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PEOP-048

OCCUPATIONAL HEALTH AND SAFETY MANAGEMENT SYSTEM FOR

ENZED FRANCHISES

01 November 2005 This Occupational Health & Safety Management System (OHSMS) is a guide only to managing occupational health and safety in Enzed franchises and no person should rely solely on the contents of this system when managing occupational health and safety within their business and its workplaces. The OHSMS is distributed with the understanding that Parker Hannifin (Australia) Pty Ltd is not responsible for the results of any actions taken by an Enzed franchise, franchised hose doctors and other Enzed contractors on the basis of any information contained in this document, nor for any errors or omissions. The OHSMS is based on information provided by state authorities at the time of writing, July, 2005. Occupational health and safety legislation is constantly being reviewed and changed by federal, state and territory governments. Each person in an Enzed franchise, franchised hose doctors and other Enzed contractors are responsible for workplace health and safety and they need to be diligent in keeping up-to-date with the responsibilities and requirements of the OHS legislation in their state or territory.

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Issue Date: O1 November

2005

Authority: Parker Hannifin

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Note: If printed as hard copy, uncontrolled unless otherwise specified COPYRIGHT

OHS Management System for Enzed Franchises

CONTENTS

1. ENZED SAFETY MANAGEMENT PLAN 5

1.1 Introduction 5 1.2 Enzed Safety Management Plan requirements 5

1.2.1 Occupational health & safety policy 5 1.2.2 Accountabilities & responsibilities 6 1.2.3 Consultation & communication 6 1.2.4 Hazard identification & risk assessment 7 1.2.5 Personal protective equipment 7 1.2.6 Safety equipment for service vehicles 7 1.2.7 Fitness for work 8 1.2.8 Fatigue management 8 1.2.9 Alcohol & other drugs 8 1.2.10 Smoking in the workplace 8 1.2.11 Contractor management 8 1.2.12 Job safety analysis, safe work method statements,

safe operating procedures 8 1.2.13 Training & development 9 1.2.14 General rules for purchasing 9 1.2.15 First aid plan 9 1.2.16 Site emergency plan 9 1.2.17 Reporting incidents and injuries 10 1.2.18 Injury management & rehabilitation 11

1.3 OHS for Hose doctors 11 2. FORWARD TO ENZED OCCUPATIONAL HEALTH & SAFETY

MANAGEMENT SYSTEM 12 3. OCCUPATIONAL HEALTH & SAFETY POLICY 13

3.1 Objectives 13 3.2 OHS Policy for Franchises 13 3.3 Safety responsibilities and accountabilities at Enzed franchises 14 3.4 Specific OHS objectives and example OHS action plan for

Enzed franchises 16 3.5 Legislative requirements 16 Attachment:

1. Occupational health & safety policy 4. CONSULTATION AND COMMUNICATION 19

4.1 Consultation in the workplace 19 4.2 Statutory requirements for workplace consultation 23 Attachment:

2. OHS consultation statement 5. HAZARD & RISK MANAGEMENT 25

5.1 Hazard identification, risk assessment, and control of hazards 25

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CONTENTS Cont’d

5.2 Safe operating procedures (safe work method statements) 30 5.3 Alcohol and other drugs in the workplace 30 5.4 Smoking in the workplace 32 5.5 Biological hazards 32 5.6 Working with plant, equipment, tools 33 5.7 Electrical safety 35 5.8 Personal protective equipment 36 5.9 Housekeeping 36 5.10 Hazardous substances 38 5.11 Manual handling and ergonomics 42 5.12 Violence in the workplace 44 5.13 Building management 47 5.14 Children at the workplace 48 Attachments:

3. Risk assessment table 4. Hazard summary sheet 5. Hazard identification, risk assessment & control work sheet 6. Writing a Safe Work Method Statement 7. NSW electrical equipment inspection checklist 8. Dangerous goods, hazardous substances & MSDS register 9. Reading labels & material safety data sheets 10. Safe manual handling checklist 11. Workstation checklist 12. Incident & work related illness report

6. CONTRACTING & PURCHASING 49

6.1 Safety for contractors 49 6.2 Safe purchasing 50

7. EMERGENCY PREPAREDNESS 51

7.1 First aid 51 7.2 Fire in the workplace 53 7.3 Site emergency plan 56 7.4 Evacuation of the workplace 56

8.0 INSTRUCTION & TRAINING 57

8.1 Objectives 57 8.2 Training requirements 57 8.3 Induction requirements 58 8.4 Qualifications, licences & competencies 58

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CONTENTS Cont’d

9.0 INSPECTION, MONITORING & RECORDS MANAGEMENT 58

9.1 Workplace inspections 58 9.2 Reporting hazards, incidents and injuries 58 9.3 OHS Reporting 60 9.4 Records and records management 60 Attachments:

13a. NSW injury & illness reporting requirements 13b. Victoria incident notification information 13c. Queensland incident notification form notes 13d. Queensland definition information 13e. Queensland incident notification form 13f. SA early claim flyer 13g. WA notification of injuries & diseases 13h. WA notification of injuries form

10.0 CORRECTIVE ACTION 62

10.1 Objectives 62 10.2 Definitions 62 10.3 Responsibilities 63 10.4 When an incident occurs – reporting & control 64 10.5 Immediately following an incident 64 10.6 Incident investigation procedures 64

11.0 INJURY MANAGEMENT & REHABILITATION 67

11.1 Enzed’s committment 67 11.2 Procedures for action when injury occurs 68 11.3 Consultation 69 11.4 Disputes 69 11.5 Review of the return to work policy 69 11.6 Requirements for Principal Contractors in NSW 69

Attachments:

14. Return to work policy 15 Subcontractor’s Statement Regarding Workers Compensation

12.0 OHS FOR HOSE DOCTORS 70 13.0 SUPPORTING MANAGEMENT SYSTEM DOCUMENTS 70 APPENDICES 1.0 OHS Checklist for Service Centres 2.0 OHS Checklist for Hose Doctors

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1.0 ENZED SAFETY MANAGEMENT PLAN 1.1 Introduction This Enzed Safety Management Plan (SMP) is a quick summary guide to understanding how Enzed franchises are expected to manage the health, safety and welfare of their employees, contractors, visitors and others at Enzed franchise facilities and whilst working off-site. It can be used by small franchises and contractors, such as hose doctors, to gain an overview understanding of their main OHS responsibilities and the principles involved in managing OHS. However, the Occupational Health and Safety Management System (OHSMS) for Enzed franchises which follows this summary guide should be read to fully understand how Enzed Franchises must systematically manage workplace health and safety. It should be noted that the Enzed OHSMS is also itself a summary of the legislative requirements for managing occupational health and safety in Enzed franchises and no person should rely solely on the contents of this system when managing occupational health and safety within their business and its workplaces. The Enzed SMP and OHSMS are based on information provided by state authorities at the time of writing, July, 2005. Occupational health and safety legislation is constantly being reviewed and changed by federal, state and territory governments. Each person in an Enzed franchise, franchised hose doctors and other Enzed contractors are responsible for workplace health and safety and they need to be diligent in keeping up-to-date with the responsibilities and requirements of the OHS legislation in their state or territory. The SMP and OHSMS are distributed with the understanding that Parker Hannifin (Australia) Pty Ltd is not responsible for the results of any actions taken by the employees of Enzed franchises, franchised hose doctors and other Enzed contractors on the basis of any information contained in these documents, nor for any errors or omissions. 1.2 Enzed Safety Management Plan Requirements 1.2.1 Occupational Health & Safety Policy It is the policy of this Enzed franchise to provide and maintain the required standards of safety, for our employees, contractors, customers and individuals who may be affected by our activities. We are committed to ensuring that all our employees are aware of their health and safety responsibilities and the contribution every employee is required to make to provide a safe working environment. In all areas of our operations, we will provide and maintain: • High standards of safety management, with the objective of ensuring the health, safety

and welfare at work of our employees, contractors, customers and persons not in the employ of the company.

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• Sufficient information, instruction, training and supervision to enable employees,

contractors, customers and persons not in the employ of the company to meet the standards set.

• Hazard and risk assessments of all potentially hazardous activities. • A consultation process with employees about matters affecting their health, safety and

welfare. In all our operations, we will ensure that: • We comply with health and safety legislation, Codes of Practice, Standards and safe

working procedures relevant to where we are operating. • All plant and substances which are provided, designed, specified or used by our

company are safe and without risk to health. • Employees are encouraged to propose ideas for improvements in Occupational Health

and Safety matters and to report unsafe practices and conditions. • This policy will be reviewed in accordance with changes in legislation, or when

company operations require it. The owner(s) and directors of this franchise are accountable for the company’ s health and safety commitments, the owner(s) directors and managers are responsible for the implementation of those commitments and all our employees, franchised hose doctors, other contractors, visitors and others responsible for compliance to these commitments. 1.2.2 Accountabilities & Responsibilities All employees, franchised hose doctors, other contractors, visitors and others who are at an Enzed franchise workplace have a responsibility to ensure their own safety and the safety of others around them. All employees, franchised hose doctors, other contractors, visitors and others must, where required by law, familiarise themselves with their requirements under OHS legislation and any requirements set down by the Enzed OHSMS or this SMP or any other policy or procedure designed to improve health & safety at Enzed workplaces. 1.2.3 Consultation & Communication Enzed Franchises will ensure that consultative arrangements, as required under state and territory OHS legislation, are established and will take the form of one or a combination of the following: • The election of one or more OHS representatives. • Other arrangements agreed by a franchise and its employees. Enzed management provides a number of informal and formal channels for consultation and communication. The channels include but are not limited to toolbox talks; site safety meetings; notice boards; the reporting of hazards and incidents; the processes for hazard identification and risk assessment, job safety analysis, the development of safe work method statements and safe operating procedures, training and workplace inspections.

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1.2.4 Hazard Identification and Risk Assessment A hazard is anything that is likely to injure a person or harm a person’ s health. Health and safety legislation in all states and territories requires that employers in consultation with employees identify all potentially hazardous situations which could result in any person in the workplace being harmed. Once a hazard has been identified, the service centre manager/supervisor must, in consultation with employees (or their representative), determine how likely it is that someone could be harmed by the hazard and what the consequence of the resulting injury or illness could be. If the problem is obvious and the likelihood of injury and the seriousness of injury is thought to be high, act immediately to control the risk by using an interim short-term measure. Then do the research required to fully assess the risk and decide on solutions. All hazards that have been assessed should be dealt with in order of priority in one or more of the following ways: • Eliminate the hazard • Substitute the hazard with something else • Isolate or enclose the hazard • Use engineering solutions to remove the hazard • Develop work methods to reduce the conditions of risk, eg: written Safe Operating

Procedures • Use Personal Protective Equipment (PPE) – only as a last resort Hazard identification, assessment and control is an on-going process. Therefore, regularly review the effectiveness of your hazard assessment and control measures. 1.2.5 Personal Protective Equipment As a minimum, all Enzed employees must wear relevant PPE that complies with Australian Standards. Around Enzed sites, the minimum PPE requirements are displayed where appropriate. Whilst working off-site, adherence to each site’ s requirements are to be based on site signage and confirmation of the requirements by the site supervisor and/or the safe work method statement, safe operating procedure, job safety analysis or material safety data sheet that must be followed for the job or task. Each Enzed service vehicle is to carry as a minimum a hardhat, safety glasses, steel cap boots, hearing protection, sunscreen and reflective apparel. Contractors should supply their own PPE and they may be asked to leave Enzed sites if their PPE does not meet Enzed requirements. 1.2.6 Safety Equipment for Service Vehicles It is highly recommended that each Enzed service vehicle carry a rotating orange beacon light for use when servicing vehicles or equipment in hazardous situations. The light (portable or fixed) should be placed on the roof of the service vehicle.

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1.2.7 Fitness for Work Both Enzed management and employees have a responsibility for ensuring that they are fit for the work they must undertake. Please read the requirements for fatigue management and alcohol & other drugs. 1.2.8 Fatigue Management Individuals have a responsibility to ensure that they manage their own levels of fatigue and not turn up to work so fatigued that they may endanger themselves of others. Enzed managers must ensure that persons are not unduly fatigued during the course of their working at Enzed workplaces. 1.2.9 Alcohol & Other Drugs This requirement of the OHSMS states that persons are not allowed work under the influence of alcohol or other drugs. Supervisors are required to observe workplace behaviour to ensure persons are not under the influence of alcohol or other drugs. Supervisors must stop any person suspected of being under the influence from working and report them to their Enzed manager. The Enzed Manager has discretional power to ask an individual to leave site. Termination of the franchise agreement or a breach of the agreement with a view to termination may take place where a franchise owner or employee of the franchise is asked to leave a franchise work site or work site of a customer, or is convicted or loses their licence due to drug or alcohol consumption. 1.2.10 Smoking in the Workplace Specific smoking areas shall be designated by Enzed franchises where smokers may smoke. Enzed managers and supervisors shall ensure that all employees, franchised hose doctors, other contractors and visitors are aware of Enzed’ s smoking policy and that no smoking signs are placed, where appropriate, in Enzed’ s workplaces. 1.2.11 Contractor Management All contractors, especially franchised hose doctors, must comply with the Enzed OHSMS requirements as if they were a full time Enzed employee. 1.2.12 Job safety Analysis, Safe Work Method Statements, Safe Operating Procedures A Job Safety Analysis, Safe Work Method Statement or Safe Operating Procedure is a written safe system of work. It is a described method of operating a piece of machinery or plant or of undertaking a task. It takes account of all the hazards and risks involved, the legislative requirements and training required for doing the job. When completed and understood by employees, it minimises the risk to employees and others from being injured or hurt by work activities. Managers and supervisors at Enzed franchises are to ensure that Safe Operating Procedures are developed in consultation with employees for all hazardous activities undertaken in Enzed workplaces. All employees are to be trained according to the SOP and are to sign the SOP when they understand and can completely undertake the task.

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Where contractors are employed to do a job at an Enzed franchise, it is mandatory that they provide a Safe Work Method Statement (SWMS) for all major works that they are involved in. 1.2.13 Training & Development All Enzed employees, franchised hose doctors and other contractors must be provided with required training prior to starting their job and then be provided with ongoing training that ensures they maintain competence in the task/s that they must undertake. Training records must be maintained for the duration of a person’s employment with Enzed and then for an additional six years. The main training forums include, but are not limited to induction training; SMP/OHSMS training; competency based training; task specific training (JSA/SWMS/SOP), required training courses. 1.2.14 General Rules for Purchasing • Prior to the purchase of any equipment or materials, an assessment should be made of

the existing hazards in the current work situation. • Efforts should be made to identify and obtain equipment or materials, which will

eliminate or reduce existing hazards. • Any potential hazards associated with the new items, including ergonomic

considerations, and the means for controlling the hazards should be identified and documented.

• The purchasing specification should include specific requirements for the reduction, control and (where possible) elimination of hazards and should nominate the relevant sections of any relevant legislation, Australian Standard and any other references.

• Suppliers of equipment, goods and materials must be required to provide full documentation related to any known work hazards that may be present or introduced and the means of controlling them. Where appropriate, this must include MSDSs, operating instructions and training for the employees prior to start up.

• No chemicals are to be brought into the workplace without the appropriate MSDS first being supplied.

