OCCTECH AUG-OCT 2018 WEB

The Ideas Boom. 

Aug-Oct 2018

21 

CONTENTS 

24 

11 

1 

Latest Bytes 

Tips to get the most out of your workday 

24 

3 

The Ideas Boom 

CoWorking spaces the new economy 

27 

7 

Temperature at Work 

3D Printing in the Construction Industry 

31 

11 

Health of the Construction Industry 

Back to Work 

33 

15 

How to stop Bullying at work 

Top Apps for your workplace 

35 

21 

Introducing worker 4.0 

OCCTECH Occupational Health & Technology AUGUST - OCT 2018 

OCCTECH - Occupational Health & 

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2018 NATIONAL SAFETY AWARDS OF EXCELLENCE AMENDED HAZARDOUS CHEMICAL INFORMATION DISPUTE RESOLUTION THROUGH THE 

FAIR WORK COMMISSION 

AUGUST IS TRADIES HEALTH MONTH 

Safe Work Australia is a proud sponsor of the 2018 

National Safety Awards of Excellence, held on 11 October 

2018. Nominate your safety heroes now. 

Safe Work Australia is a proud sponsor of the NSCA’s 

2018 National Safety Awards of Excellence (Best Health 

and Wellbeing Program). 

Winners will be announced on 11 October 2018 at the 

Awards Gala Lunch in Sydney at Doltone House, Hyde 

Park. 

Nominations are open to organisations of all sizes as well 

as individuals. 

NSCA National Safety Awards of Excellence, Proud 

Sponsor of Category 7: Best Health and Wellbeing 

program 

Key dates 

Entries open: Now 

Entries close: 29 June 2018 

Judging and shortlisting: July/August 2018 

Finalists and non-finalists notifed: early September 2018 

Winners announced: 11 October 2018 

To submit your nomination, download a copy of the 2018 

Awards Nomination Guide, or find out more information 

about the Awards, visit their website. 

More than 750 chemicals have been added to the 

Hazardous Chemical Information System to update 

classification information available for manufacturers, 

importers, suppliers and end users. 

The update includes the addition of 755 chemicals and 

amendments to more than 600 currently listed chemicals. 

The Hazardous Chemical Information System provides 

information on chemicals that have been classified 

in accordance with Globally Harmonized System of 

Classification and Labelling of Chemicals 

You can find details on the new and amended chemicals 

by using the advanced search feature to show chemicals 

revised this week. 

The update incorporates classification information 

published under the Inventory Multi-tiered Assessment 

and Prioritisation program run by the National Industrial 

Chemicals Notification and Assessment Scheme. 

If you have any questions about this update please contact 

our Chemicals Policy team. For more information about 

working with chemicals visit our Hazardous chemicals web 

page. 

Members of the Fair Work Commission (the Commission) 

are experienced in a wide range of alternative dispute 

resolution techniques including conciliation, mediation and 

arbitration. 

They are skilled in helping employers and employees 

resolve workplace disputes and can suggest means of 

resolving differences that may not have been immediately 

apparent to those directly involved. 

They are also impartial and have a sound knowledge and 

understanding of the relevant legal and industrial issues. 

Depending on the circumstances, the Commission can 

exercise statutory powers that enable disputes to be 

resolved on a final basis. 

Who can seek assistance from the Commission? 

In general, the Commission can assist in resolving disputes 

involving employers, employees and unions and employer 

associations who are covered by the national workplace 

relations system. 

These include: 

• any employer that is a constitutional corporation 

• any employer in Victoria or the territories 

• the Commonwealth (including any Commonwealth 

authority) • any employee of one of the above types of 

employers 

• a registered union or employer organisation. 

Unsure if you are covered? 

• Contact the Commission on 1300 799 675 to see if you 

may be able to seek assistance. 

This year, we’re reminding employers to protect their 

business’ greatest assets – their workers. 

We want to raise awareness of work health and safety 

risks for tradies – this includes technicians and trades 

workers, labourers, and machinery operators and drivers. 

Safe Work Australia’s CEO Michelle Baxter said that 

worksites for tradies are hazardous by nature, and that 

employers have a duty to ensure their team is working 

safely. 

“According to the latest WHS statistics, tradies make 

up almost one-third of Australia’s workforce, but they 

represent over half of the country’s serious claims for 

workers’ compensation,” said Ms Baxter. 

Throughout August, we’ll be sharing resources on tradies’ 

health and safety by publishing a collection of data, videos, 

resources and information on our website and on our 

social media channels. 

“Serious injuries and fatalities will end up costing you more 

if you take shortcuts. Deadlines are serious, but injuries and 

fatalities are worse.” 

Visit our website for resources, WHS contacts and general 

guidance on how to keep safe as a tradie. 

www.occtechmag.com.au 1 AUGUST 2018 - OCCTECH www.occtechmag.com.au 2 

AUGUST 2018 - OCCTECH

profound impact on the future of work. Their everincreasing 

complexity and accelerating change means 

constant disruption is the new business as usual. 

If we are to respond to the changing nature of future 

work, we need to build a world-beating national innovation 

ecosystem, especially by equipping Australians with skills 

and experience relevant to 2030. As we transition into the 

digital economy, that means technical, digital and STEM skills 

are vital. (STEM refers to science, technology, engineering 

and maths.) 

The Ideas 

Boom 

Growth in STEM jobs is 1.5 times that of non-STEM since 

2005, yet we continue to produce non-STEM graduates 

at higher rates than those in STEM. The performance of 

our kids at school – particularly in maths and science – has 

declined against international benchmarks. 

Clearly, strategic intervention is needed: this is where ISA 

should come in. 

Nothing new on education 

The ISA report recommendations on education cover: 

• better training for teachers, particularly STEM teachers 

• preparing students for STEM degrees and jobs 

• improving student achievement in literacy and 

numeracy 

• interventions to reduce educational inequality 

• improving our vocational education and training (VET) 

system. 

Written by: Sean Gallagher, Beth Webster & Sarah Maddison - Swinburne University of Technology 

In 2015, Prime Minister Malcolm Turnbull welcomed 

us to the “ideas boom”, launching a National 

Innovation and Science Agenda to 

drive smart ideas that create business growth, local 

jobs and global success. 

In January 2018 the specially-created independent statutory 

board Innovation and Science Australia (ISA) released its 

report Australia 2030: Prosperity through Innovation. It’s a 

document that has been described not as a roadmap for 

action, but “more of a sketch with detours, dead ends, and 

red lights which should be green.” 

The federal government’s May 2018 response to this 

report adds further disappointment. The response fails to 

seize the opportunity to deliver a properly funded and 

connected education, research and innovation system. 

