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PRESENTATION 2: ESTABLISH AND

MAINTAIN PARTICIPATIVE
ARRANGEMENTS FOR THE
MANAGEMENT OF WHS

PRESENTATION OBJECTIVES
At the close of this presentation you will be able to:
2.1 Work with Workers and their Representatives to set up and
maintain participation arrangements according to relevant WHS
legislation.
2.2 Appropriately resolve issues raised through participation and
consultation arrangements according to relevant WHS legislation.
2.3 Promptly provide information about the outcomes of participation
and consultation to workers and ensure it is easy for them to access
and understand

The goal of most WHS Management


Systems is to ensure that the workplace is
free (as far as is practical) of risk, injury
and disease. To ensure a system of
information sharing both the employer and
employees must work together to meet this
goal.

CONSULTATION
The WHS Act (2011) advises consultation on WHS
matters is required when:

assessing risks and identifying hazards that arise from the work
being carried out (or to be carried out in the future),

making decisions about procedures for resolving health or safety


issues, monitoring the health of workers, monitoring conditions at
the workplace, providing information or training for workers, or
for consultation with workers,

making decisions about the adequacy of facilities for the welfare


of workers,

making decisions about how to eliminate or minimise identified


risks,

proposing changes that could affect worker health or safety.

CONSULTATION
Consultation is not only an organisations legal
responsibility; it is also an important part of the
planning process as it:
Provides a means in which to resolve WHS issues
derived from team members experience and
knowledge.
Builds a greater sense of commitment as workers
take ownership for their actions
strengthens relationships and morale as people's
sense of self-worth increases
Can provide an increase in productivity as staff
takes WHS on board.

CONSULTATION
Consultation is needed when creating WHS
action plans to:
improve processes,
improve decision making and resolution
processes,
assist with consultative procedures,
develop resolutions for outstanding WHS
concerns.

INFORMAL AND FORMAL CONSULTATION


Informal Consultations

Formal Consultations

Informal consultation involves


meetings, telephone calls,
discussions and letters.
Informal consultation methods
can be beneficial for involving
staff members that are
difficult, shy, or have low
literacy. The PCBU should
involve as many staff as
possible in order to meet duty
of care requirements under the
WHS Act (2011).

Formal consultation arises


when specific information is
required. For example, you
may design a questionnaire or
staff feedback form to identify
if there are any issues that you
believe may be important and
may be blocking the
continuous improvement
process. By asking specific
questions, you can clarify
issues and identify possible
causes and resolutions

ELECTING HSRS
A Worker is eligible to be elected as a Health and Safety
Representative for a work group only if he or she is a
member of that work group. The procedure for electing
an HSR is as follows:
1. is determined by workers in the relevant work
group. This can include how the election of the HSR
for the work group is to be conducted.
2. must comply with the procedures (if any)
prescribed by the regulations.
All Workers in a work group are entitled to vote for the
election of an HSR for that work group.

TERM OF OFFICE FOR A HEALTH AND


SAFETY REPRESENTATIVES

A Health and Safety


Representative for a
work group holds office
for 3 years.

The combination of Health and


Safety Representatives and Safety
Committees provides a clear
mechanism for participative
arrangement to occur and facilitates
an organisations commitment to WHS.

APPROPRIATELY RESOLVING WHS ISSUES


When a WHS issue is identified that is over a risk
level of 1, a WHS action plan should be developed
in consultation with appropriate stakeholders
(usually affected workers and/or their
representatives).
Things to consider when resolving WHS issues
include:
WHS Action Plan Creation
Assigning Responsibility to Individuals
Dealing with Conflict

PROVIDING STAFF WITH INFORMATION


To provide a safe work environment, you must provide employees
with information in a manner that is easily accessible to them.
This means that the level of access that is given to employees is
determined by the level of authority the employee has and the
type of industry that you operate in.

PROVIDING STAFF WITH INFORMATION


Information that management may need to provide staff with will
vary according to:
1. The strategic position and policy of the organisation.
An organisation that has a mission and vision statement will usually
clarify the current and future position of the organisation. Plans,
statements and goals, policies and procedures are developed to
reflect the organisations compliance and where employees stand in
the organisations hierarchy.
2. The organisations risk management plan and WHS Action
Plan
Staff should only really be given the information that they require in
order to make informed decisions.

PROVIDING STAFF WITH INFORMATION


Examples of information that could be needed to make
informed decisions around WHS could include:
Training information and data
Hazards that may exist in the workplace
Manufacturers manuals and specifications
Rights and responsibilities
Risk assessments
Risk control strategies
Safe work procedures
WHS consultation and participation processes
WHS Acts, Regulations, codes of practice and guidelines
Workplace WHS policies and procedures

PROVIDING STAFF WITH INFORMATION


Common ways of communicating and sharing WHS
information with staff in an organisation include:
Intranet
Email
HSRs and HSCs
Team meetings / toolboxes
Newsletters
Training

PRESENTATION SUMMARY
Now that you have completed this presentation you will be able to:
2.1 Work with workers and their representatives to set up and
maintain participation arrangements according to relevant WHS
legislation.
2.2 Appropriately resolve issues raised through participation and
consultation arrangements according to relevant WHS legislation.
2.3 Promptly provide information about the outcomes of participation
and consultation to workers and ensure it is easy for them to access
and understand