1.2.15 First Aid Plan Each franchisee must have a first aid plan. The plan must state: • The number of first aiders required to cover the worksite, including names and contact

details. • The specific training requirements for first aiders. • The emergency response procedures for first aiders. • First aid kits and their management requirements. • First aid recording and reporting system. • Important contact numbers eg. emergency telephone, Poisons Information Centre, local

hospitals, clinics. 1.2.16 Site Emergency Plan Each franchisee shall develop a Site Emergency Plan. The plan will show the: • General lay out of the site. • Position of all buildings, plant, utilities, normal entrances and exits. • Position of fire alarm points, exit doors and fire protection equipment.

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• Location of the evacuation assembly areas. • The location of fire fighting equipment. • The telephone number of the fire brigade, ambulance and police. The plan shall be displayed prominently on notice boards, near major stairways, lifts and fire exits. In the case of leased premises shared with other tenants, the site emergency plan will form part of the relevant site emergency plan for the premise in which the franchise’ s workplace is situated. The site emergency plan will operate when a workplace has to be evacuated due to fire or other emergency situation. 1.2.17 Reporting Incidents and Injuries All incidents must be reported by employees, contractors and visitors to their supervisor, or to the person in charge of the visitor, as soon as practicable after the incident, but not later than before the end of the day or shift. This includes all vehicle accidents and incidents at customer’ s premises. All managers/supervisors MUST report all incidents on the Enzed Incident and Work Related Illness Report within 24 hours after an incident. The service centre manager will ensure that the state or territory OHS Regulatory Authority and their Workers Compensation Insurer is advised of the required details of any serious incidents to “workers” and “non workers” in accordance with legislative requirements. Where injury has occurred, immediate treatment should be given by the first aider on site, and where required, arrangements made for medical treatment and/or transportation to hospital. In the case of serious injuries an ambulance or other similar emergency aid should be sought without delay. In the event of a serious incident involving injury or work-related illness (e.g. death, amputation, loss of consciousness) the service centre manager must be immediately notified. In the case of a serious incident involving a non-disturbance occurrence the OHS Regulatory Authority must be notified immediately by telephone. Notification to the OHS Regulatory Authority should be undertaken by the service centre manager. The scene of the incident is to be left undisturbed until an inspector from the Regulatory Authority or police officer has given approval for clean up, or re-commencement of activities. If person(s) are at risk, rescue action will have to be taken, before approval by the authorities has been granted, in which case the scene should be recorded with photographs and sketches. A Workers’ Compensation Claim Form should be completed for all work related injuries or illnesses where medical treatment has been provided by a doctor. The franchise must conduct an investigation and determine how to prevent the incident from re-occurring. After the investigation, the service centre manager must discuss with employees in the work area concerned, the causes of the incident and measures being taken to prevent it happening again. The OHS Representative should review the outcomes of the investigation and monitor implementation of corrective actions.

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1.2.18 Injury Management & Rehabilitation Each Enzed franchise is committed to: • Preventing injury and illness by providing a safe and healthy work environment. This is

to be achieved by adopting a risk management approach to eliminate or control workplace hazards.

• Ensuring that injury management activities commence as soon as possible after the injury and every effort is made to provide suitable and meaningful duties consistent with the nature of the injury/illness, after seeking appropriate medical advice.

• Providing support through the return to work process to minimise the effects of the injury and to ensure that an early return to work is a normal practice and expectation.

• Providing suitable duties and/or employment for an injured employee as soon as possible as an essential part of the return to work process.

• Consulting with employees and the trade to ensure that our return to work program operates effectively.

• Ensuring that participation in a return to work program will not, of itself, disadvantage an employee in regard to their normal rights.

1.3 OHS for Hose Doctors Franchised hose doctors are independent Pty Ltd companies who contract directly with Enzed franchises to perform repair and maintenance work on high pressure hoses and fittings at customer’ s work sites. As independent companies they are subject to the same health and safety legislation in Australian states and territories as any other company who operates in that state and territory, which includes all Enzed Franchises and Parker Hannifin (Australia) Pty Ltd. Such legislation is found in OHS Acts and Regulations and Mining Acts and related Regulations. Additionally, because franchised hose doctors operate under an agreement and carry the Enzed brand, they must also comply with any additional OHS requirements which are stipulated by the franchise to whom they are contracted. The franchise must in turn comply with the OHS requirements stipulated by Parker Hannifin (Australia) Pty Ltd, the franchisor. Hose doctors who are employees of a franchise have OHS responsibilities as described in OHS legislation and as summarized in this SMP and OHSMS.

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2.0 FOREWORD TO ENZED OCCUPATIONAL HEALTH AND SAFETY MANAGEMENT SYSTEM (OHSMS)

This Occupational Health and Safety Management System is designed to help Enzed Franchises to systematically manage workplace health and safety. The contents have been developed around Australian Standard AS 4804 Occupation Health and Safety Management Systems – General guidelines on principles, systems and supporting techniques. The Safety Management System focuses on the implementation of simple safety management requirements and controls which have proven successful in controlling accidents and preventing injuries. This Occupational Health & Safety Management System (OHSMS) is a guide only to managing occupational health and safety in Enzed Franchises and no person should rely solely on the contents of this system when managing occupational health and safety within their business and its workplaces. The OHSMS is distributed with the understanding that Parker Hannifin (Australia) Pty Ltd is not responsible for the results of any actions taken by an Enzed franchise, franchised hose doctors and other Enzed contractors on the basis of any information contained in this document, nor for any errors or omissions. The OHSMS is based on information provided by state authorities at the time of writing, July, 2005. Occupational health and safety legislation is constantly being reviewed and changed by federal, state and territory governments. Each person in an Enzed franchise and every Enzed contractor is responsible for workplace health and safety and they need to be diligent in keeping up-to-date with the responsibilities and requirements of the OHS legislation in their state or territory.

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3.0 OCCUPATIONAL HEALTH & SAFETY POLICY 3.1 Objectives This Occupational Health and Safety Policy for Enzed franchises describes the commitment of all Enzed franchises to providing safe and healthy working conditions for all employees, contractors and visitors. It outlines the steps that will be taken to meet these commitments. The Policy provides the framework on which to build the Occupational Health and Safety Management System for Enzed Franchises. 3.2 OHS Policy for Franchises (See Attachment 1) It is the policy of ________________________________________ to provide and maintain the required standards of safety, for our employees, contractors, customers and individuals who may be affected by our activities. We are committed to ensuring that all our employees are aware of their health and safety responsibilities and the contribution every employee is required to make to provide a safe working environment. In all areas of our operations, we will provide and maintain: • High standards of safety management, with the objective of ensuring the health, safety

and welfare at work of our employees, contractors, customers and persons not in the employ of the company.

• Sufficient information, instruction, training and supervision to enable employees, contractors, customers and persons not in the employ of the company to meet the standards set.

• Hazard and risk assessments of all potentially hazardous activities. • A consultation process with employees about matters affecting their health, safety and

welfare. In all our operations, we will ensure that: • We comply with health and safety legislation and related Codes of Practice, Australian

Standards and safe working procedures relevant to where we are operating. • All plant and substances which are provided, designed, specified or used by our

company are safe and without risk to health. • Employees are encouraged to propose ideas for improvements in Occupational Health

and Safety matters and to report unsafe practices and conditions. • This policy will be reviewed in accordance with changes in legislation, or when

company operations require it. The Directors of ___________________________________ are accountable for the company’ s health and safety commitments, the Directors and managers are responsible for the implementation of those commitments and all our employees, contractors and visitors are responsible for compliance to these commitments.

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3.3 Safety Responsibilities and Accountabilities at Enzed Franchises The aim of this section is to describe the responsibilities and requirements that Directors, managers/supervisors, employees, contractors, OHS Representatives and visitors/customers have in managing health and safety at an Enzed franchise workplace. Directors • Are responsible for doing all that is reasonably practicable to ensure that their business

complies with required statutory OHS requirements. • Ensure that there is an effective policy for occupational health and safety and that the

responsibilities of the policy are fully understood and carried out by all employees. • Ensure that effective consultation takes place on occupational health and safety matters

which may affect any or all employees, contractors and visitors. • Delegate responsibilities for occupational health and safety matters to managers, and

others in the organisation as appropriate and ensure that they are effectively trained and instructed to undertake those responsibilities.

• Ensure that occupational health and safety is a prime consideration in all forward planning.

• Actively promote health and safety through visible management commitment. All Managers & Supervisors All managers and supervisors are held accountable for the OHS performance of their respective workplaces. They have responsibilities to: • Implement the OHS Policy. • Consult with employees on workplace health and safety practices. • Identify, assess and control risks to health and safety arising from the operations of their

area, using a risk management approach. • Provide adequate training, information, instruction and supervision to all employees. • Make contractors and visitors aware of any required OHS policies and procedures. • Record and report all accidents and incidents. • Investigate all accidents and incidents to determine factors that contributed to them. • Inform and train staff in evacuation procedures. • Give visible commitment and support to all aspects of the OHS Management System. • Ensure that regular inspections of plant and equipment are carried out and necessary

records are kept. • Ensure that all areas under their control are maintained in a condition that is safe and

without risk to health and that any defective plant, equipment or facilities are reported and, where necessary, isolated and de-energised and taken out of use until repaired or replaced or other appropriate action is taken.

Employees All employees are required to: • Follow policies, safety procedures, instructions and training to enable them to work

without adversely affecting their own health and safety or that of others.

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• Report all matters that may affect workplace health and safety to their

manager/supervisor. • Operate equipment in the way it is designed to be used. • Use personal protective equipment provided. • Report all faulty or unsafe equipment to their managers/supervisor. • Take action to avoid, eliminate or minimize hazards. • Report all incidents and accidents and associated damage, whether persons are injured or

not. • Record any hazard that cannot be immediately fixed in the Hazard Record Sheet located

in their workplace. Contractors All contractors are required to: • Follow policies, safety procedures, instructions and training to enable them to work

without adversely affecting their own health and safety or that of others. • Attend any required OHS training. • Report all matters that may affect workplace health and safety. • Operate equipment in the way it is designed to be used. • Use personal protective equipment provided. • Report all faulty or unsafe equipment to the service centre manager. • Take action to avoid, eliminate or minimize hazards. • Report all incidents and accidents and associated damage, whether persons are injured or

not, to the service centre manager. • Record any hazard that cannot be immediately fixed in the franchise Hazard Record

Sheet. OHS Representatives OHS Representatives are responsible for: • Supporting the implementation of a risk management system. • Facilitating consultation on OHS matters. • Immediately reporting to the service centre manager any issues which may affect the

safety and welfare of employees. • Being an observer , as required, during any formal investigation of an accident or

incident that is required to be notified to the OHS regulatory authority (such as WorkCover or Worksafe).

• Being an observer, as required, during any formal report by an inspector from an OHS regulatory authority in connection with the OHS of the workgroup.

• Carrying out workplace inspections. Visitors/Customers Visitors and customers are responsible for following and co-operating with the requirements of the franchise OHS Management System.

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3.4 Specific OHS Objectives and Example OHS Action Plan for Enzed Franchises OHS Objectives By making safety a prime responsibility of all who work within and for an Enzed franchise, each franchise and contractor to the franchise should aim to achieve the following objectives (which in turn link directly to the franchise’ s OHS Policy): • An injury free workplace. • Meaningful and effective consultation about matters that may affect employees’ health,

safety and welfare so there is greater understanding about the reasons for injury and ways of removing or reducing the risk of injury.

• The implementation of a process for hazard identification, risk assessment and control of solutions for all potentially hazardous activities, plant and substances.

• The implementation of safe systems of work for all employee, contractor and visitor activities.

• Employees and contractors knowing and understanding their health and safety responsibilities.

• The implementation of an effective OHS Management System containing safety instructions, safety systems and safety procedures.

• The provision of induction and safety training for all new employees and contractors. • The identification of health and safety training needs for all employees and contractors

and the design and implementation of effective training programmes to meet those needs.

• The regular evaluation of the safety performance of the franchise and its contractors. OHS Action Plan The aim of an OHS Action Plan is to develop and document some explicit goals for a 12 month period which work towards achieving the above objectives. The action plan should show the goal, i.e. what is to be achieved, by what course of action and by when. This action plan should be developed by the franchise in conjunction with the franchise’ s employees and contractors, especially hose doctors. 3.5 Legislative Requirements 3.5.1 Objectives The objectives of this section are: • To provide guidelines for compliance with all health and safety legal requirements

relevant to Enzed franchises around Australia. • To clarify the requirements of the different state and territory OHS legislation and to

define some of the terminology. • To establish the minimum OHS standard with which Enzed franchises will comply. 3.5.2 Conformance Responsibilities The Enzed OHS Management System sets broad standards of OHS conformance for all Enzed franchises and their workplaces in Australia. Specific conformance requirements may vary between states and territories and it is the responsibility of each Enzed franchise in each

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state and territory to ensure their own conformance. The responsibility for OHS conformance remains a line of management responsibility within each Enzed franchise. 3.5.3 The Legislative Framework An Occupational Health and Safety Act The Occupational Health and Safety Act in each state and territory provides broad guidelines for managing OHS in that state or territory. The Act is an umbrella for more detailed occupational health and safety legislation, usually found in OHS Regulations. In all states and territories of Australia, health and safety legislation places an absolute obligation on the employer to ensure the health, safety and welfare of persons at work. In general, this obligation also passes from the organisation to those people who manage and supervise its operations. Defences against breaches of the Act are very limited. Occupational Health and Safety Regulation(s) Occupational Health and Safety Regulations are a set of rules or detailed provisions specifying requirements for certain OHS undertakings, e.g. manual handling, asbestos removal, lead process, handling hazardous substances, etc. Each Regulation often provides general statements of obligation that place emphasis on approved Advisory Standards or Codes of Practice. Breaches of the Regulations can lead to prosecutions. Advisory Standards and Codes of Practice Advisory Standards and Codes of Practice are not legislation as such, but have parliamentary backing. They give practical guidance on how the required standard of health and safety can be achieved in an area of work or when dealing with a specific health and safety hazard or issue. There is generally an obligation to follow the preferred method or stated course of action in the standard or code unless there is another solution, which achieves the same or a better standard of health and safety. Failure to comply with the requirements of an Advisory Standard or Code of Practice is not an offence in itself, but can be used as evidence by regulatory authorities in any action related to a breach of an Act or Regulation. Advisory Standards and Codes of Practice give more details on how to comply with Acts and Regulations, e.g. manual handling, first aid, hazardous substances, workplace amenities, working at heights, asbestos, synthetic mineral fibres, etc. Australian Standards Australian Standards, are accepted as authoritative documents, but have no legal standing of their own. However, specific standards may be called up by legislation and given similar standing to Regulations, Advisory Standards or Codes of Practice. Standards contain large amounts of specific detail about equipment and practices and are a valuable reference when Regulations and Codes of Practice do not exist. Managers must be familiar with the standards that apply to their workplaces. “ Duty of Care” Under common law there is an obligation placed on all people to care for the interests of others. Under health and safety legislation, an employer’ s “ duty of care” is a legal duty to take reasonable care for the safety of employees in all the circumstances of employment. It extends to everyone at an employer’ s workplace, including contractors, their employees and

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any other third party such as visitors. An employer has a duty of care to provide: x Safe premises. x Safe plant. x Safe systems of work. Consideration of whether there has been negligence of “ duty of care” in law takes into account some of the following points: x The foreseeability of loss or injury. x Whether practical means of avoiding or lessening the risk are available and if they have

been adopted. x Identification, assessment and control of hazards and risks. x Evidence of safe systems of work. • Provision of supervision by responsible personnel to monitor and maintain compliance. x Evidence that instruction and training has been given to employees and others to ensure

health and safety risks, and the controls to minimise or eliminate these risks are understood.

