Beruflich Dokumente
Kultur Dokumente
Representative Handbook
A GUIDE FOR HSRs IN THE COMMONWEALTH JURISDICTION
Disclaimer
This publication is intended to provide only a
summary and general overview of matters of
interest. It is not intended to be comprehensive
and is not a substitute for independent
professional advice. Please contact an
appropriate qualified professional person before
relying on the contents of this publication.
Comcare (and the Safety, Rehabilitation
and Compensation Commission) its officers,
servants and agents expressly disclaim liability
and responsibility in respect to, and accept no
responsibility for, the consequences of anything
done or omitted to be done to any person in
reliance, whether wholly or partly, upon this
publication, including but not limited to the
results of any action taken on the basis of the
information in this publication and the accuracy,
reliability, currency or completeness of any
material contained in this publication.
Commonwealth of Australia 2008
This work is copyright. Apart from any use as
permitted under the Copyright Act 1968, no part
may be reproduced by any process without prior
permission from Comcare.
ISBN - 1 921160 14 4
First Published 1992
Second edition May 1993
Third edition October 1997
Fourth edition September 2002
Fifth edition September 2003
Sixth edition March 2004
Seventh edition July 2005
Eighth edition March 2007
Ninth edition September 2007
This edition February 2009
Comcare
GPO Box 9905
Canberra ACT 2601
Phone 1300 366 979
www.comcare.gov.au
Contents
Introduction.................................................................................................................................... 6
Purpose of this handbook:............................................................................................................ 6
What is contained in this handbook............................................................................................. 6
The Act, associated regulations and codes of practice ................................................ 7
Objectives of the Act (section 3).................................................................................................. 7
Key parts of the Act...................................................................................................................... 7
Regulations (sections 23 & 82 of the Act)..................................................................................... 8
Codes of practice (section 70)...................................................................................................... 9
Responsibilities under the legislation..................................................................................... 9
Employers - general responsibilities (sections 16, 17, 68 & regulations)................................... 10
Employers responsibilities regarding HSRs (sections 27, 29 & 30) ......................................... 11
Employees (section 21)............................................................................................................... 11
Manufacturers, suppliers and installers (sections 18, 19 & 20)................................................... 11
Contractors (sections 14 & 20).................................................................................................... 12
The SRC Commission (section 12).............................................................................................. 12
Comcare (section 12A)................................................................................................................ 13
HSRs and workplace OHS consultative arrangements................................................... 13
Health and safety management arrangements ......................................................................... 14
Designated work groups............................................................................................................. 15
Health and safety committees.................................................................................................... 16
HSRs and their links with committees......................................................................................... 17
Resources for health and safety representatives(section 30)..................................... 17
Powers of health and safety representatives................................................................... 18
Consultation and record keeping............................................................................................... 18
Powers of HSRs (sections 28, 29, 32, 37, 48 & 77)..................................................................... 18
Issuing provisional improvement notices (section 29)................................................................ 20
Suspected breach of the Act or regulations.................................................................... 21
Example of a Completed PIN...................................................................................................... 22
Introduction
You are probably wondering what you will do as a health and safety representative (HSR). If you ask
others in your workplace to describe your role, you will get a variety of answers. If you are already
a trained HSR you will have a clearer idea. But if you are currently attending your training course or
are yet to attend, your role may be a little unclear to you. You are not expected to be the person
responsible for health and safety in your workplace. Nor are you expected to be an expert on
occupational health and safety (OHS) issues.
It may be useful to meet occasionally with other HSRs to share your experiences. It will help you to
develop your negotiating skills and enhance communication with supervisors and managers. Your
organisations OHS staff may be able to help you contact other HSRs. By talking with other HSRs
you may find there are a number of common OHS issues. A group approach to solutions may be
more effective.
a guide on how to exercise your powers under the Occupational Health and Safety Act 1991
(the Act) and
a resource for you when you are selected or when you attend your accredited HSR
introductory training course.
We have given you references to key sections of the legislation throughout the handbook. The
format for a provisional improvement notice (PIN) and an example of a completed PIN are also
included. There are flowcharts to provide assistance in resolving health and safety issues.
