sta 001 fitness for work - electrostar for work . ... 8 high priority health and safety issues ......

STA_001_Fitness for Work

Incorporating the requirements of

WHS Act and Regulation 2011, Relevant Australian Standards,

Rail Safety (Adoption of National Law) Act 2012

This document is presented in confidence. Neither the whole nor any extract may be copied, nor shall it be used, for any purpose other than those purposes for which permission was given at the time of release, except to the extent, and for the purposes, specifically

approved by Electrostar Management

Document Author: Kathy McGreal - QHSE Officer Release date: Original Document:

Date Reviewed: 15/6/2016

Review: as change occurs, or no later than 15/6/2018 Current Version: V_1

Changes: Original Document

Approved by: G Harris, Managing Director

Signature:

STA_001_FITNESS FOR WORK PROCEDURE

Date printed: 20 July 2016 Uncontrolled When Printed of 22

Approved by: George Harris Date reviewed: 15/6/2016 Next review: 16/6/2019

Table of Content 1 OBJECTIVES .......................................................................................................................................................5

2 SCOPE ................................................................................................................................................................5

3 ACRONYMS AND DEFINITIONS .........................................................................................................................5

4 TERMS AND DEFINITION....................................................................................................................................5

5 REFERENCE MATERIAL ......................................................................................................................................5

6 RELATED DOCUMENTS .................................................................................................................................... 6

7 GENERAL ........................................................................................................................................................... 6

7.1 Responsibilities .......................................................................................................................................... 6

7.1.1 Electrostar is committed to: ................................................................................................................... 6

7.1.2 Electrostar Workers have a responsibility to: .......................................................................................... 6

7.2 Consultation and Communication ............................................................................................................... 7

7.3 Training and Awareness .............................................................................................................................. 7

7.4 Self-Identification ....................................................................................................................................... 7

7.5 Duty to Disclose .......................................................................................................................................... 7

7.6 Confidentiality ........................................................................................................................................... 8

7.7 Breach of obligation ................................................................................................................................... 8

7.8 Health Survelliance .................................................................................................................................... 8

7.9 Reporting and Management Plans ............................................................................................................. 8

8 HIGH PRIORITY HEALTH AND SAFETY ISSUES ................................................................................................. 9

9 FATIGUE MANAGMENT .................................................................................................................................... 9

9.1 Fatigue Risk Management.......................................................................................................................... 9

9.2 Roster Design and Development ............................................................................................................... 10

9.3 Secondary Employment ............................................................................................................................ 10

9.4 Fatigue Management Commitments ........................................................................................................ 10

9.4.1 Electrostar is committed to: .................................................................................................................. 10

9.4.2 Electrostar Managers, and Supervisors are committed to: .................................................................... 10

9.4.3 Electrostar workers have a responsibility and commitment to: ............................................................. 11

10 OTHER DRUGS AND ALCOHOL ........................................................................................................................ 11

10.1 Drug Testing ............................................................................................................................................. 11

10.2 Alcohol Testing ......................................................................................................................................... 11

10.3 Testing Standards ..................................................................................................................................... 11

10.4 Testing Limits ........................................................................................................................................... 11

10.5 Refusal to Undergo Testing ....................................................................................................................... 12

10.6 Testing Programs ...................................................................................................................................... 12

10.7 Return of Non-negative / Positive Test Results .......................................................................................... 13




10.7.1 Alcohol ................................................................................................................................................. 13

10.7.2 Drugs ................................................................................................................................................ 13

10.8 Management of Non Negative / Positive Tests .......................................................................................... 13

10.8.1 Non Negative Test ............................................................................................................................ 13

10.9 Disputes .................................................................................................................................................... 13

10.10 Misconduct and D&A Breaches ................................................................................................................. 14

10.10.1 Falsification, Tampering or Avoidance .............................................................................................. 14

10.10.2 Possession of Illegal Drugs and/or Alcohol ........................................................................................ 14

10.11 Drug and Alcohol Awareness Training ....................................................................................................... 14

10.12 Drug and Alcohol Commitments ............................................................................................................... 14

10.12.1 Electrostar is committed to: .............................................................................................................. 14

10.12.2 Electrostar workers have a responsibility to: ..................................................................................... 14

10.13 OVER THE COUNTER / PRESCRIPTION MEDICATION.............................................................................. 14

10.14 Confidentiality and Records Management ................................................................................................ 15

10.15 D&A Conclusion ........................................................................................................................................ 15

11 MANUAL HANDLING ........................................................................................................................................ 15

11.1 Manual Handling Risk Assessment ............................................................................................................ 16

12 WORKING ENVIRONMENT ............................................................................................................................... 16

12.1 Working in Hot and Cold Climates ............................................................................................................. 16

12.1.1 Dehydration .......................................................................................................................................... 16

12.1.2 Hypothermia .................................................................................................................................... 16

12.1.3 Hyperthermia ....................................................................................................................................... 16

12.1.4 Sun Smart ......................................................................................................................................... 16

12.2 Noise pollution .......................................................................................................................................... 17

12.2.1 Exposure ........................................................................................................................................... 17

12.2.2 Identification .................................................................................................................................... 18

12.3 Air Pollution .............................................................................................................................................. 18

12.3.1 Particle Size .......................................................................................................................................... 18

12.3.2 Dust .................................................................................................................................................. 18

12.3.3 Smoke .................................................................................................................................................. 18

12.3.4 Environmental Tobacco Smoke ........................................................................................................ 18

12.3.5 Exposure Effects ............................................................................................................................... 19

12.3.6 Managing Exposure Levels ............................................................................................................... 19

13 EXPOSURE TO HAZARDOUS SUBSTANCES (Chemicals) ................................................................................. 19

14 PERSONAL PROTECTIVE EQUIPMENT ........................................................................................................... 20

15 PSYCHOLOGICAL STRESSORS ....................................................................................................................... 20

15.1 Bullying .................................................................................................................................................... 20

15.1.1 Examples of bullying behaviour:........................................................................................................... 20




15.2 Stress ........................................................................................................................................................ 21

16 FIRST AID INJURIES .......................................................................................................................................... 21

17 INJURY MANAGEMENT .................................................................................................................................... 21

18 RETURN TO WORK COORDINATION ............................................................................................................... 21

18.1 Electrostars Return to Work Policy: .......................................................................................................... 22

18.2 Electrostar and Electrostar workers commitment: ................................................................................... 22

18.3 Preparation of a Return to Work Plan (RTWP) .......................................................................................... 22

18.4 Return to work coordinator ...................................................................................................................... 22




1 OBJECTIVES Electrostar Pty Ltd (herein known as Electrostar) is committed to ensuring systems and processes are in place to promote and maintain our workers ability to perform their tasks safely and efficiently (so far as reasonably practicable). To this end Electrostar is committed to improving and maintaining our ability to meet our duty of care obligations by raising awareness of the risks associated with poor physical and psychological health, and the causes and negative safety impacts to themselves and others when a worker is not fit for work.

