March 2019 by Westwick-Farrow Media

17â&#x20AC;&#x201C;18 September 2019 Melbourne Convention & Exhibition Centre

The central meeting place for the Australian infrastructure sector bringing together the entire roads transport ecosystem

Government Federal, State, Local Councils

Registration is now open and includes a free exhibition visitor pass, access to all 24 free educational seminars running in 6 theatres across the two days as well as access to the event app.

Safety Road Safety, Control & Monitoring, Driver Communications & Notification Systems

Transport Operators & Agencies

Partners & Stakeholders

Infrastructure

Suppliers

Property Developers, Automotive Manufacturers, Utilities

Designers, Planners, Specifiers, Engineers, Project Management & Delivery, Environmental Assessment, Asset Management

Machinery, Equipment, Materials, Components, Fixtures, Traffic Management Solutions

E: roadsandtrafficexpo@terrapinn.com

Contractors

Technology & Data

T: +61 2 8908 8555

Construction, Excavation, Civil Contractors, Roadworks, Site Management

ICT Solution Providers, Big Data, Geospatial, Monitoring, Sensors

For more information:

Visit: www.terrapinn.com/exhibition/ road-traffic-expo

Stay Updated:

www.linkedin.com/company/ the-roads-traffic-expo

Commercial Road Users Fleet Managers, Buses, Logistics & Supply Chain, Ride Sharing, Electric Vehicles

Research & Consultants Research, Big Data, Consulting, Modeling, Traffic Counting

NATIONAL SAFETY MARCH 2019

8 28

CONTENTS 6 Trending

Alcohol and drugs in the workplace â&#x20AC;&#x201D; what is reasonably practicable

What kind of PPE program should you implement?

$3.5m for mine drone start-up

Wellbeing and WHS

Fast facts

How to implement workplace drugs and alcohol training

The importance of culture in an effecive OHS management system

Navigating recent changes to fire safety

How to choose appropriate hearing protection at work

Workplace bullying: you don't have to repeat it to stop it

Cover image: ÂŠ Stock.Adobe.com/au/freshidea

Seeing clearly

www.nscafoundation.org.au

MARCH 2019 - NATIONAL SAFETY 3

NSCA FOUNDATION

WELCOME Nominations are open for the 2019 National Safety Awards of Excellence. These awards are the pinnacle of Australian workplace safety. The celebratory gala luncheon on 17 October will reflect the positive outcomes for many Australian businesses. Visit www. nationalsafetyawards.com.au for more information. We encourage you to acknowledge your safety heroes, no matter how big or small their impact on your workplace. As demand for more safety topics grows, so do the NSCA Foundation services. This year already weâ&#x20AC;&#x2122;ve created a seminar focused on the impacts and considerations of an ageing workforce. Furthermore, we have launched a series of webinars to reach more of our wider member base. In conjunction with an improved member portal and regular networking events, we are proud to continue informing Australian businesses about the best practice workplace safety. As the huge success of the recent Melbourne and Brisbane Breakfast Forums can attest, a growing number of Australian companies are moving towards an integrated approach to WHS, leaving behind the siloed view of more traditional safety programs. The lines between safety and human resources are blurred as the impact on wellbeing crosses over into both areas. This issue of National Safety will examine the relationship between wellbeing and WHS in more detail, as well as the risks associated with drugs and alcohol in the workplace. Safe regards,

National Safety is produced for the NSCA Foundation by Westwick-Farrow Media.

Westwick-Farrow Media A.B.N. 22 152 305 336

www.wfmedia.com.au Head Office: Cnr. Fox Valley Road & Kiogle Street, (Locked Bag 1289) Wahroonga NSW 2076 Australia Ph: +61 2 9487 2700 Fax: +61 2 9489 1265

Editor: Carolyn Jackson ss@wfmedia.com.au Editorial Assistant: Amy Steed Publishing Director: Geoff Hird Art Director/Production Manager: Julie Wright Art/Production: Colleen Sam, Wendy Blume Circulation: Dianna Alberry, Sue Lavery circulation@wfmedia.com.au Copy Control: Mitchie Mullins copy@wfmedia.com.au