• Consideration of the physical and mental demands of the job and a person’ s ability to meet those requirements.

• Ensuring equipment and tools used are in good condition and suitable for the job. Implications of the Legislation Courts may impose severe penalties for breaches of the legislation, not only on the organisation but also on individuals. The object of such penalties is to raise the standard of workplace health and safety. The following list is intended as a reminder of the obligations of the legislation: • An employer must take responsibility for employees’ safety and ensure their health,

safety and welfare at work. The employer must also ensure that persons not in its employment are not exposed to risks to their health and safety. This includes responsibilities to contractors and visitors.

• Penalties for employers can be very heavy. • Those employees directly involved in any workplace accident and those responsible for

supervision or management of a workplace may also be liable under the law. • Offences, which are repeated, can bring much higher penalties than the first offence. • There are imprisonment penalties for some offences. • Management is responsible for ensuring that they know what legislation applies to their

operation. Ignorance of the law’ s requirements is not a defence. • Under OHS legislation, there does not have to be an accident or injury for prosecution to

succeed against an employer where the statutory duty has been breached. That is, the legislation can be used to prevent accidents and injuries and improve the safety of workplaces.

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• There is a liability if incident/accident was considered to be foreseeable. If an accident

occurs and steps are then taken which would have prevented it, then it will be difficult to deny that the accident was foreseeable.

• It is extremely difficult to successfully defend a prosecution because the various acts and regulations impose a very high duty of care.

Actions Necessary to Achieve Conformance with OHS Legislation • Keep up to date with health and safety developments as legislation is continually

changing with new Regulations, Advisory Standards and Codes of Practice being introduced. Ignorance is no defence.

• Frequently take a look at machinery, work methods, storage, etc. and ask whether there is anything which can be improved to avoid possible danger.

• Ensure that there are procedures in place for employee involvement in OHS, e.g. OHS meetings. Employees should recognise hazards in the workplace, report them and moreover, generally know how to fix them.

• Frequently review the health and safety training of employees to ensure that people understand their responsibilities and the businesses’ safety requirements.

• If something is likely to cause an accident - fix it. • Prosecutions frequently focus on lack of written safe operating procedures or safe work

method statements, lack of documented OHS training and inadequate supervision. Make sure those systems are in place at your work area.

• If an employee or contractor refuses to wear safety equipment or to follow safe practices, be prepared to use disciplinary procedures and follow the matter through until conformance is achieved.

• Check that any physical disability or illness suffered by an employee does not heighten the risk of further illness or injury.

• Check that employees are able to read any written information, notices or signs. If there is any difficulty understanding the information, or where employees have English as a second language, provision must be made to communicate effectively with these people.

4.0 CONSULTATION & COMMUNICATION 4.1 Consultation in the Workplace 4.1.1 Objectives • To enable employees in Enzed Franchises and their contractors to contribute to the

decisions affecting their health, safety and welfare at work. • To ensure that there is meaningful and effective consultation with employees and

contractors about matters that may affect their health, safety and welfare. • To achieve reduced workplace injury and disease by involving employees and

contractors in developing and implementing safer and better ways of working.

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4.1.2 Definitions Consultative Process - participation and input to meaningful and effective discussion that draws on the knowledge, experience and ideas of employees, in order to improve the systems for managing OHS. Workplace – any premises where persons work, any recognised or defined area, location or vehicle where employees conduct their duties. Workgroup - a workgroup, under state legislation, is a group of employees that are represented by a particular OHS representative. OHS Consultation Arrangements – means the requirements imposed by legislation with respect to the election of an OHS Representative or the establishment of other agreed arrangements. Employees – primarily refers to employees of the franchise. However, because of the special relationship that a franchise has with its franchised hose doctors, the principles of consultation also apply to these and other contractors. 4.1.3 Duty to Consult Enzed franchises will provide and maintain a forum for employees to regularly discuss and consult on occupational health and safety matters that may affect them. Through consultation, the organisation will become more aware of the hazards and OHS issues experienced by employees, and employees will able to contribute their ideas about how to solve health and safety problems. 4.1.4 Responsibilities Managers and Supervisors It is the responsibility of managers and supervisors to consult with employees about occupational health and safety: • When changes that may affect employees health and safety are proposed to the: - premises where people work. - systems or methods of work. - plant used for work. - substances used for work. • When assessing risks to employees health and safety arising from their work or when the

assessment of those risks is reviewed. • When deciding what measures should be taken to eliminate or control those risks. • When introducing or altering the procedures for monitoring risks. • When decisions are made about the adequacy of facilities for the welfare of employees

and when proposed changes to premises may affect the welfare of employees. Managers and supervisors are to seek the views of employees before decisions are made about the resolution of OHS and welfare issues at their workplace. 4.1.5 Establishing Consultative Arrangements Enzed Franchises will ensure that consultative arrangements, as required under state OHS legislation, are established and will take the form of one or a combination of the following:

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• The election of one or more OHS representatives. • Other arrangements agreed by a franchise and its employees and contractors. In determining which consultative arrangement best enables the organisation to meet its consultative requirements the following criteria must be met: • The arrangement must meet the OHS statutory requirements of the state or territory in

which the arrangement is to be established (refer to Table: Statutory Requirements for Workplace Consultation, Section 4.2).

• The arrangement must provide for the employer and employee to share relevant information that has implications for health and safety.

• Where elected OHS representatives are involved, the arrangement must allow sufficient time for them to gather the views of the employees they represent.

• The arrangement must ensure that employees’ views will be considered by the franchise management and will be taken into account, prior to decisions being made.

• The arrangement must consider how effective and meaningful consultation will be undertaken with employees from non-English speaking backgrounds.

Workgroups A workgroup, is a group of employees that are represented by a particular OHS representative. Workgroups are to be determined so that the OHS representative is able to: • Effectively represent the employees in each work area. • Undertake regular, meaningful communication with the employees in the workgroup. It is not necessary to establish separate workgroups for different categories of employees, or for different areas of work in the same location. However, the diversity of employees and their work may require the establishment of more than one workgroup at a workplace to ensure meaningful and effective consultation. Each employee at the workplace must be included in a workgroup. In some states organisations are required by law to keep an up to date list of workgroups displayed in a prominent location at the workplace. (For more information, refer to Table: Statutory Requirements for Workplace Consultation, Section 4.2) OHS Representatives The purpose of an OHS representative is to provide a direct point of contact for individual employees about OHS matters and to represent employee interests when management raises OHS matters. The establishment of OHS representatives must comply with the following requirements: • The OHS representative must be elected by the employees from the relevant workgroup

that the person represents. In some states, health and safety legislation allows for only one OHS representative and one deputy OHS representative to be elected for each workgroup (refer to Table: Statutory Requirements for Workplace Consultation, Section 4.2)

• The OHS representative (and deputy) must be a member of the workgroup from which they have been elected.

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• The election must be conducted in a manner that is consistent with recognised

democratic principles. • All employees in a workgroup are entitled to vote for the OHS representative (and

deputy). • The identity of the elected OHS representative must be clearly displayed and

communicated to the employees at the workplace. • An OHS representative is elected for a period of at least 2 years. (Refer to Table:

Statutory Requirements for Workplace Consultation, Section 4.2 for individual state requirements). A person elected as an OHS representative is eligible for re-election, for a further term.

OHS representatives in some states (Victoria, A.C.T., S.A) have the power to issue a provisional improvement notice or default notice, to the management of an Enzed franchise where an OHS issue (hazardous situation) has not been remedied. Before issuing the notice, the OHS representative must consult with the person to whom the notice is to be issued. The improvement notice is to include measures which must be taken to remedy the situation. Where an improvement notice is issued, it is legally binding. A copy of the notice is to be given to the service centre manager, who is required to display a copy of the notice in a prominent position at the workplace and notify each employee or workgroup that is affected by the risk. In addition to the powers outlined above, OHS representatives in S.A and the A.C.T., have the power to direct employees to stop work where there is an immediate threat to health or safety. Other Agreed Arrangements Different consultation arrangements may be necessary in some workplaces of an Enzed franchise due to the diverse working arrangements that exist. For example, a work group of franchised hose doctors may arrange to consult directly with the service centre manager. 4.1.6 OHS Consultation Statement All Enzed franchises are to record their consultation arrangements in an OHS Consultation Statement. The statement is to be prepared in consultation with employees and must record the following: • Enzed’ s commitment to protecting the safety and health of employees. • The OHS consultation arrangements (including the relevant workgroup{s}where the

consultation arrangements involve OHS representatives or Other Agreed Arrangements). • How the OHS consultation arrangements were arrived at. • How employees will be consulted about OHS. • When and how the consultation arrangements will be reviewed. It may also cover: • The role and responsibilities of management in regard to OHS. • The role of the OHS representatives and participants in “ Other Agreed Arrangements” . • A procedure to resolve problems that may arise in relation to OHS matters.

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The OHS Consultation Statement is to be made available to existing and new employees and displayed in a place where employees will readily see it. An example of an OHS Consultation Statement appears in its notice board format in Attachment 2 of the OHS Management System. 4.2 Statutory Requirements for Workplace Consultation

State Workgroup Requirements Consultative Arrangement Term of Office

Regulatory Training Requirements

NSW

Workgroup must be formed to enable OHS reps/committee to undertake regular, meaningful communication with the employees from the workgroup.

OHS Representatives and/or OHS Committee and/or Other agreed arrangements

2 years 2 years N/A

Must undertake training approved by WorkCover NSW (4 days)

Queensland No requirement for a workgroup to be established. Employer must list and display a notice of all OHS Reps.

Must elect OHS Representatives if requested by employees.

And/or OHS Committee must be established at the request of an OHS Rep or where an employer chooses.

2 years Must undertake training approved by Division of Workplace Health and Safety

Victoria Workgroup(s) to be established at the workplace. A notice must be displayed which establishes and lists the employees in the workgroup.

Must elect OHS Representatives (One OHS rep. per workgroup)

And/or OHS Committee may be established at the request of an OHS Rep. OHS Reps have the power to: • issue provisional improvement

notice, where immediate risk to workgroup.

No specific time set for term of office.

Must undertake training approved by WorkCover, Victoria. (5 days)

A.C.T. Workgroup must be formed where 10 or more people are employed. A notice must be displayed which establishes and lists the employees in the workgroup. Employer must list and display a notice of all OHS Reps.

Must elect OHS Representatives (One OHS rep. and one deputy OHS rep. per workgroup)

And/or OHS Committee may be established but not mandatory. OHS Reps have the power to: • issue provisional improvement

notice, where immediate risk to workgroup.

• stop work where there is an immediate threat to health or safety.

2 years Must undertake training approved by ACT WorkCover

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Cont/ Table: Statutory Requirements for Workplace Consultation

State Workgroup Requirements Consultative Arrangement

Term of Office

Regulatory Training Requirements

South Australia

Workgroups must be established at the workplace at the request of an employee. Employer must list and display a notice of all OHS Reps.

Must elect OHS Representatives at the request of an employee. (One OHS rep. and one deputy OHS rep. per workgroup)

And/or OHS Committee must be established at the request of an OHS Rep or a majority of employees. OHS reps. Have the power to: • issue a default notice

requiring a situation to be fixed within a specific time.

• stop work where there is an immediate threat to the health or safety of the workgroup.

3years Must undertake training approved by the regulatory authority.

Western Australia

No requirement to establish a work group. OHS Representatives to be elected if requested by employees and/or OHS Committee may be established by the employer or at the request of an employee or OHS Rep.

2 years No specific term

Must undertake training approved by Worksafe W.A.

Tasmania No requirement for a workgroup to be established.

OHS Representatives may be elected where there are 10 or more at the workplace.

And/or OHS Committee must be established where there are 20 or more employees and majority request it.

Tasmania No requirement for a workgroup to be established.

Northern Territory

No requirement to establish a work group.

OHS Committee must be established where there are 20 or more employees and the majority request a committee.

No specific term

Must undertake training approved by the regulatory authority.

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5. HAZARD & RISK MANAGEMENT 5.1 Hazard Identification, Risk Assessment, and Control of Hazards 5.1.1 Objective To ensure that there is a formal process for hazard identification, risk assessment and control to effectively manage hazards that may occur within the workplaces of Enzed franchises, franchised hose doctors and other contractors. 5.1.2 Why Make the Workplace Safer? There are two main reasons: • Out of concern for the health and safety of employees, customers, contractors and

visitors. • So that each franchise’ s duty of care to its employees, customers, contractors, and

visitors can be undertaken, and so health and safety legislative requirements can be met. Workplace hazard identification, assessment and control is an on-going process. It should be undertaken at various times, including: • If it has not been done before. • When a hazard has been identified. • When a change to the workplace occurs. • After an incident (accident) or workplace illness. • At regularly scheduled times appropriate to the workplace. The following procedure for risk assessment (involving hazard identification, risk assessment and control) is a practical guide for helping make all Enzed franchise workplaces safe for employees, contractors, visitors and the public. It will help both management and employees, through consultation, to comply with the health and safety regulations set by regulatory authorities. These regulations require employers to identify, assess, fix and record all hazards and risks in their workplace. The procedure will assist in: • Finding hazards in franchise workplaces. • Assessing the risks that may result because of the hazards. • Deciding on control measures to prevent or minimise the level of the risks. • Fixing the problem using control measures. • Monitoring and reviewing the effectiveness of the measures. The risk assessment procedure can best be illustrated in the following on the next page.

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5.1.3 Step 1: Spot the Hazard A hazard is anything that is likely to injure a person or harm a person’ s health. Health and safety legislation in all states and territories requires that employers in consultation with employees identify all potentially hazardous situations which could result in any person in the workplace being harmed. The hazard identification process requires that: • Past incidents (accidents) be examined to see what happened and whether the incident

could happen again. • Employees be consulted to find out what they consider are safety issues, e.g. how could

an employee be exposed to this hazard? • Work areas or work sites be examined to find out what is happening now. • Information about equipment (plant) and Material Safety Data Sheets be reviewed to see

what is said about safety precautions. • Some creative thinking about what could go wrong takes place, i.e. what hazardous

event could take place here? At Enzed franchises, any hazard which is identified by this process should be recorded by all employees on the Hazard Summary Sheet belonging to each workgroup.

Step 1: Spot the Hazard

Step 2 : Assess The Risks

Step 3: Decide On The Change required

Step 4: Make The Change

Step 5: Monitor and Review

Check if there is a Law, Regulation, Advisory Standard, Industry Code or guidance material made about any hazards you have identified?

Follow the information in the Regulation, Standard, Code or Guide.

If yes

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5.1.4 - Step 2: Assess the Risks Once a hazard has been identified, the service centre manager must, in consultation with employees (or their representative), determine how likely it is that someone could be harmed by the hazard and what the consequence of the resulting injury or illness could be. If the problem is obvious and the likelihood of injury and the seriousness of injury is thought to be high, act immediately to control the risk by using an interim short-term measure. Then do the research required to fully assess the risk and decide on solutions. The process of assessing the risk is undertaken by reviewing any available information about the hazard (e.g. a law, regulation, Australian Standard, industry Code of Practice or guidance material about the hazard) and by using your personal work experience about what sort of accident or illness the hazard could create and how likely this would be to happen. When determining how likely it is that a person could be exposed to a hazard or hazardous event, consideration needs to be given to these “ exposure factors” : • Whether there are any other risk factors that increase the likelihood of exposure? • How often is the person exposed (frequency)? • For how long is the person exposed (duration)? • How many people are exposed? • The likely dose to which the person is exposed? A Risk Assessment Table (see Attachment 3 and over page) is then used to categorise the likelihood and the severity or consequences of each hazard and to give it a “ risk rating” . Once a risk rating is determined, each hazard is then to be given an order of priority on the Hazard Summary Sheet (Attachment 4) so that the service centre manager can easily see the priority of corrective action for all the hazards listed on the sheet. These priorities for risk ratings are listed as follows: • No. 1 Top Priority • No. 2 High Priority • Nos. 3 & 4 Moderate Priority • Nos. 5 & 6 Low Priority The Risk Assessment Table is made up of two judgements – the likelihood of a hazardous event occurring and the consequence that this event will result in. The likelihood and consequence categories for Enzed franchises are set out on the next page.