Electrostar will promote a safe working environment by:

Encouraging and fostering open two way consultation / communication forum’s;

Ensuring workers are fit for work through implemented monitoring programs (i.e. drug and alcohol testing programs) and medicals as required;

Improving and maintaining Electrostars ability to meet its duty of care obligations;

Maintaining and raising awareness of fitness for work responsibilities amongst employees;

Providing appropriate assistance to overcome problems that could impair fitness for work;

Monitoring compliance and enforcement of this procedure and associated documents; and

Providing effective, fair and constructive procedures for managing workers who are unfit for work.

2 SCOPE The content of this standard and all other referenced documents is the minimum standard that Electrostar workers shall operate under while performing all business tasks.

Electrostar workers are instructed that at all times they shall work to the highest standards set by:

The Principal;

Electrostar;

Legal, Regulatory and Industry Standards.

3 ACRONYMS AND DEFINITIONS A comprehensive list of acronyms and their definitions is outlined in the STA_01_Electrostar – Governance, Acronyms, Terms and Definitions, Reference, and Compliance Documents, and can be obtained by contacting the Electrostar office.

4 TERMS AND DEFINITION A comprehensive list of Terms and their definitions is outlined in the STA_01_Electrostar – Governance, Acronyms, Terms and Definitions, Reference, and Compliance Documents, and can be obtained by contacting the Electrostar office.

5 REFERENCE MATERIAL The following references are the minimum compliance documents (but are not limited to) reviewed and utilised for the development of the Electrostar “Fitness for Work” Procedure.

Table 1 – Relevant Legislation:

Relevant Legislation

Work Health and Safety Act 2011 Work Health and Safety Regulations 2011 Workplace Injury Management and Workers Compensation Act 1998 Workers Compensation Legislation Amendment Act 2010 Workers Compensation Regulation 2003 Rail Safety (Adoption of National Law) Act 2012




A copy of the current versions of the above documents can be located on the NSW Government Legislative Web site, and Regulatory Web sites, with an electronic copy filed in the ‘Acts – Regulations’ folder of the Integrated Management System. A comprehensive list of additional reference material accessed by the business can be viewed in; STA_01 Electrostar – Governance, Acronyms, Terms and Definitions, Reference, and Compliance Document.

6 RELATED DOCUMENTS Table 2 – Related Documents

Following is a list of related Electrostar documents relevant to this standard:

Integrated Management System Related Documents

POL_002 Work Health and Safety Policy POL_004 Fitness For Work Policy F ORM_006 Return to Work Plan FORM_007 Suitable Duties Checklist FORM_008 Medical Conditions Notification FORM_009 Medication Notification FORM_010 Medication Assessment Checklist FORM_002 Site Emergency Contacts FORM_003 Near Miss / Incident Reporting Form FORM_014 PPE Issue TEMP_006 Fatigue Management Plan TEMP_007 Fatigue Assessment Checklist TEMP_008 Introduction Letter to Treating Doctor

7 GENERAL Electrostar recognises that a worker’s “Fitness for Work” may be affected by a variety of factors including the adverse effects of fatigue, alcohol or other drugs, illness/injury, or psychological issues, and the overall fitness of workers influences their ability to work safely.

Electrostar shall ensure hazardous work environments are identified, evaluated, controlled and monitored for environmental conditions, substances, and tasks in the workplace which may cause illness or impair health

7.1 RESPONSIBILITIES

7.1.1 Electrostar is committed to:

Providing a safe, healthy and productive workplace for all workers employed by the company, by identifying and eliminating health and safety risks so far as is reasonably practicable, and if this is not reasonably practicable, minimise those risks as low as reasonably practicable.

Ensuring that Health monitoring, and medical assessments are performed as required; and

Providing training awareness & resources to raise worker awareness and compliance with the ‘Fitness for Work’ Policy and supporting IMS Documentation.

7.1.2 Electrostar Workers have a responsibility to:

Present to work “Fit for Work” free from prohibited drugs and alcohol;

Take reasonable care for their own health and safety, and that of any other person that may be affected by their work activities, complying with all reasonable instructions and directions established to provide a safe and healthy working environment;

Self-assess and complete personal risk assessments of their own “Fitness for Work” status;

To work with their manager / supervisor and HSE Personnel to identify and implement a management plan for any known health and fitness issues that may affect their ability to present “Fit for Work”;

Participate in testing programs as requested by Electrostar and the clients that we work for;




Complete FORM_ oo9_Medication Notification Form and provide details to their immediate manager, supervisor or HSE personnel when taking over the counter medication or prescription drugs; and

Seek assistance and participate in support programs before the health and safety of themselves and others in the work environment can be negatively affected.

7.2 CONSULTATION AND COMMUNICATION

Electrostar encourages and fosters open communication forums where Workers, Management, Supervisors and the Clients Representatives can provide positive input to the development of risk management strategies that assists with “fitness for work” strategies and management processes.

During review feedback is sought and communicated back to the relevant parties.

7.3 TRAINING AND AWARENESS

Electrostar seeks to ensure all Electrostar Workers and Representatives are aware of the formal and informal training opportunities available to them relevant to the business standards, commitments and expectations relevant to:

“Fitness for Work”;

The implications of not maintaining the “Fitness for Work”

Business standards and expectations; and

The support available to all workers when issues are identified.

Overarching all of the before mentioned is the Legal Compliance, Regulatory and Industry Standards that must be maintained, communicated in a format that raises awareness of the workers obligations and commitment.

7.4 SELF-IDENTIFICATION

Electrostar workers are responsible to present for work “Fit for Work”. Any worker who believes they are unfit for work due to illness, injury, physical or psychological impairment, or fatigue (either caused by their existing work roster, or from difficulty managing their social or lifestyle activities) must self-identify to their immediate manager / supervisor. The worker, manager, or supervisor and / or the HSE officer shall identify and implement a management plan to ensure that the worker, or others in the workplace are not put at risk.

