Violence in the Workplace

Health & Safety

Manual Handling

If you are a small business owner or employer, your employees may be involved in some manual tasks at work. These could include picking up things or detailed actions including physical effort. By definition, manual handling is the act of pushing, pulling, or using other bodily force to lift and carry loads. Many businesses require their workers to perform some manual handling. Whether it’s retail workers stacking shelves or factory workers assembling products on conveyor belts. Any task, if performed poorly, incorrectly, or for too long – can pose a risk of injury. The most common types of injury are lower back pains, neck pain, and problems with shoulders and arms – including forearm, elbow, wrist, hand, and fingers. These injuries can result from lifting a heavy or unbalanced load only once, or from continually lifting a heavy or unbalanced load. Sometimes these injuries lead to permanent disability and expensive compensation claims. You can reduce disruption to your business by reviewing the tasks your employees do manually and working out how to avoid injuries. Examples of manual handling Regardless of what industry you are involved in, many businesses require their workers to do manual handling tasks that are potentially harmful. Even remaining stationary for long periods can result in short or long-term injury. Some examples of manual handling tasks include: Pushing and pulling trolleys Operating machinery Packing boxes Lifting heavy equipment or objects Leaning over to scan grocery items or wash dishes. Types of manual handling injuries Understanding the type of manual handling required in the workplace, and the effect it has on the human body can go a long way to preventing injury. Musculoskeletal disorders (MSD) are the most common type of injury and disease that occurs due to manual handling. These injuries affect the musculoskeletal system (i.e. bones of the skeleton, ligaments, joints, and cartilage) and restrict movement of the human body. Depending on the activity that leads to the injury, MSD can occur in the form of: Sprains, strains, and direct blows to muscles, ligaments, and tendons. Back injuries include damage to the muscles, spinal discs, nerves, joints, and bones. Injuries to joints and bones, along with injuries to the shoulder, neck, arms, elbows, legs, knees, wrist, hip, hands and feet. Soft tissue injuries (e.g. hernias). Chronic pain that lasts for three months or longer. Acute pain that lasts for less than three months. Muscular and vascular disorders as a result of hand or arm vibration. Some manual tasks may also be hazardous or dangerous. Hazardous manual tasks are tasks that require a person to lift, lower, push, pull, carry or otherwise move, hold or restrain any person, animal or thing that involves one or more of the following: Repetitive or sustained force. Repetitive movement. High or sudden force. Sustained or awkward postures. Exposure to vibration. Hazards can come from work tasks and how they’re performed or poor work design and management. They can also be the result of physical work environments or the way tools, equipment and objects are handled. Steps to reduce manual handling injuries – training and risk assessment Teaching your employees how to correctly perform manual tasks is an effective way to prevent injuries and avoid expensive claims. Many private training organisations offer face-to-face training at your chosen location and convenient online courses to suit your needs. By professionally training your workers on proper manual handling techniques, they will learn how to: Identify the risks and hazards of manual handling. Be familiar with workplace safety requirements and obligations. Correctly use mechanical aids. Adopt the correct lifting techniques. Handle different manual handling scenarios related to their role or position In some cases, you may not need formal training to identify and manage a risk. Introducing mechanical aids or making small changes to work processes or procedures can go a long way to minimising risks. The weight of the load is critical but also important is the frequency of lifting, posture while lifting, the surrounding environment, and the employee’s physical fitness. When you assess any manual handling, always consider the task, individual, load, and environment. You should also have manual handling posters around the workplace to inform employees how to perform certain tasks correctly. Make sure your employees always follow the operating instructions and limitations set by the manufacturer of any products or equipment they are handling. You can eliminate risks of manual tasks or manual handling with good work design. For example, automating any task or systems to eliminate the need for workers to carry loads. Workers compensation Employees who become sick or injured due to work are, in most circumstances, entitled to compensation. Employers must help sick and injured employees gain access to the advice, guidance, and financial support they need to recover and, where possible, return to work safely. Compensation claim payouts are given to employees in one of three ways: Directly from the insurer to the employee. From the insurer through to you. Through an approved workers’ compensation regulator. Each state and territory has its regulations when it comes to workers’ compensation. Therefore, how and where you go to submit a worker’s compensation claim and the amount of money the employee can expect to receive, will depend on the relevant state and territory. Peninsula can advise you on best practices in manual handling. For peace of mind, call our 24/7 helpline.

