1561d349

BeSafe Victoria Launches Psychological Health Training

Tue, 21 Apr 2026 01:30:13 GMT

The body content of your post goes here. To edit this text, click on it and delete this default text and start typing your own or paste your own from a different source.

The Victorian HSR Conference

Tue, 07 Apr 2026 05:22:56 GMT

Health and Safety Representatives (HSRs) play a critical role in keeping Victorian workplaces safe, healthy and compliant. They are the frontline advocates for workers when it comes to identifying hazards, resolving safety issues and driving real change on the ground.

One of the most important opportunities available to HSRs each year is the Victorian HSR Conference , hosted by the Victorian Trades Hall Council and subject to approval by WorkSafe Victoria. Not only is this conference an invaluable learning and networking opportunity, HSRs have a legal entitlement to attend. For regional HSRs, including those in Ballarat and surrounding areas, the addition of Ballarat as a new satellite conference location makes this entitlement even more accessible.

HSRs Have a Legal Right to Attend the Victorian HSR Conference

Under Victorian occupational health and safety law, HSRs are entitled to attend approved training and education to support them in their role.

The annual Victorian HSR Conference is subject to approval by WorkSafe under section 69 of the Occupational Health and Safety Act 2004, which means:

HSRs are entitled to attend on paid time
Time spent attending is considered time at work
Employers cannot disadvantage an HSR for attending
HSRs must provide at least 14 days’ notice to their employer of their intention to attend (unless otherwise agreed)

This legal framework exists because the Victorian safety system recognises that trained, informed HSRs save lives, prevent injuries and improve workplace culture. WorkSafe emphasises that conferences and training approved under the Act are a vital part of enabling HSRs to effectively exercise their powers and functions.

Why Conferences Matter for HSRs

While formal HSR training provides foundations, the annual conference goes further. It brings together thousands of HSRs from across Victoria to focus on emerging risks, legal developments and practical strategies that can be taken straight back into workplaces.

The conference typically covers:

Emerging hazards
Updates on OHS law and enforcement
Real case studies from active HSRs
Skills sessions on consultation, issue resolution and enforcement powers
Opportunities to hear directly from safety experts, organisers and other HSRs

This year a Satellite Conference will be held in Ballarat

For HSRs based in Ballarat and regional Victoria, the Ballarat satellite conference offers all the benefits of the main event, without the barriers that often prevent regional workers from attending.

Easier Access, Less Travel - Travelling to Melbourne can be time‑consuming and costly for regional HSRs. Satellite conferences allow HSRs to attend closer to home, reducing travel fatigue and minimising time away from work and family.
Strong Regional Networking - The Ballarat satellite conference provides an opportunity to connect with other regional HSRs, share practical solutions relevant to local industries and build ongoing support networks that last well beyond the conference. Many HSRs report that these peer connections become one of the most valuable outcomes of attending.
Confidence to Use Your Powers- Conference sessions are designed to increase confidence in exercising powers lawfully, clarify employer obligations and reinforce that HSRs are legally protected when acting in good faith.
Bringing Safety Knowledge Back to Regional Workplaces - What HSRs learn at the conference doesn’t stay in the room. It flows back into Toolbox talk, Health and safety committee meetings, Risk assessments and issue resolution processes. By attending the Ballarat satellite conference, regional HSRs strengthen safety leadership across the entire local workforce.

The Victorian HSR Conference is more than an event – it is a legally supported investment in safer workplaces. For Ballarat and regional HSRs, the satellite conference ensures that geography is no barrier to knowledge, connection or confidence.

If you are an HSR:

You are entitled to attend
You should notify your employer early
You should seriously consider attending your local satellite conference

Strong HSRs mean safer workplaces. The Ballarat satellite conference is an opportunity to build that strength together.

If you want to put your name down to get more information on the conference please contact us at HSR Training and support | BeSafe | Regional Victoria

Injuries in Education

Mon, 30 Mar 2026 03:01:09 GMT

Victorian teachers have taken to the streets in one of the largest rallies seen in recent times. The teachers are asking for change and this applies to fair pay and conditions, but also safety. Teachers and those in our education system can be subjected to unsafe work environments and psychosocial hazards are common, with occupational violence and aggression being a key concern.

According to WorkSafe statistics, the most common injuries experienced by those working in education are:

Psychological injury 24%

Knee injuries 11%

Back injuries 10%

Shoulder injuries 8%

Ankle injuries 7%

Hand injuries 6%

WorkSafe’s data shows that the top hazards which most commonly cause harm in the education workplace are:

Classroom and office ergonomics

Handling people

Lifting and carrying

Psychosocial

Slips trips and falls

Working with machinery

As with all workplaces, there is a legal requirement for the employer to comply with the OHS Act and this includes the requirement to provide a safe work environment. This duty applies to staff and also to members of the public. This includes students and visitors.

Education institutions must comply with legal obligations to consult on OHS matters as well as provide training.

For more information on injury and hazard statistics visit Injury hotspots - Education | WorkSafe Victoria

For safety training with BeSafe, get in touch HSR Training and support | BeSafe | Regional Victoria

The Delacombe Trench Disaster

Tue, 17 Mar 2026 02:12:11 GMT

The Delacombe Trench Disaster.

21 ^st March 2018 - The day 2 men fell into a trench and became the catalyst for Manslaughter Laws in Victoria.

On an ordinary morning in March 2018, two Victorian workers— Charlie Howkins, 34, and Jack Brownlee, 21 —left their homes expecting a routine day on a construction site on the outskirts of Ballarat. By afternoon, both men had lost their lives in a preventable catastrophic event which shook the Ballarat community and sparked a long, painful fight for justice.

Years later, the Delacombe trench collapse remains a defining case in Victoria’s workplace safety landscape.

What Happened in Delacombe?

The two men were working on the construction of sewer pipelines on a residential development ‘Winterfield Estate’ where Pipecon Pty Ltd had been engaged by Goldfields Winterfields Pty Ltd. The trenches being constructed on the day of the incident were approximately 4m in depth.

The men were standing on the ground in the vicinity the trench and when the trench collapsed, they fell in.

The collapse was sudden and devastating. Charlie was killed immediately, while Jack was trapped by the dirt for a prolonged period of time before being found.

“At 10am the supervisor and other employees met at the break room for smoko, however the two employees working on manhole 8 did not join them.

At approximately 11am two subcontractors arrived at manhole 8 and saw that the stub branch trench had collapsed.” (WorkSafe)

Frantic attempts to rescue Jack resulted in him being extricated alive after a protracted process by emergency services. He was flown to Melbourne for treatment, but tragically died the following day.

The tragedy left two families shattered—Charlie’s wife, Lana Cormie, suddenly became a single parent to their two young children, while Janine and Dave Brownlee faced the unimaginable loss of a son just beginning his adult life.

Prosecution

The employer, Pipecon Pty Ltd, was investigated by WorkSafe Victoria and Victoria Police. Investigations revealed breaches under The Occupational Health and Safety Act 2004 and resulted in two charges being laid under Section 21 ‘Duties of employers to employees.’

The charges were as follows:

“failing to maintain battering or benching of the excavation and to use trench shields and manhole cages to protect the workers from the risk of engulfment and;

failing to provide supervision to ensure its employees did not perform work in the trench without battering, benching, trench shields or manhole cages.” (WorkSafe Vic)

The charges carried 9000 penalty points each (which at the time were $161.19 per point), meaning a potential fine of $3million.

Pipecon initially pleaded ‘not guilty’ and the case was prepared for trial after lengthy court delays.

Eventually, in negotiation with the Department of Public Prosecutions, one charge against the company was dropped and Pipecon pleaded guilty to the second charge.

The company was eventually convicted and fined $550,000 for breaching workplace safety laws.

Despite the conviction, many felt the legal process left unanswered questions, particularly because there was no trial - “the guilty plea meant there was only a cursory investigation of the OHS elements of the incident”. (SafetyAtWorkBlog)

Families and advocates argued that the penalty did not reflect the gravity of the loss or the preventability of the incident.

The Coroners Court

There were multiple Coroners involved in the handling of the case, with a protracted process taking until 2025. Coroner Jacqui Hawkins ordered further investigations into their deaths, including seeking statements from first responders. This would ultimately uncover the evidence which would reveal Jack’s declaration that “he and Charlie had been standing on the edge of the trench when it gave way.” (Coroners findings)

Coroner Leveasque Peterson determined not to hold an inquest into the deaths of Charlie and Jack, despite the families’ requests. The findings were made in 2025 without inquest and found that “Pipecon failed to ensure a safe workplace on 21 March 2018” and as a result Charlie and Jack lost their lives. The deaths were deemed to be “Preventable” but Coroner Peterson failed to make recommendations toward the prevention of similar deaths in the future. (Coroners Court Findings)

Despite the long awaited release of the coronial findings, safety experts argued that the “coronial findings have come without the opportunities offered by a formal inquest” claiming that “The available answers seem insufficient.” (SafetyatWorkBlog) The lack of a full inquest meant that the case was never publicly examined in depth.

Workplace Manslaughter Laws

The Delacombe tragedy became a key driver behind Victoria’s push for workplace manslaughter legislation, introduced on 1 July 2020.

The trench disaster and the public footage was shocking and gained the attention of Victoria’s lawmakers who promised to strength the legislation. The introduction of changes were intended “to prevent workplace death, provide a stronger deterrent for duty holders to comply with their occupational health and safety obligations, and to send a strong message that putting people's lives at risk in the workplace will not be tolerated.” And carries a penalty of up to 25 years imprisonment and up to $16.5million in fines.(WorkSafe Victoria)

Deceased workers’ families, including the families of Charlie and Jack, played a central role in campaigning for these reforms alongside unions advocating for workers’ rights.

Lessons for Industry

The construction industry continues to be among the most dangerous industries. In the case of trenching and excavation works, cases such as the Delacombe disaster should serve as a reminder of the importance of the safety requirements for conducting such works.

· Trenches can collapse without warning. Proper shoring, benching, or shielding is non-negotiable.

· Trenches and excavations present a fall-from-height risk and workers must be protected from this potentially fatal hazard. This includes fall protection and exclusion zones.

· Training of all personnel (including managers, supervisors and workers) is key in ensuring a safe workplace.

· Competent and present supervision is essential on any worksite, especially those involving high risk work.

· Companies must prioritise safety not as a compliance checkbox but as a core operational value. There is a duty to maintain safe systems of work. This means reassessing safety (including SWMS) as conditions change.

· Companies must have, and practice, rescue procedures in the case of an incident.

Hazards must be identified and risks eliminated, with guidance material readily available at: ISBN-Compliance-code-excavation-2019-12.pdf and ISBN-Compliance-code-prevention-falls-general-construction-2019-12.pdf

Sources and further reading:

Prosecutions - OHS Reps

Still insufficient answers to the Delacombe trench deaths – SafetyAtWorkBlog

PIPECON DOUBLE FATALITY – CORONOR’S INQUIRY HIGHLIGHTS EMPLOYER FAILURE - OHS Reps

Prosecution Result Summaries and Enforceable Undertakings | WorkSafe Victoria

Pipecon charged over Delacombe trench tragedy that killed Jack Brownlee and Charlie Howkins | The Courier | Ballarat, VIC

Company charged over trench collapse deaths | WorkSafe Victoria

Findings | Coroners Court of Victoria

Victoria's new workplace manslaughter offences | WorkSafe Victoria

Image credit: Ballarat Courier

We pay our respects to those who have lost their lives at work and acknowledge the pain and suffering of those left behind.

Everyone has the right to come home from work alive and well at the end of the day.

WorkSafe HSR of The Year!

Tue, 03 Mar 2026 02:40:46 GMT

The Annual WorkSafe Awards Night was held last week at the Plaza Ballroom in Melbourne. BeSafe was there and, of course, the highlight of the night was the presentation of the Award for Health and Safety Representative of The Year!

This category acknowledges Health and Safety Representatives (HSRs) who have represented their designated work group (DWG) in an outstanding manner. There were four finalists this year and all of them showed how effective representation by HSRs is vital to safe workplaces.

Anna Musgrave – Ambulance Victoria

Anna is an ALS paramedic from Maffra who worked on a really challenging workplace hazard: fatigue. She advocated for the health and safety of her DWG, ultimately creating a fatigue monitoring self-assessment tool and changing the culture around fatigue and fatigue management.

See more about Anna here: https://youtu.be/7tXtrXnVfME?si=BdtOF4t-ZP61otfx

Ben Lennon – Crown Melbourne

Ben is a table games dealer at Crown Casino, a delegate and HSR. He has been able to ensure all workers’ DWGs are represented, help workers to understand their rights and to feel safe to report. By helping spa treatment workers with their safety issues, he was able to facilitate a resolution. He has focused on effective consultation through building trust and working together.

See more about Ben here: https://youtu.be/iVCcWq1mjKw?si=7qz2VfKfv_RLiF9L

Bess Taitoko and Owen Glassenbury – Northern Health

Two amazing HSRs who worked together to address serious Occupational Violence and Aggression issues in the Broadmeadows Inpatient Psychiatric Unit. The working environment involved the balancing of patient safety and wellbeing and that of the staff. These HSRs worked within a complex environment to ensure the safety of the work group which they represent, including creating a flow chart to assess and address risks proactively.

See more about Bess and Owen here: https://youtu.be/wySo4Q0Vuxw?si=r7HuyV11XQOuHa5u

Manny Mason – City of Ballarat - The 2025 HSR of the year award winner!

Manny works in the Arboriculture Unit at the City of Ballarat and has been an HSR for over 15 years. He has dealt with many issues over the years. He has provided support and advocacy in bullying and sexual harassment cases, through to addressing physical hazards in fountain maintenance. He highlighted the importance of communication, advocacy and supporting co-workers while holding the employer to account in ensuring the safety of the workplace.

See more about Manny here: https://youtu.be/EQwPxiu43FA?si=qtKYItVTAxt7rgnf

Congratulations to these Safety Reps and a big shout out to all the HSR’s out there who are doing great work every single day as the safety superheroes in their workplace!

Coronial Findings on workplace deaths – an opportunity to learn

Mon, 16 Feb 2026 05:50:20 GMT

Coroners Court findings are an opportunity to learn – especially when it comes to a workplace death.

The role of the Coroners Court is to:

“investigate reportable deaths,
reduce preventable deaths
promote public health and safety and the administration of justice” About us | Coroners Court of Victoria

The Coroners’ Court deals with certain reportable deaths and this includes “When someone dies from an accident or injury, even if there is a prolonged interval between the incident and death.” – including workplace deaths. These deaths must be reported to the coroner for investigation.

All of these reportable deaths are allocated to a Coroner who then investigates the death and then will consider whether anything could be done differently to help prevent similar deaths in the future.

Inquests are not held for every death, in fact less than 5% of deaths will be the subject of an inquest. The rest of the cases will have findings made ‘in chambers’.

The Coroner may or may not make ‘recommendations’ to prevent future similar deaths.

The Coroner may or may not then order for the findings to be published. Those cases which are published can be found at: Findings | Coroners Court of Victoria

The findings into any death are always sobering reading. But in the case of work-related deaths there is almost always a preventative opportunity – even when no specific recommendations are made. For this reason, it is important that these findings are made publicly available for those who wish to review them and learn (– assuming that the worker’s family has approved the publication of the report).

The Coroners Court says that they aim to ‘identify how similar deaths may be prevented’. If that is to truly be the case, then they need to be published and we must seek to read them and learn from these tragic deaths.

Perhaps the greatest tragedy of all would be if we do not learn from these horrific deaths in the workplace?

We pay our respects to those who have lost their lives at work and acknowledge the pain and suffering of those left behind.

Everyone has the right to come home from work alive and well at the end of the day.

Coroners Court Findings - Workplace Fatality - Sanel Mujezinovic

Mon, 16 Feb 2026 05:37:09 GMT

Sanel Mujezinovic

23 December 1980 - 17 May 2021

5 years after Sanel Mujezinovic died due to a workplace incident, the findings into his death have been released by the Victorian Coroners Court. The Coroner did not conduct an inquest, but released findings and recommendations which are published online.

Sanel was a 40 year old man from Bundoora, where he lived with his partner Leisa. He was the father to Levi and also left behind his ex-partner Brighid. He was a concreter and was employed by Prisbel Concrete Pumping Pty Ltd, where he had worked for about 5 years.

On the day of the incident, 17 May 2021, Prisbel has been contracted by ProCon Civil Melbourne to pour concrete for a project in St Albans. Sanel was operating a concrete pumping truck - a Nissan diesel truck with a Schwing GMBH concrete boom pump. He was controlling the pouring boom at the time, while other workers were levelling the concrete. The pour began at about 7.30am and was expected to take about 5 hours. At around 11.34am, Sanel was pumping the last load and standing in the concrete slab underneath the boom, when it collapsed and struck him on the back of the head.

Despite other workers rushing to assist him, Sanel was declared deceased at the scene by the paramedics who attended.

Sanel was examined by forensic pathologists at the Victorian Institute of Forensic Medicine, who determined that he had suffered a skull fracture as well as a broken leg, several fractured ribs, 2 fractured vertebrae, and a collapsed lung. They determined that unconsciousness and death would have been rapid. The cause of death was determined to be: “Multiple injuries sustained in a workplace incident.”

WorkSafe Victoria investigated the incident and determined that the concrete boom had collapsed due to a metal fatigue crack in the king post (which holds the boom upright and allows the boom to slew as concrete is pumped through the boom).

An engineer gave the opinion that the cracks would have been detectable prior to the incident, but that this would require access to the king post, which would require disassembly of the unit for inspection. The concrete pump was acquired by Prisbel in 2010, at which time it was already 20 years old. The usage/ hours worked by the unit was unknown. It was inspected annually, but without disassembling the unit. At the time of purchase, it should have been subjected to a ‘major inspection’ as per the Australian Standards. This never happened and no 'major inspections' were conducted in the time that the pump was owned by Prisbel.

The Coroner determined that Prisbel was aware that there was a requirement to conduct major inspections of their concrete pumping trucks.

Prisbel engaged Andrew Baigent of Andrew Baigent Consulting Engineers to conduct inspections of the concrete pump and he issued Annual Inspection Certificates in 2019 and 2020 - although no statement by him was found to be in either the Coronial brief or the WorkSafe brief, which were provided to The Coroner.

The Coroner sought statements from Dr Baigent as his inspections were proximate to the fatal incident. His inspection did not raise any concerns relating to the king post, but it was not a major inspection so did not require the disassembly of the unit and therefore did not involve not a full inspection of the king post. The Coroner raised a number of matters as a result of the statement:

That the Engineer seemed to be under the impression that major inspection had been undertaken in the past, which was not what WorkSafe found in their investigation.
That he recommended annual inspections, rather that periodic inspections as per the 2019 standard which are based primarily on hours of operation. The coroner noted that the concrete pumps’ hour meter was malfunctioning between 2019 and 2020 and did not record operation hours.

The Coroner notes that there are differences between the 1994 and the updated 2019 Standards (ie: Australian Standard 2550.15-2019, “Cranes, hoists and winches - Safe use - Part 15: Concrete Placing equipment” ) which relate to this matter and states the following:

“Under the 2019 Standard, as already explained above, the distinction (in the 1994 Standard) between annual inspections and major inspections was removed and replaced by a single requirement for a periodic inspection conducted at least once per year (or more often depending on operating hours and the age of the equipment). In undertaking a periodic inspection, a competent person can direct for the equipment to be disassembled for thorough examination of internal components such as the king post (akin to the major inspection in the 1994 Standard), but there is no requirement for strip-down and disassembly to inspect internal components other than at the competent person’s direction.”

The Coroner observed that a problem exists in that signs of fatigue in the king post are not visible until disassembly occurs. Therefore, how would an engineer determine that there was an effectively ‘invisible’ problem which would cause them to direct a disassembly?

She stated : “my criticism is directed at the 2019 Standard itself, which may not be up to the task of uncovering issues with critical internal components such as the king post before they catastrophically fail.”

