WORKPLACE HEALTH & SAFETY POLICY Issue Date: 6 th December 2013

Transcription

1 WORKPLACE HEALTH & SAFETY POLICY Issue Date: 6 th December

2 -- INTRODUCTION Combined Distribution Management Pty Ltd (CDM Logistics) recognises the need for each of its employees to be provided with a safe and healthy work environment. It is therefore company policy to make every reasonable effort to meet the needs of accident prevention, injury protection, and the promotion of health, safety and welfare of all employees. OBJECTIVES To provide facilities designed to minimise risk and develop safe working practices to ensure that the risks to personnel are minimized. To minimise any adverse impact of its activities to all employees and the public. That safety systems are in place before any operation is carried out and that if safety was to be compromised, operations are to be suspended. To regularly audit and continually improve occupational health and safety standards and procedures. To employ competent, adequately trained personnel. To have all personnel recognise their responsibility and identify and eliminate hazards and to prevent injury to themselves and others. To promote a proactive approach to health and safety and to encourage personnel to participate in the development of Occupational Health and Safety programs. To provide adequate levels of health care and rehabilitation for all personnel. To share occupational health and safety experience with all personnel and relevant external organizations and suppliers. That its contractors and third parties clearly understand and adhere to occupational health and safety policy standards and, where necessary, assist in achieving this. 2

3 OCCUPATIONAL HEALTH AND SAFETY POLICY Combined Distribution Management (CDM Logistics) is committed to providing a safe and healthy work environment for all staff and contractors. This will best be achieved by following occupational health and safety procedures, which are monitored, reviewed, implemented and audited to achieve best practice. CDM s commitment to occupational health and safety for its employees and sub contractors is as important as the Company s commitment to outstanding service to customers. There can be no compromise with occupational health and safety. The Company undertakes to regularly review this policy to take into account any changes in legislation. DIRECTORS AND MANAGEMENT The directors and management of CDM Logistics recognise their responsibility for providing the safest possible working conditions for all employees and sub-contractors. The Directors and Management also commit to undertake the following: Comply with the requirements of Statutory Authorities in the manner of Occupational Health and Safety. Establish and support infrastructure, which will enable a co-operative effort by management and personnel for the prevention/reduction of workplace accidents and injuries. Provide effective training and instruction for all employees to enable them to perform required tasks competently and safely. OPERATIONS MANAGER AND LEADING HANDS Operations Managers and Leading Hands will commit to undertake the following: Be responsible for safety, health and working conditions of employees under their control. Provide initiative and follow up action on all matters concerning health and safety. Report any hazards identified and initiate corrective action where appropriate. 3

4 EMPLOYEES All employees are required to comply with occupational health and safety policies, programs, safe work procedures and practices to ensure they re own health and safety and that of others. Each employee may take action within their competence and responsibility to report or make recommendations as is necessary to avoid, eliminate or minimise hazards in regard to working conditions, work methods or work procedures. All employees commit to undertake the following: Expected to co-operate willingly in the objective of making a safe and healthy workplace. Required to observe and practice safe work methods. To ensure that where safety equipment is provided, it is at all times used correctly. To report any unsafe work conditions to supervisor or management. To co-operate in reasonable workplace changes designed to assist in rehabilitation of fellow workers. CONTRACTORS AND SUB-CONTRACTORS All contractors and sub-contractors engaged to perform work on behalf of CDM Logistics, are required as part of their contract or agreement, to comply with the occupational health and safety policies, and safe work procedures. Failure to comply or observe a directive will be a breach of agreement and sufficient grounds for termination of the contract or agreement. REVIEW This policy will be reviewed when required by changes in legislation, or when company operations require it. If at any stage the above policy is altered, all employees will be consulted and notified in writing of the applicable changes. 4

5 REHABILITATION POLICY Every endeavour is made to provide employees with a safe and healthy working environment. Should injury or illness occur, CDM Logistics will facilitate an employee s return to work in accordance with guidelines outlined in the Workplace Injury Management and Workers Compensation Act 1998 and Workers Compensation Act It is Combined Distribution Management Pty Ltd company policy that: Should injury occur, the rehabilitation process will be commenced as soon as possible after incident occurs, consistent with medical advice. Returning injured employees to the workplace, on suitable duties, under medical guidance, is to be the normal expectation. CDM Logistics will ensure that suitable duties are made available to all partially incapacitated employees. This is to be an integral part of the rehabilitation process. Consultation will be maintained with our employees, and their representatives in the development and operation of the rehabilitation program, consistent with the need to keep all details confidential. 5

6 DRUG AND ALCOHOL POLICY AIM It is recognised that the inappropriate use of drugs and alcohol by employees can lead to major deficiencies in an individual s work performance and is a contributing factor in industrial accidents and road fatalities. The aim of this policy is to eliminate hazards associated with drivers affected by drugs or alcohol whilst working on behalf of CDM Logistics. It aims to provide pro-active assistance to employees and sub contractors to overcome problems associated with the inappropriate us of drugs and alcohol. PROCEDURE CDM logistics regards an individual s dependence on alcohol or other drugs as a potentially treatable condition and as such, allowances for treatment will be made as for any other illness. Drivers, who feel they are developing or already have a problem with drug or alcohol dependence, are encouraged to report their concerns to management for referral to appropriate treatment. These discussions will remain confidential at all times. Where management detects a deterioration of a driver s performance it should be remembered that there may be a medical reason for this. Following a driver interview with regard to performance, a driver may be asked to seek medical advice. The decision to undertake treatment is the responsibility of the individual concerned. Where a driver refuses to accept assistance where drug and alcohol abuse is proven and the driver experiences a subsequent recurrence of such abuse whilst in employ, this will result in a termination of contract. This drug and alcohol policy does not exist to protect or exempt drivers from statutory or legal requirements, these apply regardless. Any employee or sub-contractor that presents for work under the influence of drugs or alcohol will be subject to disciplinary action. 6

