The number of work-related fatalities in Australia is declining. Plenty are claiming credit for this, but no one knows for sure which prevention strategies have been successful over the last twenty-odd years and/or to what degree. Australia’s recent Intergenerational Report may offer some clues to the reasons for this decline in traumatic workplace deaths and a way forward. This article dips into the 200-page report.Continue reading “Why have Australian workplaces become safer?”
Ken Phillips of Self-Employed Australia is continuing his pursuit of Victorian politicians for breaches of the occupational health and safety (OHS) laws after the failure of the State’s Hotel Quarantine Program that led to the deaths of some Victorians from COVID-19. He has supporters in some of the mainstream media and was recently interviewed by Peta Credlin on Sky but perhaps the clearest explanation of his aims is in an interview with George Donikian on The Informer in May 2021. Just recently, Phillips obtained an update from WorkSafe Victoria and has been doing the media rounds again.
One of the best ways to maintain one’s own work-related mental health is to adhere to working hours and keep work communication to the hours you are contracted for. This is not rejecting the workload but is establishing boundaries that will offer a more sustainable job, career and mental health.
However, disconnecting is not as easy as that, and there are potential job or career impacts. These were recently discussed in an article in The Guardian written by Elle Hunt.
Recently WorkSafe Victoria successfully prosecuted Midfield Meats International over an occupational health and safety (OHS) breach described as:
“a labour hire worker was hit by a reversing forklift as he was stacking cardboard sheets against a wall. The worker’s legs were crushed between the forklift and a steel barrier. He was taken to hospital and suffered nerve damage to his lower legs.”
The company pleaded guilty and was ordered to pay costs of $2000. In a media release, WorkSafe’s Executive Director of Health and Safety, Julie Nielsen, said
“This incident should serve as a wake-up call to this company and to others that it is simply unacceptable for pedestrians and mobile plant to mix…..”
But as OHSintros noted on a Facebook post about the prosecution, the Midfield Group is well known to WorkSafe, with OHS prosecutions going back to at least 2004 which attracted around $280,000 in fines, the largest penalty $95,000 in 2019. So it is worth a brief look at the OHS profile of the Midfield Group.
Most of the international reporting in June 2021 was about the G7 meeting, but the International Labour Organisation (ILO) also conducted a World of Work Summit as part of its 109th International Labor Conference. Several world leaders recorded messages for the event, and two are particularly interesting – President Joe Biden and Pope Francis. Such statements do have global influence and can support local occupational health and safety (OHS) initiatives.
Given that the protection of worker health and safety will gain more attention and support under progressive parties and governments, the release of the 2021 National Platform for the Australian Labor Party (ALP) is notable. The 2021 document, unsurprisingly, focuses on the role of Health and Safety Representatives, appealing to its financial and political trade union base as major influencers on occupational health and safety (OHS).
This article will focus on the chapters in both the 2021 and 2018 platform documents related to safe and healthy workplaces, although there are OHS-related issues dotted throughout both documents.
This year coverage of The Australian newspaper’s annual Legal Partnership Survey has focused on the number of women partners in law firms. This increase has generated discussion on sexual harassment, which has revealed some of the activities that law firms use to prevent the psychological harm (and brand damage) from sexual harassment; many strategies that are already very familiar to the occupational health and safety profession
“Non-disclosure agreements should be used to protect people who have been the subject of sexual harassment, rather than to reduce brand damage to organisations…..”[link added]