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Risk Assessment Table

How dangerous is the hazard you’ve found? For each hazard think about:

How severely could it hurt someone or how ill could it make someone?

++ Very Likely Could happen any time

+ Likely Could happen sometime

- Unlikely Could happen but very rarely

-- Very unlikely Could happen but probably never will

Kill or cause permanent disability or ill health

1 1 2 3

!!! Long term illness or serious injury 1 2 3 4

!! Medical attention and several days off work

2 3 4 5

! First aid needed 3 4 5 6

The numbers show you how important it is to do something: 1 Top priority: do something immediately 6 Low priority: do something when possible

LIKELIHOOD How likely could this happen?

C O N S E Q U E N C E S

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5.1.5 - Step 3 & 4: Decide On the Change Required and Make the Change Having identified the hazards in your workplace and assessed their risks, they must be removed or fixed before people are hurt, become ill. All hazards that have been assessed should be dealt with in order of priority in one or more of the following ways: • Eliminate the hazard - remove it from the workplace, eg:

¾ Keep a high standard of house keeping. ¾ Remove protruding objects.

• Substitute the hazard - substitute a substance, method or material to reduce the risk or the hazard, eg: ¾ Replace hazardous cleaning products with non hazardous cleaners.

• Isolate or enclose the hazard - separate the hazard from the workplace, eg: ¾ Chemical store room kept locked except to an authorised person. ¾ Lock out procedures on faulty equipment. ¾ Appropriate guarding for machinery.

• Use engineering solutions – eg. local or general exhaust ventilation. • Administrative Procedures - develop work methods to reduce the conditions of risk, eg:

¾ Written Safe Operating Procedures ¾ Job rotation to restrict hours worked on difficult jobs. ¾ Staff trained in the correct operating procedures.

• Use Personal Protective Equipment (PPE) and training in its use - this should only be used as a last resort to deal with the hazard.

5.1.6 Step 5: Monitor and Review Hazard identification, assessment and control is an on-going process. Therefore, regularly review the effectiveness of your hazard assessment and control measures. Make sure you regularly check for new hazards when work systems, tools, machinery or equipment change. Provide additional supervision when new employees with reduced skill levels or knowledge are introduced to the workplace. 5.1.7 Risk Assessment Worksheet Some hazard identification and risk assessment processes are quite complex. Attachment 5 contains a copy of a “Hazard Identification Risk Assessment & Control Worksheet”. The completion of this worksheet involves: • Identifying the major hazards related to a risk assessment. • Assessing the risk of each hazard, and • Developing any control actions required. This work sheet is to be used by Enzed service centre managers and supervisors for all complex assessments. The results of the assessment for a particular piece of equipment or circumstance would then be recorded on the “ Hazard Record Sheet” as described in step “ 4.1.4 - Step 2: Assess the Risks” above.

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5.2 Safe Operating Procedures (Safe Work Method Statements) 5.2.1 Objectives • To establish and maintain a system which promotes a method of hazard recognition and

identification of controls by conducting a step-by-step Job Safety Analysis which will result in a written Safe Operating Procedure (SOP) or Safe Work Method Statement (SWMS).

5.2.2 Requirements A Safe Operating Procedure or Safe Work Method Statement is a written safe system of work. It is a described method of operating a piece of machinery or plant or of undertaking a task. It takes account of all the hazards and risks involved, the legislative requirements and training required for doing the job. When completed and understood by employees, it minimises the risk to employees and others from being injured or hurt by work activities. Managers and supervisors are to ensure that Safe Operating Procedures are developed in consultation with employees for all hazardous activities undertaken in the workplaces of Enzed franchises. All employees are to be trained according to the SOP and are to sign the SOP when they understand and can completely undertake the task. Where contractors are employed to do a job at an Enzed franchise, it is mandatory that they provide a Safe Work Method Statement (SWMS) for all major works that they are involved in. The contents of the SWMS should include the type of information contained in the sample SWMS entitled “Writing a Safe Work Method Statement” included in Attachment 6. It is a requirement that ALL contract workers sign the SWMS to indicate their acceptance of the stated approach to undertaking the work. Enzed service centre managers and supervisors must sight and retain a copy of the SWMS provided by contractors. Should the SWMS provided by contractors not be to the standard required, the contractor must rewrite and re-submit the SWMS before work can commence. 5.3 Alcohol and Other Drugs in the Workplace 5.3.1 Objectives The purpose of this policy is to ensure that all personnel in Enzed franchise workplaces are not placed at risk to their health and safety by the conduct of persons not in full control of their actions. 5.3.2 Requirements Parker Hannifin (Australia) Pty Ltd endeavors to ensure that its franchises and their employees use of either alcohol or drugs does not impair the safe and efficient running of those franchises or the health of their employees.

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5.3.3 Definitions Employees Primarily refers to Sevice Centre owners and employees of the Enzed

franchise. However, because of the special relationship that a franchise has with its franchised hose doctors, the term employee also refers to these contractors.

Drug: A drug is any substance which, when ingested by any means, is capable of

causing impairment. Impairment: Any detrimental effect induced by an introduced substance or article, on cells

or functions of cells in the human body 5.3.4 Procedure 1. It is unacceptable for any employee of an Enzed franchise to be affected by drugs or

alcohol during their normal hours of work or when working after hours should that particular employee be required for an after hour’ s call.

2. Where an employee of the franchise, or Parker Hannifin (Australia) Pty Ltd believes

that the ability of a franchise employee to perform their duties is adversely affected by alcohol or drugs, the owner/manager of the franchise must advise the affected employee of their conclusion and direct them to leave the site or their current place of work.

3. Alcohol will not be consumed on any Parker Hannifin (Australia) Pty Ltd or Enzed

Service Centre premises unless it is during a company sponsored function. 4. Prescribed medication that may cause impairment must be reported to the service

centre manager. This may lead to the affected employee being banned from continuing his/her duties until that person may be able to perform their duties unimpaired.

5. Any alcohol testing conducted by the police which leads to conviction or loss of

license of a franchise employee may lead to instant termination of the franchise agreement or a breach of the agreement with a view to terminate, or dismissal of that employee.

6. Any franchise employee asked to leave any work site due to drug or alcohol

consumption may lead to instant termination of the franchise agreement or a breach of the agreement with a view to terminate, or dismissal of that employee.

7. Continued abuse of drug taking or alcohol consumption by an employee may lead to

a request from Parker Hannifin (Australia) Pty Ltd or the franchise owner for the employee to participate in a drug and alcohol rehabilitation program at the employee’ s own cost.

8. Continued abuse of this procedure may lead to instant termination of the franchise

agreement or a breach of the agreement with a view to terminate, or dismissal of that employee.

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5.4 Smoking in the workplace 5.4.1 Objectives • To establish and maintain a system that promotes a safe work environment for all our

employees and to ensure they are not exposed to the health affects of environmental tobacco smoke in an Enzed workplace, and premise.

5.4.2 Requirements The main issue concerning smoking in the workplace is that non-smokers should not have to breathe and be exposed to unwanted and unhealthy smoke polluted air. In order to meet Enzed’ s health and safety obligations to provide a place of work that is “ safe and without risk to health” , smoking is prohibited in all enclosed workplaces such as offices, toilets, workstations, work areas, storage areas and in all company vehicles. Specific smoking areas shall be designated by Enzed franchises where smokers may smoke. Enzed service centre managers and supervisors shall ensure that all employees, contractors and visitors are aware of Enzed’ s smoking policy and that no smoking signs are placed, where appropriate, in Enzed’ s workplaces. Where an employee has a smoking problem and wishes to give up smoking, managers and supervisors shall provide an opportunity for an employee to discuss the problem and encourage them to seek external assistance. 5.5 Biological Hazards 5.5.1 Objectives • To protect the health of all franchise personnel in relation to the spread of biological

hazards including infectious and communicable diseases. • To prevent the transmission of infectious communicable diseases within the workplace. • To provide a framework to inform, advise and educate all employees regarding the

prevention and management of communicable diseases in the workplace. 5.5.2 Requirements It is the policy of Enzed to have preventative measures in place in all of the organisation’ s franchises to minimise the chance of exposure to blood borne pathogens, in particular, Hepatitis B and C and the HIV/AIDS virus. Hepatitis B and C are recognised hazards among health care personnel (including first aid attendants), and as there is no specific and effective therapy against this disease, preventative measures are essential. Each service centre manager must: • Identify and anticipate situations where employees may be exposed to HIV and

Hepatitis B and C. • Develop and implement control measures for these situations where employees may be

exposed to biological hazards.

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• Know where to refer employees for counselling and support when they have concerns

about exposure. All service centre managers shall ensure that all first aid kits contain disposable latex or other suitable gloves and also masks for use in mouth-to-mouth resuscitation. 5.6 Working with Plant, Equipment, Tools 5.6.1 Objective • To ensure hazards associated with plant are identified and risks to health and safety are

assessed and controlled, and where practicable, eliminated. 5.6.2 Requirements Plant is a general term, referring to machinery, equipment and appliances. Plant can be powered and mobile such as a forklift or motor vehicle; hand-held such as a power tool; static such as a photocopier, scaffolding, air compressor or crimping machine, hose cutting saw or re-useable assembly machine; or be plant that moves people such as elevating work platforms. Plant can present problems that need to be considered before safe operation can be ensured. All plant requires that hazards be identified, assessed and controlled. An employer must provide persons involved in the commissioning, installation, use, testing, decommissioning, dismantling and disposal of plant with all available information concerning OHS. Each service centre manager and supervisor must review the risk controls for the plant used in their workplace and provide adequate information, training and supervision to their employees about the health and safety measures required for safe use. If managers and supervisors are not sure whether their risk controls are as effective as they need to be, a hazard identification and risk control process must be undertaken for that plant under question. To ensure the legal obligations of each Enzed franchise to protect the health and safety of people who work with or near its plant, service centre managers and supervisors must assess and control risks associated with plant in the following stages: • Installing, erecting and commissioning. • Lease or supply of plant. • Use. • Maintenance and repair. • Dismantling, storage and disposal. As a general guide to spotting the hazards and assessing the risks in regard to plant used in all franchise workplaces, make sure you undertake the following: • Identify and list all plant in the workplace and work out which items are potentially

hazardous and therefore need to be assessed. • Inspect all plant you consider requires an assessment for hazards. • Write down the details of the hazard and risk assessment.

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• Talk to employees who use the plant about hazards, and how these hazards could be

eliminated or controlled. • Read, “use and maintenance information manuals” provided by the manufacturer or

supplier about the plant. • Review records of incidents with that plant and list foreseeable problems. NOTE:

¾ Refer to Section 6.2 “ Safe Purchasing” of this OHS Management System for guidelines to be followed when purchasing plant.

¾ Where the operation or condition of plant presents an immediate risk to health and safety, the plant is to be withdrawn from service until the risk is eliminated or controlled.

¾ Plant requiring maintenance, cleaning or repair is to be stopped and particular risk control measures used (e.g. lock-out or isolation devices, danger tags, permit to work systems). Where it is not practicable to stop plant, operational controls that permit controlled movement are to be fitted and safe systems of work used.

Use of “ Out of Service/Do Not Use Tags” Enzed franchise employees may encounter or be responsible for the application of Out of Service/Do Not Use Tags in their own premises and those of their customers. These tags are used on faulty or unsafe equipment or machinery when the use or operation of faulty or unserviceable equipment or machinery could cause further damage to that equipment or machinery or cause injury to people or cause damage to other plant. An Out of Service/Do Not Use Tag must be attached to the faulty or unserviceable equipment by the person who identifies the fault and the manager/supervisor of the area in which the plant is located must be informed as soon as possible by the person who attached the tag. This person must not leave his or her workplace until their supervisor has been informed. Equipment or machinery on which an Out of Service Tag has been placed must not be used or operated until it has been repaired by a suitably trained and qualified person. An Out of Service Tag may only be removed by the person who rectifies the problem, or by a manager/supervisor of the area in which the equipment is located, or by another responsible person, provided the manager/supervisor or responsible person first communicates with the person(s) responsible for rectifying the problem(s). Before removing the tag, the manager/supervisor must ensure the equipment or machinery is in proper working order and that its operation will not cause damage to plant or injury to people. Wherever an Out of Service/Do Not Use Tag is attached to faulty equipment, the most senior manager for the area or site must be advised. This hazard must also be recorded on the area or site’ s Hazard Summary Sheet for follow up action

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5.7 Electrical Safety 5.7.1 Objectives • To ensure that systems which promote safe work practices for all franchisee employees

working on or in the vicinity of electricity are established.

• To ensure that work done on or around electrical conductors or equipment is only carried out by suitably trained and qualified personnel.

5.7.2 Requirements All Enzed franchises require the establishment of systems which promote safe work practices for all franchise employees working on or in the vicinity of electricity. Therefore all work done on or around electrical conductors or equipment is ONLY to be carried out by suitably trained and qualified personnel. • Franchises are to regularly inspect, test and maintain electrical tools and equipment used

by its employees as required by Australian Standard AS/NZS3760:2001. When warranted, the equipment is to be tested. Where contractors are working at franchise premises or franchise leased properties, the electrical tools and plant used by those contractors will be inspected and assessed by the service centre manager who organises the contract for the work.

• Contractors are to arrange for electrical tools and equipment used by them on franchise workplaces to be tested and tagged in accordance with statutory requirements.

• The testing, tagging, maintenance and repair of electrical tools, equipment and flexible extension leads shall only be carried out by a person licensed to do so. The testing and tagging system shall comply with statutory requirements.

• Records are to be kept by each franchise of all inspections and tests made and maintenance carried out on electrical installations and equipment. The following information is to be recorded: ¾ The name of the person who made the inspection or carried out the test or

maintenance. ¾ The date on which, or dates over which the inspection was made, or the test or

maintenance was carried out. ¾ The result of the inspection, test or maintenance. ¾ The date by which the next inspection and test must be carried out.

To assist in implementing a procedure that will meet the requirements of this policy, Parker Hannifin (Australia) Pty Ltd has adopted the WorkCover NSW electrical equipment inspection checklist which is attached as Attachment 7 of this section. By using the checklist, and dealing with any identified issues, Enzed franchises will have addressed the requirements for the inspection and testing of plug-in electrical equipment at their workplaces.

