Hsr handbook

Workplace Health and Safety Handbook
Updated November 2012

2 Workplace Health and Safety Handbook
Information provided in this publication is designed to address the most commonly raised issues in the workplace
relevant to South Australian legislation such as the Occupational Health, Safety and Welfare Act 1986 and the
Workers Rehabilitation and Compensation Act 1986. They are not intended as a replacement for the legislation. In
particular, SafeWork SA officers and employees:
• make no representations, expressed or implied, as to the accuracy of the information and data contained in the
publication;
• accept no liability for any use of the said information or reliance placed on it, and make no representations,
either expressed or implied, as to the suitability of the said information for any particular purpose.

Workplace Health and Safety Handbook 3
Contents
1. Introduction 5
2. The health and safety legislation 7
3. Managing health and safety in the workplace 17
4. Health and safety policies 23
5. Hazard management 31
6. Consultation 35
7. Health and safety representatives 37
8. Health and safety committees 51
9. The resolution of health and safety issues 57
10. Occupational health and safety training 67
11. Action if an injury happens 77
12. Sources of information on health and safety issues 91
13. Summary of the OHSW Act and Regulations 95
14. Appendices 105
15. Index 123
About SafeWork SA
SafeWork SA delivers a full range of workplace safety, public safety and industrial relations
services to all South Australian workplaces independently of other organisations on behalf
of the state government including:
• increasing awareness about workplace safety through active engagement with
employers and workers
• growing knowledge, understanding and skills with improved education and training
• ensuring compliance and helping industry understand and meet its obligations
• monitoring and assessing safety procedures to encourage and assist with a cycle of
continuous improvement.

Preface
The Workplace Health and Safety Handbook has been developed as a guiding tool for
all who have a role to play in workplace health, safety and welfare. Health and safety
representatives assume the important role of representing fellow workers on issues
affecting their health, safety and welfare.
The handbook discusses the interaction of health and safety representatives and
management. Managers and worker representatives working together to solve problems
and implement hazard management programmes can be both an effective and cost
efficient process.
Bringing parties together in a cooperative manner does not end at the workplace.
Throughout the handbook you will find references to employer associations, unions and
workers compensation claims agents. The Government is committed to working with these
organisations to address workplace health and safety.
I invite you to join us in working towards achieving our vision of safe, fair and productive
working lives for all South Australians.
Bryan Russell
Executive Director
SafeWork SA

1. Introduction
Why was the handbook produced and who is it for?
The ‘Workplace Health and Safety Handbook’ (the handbook) provides information
for people who are involved in health and safety in the workplace. This includes health
and safety representatives (HSRs), health and safety committee members, managers and
supervisors.
The handbook is designed to provide practical guidance on a range of health and safety
issues. It is not possible to cover everything; therefore, advice is given on
how and where to obtain further information. The handbook is intended for South
Australian workplaces and focuses on the legislation, the organisations responsible for
administering it and information resources available in this State.
What is in the handbook?
The framework for dealing with health and safety in South Australia has been
set out in the Occupational Health, Safety and Welfare (OHSW) Act 1986 (the Act).
The importance of other parts of OHSW legislation, namely the Occupational Health,
Safety and Welfare (OHSW) Regulations 2010 (the Regulations) and Approved Codes of
Practice are explained within the handbook.
Employers in South Australia are responsible for managing workplace health and safety.
Access to information about health and safety issues is essential. The handbook gives
directions for obtaining advice and information.
For employees seeking to elect an HSR, there is information about how to form a work
group, how to conduct the election and appropriate training.
Organisations that already have HSRs and committees will find advice on how they can
be used to resolve health and safety problems.
The handbook indicates the types of training available and contains an introduction to a
range of organisations which provide health and safety advice.
The major aim of the handbook is to provide information to assist employers, employees
and their respective representatives to establish, implement and maintain systems that
prevent work-related injury, disease and death.
How to use the handbook
The handbook does not need to be read from cover to cover. An index allows readers to
look up subjects of particular interest.
Throughout the handbook, there are references shown in brackets, e.g. [Act: 31]
or [Reg: 372]. These references identify the relevant sections of the OHSW Act or the
OHSW Regulations.
For example, [Act: 31] indicates that the relevant section of the Act is Section 31.
A reference to [Reg: 372] indicates the relevant Regulation relating to the Health and
Safety Representative Elections.

