Industrial Safety News - Nov&Dec 2013

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SafetyNews

PPE • ACCESS • HAZMAT • HEALTH • INJURY • MANAGEMENT • ENVIRONMENT • FOCUS

November-December 2013 VOL 8 NO. 5 Price $9

You are what you wear Survivors aren’t always the strongest, sometimes they’re the smartest

• WorkSafe drafts Geoffrey Podger to get the ball rolling • Site Safe celebrates half a million safe construction actions • The alarming rise and rise of drugs in the workplace

Safe workplaces require

SOUND CHEMICAL MANAGEMENT

Employers must ensure employees are trained and equipped to safely handle dangerous goods and hazardous substances.

WE CAN HELP! Our experts deliver cost-effective training customized to meet your needs: HSNO Test Certification How to Implement HSNO in your Business

HSNO Approved Handler Managing a Chemical Emergency

CONTACT US TODAY TO DISCUSS YOUR SPECIFIC CHEMICAL TRAINING NEEDS.

Ph 04 499 4311

Email: info@responsiblecarenz.com Fax: 04 472 7100

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ANOTHER RESPONSIBLE CARE NEW ZEALAND INITIATIVE

MANAGEMENT – Commentary

3

Charting the course for the good ship WorkSafe

By Barry Dyer Our new WorkSafe NZ faces a major challenge in launching a world-class, national workplace health and safety regime which enables employers to maintain safe and healthy workplaces.

Targeting the most frequent workplace deaths and injuries in the five selected industry sections makes sense for ACC budgeting purposes.

However it isn’t safeguarding the estimated 600-900 workers adversely affected each year by unwanted exposure to chemicals.

We still cannot accurately determine chemical-related injuries and illnesses. No number apparently means no attention from politicians, the media and enforcement agencies - no attention means minimal interest.

Poor compliance with our worldclass chemical management regime continues to put people at risk.

The Keeping Safe At Work legislation offers a rare opportunity to upgrade efforts to safely manage workplace chemicals.

The Pike River Mine tragedy initiated a re-organisation ahead of the Health and Safety Task Force report.

The subsequent restructuring to enhance key recommendations presents the WorkSafe NZ board and chief executive with limited opportunity to validate the role, capabilities, organization and deployment of the new entity.

Political deadlines constrain debate about acquiring world-class

November - December 2013

workplace health and safety performance. Cabinet papers reveal the integration of HSNO performance standards requires careful consideration of industry’s proposals.

To launch the new era, WorkSafe NZ could: • Advocate the early introduction of hazard awareness and basic risk management techniques in the senior years at secondary schools and technical training centres.

• Provide business operators, particularly SMEs, with free access to a ‘one stop shop’, web-based HSNO compliance tool providing an accurate site compliance checklist. Used by workplace inspectors, the software reports assist local labour group branches to compile the long-awaited national chemical database. Accurate targeting of non-compliant sites increases productivity and ensures more efficient enforcement.

• Further increase the productivity of enforcement officers by

further protect workers, while providing management with a ready source of timely compliance advice, reducing the risk inherent with chemicals.

Finally, urgently review the HSNO Test Certification regime. Many

“The public also needs assurance they will not be harmed in the event of a chemical incident in their neighbourhood.” enabling annual self-reporting by business operators in accordance with government policy to encourage individuals to make better use of IT for routine tasks.

This frees up skilled enforcement officers to focus on the worst offenders.

• Introduce mandatory, online reporting tp save time, money and the frustration business operators constantly cite as barriers to running a successful business.

Businesses need information.

Mandating HSNO-compliant safety data sheets (SDS) is years overdue.

Up-skilling workers involved with chemicals to a revamped HSNO Approved Handler qualification would

well-managed, HSNO compliant sites could obtain their test certificates by submitting satisfactory HSNO compliance assessments.

Spot checks would identify cheats, while saving compliant businesses time and money.

Sound chemical management in workplaces minimises the likelihood of a costly incident, avoiding harm to workers and the environment.

It is clearly tempting for agencies to postpone discussion of possible improvements until the transfer of workplace chemical issues to MBIE in late 2014.

The tragedy which initiated the present change also demonstrates chemical suppliers’ and society’s

rising expectations about keeping people safe while at work.

WorkSafe NZ will have increased responsibility in safeguarding workers where chemicals are present.

The public also needs assurance they will not be harmed in the event of a chemical incident in their neighbourhood. Chemical suppliers are working with the new MBIE High Hazards Unit to identify sites where major chemical incidents are possible.

Such effective partnerships ensure industry engagement, providing agencies with access to the expertise they need. Hopefully, other agencies will also recognize the mutual benefit of fully engaging with key ‘customers’.

Barry Dyer is the chief executive of Responsible Care NZ, whose members and partners are committed to superior safety, health and environmental performance, particularly the safe management of hazardous substances and dangerous goods. info@responsiblecarenz.com 04 499 4311 www.responsiblecarenz.com.

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4

THIS ISSUE Lead Story Newly created Crown Agent WorkSafe scores a coup by attracting former chief executive of the UK’s Health and Safety Executive to help it get underway (P16-19)

Publisher Mike Bishara 027 564 7779 mike@mediasolutions.net.nz

Features A special report on the full range of services, equipment and training offered by NZ owned PBI Height Safety (P24-31). Site Safe puts on an evening of celebration for course graduates leading a Certificate in Construction Site Safety and announces the winners of a range of safety awards (P35-41).

Features editor Geoff Picken looks at the alarming rise of cannabis use in the workplace (P42-47)

Web editor/Contributing editor Lisa Gossage lisa@mediasolutions.net.nz

Environment Control system excellence earns Honeywell an award (P13)

Focus

Features editor Geoff Picken geoff@ mediasolutions.net.nz

ThunderMaps takes all the pain out of hazard reporting and recording (P21)

Injury The Red Cross examines compliance in first aid training following the release of the Independent Task Force report (P34).

National sales manager Phil Pilbrow 027 564 7778 phil@mediasolutions.net.nz

Management

Design & pre-press Jamie Laurie jlaurie@hayleymedia.com

Barry Dyer on Work Safe and exposure to chemical hazards (P3), Chapman Tripp reports on extra liabilities for directors in the new Health and Safety Reform Bill (P6) while Mark Avery argues that local councillors and mayors may also have to step and take more responsibility (P7). Training via the 4 R’s of emergency management plus Mike Cosman wonders why it is so difficult to incorporate contractor management in the supply chain (P20). Vertical Horizonz introduces industry standard UK certification course (P23). Bullying the precursor for unsafe on site behaviour (P33)

Web development Neo Chen 021 507 318 neo@appsolutions.co.nz

Oliver Footwear introduces new safety boots (P8) and Honeywell enhances safety with a hands free coomunication system via safety glasses (P9). Lynn River keeps hands safe (P12) and Pro Val offers the total package of wearable protection (P14). Westex shows how the safety of fire resistance starts with the fabric (P15).

PPE

mail@mediasolutions.net.nz Rates: $30 incl GST and postage for 5 issues, plus digital editions to five email addresses.

Overseas rates available on request. www.isn.co.nz Free access online to an interactive digital edition.

Free access to the industry’s most comprehensive, key word searchable archives in eight key industrial safety categories: PPE, Access, Hazmat, Health, Injury, Management, Environment, Focus.

Free access to daily updated news with the ISN online carousel

Hazmat Bailey Tanks a leader in safe containment and transport of chemicals (P10)

Supporters Athenry Electrical (P33), Bailey Tanks (P10), Capital Safety (P31), Conferenz (P19), Eyepro (P33), Geotechnics (P37), Grayson Engineering (P37), H.W. Coyle (P37), Honeywell (P13), Innovative Ceiling Systems (P38), LangdonHudsonButcher (P35), Livefirm (P40), Lynn River (P12), McLoud Cranes (P36), NZ Engineering Services (P40), New Zealand Red Cross (P34), New Zealand Drug Detection Agency (P43), Oliver Footwear (P8, 48), Paramount Safety (P43), PBI (P24-31), RCR International (P14), Responsible Care (P2), Site Safe (P35), Thundermaps (P21), Vertical Horizonz Group (P23), Westex (P15).

Printed by PMP MAXUM 15c Vestry Drive, Mt Wellington, Auckland PO Box 8178, Symonds St, Auckland Published by Media Solutions Ltd Level 2, 9 Anzac St, Takapuna PO Box 31397, Milford 0741 09 489 8663 www.isn.co.nz

Site Safe Awards

WorkSafe NZ Geoffrey Podger talks to editor Lisa Gossage

See pages 35-41

See page 16

ISN acknowledges the support of the following organisations:

OUR COMMITMENT TO SUSTAINABILITY

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ISN is endorsed by NZ Safety Council

November - December 2013

th O e n co ve r

ge a P 5 1

• 15 companies manufacture 60+ “88/12 FR” UL certified fabrics • Of these 15 companies, 2/3 are manufacturing fabrics outside of the US

ge a P 3 2

• Of these 2/3, nearly 1/2 are US companies using foreign-made FR fabrics

Do you know what kind of FR fabric you’re getting?

Get the whole truth.

Pag 24- es 31

How long do drugs stay in the system?

A comprehensive report by features editor Geoff Picken This varies from one person to another and depends on dose, body weight, other medication and lots of environmental factors.

However, there are some general guidelines: Amphetamines . . . . . . . . . . 2 -6 days Benzodiazepines . . . . . . . . 2 – 14 days Cannabis . . . . . . . . . . . . . . . 2 – 30 days* Cocaine . . . . . . . . . . . . . . . . 2 – 5 days Ecstasy . . . . . . . . . . . . . . . . . 2 -6 days Methadone . . . . . . . . . . . . . 2 – 8 days Methamphetamine . . . . . . 2 – 6 days Opiates . . . . . . . . . . . . . . . . 2 -5 days * Cannabis is a drug that can build up in the body and stay detectable for longer, although this extended time frame only applies to regular or heavy users.

Key Drug Use Indicators Signs of cannabis use: • Dilated (large) pupils.

• Bloodshot eyes.

• Clear eyes solution.

• Cigarette rolling papers.

• Seeds that have been gleaned from marijuana.

• Smell on clothing, in room or in car.

• Sleepy appearance.

• Reduced motivation.

• Pipes, bongs, homemade smoking devices, burnt or stained tips of knives (that may contain sticky residue from burned marijuana).

November - December 2013

Pag 42-4 es 7 Signs of methamphetamine Use: • Incessant talking.

• False sense of confidence and power.

• Irritability and extreme moodiness.

• Aggressive or violent behaviour.

• Repetitious behaviour.

• Tremors or convulsions.

• Disinterest in previously enjoyed activities.

• Poor hygiene.

• Inability to sleep.

• Severe depression.

• Loss of appetite.

• Extreme weight loss.

• Nervous physical activity.

• Burn marks on fingers or hands.

• Presence of drug paraphernalia such as P pipes, glass smoking pipes, broken or modified light bulbs, cut-off drinking straws, very small resealable plastic bags which are empty or have crystalline powder residue in them (point or grams bags), butane lighters or gas torches.

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6

MANAGEMENT – Commentary

Directors carry bigger load in new health and safety regime The scale of the Pike River tragedy demanded a proportionate response, which is why the government sent in the heavy artillery – a Royal Commission and an Independent Taskforce on Workplace Health and Safety, both with assurances that their recommendations would be taken very seriously.

Draft legislation was released by the government on 30 October for preliminary consultation. This will be followed by a new Health and Safety Reform Bill, which will be introduced into Parliament in the second half of December for passage next year and implementation in 2015.

By Garth Gallaway

New Zealand’s workplace injury rates are disgracefully high – twice Australia’s and almost six times that of Britain – so the taskforce was told to be ambitious and design a package capable of cutting the incidence of work-related fatalities and serious injuries by 10 per cent within three years.

To achieve an improvement of this order within this timeframe is clearly going to require significant cultural change at every level of the organisation, including from the board.