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5.8 Personal Protective Equipment 5.8.1 Objectives • To establish and maintain a system which promotes safe work practices regarding the

use and maintenance of personal protective equipment (PPE). 5.8.2 Requirements PPE and clothing should only be used for short-term risk management or emergency procedures or additional protection when other risk control measures do not provide sufficient exposure control. Where this strategy has to be adopted the following should apply. Ensure that the PPE or clothing: • Is appropriate for the job. • Complies with Australian Standards. • Fits the person correctly. • Is clean and maintained. • Is stored correctly. Where appropriate service centre managers should provide training about required PPE in regard to why it is needed, and how it is to be used, maintained, cleaned and stored. Personal protective clothing and equipment as required and specified (e.g. safety glasses, gloves, safety boots, overalls) shall be worn and used by all franchise employees at their places of work. 5.9 Housekeeping 5.9.1 Objectives • To establish and maintain a system which promotes a consistent and high standard for

housekeeping. • To safely control the storage of plant and equipment and the disposal of waste. • To sustain a neat and tidy workplace. • To eliminate and minimise the occurrence of incidents and accidents in the workplace. 5.9.2 Requirements Good housekeeping is an important part of any work environment and its practice by all franchise employees will help minimize slips, trips, falls, cuts and other injuries. Housekeeping issues should be included in hazard inspection checklists, so that early signs of poor housekeeping will be identified and corrective action taken to eliminate or minimise the hazard. Signs of poor housekeeping include: • Cluttered and poorly arranged areas and vehicle storage spaces. • Dangerous stacking of materials. • Storage of items that are obsolete or no longer needed. • Blocked aisle ways and emergency exits.

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• Broken containers and damaged materials. • Materials gathering dust/rust from disuse. • Spills, leaks and hazardous materials not properly stored. • Overflowing bins and containers, overcrowded shelves. It is the responsibility of all franchise employees to ensure that good housekeeping practices are followed. 5.9.3 Housekeeping Checklist Items Note: Checklists should not be limited to these items only. Work Places • Walkways must be clean and unobstructed. • Access points to and from work places must be unobstructed. • Fire extinguishers and fire hose reels must be unobstructed. • Exits must be unobstructed. • Spillages must be cleaned up immediately. • Flammable solvents/chemicals must be stored in designated lockers/area. • Machinery and equipment should be placed in clearly designated areas. Offices • Bins and rubbish containers are to be emptied on a regular basis. • Passageways to be clear. • Free access to all exits, fire extinguishers and fire hose reels. • Adequate lighting. • Furniture in good condition and fit for purpose. • Fridges, pie ovens, microwave ovens, water urns, coffee machines, etc. to be regularly

cleaned. • Power cords to be safely routed and regularly inspected and tagged. • Heavy items to be stored at low points where possible. Lighting • Fixed lighting should be appropriate and maintained to ensure operating areas are well

lit. • Lamps should be in a clean state. Dumpsters & Bins • Should have a clear access. • Should not be overfilled. • Should contain only permitted materials. Archive and Material Storage • Materials should be stored in clearly defined designated areas in a neat, tidy and secure

manner.

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• Archives should be stored with a document management company off site wherever

possible. Chemical Storage • All chemicals should be stored in a special designated cupboard (e.g. flammable goods

cupboard) and/or spill trays area in a tidy and secure manner and should be clearly labelled.

Note: Material Safety Data Sheets are required for all chemicals and shall be read in conjunction with chemicals being stored. Redundant Equipment • Should be disposed of if not needed or stored in a neat and tidy manner while awaiting

disposal. Drains & Sumps • Should be kept clear and clean. • Grating, where appropriate, is to fit snugly to prevent tripping hazards. Electrical • Extension leads are to be safely routed and kept clear from water. x Leads and portable electrical equipment should be inspected, tested and tagged

according to the relevant statutory requirements. Change Rooms/Toilets • Change rooms are to be kept clean. Soiled clothes, food scraps and soft drink bottles are

not to be accumulated in change rooms. All used containers and wrappers are to be deposited in the bins provided.

• Toilets and drinking and wash-up facilities are to be kept clean and sanitary. • Detergents, soaps and towelling will be provided. 5.10 Hazardous Substances 5.10.1 Objectives To ensure that Enzed franchises comply with all legislative requirements and Australian standards relevant to hazardous substances and specifically: • To ensure that hazardous substances in use on site are identified and labelled and that

material safety data sheets for them are available and accessible to all personnel. • To ensure a safe system of work is implemented that identifies, assesses and controls

the risks of working with hazardous substances. • To ensure that employees who could be exposed to hazardous substances are provided

with information and training on the nature of the hazards, risk assessment methods and risk control procedures.

• To ensure that suitable controls are available to control hazardous substances and that they are used.

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• Where such controls may not adequately control risks from hazardous substances, to

ensure Personal Protective Equipment (PPE) is provided to employees as required by the risk assessment or Australian Standard and that safe work practices which outline the PPE to be used are communicated.

• To ensure appropriate storage provisions exist for all hazardous substances, poisons and dangerous goods.

• To ensure a safe system is developed for the safe disposal of hazardous substances wastes.

5.10.2 Requirements A hazardous substance is any substance used at work which has the potential to harm the health of persons in the workplace and includes chemicals scheduled under poisons acts, chemicals classified under dangerous goods acts or hazardous wastes. All hazardous substances in use in the workplace can be safely handled provided care is exercised in the storage, use and disposal of the products. Persons need to be informed about the dangers associated with each hazardous substance, and the means of protection from these dangers. Work involving exposure to a hazardous substance shall not proceed until a competent person has made an assessment of the health and safety risks associated with the use of the substance. This is to ensure that persons who may be exposed to hazardous substances in the workplace are provided with information and training on the nature of the hazard and the control measures required to minimise the risk to health and safety. Risks to health and safety from the use of a hazardous substance are to be controlled by elimination of the hazardous substance or if this is not practicable, by substitution of a less hazardous substance. If it is not practicable to eliminate the substance or substitute with a less hazardous material, one or more of the following measures are to be applied (as appropriate) to control the risks to health and safety: • Isolation of the process to control emissions. • Engineering controls, including local exhaust ventilation for vapour, gases or particles. • Adoption of safe work practices to minimise exposure to the substance. • The use of suitable approved personal protective clothing and equipment. 5.10.3 Labelling All containers of substances used or handled in the workplace will be labelled to allow people to use the substances safely. The label must identify the name of the hazardous substance and provide basic health and safety information about risks and precautions. This includes containers into which chemicals are decanted, unless all the decanted chemical is to be used immediately. 5.10.4 Storage of Hazardous Substances Hazardous substances must be properly stored to minimise possible adverse effects. Spillage control (bunds or trays) should be considered in storage, as should separation of incompatible

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chemicals. Weather protection may be needed for some items, and consideration of the relationship of the storage to other activities, people and food may be required. Where necessary, appropriate signs in accordance with statutory requirements shall be placed in and around storage areas. 5.10.5 Employees Duties and Hazardous Substances All employees and contractors working with or near hazardous substances will maintain safe work practices so that their health and safety and the health and safety of those around them, is maintained. • Employees will use the control measures provided to minimise the risk of exposure to

hazardous substances. • The appropriate personal protective equipment will be provided and used. It should be

kept clean and maintained in an appropriate manner. • Employees will practice a high standard of personal hygiene by washing thoroughly and

removing all protective clothing before eating, drinking and smoking. • Defects discovered in any control measures including personal protective equipment will

where required be reported promptly to a supervisor or immediately fixed by the service centre manager or franchise contractor.

• No substance shall be brought into the workplace and used by employees unless the substance has been approved for use by the franchise and has a Material Safety Data Sheet.

• All franchise employees responsible for inviting contractors on to a franchise worksite shall ensure that contractors have approval from the franchise for any hazardous substances they intend to use prior to them being brought on site. This will necessitate a copy of the substance’ s MSDS and risk assessments for the substances proposed for use.

• Under no circumstance is a hazardous substance to be poured down a sink, drain or toilet. If unsure about how to dispose of a substance, refer to the Material Safety Data Sheet or contact the manager/supervisor of the area.

x Franchised hose doctors and other contractors are expected to supply their own PPE when dealing with hazardous substances.

5.10.6 Register of Dangerous Goods/Hazardous Substances A dangerous good is a substance which in terms of its physical and chemical effects, and specifically in relation to transport and storage, has the potential to cause immediate harm and therefore is considered dangerous. A register or inventory of dangerous goods and hazardous substances provides a central listing of all hazardous substances which are used in a workplace. Registers or inventories will be kept in the same place as Material Safety Data Sheets at the workplace and be readily accessible to all employees. Managers/supervisors will consult with contractors and employees in regard to the location and contents of the “ Dangerous Goods/Hazardous Substances Register” (see Attachment 8). Items on the register may include, but not be limited to: • Cleaning agents – corrosives. • Pesticides. • Gases - inert and toxic. • Paints and solvents. • Adhesives and sealants. • Oxidisers.

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A risk assessment must be completed by the franchisee for each hazardous substance used in the franchisee’ s workplace. A record of the results of risk assessments relating to the use of hazardous substances must be kept. Where a risk assessment for a hazardous substance indicates that no specific control measures are necessary, this is to be recorded in the Dangerous Goods/Hazardous Substances Register. Where specific measures are necessary to control risks associated with a hazardous substance, a report on the risk assessment is to be completed and placed in the Dangerous Goods/Hazardous Substances Register. 5.10.7 Material Safety Data Sheets A Material Safety Data Sheet (MSDS) provides the information needed to allow the safe handling, storage and disposal of hazardous substances used at work. In Australia, MSDSs should be set out in accordance with the requirements of the National Occupational Health and Safety Commission (NOHSC). This means that labels and MSDSs are presented in the same format in every state and territory in Australia. A MSDS will tell you: • The ingredients of the product. • The health effects of the product and the first aid instructions. • Precautions to follow when using the product. • Safe handling and storage information. • The appropriate method for disposing of the product. • What to do in an emergency, e.g. a spill. MSDSs can be used to: • Identify if the product is a hazardous substance and/or dangerous good. • Assist in carrying out risk assessments. • Find out how to use a product safely. MSDSs in the recommended format should be held for all chemicals and substances used by and supplied to the workplace of an Enzed franchise. Hazardous chemicals identified during regular site inspections or site audits for which MSDSs have not been supplied, must have their MSDS followed up and supplied by the supplier or manufacturer. An MSDS must not be more than 5 years old. This ensures that it contains current and accurate information. Employees must have access to the Material Safety Data Sheets relating to any hazardous substances used at the workplace. Managers and supervisors must make sure employees understand the significance of the information contained in the Material Safety Data Sheets, e.g. during induction and other training about hazardous substances. Attachment 9 contains a WorkCover NSW publication, entitled “ Reading Labels and Material Safety Data Sheets” which is invaluable in understanding labels and MSDSs.

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5.10.8 Hazardous Substances – Records In Australia, an employer must record and retain certain information relating to hazardous substances for periods between 5 and 30 years as specified under OHS legislation. Contact the OHS regulatory authority in your state or territory for information on these requirements. 5.10.9 Disposal of Hazardous Substances All hazardous substances shall be disposed of according to the instructions contained in that substance’ s Material Safety Data Sheet, or by using the formal disposal facilities of the supplier of the substance or local council (if permitted to do so). 5.11 Manual Handling and Ergonomics 5.11.1 Objectives • To prevent or minimise manual handling injuries throughout Enzed franchise

workplaces. • To ensure that manual handling tasks are identified and assessed, and controls are

introduced to prevent injuries and other adverse health effects to personnel. • To ensure that ergonomic factors are considered and taken into account, to improve

productivity and reduce risk of injury or illness when carrying out: ¾ design and construction of new projects, including refurbishments. ¾ modifications to equipment, work practices, job instructions, etc. ¾ task planning and assignment.

5.11.2 Requirements At franchise workplaces manual handling may involve any activity requiring the use of force to lift, lower, push, pull carry, move, hold or restrain any object or living thing. In addition, ergonomic issues may arise where work involves repetitive or forced movement, or the use of cramped, restrained, confined or restricted postures. (Ergonomics means the relationship between the work activity, the people involved and the environment in which work is performed.) Work activities involving manual handling and ergonomic issues are, as far as is practicable, to be safe and without risk to health. As such, these activities are to be identified and assessed and appropriate solutions implemented to either eliminate or control manual handling and ergonomic risks. All injuries arising from manual handling or ergonomic incidents shall be investigated, a risk assessment completed and preventive action taken. 5.11.3 Identifying Activities Involving Manual Handling & Ergonomic Issues Manual handling hazards and ergonomic issues should be identified when: • Purchasing new equipment. • Designing or redesigning equipment. • Designing the work environment. • Developing and reviewing work practices.

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Information about manual handling and ergonomic hazards should be collected by: • Reviewing past accident reports involving manual handling injuries or injury as a result

of poor ergonomics. • Reviewing manufacturers specifications and safety guidelines. • Talking with those who actually do the job. • Observing the job being done. 5.11.4 Assessing the Risk Manual Handling and Ergonomic Risk Assessment should be undertaken whenever: • A manual handling or ergonomic hazard has been identified. • An incident or accident has occurred involving manual handling or ergonomics. • A new work practice, plant or equipment is being introduced or changed. In assessing a work activity or task, all manual handling and ergonomic risk factors are to be considered. The assessment can be carried out using the Safe Manual Handling Checklist as a guide (See Attachment 10 - the checklist includes questions about the ergonomic hazards of a job) and will take into account the following risk factors: • Actions and movements. • Ergonomic risk assessment. • Workplace and workstation layout. • Duration and frequency of manual handling. • Location of loads and distances to be moved. • Weights and forces. • Characteristics of loads and equipment. • Work environment. • Skills and experience. • Age and physical condition. • Clothing. • Any other factors relevant. Particular attention is to be paid to any environmental factors which may influence risk, including the condition of floors, lighting, housekeeping, noise, heat, cold and fatigue. Where a workstation (e.g. computer and word processing) is to be assessed for ergonomic hazards, use the Work Station Checklist as a guide (See Attachment 11). 5.11.5 Eliminating or Controlling the Risk Risks associated with manual handling or ergonomics are either to be eliminated, or if not reasonably practicable, controlled. Solutions must be identified and discussed with those employees who actually carry out the job, including the OHS Representative for the work area. When considering how to fix a manual handling or ergonomic problem alternatives should be considered according to the following priority:

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• Eliminate the hazard or problem. • Redesign the equipment, materials, process, or workplace layout. • Introduce and use mechanical aids. • Do the job in a different way (e.g. job rotation, warm-up and cool-down exercises, team

lift, training). • Use personal protection (safety clothing). A number of solutions may need to be used in combination to reduce risk over the short and long term. On a regular basis, franchises should review the effectiveness of any risk control measures that have been implemented so as to ensure that safety objectives are being met. Training All employees involved in manual handling tasks will be provided with appropriate manual handling training, including the safe use of mechanical lifting aids, team lifting procedures, manual handling techniques and use of personal protective equipment. All employees are responsible for following the safe methods for manual handling. 5.12 Violence in the Workplace 5.12.1 Objectives To provide franchises with: • Guidelines for recognising and assessing the risks of exposure to violence while at work. • Direction on how to control the risks of violence to prevent injury and its consequences

to employees, contractors and others. 5.12.2 Responsibilities It is the responsibility of franchises to: • Establish procedures for identifying and assessing employee risks to exposure of

violence in the course of their work. • Implement procedures to control the risk of violence. • Provide training and education so that employees are aware of the risks and understand

the control measures that must be followed to minimise the risks of violence. • Monitor the situation through scrutiny of incident reports to ensure that the control

measures introduced are effective and to take corrective action where defects are identified.

• Ensure there are procedures in place to assist employees to recover from the consequences of violence if they experience a violent event.

It is the responsibility of franchise employees to: x Comply with the control measures implemented to reduce the risk of exposure to

violence at work. x Provide input to risk identification and assessment where required. x Report incidents or situations that indicate there is an exposure to the risk of violence.