Jamie Burrage Chief Executive Officer NSCA Foundation

Advertising Sales: Nicola Fender-Fox Ph: 0414 703 780 nfender-fox@wfmedia.com.au If you have any queries regarding our privacy policy please email privacy@wfmedia.com.au

Subscriptions: For unregistered readers - price on application ISSN 1445-9922 PP 100022897

Board of Directors President: Bernie Doyle Vice-president: Ray Thurlow Director: Maria Zoras-Christo Director: Bill Kritharas Director: Vicky Bartolacci

Contact the NSCA Foundation (02) 8879 8289 www.nscafoundation.org.au membership@nsca.org.au

NSCA Foundation team Jamie Burrage, Chief Executive Officer Alisa Leabon, Membership and Administration Coordinator Christina Lehnis, Marketing Coordinator Richard Cornish, Events Manager Steven Liu, Membership Manager Trishna Billimoria, Company Secretary and Accountant

4 NATIONAL SAFETY - MARCH 2019

www.safetysolutions.net.au Printed and bound by SOS Print+Media Group NOTICE: All material published in this magazine is published in good faith and every care is taken to accurately relay information provided to us. Readers are advised by the publishers to ensure that all necessary safety devices and precautions are installed and safe working procedures adopted before the use of any equipment found or purchased through the information we provide. Further, all performance criteria was provided by the representative company concerned and any dispute should be referred to them. Information indicating that products are made in Australia or New Zealand is supplied by the source company. Westwick Farrow P/L does not quantify the amount of local content or the accuracy of the statement made by the source.

www.nscafoundation.org.au

TRENDING Roof death prompts $1m fine and jail time

Standards for workplace exposure to crystalline silica and respirable coal dust have now been opened for public comment. Safe Work Australia is currently evaluating the 'Workplace exposure standards for airborne contaminants' to ensure they are based on the highest quality evidence and supported by a rigorous scientific approach. It will be seeking public comment on the draft evaluation reports and recommendations for the workplace exposure standards (WES) throughout 2019, beginning with respirable crystalline silica and respirable coal dust. In particular, it is seeking comments of a technical nature regarding: • the toxicological information and data that the value is based upon, and • the measurement and analysis information provided. Participants can access the consultation platform Engage to provide their comments on the draft evaluation reports and recommendations for respirable crystalline silica and respirable coal dust before 30 April 2019. The feedback received as part of this process will be considered when making final recommendations regarding the workplace exposure standards. The draft evaluation reports and recommendations for the remaining chemicals on the 'Workplace exposure standards for airborne contaminants', as well as additional chemicals that are being considered for inclusion on this list, will be released throughout 2019.

6 NATIONAL SAFETY - MARCH 2019

©stock.adobe.com/au/Paul

©stock.adobe.com/au/konradbak

Have your say on silica and coal dust exposure standards

A jail sentence and a $1 million fine have been handed down to a Sunshine Coast company director after a worker fell six metres to his death. Director Gary Lavin will receive prison time, and his company, Multi-Run Roofing, was fined in Queensland’s first Category 1 prosecution under the Work Health and Safety Act 2011. The Category 1 charge of reckless conduct related to a 2014 fatality when 62-year-old roofer Whareheepa Te Amo fell and died while working on an unprotected roof edge. This was the first charge of reckless conduct to be successfully tested at trial in any Australian state or territory working under similar work health and safety legislation. Lavin was convicted in a majority verdict by the jury, which was unable to reach a decision on similar charges brought against Lavin’s brother and his company. Multi-Run Roofing was engaged by Lavin’s brother’s company, the principal contractor, to re-roof large sheds at the old brickworks west of Noosa. Te Amo was one of five workers subsequently engaged by Multi-Run to undertake the work. The Maroochydore District Court heard that the defendants, without reasonable excuse, omitted to ensure edge protection was installed, exposing individuals to the risk of death or serious injury. The defendants were alleged to have been reckless to this risk. It was not in dispute that the defendants each owed a health and safety duty and that each had engaged in conduct in the form of omitting to ensure that edge protection was installed. Evidence was heard from various witnesses, including roofers and workers who had been at the site, as well as from Queensland Police Service and Workplace Health and Safety Queensland. Other roofers described discussions with the subcontractor alleging he had said (in effect) that it would be too expensive to install edge protection. Instead, as part of the task, one worker would be positioned near the edge of the roof to straighten the roofing sheets. This was the work being carried out on the day by the fatally injured man. A method was adopted by the roofers (with the knowledge of the defendants) where the rails of scissor lifts were used as a barrier alongside the roof edge, with the man working near the edge to wear a safety harness. At the time of his fall, the worker apparently tripped or stumbled. He was not wearing a harness. The court found that while the workers involved were competent, the risk was significant, as those working at the “roof edge were working with a narrow margin for error”. The method adopted also relied on the diligence of the workers, in circumstances where they were engaged in repetitive work. Importantly, edge protection would have stopped the fall and the lack of it could have been easily addressed, given it was agreed the defendants would be paid to install it and there was edge protection on site (although there was conflicting evidence as to how much). Despite pleading not guilty, it was accepted that the sentenced director was remorseful. None of the defendants had a record of any relevant breaches of work health and safety laws. The court ruled that the subcontractor be fined $1 million, to be paid within six months, with the director sentenced to 12 months’ jail, to be suspended after four months.

