Safety Matters - Rail, Tram and Bus Union of NSW

More documents

Recommendations

Info

This Commission is only able to investigate complaints of discrimination in specific areas of public life. It happens when: • Someone is treated less favourably than another person; and • The reason for that treatment is his or her sex, race, disability or age. You should note that it is not enough that a person is unhappy with the treatment that they have received and that he or she has a disability, or is of a particular race, sex or age. You would need to be able to show a connection between that treatment and your race, sex, disability or age. SECTION FOUR Safety Matters A Guide for Workplace OHS Representatives Under the Human Rights and Equal Opportunity Commission Act 1986 the Commission can also investigate allegations of specific types of discrimination in the area of employment and occupation, based on grounds such as: • Age • Religion • Political opinion • Sexual preference-heterosexual, homosexual, bi-sexual • Social origin • Trade union activity • Criminal record. More information is available from the Human Rights and Equal Opportunity Commissions website at http://www.hreoc.gov.au Unfair dismissal If you feel you have to resign because persistent bullying has made your life miserable at work and you feel you have no other choice, you may be able to make an unfair dismissal claim against your employer. Under Industrial Relations Law this could be considered as “constructive dismissal”. OHS Factsheets 82 RAIL TRAM AND BUS U N I O N
Civil claim for damages Workplace bullying is often subtle or hidden. Those with little direct experience of bullying may find it difficult to identify. Employers should not assume that the workplace is free of bullying simply because there are no immediately obvious signs. There are a number of risk factors that can increase the likelihood of bullying occurring in a workplace. • Bullying risk factors can be revealed through: • Reports from health and safety representatives • Workplace audits • Organisational climate/employee opinion surveys • Issues raised by workplace health and safety committees Note: If an allegation of bullying is made, or an incident is observed, employers should act promptly to resolve the situation. Indirect signs of bullying In a workplace, bullying can sometimes happen indirectly. Because the signs of bullying may not always be connected with bullying, they need to be examined within the overall context of the whole organisation. Indirect signs of bullying may include: • Employees leaving the organisation reporting dissatisfaction with working relationships (e.g. at exit interviews) • High levels of absenteeism associated with particular shifts • An increase in workplace grievances or complaints • Negative results from employee surveys • High levels of staff turnover • Issues raised at staff meetings • Deterioration of relationships between colleagues, customers or management • Regularly torn clothing/uniforms • Regularly damaged personal effects or work tools • An employee experiencing a number of minor workplace injuries • Employees becoming withdrawn and isolated Safety Matters A Guide for Workplace OHS Representatives SECTION FOUR RAIL TRAM AND BUS 83 OHS Factsheets U N I O N
Page 1 and 2:
RAIL TRAM AND BUS U N I O N Safety
Page 3 and 4:
The material and information contai
Page 5 and 6:
Safety Matters: A Guide for Workpla
Page 7 and 8:
Whats in the Safety Matters Guide?
Page 9 and 10:
How Does Your Company Rate on Healt
Page 11 and 12:
OHS Management Safety, Health and E
Page 13 and 14:
BACK TO FRONT PAGE CONTENTS Defi ni
Page 15 and 16:
Defi ning Workplace Health and Safe
Page 17 and 18:
3. Legal: There are penalties for f
Page 19 and 20:
Importance of Workplace Health and
Page 21 and 22:
• Provision of adequate informati
Page 23 and 24:
Transport and Storage - General Aus
Page 25 and 26:
Types of Rail Accidents Derailments
Page 27 and 28:
Legal Requirements NSW OHS Act 2000
Page 29 and 30:
• clearly state the criteria and
Page 31 and 32:
Industry Codes of Practice Part 4,
Page 33 and 34:
Guidance Notes Guidance notes are e
Page 35 and 36:
SECTION TWO Monitoring OHS Programs
Page 37 and 38:
A Guide to OHS Responsibilities Saf
Page 39 and 40:
Safe systems of work The way in whi
Page 41 and 42:
Workplace Violence towards Bus Driv
Page 43 and 44:
Similar responsibilities are requir
Page 45 and 46:
Responsibilities of Directors and M
Page 47 and 48:
A Guide to Systematic Management of
Page 49 and 50:
The report also identified ‘human
Page 51 and 52:
Employer Commitment and Policy An o
Page 53 and 54:
3. Specify objectives or performanc
Page 55 and 56:
the organisation expects of everyon
Page 57 and 58:
c) EMPLOYEES All employees are requ
Page 59 and 60:
• a workplace that is without ris
Page 61 and 62:
