Safety Matters - Rail, Tram and Bus Union of NSW

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Dignity and respect in the workplace charter The NSW Government, in conjunction with public sector agencies and major public sector unions has developed the Dignity and Respect Policy, Model Code of Conduct and Workplace Charter, to ensure that their workplaces are free from all forms of bullying. Copies of the Dignity and respect: Policy and Guidelines on Preventing and Managing Workplace Bullying and the Model Code of Conduct provide organisations with a framework to review and develop their own policies to eliminate bullying. Copies of these documents and the Dignity and Respect in the Workplace Charter are available from the OHS Resources section of the RTBU website, or from WorkCover. SECTION FOUR Safety Matters A Guide for Workplace OHS Representatives Develop a code of conduct for workplace behaviour A Code Of Conduct is a policy that outlines an organisation’s standards of workplace behaviour and makes clear statements that all employees have Dignity and Respect at work and that bullying will not be tolerated. A N Model Code of Conduct for NSW Pubic Agencies has been developed, and could usefully be modified to meet your organisation’s requirements. The policy can be developed on its own, or it may be included in relevant existing OHS policies. Another option could be to include it in a policy that covers workplace behaviour. Some organisations may want to include reference to occupational violence in their Code Of Conduct policy, instead of having a separate policy on this issue. When developing a Code Of Conduct policy the employer must consult with elected health and safety representatives. It is a good idea to also consult employees directly on the policy. An employer can create commitment to the Code Of Conduct policy by: • Developing a policy that is specific to the workplace • Consulting employees on the development of the policy and providing an opportunity to comment on a draft policy • Securing the commitment of the chief executive/employer to the policy and involving them in policy development • Ensuring the policy is adhered to and consistently applied OHS Factsheets 86 RAIL TRAM AND BUS U N I O N
Resolving or investigating complaints of bullying Responding to incident / reports An organisation may use a number of ways for people to notify bullying incidents, such as: • Submitting written reports, including by a form • Submitting verbal reports An organisation may also consider supervisors acting on overheard verbal abuse or offensive language or any directly observed bullying type behaviour. These may also be considered as reports for the purposes of investigating bullying behaviour. Employees should understand clearly who is the appropriate person to contact if they have to notify of an incident. Prompt and careful investigation can lead to quick resolution and will demonstrate to employees that bullying is taken seriously. An impartial and appropriately skilled person should conduct investigations. Resolution process Each situation that is reported or observed will usually be different. Therefore, to ensure a consistent approach, it is important to have an agreed procedure in the workplace for dealing with reports. An employer should develop a workplace bullying resolution procedure in consultation with health and safety representatives. The procedure should set out to whom any reports go, and what person or persons are responsible at each stage in the process. Suggested approaches for successful resolution A resolution process should be flexible and enable a choice or course of actions to be undertaken which specifically suit the situation reported. Below are three approaches that can be used to assist resolution. These approaches can be used in combination or on their own, depending on the Safety Matters A Guide for Workplace OHS Representatives SECTION FOUR RAIL TRAM AND BUS 87 OHS Factsheets U N I O N
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RAIL TRAM AND BUS U N I O N Safety
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The material and information contai
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Safety Matters: A Guide for Workpla
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Whats in the Safety Matters Guide?
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How Does Your Company Rate on Healt
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OHS Management Safety, Health and E
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BACK TO FRONT PAGE CONTENTS Defi ni
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Defi ning Workplace Health and Safe
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3. Legal: There are penalties for f
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Importance of Workplace Health and
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• Provision of adequate informati
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Transport and Storage - General Aus
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Types of Rail Accidents Derailments
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Legal Requirements NSW OHS Act 2000
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• clearly state the criteria and
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Industry Codes of Practice Part 4,
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Guidance Notes Guidance notes are e
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SECTION TWO Monitoring OHS Programs
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A Guide to OHS Responsibilities Saf
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Safe systems of work The way in whi
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Workplace Violence towards Bus Driv
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Similar responsibilities are requir
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Responsibilities of Directors and M
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A Guide to Systematic Management of
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The report also identified ‘human
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Employer Commitment and Policy An o
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3. Specify objectives or performanc
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the organisation expects of everyon
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c) EMPLOYEES All employees are requ
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• a workplace that is without ris
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The OHS Committee/OHS Representativ
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A Guide to Consultation and OHS Leg
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OHS Consultation Code of Practice T
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Table 1: Effective and Ineffective
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OHS Consultation Checklist Safety,
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A Guide to Risk Management Safety M
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Undertaking OHS Risk Management To
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Incident/accident investigations Ma
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The overall level of risk increases
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need to be translated into a multi-
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For example, if a train is operatin
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Risk Management Procedures Checklis
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A Guide to Roles and Powers of Unio
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The Workplace Representative and th
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30 Additional functions of OHS comm
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• to ensure that employees partic
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Relations Act 1996 and produces the
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OHS Representatives Checklist Safet
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A Guide to Safe Work Practices Safe
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Figure 1: Three Stages to Safe Work
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Answering No to any of the followin
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Work Environment Factors in the wor
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A Guide to Conducting Workplace OHS
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Safety issues can often be identifi
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Preparing and Presenting a Workplac
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Sample Workplace Inspection Checkli
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Adequate work space around machine
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BACK TO MAIN PAGE CONTENTS What is
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• Damage to clothing and artifici
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Employer Responsibilities Under The
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Important note An employer who dism
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Once the insurance company has prov
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What the insurance company must do
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The purpose of making provisional p
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Payments to Injured Workers NSW wor
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Total incapacity First 26 weeks of
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No Suitable Duties If no suitable d
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Case Study Ahmed is a Workshop Main
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Injury Management is a System Injur
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• A plant operator with a broken
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Injury Management Flow Chart 1. Rep
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Summary of Frequently asked Workers
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What does it cost? If you are a mem
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SECTION FOUR OHS Factsheets BACK TO
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RTBU OHS Fact Sheet 1: Accident and
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The employer must provide the name
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Accident and injury notifi cation -
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Employees’ rights and responsibil
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Steps in Employee Injury Notifi cat
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Control of workplace hazardous subs
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Pumping concrete codes of practice
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RTBU OHS Fact Sheet 3: General Work
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The washing facility should be prot
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Dining areas: Making them appropria
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Some employees may have different n
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Toilet requirements in different ty
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foundry work or fire fighting), or
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OHS General Amenities Checklist Saf
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RTBU OHS Fact Sheet 4: Amenities-Ac
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• 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 and 228: Workers compensation legislation If
Page 229 and 230: Civil claim for damages Workplace b
Page 231: Prevention of workplace bullying Bu
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
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