The Coroner made inquiries as to the requirements in other jurisdictions and found that it is a requirement in Queensland for a strip down 'major inspection' to be conducted every 6 years (except if deemed not necessary by a qualified engineer whose decision is based on criteria set out in a code of practice). The Coroner determined that the Queensland guidance is far superior to the Victorian 2019 standard.

She also discovered that a similar King Post failure had occurred in 2022 in Queensland, but fortunately without causing injury or death.

The Coroner stated that she was “concerned that there may be other concrete pumps in operation across Victoria with king posts in the process of cracking but not showing any outward signs of compromise. Under the current periodic inspection requirements in the 2019 Standard, these too could catastrophically fail without a competent person ever requiring them to undergo strip-down or disassembly to inspect crucial internal components.”

“I have concluded that the periodic inspection requirements described in the 2019 Standard, where a strip-down inspection is only conducted at the direction of a competent period, may not be up to the task of ensuring Victoria’s concrete pumping fleet is safe.”

It is interesting to note that these issues were raised by Senior Constable (S/C) Jonathan Tipas (who was the Coronial Investigator) and he stated the following in his report:

“The Coronial Investigator recommends a review of the current Codes of Practices and Australian Standards in relation to concrete moving equipment and a suggestion that equipment either at a certain age or hour metre be subject to yearly inspections that MUST include a full strip down and examination of internal components as previously required in the AS 2550.15-1994.”

However, the Coroner considered it to be ‘rather involved’ to amend the 2019 Australian Standard and therefore did not direct this action. Instead, she made a recommendation "that WorkSafe Victoria revise and update of the [Victorian] Concrete Pumping Industry Standard 2004" and introduce " more stringent requirements for strip-down inspection of concrete pumps."

She also recommended that "WorkSafe Victoria introduce a regulatory requirement that the hour meter on concrete pumping equipment must be in good working order, and that it would be contrary to the regulatory requirement to operate the equipment where the hour meter is faulty.”

The Coroners findings conclude that:

“Sanel Mujezinovic died from multiple injuries sustained in a workplace incident, where he was struck by a concrete placing boom;”

and that “Sanel Mujezinovic died at his workplace, while acting in the course of his employment, in circumstances that may have been prevented had a strip-down inspection occurred.”

Prisbel had previously been prosecuted and pleaded guilty to a single charge of “failing to provide a safe work environment” under sections 21(1) and (2)(a) of the Occupational Health and Safety Act 2004.

The penalty handed down by the Magistrates Court in 2025 was $50,000 with conviction.

Please find the full report at:

COR 2021 002573 Form 38 - Finding into Death without Inquest.pdf (source)

We pay our respects to those who have lost their lives at work and acknowledge the pain and suffering of those left behind.

Everyone has the right to come home from work alive and well at the end of the day.

The Hazelwood Mine Fire

Mon, 02 Feb 2026 02:02:30 GMT

The 9 ^th February 2014 was the day that The Hazelwood mine caught fire.

It was during a period of extreme fire danger that a bushfire started nearby and sent embers into the open cut coal mine.

The fire burnt out of control for 45 days and it took another 72 days for the fire to be put out.

The impact on the community and on the workers who helped to fight the fire was horrific.

The fire was a large scale environmental and health disaster, with ongoing ramifications for those in the vicinity. It would later become the subject of an inquiry, multiple prosecutions and has been the subject of two books by Tom Doig which make very interesting reading.

From an OHS perspective, this event makes an interesting case study. The fire was preventable, and the safety failures resulted in workers being exposed to hazardous conditions, with long term effects. Firefighters and mine personnel faced extreme occupational hazards while responding to the event. These included toxic smoke inhalation, fatigue from prolonged shifts, extreme heat exposure and direct contact with burning coal and ash. Also impacted were volunteers and emergency personnel, as well as members of the public. Inadequate PPE, lack of training and inadequate water infrastructure all added to the hazardous conditions. The physical and psychological impacts continue to this day.

It was found that there had been systemic failures in Occupational Health and Safety at the site. The mine operator (Hazelwood Power company, co-owned by Engie and Mitsui & Co) was found to have failed to:

Adequately assess the risk of fire in the mine, as a result of external sources such as bushfires
Adequately maintain vegetation buffers
Have sufficient firefighting water infrastructure
Have sufficient and adequately skilled staff on site to respond to fire
Have an updated fire mitigation plan and to activate it during periods of extreme fire danger

In the words of Colin Radford, WorkSafe CEO: "This was an entirely foreseeable event that has led to significant adverse health impacts”

The adverse health impacts were felt by workers and by the broader community. The massive smoke plumes which blanketed Morwell and the Latrobe valley for a prolonged period resulted in many suffering acute and chronic health effects.

The Hazelwood mine fire exposed issues with crisis management, safety and health governance and emergency response.

The operator of the mine, Hazlewood Power Corporation Pty Ltd was eventually prosecuted by WorkSafe and found guilty and fined. The penalty was $1.56 million for breaching sections 21 and 23 of the Occupational Health and Safety Act.

Hazelwood Pacific Pty Ltd, Australian Power Partners B.V, Hazelwood Churchill Pty Ltd and National Power Australia were found guilty of breaching the Environment Protection Act. They each were fined $95,000 for offences relating to pollution, totalling $380,000.

There continues to be ongoing environmental concerns regarding the remaining mine pit. The owner of the mine, French owned company Engie, is required to rehabilitate the site of the now closed open-cut pit. The process for determining the appropriate 'rehabilitation' is still ongoing, with concerns regarding the use of the Latrobe River water for this purpose, the instability of the pit and potential toxicity of the water. The hazards associated with this mine continue to cause concern.

For those interested in finding out more about the Hazelwood Mine disaster, Tom Doig’s books are highly recommended reading:

Hazelwood by Tom Doig - Penguin Books Australia

The Coal Face: Penguin Special by Tom Doig - Penguin Books Australia

For more information relating to the ongoing Hazelwood concerns, take a look at:

Hazelwood Mine Rehabilitation – Update 2025

Hazelwood Rehabilitation Project

Bushfire

Tue, 27 Jan 2026 05:29:14 GMT

Australia is a fire-prone country, and workplaces in many areas are at risk of being impacted by bushfires in some way. The effects of bushfires may include direct exposure to fire, as well as smoke exposure and psychological impacts.

As with any workplace hazard, employers have a duty to manage and control the risk of injury. A bushfire risk assessment should therefore be undertaken.

Through this process, employers should:

Identify whether there is a potential bushfire hazard
Assess the risk of bushfires affecting the health and safety of workers, including smoke exposure
Identify appropriate control measures
Review control measures to ensure they are effective and that no new hazards have been introduced

Consultation with workers should occur at each stage of this process.

When developing a bushfire risk assessment and policy, employers should consider the following:

How will fire danger ratings be monitored throughout the bushfire season?
How vulnerable is the workplace location?
What actions will be taken on days of extreme or catastrophic fire danger?
Are there workers who travel for work or spend significant time on the road?
Are there workers who operate alone or in isolated locations?
What emergency and evacuation plans are in place?

Once a bushfire policy has been developed in consultation with workers, appropriate training must be provided. Employers are legally required to ensure workers receive the necessary information, instruction, and training to remain safe at work, including in relation to bushfire risks.

For more information, take a look at:

Working outside - Working near bushfires | Safe Work Australia

HSRs rights to training

Mon, 19 Jan 2026 03:18:28 GMT

Under the Victorian Occupational Health and Safety Act 2004 , Health and Safety Representatives (HSRs) are not required to be trained in order to exercise their powers. However, in order to fully understand their role and powers, training is highly beneficial and recommended by WorkSafe. Most HSRs will not understand how to make the most of their role as an HSR without participating in training – and therefore it is not until training has been completed that an HSR can maximise their positive impact upon the safety of their workplace.

HSRs rights in relation to training are outlined under Section 67 of the OHS Act.

They include:

The right to attend initial training after being elected
The right to attend a refresher course at least once a year
The right to choose their course. This includes their course provider and course*
The right for their course to be paid for by their employer, as well as associated costs with attending the course
The right to be paid while attending the course

*The course must be approved by WorkSafe and delivered by a WorkSafe approved provider, such as BeSafe. The HSR must consult with their employer and give 14 days notice.

Section 69 of the OHS Act also discusses further the rights of HSR to training. This covers the right to attend additional training, when WorkSafe has approved them under Section 69 . HSRs have a right to attend these courses on top of the s67 courses.

HSRs can be a very useful resource for employers in helping to create safe and healthy workplaces. It is in their best interest to encourage their HSRs to be trained. However, in the case where an employer does not allow the HSR to be trained as per the requirements under The Act, there are penalties which apply to this conduct, as it is a breach of the Legislation.

For more information take a look at:

Health and safety representative training | WorkSafe Victoria

HSRs' Right to Training - OHS Reps

Or get in contact with us for assistance: 0467002060 HSR Training and support | BeSafe | Regional Victoria

You can book WorkSafe approved courses with us at HSR Training Courses | BeSafe | Regional Victoria

The Granville Train Disaster

Mon, 12 Jan 2026 22:37:15 GMT

The Granville rail disaster occurred on 18 January 1977 and remains the deadliest rail incident in Australian history. It resulted in the death of 84 people and injured a further 213.

The train left the Blue Mountains at 6:09 on 18 ^th January 1977 and by the time it reached Sydney there were at least 469 passengers on board. At 8:10 the train derailed on a curve in a deep cutting at Granville and it hit the supports of the Bold St Bridge. This resulted in the bridge collapsing onto the train carriages and the passengers inside. The result was catastrophic loss of life and vast numbers of injuries, with many passengers and rescuers suffering from ongoing trauma.

The train crash would expose inadequacies in the NSW railway maintenance processes, oversight and emergency response preparedness. The inquest and reviews into the incident became controversial in that there were allegations that the process was unduly influenced. Despite this it was clear that there were many opportunities for prevention of future railway disasters. There has been extensive criticism of the management and oversight both before and after the disaster.

There is much that is concerning about this case, including the support of those injured and bereaved in the incident.

The failure to act following previous incidents on the track is particularly disturbing. There had been two previous derailments on the same section of track, resulting in trains hitting the Bold St Bridge. One in 1967 and another in 1975. Had the issue been addressed on either of these occasions, perhaps the disaster in 1877 would have been avoided. This highlights the importance of investigating incidents and ‘near misses’ and acting to resolve safety issues at the earliest opportunity.

40 years after the disaster, in 2017, the Premier of NSW delivered a belated official apology on behalf of the Government: Granville: Mixed response as NSW Government apologises for Australia's worst train disaster - ABC News

An award winning docu-drama named “The Day Of The Roses” was produced as a dramatic depiction of the events surrounding the Granville train crash. It can be found here: https://youtu.be/ZkFBfQA9oxg?si=g_ePZ0kn0KpFrLLE . Those interested in incident investigation, prevention and related matters may well find it thought-provoking.

Snakes in the workplace

Mon, 15 Dec 2025 01:56:51 GMT

Snakes are a natural part of the Australian environment, but when they enter worksites, they can pose significant risks. Snakes are most commonly encountered in industries such as construction and agriculture, but snakes can appear in any workplace – including in offices, warehouses, outdoor work areas, or storage spaces. Warm weather increases snake activity, making encounters more likely during summer months.

The danger presented by snakes is very real, as snakebites can cause serious injury or death.

Common Risk Factors

There are certain workplace conditions which increase the likelihood of snakes appearing:

Vacant sites : Snakes often move into quiet areas during holiday breaks or weekends.
Shelter opportunities : Stored materials, rubble, sheds, and equipment provide dark, cool hiding spots.
Food sources : Mice, frogs, and other small animals attract snakes to worksites.
Hot weather : Snakes become bolder and more active in summer.

Prevention Strategies

As always, employers are required to reduce risks to health and safety in the workplace. They can do this by adopting proactive measures:

Site housekeeping : Remove rubbish, debris, and unused materials where snakes could hide.
Control food sources : Limit rodent and frog populations by managing waste and water.
Protective gear : Wear gloves, boots and long pants when working outside or handling stored materials.
Awareness training : Inform workers about snake risks, especially after site closures or during hot weather.
First Aid training: ensure staff are trained in the initial response in the case of a bite.

If a snake is seen in the workplace

One of the most important safety messages is never provoke a snake. Most bites occur when people attempt to attack or handle snakes. If a snake is sighted:

Stop work in the area immediately.
Report the sighting to supervisors.
Contact local authorities or licensed snake catchers to remove the hazard.

First Aid for Snake Bites

Your workplace should have a trained First Aider. The initial first aid for a bite should include:

Lie the person down and keep them still.
Applying a broad, firm bandage around the bitten limb, about as tightly as for a sprained ankle.
Bandage over the bite site first and then bandage as much of the limb as possible, starting from below upwards.
Keep the victim still and calm and splint the limb if possible.
Do not cut, wash, or apply a tourniquet to the bite.
Access immediate medical care - dial 000.

Don’t forget that you will need to complete an incident report after a snake bite has occurred. Then, your risk management follow up processes should be followed.

A snake bite may be classified as a notifiable incident, in which case it must be reported to WorkSafe Victoria – call 13 23 60 .

Conclusion

Snakes are a real workplace hazard , especially in construction, agriculture, and outdoor industries. If your workplace is high risk for snakes then you are required to control the risk of snake bite.

Prevention and awareness are the best defence: keep sites clean, reduce food sources, and train workers.
Never provoke a snake —leave removal to professionals.
First aid knowledge can save lives in the event of a bite.

By treating snakes as a legitimate occupational hazard, workplaces can protect their workers from a potentially fatal hazard.

For more information, see the following resources:

Snakes at work: why you should never handle one yourself | WorkSafe.qld.gov.au

Snakes on sites - OHS Reps

Notifiable incidents under the Occupational Health and Safety Act 2004 | WorkSafe Victoria

https://stjohn.org.au/app/uploads/2025/08/Fact-sheets_snake-bite.pdf

Controlling the risk of Sun Exposure

Mon, 15 Dec 2025 01:56:49 GMT

Sun exposure is one of the most underestimated workplace hazards, especially for outdoor workers. Prolonged exposure to ultraviolet (UV) radiation can cause serious health risks, but with the right protections, employers and employees can reduce these dangers.

Why Sun Exposure is a Workplace Hazard

UV radiation risk : Outdoor workers are exposed to UV radiation for long periods, which can lead to skin damage, sunburn, premature aging, and skin cancers.
Eye health : UV rays can also damage the eyes, increasing the risk of cataracts and other vision problems.
Heat stress : Extended time in the sun raises the risk of dehydration, heat exhaustion, and heatstroke, which can impair concentration and increase accident risks.
Cumulative exposure : Unlike a one-time hazard, UV damage builds up over years, making outdoor workers particularly vulnerable.

Employer Responsibilities

The legislation prescribes that employers must provide a safe workplace that is without risks to health and safety. As such, employers must take steps to eliminate or reduce UV exposure risks so far as is reasonably practicable . This includes:

Risk assessment : Identifying tasks and times of day when UV exposure is highest.
Protective measures : Providing shade structures, scheduling work outside peak UV hours (10 am–3 pm), and rotating tasks to limit exposure.
Education : Training workers on the dangers of UV radiation and how to protect themselves.
Policy implementation : Establishing sun protection policies as part of workplace health and safety systems.
Monitoring conditions : Being aware of UV index levels and reporting unsafe conditions.
Consulting with employees : in relation to the hazard of sun exposure.

Worker Responsibilities

Under the OHS Act, employees have a duty to take reasonable care of their own, and others, health and safety and to co-operate with measures taken by their employer to ensure health and safety. Employees can play a role in protecting themselves by, for example:

Wearing protective clothing : Long-sleeved shirts, wide-brimmed hats, and sunglasses with UV protection.
Applying sunscreen : Broad-spectrum SPF 30+ sunscreen should be applied regularly throughout the day.
Hydration : Drinking water frequently to prevent heat stress.
Monitoring and reporting: Being aware of UV index levels and reporting unsafe conditions.

Building a Sun-Safe Workplace Culture

Creating a workplace culture that prioritizes sun safety is essential. This means:

Normalising sunscreen use and reapplication breaks.
Encouraging workers to look out for each other’s wellbeing.
Making protective gear accessible and mandatory.
Recognising that sun protection is not just a personal choice but a workplace safety requirement.

Key Takeaways

Sun exposure is a serious occupational hazard for outdoor workers.
Employers must provide protections such as shade, scheduling, and training.
Workers must take proactive steps like wearing protective clothing and using sunscreen.
A strong workplace culture around sun safety reduces risks and promotes long-term health.

Sunlight is vital for life, but in the workplace, it must be managed like any other hazard. Hazard identification and risk control is a legal requirement under the OHS Act. By treating UV exposure with the same seriousness as machinery or chemicals, employers and workers can ensure safer, healthier outdoor environments.

For more guidance in relation to this: Sun protection for outdoor workers | WorkSafe Victoria

The Christmas Rush

Mon, 15 Dec 2025 00:41:52 GMT

The Christmas rush is a notorious time for safety.

Statistics from WorkSafe Victoria and Safe Work Australia show that the lead-up to Christmas is a time of increased risk in the workplace, with more incidents occurring during this time and resulting in injuries and deaths. There are hundreds of incidents reported during the holiday period each year and no doubt, there are many more which go unreported.

Incident Trends During the Festive Season:

WorkSafe Victoria reports that during the December–January period, workplaces in industries such as retail, hospitality, and construction experience an increase in reported incidents of around 15–20% compared to monthly averages, often due to fatigue, manual handling, and public interaction in higher-traffic environments

These incidents relate to an increase in:

Manual handling injuries
Slip, trip, and falls
Heat stress and dehydration
Alcohol and workplace events
Psychological stress

We know that there is greater risk associated with the festive season and therefore we must implement controls to reduce the risk to workers at this time.

For example, your workplace may need to think about:

Reassessing staffing levels and workload management
Increasing hazard inspections
Reviewing emergency preparedness
Providing added mental health support
Reducing workload and addressing fatigue related risks
Reviewing policies related to work events and social activities
Mitigating summer weather related risks
Re-iterate safety protocols and consult with employees in relation to safety risks at this time

Very often, it is the rush before Christmas which increases the risk to workers’ safety. It is important to reassess targets for work at this time - rushing to get projects completed before the Christmas shut-down is a huge added risk to health and safety. Targets can seem important, but nothing is more important than getting home to your family for Christmas.

https://youtu.be/mOlbfrqLpfM

The Creswick Mine Disaster

Mon, 01 Dec 2025 03:01:15 GMT

On 12 ^th December 1882, Creswick became the location of a mining disaster which holds, to this day, the record for the deadliest mine disaster in Australia’s history.

There were 41 men who were on shift on the night of the 11 ^th December working in the New Australasian No.2 Gold Mine. They descended 250 feet (76m) from the surface and then made their way a further 2000 feet (600m) to the face where they were mining. It was at 5.30am the next morning when a working shaft came too close to an older flooded parallel shaft – resulting in water flooding into the newer working part of the mine. 27 miners became trapped, but were able to reach a small air pocket in a space known as the No.11 jump-up. Here they stayed trapped for 2-3 days. They wrote messages on their crib pails to their families and sang together and prayed.

The rescue mission involved 2 days of frantic pumping of the floodwaters and Navy divers hurried from the ship HMVS Cerberus to help. By the time they were reached, after 3 days, 22 men had succumbed to the rising water levels and drowned. Only 5 of the 27 made it out alive.

When the funeral was held, there were many thousands in attendance – 400 people marched in the procession and another 15,000 onlookers lined the streets.

At this time there was no such thing as workers compensation to help the 18 wives and 63 children who were left behind. So, the community set up a relief fund to assist the families. This would be the birth of workers compensation in Australia.

The Creswick Mine Disaster highlighted the need for better safety regulations in mining operations. It would remain the largest loss of life in a workplace incident in Australia for nearly 90 years, when The West Gate Bridge Collapsed in 1970.

