Hrmg100 week 11
- 1. ORGANISATIONAL HEALTH AND SAFETY (OHS)
- 2. A HEALTHY ORGANISATION is profitable grows and has a competitive advantage has employees who experience job satisfaction values and enjoys workplace diversity practices the principles of equal opportunity has low absenteeism and low staff turnover has a minimum of workplace accidents, injuries, deaths and diseases has very few working days lost (strikes) because of industrial disputes
- 3. Definition Mayhew and Peterson define Occupational Health & Safety (OHS) as the physical, physiological and psychosocial conditions of an organisations workforce, related to aspects of work and the work context the role of effective OHS management is to reduce the risks that exist at a workplace and improve OHS conditions Industrial Relations in Australia 息 2006 Pearson Education Australia 3
- 4. Costs of poor OHS despite the lack of comprehensive data, it is clear that work-related injury, illness and fatalities have had significant impacts in Australia estimated that every year in Australia OHS directly costs the Australian economy at least $30 billion also substantial indirect costs loss of productivity loss of goodwill and corporate image social security payments to injured or ill workers Industrial Relations in Australia 息 2006 Pearson Education Australia 4
- 5. STATISTICS ARE HARD TO FIND! In 1994 the Industry Commission estimated: 68% of workplace accidents and injuries are experienced by men 73% of claims are for accidents 27% of claims are for disease >500 workplace fatalities (deaths) per year The main injuries are from: - falls, sprains, crushing - construction workers, transport workers, factory workers
- 6. Some Workplace Hazards There are a range of physical and psychological workplace hazards including: physical factors - noise, heat and cold; chemical and biological agents - toxins, poisons and other irritant substances; other hazardous substances - asbestos and cigarette smoke; workplace organisation - dangerous work procedures that involve factors such as loading and handling goods; stress is becoming an increasingly important factor affecting OHS at the workplace Industrial Relations in Australia 息 2006 Pearson Education Australia 6
- 7. Addressing OHS Addressing OHS can normally be categorised under four broad categories: environmental modification and monitoring individual screening and monitoring individual behavior change broader organisation strategies Industrial Relations in Australia 息 2006 Pearson Education Australia 7
- 8. Key Principles of Effective OHS OHS management should be integrated into core management and work activities the use of a systems approach to OHS; that is, there should be a risk assessment and audit as well as a comprehensive and carefully structured control system that allows for monitoring feedback and modifying the system as a result OHS management needs to address and accommodate change management system should ensure worker involvement OHS is everyones responsibility senior staff need to demonstrate their commitment to OHS Industrial Relations in Australia 息 2006 Pearson Education Australia 8
- 9. National and State OHS Legislation Several Acts of Parliament concerned with OHS in Australia Commonwealth government, for constitutional reasons, has had limited power to enact national OHS legislation State and, more recently, Territory governments have had primary responsibility for OHS regulation legislation is often supplemented by codes of practice that advise companies how to comply with legislative requirements employees have also accessed common law to pursue claims against employers Industrial Relations in Australia 息 2006 Pearson Education Australia 9
- 10. The Purpose of Regulation In general, the legal rules and institutions in Australia have been developed to: prevent the occurrence of workplace injury, disease and death rehabilitate workers suffering from work-related injuries or illness in order to assist their return to work provide monetary compensation to workers who have suffered permanent work-related illness and injury or fatal accident (or to their relatives in the case of death) Industrial Relations in Australia 息 2006 Pearson Education Australia 10
- 11. Historical Development of OHS Legislation colonies, and later the States, between 1873 and 1910, adopted a command and control legislative approach to OHS based on the British Factory Acts 1970s and 1980s new state OHS legislation in Australia followed the British based on the concept of duty of care by employers to provide a safe workplace adoption of self-regulation instead of punishment efforts made to promote joint workplace health and safety committees and OHS management systems Industrial Relations in Australia 息 2006 Pearson Education Australia 11
- 12. Historical Development of OHS Legislation (2) Australian Commonwealth Government established the National Occupational Health and Safety Commission (NOHSC) in 1985 NOHSC established to lead and coordinate national efforts to prevent workplace death, injury and disease in Australia Industrial Relations in Australia 息 2006 Pearson Education Australia 12
- 13. Work-related stress a 1995 study of Australian workplaces found that stress was the second most common cause of injury or illness behind dislocation and sprains several factors contribute to stress: high employment job insecurity short-term contracts continuous change bullying Industrial Relations in Australia 息 2006 Pearson Education Australia 13
- 14. Addressing stress Employers should: minimise opportunities for stress to occur, through improved personnel management provide employees with information about the causes and effects of stress provide employees with assistance to overcome stress, including providing employees with information about the need for regular exercise, proper diet, time management and relaxation techniques etc Industrial Relations in Australia 息 2006 Pearson Education Australia 14
- 15. Workplace bullying has emerged as a major and growing OHS issue estimated that at least 10% of Australian workers experience some form of occupational violence each year the consequences of occupational violence for an individual can be physical and/or psychological perspective of target (not perpetrator) is critical most bullying behaviour is subtle. Violence is a minority of cases; has been long suffered in silence toughening of legislation and penalties, emphasising duty of care Industrial Relations in Australia 息 2006 Pearson Education Australia 15
- 16. Sexual Harassment an increasingly important issue can result in significant law suits against an organisation as well as a damaged public image includes a range of behaviours from sexually suggestive remarks and the unnecessary display of sexual material, to persistent and unwanted physical contact victims of this type of behavior often suffer a loss of self- esteem and considerable stress changing workplace behavior and culture can be a slow process through introduction of appropriate policies and training Industrial Relations in Australia 息 2006 Pearson Education Australia 16
- 17. Obesity Obesity has reached crisis point in several developed countries Obesity rates have more than doubled in Aus. in the last 20 years and accelerating A major health concern that can affect worker and company productivity. Emerging as perhaps the greatest threat to national health Several organisations and govt are introducing campaigns aimed at lowering obesity levels. Major emphasis on educating people Industrial Relations in Australia 息 2006 Pearson Education Australia 17
- 18. HIV/AIDS Australia has been relatively successful at containing HIV every organisation should develop acceptable and sensitive polices that protect workers without discriminating against HIV-infected workers HIV/AIDS policy should inform employees about HIV and explain how the organisation is responding to the issues in the workplace some organisations have refused to issue a special policy because they are treating as another infectious disease (Stone, 2005) Industrial Relations in Australia 息 2006 Pearson Education Australia 18
- 19. Terrorism Awareness of security issues in Aus organisations has increased markedly in last 10 years Security screening, debugging of board rooms Visible and undercover security personnel Proactive training of staff to deal with security incidents Encourage staff to report unusual behaviour
- 20. The Risk Management Process Industrial Relations in Australia 息 2006 Pearson Education Australia 20 Identify and assess hazard Can the source of the hazard be removed? Yes Do so No Can workers be separated from the source of the hazard? Yes Do so No Would training remove the hazard? Yes Do so Negotiate introduction and use of personal protective clothing and equipment No