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5.12.3 Requirements Violence at work is any situation arising out of a person's employment where an employees’ health and safety is deliberately threatened or breached by another employee or non employee, either at the workplace, or while on duty, or, in any other way work related. Preventing and managing occupational violence can be addressed by: • Identifying areas of the workplace and procedures which may contribute to the likelihood

of violence. • Assessing the likelihood or frequency of a violent incident occurring and the potential for

injury. • Developing strategies for controlling the risk. To identify where occupational violence could occur, consider the following: • Previous incidents of verbal or physical violence. • Situations where employees interact with members of the public. • Manning levels, particularly for early starts and late finishes. • Integrity of security, equipment and lighting. • Effectiveness of emergency procedures. • Procedures in place and used for consultation and communication with employees. • Procedures used in cash handling. • The design of premises, e.g. location of pay office, cash sales, car parks. • Procedures for releasing contact phone numbers, names and addresses of employees in

accordance with privacy legislation. • Training of employees who deal with customers, including those employees who are

involved in functions at night. • Regular safety inspections. • Recommendations from audit reports - have these been followed up and implemented? • Procedures in place to deal with grievances, conflict and sexual harassment. • Disciplinary procedures in place. 5.12.4 Managing Violence – Assessing the Risks The first step to managing violence is to estimate the possible outcome of a situation (consequences) and the number of times a person may be exposed to the situation, e.g. an employee takes cash to the bank at the same time every day, using the same route: possible consequence - robbery with violence, personal injury exposure - daily risk - high action - change procedure to reduce employee exposure. Additionally, review the reported incidents and the outcome of investigations. Reporting of incidents of violence at work should take place on the Incident and Work Related Illness Report (Attachment 12) as should any work related incident, injury or illness. Careful analysis and investigation of incidents of violence will highlight areas for corrective action.

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5.12.5 Managing Violence – Control Strategies The development of control strategies will emerge from the identification and assessment process. Where the risk of occupational violence has been identified it is critical that controls are introduced, e.g.: • Upgrading security arrangements for a site. • Installation of adequate lighting in and around premises. • Ensuring access to transport is safe for employees who work late. • Arranging transport for some employees who work late. • Arranging for sufficient people levels to carry out the work safely. • Arranging for security firms to transfer cash to the bank. • Emergency procedures that include means to mobilise assistance if required. • Documented safe operating procedures for at risk tasks. • Training and education of employees so that they understand the risks and the controls

which must be followed. • Regularly reviewing of the situation through safety inspections and analysis of incident

reports and taking corrective action where deficiencies are identified. 5.12.6 Workplace Bullying Bullying in the workplace is unacceptable behaviour, and employees found to have either committed or condoned such behaviour in the workplace may be subject to disciplinary action. Definition of Bullying A bully is a person who uses strength or power to coerce others by fear. Bullying is physical or psychological behaviour or conduct where strength (including strength of personality) and/or a position of power is misused by a person. Bullying may be undertaken by a fellow worker or a manager/supervisor. What is the effect of bullying? The effect of bullying can be to humiliate or intimidate an individual employee or groups of employees and may actually or potentially adversely affect their health and well-being. A variety of behaviours and acts may constitute bullying which, over time, create a negative workplace environment. These may include: • Sarcasm and other forms of demeaning language. • Threats. • Verbal abuse • Shouting. • Coercion. • Punitive behaviour. • Isolation. • Blaming. • "Ganging up". • Constant unconstructive criticism. • Deliberately withholding information that a person needs to undertake their job.

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Bullying can result in absenteeism, reduced employee productivity and increased labour turnover. Bullying may also affect an employee’ s health and lead to illness. Responsibilities All employees must ensure that the way they relate to fellow employees does not negatively affect another employee’ s career, health or well-being. As a first course of action, all employees are encouraged to try to resolve issues of workplace bullying directly with the person they believe is responsible for bullying. If the issue is not successfully resolved this way, an employee may lodge a formal complaint with their service centre manager. All service centre managers must investigate complaints of bullying promptly and thoroughly. Harassment Generally, harassment is any behaviour which: • is uninvited, unwelcome, unreciprocated, and • embarrasses, offends, humiliates or intimidates the recipient. As with workplace bullying, harassment in the workplace is unacceptable behaviour, and franchisee employees found to have either committed or condoned such behaviour in the workplace may be subject to disciplinary action. 5.13 Building Management 5.13.1 Objectives • To ensure that hazard, risk assessments and control measures are undertaken for

buildings and that basic building services are undertaken and provided. • To ensure a satisfactory standard for building amenities. 5.13.2 Requirements of Controller of Premises A controller of premises is a person who has control of premises used by people as a place of work. This can include: • A person who has only limited control of the premises, and • A person who has, under any contract or lease, an obligation to maintain the premises. In most states and territories a controller of premises must: • Identify any foreseeable hazards arising from the premises that has the potential to harm

the health or safety of any person accessing, using or egressing from the premises. • Ensure that hazards are identified:

¾ During any design of the premises, ¾ Before premises are provided for use as a place of work.

• Assess the risks from any hazards. • Eliminate or control risks and ensure that all measures adopted are properly used and

maintained, including records to control risk. Examples of records include risk assessments, training records and records of control measures that have or are being implemented.

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• Provide any employer who uses the premises as a place of work with information

about: ¾ Any foreseeable hazard arising from the premises that has the potential to harm

any person accessing, using or egressing from the premises, and ¾ An assessment of any risk arising from the premises that has not been eliminated

by the controller, and ¾ The measures taken by the controller to control any such risk, and any measures

(including maintenance of procedures and equipment) that the employer may need to adopt to control any such risk.

Where an Enzed franchise is a controller of premises, its workplaces must comply with these requirements and any other specific legislation pertaining to controllers of premises or owners of premises in the state or territory of its workplace. 5.14 Children at the Workplace 5.14.1 Objective • To ensure the health safety and welfare of employees and other people who enter an

Enzed franchise workplace. This includes the children of employees who may enter an Enzed workplace.

5.14.2 The Employee’s Responsibilities All franchise employees need to be aware that a safe working environment for employees may not necessarily be a safe one for children. For this reason any employee who brings a child to an Enzed workplace is responsible for their supervision at all times. Paper shredders, zip hot water heaters, metal scissors, staplers, photo copiers, guillotines are all commonplace in an office situation where employees are trained in their use.. However, they could threaten a child’s safety. There are also many restricted areas including storerooms, workshops, kitchens, factories, construction sites, customer’ s premises and other areas where toxic or hazardous substances are kept. In such an environment, there is not only a risk to the child, but a potential risk to other people as a result of the actions of a child. Further, there is a potential risk of damage to franchise and customer property. Franchise employees should ensure the safety of their children by supervising them at all times and ensuring their child does not access high-risk work areas. Before seeking to bring a child to the workplace employees should also consider the age of the child and the length of time they intend to bring the child to work for. Importantly they should first seek permission from their service centre manager before bringing a child to work. 5.14.3 The Service Centre Manager’ s Responsibility A service centre manager should treat requests for children to be in the workplace sensitively and make a decision on a case by case basis having regard to the reason for the request. Managers must be satisfied that the child will be supervised by the care giver at all times. Where a risk is later identified, the child becomes disruptive or the child is not being adequately supervised, the manager has the right to ask that the care giver remove the child

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from the workplace and take appropriate leave. The manager should ensure that a child being present in the workplace is not an ongoing arrangement, but to deal with a one off situation where there is justifiable cause not to arrange alternative arrangements for the child. 6. CONTRACTING & PURCHASING 6.1 Safety for Contractors 6.1.1 Objectives The objectives of this section are to: • Ensure that contractors and consultants that carry out work for an Enzed franchise have

effective systems and procedures for managing OHS. • Ensure that contractors are aware of the OHS requirements of the franchise for the work

to be completed so as to prevent: ¾ Harm to the personnel of the franchise arising from the activities of contractors. ¾ Harm to the personnel of contractors either from their own activities or from the

operations of the franchise. ¾ Harm to visitors and the public.

• Ensure that all incidents involving contractors are reported and investigated so that corrective action is taken and the appropriate authorities and personnel are notified.

6.1.2 Procedure Definition. A contractor means a person, partnership or corporation that is engaged to work at a franchise’ s workplace for a discrete task or project specified under contract and/or at the direction of the franchise. The franchise shall: • Be responsible for the supervision of the works of the contractor’ s employees and any

sub-contractors they engage. • Ensure that works carried out are done so in accordance with the safety requirements of

the contract (where required), those of the franchise and any relevant OHS legislation. Franchised hose doctors and other contractors are not employees of a franchise. Therefore, they are required to have independent workers compensation and other insurance policies, including public indemnity. Contractors who have not worked with a particular Enzed franchise in the past are to provide evidence of previous similar work experiences/references so an informed judgment can be made as to whether or not the contractor’ s services should be engaged by that franchise. Particular attention should be paid to: • The contractor’ s attitudes to occupational health and safety. • The quality and experience of the contractor’ s personnel. • The contractor’ s organisation for occupational health and safety. • The contractor’ s safety performance on previous work. • Where appropriate, the quality, condition and suitability of the contractor’ s plant,

equipment (including PPE) and tools.

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All contractors are to receive a copy of the Standard Conditions of Contract which outline a franchise’ s OHS requirements. Service centre managers should ensure that contractors are subject to the same site safety requirements as their own employees. It will be necessary for ALL contractors to provide SWMSs or SOPs for any hazardous works before they start a job. Areas where contractors are working should be inspected by the service centre manager regularly. However, this should in no way be permitted to imply to the contractor that their responsibility for safety is in anyway diminished. 6.2 Safe Purchasing 6.2.1 Objectives • To establish and maintain a system for the purchasing and/or hiring of any materials,

equipment, plant and products from external sources to ensure that each item is subjected to a review covering its suitability to undertake the task for which it was purchased.

• To provide guidelines to ensure introduction of materials, equipment, plant and product will not adversely affect the health and safety of franchise employees and others at the workplace into which it is being introduced.

6.2.2 Requirements The purpose of this section is to provide guidelines to ensure that the introduction of materials, equipment, plant and product will not adversely affect the health and safety of franchise employees and others at the workplace into which those items are being introduced. A review and analysis of the health and safety implications of all items to be acquired, to ensure the health and safety of employees who come in contact with the items is not compromised, will take place. This assessment includes all aspects and uses of the items including: • Delivery. • Installation, erection commissioning, use, maintenance and repair, dismantling, storage

and disposal. • Final end use. • Suitability of the equipment to carry out its required duty, i.e. reach, access, safety

features, serviceability. • Specialised training requirements and any OHS information which must be provided to

users of the equipment. An OHS assessment must: • Verify that all purchases and services comply to OHS regulations. • Identify potential hazards and assess the risks of materials/plant and services by

examining technical specifications and other information and undertaking a formal hazard identification and risk assessment prior to purchase/installation.

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• Assess the need for training. • Consult with employees in determining acceptable OHS requirements. • Assess the requirement for personal protective equipment (PPE). General Rules for Purchasing • Prior to the purchase of any equipment or materials, an assessment should be made of

the existing hazards in the current work situation. • Efforts should be made to identify and obtain equipment or materials, which will

eliminate or reduce existing hazards. • Where a franchise imports plant or equipment designed outside the state of NSW into

NSW, the person(s) importing the equipment must ensure that the designers responsibilities set out in the OHS Regulation 2001 (Design of Plant) are met.

• Any potential hazards associated with the new items, including ergonomic considerations, and the means for controlling the hazards should be identified and documented.

• The purchasing specification should include specific requirements for the reduction, control and (where possible) elimination of hazards and should nominate the relevant sections of any relevant legislation, Australian Standards and any other references.

• Suppliers of equipment, goods and materials must be required to provide full documentation related to any known work hazards that may be present or introduced and the means of controlling them. Where appropriate, this must include MSDSs, operating instructions and training for the employees prior to start up.

• The documentation provided by the supplier must be kept for reference, and if the equipment is modified there must be a process for updating the documentation so that the records represent the current status and do not provide out-of-date information.

• Hazardous substances may require special storage facilities and emergency instructions will need to be prepared. The name and other details of the hazardous substance will also have to be added to the Hazardous Substances Register. Employee training in specific handling and storage aspects will need to be arranged.

• No chemicals are to be brought into the workplace without the appropriate MSDS first being supplied.

7. EMERGENCY PREPAREDNESS 7.1 First Aid 7.1.1 Objectives • To establish the minimum requirements covering the provision of facilities for the

treatment and reporting of injuries which require first aid treatment and ensuring effective infection control.

• To ensure this procedure applies to all workplaces, the training of first aid personnel and the reporting of first aid treatments.

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7.1.2 Workplace Injuries Any injury that occurs to a franchise employee should be reported to the employee’ s manager/supervisor where the employee is working. This may mean reporting the injury to the employee’ s service centre manager/supervisor and a manager/supervisor at a customer’ s workplace. Where possible, treatment should only be provided by a designated qualified first person for the workplace. The manager/supervisor for the employee’ s workplace or the designated first aider for the workplace are to record all treatment given on an Incident & Work Related Illness Report (see Attachment 12) in accordance with statutory requirements. The service centre manager must ensure that the relevant regulatory authority is notified of any accident where the injured person is absent from work for more than the specified period. If a person is transferred to a hospital or medical centre, a copy of the Incident & Work Related Illness Report should accompany them. An employee should be given a copy of their first aid record or have access to that record on request. All service centre managers shall ensure that for each franchise: • At least one first aid kit, which conforms with regulations in each state and territory is

provided for each franchise site (including franchise vehicles). The kits are located close to areas where there is a likely risk of an injury/illness occurring. The kits are clearly visible and easily accessible.

• As a minimum, where there are multiple franchise employees at a single franchise site, there is a qualified first aider available to each franchise site during normal working hours.

• The name of the first aider, and contact details are provided to employees and are displayed on each site based first aid kit in its designated location.

• First aider qualifications are maintained. • The Incident & Work Related Illness Report forms are completed and maintained. • A list of contents must be provided with each first aid kit. The trained first aider in the

area is responsible for assessing kit requirements, checking and ensuring replenishment of the contents at least monthly and ensuring that kits are available and not locked whenever employees are at work. At intervals not exceeding 6 months, a full review of first aid kits shall be conducted to ensure the kits still meet the current risk assessment for that particular location and that the contents meet the franchise’ s requirements and that they are within date.

7.1.3 First Aid Plan Each franchise must have a first aid plan. The plan must state: • The number of first aiders required to cover the worksite, including names and contact

details. • The specific training requirements for first aiders. • The emergency response procedures for first aiders. • First aid kits and their management requirements. • First aid recording and reporting system. • Important contact numbers eg. emergency telephone, Poisons Information Centre, local

hospitals, clinics.

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7.1.4 Personnel Protective Equipment for First Aid Appropriate PPE shall be available to protect first aid personnel from the risk of exposure to biological hazards. Where PPE is used it shall be properly selected for the task, be readily available, clean and properly maintained. First aid personnel should be trained in the correct use of the equipment provided. PPE may include the following:

Protective Gloves:

These shall be worn whenever there is a potential for contact with blood or body substances. Disposable PVC or latex gloves shall not be reused. Heavy-duty gloves may be worn where there is a higher level of protection required, for example where there is a risk of exposure to sharp objects or when cleaning a blood or body substance spill.

Protective Clothing:

Clothing such as disposable non-porous overalls or plastic aprons should be worn in situations where there is a risk that the clothing of the first aid personnel may become contaminated with blood or body substances.

Eye Protection:

Goggles and safety glasses shall be worn where there is a risk of blood or body substance splashes entering the eyes.