For more information on the Creswick Mining Disaster Australasian Mining Disaster | Creswick Museum

List of the Dead

Christian Frederick Fisher (55) Wittenburg, Germany
James Carmoody (53) County Clare, Ireland
George Baulcomb (52 & 10 months) Maidstone, Kent, England
Nathaniel Trescowthick (45) Cornwall, England
Michael Hayes (45) Ireland
John Gower (44) Lyminge, Kent, England
William Curtis (42) Gwennap, Cornwall, England
James Minahan (38) County Clare, Ireland
William Tregloan (37 & 6 months) Marazion, Cornwall
Edward Campon Dargon (36) Kilkenny, Ireland
Anton Andersson (36) Christianstada, Finland
John Henry Crougey(35) Stithians, Cornwall, England
James Mitchell Temby (35) Redruth, Cornwall, England
James O’Shea also known as James Walsh (34years & 11 months) County Waterford, Ireland
Carl Waldemar Theodor Serrurier (34) Berlin, Prussia
Thomas Penbertha Chegwin (31) Redruth, Cornwall, Ireland
Abraham Wyatt (31) Adelaide, South Australia
Jabez Bellingham (28) Worcestershire England
Benjamin Bowen Bellingham (21) Happy Valley, Victoria.
John Tom Clifton (27) Gainsborough, Lincolnshire, England
Edward Wood (26) Oldham, Lancashire, England
John Thomas Hodge (18) Creswick

Survivors

Peter Maloney
John Manley died 25/1/1924
Tom Corbett died 31/5/1935 Creswick
Cornelius Quirk died Feb. 1922 Milawa
Patrick Bowen died 26/3/1909 Creswick

HSRs are not Union Reps: Clearing the confusion

Mon, 24 Nov 2025 00:33:25 GMT

When it comes to workplace safety, one role often misunderstood is that of the Health and Safety Representative (HSR) . Many people assume HSRs are the same as union representatives — but that’s not the case. While both roles aim to protect workers’ interests, their focus, powers, and responsibilities are quite different.

What Is an HSR?

An HSR is a worker elected by their peers to represent their health and safety interests . They are chosen from within a designated work group and act as a direct link between workers and management on safety matters.

Under the Occupational Health and Safety Act 2004 (Vic) , HSRs have specific powers, such as:

Inspecting the workplace for hazards.
Accompanying WorkSafe inspectors during visits.
Requesting the formation of a health and safety committee.
Issuing Provisional Improvement Notices (PINs)

Importantly, HSRs do not negotiate pay, conditions, or other industrial matters — their role is purely about health and safety.

How They Differ from Union Representatives

Union representatives (or delegates) are appointed or elected to represent workers on a wide range of workplace issues, including wages, rosters, and employment conditions. They may also support members in disputes or negotiations with employers.

While an HSR can be a union member — and unions often provide training and support to HSRs — the position itself is independent of union affiliation . You don’t need to be in a union to be elected as an HSR, and you don’t automatically become a union rep by taking on the role.

Why the Distinction Matters

Confusing the two roles can lead to misunderstandings in the workplace. For example:

Employers might wrongly assume HSRs are pushing a union agenda, when in fact they are fulfilling legal safety duties.
Workers might hesitate to raise safety concerns with an HSR if they are not themselves a union member, due to confusion about their role.

By recognising that HSRs are safety advocates, not industrial negotiators , workplaces can foster more open, constructive conversations about keeping everyone safe.

Bottom line:

In Victoria, HSRs are there to represent their co-workers on OHS matters, helping to make sure your workplace is safe. Whether you’re in a union or not, you can elect an HSR. This is a key way to ensure that consultation is occurring and that you have a conduit through which to raise health and safety concerns.

Remember:
HSRs = Safety advocates under the OHS Act.
Union Reps = Industrial advocates under workplace laws.

So, it is important to know that you can (and have a legislated right to) elect an HSR at your workplace whether or not you work in a unionised workplace. All workplaces will benefit from having elected HSRs and safety structures in place – AND this has been proven to result in safer workplaces.

Not sure how to elect an HSR? Reach out to us at admin@besafevictoria.com.au

Q fever as a hazard in the workplace

Mon, 17 Nov 2025 02:48:51 GMT

Q fever is a serious but preventable disease that affects people working with animals or animal products. Protecting yourself and your workplace requires awareness, vaccination, and safe practices.

What is Q Fever?

Q fever is an infectious disease caused by the bacterium Coxiella burnetii. It primarily affects people who work with animals such as cattle, sheep, and goats, or handle animal products like hides, wool, and meat. The bacteria can survive in dust and soil for long periods, making it easy to spread in agricultural and processing environments.

Who is at Risk?

Certain industries and roles face higher exposure:

Farmers, shearers, and abattoir workers
Veterinarians and animal handlers
Meat and dairy processors
Laboratory staff working with animal samples
Workers at stockyards, animal transport, in shearing sheds etc
Any workers in animal facilities

Even visitors to farms or facilities can be at risk if proper precautions aren’t taken.

How do you get Q Fever?

Q fever can he transmitted through aerosols, dust or through contaminated animal products.

For example:

Through animal tissues, such as when birthing, slaughtering or butchering
Through faeces, urine and placentas
From contaminated wool, hides, animal bedding, or equipment
When breathing in dust infected by animals, including when mustering, transporting or shearing
When slashing contaminated grasses or handling contaminated soil or hay
By drinking unpasteurised milk which is infected
By touching infected tissues or fluids when you have a cut or broken skin

What are the signs of Q Fever?

Q fever causes an illness which can last for up to 6 weeks, with symptoms ranging from mild to severe. Common symptoms include:

High fever and chills
Severe headaches
Muscle pain and fatigue
Sweats and weight loss
Nausea, vomiting and diarrhoea
In some cases, pneumonia or hepatitis

However, some people don’t recover, and they can develop a chronic illness which can last for months or years. Chronic Q fever is rare, but when it does happen, it can lead to long-term complications such as heart valve infections and infections of the bones and joints, as well as vascular disease. Up to 15% of infected people will experience sever fatigue which can last for years and is extremely debilitating.

Preventing Q Fever

Prevention is the best protection. Key strategies include:

Vaccination : The Q fever vaccine is highly effective but requires pre-screening to avoid adverse reactions. Pre-screening will identify those who have been previously exposed or have been previously vaccinated for Q fever.
Safe Work Practices :

Minimise dust in animal handling areas.

Use protective clothing and masks (PPE).

Practice good hygiene, including handwashing after contact with animals.

Education and Awareness : Employers should train workers on risks and prevention measures.
Health Monitoring : Encourage workers to report symptoms early for timely medical intervention.

Employer Responsibilities

Employers have a duty to provide a safe workplace. If there may be a risk of exposure to Q Fever in their workplace, this includes:

Offering vaccination programs
Implementing dust control measures
Providing personal protective equipment (PPE)
Ensuring staff are informed about Q fever risks and prevention
Identification of high-risk areas of the workplace
Having a workplace Q fever policy

As with all workplace hazards, the employer has a duty to provide a safe workplace and to control risks to health as far as reasonably practicable. They also have a duty to consult with their employees and their health and safety representatives (HSRs). This includes during the hazard identification process, which making decisions on how to control risks, and when monitoring how the control measures are working.

Building a Safer Future

Q fever is preventable, but only if workplaces and individuals take proactive steps. Vaccination, hygiene, and awareness are the cornerstones of prevention. For those working with animals or animal products, staying informed and protected is not just about personal health—it’s about safeguarding the entire community.

Q fever is a workplace hazard that demands attention. With vaccination and safe practices, we can protect workers, families, and communities from this hidden threat.

More information on Q fever can be found at Q fever | Better Health Channel or at Preventing Q fever | WorkSafe Victoria

Psychological Health Regulations: A Focus on Risk Management - a Summary of WorkSafe's Webinar

Mon, 27 Oct 2025 02:45:59 GMT

Almost 14,000 people registered to attend WorkSafe Victoria’s webinar “Psychological Health Regulations: A focus on risk management” held on 27 ^th October 2025.

The webinar was essentially an overview and pointed to a number of resources for employers to access to ensure they are compliant by 1 ^st December 2025.

WorkSafe Representatives explained that employers have always had a duty to provide a safe workplace - including physically and psychologically. However, the new regulations introduce a specific duty relating to the need to identify and control risks associated with psychological health in the workplace.

Psychosocial hazards are factors in the workplace which may create a negative psychological response which can pose a risk to a worker’s health and safety (eg: long hours, work demands, low role clarity, sexual harassment, bullying, etc).

WorkSafe were very clear that The Psychological Health Regulations do not impact any workers eligibility for mental injury claim, as they have no impact on the Workplace Injury Rehabilitation and Compensation (WIRC) Act.

The stated aims of the Regulations were as follows:

1. To strengthen the OHS framework by recognising psychosocial hazards as equally harmful as physical hazards.

2. To provide clearer guidance to employers on their obligations to protect employees from psychological injury.

3. To create specific obligations for Victorian employers to identify and control psychosocial risks in their workplaces.

4. To support employers through a range of tools and non-statutory guidance, including an optional prevention plan template to guide the risk management process.

5. To ensure compliance by providing a practical code to help employers meet their duties under the Regulations.

These regulations are part of a broader effort to address the increasing prevalence of work-related mental injuries and to create a safer, more supportive work environment for all employees.

WorkSafe explained that they was now a prescribed risk management process which requires all employers to identify psychosocial hazards and to control the risks by eliminating or reducing the risks as far as reasonably practicable.

The risk management cycle

(see image below)

Step 1. Identify hazards

Step 2. Assess the risks (including likelihood and consequence)

Step 3: Control the risks (in line with the Hierarchy of Control)

Step 4: Review – monitor, review and revise

Throughout the process, consultation must occur

Hierarchy of Control

(see image below)

The WorkSafe representatives explained the hierarchy of control for psychosocial hazards – noting that elimination is the first priority, and if not possible then there were ways to reduce the risk by making changes to limit exposure or to reduce the effects of exposure to the psychosocial hazard.

In most cases, information, instruction or training will form part of the management of the risk. However, this should be in combination with higher order controls due to the fact that these are the least effective option.

Compliance code

The new compliance code Compliance code: Psychological health | WorkSafe Victoria provides a comprehensive guide to what is required in relation to the new Regulations.

Hazard prevention plan

There is a psychological hazard prevention plan template which can be found at:

Prevention plans for psychosocial hazards | WorkSafe Victoria which is a simple way to go through the risk management process and to document it.

Prevention plans are not mandatory – although strongly encouraged. You can use another method to carry out and record your risk management process.

Enforcement

WorkSafe inspectors may issue improvement notices in the same way as they do for physical hazards. Inspectors will be addressing complaints as well as conducting proactive and strategic workplace visits.

All employers, whether in a large or small business, will be required to comply.

Reporting

Employers need to treat psychological hazards in the same way as physical risks – so you can use your existing internal reporting processes for these too, although they may need to be adapted for this purpose.

There are no new mandatory reporting requirements.

Commencement

The Regulations commence o n 1 ^st December 2025, to allow time for employers to prepare.

It was noted by WorkSafe that the obligation to provide a work environment without risks to psychological health is already required under The Act and that there has been significant lead-time to the new Regulations. Therefore, there is an expectation that employers are already across the requirements, however there is still time prior to 1 ^st December 2025 to ensure compliance with The Regulations.

Before December, employers should have in place: evidence of having identified and controlled psychosocial hazards and have a prevention plan (or alternative) in place, noting that consultation with employees must occur as part of this process.

Key takeaways:

Employees psychological health must be treated equally to physical health.
The Regulations and Compliance Code provide the guidance to employers on how to do that in the most effective way.
Employers are encouraged to have a close look at the Compliance Code, which provides practical guidance.
Risk management is an ongoing process, not a ‘set and forget’, there is a process of continuous improvement. This means ongoing monitoring and review of psychological risks and the controls.

For more information and resources:

WorkSafe psychological health page: Psychological health | WorkSafe Victoria

To view the full webinar: https://tsglive.com.au/HSMweb3

Employers duties in relation to HSRs

Mon, 13 Oct 2025 01:33:54 GMT

Health and Safety Representatives (HSRs) play a pivotal role in ensuring the well-being of employees in the workplace. Employers have specific legal obligations under the Occupational Health and Safety Act 2004 (OHS Act) to support and collaborate with HSRs. Knowing and understanding these duties are not just about compliance, they are about fostering a culture of safety and mutual respect in the workplace.

Who Are HSRs?

HSRs are workers elected by their peers to represent their health and safety interests. They act as a bridge between employees and employers, ensuring that safety concerns are raised, addressed, and resolved effectively. Their role is vital in creating a safer, more inclusive workplace. It is important to understand that HSRs are workers who volunteer to represent their co-workers. They have powers under the OHS Act, but they do not have duties. However, the employer does. Here are some of them...

Key Employer Duties Toward HSRs

Employers in Victoria must actively support HSRs to enable them to perform their roles effectively. Below are the primary duties employers must fulfill:

1.Allowing HSRs to access information.

Employers must allow HSRs to access information relating to their Designated Work Group (DWG) relating to:

The health and safety of members of their DWG
Actual or potential hazards in the workplace

Employers are required to share information related to workplace hazards, risks, safety measures and incidents with HSRs. This transparency helps HSRs make informed decisions and advocate for worker safety effectively.

2. Allow HSRs to be present at interviews

HSRs must be allowed to represent a member of their DWG (whether an employee or contractor), if the member provides consent. This includes meetings or interviews with the employer, employer's representative or an inspector.

3. Allow HSRs to have time off work with pay

The employer must provide paid time for the HSR to

Do any work which involves them exercising their powers under The Act
Completing any WorkSafe approved training (with 14 days notice)

4. Providing facilities and assistance

The employer must enable the HSR to exercise their powers by providing any facilities and assistance required.

5. Allow access of persons providing assistance to HSRs

The HSR can request the assistance of any person to resolve and OHS issue and this must be facilitated by the employer, unless they are not considered suitable to assist with OHS matters.

6. Display a written list of HSRs

The employer must ensure that a written list of HSRs (and deputy HSRs) is displayed in the workplace where it is readily available to the employees.

7. Facilitating Training

Employers must ensure that HSRs are able to access training to perform their role. In Victoria, HSRs are entitled to attend a WorkSafe-approved HSR training course (see: HSR Training Courses | BeSafe | Regional Victoria ) and refresher courses annually. Employers are responsible for:

Covering the cost of training
Allowing paid leave for HSRs to attend training
Allowing HSRs to choose their training provider

7. Allow HSRs to p erform all of their Functions according to their powers under the OHS Act

This includes all the powers outlined in our blog on the Powers of HSR's.

8. Consulting with HSRs

Employers must consult with HSRs on matters that may affect the health and safety of workers. This includes:

Changes to workplace processes, equipment, or systems
Development or review of safety policies and procedures
Risk assessments and control measures

9. Protecting HSRs from Discrimination

HSRs must be able to perform their duties without fear of discrimination or disadvantage. Employers are prohibited from treating HSRs unfavourably because of their role.

Why These Duties Matter

Fulfilling these obligations is not just about legal compliance, it’s about creating a workplace where safety is prioritised, and workers feel valued. When employers actively support HSRs, they:

Reduce workplace injuries and illnesses.
Foster trust and collaboration between workers and management.
Enhance overall productivity and morale.

Penalties for Non-Compliance

Failure to meet these duties can result in significant penalties under the OHS Act. Beyond the legal consequences, neglecting HSRs can damage workplace relationships and lead to a decline in safety standards.

Conclusion

Employers have a critical role in empowering HSRs to champion workplace safety. By meeting their obligations under the OHS Act, employers not only comply with the law but also contribute to a safer, healthier, and more harmonious work environment. Supporting HSRs is an investment in the well-being of your workforce and ultimately, the success of your business.

If you’re an employer, take the time to review your practices and ensure you’re meeting your duties toward HSRs. A proactive approach to workplace safety benefits everyone involved.

Victoria's Psychological Health Regulations have landed - and the Compliance Code

Fri, 10 Oct 2025 00:54:16 GMT

The long-awaited Psychosocial Regulations have been released and now form part of the Victorian OHS Regulatory Framework. Accompanying this release is a new Compliance Code for psychological health – and here you will find the practical guidance you need.

In the compliance code, there are the details as to how to comply with OHS duties set out by The Occupational Health and Safety Act and its associated regulations.

The code sets out:

What a psychosocial hazard is and the risk management process
How psychosocial hazards affect employees’ health and safety and why workplace safety culture is important
How to manage risks associated with psychosocial hazards (ie: the application of the risk management cycle to psychosocial hazards)
What to do if there is a report or incident associated with a psychosocial hazard

There are a number of appendices which form part of the compliance code, including a guide for how to identify hazards and many examples of psychosocial risks and how they should be controlled.

These include:

aggression and violence
bullying
exposure to traumatic events or content
gendered violence
high job demands
low job control
low job demands
low recognition and reward
low role clarity
poor environmental conditions
poor organisational change management
poor organisational justice
poor support
poor workplace relationships
remote or isolated work
sexual harassment

The code of practice has been a long time coming, but certainly provides a very useful resource for employers, workers and HSRs when they are working to ensure the psychosocial safety of the workplace.

The compliance code can be found here:

Compliance code: Psychological health | WorkSafe Victoria

More resources can be found here:

Psychological health | WorkSafe Victoria

If you would like to participate in training or would like some advice, please reach out to us at HSR Training and support | BeSafe | Regional Victoria

Common misconceptions about HSRs

Tue, 30 Sep 2025 01:53:48 GMT

At BeSafe, we often come across misconceptions about Health and Safety Representatives (HSRs) and we thought it was worth taking the time to address some of the more common ones.

Understanding the Role of Health and Safety Representatives

In many workplaces, the term “Health and Safety Representative” (HSR) is met with a mix of appreciation, confusion, and sometimes even resistance. While HSRs play a vital role in promoting safe work environments, there are often misunderstandings about their purpose, authority, and responsibilities.

Let’s unpack a few of the most frequent misunderstandings:

“HSRs are part of management.” Not at all. HSRs are elected by workers to represent their health and safety interests. They are not enforcers of company policy, nor are they accountable to management in the same way supervisors are.
“They’re just there to report hazards.” While hazard identification can be part of their role, HSRs do much more. They can consult with workers, investigate complaints, participate in risk assessments, and can even request the establishment of a Health and Safety Committee.
“HSRs can shut down operations.” This is a big one. HSRs do have the power to issue Provisional Improvement Notices (PINs) and direct unsafe work to cease—but only under specific conditions and within legal boundaries. These powers are designed to protect workers, not disrupt business unnecessarily.
“They don’t need training.” In fact, HSRs are entitled to attend approved training courses to understand their rights and responsibilities. This training empowers them to be effective advocates for safety.

The Real Role of an HSR

HSRs are key to creating safe workplaces. They bridge the gap between workers and management, acting as a conduit to help ensure that safety concerns are heard and addressed. Their role is proactive, as they can help to identify risks before they become incidents.

When businesses embrace HSRs as partners in safety, the benefits can include:

Improved communication around safety issues
Greater worker engagement and morale
Reduced incidents and injuries
Higher safety standards in the workplace

What Businesses Can Do

To clear up the confusion and make the most of HSRs, businesses should:

Educate leadership and staff on the legal role and rights of HSRs Leaders OHS Course | BeSafe | Regional Victoria
Support HSRs with access to training, resources, and time to perform their duties HSR Initial OHS Training Course | BeSafe | Regional Vic HSR Refresher OHS Training | BeSafe | Regional Victoria
Engage in genuine consultation —not just tick-the-box meetings
Treat safety as a shared goal , not a regulatory burden

Health and Safety Representatives really are an asset to business. When businesses understand and respect their role, everyone wins and shares in the benefits of a safer workplace.