7 FATIGUE MANAGEMENT POLICY It is recognised that driver fatigue is the single most significant cause of road crashes that involve heavy vehicles. The aim of this policy is to eliminate hazards associated with drivers affected by fatigue whilst in CDM Logistics employ. It attempts to achieve this without recourse to disciplinary actions or dismissal. It aims to ensure that CDM Logistics meets its obligation in respect to providing a safe working environment for its employees and the community. It aims to provide proactive assistance to employees to overcome problems associated with fatigue by providing adequate training and health promotion. Maximum driving hours and requirements for rest breaks are prescribed under road transport legislation. It is both the company and the driver s responsibility to ensure that driving hour requirements under the Occupational, Health and Safety act are met in order to reduce fatigue. 7

8 SUMMARY SUMMARY OF RETURN TO WORK PROGRAM FINDING SUITABLE DUTIES When the injures employee is, according to medical judgment, capable to return to work, an individual Return to Work Plan will be developed offering suitable duties which will be identified after consultation with relevant parties and will be specified in writing. INVOLVING A REHABILITATION PROVIDER The doctor or insurance provider will identify approved rehabilitation providers that might be appropriate for any particular case. Injured employees will, however, retain the right to nominate an accredited provider of their own choice. DISPUTES Any dispute over an injured employee s Occupational rehabilitation will be handled by discussion among the OH&S Coordinator, the Depot Manager and the respective employee. Where the dispute is not resolved, the OH&S Coordinator will request advice and assistance from the appropriate authorities. Where resolution is not achieved using the above process, the matter will be referred to the Division of Rehabilitation Services of the Workcover Authority. 8

9 SUMMARY OF EMPLOYER OBLIGATIONS An employers obligations under legislation which include Occupational Health and Safety Act 2000 Workplace Injury Management and Workers Compensation Act 1998 Workers Compensation Act 1987 To ensure the health, safety and welfare at work of all workers To have a summary of the Workers Compensation Act on display in the workplace To have a workers compensation insurance policy covering all employees. To keep a record of wages paid for at least the previous seven years. To establish a Return to Work program which is consistent with the insurer s injury management program. To produce the program in printed form. To pay for the initial cost of developing the Return to Work Program and to provide employees with adequate information on rehabilitation and compensation. To notify insurer within 48 hours of any incident where a worker will be off work for more than 7 days. All other injuries are to be notified within 7 days. To have a register of injuries book in which workers should write work related injury details. To send an injured workers claim form to the insurer within 7 days of receipt of the claim. To comply with obligations imposed under an injury management plan written by the insurer. To make suitable duties available to injured workers who are certified fit for suitable duties. 9

10 To notify the insurer if unable to provide suitable employment when requested by a partially incapacitated worker. To not dismiss an injured worker because of the injury within 6 months of the worker becoming unfit. SUMMARY OF EMPLOYEE OBLIGATIONS An injured worker s obligations under legislation which includes o Occupational Health and Safety Act 2000 o Workplace Injury Management and Workers Compensation Act 1988 o Workers Compensation Act 1987 To take reasonable care in the performance of work so as to prevent work-related injuries to self and others. To cooperate in worksite changes designed to assist the return to work of fellow workers. To notify the employer of any injury as soon as possible after the injury happened (and before voluntarily leaving the employment in which the injury has happened). To note injuries in the Register of Injuries book. To obtain a Workcover medical certificate from a medical practitioner. To specify one nominated doctor or medical practice that is prepared to participate in the development of an injury management and return to work plan. To nominate a treating doctor and authorise this doctor to provide relevant information to the insurer and employer for the purpose of developing and monitoring the injury management plan. To give consent for the nominated treating doctor to provide information for the purposes of an injury management plan and return to work. To participate and cooperate in the development of an injury management plan. To comply with obligations imposed under the injury management plan that has been written for them. 10

11 To attend any medical examinations arranged by the employer/insurer or at the direction of the Workers Compensation Resolution Service or Compensation court. To make all reasonable efforts to return to Work with the pre-injury employer as soon as possible. Submit the claim form within 6 months of the date of injury or within 6 months of becoming aware of having sustained an injury. Limited exceptions to submit a claim exist after 6 months, and only one narrow exception after 3 years. After 3 years the worker must prove that serious and permanent disability results from the injury. To cooperate with the employer to enable the employer to meet their return to work obligations. Workers should be aware that if they unreasonably refuse to cooperate with their injury management plan, the insurance company can suspend weekly benefits. Before suspending benefits, the insurer must write to the worker stating the reasons for suspension and what the worker must do to prevent the suspension. 11

12 EMPLOYEE MANUAL RECEIPT ACKNOWLEDGEMENT To be signed by the employee to indicate that they have received the employee policy and procedure manual and understand the effect. I have received my copy of CDM Logistics, Occupational Health and Safety Policy Statement Manual. It is my responsibility to read and understand the matters set forth in this manual. It is a guide to company policies and procedures. I understand and acknowledge that the company has the right, without prior notice, to modify, amend or delete minor policies, practices and other programs within the limits and requirements imposed by law. Print Name Signature Date 12