Australia is left with a series of well-meaning but disparate 

programs that only get us part way to ensuing that Australia 

thrives in the global innovation race. 

Action is required 

Today, we sit at the dawn of the fourth industrial revolution 

where virtual, physical and biological worlds are merging. 

Sophisticated cognitive and automation technologies will 

transform our world in ways difficult to imagine. These 

technologies are increasingly able to perform human tasks 

better, faster, and more cheaply. 

But it is the emergence of vast, expanding digital platforms 

and the ecosystems they support that will have a more 

Yet none of these education recommendations were 

directly supported by the government: only “in principle” or 

“noted” support was offered in the response document. 

While school education in Australia is the constitutional 

responsibility of the states and territories, the Australian 

government never shies away from using the funding carrot 

to leverage school policy outcomes for the betterment of 

the country. 

For instance, full marks go to the federal government 

supporting STEM education through the Education 

Council’s National STEM School Education Strategy 2016- 

2026, and for funding several excellent STEM education 

projects and initiatives. So why not fund increased numbers 

and quality of STEM teachers? 

Likewise, the urgent need to support the Vocational 

Education and Training (VET) sector to help it drive 

innovation, automation and new technologies, and provide 

businesses with requisite skills training is absent. The Skilling 

Australians Fund – the government’s main VET policy 

instrument and a welcome apprenticeship initiative – does 

little to transition the existing workforce through VET. 

Funding for R&D is unclear 

Turning to research and development (R&D), the 

government supports the ISA recommendation to enhance 

‘It is the emergence of vast, 

expanding digital platforms 

and the ecosystems they 

support that will have a more 

profound impact on the future 

of work’ 



AI and machine learning capabilities – absolutely essential 

in the digital economy. However, there was no additional 

funding in the 2018 federal budget beyond existing digital 

technologies program. 

At face value, the raft of funding commitments in the 

budget for R&D looks promising. But are the funds in 

addition to existing commitments, or a re-labelling of 

existing funds? 

A persistent criticism from industry of government support 

is the continual chopping and changing of policies and 

programs, both in name and content. 

ISA recommended extending export support programs, 

which is sensible given the solid evidence that they work. 

However, in its response the government merely said 

they are supported in principle, with no further funds 

forthcoming. 

What about the future of work? 

Agile approaches, exponential organisations, freelance 

economy, and Industry 4.0 are rewriting the rules of how 

economic value is created. 

The ISA report aims to provide comfort about how to 

create employment opportunities towards 2030, but it 

speaks more to the past than to the future. Knowledge 

work – a main focus of the report – will increasingly be 

performed less by people and more by machines, creating 

vast workforce transformation challenges for industry. 

The closer we get to 2030, the less the ISA view of 

the future will be true. Emerging evidence already 

contraindicates this view. 

For work done by people, data from the United States and 

Australia already show enormous growth of freelancers, 

including operating from co-working spaces. Modelling 

suggests this trend will continue. 

In parallel, business are becoming more agile. ANZ is 

completely restructuring itself to look more like 150 startups, 

and downsizing in the process. NAB is sacking 6,000 

staff – including many knowledge workers – and replacing 

them with 2,000 technology specialists and digital workers. 

All large companies are expected to follow. 

Dissociating ‘work’ from ‘jobs’ 

In the emerging freelance economy, work is increasingly 

being dissociated from jobs on digital platforms like 

Upwork. And as more companies go agile, they will have 

fewer employees but have a larger workforce, leveraging 

the freelance economy through these platforms. 

The upshot? People will increasingly need to create their 

own work opportunities rather than expect to get a 

traditional job. 

Developing digital skills is essential, and the ISA report 

rightly focuses on them. But in the highly disruptive 

and dynamic environment of digital platforms, the core 

worker skill set will be competent risk taking. Diversity of 

experience combined with continuous learning are essential 

ingredients. 

Alongside investments in teaching, we should be investing in 

opportunities where students – from secondary to tertiary 

education – can “learn-by-doing” in emerging futures of 

work. 

It is for others to discuss the merits of whether these 

disruptive changes to the economy and employment should 

be allowed happen or not. But New York Times columnist 

Tom Friedman sums up the certainty of the approaching 

tech disruption perfectly: 

Whatever can be done, will be done. The only question is, 

“Will it be done by you or to you?” but it will be done. 

The inexorable and exponential rise of sophisticated 

technologies in the digital economy – the Australian 

economy – will impact all work and change all jobs. We 

need to be investing in this future for our children. 

And we need the government to support and fund a wellintegrated 

innovation ecosystem to incorporates education, 

research, industry and government. 

TOTAL STEM WORKFORCE STEM UNIVERSITY GRADUATES STEM PhD GRADUATES 

STEM qualified population 

32% 

University 

qualified 

2.3 

MILLION 

16% of STEM qualified 

people are female 

Unemployment rate 

STEM = 3.7% 

Non-STEM = 4.1% 

68% 

Growth of STEM vs 

non-STEM qualified population 

Between 2006 and 2011: 

Per cent growth 

2006 

29% 

University 

qualified 

2011 

Vocational 

Education & 

Training (VET) 

qualified 

9% 

VET 

qualified 

26% Non-STEM 

15% STEM 

Office of the Chief Scientist 

AUSTRALIA’S STEM WORKFORCE 

Science, Technology, Engineering and Mathematics 

Industries and occupations 

STEM graduates work across the 

economy in a wide variety of industries 

and largely as professionals (55%) and 

managers (18%). 

Top six industries 

(65% of STEM graduates) 

Professional, Scientific and Technical Services 

Manufacturing 

% of STEM graduates 

earning in the top income 

bracket ($104 000 or above) 

32% male 12% female 

% of employed STEM graduates 

in the private sector 

77% 

10% 

10% 

Public Administration and Safety 

10% 

Education and Training 

6% 

Health Care and Social Assistance 

5% 

Financial and Insurance Services 

All STEM 

graduates 

43% 

25% 

STEM PhDs 

Business ownership 

23% 

Non-STEM 

PhDs 

10% of STEM PhDs owned 

a business compared to 23% 

of non-STEM PhDs. 

A PhD can provide an 

earning premium 

PhD 

Bachelor 

Degree 

Biological 

Sciences PhD 

2.7x 

10% 

STEM 

PhDs 

Environmental 

Studies PhD 

2.0x 

PhD earning multiplier 

Chemical 

Sciences PhD 

1.9x 

In every STEM field, higher 

proportions of PhDs earned in 

the top income bracket compared 

to bachelor graduates. 

Contents 

Source: Australian Bureau of Statistics, Australian 

Census of Population and Housing, 2006 and 2011. 