In summary:

An HSR is:

Elected by their peers
A voluntary role
A representative of their designated work group (DWG)
Able to work to resolve health and safety concerns on behalf of their DWG
Able to act as a conduit to facilitate communication and consultation

An HSR is NOT:

A safety manager
Responsible for the safety of the workplace
Responsible for enforcing safety
Required to investigate safety matters or act as a technical expert
Required to exercise their powers

Need more help? Get in touch HSR Training and support | BeSafe | Regional Victoria

Victoria's New Psychosocial Regulations are Imminent

Tue, 09 Sep 2025 01:35:23 GMT

It has been a long time coming, and the promised released date for Victoria's new Occupational Health and Safety (OHS) Psychological Health Regulations is imminent. These regulations, which are anticipated to be released in October and to come into effect on 1 December 2025 , aim to address the growing recognition of psychosocial hazards in the workplace.

What Are Psychosocial Hazards?

Psychosocial hazards refer to workplace factors that can negatively impact an individual’s mental health and well-being. These include, but are not limited to:

Workplace bullying
High job demands or low job control
Poor workplace relationships
Exposure to traumatic events
Discrimination or harassment

Such hazards can lead to stress, anxiety, depression, and other mental health challenges, which not only affect individuals but also reduce workplace productivity and morale. They can also lead to catastrophic consequences for some individuals.

Why are new Psychosocial Regulations being introduced?

The Victorian government has responded to recommendations made by the Boland Review of WHS, the Royal Commission into Victoria’s Mental Health System and the Productivity Commission Inquiry into Mental Health.

There is already a legal obligation under the existing Occupational Health and Safety Act 2004 (OHS Act): employers must provide and maintain a working environment for their employees, including contractors, that is safe and without risks to health, so far as reasonably practicable. In addition, in Section 5 of the OHS Act, health is defined as including psychological health. However, there is limited guidance in Victoria as to how this should be done. The new Regulations are intended to close this gap.

The new regulations are designed to ensure that employers take proactive steps to identify, assess, and manage psychosocial risks. They will dictate how an employer must identify and control psychosocial risks in the same way that they manage physical hazards. This includes a risk management approach to these hazards and how to implement measures to prevent harm and create a supportive work environment.

A Compliance Code will accompany the regulations, providing practical guidance for employers on how to meet their obligations. This will include strategies for risk assessment, consultation with employees, and implementing controls.

How Can You Prepare?

Review your safety structures in your workplace – do you have elected Health and Safety Representative, Designated Work Groups and Health and Safety Committees - and are they working well?
Ensure your reporting and consultation processes are sufficient and working well. Remember that open communication is key and that you have a legal obligation to consult with your employees on any changes which may affect their health and safety in the workplace.
Review your existing policies and procedures – are there policies around bullying, harassment and workload management?
Make sure your general OHS knowledge base is strong. This might mean looking at your existing training . Are workers, HSR’s, supervisors, managers and the leadership team all up to speed on their rights and obligations under the OHS Act? BeSafe Victoria can help you with HSR training, refreshers and leaders OHS training. HSR Training Courses | BeSafe | Regional Victoria
Take a look at Psychological health | WorkSafe Victoria and utilise the WorkWell toolkit at WorkWell Toolkit | WorkSafe Victoria
Start to plan how you will implement a training schedule once the Regulations are released. Watch this space – BeSafe will be developing a course to bring you up to speed once we have the Regulations and Compliance Code. Reach out if you are interested in being notified once this is available: HSR Training and support | BeSafe | Regional Victoria

As always, if you need any help, reach out to BeSafe on 0467 002 060 or admin@besafevictoria.com.au

New apprentice supervision requirements

Mon, 01 Sep 2025 01:20:01 GMT

New electrical apprentice supervision requirements come into effect in Victoria on September 1 ^st 2025.

It is the role of employer to supervise their apprentices, and this is vital to ensuring their safety in all industries - including electrical apprentices.

There have been 5 electrical apprentice deaths in the last 10 years in Victoria alone. It is hoped that the new changes will improve safety and make an impact to prevent electrocution fatalities.

The new apprentice supervision requirements will bring Victoria alignment with other states, and the changes include supervision rations and the level of supervision required when an apprentice is undertaking certain tasks.

It is now mandatory for the employer to provide any person who is in a supervisory role with a copy of the supervision requirements. These requirements apply to supervision standards only while doing electrical work. The usual OHS standards apply when the apprentice is undertaking other non-electrical work on-site – keeping in mind that the OHS Act does include requirements around supervision also.

The new apprentice supervision requirements mandate direct 1:1 supervision when carrying out electrical work. This means 1 supervisor to 1 apprentice and with constant visual contact when carrying out high risk tasks. It is no longer good enough to supervise 2 apprentices at once, or to be ‘within earshot’.

There is a grading system for how much supervision is required, which depends on the experience of the apprentice and the tasks being undertaken.

For example, 1 ^st year apprentices must be under 1:1 supervision at all times but will move to reduced supervision as they gain experience throughout their apprenticeship. However, high risk tasks will always require direct 1:1 visual supervision.

Work on or near any live or energised equipment must not be performed by any apprentice. However, a fourth-year apprentice may perform fault finding – but only under direct 1:1 supervision.

There are very prescriptive requirements which are now in place and must be followed.

These changed requirements are intended to ensure the safety of the electrical industry’s most vulnerable workers.

For more information, have a look at the video below, or take a look at: Requirements for the effective supervision of apprentice electricians | Energy Safe Victoria

OHS in Schools

Mon, 25 Aug 2025 01:26:23 GMT

School Education is an industry with specific OHS challenges. In fact, The Department of Education has been flagged as one of the highest risk government employers and the Government sector has been announced as one of 5 key industries of focus for WorkSafe in reducing workplace harm. Government-health-safety-strategic-approach-2025-08.pdf

OHS Law requires that educational institutions of all types adhere with their legal obligations – and this includes schools.

Schools are not just places of learning—they are workplaces for staff and environments where students spend much of their time. Ensuring safety and well-being through Occupational Health and Safety (OHS) is not only a legal requirement, but is also essential for fostering a positive workplace culture.

The employer has a duty to provide a safe workplace to its’ employees, and also to the students and members of the public.

Part of meeting safety obligations means effectively consulting with their employees on matters relating to safety. The best way for safety matters to be effectively communicated is through proper consultation arrangements. This includes:

· The establishment of Designated Work Groups (DWG)

· Electing Health and Safety Representatives

· The establishment of Health and Safety Committees

Don’t forget that effective consultation is a legal requirement under The OHS Act and that employers are required to set up DWGs if requested by a worker. They are also required to assist with how HSR’s will be elected for each DWG. If an HSR then asks for an HSC to be established, the employer has 3 months to do so. (For more information, see Part 7 of the OHS Act.) Also, don’t forget that HSRs have a right to attend HSR training at a provider of their choice! HSR Training Courses | BeSafe | Regional Victoria

Key OHS Risks in schools may include:

· Hazardous manual handling

· Work-related stress, violence, harassment and bullying

· Slips, trips and falls

· Plant and equipment

· Hazardous substances and dangerous goods

· Additional risks associated with school excursions and camps

While there are specific hazards and risks in the school workplace which need to be addressed, all of the usual obligations and duties under the OHS Act apply.

WorkSafe Victoria has some guidance material relating to OHS in Schools which can be found at:

Occupational Health and Safety (OHS) in schools: A practical guide for school leaders | WorkSafe Victoria

Additional resources can also be found here: Education Websites & information - OHS Reps

As always, BeSafe Victoria are happy to help – so give us a call and we can help to point you in the right direction: HSR Training and support | BeSafe | Regional Victoria

Minister announces WorkSafe's new “Statement of Regulatory Intent”

Wed, 20 Aug 2025 00:42:18 GMT

The Minister for WorkSafe recently made an announcement which included a warning to employers who put workers’ lives at risk. In the press release, the data shows that WorkSafe is issuing more fines - up by $1.1million from the previous financial year. He also stated that WorkSafe have inspected more workplaces, with nearly 7,500 more inspections conducted. Furthermore, there have been more compliance notices – with 13,943 notices issues, compared with 16,300 from the previous year.

The Minister announced the launch of a new “Statement of Regulatory Intent” which plans to target the 5 most high-risk industries:

Healthcare and social assistance
Construction
Government
Agriculture
Manufacturing

These industries are responsible for 60% of all deaths and injuries in the workplace.

The Minister stated that “Criminal prosecution, substantial fines, and potential imprisonment await employers who fail to meet their legal obligations to protect workers' lives.”

The Statement of Regulatory Intent has been published on the WorkSafe website, and it includes an overarching summary document as well as several documents relating to each of the key target industries.

Each industry also has some key hazards which will be targeted within that industry, while in all industries a key area of focus will be workplace consultation and psychological health. Falls from heights were called out as a key issue to address in the construction industry, while in the agriculture industry, powered and mobile plant are the deadliest issues to address. In the manufacturing sector, there was a key geographic location of concern - being the 3175 post code (Dandenong and surrounds). The greatest number of injuries were caused by manual handling, with most fatalities being due to lung disease and traumatic injuries. The healthcare and social assistance sectors have safety issues in hazardous manual handling, aggression/violence and slips, trips and falls, which will be areas of focus for WorkSafe. The government sector continues to have major issues around psychosocial hazards. The highest risk of injury is seen in police services, followed by ambulance services and the department of education. However, in terms of fatalities, the worst areas are the Fire Services and Victoria Police.

It was notable that employee representation and consultation were identified as a specific area of focus in a number of industries – and this is of course a key area for our Health and Safety Representatives!

The Minister’s statements are strong:

“Every workplace death is unacceptable – that’s why we are working towards a future of zero deaths and zero excuses.”

"If a worker dies on your watch due to negligence, you risk criminal charges. We will not tolerate employers who gamble with workers' lives."

We can only hope that this ‘new’ WorkSafe approach may lead to safer workplaces for all.

To read the full press release from The Minister for WorkSafe:

250815-Workplace-Prosecutioncts-Hit-Successful-Milestone.pdf

The full WorkSafe documents can be found at:

Statement of Regulatory Intent 2025-26 | WorkSafe Victoria

Changes to Legislation

Mon, 04 Aug 2025 04:40:30 GMT

The Workplace Injury Rehabilitation and Compensation Amendment Bill 2025 has passed Parliament.

It makes changes to three pieces of legislation:

1. The Workplace Injury Rehabilitation and Compensation Act 2013,

2. The Occupational Health and Safety Act 2004 and

3. The Accident Compensation Act 1985

The changes aim 'to improve support for injured workers and their families in Victoria, enhancing compensation entitlements and rehabilitation processes.’

In summary, the key provisions of the Bill are:

1. Code of Claimants' Rights to be created to ensure injured workers are treated with dignity and respect

2. Lived Experience Membership on WorkSafe Committees . It is now required that there be lived experience membership on the WorkSafe Board Advisory Committees, creating a ‘seat at the table’ for those personally affected by poor safety practices.

3. Return to Work (RTW) Coordinators: Employers will be required to provide RTW coordinators with necessary assistance and training to improve return-to-work outcomes for injured employees. T he details of this are yet to be made clear, pending directives form The Minister and WorkSafe. There will be penalty units attached to this requirement.

4. Compensation for Families of deceased workers: The bill improves compensation by:

a) Allowing for provisional payments be made to dependants following a work-related suicide.

b) Extending the length of the provisional payment period from 13 weeks to 26 weeks for dependent partners of deceased workers. This will mean that dependants will be less likely to be left without an income while the claim is being processed.

c) Increasing the weekly payments to the dependent children of deceased workers. This is an increase from 5% of ‘pre-injury average weekly earnings’ to 12.5%, allowing for improved financial support of children.

d) Grief and Loss payments to be made to close family members following the death of their loved one. This will acknowledge the loss of family members who previously had no eligibility for compensation.

5. Broader Support Services: The amendments will allow access to a wider range of therapy and support services for families affected by work-related deaths and serious injuries. This change allows for ‘support services’ to be broader than just psychology.

6. I ndependent Review Requirement: The bill mandates an independent review of the workers' compensation scheme at least every five years, starting in 2030, to ensure ongoing improvements and accountability.

The Bill passed the Victorian Parliament on the 31 ^st July 2025.

The primary aim of the Workplace Injury Rehabilitation and Compensation Amendment Bill 2025 is to strengthen the support system for injured workers and their families. It also requires for injured workers to be treated with dignity and respect during their recovery and rehabilitation processes.

Any improvement to the support of those affected by work related injury and death can only be a good thing.

For more detail on the changes, take a look at:

Workplace Injury Rehabilitation and Compensation Amendment Bill 2025 | legislation.vic.gov.au

Safety Starts with BeSafe Victoria

Mon, 28 Jul 2025 06:02:07 GMT

When it comes to workplace safety, the stakes are high.

When it comes to safety training, BeSafe Victoria has emerged as a leader, setting the gold standard for occupational health and safety (OHS) education in Regional Victoria.

Here’s why they stand out as the best safety trainers:

1. Passion for Safety

At BeSafe Victoria, safety isn’t just a job—it’s a calling. Their team lives and breathes safety education, driven by a genuine passion for creating safer workplaces. BeSafe Victoria’s team is driven by a genuine commitment to creating safer workplaces.

Their approach makes their training impactful and memorable.

2. WorkSafe-Approved

As a WorkSafe-approved provider , BeSafe Victoria ensures their courses meet the highest standards. Their Health and Safety Representative (HSR) training courses include 5 Day HSR Initial OHS Training and 1 Day HSR Refresher OHS Training Courses.

This stamp of approval ensures participants receive credible and up-to-date training, with the added benefit of BeSafe’s passionate delivery and follow-up support.

3. Regional Reach with Local Expertise

Although headquartered in Ballarat, BeSafe Victoria’s impact extends far beyond. Their experienced trainers are available to deliver courses across all regional areas of Victoria, ensuring that even remote workplaces have access to top-tier safety education. BeSafe have booked courses in Morwell, Shepparton, Wodonga, Ararat, Portland, Traralgon, Bendigo and more. This regional focus makes them an invaluable resource throughout the state – booking courses anywhere there is a demand – just get in touch.

BeSafe is passional about bringing OHS training to where it is needed most – in Regional Victoria.

4. Ongoing Suppor t Beyond Training

Their commitment doesn’t end with training - BeSafe is committed to providing ongoing support. BeSafe offers free follow-up support and assistance to help their network of participants after they finish training and are working to resolve safety issues in their workplace.

5. Leaders training for Every Workplace

BeSafe knows that being a great leader means understanding your OHS obligations. They also understand that many managers and supervisors don’t feel confident that they have enough OHS knowledge. That’s why BeSafe have developed a Leaders Introduction to OHS Course – to help managers and supervisors develop their OHS Leadership skills and understanding.

Safety Starts with BeSafe Victoria

In a world where workplace safety can mean the difference between life and death, choosing the right training provider is crucial. BeSafe Victoria’s passion, expertise, and commitment to excellence make them the clear choice for Regional Victorians.

Ready to take the first step toward a safer workplace? BeSafe Victoria is here to guide you every step of the way. Get in touch at: HSR Training and support | BeSafe | Regional Victoria

List of Victoria's Biggest OHS Offenders

Mon, 14 Jul 2025 01:36:08 GMT

An updated list has been published of The ‘BIGGEST BIGGEST OFFENDERS’ in OHS Crimes . This list names and shames the companies which have been deemed worthy of the largest fines handed down by judges for offences under the Victorian Occupational Health and Safety Act 2004 . It makes an interesting, albeit sobering, read.

The list (see below) has been compiled and published by the OHSIntros BLOG and has recently been updated with offenders from the last 2 years.

In the last 35 years, according to OHSIntros ’ records, there have been 31 cases which have incurred a fine over $500,000. These companies have been collectively responsible for the deaths of 23 workers and a number of other serious incidents.

21 of these incidents involved plant, thus representing the majority of the cases. The incidents are all horrific, with many involving crushing, entrapment and falls – leading to violent deaths and horrendous injuries.

The top fine was a penalty of $3 million, as a result of LH Holdings Management Pty Ltd being charged under Workplace Manslaughter Legislation and fined in 2024. A number of high-profile cases can be seen on this list. However, there are many well known cases which are not featured here, due to the fact that their sentences did not hit the $500K threshold. This perhaps raises concerns relating to The Sentencing of OHS Offences in Victoria .

The list is a sobering one, listing a series of gruesome and tragic deaths – the result of safety crimes.

In the words of OHSIntros’ – these are “the worst of crimes because [they] could have been prevented.”

Image sourced from OHSIntros BLOG:

https://www.facebook.com/100064446622188/posts/1127076076117269/?mibextid=rS40aB7S9Ucbxw6v

*OHS Intros is a Workplace Safety page which provides ‘training, documentation and advice on Workplace Safety’: Facebook

Racing Industry Workplace Fatalities

Tue, 08 Jul 2025 01:29:39 GMT

In recent times we have seen the tragic deaths of workers in the horse racing industry. In May 2025, Fiona Ralph tragically died following a head injury sustained while working at Bendigo Racecourse. Less than 2 months later, on the 3 ^rd July 2025, we heard news of Peta Tait, a 43-year-old worker who was killed at Cranbourne Racecourse. It is believed that she was kicked in the head by a horse while in the stable. She was attended to by medical personnel, who were unable to save her.

Jockey Blake Shinn has reportedly paid tribute, stating that “This is a painful reminder of the dangers that come with working in such a demanding and unpredictable environment.” (7 news)

As the jockey highlights the dangers – we turn our minds to the unique hazards presented by the industry, many of which are covered in the WorkSafe Victoria Guidebook – Horse Stable and track riding safety: Horse stables and track riding safety | WorkSafe Victoria .

The guide is intended to provide information for those working in the industry and outlines how to identify hazards and implement risk control measures. As in all industries, the employer is responsible for providing a safe workplace, and the usual obligations to consult with the workforce and to control hazards in line with the hierarchy of control all apply. There is a section which specifically covers the safety of stables.

Of course, horses are strong and unpredictable, and they pose a specific hazard in this industry - and one which cannot be eliminated as part of this particular workplace.

The document discusses the need for training and supervision, which is required in all workplaces. Also, the use of PPE as a control measure, indicating that the use of appropriate footwear, helmets and body protection may be required to ensure the safety of those riding, training, feeding and working with horses and cleaning stables. Working alone can also increase the risks of working around horses.

According to SafeWork NSW ‘One worker is hospitalised each day in Australia due to a horse related injury’ . Not all of these are workers; however, it does highlight how dangerous working around horses can be. WorkSafe Victoria reports injury claims attributable to horse racing at: Injury hotspots - Horse racing | WorkSafe Victoria .

While the racing community must, of course, grieve the recent loss of two of its’ workers, there will concurrently be a WorkSafe investigation and a Victoria Police investigation for the Coroner. No matter the outcome of these investigations, it is an opportunity to look to industry work practices and identify any improvements which could be made to improve safety in the future. The gravity of such an event cannot be underestimated in its’ impact to family, friends and workmates. One can only hope that an improvement in future safety may be one of those impacts.

Our sincere condolences to the families of Fiona and Peta.

The Safety Spotlight on Small Business

Tue, 01 Jul 2025 01:46:09 GMT

The rise of podcasts has made learning and information so accessible and learning about OHS is no different.

We came across the WorkSafe Act podcast ‘The Safety Spotlight’ episode on ‘Small Business’.

In this podcast, Jacqui Argius, the WorkSafe ACT Commissioner talks about safety in small business . She is joined by Michelle Boundy in a podcast led by Lish Fejer. They discuss a number of matters relating to safety in the small business environment, which are summarised below.

Small businesses are required to be compliant with safety legislation, no matter how small they are.

It is often the case that small businesses have less OHS expertise. Sometimes they may think that a serious incident ‘won’t happen here’. They may not have a good understanding of what their legal obligations are. Sometimes there may be a ‘fear factor’ about their lack of understanding of how to meet their legal obligations. They may think that they are too small to need proper systems.