Health & Safety

Lone Working

The way we work is changing rapidly. Companies and businesses are evolving, and employees can now choose different ways of working, such as hybrid work, remote work or lone working. Lone working has traditionally always existed but with businesses turning global with a local twist, there’s a need to revaluate lone working. In this guide for employers, we explain lone working, who is considered a lone worker, the risks involved with lone working, and your responsibilities as an employer. Please note that the information below is general and not intended to act as advice. If you need health and safety guidance, consult a professional. Lone working Lone working is when someone is working by themselves and/or work in the community with limited support arrangements, therefore exposing them to risks by being isolated. Whether they work alone regularly or only occasionally alone and do not have access to immediate support from managers or colleagues, they are considered lone workers. If an employee cannot be heard or seen by their colleagues or supervisor, they are considered to be working alone. Examples of lone working Remote, isolated, or lone workers include: All-night convenience store and service station attendants. Sales representatives, including real estate agents. Long-distance freight transport drivers. Agricultural workers, scientists, park rangers and others doing field work alone. Health and community workers working with members of the public but isolated from their colleagues. Emergency services. Horticultural workers. Parking attendants. Some lone workers are at a fixed workplace but isolated, or in a maintenance role that takes them all over the worksite. “On call workers” who work overtime, outside normal hours or who open and close work premises, can also be lone workers. Lone working legislation If you are a person conducting a business or undertaking (PCBU), you must manage health and safety risks to your workers, so far as is reasonably practicable. This includes when they are working remotely or in isolation. The model WHS Regulations (regulation 48) specifically addresses remote and isolated work. This includes the requirement for PCBUs to: Manage the health and safety risks to remote and isolated workers. Have systems in place to effectively communicate with workers. As a PCBU, you must, so far as is reasonably practicable: Provide and maintain a work environment that is without risk to health and safety. Provide adequate and accessible facilities for the welfare of the workers. Monitor workers’ health and safety and workplace conditions to prevent work-related illness and injury. Give workers the necessary information, instruction, training, and supervision to do their job without risks to health and safety. Consult with workers, health and safety representatives (HSRs) if you have them, about health and safety issues that may directly affect them. Lone workers’ WHS duties Workers including employees, contractors, subcontractors, labour hire employees, outworkers, apprentices or volunteers have a duty to: Take reasonable care for their own health and safety while at work. Take reasonable care to not affect others’ health and safety. Comply with reasonable instructions. Cooperate with reasonable policies and procedures. Hazards of lone working Lone working, remote or isolated work can involve both physical and psychosocial hazards with the risks exacerbated by poor access to emergency assistance. Remote or isolated workers may also be seen as ‘easy targets’ for violence. Lone workers are at higher risk than others because of the nature and location of their work. They risk violent attack, whether from a thief when opening or closing work premises, or because they work in an area of social deprivation or with vulnerable people. Some lone workers risk being in serious road accidents or injuring themselves because of previously unknown poor health. Other implications for lone workers include: Unfamiliarity with the risks of a remote worksite. The possibility of adopting unsafe practices because they have no supervision. Manually handle tools and equipment between vehicle and workplace or during deliveries Fatigue. Cannot get help or advice in case of sudden illness, accident or another emergency. Managing the risks of lone working The risk management process involves identifying hazards, assessing the associated risks, implementing the control measures to eliminate or minimise risks, and regularly reviewing control measures to ensure they remain effective. As a business owner, you have to be proactive in identifying risks associated with lone working as it may take longer to implement safeguards in those locations. The first step in identifying hazards is to undertake a risk assessment. When looking at risks of lone working, consider: How long the person might work alone for. The time of day when a person may be working alone. What communication tools are available. The location of the work and access to emergency services. The nature of the work. The worker’s skill and capabilities. The risk to mental health. Support the worker may need for their tasks. Controlling the risks of lone working You can control the risks around lone working or remote and isolated working: Ensure workers can access clean, safe, and accessible facilities that are in good working order (toilets, places to eat and store things, first aid kits, drinking water etc). Maintain equipment and furniture regularly. Clean workplaces and facilities regularly, taking into account the shift work or type of work, the likelihood of contamination, and how many workers use them. Provide training, support, and supervision, including what to do in an emergency. Restock soap, toilet paper, consumables regularly. Repair any broken equipment, furniture and fittings. Psychosocial hazards and Lone Working Remote and isolated work can increase the likelihood of workers being exposed to psychosocial hazards. The effects of these hazards can be significant if a worker can’t access support or assistance. Some psychosocial hazards include: Lack of support - they can’t ask questions easily or get immediate feedback from supervisors. Workplace violence - Security guards or retail workers working alone at night face the risk of workplace violence Workplace sexual harassment - Risks of harassment from customers and clients towards workers High job demands - Lone workers have no one to share their workload with or divide tasks Low role clarity - Workers can’t discuss and clarify tasks and sometimes have to manage everything by themselves. Psychosocial hazards are equally serious as physical hazards, and they should be handled carefully. Lone workers should have your support, and they should know who to reach out during times of duress. Reducing risks of lone working According to a survey, safety training is a most desirable form of support for lone workers. Mental health comes in a close second, indicating that lone workers are more vulnerable and struggling to cope with their roles. These statistics are indicative of the training and support your lone workers are seeking. As an employer you have few ways to reduce the risks to your lone worker: Train them fully in the risks of their type of lone working. Set up a system of routine communication with them. Provide good supervision. Identify potentially violent situations and use control measures that could reduce or stop lone working. Provide effective emergency procedures. Set up physical barriers to protect them from violence. Offer multiple ways of reaching out (phone, email, text, etc) so they know you are present for them. Create safe workplaces with Peninsula Lone working is a risky and high intensity form of working. For many small businesses in Australia, remote or isolated work is often the norm. However, some business owners and employers don’t realise the responsibilities that come with overseeing and employing remote or isolated workers. With specialised support services tailored to your industry and business, Peninsula can help you manage your lone workers efficiently. Our targeted materials, training, and resources ensure your lone workers feel supported, safe, and motivated. Call our free advice line today to learn more about lone working.