The prescription the taskforce has come up with relies on exposing “PCBUs” to new statutory duties and a heavier penalty regime.

“PCBU” is an acronym of Person Conducting a Business or Undertaking, and applies to a wide range of people.

The taskforce looked to Australia for inspiration, drawing heavily on the Model Work Health and Safety Act passed by the Federal Government in 2011 and since enacted by all of the State governments with the exception of Victoria and Western Australia.

Stronger obligations The draft Bill creates a positive “due diligence” duty on company officers (directors and senior

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management) to ensure that the PCBU eliminates risks to health and safety “so far as is reasonably practicable” and, where risks cannot be eliminated, minimises them “so far as is reasonably practicable”.

Although the financial costs involved in risk management can be treated as a relevant consideration, boards must exercise “a clear presumption in favour of safety ahead of cost”. This presumption exists in the Australian Model Law, but not in the current New Zealand Health and Safety in Employment (HSE) Act. In judging what constitutes an appropriate standard of care, the courts are likely to have regard to the Good Governance Guidelines drawn up by the Ministry of Business, Innovation and Employment (MBIE) and the Institute of Directors.

These state that Directors need to be aware of the organisation’s hazards and risks. They should have an understanding of hazard control methods and systems so that they can identify whether their organisation’s systems are of the required standard. They should understand how to measure health and safety performance so they can understand whether systems are being implemented effectively.

Four governance elements The guidelines identify four governance elements to an active HSE strategy: policy planning, policy delivery, policy monitoring through the application of specific targets, and periodic policy review.

Boards are enjoined to develop a charter setting out their role in leading health and safety within the organisation and the role of individual directors. Functions can be delegated to a special committee or to an individual board member with particular expertise, and the board may seek expert external HSE advice as necessary. But, while tasks can be delegated, directorial responsibility cannot.

Directors will be required as an absolute minimum to understand the nature of the company’s operations and any associated risks and hazards and ensure that there are appropriate resources, systems and processes to manage these risks.

The incentives on them to meet these standards will be much higher than they are now so we would expect a strong take-up rate from boards.

Penalties under review The maximum penalty for a director under the current Act is a fine of $500,000 and/or imprisonment for up to two years. These apply only when it can be demonstrated beyond reasonable doubt that the director knowingly “directed, authorised, assented to, acquiesced in, or participated in, the failure”.

November - December 2013

MANAGEMENT This is a hard test to meet with the result that there have been very few convictions under the Act. Less serious offences, when the director failed to take “all practicable steps” to remove or mitigate the risk which gave rise to the injury but did not intend to create the offence and had no knowledge of it, are limited to penalties of $250,000.

But it is rare for a director to be charged under the current Act, and those that have been were directors of very small businesses.

Three tiered approach The taskforce recommended, and the government has adopted, the Australian three-tiered approach: • Category 1 – reckless conduct; fines up to $600,000 for a director and/or five years in jail • Category 2 – exposing a person to serious harm – up to $300,000 • Category 3 – breach of duty – up to $100,000.

Enforcement will also be more vigilant with the establishment of WorkSafe (this issue page 16) – a dedicated HSE regulator which will have access to powers and tools not available to the Labour Department Inspectorate.

But while many officers are understandably concerned about what the new duties will mean, there is unlikely to be a deluge of prosecutions once the new Act is in place.

MBIE, and before it the Department of Labour, prosecute in only two percent of serious harm accidents.

Chapman Tripp expects this figure to rise under WorkSafe, but not exponentially.

© Can Stock Photo Inc. / andrewgenn

Garth Gallaway is a partner at Chapman Tripp, specialising in insurance-related and civil litigation. www.chapmantripp.com

7

How wide is the net?

The Independent Task Force assembled after the Pike River mine explosion recommended that directors of organisations ought to be as liable for health and safety duties as much as for fiduciary duties and, presumably, for the performance of those health and safety duties.

The taskforce fell short by limiting the recommendation to directors and failing to include other parties such as members of executive boards and regional, city and district councillors – even mayors.

There is a difference between governance and management.

The chief executive officer of any organisation and managers under the chief executive are responsible for managing, running, and maintaining the organisation.

Governance is the responsibility of members of boards of directors, members of executive boards and regional, city and district councillors. Governance includes strategic planning and setting of objectives for an organisation.

It is then for the chief executive and managers to develop business plans to enable the strategic plan and objectives to be met. Effectively there is no meaningful difference between the roles of directors and executive board members and councillors.

Councillors and mayors need to consider and understand that what they do is similar to that of directors and corporate bodies. Like employers, councillors need to do all that they reasonably can to enable safe working procedures throughout their local authority.

New Zealand statutes change from time to time.

For example, the 2002 version of the Health and Safety in Employment Act 1992 expanded the definition of what constitutes a place of work, and added a specified group, volunteer workers.

By Mark Avery The pending new health and safety statute will widen the coverage and might specifically include members of executive boards and councillors.

The following court ruling is interesting.

The duty is imposed upon the employer, and it is irrelevant whether his servants had disregarded his instructions, or whether or not he knew of the breach.”

From Lord Atkin in Lochgelly Iron and Coal Co v McMullan [1934] The same ruling applies for all levels of authority on which a health and safety duty rests.

Based on that ruling by Lord Atkin, each person in a more senior position needs to monitor the performance of subordinates, and be sure that each subordinate is committed to health and safety, and works as safely as is reasonably possible.

That is the only protection senior persons (members of executive boards, directors, and councillors as examples) might have against health and safety liability that a new health and safety statute could impose.

If there is a failure to meet any given duties and/or responsibilities, there could be consequences and if one were found to be lacking and charged, there would be consequences.

Mark Avery is managing director of Teemay Consultants which has been in business for 27 years as an independent health and safety consultancy providing advice, training, and audit services.

November - December 2013

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8

PPE

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The recently released WB 34-662 Wheat Zip Sided Ankle Boot and the WB 34-642 Brown Desert Boot offer a host of comfort features as well as being stylish enough to appeal to the most discerning individual.

Featuring all the traditional features Oliver is renowned for including the GRIPthane® dual density polyurethane sole with its soft shock absorbing midsole and a durable, slip-resistant outer sole, the COMFORTcushion® Impact Absorption System with a combination of cellular urethane and PORON, and the Oliver stamp of quality footwear.

The Oliver boots also incorporate new innovations like the Aegis Microbe Shield1 solution infused into the full lining. This anti-microbial treatment is bonded to the lining to protect against odour, staining and deterioration caused by bacteria and other micro-organisms. Aegis is a permanent antimicrobial that becomes part of the molecular structure of the lining providing protection for the lifetime of the boot.

The new comfort foot bed in the WB 34-662 and WB 34-642 is also infused with Aegis for added protection and with a perforated foam layer; the foot bed enhances natural air flow to the foot and helps maintain freshness.

The GRIPthane® Dual Density Polyurethane sole combines a hard wearing outer sole for tough workplace environments with a soft shock absorbing low density midsole.

The softer midsole core extends deep into the cleat which not only assists with surface grip, but also provides the ideal cushioning to absorb the shocks delivered by rough conditions underfoot.

The outer sole of both boots is resistant to most oils, acids and alkali and are heat resistant to 130° Celsius. With an electrical hazard (EH) protection which reduces the danger of accidental contact with live electrical circuits, the two WB 34 styles exceed all requirements of industry standards AS/NZS 2210.3:2009 and EN ISO 20345:2011 including non-slip

requirements.

The WB 34-662 and the WB 34-642 feature the unique Oliver COMFORTcushion® Impact Absorption System with its combination of cellular urethane and PORON2 delivering superior cushioning and shock absorption.

In addition, the NATUREform® steel toe caps have a wide profile shape to suit your foot and are padded with a latex cushion liner to ensure that your toes are comfortable and not in contact with the safety cap. The Type 1 Steel toe cap offers protection against drop and crushes injuries and is developed to withstand a force of 200 joules.

The lightweight, durable and shock absorbent construction of the WB 34-662 make it the ideal boot for building and construction, manufacturing, transport and logistics, and warehouse job places. The convenient zip sided feature allows quick donning and doffing of the boots while the padded collar and tongue provides added comfort.

The WB 34-642 Brown Suede Desert Boot provides an attractive multi-functional safety boot in a classic timeless design suitable for the office environment and on-site visits.

The new WB 34 styles continue to reflect Oliver’s commitment to delivering great value and ensures the delivery of feature packed footwear products that utilise the latest technology, with superior comfort at competitive purchase prices.

In size range from 4-13, the WB 34-662 and WB 34-642 can be found at your leading safety supply distributor nationally.

For more information contact your usual safety product and footwear supplier or Rhys Evans, Sales Manager - New Zealand direct by email rhys.evans@honeywell.com or by calling 0274 811 664.

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November - December 2013 AT55-222

PPE – INNOVATION

9

Eye safety, hands-free voice and arc flash protection Honeywell Safety Products has developed hands free communication through stereo bluetooth eyewear and launched a new lift front hood for arc flash protection.

The Honeywell ICOM Stereo Bluetooth is an all-in-one solution combining maximum impact protection with hands-free voice communication. It improves safety and productivity on the job by allowing workers in remote or noisy environments to focus on the task at hand while remaining protected and in contact with their teams.

This is the first time bluetooth-enabled eyewear has been available for industrial applications.

The eyewear features a wraparound lens design for maximum versatility and meets the AS/NZS 1337.1 standard for medium impact protection.

It comes with lenses in both clear and gray to serve a variety of applications, as well as an anti-fog lens coating for long-lasting wear. An easy, economical lens replacement system extends the product’s lifetime value.

At only 52 grams, the dual-purpose eyewear offers lightweight comfort.

Honeywell ICOM end-users enjoy crystal-clear, acoustically isolated, in-ear voice communication which allows communication with cell phones, smartphones and any other bluetooth-enabled voice communication product.

November - December 2013

Dual-microphone technology reduces ambient noise pick-up, while a high-performance balanced armature driver delivers superior stereo sound.

The eyewear provides six hours of continuous talk and about seven days of standby service. The lithium-polymer rechargeable battery lasts up to 12 months. It is water resistant, and FCC and Bluetooth SIG certified.

New ideas in arc flash protection The new Salisbury lift front hood caters for arc flash protection up to 40 calories/cm2.

Honeywell says the lift front hood’s fabric weight, breathability, visibility and lifting features make it a pioneer in the fusion of comfort and safety in arc flash protection products.

The hood combines the award winning weight balancing AS1200 face shield, a clear chin guard and the standard arc flash protection hood.

A wider face shield and transparent chin guard allow for a 45 degree greater vertical view compared to a standard arc flash hood.

The wider view increases the vertical peripheral vision field by 109 percent for the worker. Improved

visibility increases safety since electrical workers are much more aware of their surroundings while working in an arc flash hazardous environment.

Heat stress is a major concern in arc flash protection because protective clothing and equipment tend to be bulky and non-breathable.

The Salisbury hood’s industrial bracket design creates a natural ventilation system that allows carbon dioxide and heat to escape as they are emitted from the body.

The absence of fabric over the hard hat also mitigates trapped air that can cause fogging and heat stress.

The face shield is latched to the hood when in operation and can be raised and stowed in a weight balancing position over the hard hat when not in use or when a worker steps out of the arc flash boundary to obtain additional fresh air.

While offering the same level of arc flash protection as a standard arc flash hood, the Lift Front Hood has 60 percent less fabric weight than other hoods, making it lighter and more comfortable.

0800 322 200 www.salisburybyhoneywell.com

A wider face shield and transparent chin guard Salisbury lift front hood allow for a 45 degree greater vertical view compared to a standard arc flash hood.

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HAZMAT

10

Sponsored article

Four decades of safe chemical containment The story of Bailey Tanks has paralleled the development of plastics and composites in New Zealand. They played a pioneering role in the acceptance of composites as a strong alternative to concrete and other traditional materials.