www.nscafoundation.org.au

Carlie Holt*, Georgia Kennedy^

ALCOHOL AND DRUGS IN THE WORKPLACE — WHAT IS REASONABLY PRACTICABLE? Businesses must undertake alcohol and drug risk assessments to help prevent workplace accidents — and reduce the risk of severe penalties, including jail.

8 NATIONAL SAFETY - MARCH 2019

www.nscafoundation.org.au

legally speaking

he Work Health and Safety Act 2011 (WHS Act) does not impose a specific obligation on businesses to implement policies and systems regarding the use of alcohol and drugs in the workplace, however recent cases suggest a person conducting a business or undertaking (PCBU) may be found guilty of breaching the WHS Act where an effective system is not in place. A number of companies have been successfully prosecuted under WHS law in recent years, despite the fact their workers were injured or killed while under the influence of alcohol or other drugs.

GENERAL DUTY The WHS Act requires organisations to ensure, so far as is reasonably practicable, the health and safety of workers and others. Part of this duty includes conducting risk assessments and taking appropriate action to systematically eliminate (or minimise) the risks identified. Alcohol, illegal drugs and in fact some legal drugs can create risks in the workplace that need to be effectively managed. For some industries and workplaces, the need to eliminate the risk of workers being impaired by drugs and/or alcohol is imperative. While risks may be greater in some industries and occupations, all organisations should develop an alcohol and/or drug policy that clearly sets out the company’s position, tolerance and/or consequences for breaches. The policy should state who is subject to the policy — i.e. whether it applies to all employees or binds all persons (contractors/labour hire workers/volunteers, etc) who attend the company’s site. It is important to note that not all initiatives will be suitable in all workplaces and, depending on the nature and severity of alcohol- and drugrelated hazards, the duties owed by some PCBUs will be far greater than others.

POLICIES AND PROCEDURES AREN’T ENOUGH

www.nscafoundation.org.au

The importance of implementing effective systems of work regarding drugs and alcohol was reiterated in March 2018 when Ambulance Victoria was convicted and fined $400,000 for breaches of the Victorian Occupational Health and Safety Act 2004. The prosecution followed the death of a paramedic due to drug toxicity, with an autopsy finding fentanyl and morphine in his system. The paramedic was a Team Manager with 30 years’ experience and the only employee working at the station when he was found dead in January 2015. Ambulance

MARCH 2019 - NATIONAL SAFETY 9

legally speaking

Victoria was charged by the safety regulator for failing to adequately record and store stocks of morphine and fentanyl, and pleaded guilty to two charges of failing to provide a safe working environment and failing to ensure volunteer officers were not exposed to risks. The Court heard Ambulance Victoria had exposed the paramedic and volunteer officers at the station to risks to their health and safety by failing to minimise the potential for illicit access to morphine and fentanyl. It was told that systems and registers were in place to record the receipt, movement, administration and disposal of the strong painkillers, and these were audited by the team manager. Checks on these audits by an area manager were supposed to be carried out every three months, but were not being conducted at the required frequency. Warrnambool Magistrate Cynthia Toose said the check system in place at the time of the