But – just because they are small, this doesn’t mean that they don’t need to meet the same requirements as the larger businesses when it comes to safety, and this includes both physical and psychosocial safety.

Small businesses must also have WorkCover insurance.

Like in all businesses, consultation is key. ‘Talking to your workers’ is so important to ensuring a safe workplace. This includes ensuring that young workers and those from culturally and linguistically diverse backgrounds can understand. Guidance material regarding how to communicate safety information is available.

The importance of training is also covered. Small businesses must have an induction process and ongoing training for their workers. Employees must also be trained in how to report hazards.

The application of risk management systems and the hierarchy of controls is the same in small business as in any workplace, as is the concept of ‘ reasonably practicable ’. The commissioner highlights that the cost of implementing a control will not be considered to be important if a matter goes to court. The employer must eliminate or implement controls to all risks to health and safety.

The podcasters acknowledge that there are a myriad of pressures on small businesses – but highlight that this does not reduce their obligations in relation to safety. Nor does it exempt the business from enforcement by the regulator: ‘we will be regulating them the same as anyone else’.

Overall, the podcast highlights the need for small business owners to be pro-active and build a safety-first culture.

To listen to the WorkSafe ACT Small Business Podcast, check out: Ep. 2 - Small Business

There are many resources available to small business to ensure that they are providing and safe and healthy workplace. In Victoria these include:

Getting some help from WorkSafe through the OHS Essentials program, which is free to small business and a great place to start.
Accessing health and safety checklists as a way to begin a self-assessment.
Reading about your obligations and legal requirements.

Take a look at the WorkSafe website to access these resources here: Small business | WorkSafe Victoria

Education: The Key to Workplace Safety

Tue, 24 Jun 2025 05:30:07 GMT

At BeSafe Victoria, we live, eat and breathe safety education. Why? Because we believe it is the key to workplace safety.

We see and hear the on-the-ground OHS stories from our participants on a daily basis, both during training and while providing follow-up support. It is remarkable to see the transformation that occurs during a training course, as participants grow their safety knowledge and become empowered to influence their own safety and that of their workplace.

In regional Victoria, it is not uncommon for OHS Literacy to be very low. This is not in all workplaces, but certainly our experience shows that many workers have received very little or no training in OHS. By gaining an understanding of OHS, we can empower individuals to keep themselves safe. This includes in understanding their rights, recognising hazards, mitigating risks and knowing when to say no to unsafe work.

Training an individual also means that they can bring this new knowledge to their workplace, leading to positive improvements in safety outcomes for their colleagues. Safety training has broader implications too – it can inspire conversations with family and friends, creating a ‘ripple effect’ of improved safety awareness in the community.

We often see participants who deeply care about safety and have put their hand up to become a Health and Safety Representative (HSR) in their workplace. These participants come in with the drive and walk out with the tools and the passion they need to make a really tangible difference in their workplace. We know of many stories of trained HSR’s who go on to transform the safety of their workplaces.

Whether we are duty holders, supervisors, HSR’s, or employees – we all have a role to play in the safety of our workplace – and with the right knowledge, we can make a positive contribution.

What truly underpins a safe work environment? The answer lies in education .

OHS Prosecution on Pure Risk

Tue, 17 Jun 2025 02:47:40 GMT

The Victorian Occupational Health and Safety Act 2004 is primarily a risk-based law. That is, it requires the prevention of harm.

The objects of the Act require that health and safety be secured and that risks to health and safety be eliminated at the source, with the highest level of protection against risks being provided. The employer is legally required to eliminate (as far as reasonably practicable) any risk to health and safety. It follows that the majority of offences under the Act are indeed risk-based offences.

This means that a prosecution can occur whether or not the risk has resulted in death or injury. It is enough to have simply exposed a person to the risk of harm.

The argument for this is that the OHS Act aims to prevent injury, disease and death at work.

So why do we see many prosecutions occurring after the harm has in fact materialised into an injury or death?

Perhaps it is due to a public expectation that these horrific incidents should result in some punishment of those responsible?

Perhaps it is that the ultimate evidence of the safety failure is now present – providing a compelling argument as to the egregious nature of the risk that was posed by the breach?

Perhaps there is motivation to provide general deterrence as a result of these tragic events?

It is important to note that the death or injury does not form part of the offence in these prosecutions, rather it forms part of the evidence.

But, we do see pure risk prosecutions.

The regulator can and does charge on the basis of risk only, before the safety failure has resulted in harm to anyone. This is the ultimate outcome – to prevent .

Prosecuting on the basis of risk may be for the purpose of primary prevention, or as the ultimate escalation in a hierarchy of sanctions. It may serve as specific deterrence, to effect change in an individual’s or company’s behaviour. General deterrence is often seen as very important – reinforcing to all duty holders that they are required by law to take a pro-active approach to safety.

Here are a few examples of cases of pure-risk prosecutions:

$7.5K FINE IN PURE RISK FALLS CASE - OHS Reps

$25K FINE IN AHWAZ ROOFING PURE RISK CASE - OHS Reps

CONSTRUCTION COMPANY FINED $12K IN ‘PURE RISK’ PROSECUTION - OHS Reps

The following Melbourne Law School presentation also makes for some interesting reading on this topic: CELRL-Seminar-21-May.pdf

Proceeding to prosecution on the basis of risk represents an alignment between prosecution strategies and the principles of the OHS Act . Certainly, it serves as a reminder that duty holders have a legal requirement to provide the highest level of protection and to prevent harm in the workplace.

Working Alone on Farms

Tue, 10 Jun 2025 01:04:56 GMT

Farm workers are often working alone and in an isolated location where there is no assistance from others and often limited or no communication.

Remote or isolated work often includes working alone and outdoors and it may be difficult to get help in an emergency. Access can be long and difficult and there may be limited access to resources. On top of this, there is less access to support networks and communication and technology may be unreliable or absent.

All these factors can add to the risk of the work. These unique challenges should all form part of the thinking when working to create a safer workplace for those working on farms.

The duty to provide a safe workplace sits with the employer, who has a legal requirement to provide a safe workplace for the workers on the farm. Often the employer may also work on the farm themselves, and the same hazards will pose a risk to them too. Implementing some controls to help reduce the risk of working alone on farms can help ensure that everyone gets home alive and well, including the employer/ farm owner.

The control measures will depend on the exact type of work being conducted on the farm, but things to think about may include:

Monitoring weather conditions and emergency warnings
Ensuring some form of communication is available
Providing personal distress beacons
Ensuring all personnel have a first aid kit and are trained in how to use it
Implementing a buddy system to reduce the time spent working alone
Additional training provided to reduce the impact of isolated work
Mental health support

Farming will usually involve work which is dangerous, including machinery, powerlines, heights, animals, chemicals, and the list goes on. All these risks need to be controlled to a level which is reasonably practicable, but they become more dangerous when the worker is working alone or in an isolated location. Often even the most basic issue is not adequately dealt with – how to call for help?

One of the most important issues is to consider is: Is there are reliable means of emergency communication? You must consider how you will know if something has gone wrong and how to locate the person in the case of an emergency. You may like to think about:

Is there a check in procedure?
Do you have a location system?
Do you have a satellite communication or radio if there is no phone signal?
Do you have an Emergency Locator Beacon with GPS for use in case of an emergency?
If you have mobile coverage, have you considered using Emergency Phone Apps?

For more information on this topic, including on how to develop emergency procedures, take a look at:

Working alone on farms | WorkSafe Victoria and Working alone or in remote areas | Safe Work Australia

It really is important to take the time to consider the risk of working on farms, especially when alone and in isolation. Not only do we need to do this to fulfil the legal duties under the OHS Act - but most of all, to make sure we all make it home at the end of the day.

Notorious Elevated Work Platforms

Tue, 03 Jun 2025 01:44:59 GMT

Elevated Work Platforms (EWP’s ) can take a number of forms including scissor lifts, vertical mast lifts and the various types of boom lifts/ cherry pickers.

But no-matter which type, EWP’s are notorious - being responsible for deaths and injuries in the workplace. Recently in Victoria, there was a tragic incident which resulted in the death of an employee.

The use of an EWP can expose an operator to multiple hazards, including:

Electrical
Crushing
Falls
Overturning
Water
Falling objects
Collision
Environmental hazards

All people who are involved in the use of an EWP must be trained, competent and supervised. This includes the operator and the observer or spotter.

For boom type EWP’s, a High Risk Work License (HRWL) is also required.

Electrical Spotters training is also required if the EWP will be operated in an area where there are power lines.

Use of EWP’s which classify as High Risk Construction Work will also require work to be conducted in accordance with a Safe Work Method Statement (SWMS).

The use of harnesses may also be required and training in their use must be provided.

Inspections and maintenance of the EWP must be undertaken, including pre-start checklists and procedures.

There must be emergency procedures in place, including training in these procedures.

Above all, a person operating an EWP must never work alone.

When planning to use an EWP - The same principles apply as with all OHS matters – That is, that hazards must be identified and controlled, in line with the hierarchy of control. The employer has a duty to use the highest order control to protect their workers from harm.

For more information on the use of Elevated Work Platforms, visit: Elevating-work-platforms-edition-4-2023-06.pdf

or contact BeSafe Victoria HSR Training and support | BeSafe | Regional Victoria

Infringement Notices & Insurance

Mon, 26 May 2025 01:53:02 GMT

Since 2021, WorkSafe has been given the power to serve infringement notices for certain breaches under the OHS Act and its regulations.

This means that WorkSafe Inspectors can issue on-the-spot fines in a similar way to a police officer who catches a person for speeding. The fines can be issued without the need to take the offender to court.

The fines issued for offences are up to about $2000 (depending on the offence).

Infringement notices are allowed to be used for certain offences, which broadly fall under 4 categories:

undertaking work without a required licence, registration, qualification, experience or supervision
using plant that is not licensed or registered as required
failing to meet various duties relating to the removal and storage of asbestos
failure to keep various required records

A full list of infringement offences can be found at:

Infringement offences | WorkSafe Victoria

In 2021, there were also changes to ensure that the payment of penalties under the OHS Act cannot be covered by insurance. It is illegal to hold such insurance, and it is also illegal to provide insurance for penalties under the OHS Act.

“The payment of a penalty cannot be covered by insurance. Any contract term or arrangement that claims to insure or indemnify a person for payment of a penalty under the OHS Act or regulations is void under section 148A of the OHS Act.” – WorkSafe Victoria

This means that the offender must pay the fine – not their insurer.

Failure to report a notifiable incident is an offence

Tue, 20 May 2025 02:08:45 GMT

Section 38 of the Occupational Health and Safety Act 2004 imposes a legal duty on employers to notify of incidents:

"An employer or self-employed person must not, without reasonable excuse, fail to notify the Authority immediately after becoming aware that an incident has occurred at a workplace under the management and control of the employer or self-employed person. s38(1)

The employer must notify immediately by calling WorkSafe by calling 13 23 60, at which time they will be given a reference number. Thie reference number serves as proof that the employer did immediately notify the regulator." s38

The employer must fill out an incident notification form (found at Incident notification form | WorkSafe Victoria ) and this form must be submitted within 48 hours of the incident occurring.

Failure to notify is a breach of legal duty and the offence can result in prosecution.

It is also a legal duty for the employer to preserve the site of the incident. Failure to preserve the scene is an indictable offence under section 39 of the OHS Act.

So, what classifies as a notifiable incident?

Any of the following:

1. Death

2. Exposure to a substance resulting in a need for medical treatment within 48 hours

3. Any incident resulting in the need for immediate in-patient hospital treatment

4. Any incident result in the need for immediate medical treatment for any of the injuries listed:

a. Amputation

b. Serious head injury

c. Serious eye injury

d. Removal of skin (eg: scalping, degloving)

e. Electric shock

f. Spinal injury

g. Loss of bodily function

h. Serious lacerations (ie: requiring stitching or other medical treatment)

5. Any incident through which a person is at serious risk as a result of exposure to an:

a. Uncontrolled escape, spillage, or leakage of a substance

b. Implosion, explosion or fire

c. Electric shock

d. Fall or release from height of any plant, substance or thing

e. Incident involving plant (collapse, overturning, failure or malfunction) as per OHS Regulations

f. Collapse or failure of an excavation or mine (or of any shoring support)

g. In-rush of water, mud or gas into an excavation, tunnel or mine

h. Interruption of ventilation in a mine, excavation or tunnel

i. Any incident involving dangerous goods or explosives

WorkSafe has a straightforward guide on the process here: Report an incident | WorkSafe Victoria

Don’t forget that as Health and Safety representative, you have the right to access information in relation to incidents which affect your DWG. For more information on this topic, take a look at previous articles relating to relating to HSR’s entitlements to access information: HSR Training & Workplace Safety | BeSafe | Reg. Vic.

For more detail on this, visit Obligations of an employer to health and safety representatives | WorkSafe Victoria

As always, you are welcome to get in touch with us for a chat HSR Training and support | BeSafe | Regional Victoria

Young workers are vulnerable

Tue, 13 May 2025 02:11:45 GMT

Young workers are at among the most vulnerable in the workplace. They are at an increased risk of injury or death at work.

There are a number of factors which contribute to this, including:

Being new to their job or industry

Not knowing what their OHS rights are

Not having OHS training

Not being supervised sufficiently

Have less experience in their role

Feeling afraid to speak up about safety issues

Not knowing how to report safety issues

Being under pressure by other workers or their employer

Insecure work

Employers have a duty to provide a safe workplace to their employees, and particular care should be taken to ensure the safety of the young and vulnerable workers. Read more about this at Young workers: Safety basics | WorkSafe Victoria .

When a young worker is killed at work, the ramifications are devastating. In these videos, two brave fathers describe what happened when their sons went to work and never came home:

Workplace Incidents Consultative Committee: David Brownlee's story | dtf.vic.gov.au

Workplace Incidents Consultative Committee: Brett Struhs' story | dtf.vic.gov.au

Both companies were charged following the deaths of these young men, but nothing will bring them back to their families.

Both stories highlight the importance of protecting young workers from hazards in the workplace, as is the duty of the employer.

OHS Learnings from Judge Peter Rozen

Tue, 06 May 2025 01:25:01 GMT

Judge Peter Rozen is currently a Judge in the County Court of Victoria where he was appointed in 2022. His name is well known, due to his long history as an expert in Occupational Health and Safety law. Judge Rozen has been involved in a number of high-profile reviews and inquiries, and he co-authored a textbook on the subject: ‘Health and Safety Law in Victoria’.

Recently, Judge Rozen presided over the case of DPP vs Energy Australia Yallourn Pty Ltd , where he gave his sentencing remarks on 27 ^th March 2025. This case was a pure risk prosecution relating to a fire at the power plant, which resulted in the conviction of Energy Australia for breaching section 21 of the OHS Act.

The County Court broadcast the sentencing remarks on YouTube: Sentence of DPP v Energy Australia Yallourn Pty Ltd before Judge Rozen – 27 March 2025 in what was a helpful move to make access to his commentary more accessible to those wanting to learn from OHS rulings.

Judge Rozen took the opportunity to explain the way in which employers must engage in risk assessment including the consideration of the likelihood of the event occurring and its’ potential consequence.

He also took the time to explain that employers must provide the highest level of protection against risks to health and safety and that they must be proactive in their duty to provide a safe workplace, as well as to monitor conditions and to engage suitably qualified persons in relation to OHS. Notably, he highlighted the need for meaningful consultation and the fact that employees are entitled to be represented (by and HSR).

Rozen went on to delve into the concept to ‘ reasonably practicable ’ and described how the ‘more ‘reasonably practicable’ an identified risk control measure was, all else being equal, the more egregious will be the failure to have implemented it’.

Judge Rozen’s closing remarks were a strong reminder to duty holders as to their legislated responsibilities under the Law:

‘It has been stated by the Court of Appeal on more than one occasion that employers are required by the Act to take an active, imaginative and flexible approach to the safety of those who may be affected by their undertakings. An employer must actively identify risks to health and safety and take all steps that are reasonably practicable to obviate those risks. Employers are not allowed under the law to take a passive approach to safety only improving safety procedures after an incident... fines in OHS cases must draw attention to the importance of workplace safety, and send a message to employers that failure to eliminate or mitigate safety risks will attract significant punishment.'

The full transcript is available at: sentencing-remarks-dpp-v-energy-australia-yallourn.pdf

And the video can be viewed at: Sentence of DPP v Energy Australia Yallourn Pty Ltd before Judge Rozen – 27 March 2025

Any HSR, employer or person interested in OHS would benefit from listening to the comments of Judge Rozen. In particular, his educational comments which I have summarised are found at around the 11.30 mark.

SWMS, HRCW & HSRs

Tue, 29 Apr 2025 01:48:12 GMT

HSRs should be involved when a SWMS is prepared for HRCW.

Who doesn’t love an acronym?

Let’s start with some definitions...

SWMS stands for Safe Work Method Statement. This is a document which must be prepared before any HRCW commences. It sets out how the HRCW is going to be carried out at the workplace. It includes an outline of the hazards involved and what control measures are to be put in place to control the risks.

HRCW stands for High Risk Construction Work. It is defined in Regulation 322 of the Occupational Health and Safety Regulations 2017 :

In this Part, "high risk construction work" means any of the following construction work—

(a) where there is a risk of a person falling more than 2 metres;

(b) on telecommunications towers;

(d) involving the removal or likely disturbance of asbestos;

(e) involving structural alterations that require temporary support to prevent collapse;

(f) involving a confined space;

(g) involving a trench or shaft if the excavated depth is more than 1·5 metres;

(h) involving a tunnel;

(i) involving the use of explosives;

(j) on or near pressurised gas distribution mains or piping;

(k) on or near chemical, fuel or refrigerant lines;

(l) on or near energised electrical installations or services;

(m) in an area that may have a contaminated or flammable atmosphere;

(n) involving tilt-up or precast concrete;

(o) on or adjacent to roadways or railways used by road or rail traffic;

(p) at workplaces where there is any movement of powered mobile plant;

(q) in an area where there are artificial extremes of temperature;

(r) in, over or adjacent to water or other liquids where there is a risk of drowning;

(s) involving diving.

“Construction Work” means "any work performed in connection with the construction , alteration, conversion, fitting out, commissioning, renovation, refurbishment, decommissioning, or demolition of any building or structure , or any similar activity."

So, what role can HSRs play when it comes to SWMS?

Health and safety representatives play a key role in the safety of their workplaces, including in relation to SWMS:

As with all Health and Safety matters, the HSRs can and should be involved if the work affects their designated work group (DWG).
As part of their legislated duties, the employer must consult with the employees and their HSRs.
The HSR can play and important role in reviewing the SWMS and raising any concerns from their DWG.
If conditions change, or if risks are not adequately controlled, then a SWMS must be reviewed. HSR’s are well placed to detect when this is the case and therefore bring this to the attention of their employer.
HSRs and their workmates in their DWG are the best people to help in designing and reviewing SWMS, as they are the ones actually doing the work.
They will have hands-on knowledge of how the job is done, any relevant site-specific factors, what hazards and risks are present, how best to control them and know if conditions change on-site (eg: weather).
HSRs may also be able to help ensure that their co-workers fully understand the SWMS and are ready to go and do their work safely.

After all, the purpose of the SWMS is to ensure that they are safe while they do their work!

For further reading, there is some great material on this topic at:

Safe Work Method Statements (SWMS) | WorkSafe Victoria

Working from home

Mon, 21 Apr 2025 03:31:47 GMT

Working from home has become very common. Sometimes we can be permanently working from home, temporarily or as part of a hybrid arrangement. Even though we are not physically in our usually workplace, our home has now become our workplace and so this means that OHS Laws still apply, and all the legislated duty holders still have the same duties under The Act.

The employer still has duties, including to ensure a safe workplace, mitigate OHS risks and to consult with their employees. The employee has a duty to take reasonable care for their own safety and to co-operate with safety measure put in place by their employer.