There is space for you to write down your own OHS contacts inside the back cover of
this Handbook.
secure the health, safety and welfare at work of employees of the Commonwealth,
Commonwealth authorities and of non-Commonwealth licensees
protect people at or near workplaces from risks to their health and safety arising out of the
activities of employees at work
promote an occupational environment for employees that is adapted to their health and
safety needs
encourage and assist employers, employees and other persons on whom obligations are
imposed under the Act to observe those obligations and
provide for effective remedies if obligations are not met, through the use of civil remedies
and, in serious cases, criminal sanctions.
Also of relevance and referred to in this guide are sections 47, 48, 68 and 77.
advice, investigations and inquiries including the format for a provisional improvement
notice (PIN)
The Occupational Health and Safety (Safety Standards) Regulations 1994 cover:
Part 4 Plant
Part 10 Electricity
Part 20 Definitions.
should be followed, unless there is another way of achieving the same or better standards of
health and safety and
The Code of Practice was approved on the 12th of June 2008 and can be found on Comcares
website at www.comcare.gov.au
employers
employees
manufacturers
suppliers
installers
Comcare.
provide and maintain a working environment (including plant and systems of work) that is safe
for employees and without risk to their health
provide adequate facilities, including first aid services, for employees welfare at work;
monitor employees health and safety at work and conditions of workplaces under
their control
ensure the health and safety of employees when using, handling, storing or transporting plant
and substances
provide necessary information, instruction, training and supervision (in appropriate languages)
to allow employees to perform their work safely and
Employers also have a duty of care towards anyone at or near a workplace they control.
10
ensure that a copy of the notice is displayed at the relevant workplace until the notice
ceases to have effect
inform the HSR who issued the notice, of the action taken to comply with the notice
on request, consult with the relevant HSR about the implementation of changes that may
affect the health and safety at work of their employees
take paid time off work to undertake an accredited HSR training course
be present at an interview about the safety of employees between an employee and the
employer or an investigator
take necessary paid time off work to exercise their powers as a HSR and
available information about risks to the health and safety of employees (other than
confidential information or if an employer claims legal professional privilege for that
information) and
co-operate with their employer to the extent necessary to enable the employer to fulfil their
obligations under the Act.
11
collects, interprets and reports information on OHS regarding the employment of employees
12
managing appeals against notices through the Australian Industrial Relations Commission;
providing advice to the SRC Commission and organisations in the Commonwealth jurisdiction.
13
promote and develop appropriate measures to ensure the health, safety and welfare of
employees at work
provide for how health and safety committees are constituted and operate
Employers that are required to establish a health and safety committee under section 34 of the Act
are also obliged to provide in their HSMAs details on how the health and safety committee is to be
constituted and operated.
In addition to the above requirements, HSMAs may provide for:
an OHS policy
making of agreements between the employer, employees and employee representatives and
The agreement between employer, employees and employee representatives may provide for
continuing consultation between the employer, employees and employee representative on OHS
and other matters as agreed by the affected parties.
14
The employees who are members of the employee representative organisation or association
must be qualified to be members of that organisation or association, by virtue of the work those
employees do.
When developing or varying HSMAs, employees may be represented in consultations by another
employee, or an employee representative. If an employee wishes to be represented by an employee
representative and wants such representation to remain anonymous, the employee representative
can make an application to the CEO of Comcare using the prescribed form. Comcare can issue a
certificate enabling the employee representative to represent the employee in the consultations
proposed. Once the certificate has been issued, the employee representative cannot reveal the
identity of the employee who they are representing.
15
number of employees;
workplaces (and areas within workplaces) where each type of work is performed
If the DWG structure is not perceived to be effective, the employer, an employee or an employee
representative (if requested to by the employee) can enter into consultations to have it varied. If
the employer believes it should be varied, they can at any time consult with the relevant HSR and
employee representative (if requested by an employee).
Employers are required to prepare and keep up to date a written list of all the DWGs comprising
their employees including the categories of employees in each DWG. The list must be made
available to Comcare investigators and employees at all reasonable times.
help the employer to develop, implement, review and update prevention activities
improve cooperation between the employer and employees on OHS matters and
The legislation also allows HSCs to carry out a variety of other functions agreed between the
employer and the committee.
