professionally by really trying to support humans to be healthy and safe and contribute valuably in their work but if I sort of extend it out into the future what I really like to be remembered by is to be the guy or one of the people who really was able to quantify meaningfully why looking after people in terms of good rosters and work patterns and supporting good sleep behaviors, things like that. I really would love to be remembered as one of the people who demonstrate quantitatively why that is good for not only safety but also just business in general and also profit in the bottomline. We’re certainly able to do that now and I don’t even think a few years ago we’re able to do that in a very clear way but now we certainly can.

Brendan: Thanks very much for coming on the show. If you want to learn more about Adam it’s IntegratedSafety.com.au. If you’re enjoying the show please remember to subscribe and leave us a review.

Healthstyle’s Manfred Wolscher talks about the importance of wellbeing

Brendan: welcome to Episode 11 of the Health and Safety Business Podcast. I’m Brendan Torazzi, the director of OHS.com.au and also your host of the show. Today, I’m here with Manfred Wolscher from HealthStyle. Good day, Manfred. How’s it going?

Manfred: really well. Thank you. Thanks for having me.

Brendan: it’s great to have you on the show. Tell me a little bit about what HealthStyle does?

Manfred: we’re a workplace health provider helping and assisting companies around the country to achieve better health for the people or in other words help them to thrive in their lives.

Brendan: so it’s a wellbeing company?

Manfred: it’s a wellbeing, workplace heart. What incorporates that we help organizations in devising their wellbeing strategy first and foremost. We’ve got a whole range of health improvement programs. They range from health checks, health education, we do e-learning programs as well as healthy media.

Brendan: wellbeing a few years ago is a bit of a dirty word. Has that changed over the last, how has the industry changed? I was a little bit involved in the sort of the mid-forties with wellbeing and it was a really tough product to sell. How has it changed over the last 10 to 15 years?

Manfred: it’s a good question. I don’t think it has changed a lot in terms of selling prevention. It is still very difficult although where we look at the safety where you come from is they’re certainly a development and a move in the right direction. Thinking about 20 years back where manual handling was a dirty word and now it’s just part and parcel of business as usual basically. Safety is integrated. Everybody understands it and compliance is good yet we have got a bit coming back to that wellbeing is a bit of disconnect here between safety and wellbeing. What people understand about wellbeing is perhaps not how we try to educate people. It’s an interesting thing. Wellbeing, everybody thrives with wellbeing aren’t, for wellbeing, feeling good, feeling energetic, feeling mentally like positive and so forth but wellbeing is a much broader, much more global sort of expression. It’s interesting.

Brendan: does that mean when you’re going to see clients you don’t use the wellbeing word? What is the trigger for, tell me about a typical client and why they would jump on and embrace your program. What are the trigger points?

Manfred: the trigger points initially is that companies ask themselves why do we want to have a healthier workforce basically. The why is critical. Often it’s not the case because companies, management or the board and saying like yes, we need to do something because company X ask something. We look good and tick the box yet I think when it comes down to really working out where they want to go, how does it align with the business objectives then it becomes interesting. Wellbeing, they go like we just thought we do mental health, look at employment assistant program. That is not really what they need at the end of the day. That is when we come into play and assist them, better understand where they see themselves in five years, 10 years’ time.

Brendan: how do companies typically dip their toe in the water so to speak? What would be a typical program for a company that has nothing? Where could they start? What are some easy wins?

Manfred: I think the first one would be identifying the why as I have just indicated before. That is important. It might be just that they go you know what? We need to reduce our workers compensation claims. That could be one. Another one could be general absenteeism costs are just too high. How do we reduce that? Looking at those objectives where to start is creating a health risk profile for the organization. That is what we like to see first stop. There is no guess work. What is going on? How healthy is our workforce? How well is our environment playing a role in supporting our workforce? What is in terms from the organizational risk what are the guidelines to allow people to live healthier lives? Coming back again a health risk profile would be the first step.

Brendan: that therefore creates a baseline for an organization and then at a latter point you’re able to go back in and measure again to see what differences the program has made.

Manfred: initially it might be a health risk profile. You can combine it to go like you know what? We provide health assessments for our people, health checks. They create a baseline profile itself. Maybe we do the same thing in a year’s time. In the meantime we’re looking at the data and may identify issues around mental health, issues around people just not move enough, issues around leadership. It does not have to be always directly related to just wellbeing but at the end it is isn’t it.