The risk management process should still take place, even though you are working in your home environment, and we must seek to identify hazards as a starting point.

Common hazards which you may find when you assess your own home work environment could include:

Poor lighting
Noise
Poor temperature control
Electrical hazards
Psychosocial hazards (eg: job demands, poor role clarity, lack of support, online abuse, bullying, etc)
Fatigue
Domestic violence
Trip and slip hazards
Poor ergonomics

The individual worker is particularly important in the hazard identification and risk management process in the work from home context. This is because they are often the only person who will be aware of the risks associated with their individual home environment.

For more information on this topic, take a look at:

https://www.safeworkaustralia.gov.au/safety-topic/managing-health-and-safety/working-home

https://www.worksafe.vic.gov.au/officewise-working-home

Hazard Hunts: A tool for creating safer workplaces.

Tue, 15 Apr 2025 02:03:52 GMT

Hazard Hunts can be a great tool to use in workplace safety programs. They're a proactive strategy to identify and mitigate potential risks before incidents or injuries occur. But what exactly is a Hazard Hunt, and why is it so valuable?

Hazard Hunts are regular, structured inspections aimed at identifying and eliminating potential risks in the workplace.

Advantages:

· Prevent Harm: proactively identification of potential hazards before they caused harm. Hazard hunts can prompt us to focus on specific risks that may have been overlooked.

· Engagement of Employees: Talk to employees in the area. They often have valuable insights into hazards that may take time to be evident to outsiders.

· Empowers Individuals: Creates an opportunity for individual employees to make a tangible difference to the safety of their workplace. This can really empower the individual and turn their mind to safety.

· Collect information: Hazard hunts can prompt us to focus on specific risks that may have been overlooked

· Increases awareness: The engagement of the workforce in this way can turn the mind to hazard identification in a way which can sharpens our ability to identify potential dangers and enhances our overall safety.

· Positive influences safety culture: The involvement of the whole workforce, from management to the shop-floor, can foster an environment where safety becomes a shared responsibility. It can encourage a culture of vigilance and care.

What next?

It is integral that there is thorough follow-up after a hazard hunt takes place. This means utilising the risk matrix and hierarchy of control to prioritise the hazards which are dealt with first. Then you must move forward with mitigating the risk of the hazards coming to fruition. As always, this process must take place with meaningful consultation. If you don’t do this, then the benefits of the Hazard Hunt will be lost. The effort put into the hazard identification exercise must be matched by the dedication of the employer to make meaningful safety improvements.

The Role of HSR’s:

The people who are doing the work are the best placed to identify hazards in their work. They are also often the best people to come up with successful OHS solutions. HSR’s can encourage the use of hazard hunts and encourage their co-workers to actively participate. As always, HSR’s act as a conduit between the workers and the employer – working to improve safety in their role as employee representatives.

Protection for employees who SPEAK UP about safety

Tue, 01 Apr 2025 00:17:44 GMT

It is illegal to dismiss in employee or to discriminate against an employee if they have raised an OHS issue or concern .

This is covered under Section 76 of The Occupational Health and Safety Act 2004 (The Act).

This means that employees can and should raise concerns about both within and, if necessary, outside their organisation.

What does discrimination mean this context?

Discrimination against a person for raising an OHS issue can include:

Dismissal
Injury
Alteration of an employee’s position, to their detriment
Refusal of employment of a prospective employee or less favourable treatment of them

Noting that the discrimination must have arisen due to the raising of an OHS concern as the dominant factor.

The Act says that employees cannot be dismissed from employment or discriminated against if they:

Are an HSR or deputy HSR (dHSR)
Are a member of a Health and Safe Committee
If, as an HSR, dHSR or HSC member, they exercise their powers
If they are an employee who has assisted or given information to an Inspector, to WorkSafe, to a registered employee organisation (ARREO), to an HSR/ dHSR or an HSC member
If they are a prospective employee who raises or has raised an issue or concern about health and safety to an Inspector, to WorkSafe, to a registered employee organisation (ARREO), to an HSR/ dHSR or an HSC member

In short, any employee or prospective employee is protected under this part of The Act.

Further strengthening the law is the fact that the accused bears the onus of proof (Section 77 of the OHS Act) . This means that the employer is considered to have broken the law unless they can prove that they did not dismiss or discriminate on the basis of the person raising a health and safety issue - with this being the dominant issue.

If found guilty, the offence carries significant penalties under The Act .

The intent of the legislation is to ensure that employees can SPEAK UP about health and safety issues, without fear of retribution. Remember, The Law states that you can speak up and protects you against discrimination.

For more information on this topic:

Discrimination for OHS reasons - OHS Reps

Discrimination on health and safety grounds | WorkSafe Victoria

If you need help, don’t hesitate to call BeSafe on 0467 002 060 or email us on admin@besafevictoria.com.au

Reasonably Practicable?

Tue, 25 Mar 2025 22:38:22 GMT

The Victorian Occupational Health and Safety Act 2004 requires that the employer has a duty to ensure a healthy and safe workplace. This duty must be met as far as reasonably practicable.

But what does this actually mean?

The following must be considered when determining what is reasonably practicable: (according to section 20(2) of The Act):

(a) The likelihood the hazard or risk concerned eventuating;

(b) The degree of harm that would result if the hazard eventuated;

(d) The availability and suitability of ways to eliminate or reduce the hazard or risk;

(e) The cost of eliminating or reducing the hazard or risk.

This is often an area of confusion – primarily because the test for what is ‘reasonably practicable’ is in fact objective. When we consider this, it is best to look to WorkSafe for guidance.

WorkSafe Victoria provides some clarification in their Position Statement on the matter:

‘a person is to be judged by the standard of behaviour expected of a reasonable person in the duty-holder’s position who is required to comply with the same duty and is:

• Committed to providing the highest level of protection for people against risks to their health and safety.

• Proactive in taking measures to protect the health and safety of people.’

- WorkSafe position statement - reasonably practicable

There must be a weighing up of each of the 5 points listed under section 20(2) of The Act (above), but with a clear presumption in favour of safety. This means that the likelihood of harm occurring, and the seriousness of the potential outcome, must be the most important factor. The cost must be considered to be the least important factor when deciding what is reasonably practicable.

‘If the degree of harm is significant, e.g. death or serious injury is highly likely, then it is extremely unlikely that the cost of eliminating or reducing the risk would ever be so disproportionate to the risk to justify a decision not to implement an available and suitable control measure.’

- WorkSafe position statement - reasonably practicable

When considering what the person concerned should reasonably know about eliminating the hazard, the state of knowledge regarding hazards and controls must be considered and this must be applied in line with the ranking under the hierarchy of control.

The definition of what is ‘reasonably practicable’ is often one which causes some contention. It is important to go back to the WorkSafe position statement to make sure that you are making decisions in line with the intentions of The Act . Of course, it is always required that the highest level of protection from a hazard is provided in order to ensure a safe workplace.

To read more about this:

How WorkSafe applies the law in relation to Reasonably Practicable | WorkSafe Victoria

10 Pathways to Death and Disaster

Tue, 18 Mar 2025 01:44:26 GMT

Michael Quinlan’s book ‘Ten Pathways to Death and Disaster’ includes a review of fatal mine incidents. What he found was that the each disaster was preceded by common causes. There are 10 recurring reasons why disasters happen in the workplace.

He describes 10 pathways:

Pathway 1: engineering, design and maintenance flaws

Pathway 2: failure to heed warning signs

Pathway 3: flaws in risk assessment

Pathway 4: flaws in management systems

Pathway 5: flaws in system auditing

Pathway 6: economic or reward pressures compromising safety

Pathway 7: failures in regulatory oversight

Pathway 8: worker or supervisor concerns that were ignored

Pathway 9: poor worker or management communication and trust

Pathway 10: flaws in emergency and rescue procedures

In most cases, at least 3 of these pathways will be present. However, some cases will have features of all 10.

The 10 pathways don’t just apply to mine incidents – they have been applied across other high hazard workplaces and have found to be equally relevant across industries.

Ultimately, this shows that death and disaster in the workplace is predictable and preventable – so why do major industries continue to kill in the same old ways?

If the 10 Pathways approach defines the issues which lead to major incidents, then why aren’t these being used to prevent such events?

In other jurisdictions, the 10 Pathways Theory has been used to inform prevention. Perhaps it is something which regulators, employers, and also HSR’s could consider when thinking about how to prevent death and injury in Victorian Workplaces.

Ten Pathways to Death and Disaster eBook - The Federation Press

The Sentencing of OHS Offences in Victoria

Tue, 11 Mar 2025 02:04:43 GMT

The Sentencing Advisory Council (SAC) has recently reviewed the sentencing of breaches of the Victorian Occupational Health and Safety Act 2004. Through their review, they discovered that there is a need to change sentencing practices in Victoria. They found that punishments were often not appropriate and not in line with community expectations, and that sentencing orders such as adverse publicity orders and health and safety orders are being underutilised. In addition, many fines are going unpaid.

Following a period of review and consultation, the SAC has recently published its’ report into the sentencing of OHS offences in Victoria.

The SAC have made 12 recommendations, divided into 3 categories:

1. Victim related recommendations

– relating to victim impact statements and restorative justice.

2. Sentencing Practices

– relating to enforceable undertakings/ health and safety orders, adverse publicity orders, increasing penalties for OHS breaches and the inclusion of Sentencing Guidelines in the OHS Act.

3. Fine Payment

– relating to fines being paid to WorkSafe, reviews of fines outstanding, declared director notices and successor liability.

The recommendation to introduce Sentencing Guidelines would follow the example of the UK, where they already exist. However, Victoria will represent a world first if these guidelines are introduced as recommended – in legislation.

If implemented, this suite of changes could lead to much improved Occupational Health and Safety outcomes for Victorian workplaces.

Interested in finding out more? Take a look at: Sentencing Advisory Council Recommends Major Changes to Sentencing of Workplace Safety Offences | Sentencing Council

HSR of the Year.

Mon, 03 Mar 2025 22:54:52 GMT

The Annual WorkSafe Awards night was held last week. As always, the highlight was the Health and Safety Representative of The Year Category. We all know what amazing work HSR’s do every day across Victoria to keep workplaces safe and it was great to see a handful of them called out for their great work.

The finalists for 2025 were:

Barry McKenna – from United Petroleum Hastings Terminal
Cameron Barber – from Delcon Civil
Cameron Middleton-Else – from Wodonga Middle Years College
Danny Humphrey – from Qenos
Mick Puche – from Glenelg Shire Council
Sue Healey & Melissa Courts – form Echuca Regional Health

Each of these HSRs was nominated for the award by someone who had seen their outstanding commitment to health and safety. They each had a particular challenge to deal with at work and had persevered until they got the right safety outcomes for their co-workers.

This year, the winner of the award was Mick Puche. As a plant operator and with a previous workplace injury where he lost a finger at work, he is a dedicated advocate for health and safety. Find out more about Mick here: HSR of the Year - Mick Puche | Glenelg Shire Council

Another award on the night was the Worker Return to Work Achievement. The finalists were:

Matthew Manley – from Kinross Farms

Nicholas Johansen – from Mainstream Aquaculture

Steel Anderson – Steel Anderson Carpentry

The award went to Matthew Manley. Find out more about Matthew here: Worker Return to Work - Matthew Manley | Kinross Farms

All three of these workers had suffered severe injuries in their workplace. It was such an important reminder of how important safety is. This award focused on their return to work, but we all know that there are many workers who are so severely injured, physically and mentally, that they will never make it back to work. The work of all HSRs is targeted at preventing such terrible incidents – so that no one has to endure what these three workers, and countless others, experience.

HSR’s, as the workers' representatives, are integral to genuine and meaningful consultation in the workplace. Every workplace should have legally elected and trained HSR’s, with safety structures in place. One can’t help but wonder how much safer the workers of Victoria would be if every workplace had HSR’s!

If you need help with setting up safety structures in your workplace, running HSR elections, or HSR training and support – don’t hesitate to get in touch: HSR Training and support | BeSafe | Regional Victoria

Falls from heights are still a leading cause of injury and death.

Mon, 24 Feb 2025 00:47:12 GMT

Falls are still a leading cause of injury and death, and they have been for a very long time. So why aren't we better at eliminating the risk of falls in the workplace?

Falls from heights can occur due to various hazards. These includes scaffolds, ladders, roofs, trucks, holes, pits, shafts, trenches, and mezzanines. in addition, we can at a risk of fall when working on machinery, on slippery or unstable surfaces, on sloping surfaces, or near an unprotected edge.

Don’t forget that falls risks can include a fall from an elevated position or a fall into a pit.

Even a fall from a relatively low height can cause very serious injuries, if not death.

As per the requirements of the Occupational Health and Safety Act 2004 - all fall related hazards must be controlled in the workplace. In addition, when there is the risk of a fall of 2 metres or more, then Part 3.3 of the OHS Regulations comes into play.

Employers must control the risk for falls:

1. You must ELIMINATE the risk if at all possible – by working on the ground or on a solid construction

If this can’t be done, then you could use the following control measures in order of priority:

2. Passive fall prevention device – guarding, railing or scaffolding

3. A work positioning system – so that workers are within a safe area

4. Fa l l arrest systems – safety harness, safety net or catch platform

5. Use of ladders, or administrative controls – safe work procedures and signage

In addition – you must establish emergency procedures , which includes how you will rescue a fallen worker and provide first aid.

Employers must also provide training and supervision of workers.

As always, you must review the controls that are put in place:

if things change
if the HSR requests it
as part of your obligations to monitor health and safety

Don’t forget there is also a duty to consult with employees and HSR’s when identifying hazards and deciding what control measures to use.

For more information, take a look at: A guide to falls prevention | WorkSafe Victoria

As always, BeSafe is available for help and support HSR Training and support | BeSafe | Regional Victoria

Is workplace safety a social justice issue?

Tue, 11 Feb 2025 03:06:54 GMT

Is Work Safety a Social Justice Issue?

The 20 ^th February has been named The World Day for Social Justice. But is Work Safety a Social Justice Issue?

When certain groups face disproportionate risks due to factors like systemic inequalities, unsafe working conditions become a social justice concern.

For example, certain demographics (such as racial minorities or low-income workers) often experience higher rates of workplace injuries and illnesses due to systemic disadvantages.

Poor work safety practices can lead to significant health disparities, further emphasizing the social justice aspect.

Unequal power dynamics between employers and employees can prevent workers from raising concerns about safety issues, perpetuating unsafe conditions.

The right to a safe workplace is a fundamental human right – but not all workers are treated equitably in the protection of their health and wellbeing.

To read more about the World Day For Social Justice, visit World Day of Social Justice | United Nations

Heatwaves as a work hazard.

Tue, 04 Feb 2025 00:33:12 GMT

When there is a heatwave, it can introduce temperatures which are a new hazard not normally experienced in a workplace. As always, the employer must eliminate or minimise risks as far as reasonably practicable. That means that when conditions change, it’s time to do a risk assessment and put new controls in place.

There is no single ‘stop work’ temperature. Various factors need to be taken into account which include humidity, air flow and the type of work being performed.

Heatwave conditions create a work-related risk in the form of heat stress and fatigue. But there are various ways to control the risk. Things to consider may include:

working in the cooler part of the day
moving work to a different location
limiting tasks which require higher physical effort during the hotter period
changing work expectations and allowing workers to self-pace their work
ensuring access to cool water - and rehydration electrolytes if required
providing shade
air conditioning or fans if possible
ensuring workers are not working in isolation
ensuring supervision is in place
taking into account more vulnerable workers - for example those who may be young, pregnant, suffer an illness, etc
training workers to ensure they understand the risk and how to recognise symptoms
ensure first aid and medical assistance is available

Remember that the risk posed by heat is not just limited to outdoor workers. Indoor workers can be exposed to unsafe working conditions too - including high temperatures, thermal radiation and humidity.

As with all hazards - when considering what control to put in place, the usual hierarchy of control should be used – with elimination being considered first. If this can’t be done, then consider substitution, followed by isolation/ engineering controls, then administrative controls and finally PPE as the last option.

As always, the effectiveness of the controls should be monitored and reviewed.

Health and Safety Representatives (HSRs)s can be proactive in this area by consulting with the employer and attempting to resolve the risk. If there is an immediate risk to health and safety, then they can direct a cease work.

HSRs play an important role in ensuring a safe workplace – and this includes during heatwave conditions.

Failure to supervise is an indictable offence.

Tue, 28 Jan 2025 00:54:56 GMT

Section 21 of the Victorian Occupational Health and Safety Act 2004 - Duties of employers to employees dictates that employers must provide ‘supervision to employees as is necessary to enable those persons to perform their work in a way that is safe and without risks to health’.

Failure to do so is an indictable offence.

Who must be supervised?

It is the legal responsibility of the employer to provide supervision in order to ensure workers are following safety instructions and working safely – but who does this include?

The legal obligation to supervise extends to any person to which the employer has a duty to provide a safe workplace. This includes:

- Direct workers – full time, part time, or casual

- Labour hire workers

- Independent contractors

- Employees of independent contractors

Who can be a supervisor?

In order to effectively supervise workers, the designated supervisor must be competent and trained to carry out this role. Before undertaking a supervisory role, the person should:

- Be trained in OHS legislation

- Be trained in workplace policies and procedures

- Understand all the obligations under OHS laws

- Understand what the workers’ experience and skills are

- Understand the tasks being carried out and what safety requirements apply to these tasks

- Understand the level of training required for workers to safely undertake these tasks

- Have authority to make decisions and act on OHS issues immediately

- Be resourced to carry out their OHS supervisor obligations effectively and meaningfully

The supervisor should not only receive training before becoming a supervisor but should also attend regular refresher training.

Do you want to know more about supervision and whether your workplace is meeting its’ legal obligations? Take a look at Safety supervision: Creating an environment for effective supervision | WorkSafe Victoria

Could youth education be the key to driving social change in workplace safety?

Tue, 21 Jan 2025 04:25:43 GMT

This is a subtitle for your new post

Education is a cornerstone of societal development, and when it comes to driving social change, youth education holds unparalleled potential. It is no secret that our young people can motivate social change – one only needs to look to young climate activists for an example here.

By equipping young minds with knowledge, skills, and values, we can foster a generation capable of addressing the challenges of today and shaping a better tomorrow. How can this potential be harnessed in fostering a ‘better tomorrow’ for safety in our workplaces?

First, what does the Victorian Occupational Health and Safety (OHS) Act 2004 say about education?

1. Employer Responsibilities: Employers are required to provide necessary information, instruction, training, and supervision to employees to ensure their health and safety at work.

Employee Rights: Employees have the right to receive adequate training to perform their tasks safely. They should be informed about the risks associated with their work and the measures in place to mitigate those risks.
Health and Safety Representatives (HSRs): Elected HSRs are entitled to receive training to effectively represent their colleagues on health and safety matters. This training helps HSRs understand their roles and responsibilities, enabling them to advocate for safer working conditions.

So, if our legislation already requires training, instruction and supervision – then why aren’t we seeing better safety outcomes in our workplaces?

Rules are one thing, but knowledge of the legislation throughout our working community is lacking.

Perhaps we need to lift the baseline OHS literacy throughout the community?

Maybe, we need to harness the greatest driver of social change… knowledge. In particular, within the cohort who will be workers of tomorrow – our young people.

Youth education could serve as a powerful catalyst for social change by:

1. Creating early Awareness and Shaping Habits

Introducing safety education at a young age helps instil important habits and attitudes towards safety. When young people learn about the importance of safety protocols and risk management early on, they carry these lessons into their future workplaces. This early awareness can lead to a generation of workers who are more conscientious about safety and proactive in identifying and mitigating hazards.

2. Empowering Young Workers

Youth education empowers young workers by providing them with the knowledge and skills needed to protect themselves and their colleagues. When young people enter the workforce with a solid understanding of OHS, they are better equipped to advocate for safe practices and contribute to a culture of safety – both within their workplaces and in society more generally. Furthermore, these young people will be the future leaders in our workplaces, who will lead with OHS at the forefront of their decision making.

