How many safety awards are too many?

On 23 March 2010, SafetyAtWorkBlog questioned the need for so many government-sanctioned OHS awards and noted that there is little overlap between wellness awards and safety awards.

On 26 March 2010, Australia’s Safety Rehabilitiation and Compensation Commission (SRCC) announced a new category in its OHS awards that will

“recognise organisations that promote health and wellbeing in the workplace–long before employees are affected by injury.”

The SRCC is the organisation that looks after the OHS of

“the federal public service, the Australian Defence Force and national companies in the Comcare scheme.”

With the addition of this new category, the SRCC finally has awards that represent the continuum of worker health and safety from prevention to incident to rehabilitation or compensation. Continue reading “How many safety awards are too many?”

Social networking and OHS

Less than two days ago, someone established a Facebook page in order to seek justice for Brodie Panlock. At the time of writing the page has over 2,800 supporters, mostly young. The page is being moderated very closely so that any inflammatory comments are jumped on very quickly. The site has a maturity that is showing the best elements of social networking sites.

The moderators are referring to the site as a petition but this is not the traditional petition where reams of paper are presented to a politician on the steps of Parliament, although it may come to that. What the Facebook page is showing is the modern (perhaps young) take on generating support for a cause through the technologies with which the supporters are most familiar. Continue reading “Social networking and OHS”

Getting safety promotion right

The Health & Safety Executive (HSE) has come in for a lot of “stick” over the last few years by seemingly over-reacting to OHS hazards. In many cases, these reports have come from a misinterpretation of OHS rules and guidelines or a misunderstanding of the basic principles of safety. In some cases it is simply a beat-up my England’s tabloid media.

However, this attitude to safety and the creation of a misperception of OHS has annoyed the HSE. Below is a video that the HSE produced, going by the tone of the video, in response to the bad press.

The “Right People” campaign seems familiar to many other campaigns attempted around the world and the introduction depicting silly headlines shows that the HSE is think-skinned.

Much more successful is the HSE’s recent campaign about safety in farming. Continue reading “Getting safety promotion right”

Fixing what is broken

WorkCover in South Australia has released a discussion paper for public comment on 9 November 2009. The paper is called “Consultation on a new framework for employer incentives” and poses the following questions:

Do you think there should be any financial incentives for employers in relation to workers rehabilitation and compensation?
What do you think about the proposed design principles?
Do you have any specific ideas for employer incentives that encourage return to work?

This discussion paper is part of the review process by the WorkCover Corporation and should be supported. Public comments close on 18 December 2009.

The paper itself has some points of considerable interest. The existing incentive scheme is called a Bonus/Penalty Scheme which has existed for almost 20 years. PricewaterhouseCoopers undertook a review and below are the findings, according to WorkCover:

“WorkCover has been working with PricewaterhouseCoopers (PWC) to gain a better understanding of the effectiveness of the Bonus/Penalty Scheme in South Australia. Only very weak links were found between the Bonus/Penalty rate and claim outcomes. No evidence was found to suggest that the Bonus/Penalty Scheme has delivered better health and safety outcomes for workers in South Australia.”

That last sentence seems to be a phenomenally honest statement about a scheme that has existed since 1990, been so persistent and continues to be so popular with employers. Such forthrightness from a government authority about one of its own programs is rare.

At some point in the past there may have been some logic in the scheme as similar elements existed under the WorkCare scheme in Victoria many years ago. But since the preventative arm, Safe Work SA, split from WorkCover around 2005, the incentive scheme has not sat comfortably with the government’s RTW focus.

The discussion paper goes on to state:

“WorkCover has not seen much evidence that the Bonus/Penalty Scheme has either reduced injury rates or made workplaces safer. If anything it appears to have had some adverse side-effects, such as encouraging stakeholders to focus excessively on claim costs, the claim costs ‘window’ and coding, instead of return to work.”

Regardless of pointing out the difference between “no evidence” and “much evidence”, WorkCover’s comments illustrate a reality that OHS and RTW professionals have been wrestling with for years, companies have been encouraged to focus on financial cost of Return-To-Work rather than on the injured worker.

As part of WorkCover’s analysis of the existing incentive scheme, it undertook a literature review on experience ratings systems and found the following

“There were some noteworthy findings about experience rating systems, for example:

there is no clear consensus that they have reduced injury rates or made workplaces safer;

they have created perverse motivations, for example to suppress claims, dispute the coding of claims, or only focus on reducing claims within the ‘experience window’;

they may reduce claim numbers but not average claim costs, and average claim severity tends to increase – this is further evidence that the reporting of small claims is sometimes ‘suppressed’; and

there is no obvious link between experience rating bonuses/penalties and an employer’s commitment to safety and return to work.”