Brendan: I would imagine when you’re first going into some organizations there may be a degree of skepticism from I don’t know, from workers or maybe management or what are the types of things, what are the easy wins that you have to do first up to get I guess the call phase on board because I would imagine you need participation. When you have participation and then…

Manfred: I think that divides from our competitors. We always aim for high participation. How to achieve that? There’s a number of things we’re trying to get right. It’s not always working for a number of reasons but the first process when we engage with an organization is the access process, to looking at organizational risks, to look at capability of the organization, very important. That is that everybody is onboard from management to the supervisors, to the HR department as well as WHS and so forth. Another one is the environment. We’re looking at the environment. What sort of role does the environment play allowing a wellbeing program to flourish, to be successful? These are important parts and then the next one is the planning phase. We’re looking at the same things again and how we can assist to build better procedures and guidelines around the organizational guidelines. We look at health and to build capabilities, internal capabilities. Our biggest goal for a company’s system in the long run is to build internal capabilities so down the track, in the five years’ time know what they’re doing. That is the objective and that has proven with companies as Mars Australia. They know what they’re doing. We still assist them. We still come up with ideas because it’s an ongoing integrated process.

The next phase will be then helping the organization to collect some data, to get some idea where everything stands, where the workforce sits. We tried to leveraged up those points of influence which is the organizational part, which is the environment part but also the personal. If we get all those three avenues of influence correct, the program sets itself up to be very successful. Of course then you roll out, you implement the programs in the next stage. As ongoing stages evaluation, we evaluate the program’s feedback for a number of reasons. For looking at their return of investment situation so build a case study to have further programs implemented in the near future.

Brendan: how long has HealthStyle been going for?

Manfred: we founded HealthStyle in the end of 2012. We’re a relatively young company. Coming back in particular Andrew Pitkin who pretty much is the brain child of these of programs. There’s a whole range of programs which we’re very proud of we have created and developed and achieved award winning programs. That came originally from years back with Greatest Asset. We worked together and became good friends and just made it a passion of ours to help companies and people achieve better health.

Brendan: I guess there’s a lot of workers out there that if they’re not given that assistance is like having a coach. If they don’t have access to the coach then maybe they don’t have a chance to get healthier.

Manfred: exactly right and often when you look at programs chosen by companies it’s courses for courses. Sometimes certain things work. Sometimes not. To keep a workforce healthy in a long-term it has to be ongoing.

Brendan: it’s not like you can do one thing and then you can be healthy forever.

Manfred: you know Brendan if you want to lose weight if you don’t have the support from your wife, from your family, from your peers and build an environment at home allows you to do your exercises, eat well it’s not going to happen but often those to take them to the next stage and become yes, I’m buying some shoes now. That is the first step. Once you have got the shoes I start to walk and then eventually to run and then eat better and so forth.

Brendan: when you’re turning around I guess a habit it’s a series of little wins really isn’t it? Like that is what gets the momentum starting to happen.

Manfred: exactly right. I think that is key because we’re inundated in our society now with all those quick fixes in terms of diets, in terms of exercise programs. Guess what? It’s basically in the long run very little chance to succeed because it’s not sustainable. It has to be sustainable and it has to be fun, joy, that you go out there. This is cool and get those wins as you say it before like the small wins and get up in the morning, more energized. Don’t push them too hard to the next level, just enjoy the moment. Once they understand learn how to feel good again then you take them to the next stage, next level.

Brendan: are these programs actually done in the workplace or are they is it like coaching systems that they do outside of the workplace or is it a combination of both of those things?

Manfred: it’s a little bit of combination of both of them. When you look at manual handling we do as well. The platforms that we use is the one on one like have the group there sitting down and do a workshop. Work with them hands on but there’s other ways we do it on the e-learning platform where people use that as a competency based education based program which is effective. It’s quick. They can do it at their own time, on the mobile phone, on iPads, etc. there’s a number of ways you can educate people and run programs. Ideally when we look at the workplace health programs ownership is critical. You do it yourself. Everybody should be taken on a journey. That is important. The ownership has to come from within the organization. They have to run the show basically. We can’t do it. Other providers can’t do it because the support and the commitment is just simply not there. If it’s not there other business priorities would take over and then it ran slowly into the sand but if this becomes part and parcel that is who we are, that is our culture. In all regards it will be quite successful and I can assure that we see that over and over again with a lot of positive and great feedbacks and great stories.

Brendan: are there any particular sectors that are more open to these kinds of programs than others. Where does HealthStyle play typically?