2. The health and safety legislation
What the legislation consists of
Workers in South Australia (with a few exceptions explained below) are protected
by State health and safety legislation. Anyone who is working full-time or part-time, or
has a permanent, temporary or casual job, is covered. This legislation also includes home-
based workers and volunteers who work in connection with a trade or business.
The legislation is designed to protect people by establishing safe systems of work to
eliminate or minimise the risks to health, safety and welfare. Employers, employees and
others, such as manufacturers and suppliers of machinery or substances used at work, all
have an important role to play.
The health and safety legislation in South Australia is made up of three parts. These are:
• the OHSW Act
• the OHSW Regulations
• Approved Codes of Practice made under the OHSW Act.
There are also health and safety provisions in some awards, which must be complied with.
There is different legislation for people employed by Commonwealth Government
departments and statutory authorities. These employees are covered by the Work Health and
Safety Act 2011 (Commonwealth). However, private contractors working on Commonwealth
property are covered by the State Act.

The health and safety legislation
The Ohsw act
The OHSW Act sets out the general requirements for protecting health and safety in the
workplace. It is important that every organisation has a copy.
The Act makes it clear that everyone who may affect health or safety at work has a part
to play in protecting it. This includes employers, employees and their representatives,
designers and owners of buildings used as workplaces, manufacturers and suppliers of
machinery, equipment or substances used at work.
The Act aims to bring employers, employees and their representatives together
to resolve health and safety issues at work. Giving workers the right to elect HSRs and
to participate on health and safety committees in the workplace encourages employee
involvement. (See chapters 7 ‘Health and safety representatives’ and 8 ‘Health and safety
committees’ for more information about HSRs and committees.)
The Act also gives powers to inspectors from SafeWork SA to inspect workplaces and
investigate health and safety issues. Inspectors can initiate prosecutions, which can result
in penalties. Fines from up to $5,000 and up to $200,000 can apply depending on the
seriousness of the offence.
Responsible Officers
Each body corporate carrying on business in the State must appoint one or more
responsible officers.
A person appointed as a responsible officer must be:
a) a member of the governing body of the body corporate who resides in the State; or
b) the chief executive officer of the body corporate, if he or she resides in the State; or
c) if no one is eligible for appointment under a preceding paragraph – a senior executive
officer of the body corporate who resides in the State; or
d) if no one is eligible for appointment under the proceeding paragraph – an officer
of the body corporate.
OHSW
Act
OHSW Regulations
The OHSW Regulations 2010 are
made under the Act and set out the
general principles and practical steps that
should be followed in order to prevent
injury and illness at work. Everything in
the Regulations is law and must be followed.
Approved Codes of Practice
These give you practical guidance on how to comply
with legal requirements of specific regulations and
should be used in addition to the Act and Regulations. You
are obliged to follow gazetted Approved Codes of Practice
unless you can apply another solution that is as good or better.
Guidelines
Guidelines and other information products provide general
information about aspects of the Act, Regulations or specific hazards.
AS
AS
AS
AS listed in the box
at the end of a Division
of the Regulations are
and should be followed.
All other AS should be considered
as general information that is
available to assist you in meeting
your OHSW obligations.
Australian Standards
(AS) called up at the end
of the Regulations become
a regulatory requirement
and must be followed.
The OHSW Act 1986
describes how to provide
health and safety in South
Australian workplaces.
Everything in the Act is
law and must be
followed.