This may include:

The worker taking sick leave until they are able to return “Fit for Work”;

Change of work task; assigning suitable duties until the worker is fit to return to full duties;

Encouraging and supporting the worker to seek medical attention and / or counselling if the need is identified;

The Worker shall discuss their difficulties with the Managing Director and / or supervisor to identify existing or potential problems, and the possible need to seek advice, or professional assistance on:

Workloads and related issues; or

Contributing physical or psychological problems; or

Work life / Social life balance; or

Family responsibilities and interpersonal relationships life balance.

Note - Workers who do not self-assess and identify, or who are regularly absent, or show up to work not “Fit for Work” may be in breach of their employment obligations, and or business policies which may lead to disciplinary action being taken, up to dismal.

7.5 DUTY TO DISCLOSE

Electrostar workers have a duty to disclose any known medical conditions that may affect the health and safety of themselves or others in the workplace. Workers must complete FORM_008_Medical Condition Notification Form to advise management of any known medical conditions that may affect the health and safety of themselves or others in the workplace, providing relevant information upon commencement of employment or when the condition is diagnosed.




Disclosure allows Electrostar to implement management plans to ensure that the worker and others in the workplace are not put at risk, or in the event of the condition flaring up the relevant persons are prepared and understand how best to manage the condition to minimise any further or additional health and safety risk to the individual or others as far as reasonably practicable.

Failure to disclose any known medical conditions in writing that could be reasonably expected to affect a workers ability to perform the normal duties of their job, will affect any potential workers' compensation if the workers condition reoccurs or gets worse while in the employment of Electrostar.

Failure to disclose pre-existing medical condition (if seen as potentially detrimental to their self or others) may lead to disciplinary actions, up to and may include instant dismissal.

7.6 CONFIDENTIALITY

All conversations of a personal and private nature between management, HSE personnel and / or supervisors regarding “Fitness for Work” and / or related issues shall remain confidential, unless it is deemed necessary for health and safety of others and prior consent has been given by the relevant individual to release the information.

7.7 BREACH OF OBLIGATION

Electrostar personnel are advised that failure to comply with the “Fitness for Work Policy” and all associated procedures may be considered to be in breach of their obligations and duty of care, which may lead to disciplinary actions. If the breach is deemed severe by the company director/s disciplinary action may include dismissal from employment, and in severe cases resulting in harm to self or others may result in criminal charges.

7.8 HEALTH SURVELLIANCE

Electrostar uses the National Standard for Health Assessment of Rail Safety Workers as the minimum Health Surveillance Guideline for Electrostar workers. These requirements are summarised in the table below and can be found in detail at the following website: http://www.railsafe.org.au.

Table 3 – Health Surveillance:

Rail Safety Worker Duties Category Level Assessment Inclusion Frequency

Safety critical work where sudden incapacity or collapse could lead to a serious safety incident.

Category 1

A comprehensive physical and psychological assessment, a cardiac risk level and pathology tests.

• At commencement, then • Every 5 years to age 50 • Every 2 years to age 60 • Every year thereafter.

Safety critical work where sudden incapacity will not affect the safety of the public or rail network.

Category 2 A comprehensive physical and psychological assessment.

• At commencement, then • Every 5 years to age 50 • Every 2 years to age 60 • Every year thereafter.

Workers required to protect their own safety and the safety of other workers where ill health does not directly affect the rail network.

Category 3 The assessment covers vision, hearing and mobility.

• At commencement, • Every 5 years thereafter.

Note - additional health monitoring may need to be carried out from time to time as identified required.

7.9 REPORTING AND MANAGEMENT PLANS

Any identified ‘Fitness for Work’ issues must be reported and managed to ensure that the risk is minimised to as low as reasonably practicable. Management Plans must be implemented by Management, HSE or Supervisors and monitored and reviewed at regular intervals to ensure that the plan is effective.

It is a legal responsibility and expectation that all Electrostar workers shall report all identified “Fitness for Work” issues as they arise and before they become a health or safety hazard, or expose others to risk.

Any identified issues must be reported to management or HSE Personnel.

http://www.railsafe.org.au/




With the assistance of the above mentioned personnel the worker shall then complete all identified forms with legible and comprehensive details of all related information. With the assistance of either the Manager / Supervisor or HSE Personnel, a management plan must be identified and implemented to ensure the Health and / or Safety of the worker or co-workers is not compromised.

All relevant information regarding the “Fitness for Work’ issues will be maintained as confidential, unless prior discussions, and / or consent from the individual has been received, or it has been identified that the individual has a duty to disclose to their co-workers.

8 HIGH PRIORITY HEALTH AND SAFETY ISSUES Potential Health and Safety and workplace issues affecting fitness for work include, (but not limited to) are:

Conflicting Work / Private life priorities ;

Secondary employment;

Poor Working environment conditions;

Inclement weather; Air Pollution; Noise Pollution;

Drugs and Alcohol;

Fatigue;

Hazardous substance exposure;

Manual Handling and Ergonomic stressors;

a. Vibration causing musculoskeletal conditions;

Psychosocial hazards causing psychological conditions.

9 FATIGUE MANAGMENT Fatigue is defined as a subjective experience that results from a lack of sufficient restorative sleep and/or quality sleep. Fatigue may arise from both work and non-work related activities and can have an effect on a worker’s state of alertness with consequential impacts on the workers work performance and wellbeing.

Specific hazards may include (but are not limited to): Poor hazard identification, putting self and others at risk, complacency, poor or lack of concentration, carelessness, poor communication, neglecting safety requirements, and micro sleeps while operating light vehicles, plant or equipment.

9.1 FATIGUE RISK MANAGEMENT

A risk management approach will be adopted when assessing work related fatigue, important factors to consider include (but are not limited to):

Development of rosters that identify adequate rest periods during and between shifts;

Supervision focused on identifying at risk behaviours;

Fatigue awareness training, to raise awareness of: work, social and domestic life balance, and signs of fatigue to be aware of;

Consultation between management, supervisors and workers in the identification of fatigue related risks;

Completion of Fatigue Assessments to identify at risk workers;

Development of “Fatigue Management Plans” to minimise the potential exposure to hazard and risks to self and other due to fatigue;

Examination of the likelihood, consequence and susceptibility of fatigue due to tasks being performed, environment, and repetitiveness of the tasks;

Development and implementation of appropriate risk controls to minimise the impact of fatigue; and




Incident Investigation, to identify corrective and preventive actions where fatigue has been identified as a potential cause.