Committee members
Members to represent employee interests on the HSC are chosen by employees. The number of
members of a health and safety committee representing the employer must not exceed the number
of members selected by the employees to represent the employees interests.
Employer representatives ideally include senior or line managers who have the authority to make
decisions about improvements to health and safety and have a good knowledge of the organisation.
16
Frequency of meetings
The frequency of meetings can be specified in your organisations HSMAs. Factors which may affect
how frequently a committee may meet are:
the type and complexity of the work carried out in the workplace and
a room or other facility to allow meetings with one or more members of the DWG and
You should discuss the provision of appropriate resources with your employer. The outcome of these
discussions could be included your organisations HSMAs.
To enable you to exercise the powers of a HSR, an employer must provide you with:
time off work to undertake the function without loss of pay or entitlements.
17
represent the members of the DWG in health and safety consultations with the employer if
there is no HSC
with the consent of the employee, attend any interview concerning health and safety at work
between the employee and an investigator or the employer
when being assisted by a consultant, request consent from an employee that the consultant
be present at an interview with the HSR, between the employee and an investigator or the
employer (or a person representing the employer)
access employers information relating to any health and safety risk to any employee at any
workplace under the employers control. It should be noted that an employer can claim legal
professional privilege on health and safety information they have. A HSR cannot gain access to
confidential information or information protected by legal professional privilege
18
request Comcare or an investigator to investigate a matter that is the subject of a PIN if the
notice has not been complied with within the specified period and an investigation has not
been requested by the employer
initiate emergency stop-work procedures where there is an immediate threat to the health and
safety of employees and the supervisor is unavailable
request Comcare to conduct an investigation if the HSR cannot agree with the supervisor on
an appropriate course of action to remove a threat to the health and safety of employees
performing work
ask Comcare to institute proceedings for offences against the legislation where proceedings
have not been commenced within six months of the alleged breach of the legislation.
Note the legislation does not impose any obligations on you to exercise any of these powers. HSRs
are not liable under civil proceedings for exercising or not exercising any of the powers outlined in
the legislation. If your employer is reluctant to provide you with information relating to any health
and safety risk to an employee, you can contact Comcare for advice.
These powers should be used carefully and only in relation to OHS matters. HSRs can be disqualified
if they take action as a HSR with the intention of causing harm to the employer, they act
unreasonably, or they intentionally use or disclose information gained from their employer in a form
not considered connected with the exercise of their powers as a HSR.
19
you must consult with the relevant supervisor in an attempt to reach agreement on fixing the breach
or preventing the likely breach.
If agreement on the resolution of a breach of the legislation in your DWG cannot be reached within
a reasonable time, you may issue a PIN to the person responsible for the work or work area. This
person is referred to as the responsible person.
The PIN must specify:
the period (not less than seven (7) days after the day of issue of the PIN) in which the
responsible person is to take action necessary to prevent any further breaches or a likely
breach.
The PIN may also specify action the responsible person is to take. The period may be extended by
the HSR in writing before the original expiry date.
20
AGREE
DISAGREE
Issue resolved
COMPLIES
NO ACTION TAKEN
Responsible person
complies with PIN
Issue resolved
DISPUTED
See Figure 2
21
Bruce Brewer
(the responsible person within the meaning of subsection 29(2) of the act)
I,
Jane Smith
appointed as the health and safety representative under section 25 of the Occupational Health and Safety Act 1991 for
Field Services
after consultation in accordance with subsection 29(1) of the Act, believe that the following provision, or provisions, of the Act or
Regulations is, or are, being breached or is, or are, likely to continue to be breached:
OHS Act 1991 section 16 (2) (a) and OHS (Safety Standards) Regulations 1994, Regs 5.03 and 5.04.
The work system in relation to the manual handling of containers constitutes a risk to health and safety.
No risk assesssment has been conducted in relation to manual handling tasks, nor have control measures
been put in place.
(address of workplace)
The handling of heavy and awkward cases containing equipment for field work is causing back strains.
Despite formal requests, interim safety measures are inadequate and there has not been a risk
assessment, followed by permanent control measures.
