Safety Matters - Rail, Tram and Bus Union of NSW

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What safety representatives and unions can do Employer’s responsibilities The most effective way to prevent bullying is for employers to send a clear message that workplace bullying is unacceptable. Under NSW OHS laws employers are legally obliged to: SECTION FOUR Safety Matters A Guide for Workplace OHS Representatives • Consult with their employees over workplace hazards. Consultation is the most effective way for employers and employees to develop policies and procedures that counter bullying in the workplace. • Conduct a Risk Assessment to measure the risks of bullying in their workplace and take action to minimise the risks associated with Psychological Hazards. A checklist below is available to measure the existence of any psychological hazards in your workplace. • Not engage in unacceptable behaviour or condone unacceptable behaviour that contributes to the risk of bullying. What safety representatives can do Employees should not have to put up with any form of bullying or harassment. If you are a safety representative or union representative you should be proactive in preventing bullying in your workplace. There are laws that exist to protect people speaking out about bullying and harassment in the workplace. The following are some steps that you and your work colleagues can take to minimise and prevent bullying. Acknowledge that bullying can exist in any workplace. The Dignity and Respect in the Workplace Charter sets out the steps necessary to create a harmonious and bully-free workplace. Support and involvement from senior management is essential in effecting change to prevent bullying before it becomes a problem. Occupational Health and Safety Committees and OHS Representatives are ideally placed to deal with these issues. Under workplace OHS consultative arrangements you: • Must be consulted about minimising risks in your workplace. • Will be able to obtain high-level support, through workplace consultation OHS Factsheets 90 RAIL TRAM AND BUS U N I O N
processes, from senior management for implementing a comprehensive strategy to address bullying. • Will be able to develop, through OH&S consultative processes and adoption of the Dignity and Respect in the Workplace Charter, a Workplace Code of Conduct that prohibits bullying. You Should Ensure That Your Organisation: • Regularly distributes and promotes your Workplace Code Of Conduct at all levels of the organisation in plain, easy-to-understand English. • Provides the Dignity and Respect in the Workplace Charter, Workplace Code Of Conduct and other relevant information to new staff as a standard part of induction. • Translates the Dignity and Respect in the Workplace Charter and Workplace Code Of Conduct into relevant community languages where required so it is accessible to employees from non-English speaking backgrounds. • Periodically reviews the Workplace Code Of Conduct to ensure it is operating effectively and contains up to date and relevant information; • Displays anti-bullying posters, relevant information and brochures on notice boards in common work areas. • Educates general staff on issues related to workplace bullying. • Provides appropriate training in managing workplace relationships to all managers and supervisors to ensure that the workplace is free from bullying. • Discusses and reinforces the Workplace Code of Conduct at staff meetings. Verbal communication of the policy is particularly important in workplaces where the literacy of staff may be an issue. This is a responsibility of managers and supervisors. • Ensures that managers model appropriate standards of professional conduct at all times. • Has grievance procedures, a code of conduct and disciplinary procedures that all make specific reference to the issue of bullying in the workplace and have clear guidelines to deal with complaints. • Makes sure that managers and supervisors are aware of high-risk situations that are likely to create opportunities for workplace bullying. • Develops strategies to identify, minimise, and prevent bullying from emerging under these situations Safety Matters A Guide for Workplace OHS Representatives SECTION FOUR RAIL TRAM AND BUS 91 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
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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 and 234: Resolving or investigating complain
Page 235: There are some circumstances where
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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