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CHILL OUT 

A slightly warmer office 

won’t make it too hot to think 

If you’re reading this article in your office, chances are 

the air conditioning is set to around 22°C. Setting the 

temperature to 25°C could cut your office’s daily airconditioning 

energy consumption by 18%, drive down 

electricity bills and help save the planet. 

But would it be too hot to think? 

Not according to our study, published recently in the 

journal Building and Environment. 

Our experiment found that office workers’ “cognitive 

load” – the total amount of mental effort being used 

in the working memory – was not significantly affected 

by a little temperature boost. 

What we did and how we did it 

To test our hypothesis, 

we asked volunteers to sit 

some performance tests, under 

various air-con temperature 

settings. We ran the experiments 

at 22°C and 25°C. 

Our experiments took place in the 

University of Sydney’s Indoor Environmental 

Quality Laboratory climate chamber. It has a 

floor area of about 25 square metres, and is designed 

such that it’s easy for us to control the room 

temperature. 



Participants sat at separate workstations, each consisting of 

a desk, a chair, and a computer. 

A total of 26 office workers (12 men and 14 women) 

volunteered as subjects in this study. 

A little over 70% of the participants were aged between 

31 and 50 years and about a third were aged 30 

years or under. These people had diverse employment 

circumstances, ranging from professional (35%) and 

technical (31%) to managerial (15%) and administrative 

(19%). Participants wore their normal office clothes, and 

were also free to adjust their clothing as they liked during 

the experiments. 

All participants, in groups of two to four, were given half an 

hour to acclimatise to the environment, and then sat two 

one-hour tests (with a break in between the tests). 

Before they sat the tests, our participants were fitted 

with a number of electrodes worn via a headset, so we 

could monitor their brain activity and “cognitive load” 

– how hard their brains were working – through an 

electroencephalogram (EEG). They also wore a heart rate 

monitor. 

During each one-hour experiment session, participants 

first filled in a questionnaire designed to ascertain how 

comfortable they were with the room temperature. Then 

it was time to test how their brain power coped at the 

different temperature settings. 

Assessing ‘cognitive load’ 

The first test they did is called the Cambridge Brain Science 

(CBS) test, which has been used in many studies aimed at 

measuring cognitive performance. 

Then, we asked them to fill in a questionnaire aimed at 

determining how challenging they found that task. This 

questionnaire is called the NASA Task Load Index and 

asks participants questions such as: how much mental and 

perceptual activity was required? Was the task easy or 

demanding, simple or complex? 

After a 10 minute break, we then asked our participants to 

complete three different difficulty levels of another brainpower 

test, called the Paced Auditory Serial Addition Test 

(PASAT). Again, when the test was over we asked them 

to fill in the NASA-TLX questionnaire to ascertain how 

cognitively challenging they found the test. 

At the end of the one hour experiment session, our 

test participants then completed the thermal comfort 

questionnaire again. 

Our results showed that their CBS test scores were not 

significantly affected by temperature. 

In fact, many of the participants performed even better at 

a warmer temperature of 25°C, (but this could be due to 

what scientists call “the learning effect”, meaning it is not 

uncommon to do better the second time you sit a test 

compared to the first). 

And when we analysed and compared the EEG and 

heart rate monitoring results during the PASAT tests, we 

did not find any significant difference, whether the room 

temperature was at 22°C or 25°C. 

Why does this matter? 

A typical Australian commercial lease stipulates indoor 

air temperatures of between 20°C and 24°C. This means 

that building managers or landlords who set the indoor 

temperature higher than 24°C during summer run the risk 

of breaching leases and incurring penalties. 

However, the research shows there is no empirical 

evidence that this temperature range should be maintained. 

The significant over-cooling in commercial buildings not 

only often leads to office workers complaining their 

workplaces are too cold, but also affects building energy 

use, greenhouse gas emissions and electricity bills. 

The standard 22°C setpoint for office air conditioning 

has prevailed in Australia for over a decade now. Many 

employers may fear that boosting the office temperature 

will make it too hot to think, and reduce worker 

productivity. 

However, our study shows that boosting the office 

temperature a little can save energy and keep office 

workers comfortable without sacrificing their cognitive 

performance. 

Authors: 

Dian Tjondronegora 

Southern Cross University 

Christhina Candido 

Shamila Haddard 

University of Sydney 

Fan Zhang 

Griffith University 

 

 

 

 

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HEALTH OF THE 

CONSTRUCTION 

INDUSTRY 

Construction sites are busy places. 

Many contractors work side-byside 

and heavy vehicles come 

and go. In this environment 

consultation, cooperation and 

coordination are essential to 

ensure the health and safety of 

everyone on site. They are also 

a requirement for businesses 

under the model WHS Act. 

Construction work: a definition 

Construction work is any work carried out in connection 

with the construction, alteration, conversion, fittingout, 

commissioning, renovation, repair, maintenance, 

refurbishment, demolition, decommissioning or 

dismantling of a structure, or preparation of a building 

site. Under the model WHS Act, the term ‘demolition’ 

includes ‘deconstruction’. 

Work-related injuries 

An industry profile we compiled in 2015 found the most 

common work-related injuries experienced by workers in 

the construction industry were: 

cuts and open wounds (31%) 

sprains and strains (21%) 

chronic joint or muscle conditions (16%). 

These injuries were mainly due to: 

hitting or being hit by an object (31%) 

lifting, pushing or pulling objects (30%) 

falls from a height (15%). 

Work-related fatalities 

When it comes to work-related fatalities, the most recent 

statistics from the Construction Industry Profile show 

that between 2003–13, 401 workers died on construction 

sites in Australia. The majority of those (28% or 112 

workers) involved falls from a height: 

40 involved ladders, mobile ramps, stairways and 

scaffolding 

32 involved a fall from a roof 

17 involved buildings under construction or demolition. 

Other fatalities during this period were made up of: 

vehicle collisions 16% (65) 

electrocution 15% (61) 

being hit by a moving object 12% (48) 

being hit by a falling object 11% (46) 

being trapped between or in equipment 8% (31) 

other causes 9% (38). 

Work health and safety duties 

At each step of the process in construction work, PCBUs 

are subject to certain general and specific duties under 

the model WHS laws. For example: 

The model WHS Regulations require the person that 

commissions construction work to consult with the 

designer of a structure about safety matters and to give 

the designer and the principal contractor for the project 

information about safety matters. 

A PCBU that carries out construction work must manage 

and control WHS risks associated with that work. It 

must also ensure that a construction site is secured from 

unauthorised access. 

The principal contractor for a construction project is 

also a PCBU and must be aware of the WHS duties that 

apply to all PCBUs that carry out construction work, as 

well as the specific duties that are imposed on principal 

contractors in that industry. 

