Safety Matters - Rail, Tram and Bus Union of NSW

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situation involved. They can also be used as a step-by-step approach to resolution. When developing a workplace resolution procedure for bullying, agreement should be reached on when each approach is appropriate. The resolution approach taken by the employer should reflect the seriousness of the situation. It is important for the person who reported the situation to agree with the proposed approach or combination of approaches for resolution. Direct approach SECTION FOUR Safety Matters A Guide for Workplace OHS Representatives Assessing whether a direct approach will help resolve a report/incident of bullying is a positive first step. Where serious allegations have been made, the direct approach is not appropriate. As an example, a report involving an escalation of bullying into violence or threats would not be suited to a direct approach. The direct approach involves a clear and polite request for the behaviour to stop. The person affected, their supervisor or manager, or another relevant person can make this request. Anyone requested to act on behalf of the person affected should adopt a confidential, non-confrontational approach with a view to resolving the issue. If the direct approach succeeds, and the offending behaviour stops, it may not be necessary to have a further step. In other circumstances, monitoring the situation for signs of recurrence may be appropriate. Discussion involving an independent third party The objective of this step in a process is to settle an issue with as little conflict and stress as possible. The agreement of all parties to participate in this discussion is important for success, and the independence of the third party needs to be recognised by all parties involved. The discussion should focus on resolving the problem and agreeing on actions that will be undertaken to assist the resolution. This action can be undertaken at two stages in the resolution process: • Where the direct approach has not resolved the issue • Where an investigation has recommended discussion to assist resolution OHS Factsheets 88 RAIL TRAM AND BUS U N I O N
There are some circumstances where it would not be appropriate to use this method. Such circumstances include situations involving allegations of occupational violence, or where there is a significant difference in power between the parties. Investigations Where the behaviour does not cease after a direct approach or discussion, an investigation to establish whether or not the report is substantiated should be undertaken. Where a serious allegation has been made, an investigation should be the first step taken. 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. After resolution After a situation has been resolved, an employer should also examine the work situation to identify and address any underlying risk factors that may have contributed to the bullying occurring. Safety Matters A Guide for Workplace OHS Representatives SECTION FOUR RAIL TRAM AND BUS 89 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
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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 and 232: Prevention of workplace bullying Bu
Page 233: Resolving or investigating complain
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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Safety Matters - Rail, Tram and Bus Union of NSW

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