9.2 ROSTER DESIGN AND DEVELOPMENT

Rosters will be designed and scheduled in consultation with workers and the Principal client, and must be in compliance with the relevant legislative requirements. The primary considerations in managing fatigue through rostering in the workplace include (but are not limited to):

Addressing the opportunity for quantity and quality of sleep with consideration for the “time of day effect”;

Ensuring that the numbers of consecutive shifts (in particular night shifts), shift lengths and rest periods between shifts are considered in roster compilation, considering “time of day effect”;

Understanding that workers have a need to balance the competing requirements of their working life with their social and domestic responsibilities;

Compensating periods of extended hours of work with an extended break before commencing the next shift;

Identifying and addressing the potential for secondary employment to impact worker fatigue;

9.3 SECONDARY EMPLOYMENT

Any secondary employment (including volunteer activities) shall not impact on the workers primary role and employment with Electrostar. Workers are required to determine what (if any) negative affects secondary employment may have on the workers ability to perform their work health and safety obligation with Electrostar “with due care”. If it is identified that it may affect their work performance, health or safety, approval must be sort from the Managing Director of Electrostar prior to commencing secondary employment (including volunteer activities).

9.4 FATIGUE MANAGEMENT COMMITMENTS


Ensuring compliance with the Work Health and Safety Act 2011 and the Rail Safety (Adoption of National Law) Act 2012 and all relevant Principal Documents.

The provision and maintenance of safe systems of work, including those which require shift work or on-call rosters;

Ensuring, so far as is reasonably practicable, that workers and other persons are not exposed to health and safety risks arising from fatigue;

A Risk Management approach that is based on consultation with the workers; and

Providing Electrostars management team, supervisors and workers with training and resources to ensure fatigue is managed effectively.

Electrostar recognises that fatigue can be a symptom of a greater issues, and support their staff in seeking assistance when the need is identified.

9.4.2 Electrostar Managers, and Supervisors are committed to:

An approach that requires Electrostar in consultation with workers to;

Identify the hazards of fatigue. Assess the risks of fatigue. Implement effective risk control measures. Monitor and review regularly the effectiveness of the controls.

In Consultation with workers ensure that fatigue is considered when setting rosters and / or workloads;

Communicating changes that may affect a workers fatigue levels;

Completing “Fatigue Assessments” when a workers is suspected of being fatigued;

Completing random “Fatigue Assessments” on workers to monitor fatigue;

Completing “Fatigue Management Plans” with workers when fatigue has been identified; and




Ensuring workers that are found to be fatigued are provided with safe transport to their place of accommodation.

9.4.3 Electrostar workers have a responsibility and commitment to:

To arrive at work “fit for Work”;

Take reasonable care for their own health and safety, and shall not knowingly adversely affect the health and safety of others;

To self-assess and complete personal risk assessments of their fatigue levels as required;

To advise their manager / supervisor when they believe they are fatigued;

To comply with any reasonable direction given by their manager / supervisor; and

To actively participate in “Fatigue Assessments” and development of “Fatigue Management Plans” as directed by their manager / supervisor.

Related Documents to refer to – TEMP_006_ Fatigue Management Plan, TEMP_007_ Fatigue Assessment Checklist

10 OTHER DRUGS AND ALCOHOL A workers “fitness for work” and “safety” can be adversely affected by drugs and alcohol, putting themselves and others in the workplace at risk if permitted to work under the influence. This is considered a serious breach of the workers “Duty of Care” and due diligence in the workplace. It is the responsibility of the employee to attend work “fit for work”, and free from drugs and alcohol, ensuring that the worker is conscientiously paying proper attention to the task and the degree of care required for the given tasks.

Electrostar is a drug and alcohol free workplace, all workers are required to be free of other drugs and alcohol whilst at work, when operating any plant, equipment and / or light vehicles, working in live locations or the rail corridor.

A drug and alcohol free workplace is defined as:

Alcohol : 0.00% blood alcohol concentration; and

Drugs: drug cut off levels as stipulated by Australian Standard AS/NZS 4308.

10.1 DRUG TESTING

Drug testing will be performed by competent, approved and trained personnel from an independent testing agency or a trained competent approved Electrostar employee. Testing samples will be collected either through Urine sample testing or Swab Test. Testing methods will be determined by Electrostar site standards, and / or Client requirements.

10.2 ALCOHOL TESTING

Alcohol testing will be performed by approved, competent and trained personnel from an independent testing agency or a trained competent Electrostar employee. Testing samples will be collected either through Urine testing, Swab testing, Breath testing with calibrated and approved breathalyser, 0r Site Access Systems.

Testing methods will be identified and determined by Electrostar site standards, and / or Client requirements.

10.3 TESTING STANDARDS

All specimen collection and testing procedures will be in accordance with AS/NZ 4308:2008, and Rail Safety (Drug and Alcohol Testing) Regulation 2008, Rail Safety Adoption of National Law Act.

10.4 TESTING LIMITS

Due to the risks that Electrostar business operations and workers are exposed to, and client requirements, Electrostar has determined that the company has a zero tolerance to alcohol. When tested, workers must return a 0.00 grams of alcohol per 100ml of blood.

Electrostars current limits of drugs (that are not prescribed by a doctor) is as detailed below and can be referenced in AS/NZ 4308:2008.




Table 4 – Relevant Legislation:

Substance Micrograms / litre

Cannabis metabolites 50 Cocaine metabolites 300

Benzodiazepines 200 Methyl amphetamines 300

Opiates 300

If testing exceeds these above stated levels, a sample will be prepared and dispatched to an accredited testing laboratory for analysis in accordance with AS/NZ 4308:2008

10.5 REFUSAL TO UNDERGO TESTING

Refusal by a worker to submit to, or not cooperate fully with a Drug and Alcohol testing will be treated as a non-negative result. If a person is not able to provide a sample within 2 hours of initial test request, this may also be seen as a refusal and treated as a non-negative/ positive result.

10.6 TESTING PROGRAMS

Testing may be conducted due to or as a result of one of the following, and may be undertaken by Electrostar representative or the Client representative.