Bailey Tanks began to produce Intermediary Bulk Containers (IBCs), 1000 litre tanks for the safe containment and transportation of chemicals in the 1970s.

“They became a mainstay of the company for many years and remain a big seller today, in tandem with complementary secondary containment units,” says managing director David Bailey.

“After manufacturing IBCs for some time Bailey Tanks began to get enquiries from people who wanted some sort of secondary containment (bunding) even before Health & Safety mandates came into play. They began manufacturing portable secondary containment bunds from composite material produced by the company itself and essentially the same material as is used in the IBC itself.

“They are a very easy way of complying with regulations and becoming more and more popular as the news spreads about how little it costs to get set up,” says Mr Bailey.

“People are always surprised by the pricing because they are cheap – a bit more than $500 dollars will get you a containment bund for four drums and $1500 dollars odd will take care of a larger unit. There is no installation involved – just put your drums on, or sit your IBC on top, and away you go,” says Mr Bailey.

“In the bigger bunds we use a combination of steel and plastic – you get the strength of the steel combined with the excellent chemical compatibility of the polyethelene liner.”

“More than 20 years ago when I started to become involved in the business, we started to produce water tanks,” says Mr Bailey. “We had the moulds for the chemical storage tanks and so we used those for our first water tanks. Then we needed to get into water tanks for the rural market so started making big tanks – things took off from there.”

“We started manufacturing in Christchurch 12 years ago and that went very well from the start – we got really good traction and a good chunk of the market, especially in the rural sector.”

There were no complaints from Mr Bailey when there was no new

business to be had for Bailey Tanks in the aftermath of the Canterbury earthquakes.

“We haven’t had one call from anyone saying ‘look my plastic tank has split because of the earthquake’,“ he says.

Then there are different markets especially here in Auckland where stormwater retention tanks is a big market for us. That’s a little bit more involved with the options for above ground, underground and slimline tanks.

“There are calculations that need to be done about the certain size or coupling of tanks and some of them are quite customised. Those clients tend to come to us – often through an engineer – and say ‘this is what we need to achieve’ or come in response to a local government edict.

09 262 7070 www.baileytanks.co.nz

You’ll never mess with a Bailey

November - December 2013

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PPE

Sponsored article

Lynn River leads the way in cut resistance Lynn River is widely regarded as New Zealand’s hand protection specialist and is dedicated to supporting the education of health and safety professionals, procurement managers and wearers alike about the importance of specifying the correct hand protection for the various tasks encountered. This approachS-T has EX 300 L a t e x seen our customers rewarded in many ways, not least by a reduction in hand related injuries.

Leather gloves have for many years been the standard form of hand protection for medium to heavy duty jobs.

As years have passed, innovations in both yarn and glove manufacturing mean that gloves have become better fitting, which in turn contributes to improved productivity and a reduction in hand injuries. A growing trend that Lynn River has noticed over the past year has been the increase in enquiries about solutions for cut protection in gloves.

Lynn River has a wide range of cut resistant glove available including the innovative Showa S-Tex range.

Showa’s impressive pedigree of product innovations continues with the introduction of their high performing S-TEXTM range. This range of gloves features state of the art, patented Hagane Coil™ fibre technology. The

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wet and dry grip, ex liner of Showa S-Tex gloves is manufactured using strands ofceHagane llent resista nce to abrasion, cu ts and tear s. stainless steel – the same steel used for making the Japanese Samurai swords. The strands of steel are wrapped within the yarn to provide high Premium levels of cut resistance while also maximising wearer comfort. Combined Quality Comfort Fo TM TMr more inform with either a latex (S-Tex 300) or nitrile (S-Tex 350) palmatcoating, ion and prod uct assessm e the S-TEX range provides outstanding levels of grip and allows workers www.l to perform detailed tasks with ease. The result is excellent protection against cuts and lacerations with unmatched comfort and dexterity. Recommended uses for these gloves include construction, glass industry, refuse and recycling.

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Bo use Hag tec Cut p le

November - December 2013

ENVIRONMENT – CONTROL SYSTEMS

13

Sponsored article

Experion platform improves safety and security Honeywell’s next generation terminal manager server software built on the Experion® platform, offers full integration of fire and gas, CCTV, access control, digital video manager and enterprise building integrator systems.

Terminal Manager R620 includes the industry’s first configurable workflows for faster set up, setting a new standard in terminal integration.

“This release marks a major advance in terminal automation for an integrated solution built around a standard platform that also improves safety and security,” says Richard Thompson, general manager of Honeywell Enraf.

Incorporating more than six decades of experience providing solutions for terminal operators, Honeywell Enraf’s Terminal Manager is a webbased solution for managing the entire operation in bulk terminals.

Built on Microsoft® Windows, it is used to monitor and control all critical processes from receipt to dispatch. Interfacing with enterprise resource planning access control, loading and unloading,

workflow management, inventory management, product reconciliation and documentation systems, it improves control in real time.

“Tighter integration means better control of security, safety, inventory management, reconciliation, order management and workflows.

Ultimately, it means operators are more likely to achieve their business goals,” says Mr Thompson.

The configurable workflows and

Honeywell was named the Best Control Systems Provider at the 2013 Asian Manufacturing Awards.

The company’s Experion® Process Knowledge System (PKS) emerged the winner against other major distributed control systems nominated for the award. Judges made the award based on Honeywell’s solution innovation, customer impact, client engagement and regional market penetration.

Ian Verhappen, director and principal engineer at Industrial Automation Networks in Canada and one of the judges, commented that “Experion PKS is the mind share market leader for DCS systems in the Asia Pacific region. The new Universal I/O and virtual environment technology has changed the approach to control system design and life cycle maintenance.”

The winners of the various catego-

ries of the awards were chosen by an independent panel of judges from Asia, Africa, Australia, Europe, and North America. The results also were audited by Singapore auditors, Summit Planners Audit, to further guarantee a fair and transparent voting process and to ensure a high level of credibility for the awards.

“It is gratifying that the industry recognises the benefits which Honeywell brings to its customers,”

a modular approach in the latest release of Terminal Manager significantly reduce the time needed to build the system by minimising or eliminating the need for customisation to specific operations.

It enables users to quickly set up the software to give a broad overview and in depth control of key parameters such as product availability and movement, tank status, alarms, orders, shipments, shifts, loading bay availability, entries and exits.

Terminal Manager R620 is suitable for all bulk terminals and is compliant with the latest Experion PKS SCADA for medium and large size terminals and with Experion HS for smaller terminals. said Leong Hon Mun, sales director Southeast Asia, Honeywell Process Solutions.

“The award is a testament to Experion® PKS consistent performance in improving customers’ plant performance and demonstrates commitment to the client base to ensure satisfaction throughout marketing, sales, delivery and post-implementation lifecycle.” www.honeywellenraf.com

lead them with education Build your Culture of Safety with behavior-based training from Honeywell.

Safety doesn’t happen all by itself. It takes smart preparation, quality equipment, and a well-trained workforce. At Honeywell Safety Products, we’re dedicated to helping you build a Culture of Safety with comprehensive, behavior-based training that leverages best practices and is tailored to the needs of your workforce. The Honeywell Safety Institute offers onsite programs, online resources and certified training centers around the world for hands-on experience.

Because when you educate workers for safety, they make safer choices on their own. Let Honeywell help you build an enduring Culture of Safety today.

Get the resources you need to build a Culture of Safety at honeywellsafety.com/education ©2013 Honeywell Safety Products New Zealand Ltd

November - December 2013

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16

NEWS

We can be as successful as the UK, says new WorkSafe NZ chief, Geoffrey Podger

Coming from the UK with a bounty of health and safety expertise and experience is Geoffrey Podger, the new acting chief executive designate of WorkSafe New Zealand.

WorkSafe NZ is the stand-alone Crown Agent which will replace the health and safety group at the Ministry of Business, Innovation and Employment (MBIE) in December 2013.

Mr Podger has recently completed a seven year stint as chief executive of the Health and Safety Executive (HSE) in the UK, an agency highly regarded internationally for its role in improving the health and safety record of the UK, much sought after for advice and widely used as a benchmark.

Editor Lisa Gossage speaks to Mr Podger about his new role and how he can transfer some of what he has learned and achieved at HSE to WorkSafe NZ. For WorkSafe NZ to attract someone of Mr Podger’s calibre and track record is quite a coup and it came about through the close relationship the HSE in the UK has with the health and safety group within MBIE. The personnel within the two organisations talk and exchange information. During one such exchange it came up that Mr Podger might be available for a short term secondment, as he was finishing up at the HSE. He was then interviewed by MBIE and WorkSafe NZ’s establishment board and offered the job. He started work this September and will continue in this role until March 2014, by which time it is expected that a permanent chief executive will be appointed. www.isn.co.nz

November - December 2013

NEWS

17

“New Zealand needs employers and employees make a go of it in a sensible and proportionate way.”

One wonders if the vacancy at WorkSafe NZ was fast-tracked to accommodate Geoffrey Podger’s timetable, as MBIE would have been very keen to get him onboard. Mr Podger says that this not the case, although he is flattered by suggestion. It was just fortuitous timing and the fact that those involved in setting up WorkSafe NZ want to proceed with the reforms as quickly as possible.

MBIE has said an important focus for Mr Podger in the pre-establishment period will be to plan and design for the new functions and services of WorkSafe NZ that will give effect to the Government’s reform package, issued in response to the Independent Taskforce on Workplace Health and Safety report. The reform package includes substantial new guidance, codes, initiatives and changes, including the introduction of new legislation – the Health and Safety Reform Bill. MBIE will be responsible for developing the legislation and regulations; WorkSafe NZ will be responsible for developing Approved Codes of Practice (ACoPs) and guidance.

Mr Podger is well-equipped to take on this potentially daunting task of a smooth transition to the new agency. He has set up several government agencies in the past in the UK and hopes this experience will prove fruitful for WorkSafe NZ. “There are always 101 things to think about and I am helping the transition team spot those things they may not have thought of. That said, the preparation for WorkSafe NZ been very well done. When WorkSafe NZ is set up we need to think how best to push the new things forward, but it is also business as usual and I have a lot of past experience in managing similar situations,” Mr Podger says.

Lessons learned at HSE transferred to WorkSafe A smooth transition to the new ar-

November - December 2013

rangements is, of course, very important, but the big question on the lips of many in the health and safety sector is how Mr Podger can help WorkSafe NZ get on the same successful track as the HSE. Mr Podger says the key issue is that the UK has been more successful at getting businesses themselves to embed health and safety, and this will be a fundamental factor in getting WorkSafe NZ to achieve its targets.

“New Zealand needs employers and employees make a go of it in a sensible and proportionate way,” he says.

Mr Podger believes that after the Robens Report, a 1972 review of occupational health and safety in the UK and the foundation of the performance-based health and safety system, more effort was made to entrench health and safety culture in the UK. With effort, New Zealand can be equally successful at doing this.

“Lots of things working together will enable this to happen. The new legislation will make companies that have not got their health and safety acts together realise that they need to do so and WorkSafe will help them by developing a lot of new guidance. The creation of WorkSafe NZ and the new legislation will be a wakeup call for many companies. Companies that have serious risks, are not managing them properly and lack the internal capacity to do so might need to hire experts and consultants to help them comply, but the vast majority of companies will not need to do this,” explains Mr Podger.

Priorities for early action in reform package The new legislation, Health and Safety Reform Bill, is based on the Australian Model Work Health and

‘Working Safer: a blueprint for health and safety at work’ is the Government’s response to the recommendations of the Independent Taskforce on Workplace Health and Safety set up in April 2012 and partially in response to the Pike River Coal Mine disaster. It outlines what will be in the reform package and how objectives will be achieved. This is the most significant reform of New Zealand’s workplace health and safety system in 20 years

Safety Act, which was developed in 2011. Mr Podger thinks that it makes a lot of sense to adopt best practice from a near neighbour and that this law will work well in the New Zealand situation. It will, of course, be modified where necessary.