A number of companies have been successfully prosecuted under WHS law in recent years, despite the fact their workers were injured or killed while under the influence of alcohol or other drugs.

paramedic’s death was inadequate and had many failures — the system of disposing of morphine and fentanyl required unused drugs to be squirted on the ground, which was then to be entered in a register. This was to be witnessed, but if there was an absence of another available officer, the system allowed the record to show no second officer available. Workplaces must also ensure there is suitable and adequate training, instruction and supervision, consultation with workers

policies and procedures then it was unlikely the worker would have died. Due to the extraordinarily unsafe access arrangements,

WHAT THIS MEANS FOR EMPLOYERS

the Maritime Union of Australia has since urged

All PCBUs must undertake a risk assessment in relation to alcohol and other drugs in the workplace and put policies and procedures in place to eliminate or minimise any risks or hazards. It is not sufficient to only have policies and procedures in place — they must be properly implemented and monitored to ensure compliance by workers and that PCBUs are complying with their obligations under the WHS Act.

the Northern Territory to introduce industrial manslaughter laws to enable harsher penalties. These cases raise an important question — can employers still be held liable for the actions

and regular review. This was highlighted

of workers when they have done what was

in December last year when a shipping

reasonably practicable to eliminate the risks

company, Conlon Murphy Pty Ltd, trading

associated with alcohol and drugs?

as Barge Express, was fined $190,000 in the local court following the death of a fly-in fly-out worker. The worker died from head

WHAT ABOUT PERSONAL RESPONSIBILITY?

injuries consistent with falling from a height

Workers have a duty to take reasonable

with a high level of alcohol in his system.

care for their own health and safety, and

A coronial inquest into the death found it

that of others as well as to comply with

was likely that after drinking at a pub and

any reasonable instructions, policies and

subsequently sleeping on the vessel, the

procedures given by their PCBU, business or

worker fell backwards while climbing from

controller of the workplace. Where a PCBU

the boat to the wall and struck his head,

has laid down a safe and proper practice,

before falling into the water and drowning.

and exercised due diligence to ensure the

It appeared to be an accepted practice for

practice is observed, then casual failure by

workers to drink alcohol in the workshop

employees to observe that practice on a

after hours, despite the fitness for work policy

particular occasion will not render the PCBU

stating no one would be allowed to enter a

criminally liable for failure to ensure safety.

workplace or carry out work while under the influence of alcohol or drugs.

While a PCBU does have a duty to the careless, inattentive or inadvertent worker, it

Fatalities such as these are not

does not have a duty to a reckless worker. In

unforeseeable. The Northern Territory

Kirk v Industrial Relations Commission of NSW

WorkSafe director stated that if the company

& WorkCover NSW [2010] HCA 1, the High

had properly implemented its own safety

Court found the unforeseeable behaviour of

10 NATIONAL SAFETY - MARCH 2019

a disobedient employee may well lead to an event that could not be reasonably foreseen and therefore was not reasonably practical to guard against. In SafeWork NSW v Wollongong Glass P/L [2016] NSWDC 58, a worker under the influence of cannabis was killed at a factory by glass sheets that fell and caused him fatal head injuries. The accident occurred as the deceased attempted to use his hands to support four sheets of glass weighing approximately 320 kg stacked on an A-frame. The effects of cannabis influenced and significantly impaired the worker’s perceptions, judgement, decisionmaking processes, vigilance, appreciation of dangers, concentration and reaction times. The Court found the Defendant not guilty as the deceased behaved irrationally, against instructions and without any regard for his own safety because he was under the influence of cannabis. This case highlights the importance of implementing safe systems of work and suggests a PCBU will not be guilty of a charge of a breach of duty under the WHS Act for the actions of a disobedient employee who is acting contrary to an established safe system of work.