Specific duties that apply to principal contractors include, 

but are not limited to, the duty to be clearly identified 

by signage posted at the construction site, the duty to 



worker has completed white card training, including those 

who have completed training in the past but have not 

carried out construction work in the last two years. Once 

a person has completed that training they may apply to a 

WHS regulator for a white card. 

A white card issued in one state or territory or by the 

Commonwealth is generally recognised Australia wide. 

Hazardous Manual Tasks 

How to Manage and Control Asbestos in the Workplace 

How to Safely Remove Asbestos. 

Our national approach 

The Australian Work Health and Safety Strategy 2012– 

2022 has identified the construction industry as a priority 

due to the high number and rate of work-related fatalities 

and serious injuries. 

prepare, review, keep and inform others about the WHS 

management plan for the construction project. 

Under the model WHS Act, the person with management 

or control of a workplace must ensure, so far as is 

reasonably practicable, that the workplace, the means of 

entering and exiting the workplace and anything arising 

from the workplace are without risk to the health and 

safety of any person. 

The model Code of Practice for Construction Work 

provides practical guidance to achieve the standards of 

health, safety and welfare required under the model WHS 

Act and Regulations in relation to construction work. 

High risk construction work 

In the construction industry, a PCBU that carries out high 

risk construction has additional WHS duties. These include 

requirements to prepare, keep, comply with and review a 

safe work method statement for the work and provide the 

safe work method statement to the principal contractor. 

High risk construction work: 

involves a risk of a person falling more than 2 m 

is carried out on a telecommunication tower 

involves demolition of an element of a structure that is 

load-bearing 

involves demolition of an element of a structure that is 

related to the physical integrity of the structure 

involves, or is likely to involve, disturbing asbestos 

involves structural alteration or repair that requires 

temporary support to prevent collapse 

is carried out in or near a confined space 

is carried out in or near a shaft or trench deeper than 1.5 

m or a tunnel 

involves the use of explosives 

is carried out on or near pressurised gas mains or piping 

is carried out on or near chemical, fuel or refrigerant lines 

is carried out on or near energised electrical installations or 

services 

is carried out in an area that may have a contaminated or 

flammable atmosphere 

involves tilt-up or precast concrete 

is carried out on, in or adjacent to a road, railway, shipping 

lane or other traffic corridor in use by traffic other than 

pedestrians 

is carried out in an area of a workplace where there is any 

movement of powered mobile plant 

is carried out in areas with artificial extremes of 

temperature 

is carried out in or near water or other liquid that involves 

a risk of drowning 

involves diving work. 

Requirements for carrying out construction work 

To be able to carry out construction work, a person 

must complete an introductory safety training course 

called ‘general construction induction training’. This is also 

commonly known as ‘white card’ training. 

Under the model WHS Act, a PCBU must make sure every 

For more information about white card training, crossborder 

recognition, applications and renewal of white cards, 

contact the WHS Regulator in your state or territory or the 

Commonwealth. 

Some types of construction work—such as operating 

certain types of cranes or carrying out scaffolding work— 

require a high-risk work licence. 

Model codes of practice 

The model Code of Practice for Construction Work should 

be read in conjunction with other codes on specific hazards 

and control measures relevant to the construction industry 

including: 

Demolition Work 

Excavation Work 

Safe Design of Structures 

Managing the Risk of Falls at Workplaces 

Preventing Falls in Housing Construction 

Managing Electrical Risks at the Workplace 

Managing Noise and Preventing Hearing Loss at Work 

Confined Spaces 

Serious claims for tradies 2010-11 to 2014-15 

190 

serious claims 

each day 

Incidence rate 

x3 

all other 

occupations 

44% 

Traumatic joint 

injuries 

Source: Safe Work Australia’s National Data Set for Compensation-based Statistics, 2014-15. 

Note: For the purposes of this infographic, ‘Tradies’ are comprised of Technicians and trades 

workers, Labourers, and Machinery operators and drivers. 

For a number of years, construction has consistently been 

among the top few industries with the highest number of 

serious claims. Since 2006–07, it has had the fifth highest 

incidence rate of serious claims of all industries. 

The Strategy aims to reduce the incidence of serious 

injury by at least 30% nationwide by 2022, and reduce the 

number of work-related fatalities due to injury by at least 

20%. The construction industry will play a critical role in 

meeting these targets. 

Since the Strategy launched, Safe Work Australia and all 

jurisdictions have been working collaboratively with the 

industry, unions, relevant organisations and the community 

to reduce traumatic injury fatalities and injuries in the 

construction industry. 

Further advice 

SWA is not a regulator and cannot advise you about 

compliance in the construction industry. If you need help, 

please contact your state or territory work health and 

safety authority. 

Most common types of serious claims 

18% 

Wounds/ 

lacerations 

Tradies are 

30% 

of workforce 

15% 

Musculoskeletal 

disorders 

10% 

Fractures 

but represent 

58% 

of serious claims 



Being bullied as a child, being female, young, and 

neurotic are significant predictors of whether 

you might be bullied in the workplace, our online 

anonymous survey shows. 

Our team investigated the personality traits and coping 

styles of workplace bullying victims which might contribute 

to their victimisation. 

Neuroticism is defined as a vulnerability to negative mood 

states such as excessive worrying, anxiety, anger, hostility, 

self-consciousness, and difficulty coping with stress. 

Destructive behaviours such as bullying or harassment 

reduce employees’ potential at work, in turn increasing 

businesses’ operational costs. They are often associated with 

staff absence, increased sick days, and high staff turnover, 

which are also expensive for organisations. 

Absenteeism is usually a direct consequence of repeated 

harassment in the workplace. However, presenteeism 

(attending work when not fit to do so) is the new norm in 

psychologically unsafe workplaces. 

Our study showed that most employees suffering repeated 

abuse at work nevertheless chose to continue attending. 

Yet only a small percentage reported taking action towards 

changing their situation – 10% of individuals had attempted 

to resolve the situation and 9% had made a complaint. 

Presenteeism contributes to a loss of work productivity. 

An Australian Medibank survey in 2011 showed that 

presenteeism results in the loss of an estimated 6.5 working 

days per year, per employee. This cost an estimated A$34.1 

billion to the Australian economy over 2009 and 2010. 

These statistics show that although employees might 

keep going to work, they do not maintain their previous 

standards when their mental health is compromised. 

What neuroticism looks like in the workplace 

Neuroticism and mental health difficulties are often 

expressed in subtle ways. 

For example, an employee might become excessively 

worried about missing work and professional opportunities, 

or unreasonably concerned about what others will think or 

do in their absence. 