The Productivity Commission in 2004 (as discussed in Alan Clayton’s workers compensation review for the Tasmanian Government) recommended experience ratings for large employers as a contributor to the full funding of workers compensation schemes. ( p.44) It is strongly suggested that those wanting to comment on this South Australian WorkCover paper should closely look at the recent changes to workers’ compensation made by the Tasmanian Government.

But it is not all gloom and doom as WorkCover SA has set the parameters for the next scheme. In the discussion paper, they list 11 proposed design principles for consideration:

Focus on return to work

Be affordable and sustainable

Have a direct and substantial effect

Target the right employers

Tailor to specific employer groups

Loss matters

Be simple to explain and run

Use a mix of solutions

Capitalise on the tools and resources we already have

Be transparent

Use an evidence-based approach

In anticipation of the Federal Government’s plans to harmonise workers compensation once OHS is out of the way, such discussion papers, reviews and, more importantly, the public submissions, may provide some clues to how Australia workers compensation and RTW programs may look in ten years time.

Kevin Jones

Summer heat, fatigue and UV – a speculative solution

Let’s pull together several workplace hazards and suggest one control measure that may address all of them at once. Of course, the control may generate other work hazards or management challenges.

In Summer, work occurs throughout daylight hours. The long days, and possibly daylight savings, maximise the window of productivity for workers, particularly those who work outside – building construction, housing, rail maintenance, roadworks….. Such work can lead to the workplace hazards of excessive exposure to ultraviolet radiation (UV), fatigue, and heat stress.

Each of these hazards has its own separate advocates for safe practices, as well as the OHS regulator that provides guidance on all hazards. This complicates the management of OHS because sometimes there are conflicting control measures or at least measures that are incompatible with the needs and desires of the workforce. If we think of this combination of hazards as a Gordian Knot, we could solve the problem by splitting the working day into two sessions on either side of a sleep break or, as the November 2009 edition of the Harvard Health Letter calls it, a nap.

The Harvard article, “Napping may not be such a no-no”, discusses the good and bad of napping and the tone of the article seems to look at this control measure mainly for office-based or administrative tasks.

“[Robert Stickgold, a Harvard sleep researcher] says his and others’ findings argue for employer policies that actively encourage napping, especially in today’s knowledge-based economy. Some companies have set up nap rooms, and Google has “nap pods” that block out light and sound.”

The article suggest a couple of suggestions

“Keep it short. A 20- to 30-minute nap may be ideal. Even just napping for a few minutes has benefits. Longer naps can lead to grogginess.

Find a dark, quiet, cool place. Reducing light and noise helps most people get to sleep faster. Cool temperatures are helpful, too.

Plan on it. Waiting till sleepiness gets so bad that you have to take a nap can be dangerous if you’re driving. A regular nap time may also help you get to sleep faster and wake up quicker.

Don’t feel guilty! A nap can make you more productive at work and at home.”

But sometimes SafetyAtWorkBlog likes to extend a solution to the bigger picture.

In Australia, the peak period for extreme levels of UV is between the daylight savings hours of 10.00am and 1.00pm, or 3.00pm in some instances. If an outside work site suspended work for three hours, the employees could have lunch and rest, or sleep, in the shade. Depending on the location of the work site, some could even go home for that period.

The work day could still be as productive by starting early and finishing late, basically inserting a rest break of several hours into the middle of the daytime shift. There is evidence in the Harvard article that productivity could be increased as a result of the rest break.

iStock_000004187454 construction siestal

On quick reflection, this scenario is a fantasy because the ramifications of such a change are huge, and OHS is unlikely to achieve any structural cultural change of this magnitude, but it remains an attractive fantasy. The attraction is the logical simplicity but, of course, logic is often bashed around by reality and below are some of those realities:

Expanded work hours for a construction adjacent to a residential area working on the 9 to 5
Deliveries of supplies to be rescheduled to the two work periods
Would the split shift continue on cloudy and cool days or during Winter?
Would the portable/temporary lunch sheds now need to include a bunk room for all employees on a work site?
In a bunk room, would one person’s snoring becoming an occupational hazard for everyone?
Can plant be “paused” for the lunch break?
Can a concrete pour be interrupted for a lunch?