*Carlie Holt is a partner with Sparke Helmore Lawyers, and specialises in workplace health and safety law. ^Georgia Kennedy is a lawyer with Sparke Helmore Lawyers. www.nscafoundation.org.au

TRENDING

Safety fears over unsupervised electrical apprentices Multiple instances of apprentices performing electrical work without supervision have been uncovered during flood recovery activity in North Queensland. Electrical Safety Office inspectors are urgently reminding employers that it is vital apprentices are supervised at all times by licensed and competent workers. Employers must ensure that the supervision provided is appropriate, with consideration given to: • the type of work being performed • the skill and competence of each apprentice • the level of risk associated with the work • the supervisory experience of the supervisor. Electrical work carried out on flood-damaged electrical installations has additional risks, including: • water-damaged electrical equipment • exposed live parts as the result of removed wall sheets • temporary sources of supply in use, such as generators and solar PV systems. What may have been considered adequate supervision for normal electrical work may not be adequate for flood recovery work. Employers must fully assess the risks at each worksite and ensure that apprentice supervision levels address those risks. It is important to remember that a licensed electrical worker supervising an apprentice is ultimately responsible for any testing of electrical work performed by the apprentice.

12 NATIONAL SAFETY - MARCH 2019

A Queensland worker has been killed after he fell from a grain auger during an incident in November 2018. According to a Workplace Health and Safety Queensland incident alert, the worker was fatally injured after he fell 15 metres while trying to move a large mobile grain auger away from a silo. The incident alert said early investigations indicate the weight of the opposing end of the auger was greater than the end the worker was holding. As he pulled the auger away from the silo, the opposing end dropped, propelling him into the air. Investigations are continuing. According to Workplace Health and Safety Queensland, agricultural plant is safe when operated properly — however, it becomes dangerous if used incorrectly. Before operating, PCBUs must ensure the manufacturer’s operating instructions have been read and are followed. If operating instructions are not available, operational procedures and instructions for use should be developed by a competent person. For auger safety, the incident alert recommends that: • the auger is empty before moving it; • for height adjustable augers, the auger is as close to the ground as possible during travel; • the auger is stowed in the correct transportation configuration prior to it being transported or moved; • the auger is moved slowly to prevent the likelihood of the auger tipping over, particularly long inclined augers; • before moving the auger, inspect the ground conditions along the intended path of travel to ensure the auger can maintain stability during travel; • the auger does not travel over potholes, depressions, soft ground, uneven ground surfaces or any objects that could destabilise the auger and cause it to tip over.

©stock.adobe.com/au/Dario Sabljak

Grain auger fall leads to worker death

www.nscafoundation.org.au

TRENDING

$60K fine for food retailer over injured worker offences A $60,000 fine has been issued to a food retailer over seven offences it committed with regards to an injured worker. John’s Nuts Operations Pty Ltd, which sold nuts, dried fruits and candies in shopping centres, was convicted and sentenced for five contraventions of Section 179(3) of the Workplace Injury Rehabilitation and Compensation Act and single contraventions of Section 104(1) and 105 (1) of the same Act. The company is currently in liquidation and did not attend the hearings at Sunshine Magistrate’s Court. The charges related to making late payments to an injured worker and failing to provide them with suitable employment. The court heard that WorkSafe Victoria received a complaint in April last year regarding a worker who sustained work-related tendonitis after working for the company since November 2013. The company made an initial weekly payment to the injured worker on time, but five subsequent payments were made outside the statutory time limit. When WorkSafe investigators attended the workplace they found the company had also failed to plan the worker’s return to work and to consult with them about their return. WorkSafe’s Executive Director, Insurance Business Unit, Shane O’Dea, said it was vital that injured workers were paid promptly and that appropriate plans were put in place to aid their return to work. “Not providing injured workers with timely payments and failing to consult with them about their return to work can cause significant added hardship and stress to a worker and their family,” O’Dea said. “Such failures can also be detrimental to a worker’s prospects of recovery and ultimate return to work. “Most employers actively support an injured worker to recover and return to work, recognising it also makes good business sense. “WorkSafe will not hesitate to prosecute those employers who disregard their obligations to injured workers.” When assisting employees return to work employers should: • obtain relevant information about the worker’s capacity for work; • consider reasonable workplace support, aids or modifications to assist a worker’s return to work; • assess and propose options for suitable employment or pre-injury employment; • consult with the worker, treating health practitioner and occupational rehabilitation provider; • provide workers with clear, accurate and current details of their return to work arrangements; • monitor the worker’s progress; • in situations where a worker has no current work capacity, employers must still plan for their return to work.