Health & Safety

Workplace Accidents & Incident Reports

According to research from Safe Work Australia, over 1,165,100 workers have made a serious workers’ compensation claim in the last ten years. At Peninsula, we believe that  it is  important that staff and employers work together to take reasonable steps to improve workplace health and safety, reduce work-related injuries, and to maintain a consistent record of each work-related injury as they occur in the form of incident reports as part of the workplace accident records. In this guide, we discuss incident reports and accident records, things to include, and keeping your workplace safe for all employees. It's important to note that incident reporting will differ according to the state or territory in which you are based. For more information or advice, consult a workplace health and safety professional. Notifiable incidents You may not be able to prevent accidents from happening at work but, if they do happen, you must handle them in a manner that satisfies your obligations. As a person conducting a business or undertaking (PCBU), you must notify your WHS regulator when serious injuries, illnesses and dangerous accidents happen at work. These are referred to as ‘notifiable incidents’. A notifiable workplace incident is any event that exposes a worker or any other person to a serious risk to that person’s health or safety, and it requires the relevant health and safety regulator to be notified. It may also include a ‘near miss’ where no actual injury occurs. Under the various Work Health and Safety (WHS) Acts (2011/2012), other than Victoria, a notifiable incident means: The death of a person. A serious injury or illness of a person or A dangerous incident, arising out of a conduct of a business or undertaking at a workplace. For example, according to the Work Health and Safety Act 2011 (NSW) a serious injury or illness of a person that requires the Workplace Health and Safety Authority, SafeWork NSW, to be notified immediately is an illness or injury that requires: Immediate medical treatment in a hospital. Immediate treatment for: The amputation of a persons’ body part. Serious head injury. Serious eye injury. Major burn. Separation of skin from underlying tissue. Spinal injury. Loss of certain bodily functions. Serious lacerations. Medical treatment within 48 hours of exposure to a substance. You must also review the incident to find out whether there are steps you could take to stop it from happening again. A serious injury, or risk to plant and equipment, will need a more in-depth health and safety investigation. Serious illnesses or injury Notification is also required for the following illnesses: Any infection where the work is a significant contributing factor. This includes any infection related to carrying out work: with micro-organisms. that involves providing care or treatment to a person. that involves handling or contact with animals, animal hides, skins, wool or hair, animal carcasses or animal waste products. The following occupational zoonoses contracted in the course of work involving handling or contact with animals, animal hides, skins, wool or hair, animal carcasses or animal waste products: Q fever. Anthrax. Leptospirosis. Brucellosis. Hendra Virus. Avian Influenza. Psittacosis. ‘Zoonosis’ is any disease or infection transmissible from vertebrate animals to humans. Zoonoses comprise a large percentage of new and existing diseases in humans. Dangerous incidents Some types of work-related incidents must be reported even if no one is injured. The regulator must be notified of any incident in relation to a workplace that exposes any person to a serious risk resulting from an immediate and imminent exposure to: An uncontrolled escape, spillage, or leakage of a substance. An uncontrolled implosion, explosion or fire. An uncontrolled escape of gas or steam. An uncontrolled escape of a pressurised substance. Electric shock. Examples of electrical shock that are not notifiable Shock due to static electricity. ‘Extra low voltage’ shock (i.e. arising from electrical equipment less than or equal to 50V AC and less than or equal to 120V DC). Defibrillators are used deliberately to shock a person for first aid or medical reasons. Examples of electrical shocks that are notifiable Minor shock resulting from direct contact with exposed live electrical parts (other than ‘extra low voltage’) including shock from capacitive discharge. The fall or release from a height of any plant, substance, or thing The collapse, overturning, failure or malfunction of, or damage to, any plant that is required to be design or item registered under the Work Health and Safety