Lists of other problems or challenges are welcome through the blog’s comments field below.

Such a structural or societal control option (or fantasy) should be discussed, debated or workshopped as what may not work in the grand scheme may allow for changes, or tweaks, on a smaller scale. Often the best OHS solutions come from speculation which can lead to the epiphany of “why do we do it that way?”

Of course, some countries are way ahead of the rest of the world in managing these workplace hazards by already having a culture that embraces the “siesta“.

Kevin Jones

ng may not be such a no-no

WorkSafe Victoria Awards winners

On 29 October 2009, WorkSafe Victoria held its WorkSafe Awards event at the Palladium Room at Melbourne’s Crown Casino. SafetyAtWorkBlog attended as a guest. All the winners were deserved and there are short profiles of some of the winners below.

WorkSafe Awards 2009 004 The first award was for the Health & Safety Representative of the Year, won by Phyl Hilton. Hilton was clearly honoured by the award and in his acceptance speech acknowledged that good OHS laws are “socially progressive” – a position that is rarely heard outside of the union movement or from non-blue-collar workers. It is an element missing from many of the submission currently being received by Australian Government in its OHS law review.

Hilton presented as genuine and his commitment to the safety of his colleagues was undeniable. Significantly, he thanked several WorkSafe inspectors for their support and assistance. WorkSafe would have been chuffed but the comment which reinforced safety as a partnership.

WorkSafe Awards 2009 001 The Best Solution to a Health and Safety Risk was given to Bendigo TAFE for a machine guarding solution. Guards have become an unfashionable hazard control solution and often now seem to rely on new technology. The chuck key guard was as hi-tech as an interlock device but one that the users of the lathes, almost all young workers, would not need any involvement with. If chuck key remains in the place, the guard is out of position and the machine cannot start. Simple is always the best.

The combination of beer and safety is a heady mix for Australians so the keg handler had a cultural edge on the other award finalists in the category, Best Solution to Prevent Musculoskeletal Injuries. The keg mover and the keg stacker seemed to be two different devices WorkSafe Awards 2009 002 and it would have been great to have a single device but the stacking option was particularly interesting. Many pub cellars are cramped and being able to stack beer kegs in a stable fashion is attractive, and sensible. The cross-support that is placed on top of each keg was, perhaps, the standout feature. One can almost see the staring at the top of the keg by the designers and the creative cogs turning. The best solutions always seem to be those where one asks “why didn’t I think of that?”

WorkSafe has placed a lot of attention on safety in the horse racing industry, particularly, as injuries received by jockeys and the killing of injured racehorses are in public view and therefore are highly newsworthy.

WorkSafe Awards 2009 003 The attraction of this winner of Best Design for Workplace Safety is that the inventor has looked beyond PPE for jockeys to what a jockey is likely to hit when falling of a racehorse at speed.

The OHS law drafters should take note that this innovation has come from looking at “eliminating a hazard, at the source”, an important terminology omitted from the last Australia OHS law draft. Would there have been the same level of innovation if the racing industry had done what was “reasonably practicable”? It is very doubtful.

This post has focussed on individual achievement and physical solutions to hazards. The awards for OHS committee and safety management systems are not detailed here as they are more difficult to quantify but for completeness, the Safety Committee of the Year went to RMIT – School of Aerospace, Mechanical and Manufacturing Engineering, Bundoora East, the Best Strategy for Health and Safety Management went to the Youth Justice Custodial Services – Department of Human Services, Parkville for its program in Clinical Group Supervision.

Some of these solutions need to be viewed to fully understand their merit and it is hoped that SafetyAtWorkBlog will be able to post the videos of the winners and, more importantly, the other finalists, shortly. Certainly the other finalists in the solutions categories deserve almost as much recognition.

Kevin Jones

Health and Safety Representative of the Year

Recipient: Phyl Hilton – Toyota Motor Corporation, Altona

Phyl, who works as a toolmaker at Toyota’s Altona Plant, has been a health and safety representative for 10 years. Representing 27 members in the trades department within the Press shop, he takes a leading role in identifying opportunities for safety improvements in his workplace. Using a practical and collaborative approach, Phyl has played an integral part in many initiatives, including the design and construction of weld bay facilities, the procurement of portable fume extractors and the development of press plant policies in English and Japanese. Phyl was also part of the Traffic Management Control Working Party and the Working at Heights and Trades Hazard Mapping projects. He is committed to developing and driving safety knowledge among Toyota apprentices and actively mentors and coaches fellow health and safety representatives.

