Resources: Blogs

Ah Yes, The Safety Dance

Blogs
|

WHS is an Issue for Everyone

The media has extensively reported on the tragic events at Dreamworld. Whilst this event was shocking, it serves as a reminder that everyone within a business has a role to play when it comes to complying with work health and safety (WHS) laws.

The media has extensively reported on the tragic events at Dreamworld. Whilst this event was shocking, it serves as a reminder that everyone within a business has a role to play when it comes to complying with work health and safety (WHS) laws.

Claims have been made that Dreamworld employees were too frightened to speak out about serious safety issues due to fear of reprisals from management. It is important that all employees feel that they can report potential hazards and risks in the workplace without fearing for their jobs.

In fact, a best practice measure would be for a business to actively encourage their employees to report potential hazards and risks so that they can be properly investigated. Some businesses go so far as to make WHS a KPI as a way to reinforce the importance of safety in the workplace to all the individuals working in that workplace (employees, management, contractors and other people).

In addition to the above, there are a number of ways a business can establish a culture that places a priority on workplace safety, such as:

  • Setting up a well documented system for identifying, reporting and responding to risks and hazards in the workplace;
  • Management, owners and board members being required to undergo WHS training to be able to show they have exercised ‘due diligence’ with regard to WHS matters;
  • Ensuring that safe practices, procedures and controls are in place;
  • Provide ongoing training to all staff with respect to workplace safety;
  • Regular communication with staff about the importance of a safety culture;
  • Disciplining employees who fail to comply with required safety standards to ensure the standards are enforced; and
  • Regular monitoring and auditing of health and safety programs.

Often WHS is seen as a money drain and an expense that does not translate into anything tangible for the business. We are confident that any business that has experienced the consequences of a serious workplace injury or a fatality realises that money spent on WHS is to prevent even bigger ‘costs’ such as injuries, loss of lives, workers compensation premium increases, WHS prosecutions, jail time and/or fines - all of which could negatively impact the ability of the business to operate.

 

Information provided in this blog is not legal advice and should not be relied upon as such. Workplace Law does not accept liability for any loss or damage arising from reliance on the content of this blog, or from links on this website to any external website. Where applicable, liability is limited by a scheme approved under Professional Standards Legislation.

 

 

Similar articles

Bullying prosecution leads to conviction and fine for company and its director

I knew you were trouble

Under work health and safety legislation, persons conducting a business or undertaking have duties to ensure, so far as reasonably practicable the health and safety of workers in the workplace. It is also accepted that workplace bullying is a risk to health and safety of workers which needs to be managed as any other health and safety risk.

Read more...

Remote work environment risks and considerations

Barking up a broad tree

Work from home arrangements have become the “new normal” across many workplaces since the COVID-19 pandemic.

Read more...

Employee’s exaggerated complaints created psychosocial risk

False alarm

Employers have work health and safety obligations to eliminate or minimise psychosocial risks in the workplace so far as is reasonably practicable. These risks arise from psychosocial hazards including conflict or poor workplace relationships.

Read more...

Commission confirms inappropriate touching constituted sexual harassment warranting summary dismissal

‘Scuse you

Sexual harassment in the workplace has been the subject of significant reform over the past few years, with an even greater onus on employers now to take proactive measures to minimise or eliminate the risk of sexual harassment in connection with work.

Read more...

Employers delay sinks bid for injunctive relief

Speak now

When seeking to enforce a restraint, it is important that employers seek to enforce the restraint in a timely manner to prevent future or an ongoing breach. Any delay will be considered by the courts when assessing whether it is reasonable to enforce the restraint.

Read more...

Two-year post-employment restraint on hairdresser found to be unreasonable

Splitting hairs

When it comes to drafting post-employment restraints in employment contracts, it is important for employers to consider the purpose of the restraint and whether or not the restraint reasonably serves that purpose.

Read more...

Let's talk

please contact our directors to discuss how ouR expertise can help your business.

We're here to help

Contact Us
Let Workplace Law become your partner in Workplace Relations.

Sign up to receive the latest industry updates with commentary from the Workplace Law team direct to your inbox.