Regulations, for example a collapsing crane. The collapse or partial collapse of a structure. The collapse or failure of an excavation or of any shoring supporting an excavation. The inrush of water, mud or gas in workings, in an underground excavation or tunnel, or The interruption of the main system of ventilation in an underground excavation or tunnel. Key things to consider in an incident report To be considered a ‘notifiable incident’, an incident must arise out of the conduct of the business or undertaking. An incident is not notifiable simply because it happens at or near a workplace. Incidents or accidents may happen for reasons which have nothing to do with the work or the conduct of the business or undertaking, for example: A worker or another person suffers a heart attack while at work which is unrelated to work or the conduct of the business or undertaking. An amateur athlete is injured while playing for the local soccer team and requires immediate attention (this is not work). A person driving to work is injured in a car accident (where driving is not part of their work). A person with epilepsy has a seizure at work. These kinds of incidents are not notifiable. Immediate steps after an Incident The WHS law requires: A ‘notifiable incident’ to be reported to the regulator immediately after becoming aware it has happened. If the regulator asks- written notification within the 48 hours of the request, and The incident site to be preserved until an inspector arrives or directs otherwise (subject to some exceptions). Things to include in an incident report Generally, you are obligated to complete an incident report form for every incident however minor and keep a record of every workplace accident (called a ‘Register of Injuries’ in NSW). At a minimum, this must always be available, and each report should contain the following information: Name of injured worker/s. Worker’s occupation or job title at the time of the injury. Worker’s age at the time of the injury. Time and date of injury. The nature of the industry in which the injury was sustained. Exact location of the worker at the time of injury. Exact description of how the injury was sustained (cause). If any treatment was provided to the injured, and if so, what kind of treatment. Nature of injury and the body part/s affected. Names of people who witnessed the incident take place. Date of entry in the register. Name of person making the entry. Anyone injured at work, including direct worker, agency employee, contractor, customer or visitor, must complete an incident report or be noted on the register of injuries. Always store personal data carefully in line with privacy, and health and safety legislation. How to notify You must notify the regulator immediately after becoming aware of the ‘notifiable incident.’ The notification should be done by the fastest possible means, which could be by telephone or by writing, for example an email or online (if available). As a business owner, you should have clear internal systems and communication methods to ensure health and safety incidents are promptly managed according to the law. You should have a clear and documented policy for the procedure to follow in such cases and the person responsible for it. Your health and safety policy should also include these steps. If it is a serious incident, as well as calling the emergency services, you should notify the health and safety authority in your State or Territory immediately, in accordance with the relevant Workplace Health and Safety Legislation.  Please note the information below is mainly based on the model Workplace Health and Safety legislation, and that in NSW. As such, you should consider seeking professional advice that is specific to your circumstances. Investigating a workplace incident Not all workplace incidents are serious enough to warrant an investigation. Once an incident report has been sent to the relevant work health and safety regulator, they will assess the following factors to determine if they should carry out an incident investigation: Severity, or potential severity of the incident. Number of people involved in the incident. Level of risk. Complexity of the situation and amount of factors involved. If the incident is serious enough, once you have notified the Workplace Health and Safety Authority you must make sure the incident site is not disturbed, unless you need to remove the injured person or make the site safe. This is because the  local supervisor or manager – in cooperation with an expert from the relevant work health and safety regulator – must carry out a formal incident investigation procedure to: Determine all contributing