Table 5 – Conducting of tests

Conducting of Tests

Definition

At Random Testing of a selected group of workers Blanket Testing Across the operations and requires all personnel to participate in testing

Just Cause

Screening tests will be carried out in accordance with this standard on any worker where there is justifiable cause.

when a worker is suspected of Drug and Alcohol use, if the worker is observed as showing signs of alcohol and/or drug impairment;

After returning a positive test result they will be subject to at least two Screening tests at Electrostars discretion over a period of six months;

When a manager or supervisor thinks there is just cause;

Medium / High or Critical Incident

After a medium / high or critical incident has occurred - Screening tests must be carried out for alcohol and/or drug use in accordance with this standard on any worker when:

The worker is involved in, or contributed to, any incident, which results in the injury of any person; or

Where a statutory requirement exists.

Challenge Test When a co-worker suspects a worker of Drug and Alcohol use the worker can go to their Manager or Supervisor and request testing be completed. Challenge testing requires the worker who is challenging, the Supervisor, and the worker in question all to be tested.

Self-Test

Workers have an opportunity to self-test prior to commencing work. If the worker does exceed testing levels they must notify their supervisor immediately and must not conduct any work on site. They will transported home and their absence will be either recorded as annual leave or leave without pay. As determined by management.

Pre-employment Testing

Alcohol and drug screening will be conducted as a standard component of the pre-employment medical assessment process.




10.7 RETURN OF NON-NEGATIVE / POSITIVE TEST RESULTS

10.7.1 Alcohol

If the reading from the initial test indicates a blood alcohol level above 0.00 grams of alcohol per 100ml of blood, the worker will be subject to a second breath test. The second test will be performed 15min after the first test, the worker will not be permitted to eat or drink until after the second test has been completed.

If a worker refuses to undergo testing, returns a non-negative or a positive the worker will not be permitted to commence or return to work for the remainder of the shift, (this will be marked as a day without pay, or annual leave as determined by management), the worker will be offered transport to their accommodation. If the worker refuses transportation to their accommodation and attempts to operate a vehicle when the alcohol test result is above the state legal road limit the police will be notified.

The workers manager / supervisor will be notified and a management plan will be instigated. Any workers who have failed a Drug and Alcohol test will need to provide a 0.00 test result before being allowed to return to the workplace. Any refusal to cooperate may be treated as a serious misconduct and lead to disciplinary action being taken.

10.7.2 Drugs

Where drugs are detected as a result of an initial screening test, a sample may be prepared and dispatched to an accredited testing laboratory for analysis in accordance with AS/NZ 4308:2008.

The worker and their supervisor will be informed of the test result. The worker will not be permitted to commence or return to work until a negative test result has been returned by the worker (at the worker in questions expense). Any loss time will be either recorded as annual leave or a day without pay.

The worker will be offered transport to their place of accommodation. Refusal to be transported home may be treated as serious misconduct, if the person does refuse to be returned home when the test result is above the cut-off limits the police will be notified.

10.8 MANAGEMENT OF NON NEGATIVE / POSITIVE TESTS

10.8.1 Non Negative Test

Any worker found to be in breach of this standard by returning a non-negative / positive result, will have potentially placed themselves and others at unnecessary risk, and potentially damaged the business reputation. The first being in breach of their obligations under work health and safety legislation, as a result a breach of this standard (whether by a positive test result or any other failure to comply with this standard) may result in disciplinary action and may result in termination of employment.

The worker will be stood down from work immediately and the responsible manager will discuss the non-negative result with the worker, and if identified as required will be advised of counselling services available and encouraged to take part in counselling. The worker will be offered transport from the workplace to their accommodation.

Before the worker returns to work or resumes normal duties a negative result will be required to be provided by the worker and the worker must demonstrate, to the satisfaction of the manager that they are fit for work.

A monitoring program will be implemented in conjunction with the worker upon their return to work which will include two screening tests within six months with the first occurring within the first month of return to work. All subsequent non-negative results may lead to further disciplinary action.

A first written warning will be recorded on the person’s personal file.

10.9 DISPUTES

If a worker wishes to dispute a non-negative test they may request additional testing, and can request a sample for personal confirmation by:

contacting the laboratory;

Blood test at the local Doctors / hospital

Requesting retesting on site

This request must be made as soon as the result of the test is known.




10.10 MISCONDUCT AND D&A BREACHES

10.10.1 Falsification, Tampering or Avoidance

Any kind of falsification, tampering or avoidance with a drug or alcohol sample is considered to be serious misconduct and may result in immediate termination of employment.

10.10.2 Possession of Illegal Drugs and/or Alcohol

Workers found to be in possession or consuming alcohol or using illegal drugs at any Electrostar work sites will be considered guilty of serious misconduct, which may lead to immediate termination of employment.

10.11 DRUG AND ALCOHOL AWARENESS TRAINING

Drug and Alcohol Awareness training will be provided to all Electrostar workers outlining and explaining the requirements of this procedure and counselling available to all Electrostar workers.

Training will promote awareness of the work health and safety implications of alcohol and drug abuse.

10.12 DRUG AND ALCOHOL COMMITMENTS


Providing a working environment that is free from risks associated with the effects of Drugs and Alcohol use and abuse;

Reducing so far as reasonably practicable, at risk behaviours associated with Drugs and Alcohol exposure in the work place;

A testing program that is intended to identify and encourage “at risk” workers to seek assistance and participate in support programs;

Eliminating the risk of persons working under the influence of drugs and alcohol and associated risks;

Maintaining secure and confidential records for a period of minimum period of 5 years; and

Ensuring training promotes awareness of work health and safety risks associated alcohol and drug abuse.

10.12.2 Electrostar workers have a responsibility to:

Attend work “fit for work”, free from drugs and alcohol;

Workers, are not permitted to have or sell alcohol, prohibited drugs, prohibited plants, or be in possession of any item of equipment for the use or the administration of a prohibited drug or plant on Electrostar premises or worksites.

Participate in testing programs as requested by Electrostar and the clients that we work for;

Complete a medication notification form and provide details to their immediate manager, supervisor or HSE personnel when taking over the counter medication or prescription drugs; and

Seek assistance and participate in support programs before the health and safety of themselves and others in the work environment are affected.

10.13 OVER THE COUNTER / PRESCRIPTION MEDICATION

Some over the counter and prescription medication can have adverse effects on workers ability to perform work safely, and may also return a non-negative or positive result when tested.