But mental distress is not always a function of personality. 

Resilient people can also be brought to breaking point by 

the “climate” at work without the control to change it. 

Bullying takes many forms 

Safe Work Australia defines workplace bullying as repeated 

and unreasonable behaviours directed towards a worker or 

a group of workers creating a risk to health and safety. 

But bullying is not limited to overt behaviours. Covert 

and subtle victimisation, such as spreading gossip about 

someone or deliberately excluding them, also causes 

distress. 

Concealed harassment tactics often involve abuse of power 

that functions to silence potential complainants. 

Organisational policy is one effective way to stop bullying 

and incivility at work. However, there is a difference 

between policy and application. Most bullying policies only 

tackle overt behaviours. 

What should be done? 

Suffering in silence and not seeking help is costly to 

individuals and organisations. On the flip side, workplace 

psychological safety increases productivity. 

According to the Mental Health Commission of Canada, 

employers who invest in psychologically safe workplaces 

see the benefits not only in productivity but also in 

recruiting and retaining staff, reduced workplace conflict, 

and declining costs of disability and absenteeism. 

But to tackle the problem effectively, workplace policies 

need to tackle all types of bullying behaviours, both overt 

and covert. 

Whether the individual chooses to leave or stay at work, 

the consequences of bullying persist for years and are never 

forgotten. All workplaces should provide effective policies 

for managing continuing abuse and improving the mental 

health outcomes of individuals after bullying. 

How can companies stop bullying at work? 

Raquel Peel & Beryl Buckby - James Cook University 

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Introducing ‘Operator 4.0’ 

a tech-augmented 

human worker 

The Fourth Industrial Revolution has arrived. The first was 

the steam engine-driven Industrial Revolution; the second 

involved the innovations from Henry Ford’s assembly line. 

Third, microelectronics and computer power appeared 

on factory floors. Now, manufacturing businesses are 

beginning to integrate robotics, automation and other 

data-driven technologies into their workflows. 

Robots have taken over difficult, dangerous and repetitive 

physical tasks, improving factory safety, worker comfort 

and product quality. The next phase of labor innovation will 

do the same thing for cognitive work, removing mentally 

stressful and repetitive tasks from people’s daily routines. 

Human work will become more versatile and creative. 

Robots and people will work more closely together 

than ever before. People will use their unique abilities to 

innovate, collaborate and adapt to new situations. They will 

handle challenging tasks with knowledge-based reasoning. 

Machines enabled by the technologies that are now 

becoming commonplace – virtual assistants like Siri and 

Alexa, wearable sensors like FitBits and smart watches – 

will take care of tedious work details. 

People will still be essential on the factory floors, even as 

robots become more common. Future operators will have 

technical support and be super-strong, super-informed, 

super-safe and constantly connected. 

We call this new generation of tech-augmented human 

workers, both on factory floors and in offices, “Operator 

4.0.” There are several types of enhancements available, 

which can be used individually or in combination to put 

humans at the heart of this technological revolution. 

One straightforward enhancement would let workers 

wear robotic exoskeletons to enhance their strength. A 

“super-strength operator” could let a human truly control 

the physical power of a large robot. In today’s warehouses 

and construction sites, workers risk injury and exhaustion 

by handling heavy objects themselves. Or they are forced 

to compromise, using a more powerful tool with less 

adaptability, like a forklift. 

The benefits go well beyond the workplace. Of course, 

a worker in a powered robotic suit could easily handle 

extremely heavy objects without losing the flexibility of 

natural human movements. The worker would also be 

far less likely to suffer severe injuries from accidents or 

overwork. And at the end of a day, a super-strength worker 

could take off the exoskeleton and still have energy to play 

with the kids or spend time with friends. 

Super informed 

Fighter pilots use heads-up displays, which provide them 

with crucial information right on the cockpit windshield 

and directly in their line of sight. This is “augmented 

reality,” because it displays information within a live view 

of the world. It used to be very specialized and expensive 

technology. Now, Microsoft’s HoloLens makes it available 

for consumers. 

An “augmented operator” can get directions or assistance 

without interrupting the task he or she is working on. 

Often, when new equipment or processes are developed, 

trainers need to travel long distances to factories, staying 

for weeks to teach workers what to do. Designers do the 

same, getting feedback for refinements and improvements. 



All that travel takes up a huge amount of time and is 

extremely expensive. With augmented reality available, it is 

often unnecessary. 

Augmented reality on the job. 

A worker wearing a set of smart glasses can receive 

individualized, step-by-step instructions displayed right 

in front of his or her eyes, no matter where he or she is 

looking. With earbuds and a microphone, she or he could 

talk directly to trainers in real time. 

Super safe 

Many manufacturing environments are hazardous, involving 

heavy equipment, caustic chemicals and other dangers that 

can maim and kill human workers. A “healthy operator” 

may be equipped with wearable sensors tracking pulse rate, 

body temperature, chemical exposure or other factors that 

indicate risks of injury. 

This type of system is already available: Truck drivers can 

wear the Maven Co-Pilot, a hands-free headset that detects 

fatigue symptoms, like head-bobbing movements. It can also 

ensure drivers check their rear-view mirrors regularly to 

stay aware of nearby traffic. It can even provide reminders 

to take scheduled breaks. This helps keep the truck’s driver 

safe and improves everyone else’s road safety. 

And beyond… 

Possibilities are limitless. An “analytical operator” would 

wear a monitor showing real-time data and analytics, such 

as information on chemicals in a sewage treatment plant 

or pollutants at an incinerator. A “collaborative operator” 

may be linked to collaborative robots, or co-bots, like the 

assembly assistant YuMi. A “smarter operator” could be 

equipped with an intelligent virtual personal assistant, like an 

advanced Siri or Alexa. 

There does not have to be conflict between robots and 

humans, with machines taking people’s jobs and leaving 

them unemployed. Technology should be designed with 

collaboration in mind. That way, companies and workers 

alike will be able to capitalize on the respective strengths 

of both human and machine. What’s more, the inherent 

flexibility of “Operator 4.0” workers will also help to 

ensure workplaces of the future that can change and adapt. 

That means getting ever more efficient and safer, as new 

technologies emerge. 

5 Tips to 

get the 

most out 

of your 

workday 

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LEGAL ADVICE & ASSISTANCE INFORMATION, SUPPORT & REFERRAL SERVICES 

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Darwin: 08 8923 8200 Katherine: 08 8972 3200 

E: admin@naafls.com.au PO Box 43104, Casuarina NT 0811 

Mary Barrett 

University of Wollongong 



Getting a lot done each day is about more than just having 

the right productivity tools and setup. It’s about taking care 

of your body and mind, and this starts even outside of the 

workplace. 

