Australian worksites have established a system of red, green or blue cards that are used to indicate a level of OHS competence on a range of worksites. This type of system is reflected around the world in different industries and different forms, such as Safety Passports, or the green card in Canada and the United Kingdom.
Some professional safety organisations in Australia have banded together, with the support of at least one OHS regulator, to establish a competency benchmark for safety professionals under the banner, Health and Safety Professionals Alliance (HaSPA). As people and organisations digest what is involved with HaSPA, some in the OHS industry believe the initiative is beginning to wobble.
Perhaps the HaSPA members need to promote the initiative in a more readily understandable concept – one that people can accept now and worry about the details later.
SafetyAtWorkBlog proposes the HaSPA Green Card. The operation of the card follows all the protocols of the other competency cards but in relation to the safety professional.
The concept may not work but it seems that the industrial safety industry has already laid decades of groundwork in competency identification and maintenance so why can’t safety professionals follow this and not impose an additional level of complexity to workplace safety?
On 29 October 2008, WorkSafe Alberta released a series of graphic workplace safety ads under the banner “BloodyLucky”. They are as confronting as the recent WorkSafe Victoria ads and raise many of the same questions about appropriateness, applicability and effectiveness.
The website www.bloodylucky.ca has a cheesy format that doesn’t fit with the explicit nature of the ads. It is as if they want to blunt some of the impact by adding cheesy humour but it is confusing. It may be that they intend the cinema presentation to mask the initial advertising impact so that the crush injury from the forklift or the chemical burns to the young girl have maximum shock value.
Overall the ads are confusing and the ironic title “bloody lucky” doesn’t work on all the ads.
Recently a domestic violence campaign in Australia went with an ironic “thank you” message against inaction and compliance. This misses the target also except on the ad of the adult male shutting the bedroom door through which we view a young girl. That ad is genuinely disturbing. [links will be provided when available online]
Compare this to the student-produced video that is effective and dramatic without being extreme, bloody or weakly humourous. This ad is a little long for a commercial ad but as a short safety video it works very well and the positive steps that can be taken are part of the ad, not an obscure link.
Some old-time safety professionals are struggling with the inclusion of psychosocial hazards in their safety management programs. Some deny the relevance of sexual harassment to their duties and hope that the issue can be contained within the human resources department, the “dark arts” of workplace safety.
Many of these same safety professionals are calling for more evidence-based decisions on workplace safety.
Evidence is now in on the social and work impact of sexual harassment. Australia’s Human Rights Commission has issued Effectively preventing and responding to sexual harassment: A Code of Practice for employers‘ which states on page 48
Employers have a common law duty to take reasonable care for the health and safety of their employees. This common law duty is reinforced by occupational health and safety legislation in all Australian jurisdictions.
An employer can be liable for foreseeable injuries which could have been prevented by taking the necessary precautions. As there is considerable evidence documenting the extent and effects of sexual harassment in the workplace, it has been argued that the duty to take reasonable care imposes a positive obligation on employers to reduce the risk of it occurring.
A work environment in which an employee is subject to unwanted sexual advances, unwelcome requests for sexual favours, other unwelcome conduct of a sexual nature, or forms of sex-based harassment, is not one in which an employer has taken reasonable care for the health and safety of its employees. A work environment or a system of work that gives rise to this type of conduct is not a healthy and safe work environment or system of work. An employer could be regarded as not having acted reasonably to prevent a foreseeable risk if practicable precautions are not taken to eliminate or minimize sexual harassment in the workplace.
Failure to fulfil the duty of care can amount to a breach of the employment contract as well as negligence on the part of the employer. This means that an employee who has been harmed could bring an action against their employer in contract or tort.
The guide can do with considerable translation to what businesses see as useful codes of practice in the application of safety management but perhaps that is for the private sector and State OHS regulators to work on.
There seems to be enough information available now on sexual harassment, fatigue, bullying, violence, fitness for work, shift work, depression and other matters, that the safety profession should be more embracing of these concepts in their own planning. Let’s hope that in this discipline we do not have to wait for generational change to achieve a change in approach.
The Department of Veterans’ Affairs may have to pay compensation to the maintenance crews of F-111 fighter planes. In the 1970s employees worked within the fuel tanks of the fighters with little, if any, PPE. In 2004 these workers were excluded from a healthcare and compensation scheme even though, according to one media report, evidence was presented that the workers had
- a 50% increased risk of cancer
- a two-fold increase in obstructive lung disease;
- a two-and-a-half fold increase in sexual dysfunction; and
- a two-fold increase in anxiety and depression.
One of the reasons the maintenance crews were denied compensation was that the Royal Australian Air Force (RAAF) had destroyed the maintenance records from before 1992.
An inquiry into the affair has received a submission from the commonwealth Ombudsman, John McMillan, and Labor MP, Arch Bevis, that strongly criticised the destruction and inadequacy of records.
In safety management, record-keeping is often seen, and dismissed, as “red tape”. The reduction of red tape is not the elimination of red tape and the reality of Australia’s increasing litigious legal system is that more records need to be kept, and for longer, than ever before.
Perhaps, the government, in its pledge to reduce red tape and business costs, should look at the lawyers’ insistence to business that the first port-of-call after an industrial incident is to call them so that everything becomes covered by legal-client privilege.
Perhaps it is the pressure to create paperwork than the paperwork itself that is the problem. In the case of the F-111 maintenance crews, regardless of the lack of paperwork, justice seems to be happening. It is just sad that so much pain and suffering had to be endured before getting close to a resolution.
Click HERE for a personal reflection on the health issues of the workers from one of Australian Rugby League’s champions, Tommy Raudonikis.
At the risk of increasing a young person’s infamy, SafetyAtWorkBlog draws your attention to a (former) YouTube video of a young forklift driver misusing a forklift.
According to a WorkSafe media release:
Dangerous forklift driving has cost a young worker his job, his forklift licence and earned him 50 hours of community work and an order to do a 5-day health and safety course.
WorkSafe today prosecuted 20-year-old Seymour man, Matthew Garry Ward, after posting on YouTube a video of him doing stunts on a forklift.
The video, which has now been removed, showed him deliberately crashing into concrete pipes, doing burnouts and overloading the machine so he could do wheelies.
Seymour Magistrate Caitlin English convicted Mr Ward, ordered him to do 50 hours of unpaid community work complete a five-day Occupational Health and Safety course and pay WorkSafe’s court costs of $1200.
Mr Ward was also sacked for misconduct.
Forklifts are possibly the most dangerous piece of equipment on worksites. Statistics show a high frequency of death and injury associated with their use.
Before phone cameras and YouTube this type of workplace behaviour would never have received the attention that this case has. The worker may have been sacked for being “bloody stupid” but there would not be the notoriety that can come from this type of act. The Ward case has appeared on several television broadcasts, is in the papers and is mentioned in blogs like this.
The worker’s actions only came to light when his employer at Australasian Pipeline and Pre-Cast Pty Ltd, which produces reinforced concrete pipes at nearby Kilmore, viewed the video. If Ward did not have a vigilant internet-savvy boss, it is likely the video would still exist on YouTube and the worker would not have come to the attention of the OHS regulator.
The Ward prosecution came at an opportune time for WorkSafe to re-emphasise their young worker safety campaign in the context of their long-active forklift safety program.
The Ward case indicates the choices young people make between potential internet fame and personal trouble. There are many examples of this risk management decision in a range of areas related to the internet. Matthew Ward made the wrong decision, or he just took things that little bit too far. At least he is facing the consequences of his decision.