In accordance with paragraph 29(4) (b) of the Act, action necessary to prevent the breach, or the likely breach, of the provision or
25
06
2007
Meet the requirements of the Manual Handling Regulations, referring also to the Code of Practice on
Manual Handling as necessary.
Jane Smith
2007
22
17 / 06
/
CANCELLED
VARIED
CONFIRMED
PIN cancelled by an
investigator
PIN varied by an
investigator and an
improvement notice
is taken to have been
issued
PIN confirmed by an
investigator and an
improvement notice
is taken to have been
issued
Issue resolved
See Figure 4
23
a copy of the PIN to the employer of the employees affected by the PIN and
a copy of the PIN to the owner where the PIN relates to a workplace, plant, substance or thing
owned by the employer. Keep a copy of each PIN you issue.
Figure 1 shows the process where a HSR suspects a breach of the Act or regulations.
The responsible person in your organisation will often be a supervisor or a higher level of
management.
Find out from senior management the:
name
position
location
of the responsible person to whom you issue a PIN. You may choose to write this information at the
back of this handbook. If you do not know this information, you can issue the PIN to the person who
you believe has the authority to fix the problem.
The responsible person may also be an employee who has responsibility for a work process,
operation of a piece of plant etc, or the owner of a workplace, plant, substance or thing that is not
your employer.
The responsible person must:
inform the HSR who wrote the PIN of the action taken to comply with the PIN and
as a supervisor acting on behalf of your employer, notify the affected employees of the PIN
and display the PIN until it ceases to have effect.
24
notify any other person who has been given a copy of the PIN by the HSR.
The investigator can make decisions and exercise such powers as he/she considers necessary.
Although it is suspended after the request for an investigation is made and during the investigation,
the PIN remains on display until it is cancelled, varied or the problem described in the PIN is fixed.
the responsible person takes action to prevent further breach of the subject of the PIN, even
though a HSR did not request any specific action
25
identifying and assessing all reasonably foreseeable workplace hazards which may affect the
health or safety of employees or others at work
identifying and assessing risks to health or safety before the introduction of:
Identification of hazards
Before workplace hazards can be controlled you must identify them. The employer has the major
responsibility for identifying hazards.
Hazards like slippery walking surfaces, poor lighting and obstructed passages may be obvious.
Other hazards like poor indoor air quality may not be quite so easy to identify.
accident inspection
special inspection
regular inspection.
26
Accident inspection
Carry out an accident inspection when an accident or dangerous occurrence or the threat of one
occurs. You should be advised of the event so you can undertake an immediate inspection. This
inspection can be done jointly with the supervisor or another management representative. This does
not mean the two parties must necessarily agree on the findings.
Special inspection
A special inspection is carried out in response to changes to the workplace such as the introduction
of new technology. You must give reasonable notice to the employer before a special inspection.
Regular inspection
Regular inspections are part of a regular program or audit of the workplace and can be done jointly
with the supervisor or another management representative, provided reasonable notice has been
given to the employer.
Regular inspections are done with a frequency related to the size of the workplace, the number of
employees involved, and any other relevant factors.
It may be useful to obtain a floor plan of the workplace which shows information on the location of
equipment, emergency exits, fire fighting and first aid equipment, and other relevant features.
Together with the plan of the work area, checklists form the basis for a comprehensive review of the
workplace practices on an ongoing basis.
Checklists can vary according to the type of work and workplace. The HSR can compile one, or
one may be available from the employer. Checklists can also be found in the code of practice and
Comcare OHS publications.
OHS survey
If you suspect there is a health and safety hazard in the workplace, you can get further information
by surveying employees. May confirm that a hazard exists and can also provide additional back-up
to support your claim to control the hazard.
27
You may bring an investigator or consultant into the workplace if the employer or the SRC
Commission agrees to the services of a consultant to conduct such tests.
DWG meetings
DWG meetings can provide important information about health and safety problems which may go
unnoticed in normal workplace inspections.
28
Refer to your organisations HSMAs as provisions may have been included to clarify the role of HSRs
and emergency procedures.
must take appropriate action to remove the threat to health and safety and
may direct the relevant employees to carry out suitable alternative work without affecting the
terms and conditions of their employment.