“There was a strong feeling in New Zealand that there was insufficient health and safety guidance for many companies and the Australian Model Law is very good on providing detailed guidance, which I think is better than having lots of prescriptive laws,” says Mr Podger.

The plan is for the Health and

Safety Reform Bill to be introduced to parliament by December 2013 and to be passed by December 2014. Once it passes into law, it will be known as the Health and Safety at Work Act. Mr Podger has been helping MBIE decide which areas of the reform package should be prioritised.

“I have been discussing with colleagues in MBIE how to prioritise and harmonise processes. WorkSafe NZ is leading on the new ACoPs and MBIE will lead on the new regulations and legislation, but both organisations need to have access to proper external

www.isn.co.nz

18

NEWS

WorkSafe NZ will develop short-term priorities for reducing harmful exposures that it can progress promptly, such as asbestos controls where the risks are known and the interventions that work are also known advice and coordinate what they are doing. The new regulations and codes will require a lot of effort, not least from stakeholders, and it is only fair to all those involved that we [WorkSafe NZ and MBIE] are working in sync.

“Detailed discussions are still going on, but we must ensure that the basics are there. Early priorities include work on hazardous substances and worker involvement.

Health and safety systems work effectively when the people doing the work on ground are not only well managed, but can also help each other in relation to health and safety. Peer pressure is very effective. The more people know what’s going on, and are monitoring and reporting upwards, the better the systems work. Health and safety reps will have a strong role to play in the new system,” Mr Podger says.

More focus on occupational health There is always talk in government health and safety strategies of occupational health getting more attention. Working Safer: a blueprint for health and safety at work (the government paper that detail what will be in the reform package) is no exception and it states that there will be an increased

www.isn.co.nz

focus on occupational health. The aim, as stated in Working Safer, is to have goals and programmes for occupational health in place by June 2014. Is there really going to be action this time?

Mr Podger says, quite fairly, that he can’t comment on what has happened before but says that there is a recognition that a significant rethink of New Zealand’s approach to occupational health is required.

“Under the Working Safer reform blueprint, WorkSafe NZ will be required to increase its focus on, and resourcing of, occupational health issues.

“With occupational health, we have some risks that are known and accompanying interventions that are known to work. Asbestos is a good example of this. What is scandalous is where we have known problems and what to do about them is well-known, and yet still have bad practices occurring.

It is these situations that we will tackle first,” says Mr Podger.

“The problem is identifying what the other risks there are and what the interventions should be. The best thing to do is to follow the evidence and we may need to continue to do research until we know what we can do. The future is not wholly knowable, so we must rely on science to tell us useful things

that we can do now on the basis of what we do know.

New Zealand has been criticised for its lack of reliable health and safety data, particularly with regards to occupational health. Mr Podger acknowledges that this is a barrier to improving occupational health, but not an insurmountable one.

“Lack of good data on the occupational health side is a problem in many countries, but New Zealand does have ACC data, which is better than anything the UK has, for example. So, whilst clearly data sources need improving, we shouldn’t underestimate the potential in ACC data and WorkSafe NZ and ACC are keen to exploit it together,” says Mr Podger.

“Occupational health data is always difficult if you do not have a trained body of medical professionals able to spot occupational health diseases. This is not to criticise doctors, just to say that more will need to be done to support them if we want them to be trained in identifying these issues. I am quite certain that WorkSafe NZ will be giving consideration to what more can be done on occupational health data and on specialist support for medical practitioners.”

Culture shift “Many things will come naturally

together, even in tricky areas like occupational health, once you have health and safety culture integrated into systems and processes,” says Mr Podger.

This is a point that Mr Podger emphasises throughout the interview. It makes sense that if health and safety is seen as part of the make-up of a business rather than an add-on, part of its core activities, then it won’t be forgotten or ignored and will part of the continuous improvement programme that is likely to be in place for the company’s other processes. But, is there something about New Zealand culture that will make that integration particularly hard? Mr Podger thinks not.

“There is a lot of goodwill – political and industrial – to bring about a shift in culture. I do not think there is some hideous impediment in New Zealand that prevents this happening. There is perhaps a pioneer spirit here that is not present in UK and this may put New Zealanders further along the risk spectrum. But there are some benefits in that and we do not want to push people too far the other way and discourage them from doing activities where the risk can be adequately managed. We want people to act in a sensible way.”

There has been some talk of using mass social media campaigns, along the style of anti-drink and drive, anti-smoking ones, for example, to help push this cultural shift along. Mr Podger thinks this would be something for the board to consider but advises that one lesson he has learnt from UK, is that if you are going to do media campaigns, you need to link them into other initiatives to be successful.

SMEs and health and safety New Zealand has a very high ratio of SMEs in its business makeup. Mr Podger does not believe that this should be seen as a barrier to improving health and safety rates in New Zealand.

“We often underestimate how effective small businesses can be at health and safety. “I have come across lots of small businesses in the UK running health and safety

November - December 2013

NEWS

19

Health and safety reps will have a strong role to play in the shake-up of New Zealand’s health and safety system very well. We need to dissuade people away from idea that they need huge volumes of advice from consultancies. That’s not normally the case. We do need to make sure people running businesses know what their real risks are and that they are managing them properly and involving their workforce.

“Small businesses care about their staff. They often regard them as friends and many are family businesses, and so employees are family members. These are good motivations to keep ones employees safe.

But, as with all sized businesses, there has to be a deterrent and reality of enforcement,” he says.

Health and safety good for business The other thing to take account of, says Mr Podger, when look-

ing into New Zealand’s ability to evolve quickly into a more health and safety focussed culture, is the fact that it is good for productivity and essential for international trade. Companies wanting to operate internationally won’t survive in the market if they are not adopting international standards. It is also very expensive, for New Zealand as a country and for individual companies, to operate unsafely. Many businesses know this.

“I have spoken to businesses leaders in Auckland and who clearly, in different ways, have done a lot in this area. There are plenty of people around who are doing the right thing. There is just not enough of them, yet,” Mr Podger says.

He thinks this will change, however, with WorkSafe NZ and the new initiatives – new laws, guidance,

codes, energy and goodwill – backing it up.

“Yes, I do believe we can bring people with us into a new health and safety era. It is not about twisting people’s arms behind their backs, although for the worst offenders that will happen. It is about bringing people with us so that we move together into a new phase where they see a health and safety culture as part of their normal business.”

Once health and safety is universally embraced, the extent to which you need high level regulators is reduced and this is the direction Mr Podger believes health and safety will go in the future. This situation may be a way off, but Mr Podger says there are signs that this is already happening in UK. “HSE has far less inspectors than it used to

have, conversely UK has better health and safety outcomes than before. Businesses are getting on with it. There is always going to be a need for inspectors as there will always be new issues, and sadly always people who fail,” says Mr Podger, “but I am confident we can get to a steady state in New Zealand where there are well-established procedures that people will follow properly, just as part of running their business.”

For further information on WorkSafe NZ and Working Safer: a blueprint for health and safety at work visit: http:// www.mbie.govt.nz/pdf-library/ what-we-do/workplacehealth-and-safety-reform/ Safety-First-blueprint.pdf

NEW ZEALAND

SAFETYLEADERS 10 & 11 March 2014, Rendezvous Grand Hotel, Auckland

CONFERENCE

Connect | Engage | Lead Promoting H&S Engagement, Leadership and Innovation

www.conferenz.co.nz/safety Untitled-1 1

November - December 2013

11/11/13 1:56 pm

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20

MANAGEMENT

Practice makes perfect in emergency management

By Sharyn Devereux Blum and Paul Blum Working with the 4 R’s of emergency management - reduction, readiness, response and recovery - gives us many opportunities to plan exercises or observe exercises which essentially are a live rehearsal for implementing the plan and procedures vital in a real emergency. Like a play or a live music act, but with more at stake, you’ll never know how it’s going to run in the real situation if you don’t do rehearsals.

Prior training of people together with the development and fine tuning of plans, procedures and resources allows people to practice together, gaining further confidence and trust in self and others. These exercises, facilitated in a safe supportive environment,

need to occur three to four times a year. Experiential learning allows people to test their logistics, communication plan and capabilities of themselves and others in the team and organisation.

Rehearsal includes activation, escalation and de-escalation. Each part of the process can be rehearsed building up to the whole process.

Preparation of exercises is vital to ensure the outcomes are agreed and the process well thought out and planned. Debriefing people participating is also an important part of the exercise, so the learnings are actioned and practiced before the next exercise or actual emergency. Working with people in your own organisation progressing onto multi-agency exercises allows

Practising the response phase of the 4 R’s. This scenario enables practice of the activation of the Incident Management Team (IMT), ensuring that resources including; the people assigned to roles, documentation (including maps, templates, plans and procedures) and equipment, are ready to enable a response without delay in the event of an emergency further consolidation of skills and trust to develop further across agencies.

Exercises provide the opportunity for people to practice the following: analytical thinking, achieving goals, assertiveness, cre-

ativity, interpersonal effectiveness, oral communication and teamwork. These skills are needed in the real situation. The pace during an emergency response compared to day to day can be very different. People need to practice and

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Why do we find it so hard to incorporate good contractor management into our H&S approach?

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Recently I have been conducting a range of governance and operational reviews for major public and private sector organisations.

One of the first questions: “Do you understand your risk profile?”

Most people claim that they do but on closer inspection the focus is predominantly on their own staff with little, if any, serious consideration and reporting on the H&S of all those in the supply chain to whom a duty is owed under S18.

The MBIE guidance has been out for three years but the practical, six step approach it adopts is not a core part of the procurement or contractor management process for many.

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to help them embed a whole of life approach to safety in contract or project management starting with good design, value based procurement, contractor selection, negotiation of terms, safety plans, monitoring, auditing and review.

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Contractors are able to be assessed against a best practice framework, but which is tailored to their size, scope and sector. They submit evidence of their systems and examples of how they have applied them. Whilst at this stage there is no formal verification of practice on the ground the process does provide clear demarcation between those who have a systematic approach and those who still manage their H&S in an ad hoc manner.

Contractors get a comprehensive report on their strengths and areas for improvement, which is then made available to all the CPNZ cli-

ents the contractor nominates via our website.

In addition they get a certificate showing a 1-5 star rating of overall performance which they can use for marketing purposes.

The process is tough with the average score around three stars, but feedback from contractors has been positive.

They value the insights it provides and they like the fact that they have something they can put in front of their clients which demonstrates their capability. Most importantly they are seeing the benefits of a common approach and are keen to sell the idea to their clients!

Mike Cosman is a director of CPNZ and Impac Services and was a member of the Independent Taskforce on Workplace Health and Safety. Contact CPNZ on 0800 PREQUAL or email info@cpnzltd.co.nz.

November - December 2013

MANAGEMENT assess their progress under speed, with multiple issues to consider and work together. Exercises are a further extension of training. People practicing in a safe environment the skills and competencies needed is very important. Exercises over time minimise the possibility of people baulking during an actual response.

People who are optimistic, positive, can articulate their ideas and listen to others bring important attributes needed in a team, especially when multiple events are occurring.

Some people get the opportunity to practice layers of their response based on their day to day work while others don’t get the chance.

This needs to be considered further and more exercises planned for, if your people are in the second group (those that do not practice much as part of regular activities).

Leadership practice in exercises means in the real scenario that the leaders keep an eye on the people as well as caring for self.

The quality of emergency response

21

This scenario worked on the activation stage of the Incident Management Team (IMT), enabling the team to practise their roles and leadership in an event. This scenario included trialling the organisation’s communications plan, both internally and externally, including other agencies and the media interface in the simulation of an event. and preparedness has many and increasing real-life opportunities to be tested, with extreme weather and natural disasters occurring with ever greater frequency. Recent examples include the earthquakes, storms and flooding, and tornedoes. It is during these situations when those who have practiced,

step forward with confidence and find they are unconsciously skilled.