If a worker is prescribed medication, or is taking over the counter medications they should:

Seek advice about known side effects of the drug from the providing doctor or pharmacist, (ensuring that you advise the relevant parties that your Employer and Clients have a zero tolerance;

• Read medication labels and information to determine if there are any known side effects;

• Ask if the medication will return a positive test if Drug and Alcohol testing is carried out;

If the worker is taking over the counter or prescription medication they must report to the Supervisor or HSE personnel and declare what medication they are taking and why they are taking medication. With the




relevant person they will then need to complete the following forms; “FORM_008_Medical Condition Form”, “FORM_009_Medication Notification Form”, and “FORM_010_Medical Assessment Checklist Form”

If negative effects are identified workers communicated all known negative effects to the Manager / Supervisor and / or HSE personnel. Failure to do so will be considered a breach of duty of care and the individual’s failure to meet their duty to disclose information that may affect others in the workplace.

10.14 CONFIDENTIALITY AND RECORDS MANAGEMENT

Records will be maintained in a secure location and remain confidential for a period of 5 years. Only Management HSE or Investigation Authorities will have access to test result information.

Electrostar will ensure all reasonable steps are taken to protect the confidentiality of workers involved in Drug and Alcohol testing by:

Not disclosing results to other workers; and

Not disclose the name of workers being retested or why retesting is required.

10.15 D&A CONCLUSION

Electrostar recognises that Drugs and Alcohol dependency is a treatable condition and is committed to ensuring workers have access to counselling service if and as required.

All Electrostar workers reporting to work or undertaking work with other drugs and/or alcohol levels above the accepted levels will be subject to disciplinary action, and if identified as required; counselling. Serious or ongoing breaches may result in dismissal. Workers who undertake railway safety work with a drug or alcohol level above these standards may also be in breach of the “Rail Safety (Drug and Alcohol Testing) Regulation 2003“and may be subject to prosecution.

Workers who do not notify management or supervisors of prescription or over the counter medications and fail a drug test will be subject to the same disciplinary action as those who are found to be under the influence of other drugs in the workplace.

If the manager / supervisor or co-worker suspect that the worker is not fit to carry out their duties, or are under the influence of drugs or alcohol the manager / supervisor or co-worker must take appropriate action to ensure the safety of individuals and others in the workplace is not compromised.

11 MANUAL HANDLING Manual handling is any activity that involves lifting, lowering, pushing, pulling, carrying, moving, holding or restraining. It may also include stretching and bending, sustained and awkward postures, and repetitive movements.

Electrostar Management are committed to a step by step risk management process to help employers identify, assess and then eliminate or control manual handling risks (as low as reasonably practicably”), in consultation with workers to avoid injury in the workplace.

Electrostar Management and workers are committed to identifying possible manual handling problems by:

Assessing the risks

Eliminating the problem or providing mechanical assistance or lifting aids

Training workers in safer work practices

Monitoring and reviewing for continuous improvement opportunities.

All objects, work practices and the working environment must be designed to eliminate manual handling risks, if elimination is not practical the risk must be controlled and, if necessary:

The design of objects or the work environment modified

Mechanical aids provided

Workers trained in safe techniques and

Correct use of mechanical assistance.




Workers must not knowingly put themselves or others in the workplace at risk of manual handling injuries, and in consultation with management identify and assist with development and implementation of strategies to assist with the elimination of manual handling workplace injuries, (“as far as reasonably practicable”).

11.1 MANUAL HANDLING RISK ASSESSMENT

Manual Handling Risk Assessments are to be completed based on the following risk factors;

Actions and movements

Workplace layout

Posture and position

Duration and frequency

Location and distance

Weights and forces

Characteristics of loads and equipment

Work organisation

Work environment

Skills and experience

Age

Clothing

Special needs, and

Any other identified relevant factors.

12 WORKING ENVIRONMENT 12.1 WORKING IN HOT AND COLD CLIMATES

Electrostar recognises that workers are at times required to work in environments, performing activities that may result in exposure to inclement weather conditions, which may impact on a workers health.

Examples include, but are not limited to:

12.1.1 Dehydration

Dehydration is a serious medical condition that requires immediate attention. Symptoms depend largely on the severity of the fluid loss.

12.1.2 Hypothermia

Hypothermia is a condition in which core temperature drops below the required temperature for normal metabolism and body functions.

12.1.3 Hyperthermia

Hyperthermia is the opposite of Hypothermia which is present in heat exhaustion and heat stroke. Hyperthermia is elevated body temperature due to failed thermoregulation that occurs when a body produces or absorbs more heat than it dissipates.

12.1.4 Sun Smart

Australia has the highest rate of skin cancer in the world, with two out of three people experiencing some form of skin cancer during their lifetime. Electrostar acknowledges and recognises that skin cancer is a preventable disease and will actively promote, encourage and support skin protection in all business operations.

Electrostar is committed to:

Ensuring workers have access to fluids for maintenance of hydration;




Identifying potential risks, implementing preventative actions to minimise the risks

Ensuring workers have access to the appropriate PPE;

Ensuring exposure to working in severe weather conditions is minimised as far as reasonably practicable;

Schedule works (where practical) to avoid peak ultraviolet periods;

Rotate duties to minimise time exposed to UV;

Provide and actively encourage workers to wear / use, care for, and correctly store personal protective equipment (PPE), including but not limited to:

Shirts which have long sleeves and a collar; Long cotton drill trousers (where appropriate); Wide brimmed hats (when practicable); Eye Protection i.e. safety sunglasses; and Provide and actively encourage workers to use broad spectrum water resistant 30+ sunscreen and

stress the importance of regular reapplication (at least every two hours).

Will endeavour to provide temporary shade where adequate shade is not provided for in key locations at its premises and on worksite, e.g. Sunshades and Umbrella's;

Promote sun safety and PPE requirements through training, team briefings and site inductions; and

Replace PPE when made aware of the need.

Consultation, and communication, ensuring Workers have been provided with information and training to raise awareness on the effects, symptoms and risk management plans regarding Working Environment Hazards; ensuring workers are aware of the symptoms, impacts and prevention; and

Shelter from unforeseen extreme weather conditions is available as required.

Electrostar workers are committed to:

Ensuring they continually monitor of their hydration levels;

Manage their fluid intake to ensure Hydration is maintained;

Communicate any issues regarding hydration to others and their supervisor as identified;

Shall ensure that they do not expose themselves (as far as reasonably possible) to damaging UV rays without the appropriate PPE;

Recognise that they are responsible for the use, application, care and storage of PPE distributed by Electrostar as per the original manufacturers (OEM) Instructions; and

Are responsible for ensuring that they communicate the need for replacement PPE as soon as the need arises.