29
prepare and maintain an up-to-date list of the HSRs for each DWG in the workplace and
ensure that the list is available for inspection by employees and investigators.
the DWG is varied under section 24(6) and the variation results in a change to the membership
of the group.
the remainder of the retiring HSRs term, where that term had more than six (6) months to
run, or
the remainder of that term plus the next term of office, where the retiring HSRs term had less
than six (6) months to run.
30
31
Removal of plant or samples and do not disturb notices (sections 44 & 45)
During an investigation, an investigator may inspect, examine, take measurements of, or conduct
tests concerning any plant, substance or thing at a workplace in connection with the investigation.
They may take possession of the plant, substance or thing and remove it from the workplace, or a
sample of the substance or thing and remove it from the workplace.
Upon taking possession of the plant, substance or thing, or a sample of a substance or thing, the
investigator must issue a notice of removal of plant or sample.
During an investigation, an investigator may issue a do not disturb notice to the responsible person
in order to:
The responsible person must display the do not disturb notice in a prominent place and inform the
relevant HSR.
When an investigator considers, on reasonable grounds, that there is not adequate time available
to give a direction by written notice, the investigator may orally direct that a workplace, plant,
substance or thing not be disturbed.
Enforcement options
There are a number of actions that can be taken by Comcare or the investigator following an
investigation. These include the following (refer to the Comcare Enforcement Policy (OHS 50) for
more information on enforcement options).
Prohibition notice (section 46)
During the investigation, an investigator may issue a prohibition notice to the employer to remove
an immediate threat to the health and safety of any person. The prohibition notice must:
specify, with reasons, the activity which the investigator believes is a threat to health or
safety and
direct an employer to stop the activity of concern altogether or to ensure that the activity is
not continued in a specific manner, for example any plant or substance that is not to be used
in connection with an activity.
The employer must give a copy of the prohibition notice to the relevant HSR and have the
prohibition notice displayed in a prominent place at or near the workplace.
32
must specify a period within which any remedial action must be taken and
The employer must give a copy of the improvement notice to the relevant HSR and have the
improvement notice displayed in a prominent place at or near the workplace.
a prohibition notice
an improvement notice
a do not disturb notice, a prohibition notice, or an improvement notice before the notice has
expired, been revoked, or a new notice issued or
a notice of removal of plant or substance, until the plant or substance is returned to the
workplace from where it was removed.
A person who removes or disturbs a notice may be subject to a criminal prosecution as per
Schedule 2 of the Act.
33
AFFIRMED
34
REVOKED/VARIED
Issue resolved
Issue resolved
an employer
a person who owns a workplace, plant, substance or thing referred to in any notice.
Investigation reports and the SRC Commission (sections 52, 53 & 54)
An investigator must prepare a report to the SRC Commission after conducting an investigation.
The SRC Commission must forward an investigators report, with any comments it may wish to make
to the employer and, if it wishes, to the responsible minister.
The employer must provide a copy of the report, together with any written comment made by the
SRC Commission, to:
each relevant HSR if affected employees do not have a health and safety committee to
represent their interests.
The employer must comply with the request. The SRC Commission may hold a public inquiry into
any matter arising out of an investigators report.
35
the employers failure to provide particular information to the SRC Commission within a
specified period
the action not taken or not proposed to be taken by the employer in regard to the duties
imposed by the legislation or
the SRC Commission may report this to the Minister who must table the investigators report and
the employers response before Parliament.
Appendix 1
Assessing and controlling risks
Assessing the risk
If a hazard is identified, the employer should undertake an assessment of it in consultation with the
HSR. The assessment should examine the risks of exposure to the hazard which can affect the health
and safety of employees.
Method
Employers can choose the method of assessment according to the:
36
Criteria
This assessment may include a number of criteria such as:
a visual inspection
auditing
testing
Specific assessment criteria are available in a number of documents such as regulations, standards,
codes of practice, Comcare fact sheets, and Australian Standards.
eliminated or
Regular environmental monitoring indicating exposure levels and/or medical monitoring indicating
the dose received by employees should accompany any control measures as a check on the
effectiveness of the chosen strategy.
elimination or
minimisation through
substitution or modification
isolation
engineering
administration
personal protection.