Team dynamics will look, feel and sound so different when exercises are planned for - people are engaged, connected and supported and they have the confidence and skills to step up and respond. Practice, practice practice before you

really need to use it.

Sharyn Devereux Blum is a director of Devereux- Blum Training and Development Limited, a tertiary education provider working nationally in the emergency management sector. www.emergencymanagement.co.nz

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by Britain’s National Examination Board in Occupational Safety and Health (NEBOSH), has come to be regarded as the industry benchmark for those with safety leadership responsibilities.

Such is the importance of this course that a number of New Zealand oil and gas workers have sought to complete the qualification online - a process that has proved quite challenging, and not always successful.

Those difficult times are over in November Vertical Horizonz New Zealand is partnering with UK-based training provider JRL Solutions to offer the first face-toface delivery of the programme in the country.

VHNZ’s health and safety manager Charli Crocker says this is an excit-

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The course has no academic pre-requisites, but candidates must have a sound knowledge of the oil and gas industry before enrolment.

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These courses are taught by JRL Solutions’ managing director John Leigh, who is an accredited trainer and examiner with both IOSH and NEBOSH. The General Certificate, which has been available from Vertical Horizonz since May last year, provides a solid grounding in health and safety for those who wish to develop or enhance management skills in the area.

Ms Crocker, who has herself completed this qualification, says it is ideal for those who are new to health and safety management, or who have developed an interest in

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The face to face International Diploma course, set to begin in Auckland in February, is another New Zealand-first. This professional qualification, at honours degree level, not only provides credentials that are recognized around the globe, but also entitles the holder to apply for membership of the International Institute of Risk and Safety Management, and graduate membership of the world’s largest professional body for health and practitioners, the Institution of Occupational Safety and Health (IOSH).

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November - December 2013

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SPECIAL FEATURE

25

On the up and up for this Kiwi owned success story

The country’s local leader in height safety systems, training, awareness and correct equipment use has moved to bigger purpose built premises to build on its promise to deliver clients a zero harm environment at height - safety through innovation, expertise and integrity.

PBI Height Safety Ltd is a market leader for total fall protection and height safety consulting, installation and distribution of engineered safety systems, accessways and PPE equipment.

The company is 100 percent New Zealand owned and operated and specialises soley in height safety and fall protection.

“Safety is our concern, creating peace of mind for the building professionals, owners and employers while ensuring that workers can comfortably and efficiently do their job without compromising safety,” says marketing manager Gavin How. “We are totally kiwi owned and operated, our growth and expansion has positioned PBI as New Zealand’s leading fall protection equipment specialist in an industry dominated in this country by international companies.”

The complete package of certified height safety equipment starts with an initial consultancy and progresses through to supply and installation of innovative, custom engineered and fully certified safety systems.

“We complete the package with a comprehensive training programme,” says Mr How. “Keeping current with high quality safety technology from around the globe is a priority, all of our products are fully compliant with relevant New Zealand safety guidelines and government legislation,” he says.

The range of services provided by PBI Height Safety includes consultancy, risk assessment, ensuring fall protection, installing height safety systems, engineering design for difficult and unique situations, custom fabrications, system installations, IQP testing and certification, training employees in the use of specialist systems and ongoing inspection and maintenance.

The company stocks a vast product range including both horizontal and vertical fixed line systems, safety harnesses, anchor points, abseil gear,

November - December 2013

accessways, evacuation and rescue equipment, energy absorbing lanyards, connectors, fall arresters complemented with product and safety training.

PBI stole the National Safety Show in July by installing a large walkway/ stairway system plus a five-metre tower to showcase height ?products and permanent safety solutions from DBI Sala by Capital Safety, a major global height safety company. Staff demonstrated to visitors how to do rescues from height and how to deal with fallen workers.

The company presented a stand each to showcase products from its three key PPE brands – Zero, C.A.M.P and Skylotech.

“The very heart of this business is about affecting a complete mental mind shift when it comes to people working safely at height. It’s our team members’ mission, their business focus and their dedication,” says Mr How. The depth of the company’s industry knowledge and experience is initially called into use by architects and specifiers when they are designing

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26

SPECIAL FEATURE

Ponder on this: In the UK construction industry there is one fatality per 100,000 people - in the New Zealand construction industry there are four fatalities per 100,000 people In a short space of time last year 215 of the 760 residential building sites that MBIE staffers visited in Christchurch had to be shut down because of lack of height safety

a building.

“They call on PBI to develop integrated internal and external fixed line access and height systems – at other times we are called in to consult and plan at the tender or contractor stage.”

PBI will advise, deliver and install horizontal and vertical safety lines, walkways, stairs and other fixed systems that are fitted permanently onto buildings and structures. Next comes key staff height training, coupled with delivering the correct PPE equipment and products which are sold nationwide.

Clients range from people in factories needing to be lowered down into machinery to do work, people needing to do regular maintenance work on roofs, window cleaning on multilevel buildings, aircraft hangers where employees need to be suspended to work on planes – even in the transport industry where safety is needed doing high loads.

Mr How says that by carrying the DBI Sala/Capital Safety range of fixed safety systems, plus the three key PPE brands the company can offer price and job solutions at any level – from a highly specified abseil line system on an architectural building to a $150 harness that would be suitable for handyman type work… through to a $1000 harness that would be necessary for the safety and comfort of a lineman being suspended for a good part of a regular day.

“PBI is totally dedicated to height safety,” says Mr How. “There is an incredible amount of innovation and development in the industry – products are totally engineered and may appear overly simple – but if you fall, all that innovation comes into play.”

“Gear needs to be simple for people to use - if it appears too complex, people think they can’t be bothered using it.”

Equipment can have unseen built-in shock absorber qualities that can reduce strain on human bodies or a building when needing to catch a suddenly falling weight, he says.

The intellectual knowledge of height safety is a strong component of what PBI offers.

“We offer safety solutions for total compliance and we travel around

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the country to help and train scaffolders, contractors, window cleaners, roofers, builders, linesmen, maintenance workers or anyone working at height,” he says Staff also travel extensively to stay up-to-date with rapidly evolving global standards and developing technology. The advanced technology the company offers means complex fixed height systems can be installed on buildings while maintaining the streamlined look the architect is after.

“Accidents happen when people least expect it,” Mr How explains. “It’s a normal day and people are doing something they’ve done so many times before and then something suddenly goes wrong – a cell phone rings at the wrong moment, they step into a skylight that has been painted over.”

Luckily, these are not stories that PBI Height Safety hear directly.

“We know from our own track record that if the correct building system is in place, if people are trained properly and wearing the right PPE equipment the possibility of falling should never happen.”

For sales of personal harness gear and equipment, PBI Height Safety works with a network of highly trained distributors throughout New Zealand.

Fixed line systems are supplied nationwide directly by PBI.

November - December 2013

28

SPECIAL FEATURE

Introducing the all new roofsafe cable fall arrest system by PBI height safety PBI Height Safety are rewriting the rulebook when it comes to fall arrest systems with the all new Roofsafe Cable fall Arrest system loaded with new, never before seen features.

PBI were excited to receive the opportuniThe Victoria 83 building ty to showcase these superior features on the Victoria 83 project.

With the arrival of the much anticipated Christchurch rebuild finally upon us, building contractors Clearwater Construction were looking to deliver the new 6 level Victoria 83 building project in a very condensed, time conscious programme. The Architects and Developers were also looking for products that would complement the sleek design of the first new building to be built on Victoria Street - the entrance to the Christchurch CBD since the devastating 2011 Canterbury earthquakes. With PBI Height Safety all the parties involved achieved the desired result they were looking for.

The new Low Profile design of the RoofSafe Cable provides a very sleek system that has had architects internationally raving. With the cable sitting just 230mm above the roof the system ties in with the roof construction very easily and has rewritten the rulebook when it comes to fall arrest systems. There are no longer large unsightly posts that are visually obtrusive. Also of note are several new features available on the RoofSafe Cable system that were previously unavailable in existing fall arrest systems.

The Victoria 83 project was one PBI’s first opportunity to install the RoofSafe cable fall arrest system using the new Toggle fix Technology and new post design specially engineered for membrane roof applications.

Toggle fix technology – with an increase in building owners request to architects to increase the building energy efficiency, PBI are seeing a shift towards “Warm Roof Buildup” Technology. This would usually create an issue of how to fix fall Arrest systems but is now no problem thanks to the Toggle Fix system from Capital Safety. This system can cater for roofs with up to 300mm of insulation between the waterproofing membrane layer and the colour steel tray.

The fixings are also insulated to ensure all Thermal bridging properties are kept and no condensation build up occurs on the fixings.

New post design for membrane roofs with excellent waterproofing properties - The posts now have a spun aluminium flange at the base of the posts that spreads out onto the surface of the base plate. Once installed, a membrane patch is applied with a clearance hole cut to the diameter of the post upstand. This is also an entirely new feature that has never before been seen on fall arrest systems. In the past it has constantly been a challenge to come up with a suitable waterproofing solution that complies with E2 regulations for fall arrest systems that are to be fitted to Membrane roofing. With the RoofSafe system this is no longer a problem.

These new features of the RoofSafe Cable system were very closely considered and implemented while planning a suitable fall arrest system for the Victoria 83 project. Overall, the project was a success for PBI Height Safety as one of their first opportunities to instigate these new features.

Before

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After

November - December 2013

CONNECTORS

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THE ADVANCED FORCE IN HEIGH T SAFETY EQUIPMENT

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SPECIAL FEATURE

A checklist of points to remember when it comes to height safety

• Services provided by PBI Height Safety include consultancy, risk assessment, ensuring fall protection, installing height safety systems, engineering design for difficult and unique situations, custom fabrications, system installations, IQP testing and certification, training employees in the use of specialist systems and ongoing inspection and maintenance.

• PBI specialise in total fall arrest, guaranteeing total height safety and access solution for any building or structure.

• PBI is the market leader for per-

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manent lifelines (horizontal and vertical types) combined with accessways, ladders and steps that meet budget, design needs and architectural requirements.

• PBI has a dedicated focus of creating a zero harm environment for the fall protection industry.

• Safety is a PBI total concern, creating peace of mind for building professionals, owners and employers while ensuring that workers can comfortably and efficiently do their job.

• Freedom of movement is important, with many PBI safety line systems enabling a user to move

freely along the length without disconnecting.

• The PBI professional service starts with an initial consultancy through to supply and installation of innovative, engineered and fully certified safety systems and is completed with full training programmes.

• Keeping current with high quality safety technology from around the globe is a PBI priority.

• All PBI products are fully compliant with relevant New Zealand safety guidelines and government legislation.

• Whether it's a new building at concept stage or an existing building (retrofit) PBI can assess, design and install a system that gives total height safety solutions for your ongoing needs.

• Technology and innovation have combined in the design of unique energy absorption posts, which reduce the amount of force applied back to the structure; permitting installation of these systems onto a wide variety of structures. ted installation options of the past.

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While unafraid to address critical issues such as the lack of an effective infrastructure pipeline, the Infrastructure editorial team collaborates with industry representatives to ascertain that the news, technology and analyses I N F R A Sare T Rpeer U C Treviewed U R E and revised if necessary. Infrastructure, print and online, create a much needed presented A D V E R T I S I N G targeted information resource that is indispensable to stakeholders in the infrastructure industry. The immediate Infrastructure is of the right platform at the right time! success themedia Digital Edition launched in the middle of 2012 has boosted circulation and reflects the company’s We have made sure that the people who will read our magazine in print or online are the very top executives and management who commitment to support advertisers in a competitive market. Any existing recipient of Infrastructure in print format will make decisions worth billions of dollars and who will effect the future developments of New Zealand infrastructurefor for decades can order digital editions up to five colleagues or clients. Click on the advertisements in the digital edition to to come.

