Environment, Health & Safety Policy Statement

Transcription

1 Environment, Health & Safety CICG is committed to the continual improvement of our environment, health and safety performance. We will constantly drive performance improvements by monitoring, analysing and learning to achieve positive outcomes. We strive to operate on incident and accident free work site whilst being environmentally responsible. We intend to achieve this by: Protecting our employees and affected stakeholders, including: contractors, visitors, the public as and the environment by; Minimising and where possible eliminating OH&S risks. Carrying out our activities in a manner that will reduce our impacts on the environment hence. Holding all stakeholders in the operations we undertake responsible for safety. Encouraging and empowering all individuals to actively participate in the continual improvement of our safety performance. Expecting our people to follow our minimum standards as set in our Management System Policies and Procedure. Investing appropriately in safety and providing all the necessary resources, trainingand equipment to our employees. Monitoring our performance and compliance level to our Management System Policies and Procedures. Provideing effective and meaningful processes for consultation to employees regarding issues that affect their health, safety, welfare and environment. We recognise our environmental responsibilities and therefore include environmental considerations in all our commitments to Health and Safety. The management and employees at CICG ensure the company remains compliant to all applicable legislations and standards which includes but is not limited to the OH&S Act and Regulations, Environmental Protection Act and Regulations and applicable standards to Health & Safety and Environmental Management System (AS 4801 & ISO14001 Standards). The top management at CICG holds the overall responsibility for the implementation and ongoing compliance to this policy. All employees, contractors and visitors are required to cooperate with the intent of this EMS Policy and applicable management system requirements to ensure their own health and safety and the health and safety of others in the workplace. This policy shall be subject to periodical review as part of the Internal Audit and Management System Review process, to ensure it remains relevant and appropriate at all times.

2 Drugs & Alcohol In keeping with our requirements to provide and maintain a safe and healthy place of work, this policy sets out the responsibilities of all employees and other people engaged by CICG Pty Ltd in the delivery of services. All persons so engaged shall to be at all times fit for duty. It is the personal responsibility of every individual employee to ensure that their work performance is always such that their safety and the safety of all others and their work efficiency is not impaired by the taking of drugs or the consumption of alcohol during working hours. The decision on a person s ability to work safely and their fitness for duty will be determined by the employee s immediate Manager. While there is no simple or reliable way to assess a person s impairment, the consumption or use of alcohol, drugs or any other substances that may affect a person s ability to work safely or efficiently is not permitted. People taking prescription or overthe-counter medications that may impair performance are to advise their Manager. All such advice will be treated confidentially. Employees or other people who are observed to be in breach of this Policy will be subject to the Company s disciplinary procedures and, depending on the circumstances; their behaviour may be treated as serious is conduct. Affected employees who are observed to be in breach of this policy will be cautioned and removed from the workplace immediately. Counselling, including the provision of independent and confidential external counselling, professionals will be offered as appropriate. Personal leave or leave without pay may be negotiated to enable rehabilitation and counselling. No one will be disadvantaged in the workplace as a result of an employee undertaking a Counselling or rehabilitation program.

3 Relations Strategies CICG has built a reputation for being able to successfully manage industrial relations. Our general industrial relations record is excellent, with minimal or no industrial problems on our projects as a direct result of our operations and systems of management. This can be attributed to our strategy which focuses on prevention rather than cure. There are three important elements, which will assist CICG in delivering successful industrial relations management on our projects. Satisfactory corporate philosophy. The appropriate strategy for the specific project, and The right people. CICG Corporate Philosophy CICG s policy on industrial relations is strong. We have a good working relationship with senior representatives of building industry employee organisations, and support the Code of Practice for the Building and Industry. We have established good relationships with our site employees and ensure that site issues are dealt with promptly. CICG management actively ensures that its on-site staff provide leadership and a healthy project spirit. In dealing with the Unions, CICG has established a credible relationship. We have active industry participation to ensure we are aware of industry issues, and proactively attempt to reconcile them within the site specific environment. Crucial to industrial management is the effective management of safe systems. CICG has developed and always implement strong and effective controls on all our sites. CICG had its National Code Compliant EBA ratified by DEEWR on 20 January 2009 and the Workplace Authority on 02 March This EBA operates from 01 March 2009 to 31 March 2011 with wage agreements not expiring until 01 March This virtually ensures industrial harmony for all our projects during this period. In summary, CICG s fundamental approach to Relations is to ensure our relationships are based on understanding, confidence and trust. This has proven over time to be effective. By maintaining strict adherence to our own Certified Agreement (EBA) and the National Code of Practice, we have developed a sensible and professional working relationship with all building industry unions here in Victoria.