14 NATIONAL SAFETY - MARCH 2019

The NSCA Foundation has announced that Bernie Doyle, President and Chair of the NSCA Foundation, is taking over the role of Secretary General, Asia-Pacific Occupational Safety and Health Organization (APOSHO). Formed in 1985, APOSHO is an international body composed of non-profit professional organisations devoted to the prevention of occupational accidents and diseases. Doyle’s appointment was recognised at the APOSHO 2018 Annual General Meeting, following the APOSHO 33 conference hosted by IOSH in Hong Kong, 4–5 December 2018, succeeding Chi-Ming Law who had held the position for eight years. Said to be the first Australian-based Secretary General in APOSHO’s history, Doyle’s involvement with APOSHO dates back a number of years through his long-term role with the NSCA (now NSCA Foundation).

©iStockphoto.com/Nikita Rogul

©stock.adobe.com/au/guswait

New Secretary General for APOSHO

Electrocution on roof kills young worker A 19-year-old worker has been killed after he was electrocuted on the roof of a Melbourne home on Tuesday, 15 January 2019. It is thought that the man was electrocuted while installing an air conditioner on the roof of the two-storey Plumpton dwelling. WorkSafe Victoria is investigating.

www.nscafoundation.org.au

Dannielle Furness

WELLBEING AND

WHS

As acknowledgement of the positive link between improved universal worker health and workplace injury and illness prevention intensifies, a growing number of Australian companies are moving towards an integrated approach, leaving behind the siloed view of more traditional safety programs. THE BIGGER PICTURE By its very name, traditional WHS is entrenched firmly within the workplace, entailing concentration on and control of workplace settings to reduce injury

$62 billion. The bulk of the cost ($46.2 billion)

and illness, with a specific spotlight on

is attributed to injury or disease causing

environmental conditions and physical risks.

partial incapacity, with an additional $6.5

Now newer methodologies are gaining

billion lost on incidents occasioning a long

traction, leading to the introduction of

workplace absence.

agendas that emphasise behavioural change

Additional studies reveal further

and focus on both the physical and mental

contributors to the escalating costs of ill

wellbeing of individuals. Previously referred

health. Employees with multiple heath risk

to as workplace health promotion, early

factors (smoking, sedentary lifestyle, high

incarnations of wellbeing programs were

stress and poor sleep) use nine times the

often incorrectly labelled as ‘employee

annual sick leave of healthy colleagues,

perks’ rather than being recognised as a

according to a report issued by Medibank.

legitimate component of an integrated WHS

The same study attributes a $34 billion cost

approach.

per annum to presenteeism — the loss of

Professor Niki Ellis is one of Australia’s

productivity arising from an ill (or otherwise

foremost experts on occupational and public

incapacitated) employee attending work

health. A speaker at the 2018 NSCA Foundation

and suffering injury or passing on illness.

National Safety Awards of Excellence, Prof Ellis

Presenteeism outweighs absenteeism in

has a long history in public policy, business

terms of cost, a trend that will persist without

and research, and is a strong proponent of an

significant employer intervention.

approach that integrates worker wellbeing

These negative financial impacts have steadily risen over time, despite the existence

within more traditional safety systems. Prof Ellis believes the WHS paradigm has

and enforcement of state-based workplace

changed, and it is no longer enough to regard

health and safety (WHS) legislation, leading

the absence of injury as a sign of success.

many safety professionals to consider

For evidence of the effectiveness of a holistic

augmenting current WHS programs with

approach, she recommends looking to the

additional measures beyond the mandated

US-based National Institute for Occupational

requirements.

