Occupational health and safety (OHS) and Human Resources (HR) disciplines continue to, mostly, operate in isolation and, sometimes, in conflict. Part of the reason is that workplace matters are often seen as either OHS or HR, even though they are both.
SafetyAtWorkBlog looks for why Australian workers have four weeks of Annual Leave.
This blog has a policy of linking to source documents wherever possible. Recently I investigated the origin of the statement, and its variations:
“In a 12 month period, 20 per cent of Australians will experience a mental health condition.”
Clarity on this is going to be important as Australia has several formal inquiries relating to mental health and this statement often crops up in strategy documents and policies related to occupational health and safety (OHS).
Earlier this week former chair of the Australian Government’s National Mental Health Commission, Allan Fels (pictured right) addressed a lunch hosted by the Committee for Economic Development of Australia. The topicality of his presentation stemmed from two major inquiries into mental health – one by the Federal Government and undertaken by the Productivity Commission (PC), the other is a Royal Commission from the Victorian Government. The breadth of the Terms of Reference (ToR) of the PC inquiry has generated a very broad level of interest across the social spectrum. The Royal Commission ToR are yet to be released.
Fels acknowledged the role that workplaces have in addressing mental health
A SafetyAtWorkBlog reader emailed me this question:
“does a loss of shift due to fatigue equal a Lost Time Injury?”
My standard response is “why not?”
This type of LTI (Lost Time Injury) issue is one that will become increasingly common as the occupational health and safety (OHS) prominence of wellness and work-related psychological health and safety Continue reading “Does a loss of shift due to fatigue = a Lost Time Injury?”
The guidance on workplace psychological health and safety forecast by Safe Work Australia’s Peta Miller was released on June 14 2018. There is potential for this guidance to change how mental health is managed and, most importantly, prevented in Australian workplaces.
It is important to note that “Work-related psychological health and safety – a systematic approach to meeting your duties” has been developed with the involvement and approval of all of Australia’s occupational health and safety (OHS) or work health and safety (WHS) regulatory bodies. Workplace mental health promoters and resilience peddlers are unlikely to find much support in this document as the prevention of harm is the benchmark.
The guidance is also intended to operate in support