4 Non-Discrimination, Equal Opportunity & Harassment It is the policy of CICG that the principles of equal opportunity and nondiscrimination and harassment are always observed. The Company promotes this policy by requiring its Managers and Supervisors to ensure that the following principles are adhered to at all times: Employment practices are non-discriminatory. All staff are free from harassment, violence and bullying. Each employee has the opportunity to raise any matter concerning discrimination or harassment with his or her immediate supervisor, Manager or at the regular meetings of Staff. This policy requires all employees to have respect for another person s beliefs and possessions. It is the responsibility of the Management team to create and maintain a workplace free of harassment. Workplace violence in any form is an OHS/ criminal offence and will not be tolerated by Management. It can include: Assaults touching without consent whether a joke or not and whether or not it hurt. Threatened assaults and apprehension, e.g. arguments, accusations, threats, hinted at reprisals. Harassment bullying conduct not appropriate or relevant to work, e.g. persistent shouting and swearing, unreasonable threats of dismissal, peer to peer bullying, and bullying by supervisors and Managers; sexual harassment, hostile or threatening environment etc. Therefore, any activity that makes a person feel insulted, offended, intimidated and unable to work effectively or safely is not acceptable. Any employee who is the victim of these or similar behaviors is encouraged to report the problem to Management. Management will take any report, or any evidence of harassment or bullying seriously and will investigate the circumstances. In serious circumstances a report to the police may be required. With all investigations natural justice and due process will be observed and all information (the complaint, investigation process and interviews) will be properly recorded. Harassment violence and bullying are serious offences. The Company advises all employees that such practices will not be tolerated in the workplace and action will be taken when such activity is detected or reported.

5 OHS & R Rehabilitation Policy has a total commitment to the health, safety, rehabilitation, and welfare of all persons at our workplaces; and to the timely and Cost Effective Rehabilitation of Injured Employees. is also committed to providing a workplace based Occupational Rehabilitation Service for all workers, and to that end will have a nominated Rehabilitation Coordinator and ensure that the Policy is displayed in all workplaces. Our commitment involves: Preventing injury and illness through the provision of a healthy and safe working environment; Ensuring that all Employees are aware of the Rehabilitation Program and provide appropriate information to an injured Employee in order to facilitate theit understanding and acceptance of the rehabilitation service provided; Enacting timely referrals to Rehabilitation Providers to ensure that occupational rehabilitation commences as soon as possible after an injury or illness; Providing suitable employment/duties, where practicable, for an injured Employee, or partially incapacitated worker, as an integral part of the rehabilitation process; Consulting with workers and their representatives to ensure that our rehabilitation program operates effectively; and Ensuring that participation in the rehabilitation program will not of itself prejudice an injured worker. Management and the OHS&R Management System will also ensure that other Employers provide workplace rehabilitation to their Employees engaged at our workplaces, in accordance with the Occupational Health & Safety Act (VIC) 2004, Accident Compensation Act (VIC) 1985 and Accident Compensation Regulations (VIC) The Rehabilitation Coordinator will make every effort to resolve disputes regarding rehabilitation by consultation with the Employee, Manager, and where applicable, the Rehabilitation Provider and the Employee s Representative. Unresolved disputes may be referred to the WorkCover Authority Rehabilitation Mediation Service.

6 Quality At CICG we are committed to achieving our Vision and Mission by controlling our processes effectively and measuring our performance against defined criteria. We will endeavour to do this by; Monitoring our critical processes and key performance indicators throughout the business. Treating each client as an individual, and do our best to meet their needs and exceed their expectations. Continuously refining and improving our delivery methodologies. Implementing measures to attract, develop, retain and reward talented staff. Improving our information technology system on a regular basis. Providing a safe and healthy work environment for our employees and contractors. Our Quality Management System has been designed to help us monitor and achieve the above objectives, without compromising our moral, ethical or legislative obligations. Furthermore, we will endeavour to continually improve our systems in all facets of the operation at CICG. Every CICG employee, within their capacity, is responsible to contribute towards the achievement of the goals defined in this Policy.

7 Hot & Cold / Sun Smart Work Place Policy recognises the importance of maintaining the health of its employees in every respect and this commitment extends to the development and implementation of procedures guidance materials & awareness training on the use of climate management techniques and products. In particular employees attention is drawn to the correct use and care of UV protective clothing, employees must wear conforming protective wear during periods of increased UV exposure and the company s Site Management staff will advise employees what protective measures are required in accordance with company policy and procedures. will provide all necessary UV protective clothing and materials for the use of employees, and will also make available similar protective measures for the management of any other adverse working conditions. Employees are required to make full use of these safety protection measures at all times. April June