Participating in consultation, communication and training awareness programs;

Continuously monitoring, and managing their health and fitness for work, seeking assistance and reporting any identified issues; and

Monitoring co-workers for signs and symptoms for the onset of adverse effects to health and fitness.

12.2 NOISE POLLUTION

12.2.1 Exposure

Electrostar workers may be exposed to noise pollution:

During the operation of plant and equipment while performing business activities;

From working in close proximity of plant, equipment and trains operating in or near the work environment; or

From working in close proximity of public roads, or in narrow corridors.




12.2.2 Identification

Electrostar identifies, monitors and reviews noise pollution levels through:

Review of OEM recommendations;

Industry Standards and recommendation;

Consultation with workers and others in the work place; and

A Quantitative and Qualitative assessment process.

Electrostar aims to minimise noise as far as reasonably practicable in the work place by identifying:

Sensitive areas of operation that may be affected;

Hours for proposed works to be undertaken to minimise impacts;

The noise impacts on workers, and the community;

Select and apply the best work practices to minimise noise impacts; and

Ensuring all workers have easy access to suitable approved fit for purpose PPE as required.

Medicals are undertaken by Electrostar Staff at the commencement of employment and at regular intervals, with hearing tests undertaken to identify and monitor any existing issues and / or changes with the individuals hearing.

Electrostar Workers are committed to:

Actively participating in risk assessments;

Participating in monitoring and review of noise pollution in the workplace;

Actively consult and communicate identified noise pollution hazards and controls;

Applying best work practices to minimise noise impacts;

Ensuring suitable approved fit for purpose PPE is used as required; and

Not put others in the workplace at risk.

12.3 AIR POLLUTION

12.3.1 Particle Size

Fine particles are formed by the condensation of molecules into solid or liquid droplets, whereas larger particles are mostly formed by mechanical breakdown of material or crushing of minerals.

‘Coarse particles’ are between 2.5 to 10 micron sizes, and cannot penetrate as readily as of Fine particle; however, it has been seen these are responsible for serious health hazards. The severity of the health hazards vary with the chemical nature of the particles.

12.3.2 Dust

Dust is defined as a particulate matter “airborne finely divided solid or liquid material with a diameter smaller than 100 micrometres.” Dust and smoke are the two major components of particulate matter, with vehicle emissions, chemicals, pollen, and mould spores suspended as particles.

Electrostar business operations has the potential to expose works to air pollution during excavation activities, the handling and mixing of cement, operating plant and equipment and working in close location to main roads and train lines.

12.3.3 Smoke

The main sources of smoke pollutants in Electrostar business operations are Petrol and Diesel driven vehicles, plant and equipment used to carry out business operations. Exposure to smoke hazards can also be the result of emergency events, i.e. grass, and or bush fires.

12.3.4 Environmental Tobacco Smoke

Electrostar has a duty of care under Work Health and Safety legislation to provide a safe and healthy work environment for all employees and others who enter the workplace;




The Managing Director of Electrostar in their absolute discretion, and in consultation with the Workers, have the right to develop a more stringent smoking on site policy, to prevent exposure to second-hand smoke, the risk of fires and to ensure safety of all in the workplace. Electrostar reserves the right to enforce a “No Smoking in the Workplace” as seen fit or as directed by the client when out on site.

Electrostar has adopted a “Smoke-Free Policy” in all enclosed workplace areas. This includes all buildings, offices, toilets, workshops, and company motor vehicles; both Light and Heavy Vehicles. Furthermore, smoking will not be permitted within 5m of these enclosed public places to prevent the possibility of Environmental Tobacco Smoke (ETS in the workplace.

Electrostar workers have a duty of care to not put others in the workplace at risk of exposure to ETS, or to put the environment at risk of starting fires as a result of a discarded cigarette or match.

12.3.5 Exposure Effects

The inhalation of particles has been linked with illness and deaths from heart and lung disease as a result of both short- and long-term exposures. When exposed to particulate-matter pollutants. Inhalation of particulate matter can increase susceptibility to respiratory infections such as Asthma, Chronic Bronchitis. The general medical term given for such lung diseases is ‘Pneumoconiosis’.

12.3.6 Managing Exposure Levels

Electrostar manages workers exposure levels by;

Following OEM recommendations;

Identifying and implementing industry standards and recommendation;

Consultation with workers and others in the work place; and

Through a quantitative and qualitative risk assessment process.

Selecting and applying the best work practices to minimise air pollution impacts;

Ensuring all workers have easy access to suitable approved fit for purpose PPE for use as required.

Electrostar Workers are committed to:

Actively participating in risk assessments;

Participating in the monitoring and review of air pollution in the workplace;

Actively consult and communicate identified air pollution hazards and controls;

Applying best work practices to minimise noise impacts;

Ensuring suitable approved fit for purpose PPE is used as required; and

Not knowingly put others in the workplace at risk.

13 EXPOSURE TO HAZARDOUS SUBSTANCES (Chemicals) During the course of performing Electrostar business operations workers are required to handling chemicals complete some tasks that may have adverse effects to a workers health and safety.

In Consultation Electrostar ensures that workers are provided with the appropriate training, information, resources and PPE to minimise risk when handling hazardous substances.

Workers are required participate in risk assessments undertaken for the safe use of chemicals, and follow instructions for storage, use and disposal of chemicals as prescribed in the Safety Data Sheets (SDS) for the specific chemical in use, and all relevant packaging information provided by the OEM. Workers shall only bring onto site chemicals that have been approved for use on site.

If workers are feeling and / or showing any signs of adverse effect from the use of a chemical they must cease use of the chemical immediately, report the effects immediately to the Project Manager and, or HSE representative and seek immediate medical advice.




14 PERSONAL PROTECTIVE EQUIPMENT Electrostar provides and / or actively encourages workers to wear / use, care for, and correctly store personal protective equipment (PPE), including but not limited to:

Guarding;

Protective safety boots;

Protective gloves;

Shirts which have long sleeves and a collar;

Long cotton drill trousers (where appropriate);

Wide brimmed hats (when practicable);

Eye Protection i.e. safety sunglasses; and

Provide and actively encourage workers to use broad spectrum water resistant 30+ sunscreen and stress the importance of regular reapplication (at least every two hours).