3. Promoting a Safety-First Mindset

Education plays a crucial role in promoting a safety-first mindset. By integrating safety education into school curricula and vocational training programs, we can ensure that safety becomes a core value for future workers. This cultural shift is essential for creating workplaces where safety is prioritised and embedded in everyday operations.

4. Encouraging Innovation in Safety Practices

Educated youth are more likely to engage in innovative thinking and problem-solving. By building an OHS knowledge-base, coupled with encouraging creativity and critical thinking, we can inspire young people to develop new safety measures and technologies. This innovation can lead to the adoption of best practices and the implementation of cutting-edge safety solutions, further enhancing workplace safety into the future.

5. Building a Culture of Continuous Improvement

Youth education promotes a culture of continuous improvement in workplace safety. As a new wave of young people entered the workforce, they would bring with them an unprecedented level of OHS understanding. As a consequence, they would influence the existing workers by bringing with them knowledge of the latest in safety standards and practices. Thus contributing to a process of continuous improvement, ensuring that safety remains a dynamic and evolving aspect of workplace culture.

Youth education is a powerful tool for driving social change, and this could include in the realm of workplace safety. By instilling safety awareness and practices in young people, we could create a future workforce which prioritises health and safety, leading to safer work environments and a culture of prevention.

In time, our youth could become leaders who possess a comprehensive understanding of OHS and the motivation to genuinely prioritise workplace safety. Imagine the culture in a workplace where the workforce had been saturated with OHS knowledge and where the leaders really knew and understood the importance of OHS – something unimaginable in most of today’s workplaces.

Youth OHS education could transform the way future generations approach safety.

Incident or Accident?

Tue, 14 Jan 2025 00:45:30 GMT

Why We Should Use "Incident" Instead of "Accident" for Workplace Events.

In the realm of workplace safety, the terminology we use can significantly influence our perception and response to events. One critical distinction is between the terms "incident" and "accident." While they might seem interchangeable, their implications are quite different. Here's why using "incident" is more appropriate and beneficial for workplace safety:

Definitions

Accident: "an event that happens by chance or that is without apparent or deliberate cause."

Incident: '"an instance of something happening; an event or occurrence."

Which definition do you think best describes an OHS event in the workplace?

The Power of Words

Language shapes our understanding and attitudes. The term "accident" implies an event that is random, unavoidable, and without fault. It suggests that nothing could have been done to prevent it. On the other hand, "incident" is a neutral term that does not carry the same connotations of inevitability. It opens the door to investigation and improvement.

Encouraging a Proactive Safety Culture

Using "incident" instead of "accident" fosters a proactive safety culture. When we label an event as an "incident," it encourages us to look for root causes and contributing factors. This mindset promotes continuous improvement and prevention strategies.

The shift from "accident" to "incident" in workplace safety terminology is more than just a semantic change. It reflects a deeper commitment to safety, continuous improvement, and more accurately represents the nature of a workplace incident.

Occupational Violence and Aggression is Never 'Just Part Of The Job'.

Mon, 06 Jan 2025 23:55:51 GMT

Occupational Violence and Aggression.

Occupational violence and aggression (OVA) is when a person is abused, threatened or assaulted in a situation which is related to their work. It may come from internally (co-workers) or externally (clients, patients, customers or the public).

It may include verbal abuse, physical intimidation, physical violence, or threats of violence. It can occur in person, over the phone or even online. There is a broad spectrum of severity, but all can impact the workers mental and physical safety.

Violence at work is a major health and safety issue and is particularly prevalent in some industries but can occur in any industry.

What do you do about it?

Like with any other hazard, the employer has a duty und the Victorian Occupational Health and Safety Act (2004) to provide and maintain for employees, as far as is practicable, a working environment that is safe and without risks to health.

OVA should be treated like any other OHS hazard and includes looking at and addressing root causes and contributing factors. It can be prevented in many cases and can be minimised in others.

The principles of risk management apply to OVA too:

Identify the hazards
Assess the risks
Implement controls
Review the effectiveness of the controls
Consultation must occur throughout the process

Make sure that all incidents are being reported. If an incident does occur, then the worker must be supported, but we must not stop here. We must learn from the failure by investigating the incident and working to prevent it from happening again.

When addressing the risk of OVA in a workplace, think about systems and controls which may be effective in the context of your industry and workplace. These might include:

Security – this may include security guards, CCTV and duress alarms.
Hazard identification and risk assessment procedures specifically for OV risks – this may involve assessing any OV risk posed by a patient, client, customer, etc. For example in historical records, or by observing their behaviour on entry to the workplace.
Systems of record-keeping which include a process for recording around the risk of OV.
Reporting processes for incidents of OV.
Processes for following up on incident reports – including investigations to explore the root cause, with actions taken to prevent recurrence.
Workplace design – for example screens, eliminating blind corners and isolated locations, lighting, etc.
Protocols to eliminate known high-risk situations eg: sole charge, night-time, isolation, etc.
Education and training – eg: de-escalation technique training, processes for calling for back-up, etc. Ensure that the workers know what the safety protocols are and how to use them.
Policies and procedures which are practical and apply to the context of the workplace.
Provide post-incident support – immediate follow up and support tailored to the individual’s needs.
Actively promote a culture which empowers staff to expect a safe workplace.

When working towards tackling violence and aggression as an OHS issue, it is integral that the employer and the employees believe that they have the right to expect a physically and mentally safe workplace. This means promoting a culture in the workplace that does not accept violence and aggression.

Violence and aggression are never just ‘just part of the job’.

Consultation on Safety Matters.

Mon, 23 Dec 2024 01:02:57 GMT

Workplace consultation is a critical aspect of maintaining a healthy, safe, and productive work environment. The principles of consultation are enshrined in legislation, ensuring that both employers and employees engage in meaningful dialogue about workplace safety. Workers have the right to be consulted on any matters which could impact their health and safety.

In addition, those completing the work, have extremely important input and valuable insight to share. Not only must the employer consult with the workers, but the employer can really benefit from help and input from those doing the work themselves.

When?

The workers and/or the HSRs in a workplace must be consulted:

During hazard and risk identification processes
When making decisions around risk control, facilities and procedures
When forming Health and Safety Committees
When changes are being made in the workplace, including to plant, substances or conditions
When changes are proposed which would alter the way in which work is done

Who?

You must be consulted if you are a worker and your health and safety is affected or may be affected.

This may be via the HSR who represents your work group.

How?

Consultation must include providing information about the matter, allowing time to review the information, then having the opportunity to respond with your views. Your employer must then consider your views before making a decision.

Communication in relation to this must be carried out in a way which is accessible. This may mean communicating both verbally and in written form, as well as in languages other than English, depending on the needs of the workers.

Why Consultation Matters.

Consultation in the workplace involves seeking and considering employees' views when making decisions that affect them. This process is not just a legal requirement but also a best practice that can lead to numerous benefits:

Improved decision-making and better outcomes
Greater employee engagement
More successful implementation of changes
Better health and safety!

Consultation is crucial for identifying and mitigating workplace hazards. Employees are often the first to notice potential risks, and their input helps build safer work environments. Workplace consultation is more than a legal obligation; it is a pathway to a more collaborative, safe, and productive work environment.

Risk Assessment Processes.

Mon, 16 Dec 2024 00:28:39 GMT

In any workplace, ensuring the safety and well-being of employees is paramount. One of the most effective ways to achieve this is through a comprehensive risk assessment process. This process helps identify potential hazards, evaluate the risks associated with them, and implement measures to control or eliminate these risks.

This is a continuous and ongoing process, as shown in the diagram above.

Step 1: Identify Hazards

The first step in the risk assessment process is to identify potential hazards in the workplace. Hazards can be anything that may cause harm, such as:

Mechanical Hazards : Machinery, equipment or other items that could cause physical or impact harm.
Chemical and Biological Hazards : Harmful substances or chemicals, including pathogens.
Source of Energy : Such as electricity, heat, noise, light and radiation.
Body Stressing or Impact Hazards : Activities which cause stress to the body. For example poor workstation design, repetitive movements, manual handling tasks and slip and trip hazards.
Gravity: Activities where a person can fall or an object can fall on people.
Psychosocial Hazards : Events, circumstances or systems of work which can lead to psychological illness, including stress, harassment, workplace violence and fatigue.

Step 2: Assess the Risks

Once hazards are identified, the next step is to assess the risks associated with each hazard. This involves evaluating the likelihood of the hazard causing harm and the severity of the potential consequences. Consider the following factors:

Frequency of Exposure : How often employees are exposed to the hazard.
Duration of Exposure : How long employees are exposed to the hazard.
Severity of Potential Harm : The potential impact on health and safety.

It can be useful to use the Likelihood Consequence Table to help with assessing the risks (see below).

Step 2: Implement Control Measures

After assessing the risks, it’s crucial to implement control measures to mitigate or eliminate the risks. Control measures can be categorized into:

Elimination : Removing the hazard entirely from the workplace.
Substitution : Replacing the hazard with a less dangerous one.
Engineering Controls : Isolating people from the hazard through physical changes to the workplace.
Administrative Controls : Changing work procedures or policies to reduce exposure to the hazard.
Personal Protective Equipment (PPE) : Providing employees with protective gear to minimize exposure.

It can be useful to use the Hierarchy of Control diagram to help you during this process (see below).

Remember that you must always use the highest possible level of control possible.

Step 4: Monitor and Review

Risk assessment is not a one-time activity. It’s essential to continuously monitor and review the effectiveness of the control measures. Regularly update the risk assessment to reflect any changes in the workplace, such as new equipment, processes, or personnel. Encourage employees to report new hazards and participate in the risk assessment process.

It is also important to make sure that your new control measure have not inadvertently introduced a new risk or hazard into your work environment.

Documentation

Documenting the risk assessment process is crucial for accountability and compliance. Keep detailed records of identified hazards, risk assessments, and implemented control measures. Communicate the findings and safety measures to all employees to ensure they are aware of the risks and how to protect themselves.

Consultation

Don't forget that at every stage of the risk assessment process, you must consult with the workforce. This is a legal obligation, but it is also extremely useful to the employer, as the workers who are doing the job are in the best position to identify risks and hazards in their own work environment and to find ways to control them too.

By following these steps and principles - organisations can create a safer work environment, reduce the likelihood of incidents and injuries, and promote a culture of safety. Remember, a proactive approach to risk assessment not only protects employees but also enhances productivity and morale.

Fatigue on farms.

Mon, 09 Dec 2024 01:49:07 GMT

Fatigue on farms is a major safety issue.

This time of year is a busy one on farms. That means there is a big risk of fatigue hitting dangerous levels.

Fatigue is caused by pushing our bodies beyond their mental and physical limits, day after day, with no time to recover. It is more than just being a bit tired.

Fatigue can cause various signs and these can include:

- Slow reaction times

- Poor Co-ordination

- Irritability

- Poor memory

- Poor concentration

- Headaches and dizziness

- Micro-sleeps

- Reduced immunity

- Making mistakes

All of this means that you are more likely to experience safety incidents. This might be in the form of a near miss, an injury, or could even result in a fatality.

Farms can be a dangerous workplace at the best of times - but add fatigue into the mix - and the results can be catastrophic.

Take look at this website to get more info on fatigue on farms and what to do about it:

Fatigue on the farm | WorkSafe Victoria

If you need support or more information, get in touch with us at:

HSR Training and support | BeSafe | Regional Victoria

Powers of HSR's.

Wed, 27 Nov 2024 02:43:45 GMT

Health and Safety Representative have substantial powers.

It is important to remember that The Occupational Health and Safety Act 2004 does not impose any duties upon HSR's. It does, however, provide HSR's with a number of powers.

HSR's have the Power to:

Inspect any part of workplace in which a member of their Designated Work Group (DWG) works.
Take photographs or measurements or make sketches or recordings in any part of the workplace in which a member of their DWG works.
Accompany an inspector during a workplace inspection involving their DWG.
Require a Health and Safety Committee to be established.
Attend interviews on OHS matters, to represent a DWG member who consents.
Seek the assistance of any person when necessary.
Access information relating to the OHS interests of their DWG.
Issue a Provisional Improvement Notice (PIN) if they reasonably believe that there has been a contravention of The Act or The Regulations , and they have tried to remedy the contravention through consultation.
Direct employees to Cease Work - if an OHS issue arises which involves an immediate threat to health and safety.

These powers are intended to assist HSR's in fulfilling their function as the representative of their DWG. But it is important to remember that it is not the HSR, but the employer who has the responsibility for providing a healthy and safe workplace.

You can find more information on the Powers of HSR's at: Powers of health and safety representatives | WorkSafe Victoria .

If you need further guidance on this, please reach out to BeSafe at: HSR Training and support | BeSafe | Regional Victoria .

Gendered violence is an OHS issue.

Wed, 27 Nov 2024 02:43:35 GMT

Work-related gendered violence is any behaviour, directed at any person, or that affects a person, because of their sex, gender or sexual orientation, or because they do not adhere to socially prescribed gender roles, that creates a risk to health and safety.

But what does it actually look like?

Work-related gendered violence can range in severity. It might include things like:

· Indecent phone calls

· Offensive language or images

· Sexually explicit social media, text messages or emails

· Repeated or inappropriate advances

· Rude gestures, staring or intimidation

· Put downs, ostracism or exclusion

· Sexually suggestive comments or jokes

· Unwelcome touching, hugging or cornering

· Intrusive questions

· Physical assault including sexual assault and rape

· Sexual harassment

· Verbal abuse

· Stalking

· Being undermined in your work or position

Work-related violence and sexual harassment can cause physical and/or mental injury – this is an Occupational Health and Safety Issue. Like all OHS issues, we need to prevent them by:

1. Identifying the hazards and assessing the risks

2. Implementing measures to eliminate or control the risks

3. Review the effectiveness of control measures

For more information on work-related gendered violence and how to control this hazard, take a look at the guidance material at: Gendered violence | WorkSafe Victoria .

If you require additional assistance or information on accessing information please contact BeSafe .

Practical Challenges To Accessing Information and How to Overcome Them

Fri, 22 Nov 2024 00:21:23 GMT

While the entitlement to information is clear and a legal requirement, there are often challenges that HSRs face in exercising this right:

1. Information Overload:

With vast amounts of safety-related data available in larger organizations, HSRs may feel overwhelmed by the volume of information they need to digest. To address this, organizations should provide: clear, organized, and accessible safety reports rather than overwhelming HSRs with excessive detail.

2. Resistance from Employers :

Sometimes, employers may be hesitant to provide information due to concerns about confidentiality or legal liability. However, under the OHS Act, there are clear guidelines on the types of information that must be disclosed. HSRs should be well-informed about their rights and, if necessary, seek support from regulatory bodies or unions.

3. Access to Real-Time Data

In fast-paced workplaces, it can be challenging for HSRs to stay updated with real-time health and safety data. Regular meetings or briefings between management and HSRs can ensure that everyone is on the same page when it comes to ongoing risks or emerging hazards.

Conclusion

An HSR’s entitlement to information is a cornerstone of workplace health and safety. It empowers representatives to make informed decisions, foster a culture of safety, and protect workers from potential harm. Employers, for their part, have a legal and ethical responsibility to ensure that HSRs have timely, accurate, and relevant data at their disposal. When information flows freely between management and HSRs, it creates a safer, more collaborative work environment where everyone benefits.

For HSRs, understanding the full extent of their right to information—and how to use it effectively—can make all the difference in maintaining a safe workplace. It's not just about compliance; it's about preventing accidents, promoting well-being, and building a culture of safety that benefits everyone in the workplace.

If you require additional assistance or information on accessing information please contact BeSafe .

What Information Can An HSR Have Access To

Wed, 20 Nov 2024 01:04:21 GMT

A Health and Safety Representative (HSR) plays a crucial role in ensuring workplace safety and compliance with health and safety regulations. The specific information a Health and Safety Representative can access vary as limitations do exist. However, generally, an HSR can access the following types of information:

1. Risk Assessments and Hazard Identification

- Workplace Risk Assessments: Documentation and reports identifying potential risks or hazards in the workplace (e.g., chemical hazards, machinery, ergonomics, etc.).

- Hazard Control Measures: Information about existing controls and measures in place to mitigate or eliminate identified risks.

2. Health and Safety Policies and Procedures

- Workplace Safety Policies: Company-wide health and safety policies, guidelines, and protocols.

- Emergency Procedures: Evacuation plans, first aid protocols, and procedures for responding to accidents or emergencies.

3. Workplace Injury and Incident Reports

- Accident and Injury Reports: Documentation of workplace accidents, injuries, and near misses. This includes investigation reports and any follow-up actions taken to prevent recurrence.

- Incident Logs: Records of any safety incidents, including time, place, cause, and impact on workers.

4. Workplace Safety Training Records

- Training Records: Information on safety training and certifications for workers, including what training has been provided and whether employees are up to date on required courses.

- Safety Inductions: Details of safety induction programs for new employees or contractors.

5. Workplace Inspections and Audit Results

- Inspection Reports: Results from routine or special safety inspections of the workplace.

- Audit Results: Internal or external audits that evaluate safety systems, compliance, and performance.

6. Exposure Records

- Workplace Exposure Monitoring: Records detailing employee exposure to potentially hazardous substances, including chemicals, noise, and physical agents.

- Personal Protective Equipment (PPE) Use: Information about PPE requirements and employee compliance with PPE protocols.

7. Health Surveillance Data

- Medical Records: In Victoria, HSRs may have access to workers' health surveillance records, particularly if the worker is exposed to harmful substances or physical conditions. However, there are limitations and requirements. (see below).

- Workplace Health Monitoring: Data on health monitoring initiatives like hearing tests, lung function tests, etc.

8. Compliance and Regulatory Documents

- Compliance Records: Documents related to compliance with national or regional health and safety laws and regulations, such as safety permits and certifications.

- Regulatory Inspections : Reports and recommendations from inspections conducted by regulatory agencies (e.g., OSHA in the U.S., HSE in the UK).

9. Corrective Actions and Safety Committees

- Corrective Action Plans: Information about actions taken or planned in response to identified hazards, incidents, or safety deficiencies.

- Safety Committee Minutes: Minutes from health and safety meetings or committees, where safety issues and concerns are discussed.

10. Workplace Safety Reports and Statistics

- Health and Safety Performance Data**: Statistics related to workplace accidents, injuries, and safety performance (e.g., incident rates, lost time injury frequency rates).

- Occupational Health Data: Data on the health of employees, including common workplace illnesses or injuries.

11. Consultation with Workers

- Feedback and Concerns: Input from workers about safety concerns or potential hazards they have observed or experienced.

Access Rights and Limitations

While an HSR has broad access to health and safety information, the exact level of access may depend on:

- Confidentiality and Privacy: Sensitive personal information (e.g., medical records) may be restricted, but HSRs typically have access to aggregate data rather than individual health records. HSRs can obtain permission from the individual or individuals involved or have sensitive information redacted.

In Victoria, employers are required to consult with and provide relevant safety information to HSRs to enable them to perform their duties effectively. This helps ensure that the workplace is as safe as possible and that health risks are minimized.

If you require additional information or clarification, please contact BeSafe .

Why is access to information important for HSRs?

Sun, 17 Nov 2024 23:20:09 GMT

The entitlement of HSRs to access information is not just a legal right but a practical necessity for several reasons:

Informed Decision-Making: To represent workers effectively, HSRs need to have comprehensive, up-to-date information on health and safety risks. Without access to this data, they would be ill-equipped to identify hazards, make safety recommendations, or engage in meaningful consultations with employers and management.

Proactive Risk Management: Timely access to information helps HSRs identify potential hazards before they cause harm. If HSRs can analyse incident reports, safety audits, and risk assessments, they can recommend changes to prevent future accidents, rather than just reacting to problems as they arise.