Safety Footwear:

Safety footwear shall be worn where there is a risk of the feet being punctured by sharp objects, such as broken glass or needles.

Resuscitation Mask:

Expired air resuscitation (EAR) may involve exposure to blood and body substances. Use of a resuscitation mask for mouth to mouth resuscitation reduces this risk.

7.2 Fire in the Workplace 7.2.1 Objectives • To identify emergency fire situations which have the potential to impact on the

workplace. • To provide guidelines for preventing emergency fire situations. • To provide guidelines for responding to emergency fire situations. 7.2.2 Requirements Enzed franchises must ensure that effective measures are in place to prevent the outbreak of fire and that employees are trained in the selection, use and maintenance of appropriate equipment and the procedures for control of fires in the workplace. The three most frequent causes of fire are: • Electrical faults. • Arson.

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• Smoking. The number of fires caused by any of the above can be reduced by: • Ensuring good quality electrical work. • Ensuring good security. • Providing proper containers for rubbish. • Good housekeeping. Fires can be prevented from spreading by compartmentation, control over fire/smoke doors, the restriction of openings and by good housekeeping. Various automatic detection systems, (e.g. fire alarms, smoke/heat detectors, sprinklers and drenching systems) are available as a means of warning about and controlling fires. Proper employee training in evacuation procedures and fire fighting is essential. • Service centre managers shall ensure that all employees are trained in the use of fire

fighting equipment and the steps to be undertaken following detection of fire in the workplace.

• On-site drills may be conducted, at the discretion of each franchise so that personnel are familiar with the various types of fire fighting equipment installed in their workplace and the procedures for calling outside assistance if required.

7.2.3 Extinguishing Equipment Sufficient numbers of the correct types of extinguishers and ancillary equipment such as hoses, sprinklers etc. should be provided to deal with all types of fire hazard. The extinguishing equipment should be located close to likely fire hazards but not so close as to be damaged or cut off from use by fire. • Ensure that the approved types of extinguishers are available for the hazards involved,

eg. water, CO2,, foam, sprinklers, drenching, fire blankets etc. • Standardise on the types of extinguisher available for ease of use. • The positioning of extinguishers and the instructions given to personnel must ensure that

a fire is only tackled when no personal risk is involved and a means of exit is kept open. 7.2.4 Positioning of Fire Fighting Equipment It is essential to ensure that fire fighting equipment is stored in the correct place and can be located quickly and easily. • Ensure that extinguishers are easily accessible and that they are not hidden by machines

or stacked materials. • Use symbolic safety signs or other indicators to ensure that the location of fire

equipment is clearly visible from a distance. • Fire extinguishers should be raised off the floor and hung. 7.2.5 Fire Alarm System Signs indicating emergency exits and stairs should be clearly marked and must be clearly visible at all times even though normal lighting may fail. These areas are to be kept clear at all times. Emergency illumination must be provided wherever necessary in the event of

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failure of normal lighting. All fire and emergency exits must allow safe exit and the indications of safe exit should be positioned along the route all the way to the designated safe area. • All exits should be kept clear at all times. • An alarm system, where required, should be tested at least monthly and a proper

maintenance programme followed. • The alarm should be distinctive so that it cannot be confused with any other sound. It

should be clearly audible throughout the building. • The alarm must register at a central alarm monitoring system. • Where an alarm system is present all employees should know:

¾ what to do in an emergency. ¾ where to find emergency notices and telephone numbers displayed.

7.2.6 Portable Fire Fighting Equipment Portable fire fighting equipment can be used by the occupants of a building before the arrival of help from the fire authorities. Such equipment includes hose reels and portable fire extinguishers. Portable fire extinguishers: • Of a type and capacity consistent with the risk must be distributed throughout the

workplace. • Should be sited in prominent positions adjacent to an exit or fire escape so that any

person can reach an extinguisher, attack the fire, and still be certain there is a clear escape route behind.

• Should be sited so that a person should not have to travel more that 15m (50 feet) to reach an extinguisher.

• Within a building should operate in the same or very similar way (especially where the building contains the same contents throughout).

7.2.7 Maintenance of Fire Fighting Equipment • All fire fighting equipment at each franchise workplace should be suitably identified,

labelled and recorded in a Register of Fire Fighting Equipment. • A competent person at each workplace should be made responsible for inspecting

equipment at quarterly intervals and recording the results to ensure that the equipment has not been tampered with or damaged.

• There should be a systematic plan for servicing and repairing equipment, recharging of extinguishers etc. Dates of servicing should be recorded in the Register of Fire Fighting Equipment. Servicing schedules must conform to local regulations – eg. at six monthly/annual intervals. Note: The Register of Fire Fighting Equipment can be prepared and maintained by a contractor employed to service the equipment. A copy of this register must be kept at the franchise worksite.

• Sufficient spare equipment should be maintained in good order, or be available through service agreements, to replace equipment when necessary.

• All fire protection equipment maintenance shall conform with the following: ¾ AS 1851 Maintenance of fire protection equipment. ¾ AS 2220 Emergency warning and intercommunication systems in buildings. ¾ AS 2293 Emergency evacuation lighting for buildings.

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¾ Any additional local statutory requirements.

7.3 Site Emergency Plan Each franchisee shall develop a Site Emergency Plan. The plan will show the: • General lay out of the site. • Position of all buildings, plant, utilities, normal entrances and exits. • Position of fire alarm points, exit doors and fire protection equipment. • Location of the evacuation assembly areas. • The location of fire fighting equipment. • The telephone number of the fire brigade, ambulance and police. The plan shall be displayed prominently on notice boards, near major stairways, lifts and fire exits. In the case of leased premises shared with other tenants, the site emergency plan will form part of the relevant site emergency plan for the premise in which the franchise workplace is situated. The site emergency plan will operate when a workplace has to be evacuated due to fire or other emergency situation. 7.4 Evacuation of the Workplace 7.4.1 Objectives • To enable the orderly evacuation of personnel from franchise workplaces in the event of

any situation that poses a major threat to health and safety, such as, fire, explosion or bomb threat.

7.4.2 Requirements The service centre manager is to ensure that all personnel under his or her control (including contractors) are accounted for before they leave the area. The service centre manager shall be responsible for: • The training of all employees in evacuation procedures. • The posting of the evacuation procedure on all notice boards. • The issue of a copy of the procedures to all employees at their initial induction course. Emergency Assembly Areas should be selected 100-150 metres from buildings. If possible staff should not be required to cross a road to reach these areas. When notified and/or on hearing the emergency alarm, employees must go to their designated emergency assembly area and remain there until advised otherwise. In the case of shared leased premises, the evacuation procedure will form part of the evacuation procedure for that premise in which the franchise is situated.

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8.0 INSTRUCTION & TRAINING 8.1 Objectives • To ensure that franchise employees and franchised hose doctors are provided with

information, instruction and training so that they understand their OHS responsibilities to provide workplaces where employees, contractors and others are safe from injury and risks to their health.

• To ensure employees are adequately skilled and trained to carry out the requirements of their work and to comply with health and safety practices and procedures so that they can effectively meet their responsibilities.

• To promote a safety conscious culture across the organisation where hurt and harm to people is unacceptable.

8.2 Training Requirements OHS training needs shall be identified on an as needs basis such as through workplace OHS discussions and meetings, and any inspections/reviews conducted by managers/supervisors and the OHS Representatives. Training needs shall also be identified when giving consideration to: • Legal obligations and statutory needs. • OHS hazards and risks. • Incidents and accidents. • Employee abilities and competencies. • OHS procedures (eg. Risk assessment). Training shall be provided by people experienced in the area and where practical be competency based. In the event an employee is assessed as not competent to undertake a job or task, additional training shall be provided. Safety awareness training will be given to all new employees (whatever their employment status) and franchised hose doctors to assist in raising their awareness of safety, to convey the importance that Enzed franchises place on safety and to indicate that they will be working in a safe environment. As such, all employees and franchised hose doctors will receive: • OHS induction training. • On-the-job training in relation to hazards and risks in the workplace and the control

measures which are to be followed. • Training in safe operating procedures of service centre equipment. Managers and supervisors are to keep a record of any new training undertaken by employees, and franchised hose doctors including the names of attendees, training content and the date on which the training was held.

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8.3 Induction Requirements All new employees and franchised hose doctors shall receive: • General induction information to the franchise including an OHS component. • Specific workplace induction information which incorporates specific OHS information.

Contractors will receive site OHS induction and workplace OHS induction before commencing work on the site for the first time. 8.4 Qualifications, Licences and Competencies Managers and supervisors must ensure that employees possess the licences, registrations and certificates required by the relevant regulatory authorities. This includes certificates of competency to carry out the specific tasks required. Copies of employee qualifications, licences and certificates of competencies as required shall be kept in each employee’ s personnel file. 9.0 INSPECTION, MONITORING & RECORDS

MANAGEMENT 9.1 Workplace Inspections 9.1.1 Objectives • To provide a process for both management and employees together to regularly identify

hazards and take action to prevent injuries and illness. • To lower the number of incidents in the workplace by promoting a sense of ownership in

the safety system by the whole work force. 9.1.2 Regular Inspections All employees shall proactively identify hazards and take action, by either dealing with them immediately or reporting them on the franchise Hazard Summary Sheet. At each workplace, regular inspections (daily, weekly and monthly) will take place by either the manager, a supervisor, or a safety representative. All inspections are to be thoroughly undertaken with a view to identifying hazards or potential hazards and determining how such hazards can be eliminated or controlled. Each operating area should develop its own inspection form or checklist which can be used as a guide for inspecting the health and safety of the activities undertaken. 9.2 Reporting Hazards, Incidents and Injuries 9.2.1 Objectives • To ensure all hazards, incidents and injuries which cause, or have the potential to cause,

injury or harm to employees, contractors, and third parties are reported, investigated and appropriate personnel and regulatory authorities notified where required.

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• To ensure hazards, incidents and injuries are followed up following identification of root

causes, and corrective action taken to prevent a recurrence. • To monitor the effectiveness of risk controls. 9.2.2 Requirements All employees, contractors and visitors shall be responsible for: • Immediately verbally reporting hazards, incidents and injuries which happen to them at

their workplace (either at the franchise or at a customer’ s work site or in transit to or from that workplace) to the service centre manager, or their supervisor or person on duty at the franchise. If the hazards, incident or injuries occur to them at a customer’ s workplace, it should also be reported to the person supervising them at that workplace.

• Reporting any hazard on the franchise Hazard Record Sheet as soon as possible after the hazard has been identified.

The manager or supervisor shall ensure that: • In the case of an injury at the franchise or a customer’ s work site, the Incident & Work

Related Illness Report form is completed and the relevant regulatory authority is notified of any accident where the injured person is absent from work for more than the specified period.

• The Hazard Record Sheet is completed and immediate action has been taken to control the hazard.

• An investigation is conducted into the root causes of the hazard(s), incident(s) and injury(ies).

• The hazards are identified, the risks are assessed, control strategies are identified and time frames to fix the problem are determined.

• At a later time, a review is conducted to assess the effectiveness of the control strategies. • A copy of the Incident & Work Related Illness Report form is given to the OHS

representative where required. If control strategies are not effective, the steps immediately above shall be completed again until the issue is resolved. In the event of a death of a contractor or employee, the local Police shall be immediately notified and the scene barricaded and left undisturbed. The service centre manager shall ensure that the regulatory authority in the state or territory of the workplace is notified of the workplace injury or illness. For detailed notification requirements see the attachments as follows: • NSW: Attachments 13a • Victoria: Attachment 13b • Queensland: Attachment 13c, 13d, 13e • South Australia: Attachment 13f • Western Australia: Attachment 13g & 13h

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In summary, notification must happen as follows: • NSW: Notify WorkCover immediately and the employer’ s workers compensation

insurer within 48 hours • VIC: For serious workplace incidents and incidents involving certain equipment,

notify WorkCover immediately and send an Incident Notification form to WorkCover within 48 hours.

• QLD: Within 24 hours for serious bodily injury, work caused illness or dangerous event, or serious electrical incident or dangerous electrical event.

• SA: Within 24 hours for any injury or illness that looks like it will be come a workers compensation claim.

• WA: Within 24 hours for specified injuries and types of injury and diseases. 9.3 OHS Reporting 9.3.1 Objectives • To provide guidelines for reporting health & safety information for the purpose of

ensuring the OHS Management System is monitored. 9.3.2 External Statutory Reporting All state and territory OHS legislation requires immediate reporting of serious accidents, injuries and incidents. Non-compliance with certain exposure standards must also be reported, where information generated from occupational hygiene monitoring and/or health surveillance, indicates there is a problem. 9.4 Records and Records Management 9.4.1 Objectives • To define the documents and data that are a key part of an OHS Management System

which are required by statutory authorities to be kept and to provide evidence that an OHS system and procedures have been established and implemented.

9.4.2 Requirements The following records shall be retained for periods between 5 and 30 years in accordance with legislative requirements. These retention periods are based on NSW OHS Legislative requirements. Franchises located in other states and territories should comply with the NSW record keeping requirements over-page or those stated by their regulatory authority if a longer period is required.

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• Workers compensation & injury management records

7 years

• Incident & accident investigation reports 7 years

• Superseded policies & procedures 5 years

• Individual’ s training records and formal qualifications such as licences, certificates etc. Note: Copies of OHS Committee training certificates or statements of competency are to be kept for 3 years after a person has left the organisation.

7 years or for the duration of a person’ s employment

• Job safety analysis forms

7 years

• Safe Operating Procedures

7 years

• Risk assessment records

7 years

• Work permit records

7 years

• OHS Safety Committee meeting minutes with details on OHS items

7 years

• Internal and external OHS audits

7 years

• Correspondence in the event of a spill of dangerous goods or hazardous substances

7 years

• Pre-placement, routine health surveillance and medical test information

30 years

• Occupational hygiene monitoring 30 years

• Hazardous substance risk assessment

30 years

• Construction work records in relation to induction and site specific training undertaken by each employee involved in the construction work

Until 3 years after the employee has left the organisation

• Notification to WorkCover of a non-disturbance occurrence 5 years

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10.0 CORRECTIVE ACTION 10.1 Objectives • To achieve reduced workplace injury and disease by investigating the causes of incidents

so that safer and better ways of working can be introduced to the workplace and thus prevent a recurrence.

• To ensure all incidents which cause, or have the potential to cause, injury, harm or damage to people, are reported, investigated and appropriate personnel and regulatory authorities notified where required.

10.2 Definitions Each state and territory has its own set of definitions relating to incidents and non-disturbance occurrences. For the purposes of this Enzed National OHS Management System, the following definitions will be used. Incident - an unplanned workplace event that results in personal injury or illness, or under slightly different circumstances, could have resulted in injury or illness. Incidents include any event or circumstance listed below occurring at, or in relation to, a place of work that presents a risk to health or safety and is not immediately threatening to life: • An injury to a person (supported by a medical certificate) that results in the person being

unfit, for a continuous period of at least 7 days, to attend the person’ s usual place of work, to perform his or her usual duties at his or her place of work or, in the case of a non-employee, to carry out his or her usual activities.

• An illness of a person (supported by a medical certificate) that is related to work processes and results in the person being unfit, for a continuous period of at least seven days, to attend the person’ s usual place of work or to perform his or her usual duties at that place of work

• Damage to any plant, equipment, building or structure or other thing that impedes safe operation.