Safety & Health (NiOSH) Total Worker Health

Xxxxxxxxxxxxxx

16 NATIONAL SAFETY - MARCH 2019

©stock.adobe.com/au/thekob5123

he cost of workplace injury and illness in Australia is well documented, with Safe Work Australia’s most recent data suggesting an annual total of

www.nscafoundation.org.au

workplace health

www.nscafoundation.org.au

JANUARY 2019 - NATIONAL SAFETY 17

workplace health

program, which has confirmed a link between

non-healthy options), free access to quit

a psychologically healthy workplace and a

smoking programs, provision of gym facilities,

profitable and sustainable business.

participation in mental health events and

FAST FACTS: WORKPLACE MENTAL HEALTH

employee access to superannuation and

WELLBEING IN ACTION As evidence of the growing trend, a ‘Best

financial support consultants. Easternwell said program implementation

Health and Wellbeing Program’ category

was not without its challenges. Barriers

was added to NSCA Foundation's awards

ranged from the physical — the geographic

in 2012 and remains today. A 2018 finalist in

spread of the workforce made access

the wellbeing category, Queensland-based

and face-to-face communication difficult

Easternwell, and subsidiary of Broadspectrum,

— through to the attitudinal — a general

has developed and implemented a

resistance to preventative health initiatives.

considered wellness program that proves the

Overcoming these obstacles required

veracity of an integrated approach.

constant communication between field staff,

Easternwell provides energy and minerals

operations support, middle management

drilling, well servicing and camp management

and the executive team, along with tailored

services to the mining, minerals, oil and

information delivery to accommodate

gas industries. The company’s 800-strong

differences in workforce demographics.

workforce comprises fly-in fly-out (FIFO) staff

The program is subject to a process of

due to its work in remote locations servicing

continuous improvement and uses a range

CSG wells and camp management. In a

of monitoring and evaluation techniques —

2012 study, FIFO workers were identified as

including regular employee pulse surveys

more likely to perform heavy labour and/

— to better gauge effectiveness and guide

or physically demanding work. They are

further development. Though health and

statistically predisposed to higher levels

wellbeing can be difficult to measure,

of obesity, more likely to drink to excess

some numbers speak for themselves. Since

regularly and to smoke more, when compared

implementation, Easternwell can boast:

with other workers. Additionally, FIFO workers

• 14% reduction in sick leave hours.

are at increased risk of mental health issues.

• Reduced sick day average — 3.66 days/

Recognising the prevalence of risk

person (60% below national average).

conditions and behaviours in its own

• 81% reduction in hand and finger injuries.

workforce — and the potential negative impact

• 84% of workforce meets recommended

on safety and productivity — Easternwell embarked on a program to improve employee health, safety and wellbeing. Poor diet, physical inactivity, poor mental

of all serious workers' compensation claims are for work-related mental health conditions.

daily physical activity levels. The company also nominates high levels of engagement and program participation, along with a considerable reduction in the

health and stress can lead to reduced focus,

stigma attached to mental health and general

meaning a higher risk of fatigue, manual

health discussion, as key metrics of the

handling injuries, repetitive strain injuries and

program’s success.

other workplace incidents. To combat the problem, Easternwell installed an internal

KNOWN VS UNKNOWN

dietitian/wellness coordinator, charged with

According to Prof Ellis, poor health has an

facilitating a health and wellbeing program

undeniable negative influence on WHS

that focused on four key areas: mental

injury rates, whereas wellbeing programs

health, physical activity, nutrition/health and

positively affect injury rates, absenteeism,

financial support.

presenteeism and overall WHS culture. What

Easternwell opted to give program responsibility to an internal employee,

we don’t know, she says, is why. She speculates that by “creating a culture

believing this would provide a more hands-on

of care versus a culture of compliance, it

approach, facilitate rapport with workers and

creates a shared responsibility for health

enable a better understanding of challenges.

and safety, in which workers contribute more

The position has the full support of the

than through environmental controls alone”.

management team, which the company says

The success of Easternwell’s program and

is central to success.

the attitudinal changes seen suggest that this

The program employs many initiatives including: mandatory nutritional guidelines

hypothesis is on the money. Whatever the reason, a shift towards a

for remote camps that promote healthy

more holistic approach makes good business

meal choices (and decreasingly offer

(and safety) sense.