A person who is appointed as a responsible officer and who has not previously attended
a course of training recognised or approved by the SafeWork SA Advisory Committee,
must attend a course of training within three months of appointment.
Employers’ duties
Every employer has a duty of care to each employee to “ensure so far as is reasonably
practicable that the employee is, while at work, safe from injury and risks to health”.
This is a wide-ranging responsibility that involves taking action to control risks associated
with hazards in the workplace.
In determining what is reasonably practicable, employers must take into account
the severity of the risk, knowledge about the hazard and ways to remove or reduce it,
the availability and suitability of ways to remove or reduce the hazard, and the cost of
taking action.
In particular, employers must, so far as is reasonably practicable:
• provide and maintain a safe working environment and safe systems of work
• provide and maintain machinery, equipment, appliances, implements, tools
and substances in a safe condition
• provide adequate facilities such as toilets, meal areas and first aid services
(as prescribed in the Regulations)
• provide information, instruction, training and supervision as are necessary
to ensure that each employee is safe from injury and risks to health
• monitor working conditions at any workplace that is under the employer’s
management control
• monitor the health, safety and welfare of employees in so far that it is relevant
to the prevention of work-related injuries
• keep records of work-related injuries of employees
• advise employees where they can go with enquiries or complaints about
health and safety matters
• provide information to employees, in appropriate languages, about health and
safety in the workplace
• ensure employees receive proper information, instruction and training before
commencing any new work
• ensure employees who are inexperienced in the performance of any hazardous
work receive the necessary supervision
• ensure employees who may be put at risk by changes in the workplace, work
practices, processes or plant are given proper information, instruction and training
before the change occurs, and receive the necessary supervision
• provide managers and supervisors with information, instruction and training to ensure
employees under their management or supervision are safe from injuries and risks to
health
• ensure any accommodation, eating, recreational or other facility provided for
the benefit of employees while at work, or in connection with the performance
of work, is maintained in a safe and healthy condition.

To make sure that these duties are met, employers are advised to establish an effective
system for managing health and safety. For more information see chapter 3 ‘Managing
health and safety in the workplace’.
Every employer must prepare policies that set down the arrangements for protecting the
health and safety of employees while they are at work. Chapter 4 ‘Health and safety
policies’ provides guidelines for preparing health and safety policies.
More detailed information about what must be done to address some specific hazards
in the workplace is contained in the Regulations and Approved Codes of Practice, which
are discussed later in this chapter.
Employers must also consult employees and their representatives about health and safety
issues (see chapters 6 ‘Consultation’ and 7 ‘Health and safety representatives’ for more
information on consultation).
Employees’ duties
Employees must take reasonable care to protect their own health and safety, and the
health and safety of others that may be affected by their actions or omissions at work.
Employees’ responsibility for health and safety only extends to things that they have
control over. However, they must cooperate with their employer in ensuring health and
safety in the workplace.
In particular, employees must:
• use equipment provided to protect health and safety
• follow reasonable instructions the employer gives on health and safety
• ensure they are not so affected by alcohol or drugs to endanger their own or any
other persons’ health and safety.
Actively participating in health and safety means taking positive steps to have health
and safety problems resolved. If employees believe work is unsafe, health and safety
instructions are unreasonable or arrangements intended to protect health and safety are
not effective, they should report these problems and take appropriate action to protect
themselves.
For example, an instruction to wear ‘space suit’ style clothing to protect against
toxic chemicals, which employees have to wear for long periods of time in a hot
environment, would be unreasonable. In this case, the employees have the right to take
action to protect themselves. This might include refusing to do the dangerous work and
asking the employer or HSR to assist in having the work changed. However, employees
should not just ignore a health and safety instruction and carry on working in unsafe
conditions, for example, by refusing to wear the protective clothing because it is hot and
continuing to work in a toxic environment.