• An uncontrolled explosion or fire. • An uncontrolled escape of gas, dangerous goods or steam. • A spill or incident resulting in exposure or potential exposure of a person to a notifiable

or prohibited carcinogenic substance. • Removal of workers from lead risk work due to excessive blood lead levels. • Exposure to bodily fluids that presents a risk of transmission of blood-borne diseases. • The use or threatened use of a weapon that involves a risk of serious injury to, or illness

of, a person. • A robbery that involves a risk of serious injury to, or illness of, a person. • An electric shock that involves a risk of serious injury to a person. • Any occurrence that involves a risk of:

¾ explosion or fire. ¾ escape of gas, dangerous goods or steam. ¾ serious injury to, or illness of, a person.

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¾ substantial property damage.

Serious incidents include the following incidents occurring at, or in relation to, a place of work that resulted in a person being killed, or: • An injury that results in the amputation of a limb. • The placing of a person on a life-support system. • Any event or circumstance listed below that presents an immediate threat to life:

¾ The loss of consciousness of a person caused by impact of physical force, exposure to hazardous substances, electric shock or lack of oxygen.

¾ Major damage to any plant, equipment, building or structure. ¾ An uncontrolled explosion or fire. ¾ An uncontrolled escape of gas, dangerous goods or steam. ¾ Imminent risk of explosion or fire. ¾ Imminent risk of an escape of gas, dangerous goods or steam. ¾ A spill or incident resulting in exposure or potential exposure of a person to a

notifiable or prohibited carcinogenic substance. ¾ Entrapment of a person in a confined space. ¾ Collapse of an excavation. ¾ Entrapment of a person in machinery. ¾ Serious burns to a person.

10.3 Responsibilities Managers / Supervisors • Ensure that all incidents are reported and where required the relevant statutory

authorities are notified. • Arrange first aid treatment, medical treatment and/or transportation to hospital where

required. • Immediately notify the service centre manager of the incident. • Within 24 hours, complete Incident & Work Related Illness Report (Attachment 12). • Ensure that the Register of Injuries has been completed by the first aider where first aid

has been administered. • Hold a meeting with employees and/or contractors of the work area concerned, in order

to provide information on the incident. • Ensure that measures are implemented and monitored to prevent the incident or accident

from re-occurring. Employees, Contractors & Visitors • Immediately report all incidents involving employees, contractors, and visitors to the

workplace manager.

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10.4 When an Incident Occurs – Reporting & Control All incidents must be reported by employees, contractors and visitors to their supervisor, or to the person in charge of the visitor, as soon as practicable after the incident, but not later than before the end of the day or shift. This includes all vehicle accidents. All managers/supervisors MUST report all incidents on the Enzed Incident & Work Related Illness Report within 24 hours after an incident. The service centre manager will ensure that the state or territory OHS Regulatory Authority and their Workers Compensation Insurer is advised of the required details of any serious incidents to “ workers” and “ non workers” in accordance with legislative requirements. Where injury has occurred, immediate treatment should be given by the first aider on site, and where required, arrangements made for medical treatment and/or transportation to hospital. In the case of serious injuries an ambulance or other similar emergency aid should be sought without delay. In the event of a serious incident involving injury or work-related illness (e.g. death, amputation, loss of consciousness) the service centre manager must be immediately notified. In the case of a serious incident involving a non-disturbance occurrence (refer to definition) the OHS Regulatory Authority must be notified immediately by telephone. Notification to the OHS Regulatory Authority should be undertaken by the service centre manager. The scene of the incident is to be left undisturbed until an inspector from the Regulatory Authority or police officer has given approval for clean up, or re-commencement of activities. If person(s) are at risk, rescue action will have to be taken, before approval by the authorities has been granted, in which case the scene should be recorded with photographs and sketches. A Workers’ Compensation Claim Form should be completed for all work related injuries or illnesses where medical treatment has been provided by a doctor. 10.5 Immediately Following an Incident The franchise must conduct an investigation and determine how to prevent the incident from re-occurring. After the investigation, the service centre manager must discuss with employees in the work area concerned, the causes of the incident and measures being taken to prevent it happening again. The OHS Representative should review the outcomes of the investigation and monitor implementation of corrective actions. 10.6 Incident Investigation Procedures Incidents are caused by a series of defects in a risk management program, they never “ just happen” . Through investigation of an incident, these causes can be established thus opening the way to preventing a re-occurrence. All incidents are to be investigated. An effective incident investigation will provide information about: • The basic causes that contributed directly or indirectly to the incident.

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• Any deficiencies in the system of work which permitted the incident to occur. • Specific corrective action and alternatives for providing safe systems of work. The incident investigation process should: • Encourage any person to register an unsafe action or condition. • Ensure that reports are recorded and acted upon. • Identify the responsibility for investigation and for carrying out corrective action. • Specify the time within which the corrective action should be completed or progress

reported. • Ensure that managers and supervisors check that corrective action has been completed. Who Investigates? The supervisor or manager for the area and the service centre manager are the people most suited to carrying out the incident investigation. More than one person’ s input is valuable in any investigation. The OHS Representative may also be asked to participate. To establish all the causes and identify control measures to rectify the situation, it is important for an investigator to remain impartial and objective. If attempts are made to ‘blame’ individuals either directly or indirectly, people who might otherwise provide useful information may become defensive. The investigator should avoid pre-occupation with injury outcomes, severity of injuries or property damage. What Should Be Investigated? For an incident investigation to be successful in identifying all the causes and solutions it will be necessary to establish: a) The events leading up to the incident (Break the sequence of events into little steps) The investigator should ask questions about: • The work being undertaken prior to the incident. • The instructions given for the work. • The safe operating procedure – is it documented? • Variations from instructions to the safe systems of work. • Unusual circumstances relating to the job being done, the processes being followed, the

people carrying out the tasks, the weather, or the tools and equipment being used. • Workplace and environmental conditions such as lighting, floor surface, stair treads and

handrails, noise, warning signs, temperature, weather (if the accident/incident occurred outside).

• The exact location of the accident/incident. • The goods, material, plant, tools or equipment in use or being handled. • The type of transport that was in use. • The number of hours worked by the person(s) prior to the accident/incident. b) Events during the accident incident The investigator should ask questions about: • The position, location and task the person was undertaking at the time the

accident/incident occurred.

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• The state of the system and the actions that occurred at that moment. • The persons directly involved, and those involved at a distance, if any. • The tools, equipment, materials and fixtures directly concerned at the time. c) Events that occurred immediately after the incident The investigator should ask questions about: • The events leading to injury or damage. • The injuries or damage that directly resulted. • The persons involved, including those rendering aid. • Any problems in dealing with the injuries or damage such as no method for releasing a

trapped person, a faulty extinguisher, isolation switch difficult to locate. The investigation should also ask questions about the management system which was operating at the time of the incident including questions about: • Training. • Written safe operating procedures. • Design causes. • Availability and maintenance of plant, equipment and tools. • Housekeeping. • Behavioural factors - reasons behind a failure to follow safe work practices. How Should The Investigation Be Conducted? Using the previous section as a guide, take the following steps: • Plan the steps that have to be taken to complete the investigation. • Approach the investigation without emotion or blame. • Be objective and gather facts from the people involved and other witnesses. Search for

the basic causes. • Seek answers to the following questions:

¾ Who was injured? ¾ What actually happened? Break down the sequence of events into little steps. ¾ When did it occur? ¾ What caused it to occur? Why? ¾ Where did it occur? (The exact location of the accident/incident has to be

pinpointed as this can have significant bearing on the cause). ¾ How can a re-occurrence be prevented? Immediate short term actions and longer term actions have to be considered, which may involve changes to the working environment, modifications to equipment, machinery, materials, work process, training and documentation.

• Take photographs and make sketches. What Documentation Is Required at the Completion of an Investigation? The Incident and Work Related Illness Report, should be completed immediately after the investigation is completed. The investigation team should prepare a report which documents the facts relating to the incident, the findings from the investigation, including the basic causes, and the recommended corrective actions to prevent a re occurrence. Remember that

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any document produced, may ultimately end up in a court of law and the author may be called upon to justify what was written. Where the investigation has identified new hazards which have not been previously documented, these should be entered into the Hazard Summary Sheet along with the risk control measures, by the manager/supervisor. It is the manager/supervisor’ s responsibility to ensure that the hazard is fixed. 11.0 INJURY MANAGEMENT & REHABILITATION All employers have a duty to assist employees to return to normal duties, as soon as possible after an employee has sustained a work related injury or illnesses. To enable this to occur, individual return to work plans should be prepared by the employer, which involve all parties concerned in the injury management and rehabilitation process of the employee. The following Return to Work Policy (Also in Attachment 14) complies with the Injury Management Program required by the various workers compensation Regulatory Authorities in the states and territories in which Enzed operates. It outlines: • Enzed’ s commitment to injury management and rehabilitation. • The procedures for action when injury occurs. • The procedure for how employees will be consulted. • The process for resolving disputes. 11.1 Enzed’s Commitment Each Enzed franchise is committed to: • Preventing injury and illness by providing a safe and healthy work environment. This is

to be achieved by adopting a risk management approach to eliminate or control workplace hazards.

• Ensuring that injury management activities commence as soon as possible after the injury and every effort is made to provide suitable and meaningful duties consistent with the nature of the injury/illness, after seeking appropriate medical advice.

• Providing support through the return to work process to minimise the effects of the injury and to ensure that an early return to work is a normal practice and expectation.

• Providing suitable duties and/or employment for an injured employee as soon as possible as an essential part of the return to work process.

• Consulting with employees and the trade to ensure that our return to work program operates effectively.

• Ensuring that participation in a return to work program will not, of itself, disadvantage an employee in regard to their normal rights.

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11.2 Procedures for Action When Injury Occurs 11.2.1 When an injury occurs: • Employee must report workplace accident or illness to their manager/supervisor

immediately. • A First Aid Officer, if available, should provide treatment if required. • Manager/supervisor to immediately notify the service centre manager of the

accident/incident. • If employee needs further medical treatment, manager/supervisor or the service centre

manager will arrange for someone to accompany employee to see a doctor, or their own doctor, or hospital if necessary.

• Manager/supervisor to complete the Enzed Incident and Work Related Illness Report within 24 hours and forward as appropriate to service centre manager.

• If injured employee is unable to return to work, the service centre manager will arrange transportation for employee home and if necessary, someone to accompany them to ensure they have everything they need (eg. medication, food, phone etc).

• Service centre manager to contact employee’s nearest of kin to advise them about the accident and how the employee is.

• Service centre manager will investigate accident or illness and ensure preventative measures are put into place to prevent any further accidents/illnesses.

• Service centre manager will notify the franchise’ s worker’ s compensation insurer within 48 hours of any workplace injury or illness occurring to an employee which is or may be payable. The service centre manager will also complete a Workers Compensation Claim Form for any injury or illness requiring medical treatment by a doctor and will assist the employee to complete the form and will send it to the insurer within the required time limit.

11.2.2 Follow-up after injury: The service centre manager will co-operate with the workers compensation insurer and regulatory authorities in developing and complying with an injury management plan for an injured worker. The service centre manager will maintain a case file and protect the confidentiality of the information on this file. 11.2.3 Finding suitable duties: Suitable Duties are:

Duties which are organized to assist an employee to return to some form of meaningful work prior to regaining fitness for their normal duties. Duties are selected with regard to the person’ s physical and other capabilities, medical advice from treating doctors, the person’ s skills and work experience and the available duties at the franchise’ s workplace.

When an injured employee is certified “ Fit to return to work" by their Nominated Treating Doctor, the workers compensation insurer, the service centre manager and the Rehabilitation Provider (if required) will consult, to find meaningful duties that comply with the employee’ s treating doctor’ s restrictions.

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These duties will be recorded in a written “ Return to Work Plan” , which must be approved by the employee’ s doctor. Once approved by the employee’ s doctor, the employee, their the service centre manager, and the Rehabilitation Provider (if applicable), must sign the “ Return to Work Plan” and copies will be provided to the employee and his or her supervisor. The duties provided in the Return to Work Plan during the Rehabilitation process, are temporary duties, which are provided by the employer, with the objective of returning the injured/ill worker to their “ full pre-injury duties and hours” , as soon as possible. The hours of work and location of the suitable duties will be determined by the Enzed franchise and the ongoing availability of the suitable duties will be reviewed by the Enzed franchise on a regular basis. Appropriate assistance will be given to workers from non-English speaking backgrounds. 11.2.4 Involving a Rehabilitation Provider: Where a rehabilitation provider is required, the Enzed franchise may nominate an accredited provider. Employees also retain the right to nominate an accredited provider of their own choice. However, before any rehabilitation services are provided, the employer must approve the employee’ s choice of provider. 11.3 Consultation Enzed franchise employees will be informed of their rights and responsibilities and of the franchises policies on rehabilitation when developing the employee’ s “ Return to Work” plan. 11.4 Disputes Enzed franchises will try to resolve any dispute that arises by consultation, discussion and negotiation with the following parties: • The relevant employee. • The insurer. • The workers compensation Regulatory Authority. • An injury management consultant. 11.5 Review of the Return to Work Policy To ensure that injury management and return to work issues are being appropriately addressed, each Enzed franchise will monitor the policy on an on-going basis with relevant parties and The Return to Work Policy will be reviewed annually. 11.6 Requirements for Principal Contractors in New South Wales For the purposes of NSW workers compensation legislation, a principal contractor is a person (or other legal entity) who has entered into a contract with another person (or other legal entity), referred to as a subcontractor, and employees/workers of that subcontractor will perform work under that contract. The work must be connected to the business undertaking of the principal.

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Effective 1 July 2003, principal contractors are required to check that their subcontractors have the proper worker’ s compensation insurance. To protect themselves, principal contractors must have: • A copy of the subcontractor’ s workers compensation insurance Certificate of Currency,

and, • A written statement by the subcontractor that all workers compensation premiums

applicable for that work have been paid (until the statement is received, the principal contractor may withhold payment from the subcontractor without penalty). This statement can be made on the “ Subcontractor’ s Statement Regarding Workers Compensation” . This is attached as Attachment 15. to this document.

If principal contractors fail to obtain this documentation, they may be liable for the subcontractor’ s workers compensation insurance premiums owing in connection with the work or service performed on their behalf. 12.0 OHS FOR HOSE DOCTORS Franchised hose doctors are independent Pty Ltd companies who contract directly with Enzed franchises to perform repair and maintenance work on high pressure hoses and fittings at customer’ s work sites. As independent companies they are subject to the same health and safety legislation in Australian states and territories as any other company who operates in that state and territory, which includes all Enzed Franchises and Parker Hannifin (Australia) Pty Ltd. Such legislation is found in OHS Acts and Regulations and Mining Acts and related Regulations. Additionally, because franchised hose doctors operate under an agreement and carry the Enzed brand, they must also comply with any additional OHS requirements which are stipulated by the franchise to whom they are contracted. The franchise must in turn comply with the OHS requirements stipulated by Parker Hannifin (Australia) Pty Ltd, the franchisor. Hose doctors who are employees of a franchise have OHS responsibilities as described in OHS legislation and as summarized in this SMP and OHSMS. 13.0 SUPPORTING MANAGEMENT SYSTEM DOCUMENTS The following Enzed documents provide supporting information and requirements to the Enzed OHSMS: PEOP 018 Customer Related Processes PEOP 023 Management Responsibilities PEOP 025 Operations Control

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PEOP 027 Audits PEOP 031 Training PEOP 032 Vehicle Servicing PEOP 033 Machinery Servicing PEOP 038 Designated customers PEOP 039 Drug & Alcohol

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