Best Design for Workplace Safety

Recipient: Bendigo Regional Institute of TAFE, Bendigo

Initiative: Lathe Chuck Guard

Bendigo Regional Institute of TAFE works with students and apprentices to prepare them for the workforce. An incident highlighted the risk of an operator forgetting to remove a key from the chuck on a lathe before turning it on. Working on lathes is a normal part of work in many businesses within the manufacturing industry. The chuck can spin at 1000rpm or more and this could cause the key to fly out from the machine with high force, creating a projectile that could result in serious injury to the operator or others close to the lathe. The Lathe Chuck Guard protects the operator by refusing to close if the key is left in the chuck. The guard is interlocked to ensure the lathe can only be started with the guard closed. Having a guard assists with providing a safe work environment within the TAFE workshop. The Lathe Chuck Guard is a simple, cheap, yet effective, way of reducing the risk of projectile keys. It is adaptable for a range of lathes across industries and will benefit other educational facilities and the wider manufacturing industry.

Best Solution for Preventing Musculoskeletal Injuries

Recipient: Cherry Constructions and Workright Safety Solutions, Seaford

Initiative: Keg Handling System

The Keg Handling System is a mechanical aid system to assist the hospitality industry. It consists of a keg lifter, trolley, ramp and stack safe crosses and is used for handling beer kegs. Keg handling has been a major issue in hospitality for several decades and is traditionally done by hand without the use of mechanical aids. The Keg Handling System seeks to improve the way kegs, which can weigh up to 67kg, are handled and reduce the risk of injury. The keg lifter can lift a keg, manoeuvre it into position and lower it to the floor or on top of another keg with minimal effort from the operator. The trolley can pick up a keg from any position so that it doesn’t have to be moved to meet the trolley. It has a locking device so the keg is fixed to the trolley. The stack safe crosses allow the kegs to ’nest‘ into each other, stopping them from toppling. The major risks associated with handling beer kegs are musculoskeletal injuries to the back, shoulders and arms, and crushing injuries. The automated and easy-to-manoeuvre system is readily used in small spaces and by a range of staff. This design can also be adapted for other industries to aid in lifting and transporting many items including gas bottles, oil drums and even large pot plants in nurseries.

Best Design for Workplace Safety

Recipient: Racing Victoria (Flemington), Dan Mawby and Delta-V Experts (North Fitzroy)

Initiative: Running Rails

Running rails have been a safety issue in the racing industry for many years, causing serious injuries to jockeys and horses involved in collisions. Track staff have also been hurt due to the manual handling required to set up and move rails. Designed and invented by Dan Mawby, tested by Delta-V Experts and used by Racing Victoria, this new lightweight durable UV-rated plastic running rail is a welcome replacement for the solid aluminium rails currently in use. The major improvement is that the horizontal rail doesn’t break from the impact of weight-bearing objects – instead, it elevates, springs and bends on impact. The design and flexibility of this rail system also has the ability to steer a horse back on track should light contact be made, therefore avoiding injury. The new Running Rail is in place at Flemington and Caulfield Racecourse and some training facilities.

The demographic challenges facing OHS management

The best OHS advice, or rather innovative thinking, is frequently coming from those experts from outside the traditional OHS background.

A case in point could be a presentation made by prominent Australian demographer, Bernard Salt, at one of the many Safe Work Australia Week events in South Australia. Salt provided enough information about population changes that OHS professionals and regulators became uneasy about many of the challenges that they will face in the next few decades.

Consider yourself how the following facts provided by Bernard Salt will affect the way you manage safety in your workplace:

A ‘demographic fault line’ occurs in Australia from 2011, when the baby boomers start retiring.
More older workers will be in a position to retire than there will be younger workers to replace them.
Older workers will stay at their jobs for longer rendering them susceptible to body stressing and similar injuries.
Many older workers will scale down their work to a few days or one day a week, and as a result may not be fully attuned to the workplace safety risks.
To top up the Australian workforce (and tax base) a substantial migrant intake will be required.
These prospective workers (and entrepreneurs) will need to be educated in the Australian OHS culture.

If the OHS profession is to truly be “proactive”, it is these sorts of forecasts that should be anticipated.

Kevin Jones

Category: innovation

How many safety awards are too many?

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Social networking and OHS

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Getting safety promotion right

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Fixing what is broken

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Summer heat, fatigue and UV – a speculative solution

ng may not be such a no-no

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WorkSafe Victoria Awards winners

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The demographic challenges facing OHS management

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