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MANAGEMENT

33

Poor planning a precursor for stress and bullying Consciously or not, stress to finish a job can often lead to bullying tactics on site and subsequent unsafe behaviour.

Construction projects can be a stressful environment as time and budgets are often tight. Poor planning can lead to an increase in time and money and put immense pressure on management to get a job finished.

Bullying is pressuring someone into unsafe actions by influence, force, coercion and intimidation.

Site Safe’s work with the construction sector identifies that some of the main reasons workers knowingly violate safety rules is because of pressure from the boss or their peers to take a shortcut around safety – in most instances to save time.

It is easy to tell workers to “be safe” but when they and their employers are under pressure to meet the programme, workers understand the unwritten rules which say “just get the job done”.

This is often due to the perception that “safety slows you down” and anyone who is perceived to be standing in the way is bullied.

Most employers would not openly support bullying, and they will likely have policies against such behaviour. However with respect to safety, the culture appears to drive this bullying behaviour.

There is a culture that tells workers to “harden up” and that sometimes unsafe acts are required or expected. The drive to get the job done quickly, combined with the “she’ll be right, I’ve done it before” attitude, results in bosses and co-workers looking down on workers who want to be safe and who stand up to these cultural beliefs.

What many employers don’t realise is that safe workers have higher

morale and are more productive: through helping to identify and solve problems, increasing planning and communication, and giving better effort and quality.

The best planning involves health and safety as a high of priority. A well thought out plan that incorporates health and safety from the beginning will not only improve safety performance, but will also lead to good contractor and employee relationships, effective communication, better problem solving, improved project planning and productivity, meeting timelines, known costs, and accountabilities.

When projects anticipate and understand unique hazards and plan for them, safety and productivity will follow.

Implementing an effective health and safety plan is just the beginning: a cultural shift is required for the construction industry to all place value on health and safety performance. Organisational leaders need to understand that safety doesn’t have to slow them down but rather it can improve productivity. A shift in how safety is valued would result in better project management, and less stress and intimidation on site.

This article was prepared by Site Safe NZ Inc communications coordinator Nicky Duff. Site Safe is a not for profit, membership based organisation, that promotes a culture of safety in the New Zealand construction and related industries. 0800 SITE SAFE – www.sitesafe.org.nz.

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34

INJURY

‘Highly confident’ ratings important for first aid training Workplace health and safety has been a strong talking point in recent months, particularly following the release of the Independent Task Force report in April. Momentum has been gathering about compliance and first aid training that is ‘fit for purpose’, and acknowledging that one size does not fit all.

Employers have obligations to ensure a safe workplace and to have trained first aiders on site during working hours. These requirements are well published, but often ignored in favour of cost cutting or taking a self-risk approach.

There are also a number of first aid providers throughout New Zealand offering cheap courses delivered in short timeframes.

In a very timely manner, the New Zealand Qualifications Authority (NZQA) has now issued a

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directive to all first aid providers that are registered and accredited to provide training and assessment, that they must be fully compliant with the Training Requirements by 30 August 2013 or risk being issued with a compliance notice and the possibility of deregistration.

The directive covers three important areas, all of which are well documented in “First Aid as a Life Skill – Training Requirements for Quality Provision of Unit Standard-based First Aid Training”: • Course Delivery time: 12 hours for 6402, 6401 and 6400; 8 hours for unit standards 26551 and 26552 (or 6402 and 6401); and 6 hours for Refresher training • Qualification requirements for a First Aid Trainer: First aid Instructors must satisfy NZQA that they meet the Training Requirements and are competent to teach • Sub-contracting: First aid providers cannot sub-contract unless approved to do so by NZQA. Those that undertake the delivery and assessment of NZQA first aid unit standards need to be (1) a direct employee of the registered PTE; or (2) and NZQA-registered PTE; or

(3) part of an NZQA-approved sub-contracting arrangement These matters are important when considering who your first aid training provider is. Quality training by an approved and accredited provider is essential. Low cost and short duration courses are not acceptable and could place people at risk through insufficient knowledge and inappropriate training.

If you are unsure about the status or accreditation of your first aid training provider, visit the NZQA website for a list of education providers – www.nzqa.govt.nz and choose a Category One (or Two) NZQA rating.

New Zealand Red Cross is a Category One training provider fully registered and accredited by NZQA with training locations nationwide. NZ Red Cross fully complies with the NZQA First Aid Training Requirements and the First Aid for Workplaces – A Good Practice Guide (September 2009). www.redcross.org.nz/first-aid/ training-requirements/

November - December 2013

SITE SAFE EVENING OF CELEBRATION

35

Drawing strength from working together

Minister of Labour Simon Bridges - an important night for the newly minted champions

October was a milestone month for national not-for-profit health and safety in construction organisation Site Safe New Zealand, culminating in the Evening Of Celebration on October 30.

This October, Site Safe celebrated 500,000 safe actions of health and safety training being completed by people within the construction industry.

This event began in 2006 with the first Certificate in Construction Site Safety Graduation, and last

year combined with the inaugural New Zealand Construction Health and Safety Awards to become the Evening of Celebration.

Keynote speaker MP Simon Bridges talked of the importance of the establishment of WorkSafe New Zealand and the upcoming Health

and Safety in Employment Act review.

Construction remains one of the top five most dangerous workplace industries – along with forestry, manufacturing, agriculture and fishing.

“However, through a shared and

comprehensive industry approach, injuries have reduced and understanding on how to manage risks and safety behaviour has improved significantly,” says Site Safe chief executive Alison Molloy .

A report produced by New Zealand Institute of Economic Research in

It’s a great time to get qualified in health and safety in constrution.

• • •

Participate in a range of courses that will earn Site Safe credits, each course valued between 3 and 12 points Choose courses that are most relevant to your trade or background Work at your own pace - the timeframe is flexible.

•

Courses such as: • Building Construction Passport • Supervisor Gold Card • Height and Harness Safety • Leadership in Safety - and more.

0800 SITE SAFE | comments@sitesafe.org.nz | www.sitesafe.org.nz November - December 2013

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SITE SAFE EVENING OF CELEBRATION

Site Safes chief executive Alison Molloy 2008 examined the extent to which Site Safe’s services had a measurable effect on injury rates in the industries in which it operates.

The Site Safe sample of companies had experienced Site Safe’s services aimed at changing both safety culture at a management level within a company, and improving safety across the company’s entire workforce.

The performance for the Site Safe

Site Safe Board Chairman, Peter Mayow

sample was considerably better than for the non-sample companies. Indeed, between these two periods 2002-2004 and 20052007 the rates of new claim costs reduced for the Site Safe sample of companies by more than 40 percent.

“Those results signal that Site Safe services are effective and credible in improving health and safety performance and the construction

industry’s confidence in the organisation and its direction,” says Ms Molloy.

“A significant portion of New Zealand’s construction sector has adopted Site Safe’s ‘Passport’ course as the minimum personal health and safety training requirement for entering a site,” Ms Molloy says.

Other Site Safe services such as the free ‘site specific safety plan’ have

provided the industry with a base for planning and improvement in health and safety practices.

Site Safe remains focused on the behavioural and attitude change which contributes significantly to the way New Zealand construction industry thinks about health and safety.

Moving onto the next 500,000 safe actions, Site Safe is taking a collaborative approach with other organisations to improve health and safety and recommend practical strategies and standards.

“We know what can be achieved when industry sets its own benchmark. We are now assisting small construction businesses with practical solutions for health and safety improvement,” says Ms Molloy.

To view the detailed NZIER report: http://www.sitesafe.org. nz/Story?Action=View&Story_ id=1499 www.sitesafe.org.nz

Winners of the MSA Leadership in Safety Award – McLeod Cranes – Scott and Peter McLeod

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November - December 2013

SITE SAFE EVENING OF CELEBRATION

37

Geotechnics - Winner AWF Group Safety Innovation Award “We don’t want to lose anyone else in the rebuild of our city, Christchurch has already lost 180 people.

We love winning this award, but the real reward is when our people come home each night with all their fingers and toes.” - Nicki Ansell.

As a mobile operation surveying the city of Christchurch, the Pipe Monitoring Team at Geotechnics Ltd sought to design, develop and implement new equipment and processes that eliminated significant workplace hazards.

These include several innovations, including the design of our own trailer to house the pipe profilometer.

The trailer has eliminated repetitive manual handling, provided increased protection for technicians from both traffic and exposure to adverse weather conditions as well as eliminating the risk of falling of slipping down an open manhole.

Collectively these innovations have contributed significantly to a safe and efficient programme of work.

“It is a privilege to work at Geotechnics. We have developed a really positive health and safety culture, and it is great to work somewhere where that is so valued - and you see that in our staff,” says Geotechnics operations coordinator Nicki Ansell.

From left: Barry Beatson, Nicki Ansell and Jonathan Sutherland

The AWF Group Safety Innovation Award is for organisations with more than 20 employees who demonstrate the best new idea or initiative to drive improvements in health and safety systems or behaviours, address a problem or to improve productivity.

SALES • TESTING • HIRE • MEASUREMENT • CALIBRATION GEOTECHNICS LTD Auckland, Hamilton, Tauranga, Wellington and Christchurch

p. 0508 223 444

w. www.geotechnics.co.nz

The Management of H W Coyle Ltd would like to congratulate Tony Hampton on achieving his Leadership in Safety Course with merit.

H W Coyle Ltd is a plumbing and roofing contracting company with a long standing reputation for successfully completing many of Auckland’s large commercial projects. With a structured and knowledgeable team, we have the expertise and capacity to deliver on time while sustaining the highest levels of quality assurance, health and safety, and customer satisfaction.

Members of the NZ Master Plumbers Association, Auckland Master Plumbers Association, NZ Roofing Association and Site Safe NZ.

+649579 9065 • www.coyles.co.nz We would like to congratulate our two site staff – Kevin Laukaupouli and Clive Goodrick in achieving their certificate in construction site safety.

Grayson Engineering Ltd, Steel Fabrication Specialists.

09 278 33 66

Winner - "2013 SCNZ Award for Excellence in Steel Construction" for the Forsyth Barr Stadium – Dunedin.

November - December 2013

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Unique edge protection system makes it virtually impossible to fall from or into a building

Problems surrounding falls from height and ways to overcome them are foremost in the minds of all builders and developers.

Several products have been designed to act as edge protection and others to act as prevention from falling into the building.

Ashburton based ICS Ltd, a finalist in the Unitec Safety Innovation Award, has achieved both.

“Falls from height are completely preventable. Working in the construction industry for many years it was common sense to design and build a solution to stop people from being harmed or killed,” says ICS director Duncan Leadley.

“We’ve developed a ceiling and edge protection system, which, when used together, we believe can keep those working at height safe from falling into the building, or off a roof,”.

“The Metrapanel ceiling panels form the internal edge protection while our unique telescopic edge protection provides external fall protection. When combined they help to isolate falls from roofs of any height.”

Call Brian Woods on 0211 658 190

The system is designed to slide out from the building to surround the overhanging trusses once fixed, allowing tradespeople to work without the hazard of falling and is fully compliant with AS/NZS 4994.1 and AS/NZS 4994.2. The ceiling panels are fully Branz appraised.

Build times are dramatically reduced with a typical house of 200m2 having ceilings and trusses installed within two days

SITE SAFE EVENING OF CELEBRATION

39

The Evening of Celebration hosted the Certificate in Construction Site Safety Graduation ceremony

Sarah Pierik (Auckland Health & Safety advisor), Tony Greeve (Manawatu/Wanganui Health and Safety advisor), Pete Litchfield (Northland Health and Safety advisor) and Nicky Duff from Site Safe

Graduate Kayla McMahon from Catalyst

Workplace health and safety in the midst of change Extracts from the speech of Site Safe chief executive Alison Molloy to graduates and award winners and guests at the Evening of Celebration at the end of October.