Duties of building designers
A person who designs a building that is reasonably expected to comprise or include
a workplace must take steps to ensure that people who might work in, on or in the
vicinity of the building are safe from injury and risks to health. For example, engineers
designing structural steelwork for multi-storey buildings should specify measures to ensure
the stability of the steelwork during construction.
As a minimum, designers should ensure that they comply with relevant sections of the
National Construction Code, OHSW Regulations and Approved Codes of Practice.
Duties of building owners
The owner of a building that is used as a workplace, or includes a workplace, must
ensure, so far as reasonably practicable, that the building and any fixtures or fittings
under the control of the owner are in a condition that allows people to be safe from
injury and risks to health while working in, on or in the vicinity of the workplace.
As a minimum, building owners must comply with relevant health and safety Regulations
and Approved Codes of Practice. This might include ensuring that any installed asbestos
in the building is managed to prevent exposure to this substance, making sure that the
building structure is sound or providing adequate ventilation systems.
Duties of manufacturers and suppliers of plant
Any person who designs, manufactures, imports, supplies or installs plant (i.e. machinery,
equipment, appliances, implements or tools) for use at work must ensure, so far as
reasonably practicable, that people who might use, clean or maintain the plant are safe from
injury and risks to health. The relevant Regulations (e.g. on plant) and Approved Codes of
Practice (e.g. on chain saws and brushcutters) should be checked for safety requirements.
In addition, information about the conditions necessary to ensure safe installation, use
and maintenance must be provided at the time the plant is supplied.
Duties of manufacturers and suppliers of substances
Manufacturers, importers and suppliers of substances for use at work must take steps
to ensure that their products are in a safe condition, so that people who might use or
handle them are safe from injury and risks to health.
Adequate information must also be provided with the supply of the substance about
precautions for its safe use, handling, processing, storage, transportation and disposal.
A practical way to provide information about substances is in the form of a
Material Safety Data Sheet (MSDS). The National Code of Practice for the Preparation of
MSDS (available from Safe Work Australia’s website www.safeworkaustralia.gov.au and
SafeWork SA’s Help Centre on 1300 365 255) describes what information to include in
an MSDS.

Occupational Health, Safety and Welfare Regulations 2010
The Regulations are made under the Act and should be read in conjunction with the
Act. This single set of health and safety Regulations applies to all workplaces in South
Australia. They are easy to use and include an index to help users find information.
General steps to protect health and safety
The Regulations set out general principles that provide practical steps for employers in
preventing injuries and illness at work. These steps ensure that safe systems of work are
developed and implemented. These steps are:
• consult with employees and their representatives
• identify hazards (potential causes of injury or illness)
• assess the risks, i.e. how likely it is that hazards will cause injury or illness, and how
serious this might be
• control and minimise the risks to ensure that injury or illness is prevented
• provide information, instruction, training and supervision to ensure employees
are aware of any risks and what must be done to control them
• report hazardous situations, fatalities, injuries and illness so action can
be taken to prevent them from happening again.
In general, employers are required to take appropriate and reasonable steps
to protect health and safety, consistent with the degree of risk that exists. The
Regulations allow employers to decide what action is appropriate in the situation,
providing they meet the minimum legal requirements.
Specific health and safety issues
In addition to establishing the general steps that should be taken to protect health and
safety, the Regulations state what must be done to address some specific health and
safety issues.
Some of these are:
• amenities and facilities such as toilets, washing facilities, areas for eating and
storage of personal belongings, and provision of first aid
• plant (machinery, equipment and tools)
• manual handling (lifting, pulling, pushing, carrying)
• hazardous substances (chemicals that are harmful to a worker’s health)
• hazardous work such as logging, excavation, electroplating, abrasive blasting,
and spray painting
• certification of people performing some types of hazardous work or operating
hazardous machinery to ensure they have the necessary level of skill and
competency to do the work safely.
The Regulations for plant, hazardous substances, certification, confined spaces and
manual handling are consistent with national standards adopted in some other states or
territories in Australia.

