Master guide or handbook

In 2012, SafetyAtWorkBlog reviewed the first edition of the Australian Master Work Health and Safety Guide. CCH Wolters Kluwer has released its second edition and, sadly, it repeats many of the criticisms in the 2012 review.

The title of Australian Master Work Health and Safety Guide (2nd ed) seems inaccurate if one considers a book with “master ” in its title to be a “masterwork”. This is not a masterwork and the publishers have emphasised to SafetyAtWorkBlog that the book was never intended to be.  The book is intended to be a brief outline of the most important contemporary occupational health and safety (OHS) issues in Australia and to provide practical advice, checklists and templates.  In fact, the word that should be focussed on in the title is “guide”.

The publishers advised that “master” is in the title to indicate it is part of its “Master Series“, a “brilliant” series described as

“Australia’s premium range of professional books, widely accepted as the leaders in their fields.”

SafetyAtWorkBlog looked at a couple of chapters to assess the quality of the content.  As workplace bullying is such a contentious issue. the Bullying and Violence chapter was a focus. There were a surprising number of omissions in this chapter.

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WorkSafe Victoria’s Len Neist addresses safety profession breakfast

Herbert Smith Freehills (HSF), in its Australian partners and as a firm, has been prominent in occupational health and safety (OHS) matters, even though the organisation is “on the nose” with much of the trade union movement. This week HSF conducted a breakfast for the Safety Institute of Australia (SIA) in Melbourne, the first in a couple of years after an alleged falling out with the SIA.  The presentations did not sparkle as some have in previous years.

The most anticipated presentation was from Len Neist, an executive director of WorkSafe Victoria.  Neist outlined the aims of the organisation but much of this was familiar.  He reiterated the obligations on WorkSafe from the various legislation and pledged to focus on prevention.

Neist is not beyond executive jargon (“risk tolerability framework” ?) and stated one of his aims was to “incentivise compliance and improvement”.  One can argue that compliance should require no encouragement only enforcement.  Why provide incentives to businesses for what is their legislative and moral duty?

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Productivity Commission looks at workplace bullying – not really

The Australian Government has announced an inquiry into workplace relations through the Productivity Commission (PC). The most obvious occupational health and safety (OHS) element of this inquiry relates to workplace bullying which is discussed in the fourth of five issues papers released in January 2015. However the purposeful separation of workplace bullying actions through the Fair Work Commission (FWC) from actions in other sectors, such as OHS regulators, limits the potential impact of the inquiry on this issue.

The PC issues paper acknowledges the lack of the anticipated avalanche of anti-bullying applications and accepts that the structure of the FWC process may be partially responsible.  This lack of applications, an issue discussed

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New workplace bullying evidence

There have been many claims of a workplace bullying epidemic in Australia but there has always been a lack of evidence. Research has been targeted into specific industry sectors or regions but broad ranging studies have been few. This lack of evidence was a major frustration for the Parliamentary Inquiry into Workplace Bullying that concluded in late 2012. However useful evidence is beginning to appear.

A recent edition of the Journal of Health Safety and Environment included a report (subscribers only) entitled “The prevalence and nature of bullying: A national study of Australian workers”. The authors, Dr Sarven McLinton, Maureen Dollard, Michelle Tuckey and Tessa Bailey, wrote that the study

“… shows that nearly 7% of Australian workers reported bullying and harassment in the past six months.” (page 283)

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How can an OHS regulator get the management of its own staff so wrong?

How can an OHS regulator get the management of its own staff so wrong?

In June 2014, a NSW Parliamentary inquiry released its final report into Allegations of bullying in WorkCover NSW, that State’s occupational health and safety (OHS) regulator. The report found that

“…Workcover has a significant organisational problem with bullying.  This problem is a longstanding one and operates at a cultural level.” (page x)

The Committee Chairman Hon Fred Nile MLC, wrote that

“more effective leadership and governance is essential.” (page x)

Longstanding bullying problems?  Problems with leadership and governance?  Many companies and public sector organisations have had similar issues ambulances, police, fire services, research organisations, to name a few, and are working them through. What happened in New South Wales?

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The first Annual Statement on workplace bullying data gets a C+

Recently Safe Work Australia released  its first annual statement on “Psychosocial health and safety and bullying in Australian workplaces“.  This is a terrific initiative but it has a significant flaw – it combines statistical data for harassment and bullying even though they are different hazards, have different remedies, are usually handled by different professions in many organisations, and have different external appeal options.

The Annual Statement itself quotes its origin:

 “The Committee recommends that Safe Work Australia issues an annual national statement which updates any emerging trends of its collated data from each of the state and territory regulators, and the Commonwealth, with respect to psychosocial health and safety generally and workplace bullying specifically“. (emphasis added)

Nowhere in the Annual Statement is there any data specifically addressing workplace bullying.  Bullying is always linked with harassment, contrary to the brief from the House of Representatives Standing Committee on Education and Employment’s workplace bullying report, as I read it.

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Poor editing could increase confusion on workplace bullying

One of the occupational health and safety (OHS) issues that does not “travel” well across international borders is workplace bullying.  Each country usually has its own laws (if at all).  Each operates in a different culture and each has a different definition of what constitutes workplace bullying.  Those who communicate and publish information on this hazard need to be sure that an article is relevant to its readership or at least clearly indicate the article’s overseas origin.

On 28 May 2014 the Australian Financial Review (AFR) published a

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