37
Elimination
Eliminating a hazard from the workplace is the best way to control it. Potential hazards may be
eliminated through recognition during the design phase.
All potential hazards should be eliminated if possible before moving into new premises, or
introducing new equipment or change to work processes. HSRs should be informed during the
planning stage, prior to work commencing.
Substitution or modification
Hazardous equipment, substances or work processes may be effectively controlled through
substitution or modification. Safer alternative chemicals can generally be obtained. Equipment that
is ergonomically designed or emits less noise can be purchased. Jobs can be redesigned to remove
the need for maintenance of fixed postures or for constant repetitive work.
Isolation
Hazards can be physically removed from the workplace or isolated by cordoning off the area in
which a machine is used.
Engineering
Tools and equipment can be redesigned to reduce risk of injury. Enclosures, guards or local exhaust
ventilation systems can be used to close off the source of a hazard.
Administration
Administration procedures can reduce exposure to hazardous equipment and processes by limiting
the time of exposure, for example, by job rotation or by varying the time when a particular process
is carried out.
Regular maintenance and programmed housekeeping provide an ongoing method for controlling
certain workplace hazards. These include regular inspection and repair of faulty equipment, prompt
cleaning of spills and dirty work areas, and pathways kept clear of obstructions.
38
Personal protection
If a hazardous working environment cannot be contained, then the employee may be contained.
This means an employee is provided with personal protective equipment (PPE). PPE should be
considered as a last resort, and at best an interim measure, until more effective control strategies
are implemented.
The employer is responsible for providing PPE and appropriate training to employees on the correct
use and maintenance of PPE.
For more information on risk management refer to Comcare publication: Identifying Hazards in the
Workplace (OHS10).
Appendix 2
Where to obtain more information
There are a large number of sources of information on OHS such as:
Comcare
All enquiries 1300 366 979
OHS enquiries ohs.help@comcare.gov.au
All correspondence
GPO Box 9905
CANBERRA ACT 2601 or
Internet: www.comcare.gov.au
39
(the responsible person within the meaning of subsection 29(2) of the act)
I,
appointed as the health and safety representative under section 25 of the Occupational Health and Safety Act 1991 for
after consultation in accordance with subsection 29(1) of the Act, believe that the following provision, or provisions, of the Act or
Regulations is, or are, being breached or is, or are, likely to continue to be breached:
(address of workplace)
In accordance with paragraph 29(4) (b) of the Act, action necessary to prevent the breach, or the likely breach, of the provision or
provisions referred to above must be taken before the date
40
notify each employee who is working for the employer and who is affected by this notice
of the fact that this notice has been issued and
display a copy of this notice at or near each workplace at which work that is the subject of
this notice is being performed.
3. Under subsection 29 (13) of the Act, this notice ceases to have effect if:
the responsible person takes the action specified in this notice, or if no action is specified,
takes the action that is necessary to prevent the further breach, or likely breach, with
which this notice is concerned.
to ensure that, to the extent that this notice relates to any matter over which the person
has control, that this notice is complied with and
to inform the health and safety representative who issued this notice of the action taken
to comply with this notice.
5. Under subsection 48 (1) of the Act, any of the following persons may, in writing, ask the
Australian Industrial Relations Commission to review the investigators decision, under section
29 of the Act to confirm or vary this notice:
the health and safety representative for a designated work group whose employees are
affected by the decision
an employee representative where an employee in the DWG has requested the employee
representative to make the appeal
the owner of any plant, substance or thing to which the decision relates.
6. Under subsection 48 (3) of the Act and subject to section 48, the making of an appeal against
the investigators decision, under section 29 of the Act, to confirm or vary this notice does not
affect the operation of the decision or prevent the taking of action to implement the decision,
except to the extent that the reviewing authority makes an order to the contrary.
41
Fax number:
Email address:
Name:
Position:
Organisation:
Location:
Postal address:
Phone number:
Fax number:
Email address:
Name:
Position:
Organisation:
Location:
Postal address:
Phone number:
Fax number:
Email address:
Name:
Position:
Organisation:
Location:
Postal address:
Phone number:
Fax number:
Email address:
42