factors to the incident – whether it was an accident, near-miss, or a hazard. Record all relevant details about the incident to support an insurance claim, workers’ compensation claim, or common law proceeding. Comply with the applicable legislative requirements. Implement changes to eliminate or reduce the risk of the same incident happening again. You should notify your workers compensation insurer once you have notified the emergency services (if applicable), the workplace health and safety authority, and the site has been secured. During the investigation you must, at a minimum, collect relevant information from anyone who was involved in the incident. While you may receive some of this information in the incident report form, you will need to conduct face-to-face interviews so you can piece together the sequence of events that led to the incident. After you collect this information, you must uncover the cause of the incident and come up with reasonable recommendations to address the contributing factors of the incident to eliminate or reduce the risk of further injury. If the injured worker has filed a workers compensation claim, you will also be required to support the injured worker in their recovery and return to work. Identifying workplace hazards Workplace health and safety accidents can have a negative impact on a business in many ways. They can result in a loss of productivity, reduced staff morale, increased absenteeism, and even temporary or permanent closure. In order to figure out the cause of an incident, and to make appropriate changes to eliminate or reduce the chance of the same incident happening again, you need to perform a risk assessment  at the incident site. While the nature of a workplace risk can vary from place-to-place, the most common types of hazards at work include: Physical hazards: Slips, trips and falls, vibration and noise. Ergonomic hazards: Certain body movements that result in harm to the musculoskeletal system. This may include repetitive movement, manual handling and poor posture. Biological hazards: Exposure to dangerous and infectious organic substances like bacteria and viruses. Chemical hazards: Exposure to hazardous substances found in the workplace. Common types of hazardous chemicals include neurotoxins, immune agents, asthmagens, and carcinogens. Psychosocial hazards: Psychosocial hazards are factors in the design or management of work that increase the risk of work-related stress. If left unaddressed, psychosocial hazards can lead to employees suffering psychological or physical harm.   By assessing the risk site and using the information you collected from all parties involved, you will be able to identify the hazards and evaluate the risks, and then implement the right control measures to minimise the risk of serious injury and illness. You should also have a health and safety policy at work that clearly outlines all these procedures and terms, so all employees are aware of it. If you need to understand your responsibility around incident reports and accidents at the workplace, we can help you. Peninsula has helped thousands of businesses and employers in Australia to implement health and safety measures, policies and training. For peace of mind, contact our expert team for free initial advice. The information in the above article has been compiled on the basis of general information current at the time of publication. Please note that the contents of this article and website and any information provided by our Fair Work Help Line do not constitute legal advice and are not intended to be a substitute for legal or other professional advice and should not be relied upon as such. Your specific circumstances or changes in circumstances after publication may affect the completeness or accuracy of this information. You should seek legal advice or other professional advice in relation to any particular matters you or your organisation may have. To the maximum extent permitted by law, we disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, currency and reliability of the information on this website, and to seek professional advice where necessary. Nothing contained on this website is to be interpreted as a recommendation to use any product, process or formulation or any information on this website. For clarity, Peninsula does not recommend any material, products or services of any third parties.

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Related Guides

Manual Handling

Lone Working

Workplace Accidents & Incident Reports

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Manual Handling

Lone Working

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