Manfred: we’ve got a whole range of programs or clients and partners in the manufacturing industry and energy sector and the corporate sector right across. I don’t think you really can’t pinpoint certain industries are more likely to run meaningful programs. It’s more like how the board, management, what their objectives are. It always comes down I would think to the CEO of an organization. If there’s a vision there then it goes and it runs. It’s a top down approach. Later on it’s a top down, bottom up. It’s where you take everybody on board.

Brendan: are you able to share with us a program, I mean you don’t have to name the client but tell us a little bit of how the organization changed and how long it took and did it make a change on financial like a bottomline level?

Manfred: yes. Perhaps a good showcase story is Mars Australia. We’re looking at 3000 people. There’s all different business centers. You’re all aware of Mars has got Mars Food, Mars Petcare and so forth, a whole range of manufacturing places around the country. It’s worldwide. It’s a privately owned company. I think that is perhaps a little bit advantage because they can put their own personal standpoint as they like it. Years ago, maybe five, six years ago when we got in contact, even longer with Greatest Asset we did already some work. There was nothing. They had no structure, no wellbeing idea and objective and slowly we just did a pilot project, just a small piece and demonstrated it works. Engagement was so so but as it evolved the second pilot project then suddenly there was a lot more engagement. The company learned how to find those champions to run the show so to speak and then build a wellbeing committee who was or is responsible for any rollout of that sort of initiatives.

When you look at that company now it’s amazing. As I have pointed out before they’ve got their internal capabilities. They know what they want. It’s fantastic to see. Participation rate is 75%, 80% in whatever initiative we do. They’re ready. They know their outcomes. Their return on investment is an absolute no brainer. Right across the board when you look fruit vegetable consumption has increased significantly. The incidents slips and falls, alertness is totally different. They’re factory settings. This is just a high risk sort of environment. That went hand in hand then with the safety procedures and the safety requirements and wellbeing, fatigue management programs etc. where it was needed. The cost have decreased and so has workers compensation.

People are just a lot more aware and quite competitive. We have business centers in there that love it. We have a health check which is a high performance health check and people love it. These whole departments they’re all on board and they want to beat each other. It’s competitive. It’s fun. Yes, their return on investment is they just go on and on every year so it’s fantastic.

Brendan: I’m going to wrap up the session now. I just have some quick questions for you. How old are you Manfred?

Manfred: 54.

Brendan: you must be doing your own program mate, you’re looking great for 54. Second question is what do you do to keep fit?

Manfred: it’s a good question. I have changed a little bit. My approach, I understand in my age you don’t recover as quickly anymore. That is not really a problem for me. I do perhaps three sessions a week but very short 10, 15 minutes two sessions. A CrossFit type session or a hit program on a circuit basis and one centering run like number of runs of course. That keeps me fit. I think I’m as fit as I was 20 years ago.

Brendan: how many hours of sleep are you getting on average per night?

Manfred: definitely eight hours. I need minimum of eight hours.

Brendan: you’re prioritizing your sleep.

Manfred: absolutely.

Brendan: do you have any personal goals that you’re looking to achieve in the next 12 months?

Manfred: not really. Perhaps in terms of our business that we want to take to the next level because we’re passionate about it. We love what we do. Otherwise I’m perhaps in my happiest phase in my life.

Brendan: there is nothing more you want for.

Manfred: one thing there is, I plan a heli-skiing sort of holiday in a few years’ time so I need to keep fit and stay fit and take my boys to heli-skiing.

Brendan: what business achievement do you think you’d like to be most remembered for?

Manfred: just what we do, the lives we changed. I will not take one example. There’s hundreds of examples where people pat you on the shoulder and go like, thank you so much. You actually saved my life. That is powerful. Just a few weeks ago I was in Albury at one of the factories. We did some health checks and that person said, you perhaps not aware of. I would not be alive if HealthStyle wasn’t involved. That was powerful. I don’t want to go in detail but it’s true. We get this over and over again. It’s just there at the right time.

Brendan: great work.

Manfred: thank you.

Brendan: if people want to find a little bit more about HealthStyle how can they find you online?

Manfred: it’s http://www.HealthStyle.net.au. You’ll find information on there. We are on LinkedIn and Facebook as well and Twitter. You can find HealthStyle.net.au. You can find us.

Brendan: thanks very much for coming in Manfred and if you have been enjoying the podcast don’t forget to subscribe and leave us a review and also share it around with your friends. See you next time.

Manfred: thank you.