In 1996 a report named the ‘Blueprint for Safety’ was released which showed that while construction injury rates were going down in most Western countries, New Zealand rates were rising.

Fatality and injury rates were worsening and safety activities were inadequate. Much has changed since then.

Looking ahead – as the ‘Work-

November - December 2013

ing Safer’ blueprint states, we are aiming for the target of reducing workplace injuries and death tolls by 25 percent by 2020.

Everyone can help to achieve reductions in harm and work together and by taking individual responsibility for actions and behaviour.

Those graduating with their certificates will, I know, contribute to this change by being proud to be safe.

We know that with the rising numbers of certificate graduates out in the New Zealand construction industry that leadership, behaviour and systems will improve injury prevention and an improved culture of health and safety. We know that their presence in the industry will help to reduce the numbers of risk-takers and inspire business leaders to update their thinking on

health and safety.

Since 2006 we have had over 900 graduates in the Certificate in Construction Site Safety. This year we have 125 graduates from over 60 companies – just under half of which have never graduated before.

What does this say about the Certificate process?

It says that providing a credible

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40

SITE SAFE EVENING OF CELEBRATION

We would like to congratulate our employee Mr Yee Bing Chang on the achievement of Certificate on Construction awarded by Site Safe NZ.

A solid reputation for reliability and efficiency and for finishing projects on time or ahead of schedule.

Tel : 09 - 525 8098 Fax : 09 - 525 7099 T K Yong, Company Director e-mail : yong@livefirm.co.nz e-mail : ivy@livefirm.co.nz From left: Jason Bartram, Michael Wardrope, Wendy Jacob and Fleur Renouf from Arrow International

Left to right: Dean Clayton, Brendan Clayton, Darren Smyth and Paul Macklin from Bassett Plumbing & Drainage Ltd

Congratulations to Site Safe graduate Matthew Carson

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standard and benchmark for individuals to reach and attain is working.

It says that this process of recognising health and safety for individuals is having an effect in influencing down the construction industry supply chain.

It says that we now have subcontractors and small construction businesses who now know the value of education in health and safety and are also making it a part of their better business solutions.

In 2012 the Building and Construction sector in New Zealand employed roughly 178,000 people.

The sector is largely characterised by very small firms with 91 percent of firms having five or fewer employees with 21 percent of these being sole-traders.

It is a difficult group to engage with and regulate. Site Safe’s membership reflects this demographic and we are working hard to find new and most relevant ways to support and influence changes with these and other companies.

Site Safe is here to help organisations to want to protect their staff and contractors, and help individuals want to protect themselves.

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SITE SAFE EVENING OF CELEBRATION

41

Site Safe leadership and governance For the past 14 years Site Safe has worked with construction companies to assist them to enhance a health and safety culture and to control hazards and reduce injuries.

A membership based, not-forprofit organisation Site Safe is equipped with a comprehensive a range of services which cater to the entire construction and related industries. A nationwide team of health and safety professionals are

Alison Molloy – Chief executive Site Safe NZ Inc

able to offer safety systems, training, consultancy, audits, resources and information.

Newly appointed chief executive Alison Molloy says the core focus of the Site Safe team is to define and promote the value of Site Safe and its members, and to emphasise Site Safe’s health and safety leadership role in the New Zealand construction industry.

Ms Molloy has worked in the not-

Peter Mayow - Chairman Operations manager, Fletcher Construction Ltd

for-profit sector throughout most of her professional career. She is an accountant by trade with a strong background in organisational development. Prior to taking up her role at Site Safe, she led Autism NZ. She sees a key part of her role as assisting the industry to build a safety culture and achieve the government's injury reduction goals by 2020.

Site Safe sets out to achieve this

Peter Jackson - Deputy Chairman Managing director, H2O Design Ltd

through the promotion of best practice, by developing individuals to lift the bar on safety at the work site. The organisation provides adult learning and education tools and ideas for workplace safety.

The industry’s health and safety advocate, Site Safe engages closely with the construction and related industry sectors through their membership, safety liaison groups and charter leadership forums.

Carl Stent - General Director Site Safe member

“Awarding leadership and innovation is paramount in this industry as it shows ‘what great looks like’, ‘the path of how to improve’, and ‘those who are willing to change and take responsibility” – Alison Molloy

Tony McCabe - General Director General manager people, Fulton Hogan

November - December 2013

Rob Robinson - Independent Director C&M Associates Ltd

Andrew Confait - General Director National health, safety & environmental manager, Hawkins Group

Maurice Davis - Employee Director Secretary, Northern Amalgamated Workers Union Inc

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42

DRUGS IN THE WORKPLACE

Workplace drug abuse rockets to new highs Drug use in the workplace is soaring in New Zealand across virtually all industry sectors – leaving employers concerned about safety and lost productivity. Cannabis is the most frequently detected drug.

NZDDA chief executive Chris Hilson

New Zealand’s biggest national drug detection agency, NZDDA, expects to conduct around 90,000 on-site workplace drug tests this year, up from 68,500 in 2012.

The climb is relentless – the 2012 figure represented a 31 percent year on year increase from 2011, which itself was a 78 percent increase from the 29,513 tests carried out in 2010.

Some 6.4 percent of the on-site drug tests NZDDA carried out in 2012 tested ‘non-negative’, an indication that the presence of a drug is detected.

“Some 71 percent of the non-negative tests detected cannabis in 2012 - opiates were detected in 18 percent”, says NZDDA chief executive Chris Hilson.

Cannabis is detected more frequently in traditional cannabis-growing areas such as Northland, the Bay of Plenty, and the North Island’s east coast, although Wellington also has a high cannabis usage rate.

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Improvements in some fields Nearly 40,000 breath alcohol tests were conducted by NZDDA last year – up 32 percent from 2011 when 29,791 tests were carried out and more than double the 13,821 tests undertaken in 2010.

Of these, 0.4 percent proved positive, the same figure as for 2011 but a significant decline from the 1.9 percent positive tests recorded in 2010.

Methamphetamine was found in 6 percent of non-negative tests in 2012, 9.1 percent in 2011 and 6.7 percent in 2010; Benzodiazepines were detected in 1 percent of non-negative tests in 2012, down from 1.2 percent in 2011 and 2 percent in 2010.

Cocaine wasn’t detected at all in tests in 2012 and 2011, and 0.2 percent of non-negative tests in 2010.

“It’s pleasing to be seeing a downward trend in the detection of hard drugs such as benzodiazepines and amphetamines, and no cocaine detected in on-site workplace drug testing over the last three years,” Mr Hilson notes.

No synthetic numbers NZDDA’s 2012 statistics don’t, however, include data on synthetic cannabis, which is becoming increasingly popular due to its relatively low

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DRUGS IN THE WORKPLACE

43

price. “We began testing for synthetic cannabis in the latter part of last year with the introduction of US Food & Drugs Administration-approved test strips, so our data only covers a few months and can’t be included in our annual reporting,” Mr Hilson explains.

“We do, however, have strong anecdotal evidence that its use is on the rise and will be including synthetic cannabis test results in our 2013 statistics.”

Hair testing data was provided for the first time in the 2012 report, with 65 of 200 tests conducted returning positive results – 38 detecting cannabis and 29 methamphetamine.

“Hair testing mostly takes place for ‘white collar’ pre-employment testing and the testing of witnesses in court, in particular the Family Court,” Mr Hilson adds.

Tested, targeted and retested The rise in the number of on-site workplace drug and alcohol tests in 2012 shows that many more employers are taking workplace safety very seriously, Mr Hilson believes.

“Most of our testing takes place in safety-sensitive sectors such as forestry, transport and construction – sectors in which it’s not only vital for employee safety but also for customers and suppliers and, in some cases, the general public,” he says. “There’s no second chance if there’s any impairment from drugs and alcohol in those workplaces.”

All NZDDA’s workplace drug tests are retested to the rigorous AS/NZS4308:2008 standard at the Canterbury Health Laboratory (CHL) for legally binding independent verification.

CHL uses highly sensitive equipment that identifies individual drugs rather than drug classes, says the company’s head scientist Grant Moore.

“So we can pinpoint a drug such as Ecstasy rather than listing it as an amphetamine-type substance. “This is a very important safeguard as it helps ensure prescription drugs aren’t confused with illegal drugs if they’re in the same toxicology group,” he says.

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44 Disturbing trends Similarly disturbing results from other drug testing agencies have reinforced the Employers and Manufacturers Association’s (EMA) concerns about the extent and cost of drugs affecting the workplace and work output.

More than half of the workplaces responding to a recent EMA survey said they have had to take disciplinary action with an employee over a drugs issue, says EMA employment services manager David Lowe.

“Nearly half of the employers (46 percent) said they had to fire someone as a consequence of drug use,” he notes. “In all 56 percent reported they have had to take disciplinary action over the use of drugs and 63 percent said drug use had resulted in a safety risk in their workplace.”

The survey also found 45 percent of employers may not be complying with current legal requirements in relation to the effects of drugs in the workplace. “For example, randomly testing all areas of the workplace to ensure it is drug-free is generally unlawful, but employers find they need to carry out such tests to maintain safety and keep a productive workplace,” Mr Lowe says.

DRUGS IN THE WORKPLACE Zero tolerance advocated The EMA’s view is simple - it’s the drugs causing the problems that are illegal by making workplaces unsafe and penalising productivity, and employers shouldn’t be blamed for taking positive measures to eradicate the problem. “Employers taking a strict line against them are doing the right thing and it’s time the law was updated to support them,” Mr Lowe maintains.

Employers also found that drugs taken at home affected work and those taken at work affected home life. “Employers reported the issues being raised are not only about safety; they reported problems such as mood swings, rudeness to colleagues and customers, poor quality work, wasted materials, and rework,” Mr Lowe adds.

As a result, fully 72 percent of respondents said they believed drug use had resulted in lost productivity.

“Safe workplaces require the law to be clearer on drug use in the workplace and the measures that should apply to testing for them,” Mr Lowe says. “Without clearer guidelines employers face an uphill battle to maintain a workplace that is safe and productive for all staff.”

Continued on page 46

Wallowing in a state of legal limbo No single law addresses the contentious issue of workplace drug testing, which is loosely regulated by a combination of case law such as the Air New Zealand test case and five Acts.

These include the Crimes Act, which addresses whether forced drug tests could amount to assault, while the Employment Relations Act requires good faith consultation in the development of a workplace drug testing policy.

In addition, the umbrella Bill of Rights Act outlines the rights to refuse medical treatment, be secure from unreasonable search and seizure and not suffer arbitrary arrest or detention.

Employers drafting drug policies not only have to be aware of the potential ramifications of breaches of these individual laws, but also take into account several other factors including: • the industry and the type of work – whether an employee’s work directly impacts the safety of others may affect whether it is reasonable to drug test that employee • a potential health and safety risk – the Health and Safety in Employment Act 1992 requires an employer to provide a safe workplace and this may justify drug testing if an employee works in a safety-sensitive area, shows signs of being affected by drugs, or has recently been involved in a workplace accident or a “near-miss” • privacy considerations – an employee’s right to privacy in relation to personal information is governed by the Privacy Act 1993 and common law may also need to be taken into account, particularly when considering sample collection procedures, the method of analysis, and the handling of test results • basic individual rights – even if the Human Rights Act 1993 and the New Zealand Bill of Rights Act 1990 don’t make it unlawful for an employer to require an employee to undergo drug testing they may influence whether the requirement is reasonable • the details of the proposed testing policy – random testing may be harder to justify than testing of specific employees for specific purposes such as ensuring safety • the provisions of the employment agreement – an employment agreement that gives an employer the right to require employees to undergo drug testing and doesn’t contravene any relevant laws makes it likely that the employer will be able to require drug testing, but it will be difficult for an employer to introduce drug testing if that right is not contained in the relevant employment agreement unless the employee gives his informed consent.