Electrostar will provide PPE based on the environment that workers are working within, the Principal requirements, the requirements of the task being performed and the Original Equipment Manufacturer and Safety Data Sheet (SDS) requirements.

Workers who are found to wilfully damage or disposing of PPE (that was considered to be in good condition) shall be held liable for the item in question. Wilful damage may be determined by;

Inspection of PPE;

Third Party statements; and

Excessive usage / replacement, and associated cost.

15 PSYCHOLOGICAL STRESSORS 15.1 BULLYING

Workplace Harassment and or Bullying is repeated, unreasonable and unwelcome behaviour directed towards a worker or group of workers that creates a risk to health and safety. Electrostar is an equal opportunity workplace and recognises that everyone working for Electrostar value add to the business operations.

Electrostar does not tolerate any form of harassment and / or bullying in the workplace.

15.1.1 Examples of bullying behaviour:

Abusive, insulting or offensive language;

Spreading misinformation or malicious rumours;

Behaviour or language that frightens, humiliates, belittles or degrades, including criticism that is delivered with aggression (yelling or screaming);

Displaying offensive material;

Inappropriate comments about a person’s appearance, lifestyle or family;

Teasing or regularly making someone the brunt of pranks or practical jokes;

Interfering with a person’s property or work equipment; and

Harmful or offensive initiation processes.

Workers who are bullied can develop physical and psychological problems, and has led to known cases of suicide.

State and federal anti-discrimination laws prohibit behaviour that amounts to discrimination or harassment. Some forms of bullying at work may breach these laws, and result in criminal charges being laid.

Workers who are victims of bullying / harassment in the workplace will be provided with support to assist with recovery.




Workers found responsible for intimidating, harassing, bullying, or belittling behaviours towards any of their co-workers will face severe disciplinary action, (up to possible dismissal from employment).

15.2 STRESS

Stress can arise from work-related issues or as a result of external - family / lifestyle stressors, and can be either physical or psychological.

Electrostar recognises stress can impact on the health and safety of an individual and / or their co-workers if not identified and managed correctly, and is committed to:

Consultation with workers;

Identifying risk factors;

Working with workers to identify and implement controls to minimise stress factors.

Workers must self-assess and participate in the management of stress impacts to their own health, and communicate any concerns they have with Management. Failure to do so may lead to additional health and safety risks being introduced to the workplace and would be a breach of the workers duty of care to self and others in the workplace.

16 FIRST AID INJURIES Electrostar is committed to ensuring that workers are trained in first aid, and appropriate fit for purpose - first aid kits are available on site and in easy access for use by workers who have incurred a first aid injury in the workplace.

All Workplace injuries must be reported immediately to Management and the HSE / Return to work coordinator, to ensure appropriate treatment is provided and to maintain historical records of the injury. Any first aid treatments and stocks used from the first aid kits must be recorded and provide to the HSE department for records management.

For additional information please refer to - STA_002_First Aid Standard

17 INJURY MANAGEMENT Injury Case Management of all work related injuries shall be carried out by Electrostar Workers Compensation Insurance provider and will be subject to their independent reviews and findings.

18 RETURN TO WORK COORDINATION Electrostar Pty Ltd. recognises and accepts its obligations to assist our workers to return to work as soon as reasonably practicable when injured or illness occurs during the course of their work.

Electrostar is committed to assisting injured / ill workers by:

Providing support and offer assistance where possible;

Communicating and working with the Treating Medical Practitioner and Workers Comp to support the injured worker;

Holding open a position for the worker upon return to work, were possible;

Offer of suitable employment, if and where possible;

Planning the return to work;

Identifying appropriate duties for injured / ill workers;

If required and where possible providing aids to assist with return to work;

Assistance with rehabilitation as far as reasonably practicable;

Providing suitable duties for workers; and

Ensuring the work environment is safe, “as far as reasonably practicable”.




18.1 ELECTROSTARS RETURN TO WORK POLICY:

All actions to assist workers to stay at or return to work will be commenced as soon as possible in a manner consistent with medical advice;

Any worker injured or made ill because of their work will be returned to work in the shortest possible time, provided it is safe and practicable to do so, or if this is not possible;

The worker will be returned to suitable alternative work, as low as reasonably practicable;

The worker must undertake this alternative work in consultation and supervision to ensure it does not jeopardise their well-being;

All workers are expected to assist and co-operate with ensuring this policy is followed.

18.2 ELECTROSTAR AND ELECTROSTAR WORKERS COMMITMENT:

Return to Work will commence as soon as possible after illness or injury and a Return to Work Plan will be established for any worker who is unable to work for 5 days or more;

Remaining at or returning to work as soon as is safely possible after injury is a normal workplace practice and expectation;

As part of the Return to Work Program, suitable duties which do not jeopardise the worker’s wellbeing will be provided where possible;

All workers will be involved fully in their Return to Work plan;

Confidentiality of all information will be maintained during Occupational Rehabilitation and Return to Work Programs;

Participation in a Return to Work Program will not, in itself, prejudice a worker;

Return to Work activities are to be reviewed regularly in consultation with the worker to ensure that progress is continuing towards a complete recovery;

18.3 PREPARATION OF A RETURN TO WORK PLAN (RTWP)

Where a worker has an incapacity for work that is expected to involve 5 or more days away from the workplace, a “Return to Work Plan” shall be prepared immediately. The RTWP will be developed by the Return to Work Coordinator in consultation with the Managing Director, the injured worker and the worker’s treating Doctor, and shall be reviewed regularly (at an agreed time frame) by all relevant parties.

All return to work planning and supporting documentation shall be communicated to all relevant parties.

18.4 RETURN TO WORK COORDINATOR

When a Supervisor is notified that a worker is unfit for work, due to a work related injury or illness, they must contact the Return to Work Coordinator and the Managing Director.

The Return to Work Co-ordinator is responsible for:

Providing support and assistance to the injured / ill worker, as required;

Providing all relevant documentation and forms for completion;

Regularly liaising with the Managing Director, the Worker, the Insurance Provider, the treating Medical Practitioner, and any other relevant parties regarding the rehabilitation progress;

Ensuring the worker has access to appropriate treatment; and

Obtaining details of the extent of any capacity for work; and

(In Consultation) Developing and communicating the “Return to Work Management Plan” to all relevant parties.