The OHS Committee/OHS Representativ
Page 63 and 64:
A Guide to Consultation and OHS Leg
Page 65 and 66:
OHS Consultation Code of Practice T
Page 67 and 68:
Table 1: Effective and Ineffective
Page 69 and 70:
OHS Consultation Checklist Safety,
Page 71 and 72:
A Guide to Risk Management Safety M
Page 73 and 74:
Undertaking OHS Risk Management To
Page 75 and 76:
Incident/accident investigations Ma
Page 77 and 78:
The overall level of risk increases
Page 79 and 80:
need to be translated into a multi-
Page 81 and 82:
For example, if a train is operatin
Page 83 and 84:
Risk Management Procedures Checklis
Page 85 and 86:
A Guide to Roles and Powers of Unio
Page 87 and 88:
The Workplace Representative and th
Page 89 and 90:
30 Additional functions of OHS comm
Page 91 and 92:
• to ensure that employees partic
Page 93 and 94:
Relations Act 1996 and produces the
Page 95 and 96:
OHS Representatives Checklist Safet
Page 97 and 98:
A Guide to Safe Work Practices Safe
Page 99 and 100:
Figure 1: Three Stages to Safe Work
Page 101 and 102:
Answering No to any of the followin
Page 103 and 104:
Work Environment Factors in the wor
Page 105 and 106:
A Guide to Conducting Workplace OHS
Page 107 and 108:
Safety issues can often be identifi
Page 109 and 110:
Preparing and Presenting a Workplac
Page 111 and 112:
Sample Workplace Inspection Checkli
Page 113 and 114:
Adequate work space around machine
Page 115 and 116:
BACK TO MAIN PAGE CONTENTS What is
Page 117 and 118:
• Damage to clothing and artifici
Page 119 and 120:
Employer Responsibilities Under The
Page 121 and 122:
Important note An employer who dism
Page 123 and 124:
Once the insurance company has prov
Page 125 and 126:
What the insurance company must do
Page 127 and 128:
The purpose of making provisional p
Page 129 and 130:
Payments to Injured Workers NSW wor
Page 131 and 132:
Total incapacity First 26 weeks of
Page 133 and 134:
No Suitable Duties If no suitable d
Page 135 and 136:
Case Study Ahmed is a Workshop Main
Page 137 and 138:
Injury Management is a System Injur
Page 139 and 140:
• A plant operator with a broken
Page 141 and 142:
Injury Management Flow Chart 1. Rep
Page 143 and 144:
Summary of Frequently asked Workers
Page 145 and 146:
What does it cost? If you are a mem
Page 147 and 148:
SECTION FOUR OHS Factsheets BACK TO
Page 149 and 150:
RTBU OHS Fact Sheet 1: Accident and
Page 151 and 152:
The employer must provide the name
Page 153 and 154:
Accident and injury notifi cation -
Page 155 and 156:
Employees’ rights and responsibil
Page 157 and 158:
Steps in Employee Injury Notifi cat
Page 159 and 160:
Control of workplace hazardous subs
Page 161 and 162:
Pumping concrete codes of practice
Page 163 and 164:
RTBU OHS Fact Sheet 3: General Work
Page 165 and 166:
The washing facility should be prot
Page 167 and 168:
Dining areas: Making them appropria
Page 169 and 170:
Some employees may have different n
Page 171 and 172:
Toilet requirements in different ty
Page 173 and 174:
foundry work or fire fighting), or
Page 175 and 176:
OHS General Amenities Checklist Saf
Page 177 and 178: RTBU OHS Fact Sheet 4: Amenities-Ac
Page 179 and 180: • Barracks are to have fully equi
Page 181 and 182: Minimum standards - motels / apartm
Page 183 and 184: Radio Alarm Clock • Must be in al
Page 185 and 186: Accommodation Inspection Checklist
Page 187 and 188: Accommodation Inspection Checklist
Page 189 and 190: RTBU OHS Fact Sheet 5: Cash Handlin
Page 191 and 192: Please note that each workplace has
Page 193 and 194: Making a workers compensation claim
Page 195 and 196: • Fit bullet resistant barriers o
Page 197 and 198: • Wear conservative clothes (such
Page 199 and 200: Safer Work Practices Safety, Health
Page 201 and 202: RTBU OHS Fact Sheet 6: Drug and Alc
Page 203 and 204: Operator programs Operators must ta
Page 205 and 206: as a control for the risks posed by
Page 207 and 208: OHS Drug & Alcohol Checklist Safety
Page 209 and 210: Operators have a responsibility to
Page 211 and 212: State Governments • New South Wal
Page 213 and 214: The NSW OHS Regulation 2001 -Clause
Page 215 and 216: Safety Equipment There are regulati
Page 217 and 218: Hazard Classifi cation and Control
Page 219 and 220: If there is a danger of cuts or exp
Page 221 and 222: Hazardous Substances Checklist Trai
Page 223 and 224: RTBU OHS Fact Sheet 9: Bullying and
Page 225 and 226: • Loss of concentration • Loss
Page 227: Workers compensation legislation If
Page 231 and 232: Prevention of workplace bullying Bu
Page 233 and 234: Resolving or investigating complain
Page 235 and 236: There are some circumstances where
Page 237 and 238: processes, from senior management f
Page 239 and 240: Enterprise bargaining agreement Wor
Page 241: not exhaustive and you may need to
show all

Safety Matters - Rail, Tram and Bus Union of NSW

Create successful ePaper yourself

Delete template?

Save as template?