International Accreditation New Zealand accredited testing service Environmental Science & Research has clarified the situation somewhat by obtaining an expert legal opinion that confirms that workplace drug testing is lawful provided that employers meet certain legal obligations.

These include the employer’s duty to provide a safe workplace, the employee’s “duty of obedience and reasonable behaviour” and the general statutory duties on employers and employees under the Health and Safety in Employment Act 1992.

Workplace drug and alcohol testing must have the following general features in order to meet privacy and human rights obligations:

testing is for the express purpose of ensuring the safety of employees and those likely to be affected by their actions in the workplace • employees are not selected for testing on discriminatory grounds • the employee concerned gives informed consent to the testing process • the sample collection is carried out in private and not under direct observation • the integrity and confidentiality of the test processing and “chain of custody” is preserved • any disciplinary action taken by employers against an employee who refuses to provide a sample for testing or who returns a positive test result are spelt out in either work rules or in the operative employment contracts.

The Department of Labour suggests that employer and employee try and resolve a drugs issue by talking about the problem before seeking the department’s help in providing mediation assistance, but adds that there are no plans to change the current legal situation.

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New guide designed to cut cost of drug abuse A free guide launched in early August is helping employers reduce the impact drugs and alcohol has in the workplace.

The Alcohol and other Drugs in the Workplace – Employers Guide is a collaboration between ACC, Alcohol and other drugs the Alcohol Advisory Council of New Zealand (ALAC) and the New Zealand Drug Foundation.

Employer guide The booklet uses information from the latest national and international research and statistics to illustrate the issue and offer solutions to a growing problem highlighted by recent ACC statistics.

According to ACC, more than half of New Zealanders are binge drinkers, one in seven smokes cannabis and eight percent have used three or more illegal drugs in the last year, meaning alcohol and drug use can be a hazard in any workplace – even if the use and abuse happens outside work hours.

“This guide is a simple tool to help employers address the complex and fraught issue of alcohol and drugs in their workplace,” says New Zealand Drug Foundation executive director Ross Bell.

“It shows how employers can work with their staff to develop policies and practices to make their workplaces safer and healthier.”

Workers who are either under the influence, or suffering from the after-effects, have a heightened risk of injuring themselves or leaving or losing their job, adds ACC’s manager of Workplace Impairment Injury Prevention Programmes Sandra Nelson.

“Their co-workers are also more at risk of being injured and having to work harder to compensate for the impaired worker’s decreased ability,” she notes. “For employers that translates into a myriad of costs such as absenteeism, lost work time, productivity and profits, along with other organisational effects such as increased workplace injuries, staff turnover and a reduction in company reputation and staff morale.”

The workplace is a very important setting for programmes aimed at reducing alcohol-related harm, ALAC Chief Executive Officer Gerard Vaughan believes. “Because employees spend a lot of time at work, co-workers and supervisors may have the opportunity to notice a developing alcohol problem,” he explains. “In addition, employers can use their influence to motivate employees to get help for an alcohol problem.”

A comprehensive approach to dealing with an issue which an employer has a legal obligation to address as a workplace hazard, the Alcohol and other Drugs in the Workplace – Employers Guide suggests ways to develop robust workplace alcohol and drug programmes in consultation with employees and their representatives, with a focus on prevention, education, counselling and rehabilitation.

The programme should cover drinking and drug use at work, workplace discipline, recognition and help for those with alcohol and drug-related problems alcohol and drug education plus training with supporting resources.

Tackling problem alcohol and drug use is a daunting and often complex process so the guide is intended to be the starting point for an employer to raise the awareness of the issue and understand their workplace obligations.

332185-Pr06.indd 1

Andrew Shirnack is a Partner at specialist employment law firm LangtonHudsonButcher.

He has experience over a broad range of employment law issues, acting for clients in disputes at all levels, from mediation through to the Court of Appeal.

He has particular expertise in legal issues connected with workplace drug and alcohol testing, having been NZDDA’s legal advisor for over 4 years.

Level 6, General Buildings 33 Shortland Street PO Box 3690 Auckland 1140 November - December 2013

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13/10/10 3:18 PM

46 Employers’ responsibilities NZDDA fully supports EMA’s survey results. “It’s essential to have clarity on how and why employers may carry out on-site workplace drug screening,” Mr Hilson insists. “Well-considered, legally correct and properly implemented policies protect not only employers but also their employees.”

“Employers have a responsibility to provide a safe workplace for all, particularly those working in safety-sensitive sectors. “We’re heartened to see that more employers are training their managers and supervisors, and also their employees, in workplace policy planning and implementation,” he notes.

Ultimately, Mr Hilson says, it’s essential for any business to have robust workplace drug and alcohol testing policies. “Robust workplace drug and alcohol on-site screening policies are the key to ensure safe workplaces for all.”

Employment law and litigation specialist Andrew Schirnack agrees, adding that a carefully drafted policy that is both appropriate to the particular workplace and properly introduced is the starting point for lawful workplace drug and alcohol testing.

“Employers should then take care to abide by their own policies when undertaking testing,” the LangstonHudsonButcher partner advises.

“The Employment Court has made it clear that it won’t tolerate employers departing from the rules they’ve set for themselves in policy.”

He sees increasing interest in the number and variety of firms instituting workplace drug and alcohol testing policies. “It is definitely gaining momentum – we are now preparing approximately five such policies a month compared to two or three three years ago.”

Into the office space Safe decisions from management White collar firms are also becoming increasingly aware of the importance of developing and implementing drug and alcohol workplace policies,” says Mr Schirnack. “They’re interested in pre-employment testing of key decision-makers.”

These firms aren’t so much concerned with employees working in safety-sensitive areas but in ensuring they make safe decisions.

“People who aren’t working in safety-sensitive areas are still vital to a business,” he stresses. “Addiction knows no boundaries and isn’t restricted to blue-collar workers.”

Regardless of the industry, Mr Schirnack maintains that every firm’s drug

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DRUGS IN THE WORKPLACE and alcohol workplace policy should include a pre-employment check. “This is the least controversial element from a legal standpoint and also good due diligence,” he believes.

“After all, it is a lot easier to withdraw a job offer before an employee starts by getting test results before he or she begins work.”

Legal minefields Most policies also include both post-incident testing, which covers ac- Employment law and litigation cidents or near misses, and reasonable specialist Andrew Schirnack – every firm’s drug and alcohol policy should cause testing, where an employee is include a pre-employment check manifesting signs of being under the influence. “These tend to be in every policy,” Mr Schirnack adds.

Other employers who work in safety-sensitive sectors such as industry or transport, where errors can cause harm, may want a random testing clause in their drug and alcohol policies.

Some employers also want the right to test when a customer demands it – for example, a business owner may not want a maintenance contractor on site until he is provided with clean testing results. “This is a slightly more controversial area but such clauses are being inserted into policies and they haven’t been challenged in the courts as yet,” Mr Schirnack concedes.

Ultimately, he knows that employers would like the legalities of drug and alcohol testing clarified but admits this doesn’t mean there won’t still be difficulties. “It will create lots of opportunities for legal argument,” Mr Schirnack warns.

Air New Zealand ruling holds up Today’s murky legal situation is the direct result of a 2004 court case that saw Air New Zealand win the right in the Employment Court to test specific workers for drugs and alcohol.

The airline had introduced a policy of random drug testing of employees who were engaged in “safety-sensitive areas”, defined as an area where employees affected by drugs or alcohol could expose themselves or others to the risk of injury.

Safety-sensitive area examples included employees working on an

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DRUGS IN THE WORKPLACE aircraft, network logistics, engineering and maintenance bases and managers making safety critical decisions.

Six unions challenged the legality of the policy in the Employment Court, which found that Air New Zealand was justified in pursuing a safe and healthy work environment by implementing this practice.

The court indicated the need for positions to be genuinely safety or security critical – for example where public safety is paramount, when employees are using dangerous machinery, or operating within environments in which serious or fatal accidents could occur if there was a lapse in concentration, poor judgment or impairment.

Significantly, the court suggested that those working as human resources advisers, in-house lawyers, payroll staff and others within Air New

47 Zealand wouldn’t qualify as being in “safety-sensitive positions” while pilots, aircraft engineers and flight planners would.

This test case has effectively stood the test of time and given employers the right to check workers in safety-sensitive positions for drugs and alcohol, a right that is now being extended into many other employment areas as firms fight to crack down on workplace drug and alcohol abuse.

EMA drug testing survey link: http://mktg.ema.co.nz/2013/advice/pdf/EMA percent20Drug percent20Testing percent20Survey percent20Analysis percent20August percent202013.pdf

Specific services safeguard safety Several simple steps can help identify and stamp out the use of drugs in the workplace, including management and employee training and on-site testing.

One of New Zealand’s largest drug detection agencies, the New Zealand Drug Detection Agency (NZDDA), runs management training workshops and awareness training for employees and assists clients to design and implement efficient and effective workplace drug and alcohol policies.

National Management Training workshops have been specially developed for companies with a small number of managers/supervisors as well as big companies that want to assess whether NZDDA management training suits their requirements.

Tailored employee sessions have been provided to companies on-site for the last six years to raise awareness of the issues regarding drugs and alcohol, with monthly courses for new staff also available from NZDDA’s 19 national offices.

NZDDA has helped a large number of New Zealand corporates implement drug and alcohol policies and offers a turnkey programme that allows any company to become a drug-free and safer workplace.

The policy are tailored to meet an organisation’s specific needs and requirements, with NZDDA consultants meeting with management to develop and implement the policy, answer questions and address concerns.

Specific testing services are also available, including urine testing that meets Standard AS/ NZS 4308:2008 and involves daily controls at each collecting site as well as controls on every subsequent 25 tests to ensure full compliance.

Urine testing is now well-established, providing the greatest range of detectable drugs, the biggest database of non-reacting substances and a oneweek detection window that makes it ideal for most screening – especially pre-employment testing.

Alcohol abuse is another major problem and one that is complicated by case law that controls the actions that can be taken, but companies employing high-risk workers such as scaffolders, drivers, and machinists obviously have to take a harder line than those hiring office workers.

Testing is generally done using breathalysers and digital alcohol meters that comply with the AS 3547:1997 standard for the measurement of alcohol to ensure that employees abide by the alcohol levels specified in the company’s drug and alcohol policy.

Common alcohol levels for the workplace are the legal driving limit of 400 micrograms of alcohol per litre of breath (400 µg/L) for those over 20 years old and 0 micrograms of alcohol per litre of breath for those under 20 – although zero tolerance of 100 micrograms of alcohol per litre of breath (100 µg/L) is demanded by many employers.

Hair testing is particularly popular with the executive sector as an effective pre-employment screening tool that enables prospective employers to obtain up to 90 days history of any drug abuse.

Currently used for court cases involving custody and care issues but becoming increasingly affordable hence its popularity with the corporate sector, hair testing can be conducted on-site and the results provided in about a week.

It is the most accurate and effective method of finding drug abusers, utilising a small sample of hair cut at the scalp to evaluate the amount of drug metabolites embedded inside the hair shaft.

Hair testing is particularly useful compared with more traditional tests such as urine analysis, as most drugs are undetectable if urinalysis is done more than 3-6 days after use – although cannabis may be detected for a slightly longer period of time.

The only time limitation with hair testing is imposed by the length of the donor’s hair, with each 15mm of head hair providing a 30-day snapshot of drug use and the industry standard 45mm test offering a full 90-day history.

Body hair can be used if no head hair is available and colours, bleaches, shampoos and external contaminants such as cannabis smoke have no known impact on test results, ensuring hair testing remains the most dependable and comprehensive test for drug use.

Hair testing provides an overview of the presence or otherwise of many types of drugs, including cocaine, cannabis, opiates (codeine, morphine and 6-monoacteyl morphine), methamphetamine, (meth/amphetamine and Ecstasy), and phencyclidine (PCP).

November - December 2013

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