We all need strategies for increasing productivity; here are 

five to get you started. 

Researchers at MIT found that scheduling coffee breaks 

so that the entire team took it at the same time increased 

productivity. When tested at a bank call centre, efficiency 

increased by 8% on average, and 20% for the worst 

performing teams. The benefit here came less from 

the caffeine and more from increasing the interactions 

between team members. 

1) Get a good night’s rest 

The first key to productivity is plenty of sleep. Getting 7-8 

hours sleep a night will flow through into your work, from 

sharper decision making and problem solving, to better 

coping with change. 

But before you rush out to grab a coffee, remember 

that in these experiments “a good cup of coffee” means 

black coffee. Research shows the levels of the beneficial 

antioxidants in coffee were higher and lasted longer in 

black coffee drinkers than for people who added sugar or 

non-dairy creamer to their coffee. 

It is not just the quantity of sleep that matters, but quality as 

well. You should try to stick to a regular sleep pattern. 

Going to bed late during the working week and hoping to 

catch up with a sleep-in on the weekends may make you 

feel more productive, but you are disrupting your sleepwake 

rhythms. This makes it difficult to feel alert and ready 

for work on Monday. 

Get into a good sleep routine by setting a regular bedtime. 

Then avoid caffeine, alcohol, nicotine, and other chemicals 

that interfere with sleep. 

Limit light exposure – including from TV, phone and 

computer screens - in the evening. Eat, drink and exercise 

enough, but not too much and not too close to your 

bedtime. Make sure your bedroom is a calm place, and use 

it only for sleep and intimacy. 

Shift workers may not be able to keep to a sleep routine, of 

course, and they need to be even more careful to get good 

sleep when they can. 

2) Drink some coffee at work 

Coffee helps you feel alert because it blocks adenosine, the 

main compound in your brain that makes you sleepy. 

A study of US Navy SEALs found caffeine had a range 

of positive impacts beyond keeping you awake. Benefits 

ranged from increased alertness and reaction time, to 

improved learning, memory and even mood. The effects 

lasted from one to eight hours. 

Another study found that caffeine speeds up how quickly 

we process words. 

But coffee isn’t just effective on a chemical level. 

3) Take a break and do some exercise 

Researchers in America have found that taking breaks 

during the workday is important for workers to 

replace workplace “resources” - energy, motivation, 

and concentration. These resources aren’t limitless, and 

periodically need “charging” by doing activities that require 

less effort or use different resources than normal work, or 

are just something the worker enjoys. 

A break could be mean completely stopping work and 

doing something fun. An office-worker might go for a run, 

for instance. Or it could just mean switching tasks and 

doing something different, such as a supermarket shelver 

sitting down and doing paperwork. 

The researchers also found it matters when you take your 

break. You will be most productive after a break if you take 

it early in the work day rather than later, when you are 

already tired. 

But perhaps you should also carve out special times in 

the day for physical movement. Researchers in Sweden 

found that devoting some work time to physical activity 

increases productivity. The research found that as little 

as two and a half hours of physical activity a week led to 

more work being done in the same amount of time, and 

reduced absenteeism due to sickness. 

assignments. Use the higher energy levels you have in the 

morning to do a small task you don’t feel like doing, such as 

phoning someone you have been reluctant to contact. You’ll 

give yourself the mood and energy boost that comes from a 

small achievement. 

5) Do one thing at a time 

4) Conquer procrastination 

Procrastinating not only reduces your immediate 

productivity by delaying work, but increases stress and 

lowers well-being. This can make your productivity even 

worse, later. 

There are a range of relatively simple interventions you 

can do, such as eliminating notifications on your devices, 

only working for 15 minutes to get a project started, or 

creating smaller goals. 

A classic remedy now supported by a University of 

Pennsylvania study is to divide tasks into smaller pieces 

so you can work through a more manageable series of 

Don’t be tempted to multitask. Our brains are not suited 

to dealing with multiple streams of information or doing 

multiple jobs at the same time. The more tasks we try to do 

simultaneously, the slower we complete them and the more 

mistakes we make. 

Further, the research found that those who do multitask are 

more prone to becoming distracted by their environment. 

By contrast, take that difficult phone call you just made. You 

gave it your full attention and finished it. Now, do something 

else important and then take a short coffee break, perhaps a 

walk. Your body and your mind will be in top gear and so will 

your productivity. 



Co Working Spaces 

Part of the new 

economy 

to government subsidised and cooperatively managed 

community resource centres. 

The ownership and funding of individual co-working spaces 

may also change through time, as they may receive new 

sources of government funding, attract new types of clients 

or relocate to new facilities. 

What are the benefits? 

There are many potential benefits for sharing a working 

space, including access to common spaces, equipment, tools, 

and technologies. Some people may only need a space for 

a few hours a day or on one occasion for a special project, 

so they can hire spaces in desirable locations without high 

rental charges. 

Shared working spaces also offer social benefits through 

greater opportunities to interact, network and collaborate 

with like-minded workers. 

Cities are seeing a growing number of shared working, or 

co-working, spaces. They include spaces where individuals 

and businesses can flexibly rent desks or rooms, or do 

shared work in “third spaces” such as libraries and cafes. 

Co-working spaces offer a range of benefits and risks to 

the local economy. Our research looked at the role policymakers, 

regulators and city planners can play in ensuring 

that these spaces make a positive contribution to our cities. 

We found shared work spaces emerging in regulatory voids 

left by outdated policy frameworks. To exist, they are relying 

on the forward thinking of local innovators seeking to 

revitalise urban centres. 

Types of spaces 

Shared work spaces vary by the type of work they facilitate, 

from knowledge work (such as IT and professional services) 

to small-scale manufacturing. Some are purpose-built for 

co-working, whereas others (such as cafes) are informally 

used as such. 

Some also target particular markets by offering additional 

services such as a crèche for childcare, seminars for 

professional development and events for networking. 

Shared working spaces also differ in their models of 

ownership. These range from privately owned and managed, 

A co-working space can be a good use of unused spaces 

in buildings and be birthing places of new enterprises. They 

can also support local businesses by hosting large groups of 

potential customers. 

And they may afford people a place to work closer from 

home, reducing the need for long commutes. 

What are the downsides? 

Big players in the sharing economy – such as Uber, Lyft and 

Airbnb – have had a disruptive effect on existing markets 

by reducing opportunities for less advantaged people and 

workers in the market, and confusing regulators. 

A similar scale of disruption may be on the horizon with 

the rapid growth of big players in co-working spaces such 

as WeWork. These could threaten existing shared work 

spaces by absorbing customers and competitively leasing 

out available buildings. 