18 NATIONAL SAFETY - MARCH 2019

This infographic extract was republished with the permission of Safe Work Australia, originally published on https://www.safeworkaustralia.gov.au/ doc/infographic-workplace-mental-health.

www.nscafoundation.org.au

PLATINUM PARTNERS

The NSCA Foundation Platinum Partner Program recognises organisations with elite leadership qualities and the capability to influence change, and which are at the forefront of WHS risk elimination. For information on joining, visit www.nscafoundation.org.au

CREATING LASTING CHANGE TO MYLAN’S SAFETY Creating real behaviour change is one of the ongoing struggles that all businesses must face head-on. It is a process that often takes time, but real behaviour change is possible. At least that is the attitude we took when trying to implement our safety culture at Mylan. We turned to nature for inspiration, adopting the humble meerkat as a symbol for our safety culture. Meerkats work as one team, looking out for each other and protecting their mobs from danger. This was the spark we needed to ignite a shift in our safety principles — that safety is in the hands of every one of our employees. We want staff to call out the moment they spot an unsafe condition just like a meerkat does, so they can protect the mob. Or in our case, protect our staff. The word meerkat has become synonymous

with safety. In many ways, staff wear it as a badge of honour if they identify a potential hazard, as they know it could save one of their colleagues from a serious injury. The meerkat program was first introduced in 2007 and has become the basis of all our training since. The result is that today, every single employee is empowered to speak up if they see any hazard that could be a risk to the safety of any employee. We have had continuous improvement with safety over the years and in 2018 we achieved 2 million man-hours (20 months) without a lost time injury. In fact, 98% of all injuries required basic first aid treatment only. The safety culture at Mylan is now over

a decade old. It was not an overnight success, but gradually it has developed so that now our staff first think “if we can’t do it safely, we don’t do it at all”. Mylan became the inaugural Platinum member of the NSCA Foundation in 2010.

QUBE'S HEALTHY WORKPLACES STRATEGY At Qube, we are committed to constantly challenging our health and safety performance so it aligns with our commitment to Zero Harm. We encourage a healthy lifestyle and the positive impact this has on our employees, families, customers and the wider community. Part of our Health, Safety and Environment Strategy is to improve the health and wellbeing of our employees while promoting strong community connections. We believe in a holistic approach to wellness, considering not only physical health but mental health and wellbeing. QubeCare is our strategy for creating healthy workplaces and a culture of wellness. It encompasses: • Health promotion and awareness: Increased promotion simple lifestyle changes and the associated health and life benefits. • Early intervention: Preventing and minimising illness or injury and providing early intervention and support. • Monitoring and prevention: Developing

20 NATIONAL SAFETY - MARCH 2019

mechanisms and processes in consultation with our team to monitor and prevent illness and injuries. • Analysing job design to reduce risk and enhance protective factors. Our most recent campaign ‘Step Up to the Qube Challenge’ invited employees across our Australia, New Zealand, SE Asia and China operations to participate in a 6-week step competition. The challenge was designed to cultivate healthy competition across our divisions and promote consistent daily exercise and other positive lifestyle behaviours. The campaign offered several incentives to encourage employee participation, including a Fitbit to track steps and weekly prizes for honourable improvements. The QubeCare portal included a leader board for both team and individual results, with prizes for the highest step count (team and individual). Joe Toohey, Qube Group Manager Health & Wellbeing, was the driver behind the program. He said the “program was a great

success — not only did we encourage people to exercise more, it was a great engagement tool with plenty of health competition and banter within the team. We recognise the health of our team directly links to the health of Qube. We want our campaigns to resonate with the team — whether it’s mental health, sleep, food and lifestyle, everyone can benefit from a few simple changes.

www.nscafoundation.org.au

d National Safety is the official member magazine of the NSCA Foundation. All NSCA Foundation members receive a print and digital version of the magazine each quarter. The NSCA Foundation is an independent, non-profit, member based organisation. Our vision is to assist Australian Workplaces to be the safest in the world and protect their most important asset â&#x20AC;&#x201C; people. We do this by inspiring, educating, informing and engaging Australian business in best practice Work Health & Safety (WHS) and risk management.

To access the full pdf version or register to receive your personal print or digital edition each quarter, CLICK HERE