Promoting a Safe Work Culture: Transparency in safety matters fosters a culture of openness and accountability in the workplace. When employees see that their HSRs are well-informed and have the authority to act on safety matters, it builds trust in the safety system. Workers are more likely to report hazards or concerns if they know there is a system in place that takes them seriously.

Legal Compliance: In Victoria, failure to provide HSRs with relevant information can result in legal repercussions for employers. By ensuring that HSRs have the information they need, employers not only comply with legal requirements but also demonstrate their commitment to creating a safe work environment.

Conclusion

For HSRs, understanding the full extent of their right to information—and how to use it effectively—can make all the difference in maintaining a safe workplace. It's not just about compliance; it's about preventing incidents, promoting well-being, and building a culture of safety that benefits everyone in the workplace.

If you require more information or guidance on your right to information please contact BeSafe

A Safe and Healthy Work Environment is a Human Right.

Sun, 03 Nov 2024 23:31:31 GMT

Last week, on 30th October 2024, the Australian Government ratified the International Labour Organisation (ILO) Conventions relating to Workplace Health and Safety.

This follows a landmark event in 2022, when the ILO recognised a safe and healthy work environment as a fundamental right at work. It became the 5th Workplace Human Right:

freedom of association and the effective recognition of the right to collective bargaining;
the elimination of all forms of forced or compulsory labour;
the effective abolition of child labour;
the elimination of discrimination in respect of employment and occupation; and
a safe and healthy working environment.

Find out more about the ILO declaration and the latest changes at:

ILO Declaration on Fundamental Principles and Rights at Work | International Labour Organization

Australia becomes world leader in protecting workers’ rights and safety - Australian Council of Trade Unions

Workplace Safety Tips

Tue, 29 Oct 2024 04:34:07 GMT

Prioritizing Workplace Safety: Essential Tips for a Safer Environment

In today's fast-paced work environments, prioritizing safety is crucial for the well-being of employees and the success of businesses. A safe workplace not only protects employees from harm but also boosts morale, increases productivity, and reduces costs associated with accidents and injuries. In this post, we'll explore key workplace safety tips that every employee and employer should implement.

1. Understand the Safety Regulations and Policies

Familiarize Yourself with the OHS Act, Regulations and Guidelines the provide and outline workplace safety standards. Knowing these guidelines is essential for compliance and safety.

Every organization should have its own safety policies. Make sure to review these regularly and understand your responsibilities.

2. Maintain a Clean and Organized Workspace

Clutter Control: Keep your workspace tidy to prevent tripping hazards. Regularly declutter and organize materials and tools.

Proper Storage: Store items appropriately. Heavy items should be kept at waist level to minimize strain when lifting.

3. Ergonomics Matter

Adjust Your Workspace: Ensure your desk, chair, and computer are set up ergonomically. Adjust your chair height and monitor position to reduce strain on your body.

Take Breaks: Schedule regular breaks to stretch and move around, helping to reduce fatigue and improve focus.

4. Use Personal Protective Equipment (PPE)

Know Your Gear: If your job requires PPE, such as gloves, goggles, or helmets, ensure you know how to use and maintain them properly.

Report Damaged Equipment: Always report any damaged PPE to your supervisor immediately to ensure your safety.

5. Stay Aware of Your Surroundings

Situational Awareness: Be mindful of your environment, including potential hazards like wet floors, moving machinery, or colleagues in your vicinity.

Emergency Exits: Familiarize yourself with emergency exits and evacuation routes. Know where to go in case of an emergency.

6. Communicate Openly

Report Hazards: If you notice unsafe conditions or practices, report them to your supervisor. Open communication can prevent accidents before they happen.

Encourage Feedback: Foster a culture where employees feel comfortable sharing safety concerns or suggestions for improvement.

7. Emergency Preparedness

Know the Plan: Ensure you are aware of the company’s emergency procedures for situations like fires, medical emergencies, or natural disasters.

Training: Remain up to date with HSR and OHS for Leaders training. This knowledge is invaluable.

Creating a safe workplace is a collective responsibility that requires the commitment of both employees and employers. By understanding safety regulations, maintaining an organized workspace, using the right protective equipment, and fostering open communication, we can create an environment where everyone feels secure. Remember, safety is not just a policy; it’s a culture.

Call to Action

Let’s make safety a priority! Share your workplace safety tips in the comments below, and don’t forget to update your training

HSRs And Psychosocial Hazards

Mon, 21 Oct 2024 02:27:29 GMT

Health and Safety Representatives, or HSRs, play an essential role in tackling psychosocial hazards within the workplace. Here’s how they contribute:

1. **Awareness and Training**: HSRs can enhance awareness of psychosocial hazards, such as stress, bullying, and work-life imbalance, by organizing training sessions and providing informative resources.

2. **Identifying Hazards**: They can proactively identify potential psychosocial risks by interacting with employees, conducting surveys, and observing the dynamics of the workplace.

3. **Reporting and Communication**: HSRs promote open dialogue about mental health concerns, empowering employees to share issues without fear of retaliation.

4. **Collaboration with Management**: They work alongside management to create policies and practices that aim to mitigate psychosocial risks, ensuring that employee feedback is valued.

5. **Support and Resources**: HSRs can connect employees with mental health resources and support systems, including counseling services or employee assistance programs.

6. **Monitoring and Evaluation**: By assessing the effectiveness of implemented strategies, HSRs can ensure that interventions are effective and make necessary adjustments.

7. **Creating a Positive Culture**: They foster a workplace culture that prioritizes mental health, inclusivity, and respect, thereby reducing the stigma surrounding discussions of psychosocial issues.

By actively participating in these aspects, HSRs contribute to cultivating a safer and healthier work environment, ultimately enhancing employee well-being.

Health and Safety Representatives (HSRs) The Missing Link In A Safety Committee

Thu, 17 Oct 2024 22:54:00 GMT

Health and Safety Representatives (HSRs) play an absolutely vital role in the effectiveness of safety committees for several compelling reasons:

1. **Direct Communication**: HSRs serve as a crucial bridge and link between employees and management, ensuring that any worker concerns, feedback, and insights about safety issues are effectively communicated and addressed in a timely manner.

2. **Representation**: They passionately represent the interests of employees, advocating not just for their safety and well-being, but also striving to ensure that all voices are heard in crucial safety discussions. This advocacy helps build trust and transparency within the workplace.

3. **Knowledge of Workplace Hazards**: HSRs often possess invaluable first-hand knowledge of specific workplace hazards, enabling them to provide essential insights into risk assessment and effective mitigation strategies. Their experience greatly contributes to identifying potential risks before they become significant issues.

4. **Training and Education**: They have the capability to facilitate comprehensive training sessions and actively promote awareness of best safety practices, helping to nurture and foster a robust culture of safety throughout the organization.

5. **Monitoring Compliance**: HSRs play a key role in monitoring adherence to safety regulations and company policies. By doing so, they ensure that safety standards are not only set but are consistently met, thereby reducing the likelihood of accidents and injuries.

6. **Encouraging Reporting**: By creating a supportive and open environment, HSRs encourage employees to report unsafe conditions and near misses. This practice is essential for proactive safety management and helps in identifying issues that may otherwise go unreported.

7. **Collaboration**: HSRs work collaboratively and effectively with safety committees to develop and implement comprehensive safety policies and programs, thereby enhancing the overall safety culture within the organization.

In essence, HSRs are integral to promoting a safe work environment and ensuring that safety committees operate efficiently and inclusively. Their presence not only aids in compliance but also solidifies the foundational belief that safety is a shared responsibility among all employees.

If you would like to know more information on how BeSafe can assist with your safety committee please contact us .

$125,000 Fine After Workers Fall

Tue, 15 Oct 2024 03:44:48 GMT

Valmont (Vic) Pty Ltd was sentenced in the Sunshine Magistrates' Court on Thursday 3 October after earlier being found guilty of one charge of failing to provide and maintain a safe system of work and one charge of failing to ensure a workplace under its management or control was safe and without risks to health.

Valmont was fined without a conviction and mandated to pay $42,752 in costs. The company had been assigned to transform level two of a multistorey car park on Clarke Street in Sunshine into office space. The project entailed the removal of a car park ramp between levels one and two, the installation of structural steel and formwork, and the pouring of concrete into the void to finalize the office floor. In July 2019, a segment of the formwork collapsed when a steel beam connecting it to the existing slab detached as the concrete was being poured, resulting in three workers plummeting more than two metres to the level below. Two workers were hospitalized with serious injuries. A WorkSafe inquiry revealed that Valmont had failed to arrange for a building surveyor or engineer to inspect the formwork prior to the concrete pour. The court concluded that it would have been reasonably practicable for Valmont to have organized a pre-pour inspection and to have secured a written inspection report affirming that the formwork was structurally sound to bear the concrete pour.

WorkSafe Executive Director of Health and Safety Sam Jenkin said working with formwork could be high risk and there was no excuse for omitting important safety processes.

"Having a competent person inspect formwork before a concrete pour begins is a crucial step designed to avoid exactly this kind of disastrous scenario," Mr Jenkin said.

"In this case two workers were injured and it could very easily have been much, much worse."

To prevent falls when working with formwork employers should:

Ensure a competent person produces a formwork design capable of supporting the expected dynamic and static loads.
Have systems in place to formally sign off a formwork deck as structurally sound, complete and safe for other trade workers to use as a work platform.
Provide employees undertaking construction work with site specific training, including the onsite risks associated with formwork decks.
Ensure High Risk Construction Work is not performed unless a Safe Work Method Statement is prepared and followed.
Use a fall arrest system, such as a catch platform or safety nets.

For more information visit: https://www.worksafe.vic.gov.au/news/2024-10/125000-fine-after-workers-fall-concrete-formwork-collapse

Why HSRs Are Important To A Business

Mon, 14 Oct 2024 23:00:46 GMT

Health and Safety Representatives (HSRs) are essential for cultivating a safe work environment, offering numerous benefits to businesses:

1. **Risk Identification**: HSRs are instrumental in spotting potential hazards in the workplace, allowing for proactive steps to manage risks prior to accidents or injuries occurring.

2. **Employee Advocacy**: They voice employees' concerns regarding health and safety issues, promoting an atmosphere of open dialogue and trust.

3. **Training and Awareness**: HSRs can facilitate training sessions and safety awareness initiatives, ensuring that all employees are well-informed about best practices and protocols.

4. **Compliance Support**: HSRs assist in ensuring the organization adheres to health and safety regulations, minimizing the likelihood of legal complications and fines.

5. **Incident Reporting**: They streamline the process of reporting and investigating workplace incidents, which can lead to enhanced safety measures and policies.

6. **Improved Morale**: A strong commitment to health and safety can boost employee morale and job satisfaction, resulting in higher retention rates and productivity levels.

7. **Cost Savings**: By mitigating workplace accidents and related costs (such as medical expenses and productivity loss), HSRs contribute positively to the financial wellbeing of the organization.

8. **Crisis Management**: HSRs play a pivotal role in emergency preparedness, aiding businesses in developing and executing effective response strategies.

In conclusion, HSRs are indispensable in establishing a safer workplace, ultimately contributing to improved business performance.

Why Is HSR Safety Training So Important?

Wed, 09 Oct 2024 23:34:54 GMT

Health and Safety Representatives (HSRs) play a critical role in promoting workplace safety and health standards. HSR safety training is essential for several reasons, contributing to a safer and more productive work environment.

Here’s why HSR safety training matters:

1. Empowers Representation

HSRs serve as the voice of workers regarding health and safety issues. Training equips them with the knowledge and skills needed to represent their colleagues effectively, ensuring that concerns are raised and addressed promptly.

2. Enhances Awareness

HSR training provides comprehensive knowledge about workplace hazards, safety regulations, and best practices. This awareness helps HSRs identify risks, implement preventative measures, and create a culture of safety within the organization.

3. Improves Communication

Effective communication is crucial in conveying safety protocols and concerns. Training helps HSRs develop skills to communicate effectively with both employees and management, fostering collaboration and ensuring that safety messages are clear and understood.

4. Facilitates Risk Management

HSRs trained in safety protocols can conduct risk assessments and identify potential hazards in the workplace. This proactive approach to risk management helps prevent accidents and injuries before they occur.

5. Promotes Compliance

Understanding relevant health and safety legislation is a key component of HSR training. HSRs learn to ensure that the organization complies with legal requirements, reducing the risk of fines and legal issues while promoting a safe work environment.

6. Encourages Employee Engagement

When HSRs are well-trained, they can engage employees in safety initiatives, encouraging a collective responsibility for workplace safety. This involvement can lead to increased awareness and adherence to safety practices among all employees.

7. Supports Continuous Improvement

HSR training emphasizes the importance of continuous improvement in safety practices. Trained HSRs can monitor safety performance, provide feedback, and recommend changes to enhance overall workplace safety standards.

8. Boosts Morale and Productivity

A safe workplace leads to increased employee morale and productivity. When employees feel safe, they are more likely to be engaged and motivated, leading to better performance and lower turnover rates.

In conclusion HSR safety training is vital for fostering a culture of safety within the workplace. By empowering Health and Safety Representatives with the necessary knowledge and skills, organizations can enhance communication, improve risk management, and ultimately create a safer environment for all employees. Investing in HSR training is not just a legal obligation; it’s a commitment to the health and well-being of every worker.

For more information on BeSafe's available training click here

Plumber Fined

Tue, 08 Oct 2024 01:05:42 GMT

The director, 31, was sentenced in the Mansfield Magistrates' Court on Wednesday 2 October after pleading guilty to a single charge of failing to ensure that a workplace under their management or control was safe and without risks to health.

He was fined without conviction and also ordered to pay costs of $4,249.

In February 2022, the director and his 19-year-old apprentice had completed the installation of a hot water service at a property in Bridge Creek when it was decided that the client would join them on the return trip to Mansfield. The court heard that since the director's work ute had only two seats, there was a conversation about the apprentice being transported in the toolbox mounted on the rear tray. During the estimated 20-25 minute drive, the apprentice recorded a video expressing his discomfort and the heat he experienced in that cramped space. Upon reaching Mansfield, the apprentice's brother observed him being released from the toolbox, his face red and hunched over, while the director and client stood nearby, laughing and enjoying beers.

The incident was reported several months later, after the apprentice confided in his mother, who then notified his support officer at Apprenticeships Victoria.

WorkSafe's investigation revealed that certain tools had been left in the toolbox alongside the apprentice, posing a risk of severe injury or fatality should the ute be involved in an accident or come to an abrupt halt.

It was reasonably practicable for the director to reduce the risk by not driving the ute, or not allowing it to be driven, when a person was in the toolbox.

WorkSafe Executive Director Health and Safety Sam Jenkin said there was no excuse for putting a young apprentice in such a vulnerable position.

"Illegally transporting this young apprentice in the back of a toolbox was extremely unsafe and could have had absolutely catastrophic consequences," Mr Jenkin said.

"WorkSafe will continue to hold employers accountable when they fail to prioritise safety and wellbeing, particularly for young workers who won’t always have the confidence to speak up if something is wrong."

For more information: https://www.worksafe.vic.gov.au/news/2024-10/plumber-fined-after-driving-ute-teen-toolbox

Safety Isn't a Four Letter Word

Thu, 03 Oct 2024 23:59:52 GMT

Safety should never rely on luck. It is a total commitment from management down to the workers on the tools: to report, consult and continually educate on hazards and risks.

Let's take a moment to emphasize the importance of fostering a workplace culture where the fundamentals of safety are never overlooked. It's essential to speak up about potential hazards and engage in open consultations with all levels of a business to ensure everyone feels valued in the conversation surrounding workplace safety and no hazard goes un reported. Additionally, having the right safety structures and knowing your emergency procedures inside and out is crucial for swift action during unexpected situations, so take the time to familiarize yourself with them. A tidy worksite not only enhances efficiency but also minimizes risks, so commit to keeping your workspaces organized and clutter-free. Furthermore, taking regular breaks is vital for maintaining focus and mental well-being, allowing us to perform our best each day. Finally, looking out for your co-workers is not just a gesture of camaraderie – it helps create a supportive environment where everyone can thrive.

After all, we all have loved ones waiting for us at home, and adhering to safety protocols ensures that everyone onsite can return safely to their families. Let's remember: safety is truly everyone's responsibility! Together, we can make a difference and cultivate a safer workplace for all.

If you our need need any support, assistance or guidance with setting up, maintaining or educating your workplace in Regional Victoria, please reach out to the BeSafe team via info@besafevictoria.com.au

Waste and Recycling Transport Industry Inspections

Wed, 02 Oct 2024 23:05:01 GMT

The regulator has declared that inspectors will commence visits to recognized workplaces in the sector starting this week, focusing on safety concerns related to loading and unloading, vehicle upkeep, and load securing. Sadly, since 2019, eight truck drivers and waste collectors involved in waste and recycling transportation have lost their lives, primarily due to vehicles rolling away or being involved in collisions. Among these heart-breaking incidents are two workers who were tragically crushed between their trucks and brick walls in separate occurrences: one in St Albans in July 2021 and the other in Melbourne's CBD in June 2023. Beyond these fatalities, over 400 truck drivers and garbage collectors in the waste and recycling industry have sustained serious injuries warranting workers compensation over the past five years. The most prevalent causes of injury include body stress, falls, being struck by moving objects, and incidents involving vehicles.

WorkSafe Executive Director of Health and Safety Sam Jenkin said the transportation of waste carried unique risks that employers must take every reasonable step to control. "Workers in the waste transport sector often work in confined conditions with unpredictable loads that can become unstable, while improper maintenance can lead to damaged vehicles, skips, bins and lifting gear – putting workers and others at risk," Mr Jenkin said.

The focus on waste management transport is part of a wider WorkSafe push to improve safety in the heavy vehicle transport industry, through strategic visits, compliance and enforcement, and industry partnerships.

For More Information: https://www.worksafe.vic.gov.au/news/2024-10/inspections-put-spotlight-waste-transport-harm

WorkSafe Events In Your Area During Safety Month October 2024

admin@besafevictoria.com.au — Wed, 02 Oct 2024 00:58:34 GMT

It's officially Health and Safety Month, making this the ideal moment to enhance your workplace safety! Gain new skills, knowledge, and tools to create a safer environment. Whether you’re an employer or an employee, WorkSafe has an event just for you.

View all events and register today at worksafe.vic.gov.au/events

New HSR Support Service from BeSafe

admin@besafevictoria.com.au — Wed, 02 Oct 2024 00:35:48 GMT

This is a subtitle for your new post

BeSafe is excited to unveil a brand new Facebook support group tailored specifically for Health and Safety Representatives (HSRs) across Regional Victoria. This dedicated platform aims to foster a strong network among HSRs in key areas, including Ballarat, Bendigo, Geelong, Portland, and more. As a sounding board for addressing the unique challenges faced in these communities, the group encourages sharing experiences, insights, and best practices to enhance workplace safety. Join us to connect, learn, and grow together, ensuring that every HSR feels supported and empowered in their vital role. Together, we can make a difference in our regions!

Young Ballarat employees at greater risk of workplace injury as WorkSafe launches new safety campaign

Thu, 17 Feb 2022 01:07:49 GMT

BeSafe Victoria provides OHS support for regional Victorians - including young workers who are particularly vulnerable.

"Young workers are at greater risk, and certainly there's a power imbalance if they are a trainee or apprentice in the workplace and are not confident to raise issues. Young workers in that age group are mainly precariously employed as casuals, on contract or cash in hand and don't have confidence in the security of employment to go to the boss and say the things they are being made to do are unsafe."

Brett Edgington, Ballarat Trades and Labour Council

"Be Safe was set up to specifically target regional Victorians and support them in workplace safety. There's not as much access to assistance, people are more isolated and there's less connection than in big inner city workplaces, particularly in high risk industries."

"You don't know what you don't know. And if you don't know what is the required safety standard in your industry then you don't know so we are about educating people about what safety they are entitled to expect in the workplace, knowing what your rights are and the obligations of the employer, and ... the confidence to speak up."

Lana Cormie, Regional OHS Training Unit