Shared work spaces could potentially contribute to the 

gentrification of older neighbourhoods by pushing up 

the price of real estate, and displacing established small 

businesses and residential tenants. 

Co-working spaces has also been seen as representative of 

an increasing casualised workforce, as such spaces may host 

short-term contractors doing work that was previously 

performed by full-time internal staff members. 

What we found 

We analysed planning and economic development policy 

and interviewed founders and users of shared working 

spaces in Western Australia. 

We identified around 20 shared work spaces in Perth and 

regional Western Australia. Many were in retrofitted older 



and under-used buildings such as an old department store, 

maternity hospital or converted office space. 

Most founders told us that shared working spaces needed 

to be accessible to be viable. Many also identified the 

quality and intensity of activities around the area as essential 

to attracting workers to their space. 

But founders identified regulatory frameworks, including 

land use permission controls, as significant barriers to 

establishing these spaces. For instance, a shared work space 

where people repair furniture or make jewellery could be 

considered as being used for manufacturing. 

This type of activity may not be permitted in a disused 

department store that falls within a retail zone. 

We found that often, local councillors and economic 

developers, have thrown their hat in the ring to help 

establish shared work spaces in their area. They would 

do so by helping founders secure required approvals, 

such as building accessibility certifications and emergency 

management plans. 

Knowing the potential contribution of such spaces to the 

economy, they’ve also helped founders navigate regulations 

and planning controls intended for more permanent use of 

spaces. 

But we found that town planners were rarely engaged 

in early conversations with shared work space founders. 

Planners generally didn’t identify or facilitate opportunities 

to host shared working spaces in unused buildings. 

Planning policy documents and city planning departments 

didn’t actively recognise co-working spaces as a major new 

way people use buildings in cities. 

Sharing spaces better 

Technologies are creating new ways to match a mobile 

and flexible workforce with work spaces. This is leaving 

regulators to manage the impacts from the temporary uses 

of many shared work spaces. 

City planners should be prepared to recognise and plan for 

the benefits these spaces bring, while minimising possible 

negative impacts on users, neighbours, and the broader 

community. 

Planning strategies that seek to regenerate urban places and 

provide economic and social opportunities in urban growth 

areas will need to prompt more engagement with shared 

work space proponents, users, neighbouring businesses and 

residents, and local government divisions. 

Shared work spaces have a positive role to play in 

Australian cities and regional centres. However, it seems 

planners are at risk of missing the boat when it comes 

to using shared work space to achieve more socially and 

economically viable planning outcomes. 

Courtney Babb 

Carey Curtis 

Sam McLeod 

Curtin University 

The Facility Management Association is the peak national industry body for facilities management, 

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Established in 1988, today FMA has branches in the Australian Capital Territory, New South Wales, 

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A primary focus of the Association is to ensure the needs of professionals and organisations 

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It’s often claimed that 3D printing – known in the 

trade as “additive manufacturing” – will change the 

way we live. Most recently, a team from Eindhoven 

University of Technology announced plans to build 

the “world’s first” habitable 3D printed houses. But 

it’s one thing to build small, prototype homes in a park – it’s 

quite another to successfully use additive manufacturing for 

large scale projects in the construction sector. 

Additive manufacturing uses a combination of materials 

science, architecture and design, computation and robotics. 

Yet in some ways, it’s not as futuristic as it sounds. The 

simple approach of layer-wise construction – where 

building materials are layered on top of each other to 

create a facade – has already been practised for a long time 

in the construction sector, for example in conventional brick 

layering techniques. 

The true novelty of additive manufacturing lies in its ability 

to combine new, highly efficient and sustainable materials 

with architectural design software and robotic technology, 

to automate and improve processes that have already been 

proven manually. In this sense, additive 

manufacturing holds many potentially 

groundbreaking benefits for the construction sector. 

3D printing can produce up to 30% less material waste, use 

less energy and fewer resources, enable in-situ production 

(which in turn cuts transport costs), grant greater 

architectural freedom and 

generate fewer CO2 emissions 

over the entire lifecycle of the product. 

Printable feedstocks 

But there is still some way to go before additive 

manufacturing technology can deliver on its potential. There 

are several different components of additive manufacturing, 

each of which must be developed and refined before the 

process can be successfully used in large-scale construction. 

One component is printable feedstocks – the materials 

which are actually “printed” to create the final product. 

There are many types of printable feedstock, but the 

most relevant one for large scale construction is concrete. 

Printable feedstocks are typically made from a combination 

of bulk materials – such as soil, sand, crushed stone, clay and 

recycled materials – mixed with a binder such as Portland 

cement, fly ash or polymers, as well as other additives and 

chemical agents to allow the concrete to set faster and 

maintain its shape, so that the layers can be deposited 

rapidly. 

3D PRINTING HITS 

In a project I am currently working on at Brunel University, 

we are focusing on producing a printable cement feedstock. 

To create materials for 3D printed constructions, scientists 

must carefully control the setting time of the paste, the 

stability of first few layers and the bonding between the 

layers. The behaviour of the materials must be thoroughly 

investigated under a range of conditions, to achieve a 

robust structure which can take load. 

The combination of cement, sand and other additives must 

be just right, so that the feedstocks don’t set while still in 

the printer, and don’t stay wet for too long once they have 

been deposited to form a structure. Different grades of 

feedstock need to be formulated and developed, so that 

this technology can be used to build a range of different 

structural elements, such as load-bearing and large-scale 

building blocks. 

Building blocks 

Another component is the printer, which must have a 

powerful pump to suit the scale of manufacturing in the 

construction industry. The pressure and flow rate of the 

printer must be trialled with different types of feedstocks. 

The speed and the size of the printer is key to achieving 

a good print quality: smooth surface, square edges and a 

consistent width and height for each layer. 

How quickly the feedstock materials are deposited – 

typically measured in centimetres per hour – can speed up 

or slow down construction. Decreasing the setting time of 

the feedstock means that the printer can work faster – but 

it also puts the feedstock at risk of hardening inside the 

printer system. The printing system should be optimised to 

continuously deliver the feedstock materials at a constant 

rate, so that the layers can fuse together evenly. 

The geometry of the structures produced is the final 

piece of the puzzle, when it comes to using 3D printing 

in construction. When the printer and the feedstock have 

been properly set up, they will be able to produce full-size 

building blocks with a smart geometry which can take load 

without reinforcements. The shape stability of the truss-like 

filaments in these blocks is an essential part of printing, 

which provides strength and stiffness to the printed objects. 

This three-pronged approach to adapting additive 

manufacturing for construction could revolutionise the 

industry within the next ten to 15 years. But before that 

can happen, scientists need to fine tune the mix ratios 

for the feedstocks, and refine a printing system which can 

cope with the rapid manufacturing of building blocks. Only 

then can the potential of 3D printing be harnessed to build 

faster, and more sustainably, than ever before. 

CONSTRUCTION 

Seyed Ghaffar 

Brunel University London 



Collaborative Partnership foundation member, ICA CEO 

Rob Whelan, said: “Australia has a complex and fragmented 

approached to supporting people with illness and injury 

to participate in the workforce and obtain meaningful 

employment. 

“One of the aims of this partnership is to simplify the 

experience for people who, depending upon their specific 

circumstances, are currently dealing with multiple state 

and commonwealth schemes and service providers 

administered by public or private sector organisations. 

“The Insurance Council is proud to be a founding member. 

The general insurance industry sees this initiative as a 

positive and powerful partnership that will focus the 

expertise, research and resources to develop real solutions 

and positive outcomes for employees, employers and the 

broader economy.” 

The Partnership has identified priority areas and work 

is underway on projects looking at data and services, 

employer and employee attitudes and developing 

consistent supports for GPs: 

Cross-sector— examining data and services across 

compensation and benefit systems, identifying the flow 

of people through systems and finding opportunities to 

improve services. Led by the Department of Social Services. 

focussing on capacity for work. Led by AFOEM. 

A key driver of the national initiative is the growing body of 

research that shows employment generates positive health 

benefits for individuals and the community, while long-term 

unemployment can have a negative impact on health and 

wellbeing. 

This forms the basis of AFOEM’s Health Benefits of Good 

Work initiative to promote work as an integral part of 

recovery. 

Mr Whelan called on public and private sector stakeholders 

with an interest in improving the health and wellbeing of 

fellow Australians to join the partnership. 

“This is an opportunity for organisations, industry groups 

and sectors that support improved work participation to 

connect and work with like-minded businesses to help 

achieve positive outcomes for Australians seeking good 

work; to be seen as a leader in work participation; and to 

benefit from the experience of other sectors,” Mr Whelan 

said. 

More information about the Collaborative Partnership – 

including how to get involved - is available at www.comcare. 

gov.au/collaborativepartnership. 

A 

unique public-private sector initiative is driving 

new approaches to improving participation for 

Australians with health conditions that affect 

their ability to work. 

The Collaborative Partnership to improve work 

participation, established by Comcare and launched today, is 

focused on aligning the various sectors of Australia’s work 

disability system to deliver better outcomes for people 

with temporary or permanent physical or mental health 

conditions. 

The Partnership includes the Insurance Council of 

Australia (ICA), the Australasian Faculty of Occupational 

and Environmental Medicine (AFOEM), insurer EML, the 

Department of Jobs and Small Business, the Australian 

Council of Trade Unions and the Department of Social 

Services. 

Through a range of projects, the Partnership is working 

across sectors including workers’ compensation, life 

insurance, superannuation, disability support and 

employment services to improve disability employment 

and return to work rates for people experiencing work 

incapacity through illness and injury. 

Speaking at the launch, held at the Insurance Council of 

Australia’s 2018 Annual Forum in Sydney, Comcare CEO 

Jennifer Taylor said too many people with health conditions 

struggle to find work, recover at work or return to work. 

“The Partnership is the first real attempt to work across 

multiple benefit systems to deliver positive change,” Ms 

Taylor said. 

“We need to break down the siloes the support systems 

operate in. At the same time, we have to help businesses 

reduce barriers to employment, help GPs prescribe 

work as part of recovery, and give employees a better 

understanding of the importance of good work to their 

health and wellbeing. 

“There is a growing realisation that what happens in one 

support system impacts others, and the costs often just shift 

between the systems. There is also increasing recognition of 

the potential for a combined approach to more effectively 

influence employers, GPs and employees to achieve better 

health and work outcomes. 

“Return to work rates have stagnated nationally and, 

despite sustained efforts, work participation rates for 

people with disability have not improved. It’s time for a new 

approach.” 

Employer mobilisation— examining attitudes and barriers 

and improving employers’ capacity to provide work 

opportunities for people with temporary or permanent 

physical or mental health conditions. Led by the 

Department of Jobs and Small Business. 

Employee awareness— improving employees’ 

understanding of the health benefits of good work and 

promoting their role in using work as part of their recovery. 

Led by EML. 

GP support— developing nationally consistent approaches 

that will help GPs use work as part of recovery, including 

Woorabinda Aboriginal Shire Council 

www.woorabinda.qld.gov.au 

07 4925 9800 

112 Munns Drive 

Woorabinda QLD 4713 

ceo@woorabinda.qld.gov.au 

The town of Woorabinda is located in Central Queensland, 170 km south west of Rockhampton. Woorabinda is situated on the traditional lands of the 

Wadja Wadja/Yungulu Aboriginal people. Woorabinda Council is located in the heart of the business area and supports the needs of the community. 



apps for productivity 

Doodle is an online calendar tool for 

time management, and coordinating 

meetings. Doodle interacts with 

various external calendar systems. 

Google Calendar, Yahoo Calendar, 

Microsoft Outlook and Apple iCal 

can be utilized with Doodle to track 

dates. Google Maps may also be used 

to share the location of the event 

Box is a cloud computing business 

which provides file-sharing, 

collaborating, and other tools for 

working with files that are uploaded. 

You can determine how content can 

be shared. Users may invite others to 

view and/or edit an account’s shared 

files, upload documents and photos 

to a shared files folder 

The BlueJeans app works with the 

BlueJeans service to provide true 

universal, multi-party video calls 

on the go with a variety of video 

conference systems such as Polycom, 

Cisco, LifeSize, Tely, Microsoft Lync, 

and more. With the BlueJeans 

app, users can host or join video 

conferences from anywhere 

When your team needs to kick off a 

project, hire a new employee, deploy 

some code, review a sales contract, 

finalize next year’s budget, measure 

an A/B test, plan your next office 

opening, and more, Slack has you 

covered 

Evernote is a mobile app designed 

for note taking, organizing, tasks 

lists, and archiving. ... The app allows 

users to create notes, which can be a 

piece of formatted text, a Web page 

or Web page excerpt, a photograph, 

a voice memo, or a handwritten 

“ink” note. Notes can also have file 

attachments 

CamCard is the easiest app to 

manage and exchange business 

cards, the perfect fit for sales people, 

entrepreneurs, business developers 

or marketing experts, and anyone 

who want to be one 



Injury or death in the 

workplace changes lives 

forever 

Take a safety moment in 

your workplace this October 

Share what workplace safety means to you

OCCTECH AUG-OCT 2018 WEB

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