Who has a role to play?
The Regulations emphasise that different people have a role to play in ensuring health
and safety. These people include employers and employees, building designers, owners
and occupiers and providers of plant, equipment or substances used at work. Self-
employed people must also take steps to protect their own health and safety and avoid
adversely affecting the health and safety of others.
The Regulations contain schedules that set out who has a duty to comply with specific
Regulations. The responsibility is often shared. If this is the case, each duty must be
carried out to the extent of that person’s control over the work.
A code of practice that is approved by the Minister for Industrial Relations following
recommendation from the SafeWork SA Advisory Committee, then gazetted in the
Government Gazette and presented to both Houses of Parliament, becomes an
Approved Code of Practice.
Codes of practice developed by other organisations, such as Safe Work Australia or
Standards Australia, are not Approved Codes of Practice unless they have been approved
and gazetted in accordance with the OHSW Act.
Approved Codes of Practice provide minimum standards for health and safety.
They are to be used in addition to the Act and Regulations.
A code of practice provides practical guidance on how a particular standard of health
and safety can be achieved. It describes the preferred methods or actions to achieve the
standard of health and safety. This means other standards can be used if they achieve an
equal or better standard of health and safety. A code of practice is therefore different
from a Regulation, as the responsible person must meet the specific requirement of the
Regulation. For this reason, preferred methods or courses of action in an Approved Code
of Practice are preceded by the word ‘should’.
An Approved Code of Practice may include references to obligations imposed by
an act of Parliament or Regulation. These obligations are preceded by the word ‘shall’ in
the code of practice because they are mandatory. Failure to meet these obligations is an
offence against the Act or Regulation.
If legal action is taken by SafeWork SA for a breach of the Act (a prosecution), and it
is proven that the person failed to comply with a relevant Approved Code of Practice,
they may be taken to have failed to exercise the required standard of care unless there is
proof to the contrary [Act: 63a].
In summary, an Approved Code of Practice:
• provides practical guidance
• should be followed unless there is another solution that achieves the same
or better standard of health and safety
• can be used to support a prosecution.
Every organisation is advised to obtain copies of Approved Codes of Practice that
are relevant to their workplace and the hazards they face in their work.

Other information
SafeWork SA or the Minister for Industrial Relations may also issue guidelines, which provide
further explanation about aspects of the Act, Regulations or codes and specific hazards
not covered in the Regulations. The guidelines cover topics including drugs and alcohol
in the workplace, workplace amenities and accommodation, managing health and safety
in the labour hire industry, and reducing the risk of violence at work. These guidelines
are not legal requirements. They provide advice and explanation only. This handbook
includes guidelines on various issues including health and safety policies, committees and
representatives.
SafeWork SA and other authorities also publish information sheets and brochures
on the requirements of the Regulations and Approved Codes of Practice.
The Act and Regulations are available from:
Service SA
Government Legislation + Outlet
108 North Terrace, Adelaide SA 5000
Service SA online shop: www.shop.service.sa.gov.au
Telephone: 13 23 24
The Approved Codes of Practice are available from the SafeWork SA Bookshop:
Ground floor
200 Victoria Square, Adelaide
Telephone: (08) 8204 8881
How the legislation is enforced
The Act assigns responsibility to individuals for ensuring that workplaces are healthy and
safe. It is the role of SafeWork SA inspectors to verify that this responsibility is being
met.
Inspectors do not need an appointment to make a visit to a workplace. They may call in
at a workplace at any time to carry out an inspection, investigate an injury or incident
that has occurred, audit health and safety systems or take other action.
Inspectors have the power to examine records, take photographs or films, make
measurements and interview any person about health and safety at the workplace.
It is an offence to hinder or obstruct an inspector doing their job [Act: 38].
Inspectors’ notices
If an inspector finds that the Act or Regulations have been breached, they may
issue a legal notice. There are two types of legal notices – Improvement and Prohibition
Notices.
An Improvement Notice states that the Act or Regulation is being breached and may
include directions about action required to resolve the problem.
A Prohibition Notice may be issued where there is an immediate risk or potential for
an immediate risk to health and safety. The notice prohibits the performance of unsafe
work. This unsafe work cannot recommence until the inspector is satisfied
that adequate steps have been taken to eliminate or minimise the risk to health
and safety.

Where work is suspended because of a Prohibition Notice, a person employed in that
work may be assigned to suitable alternative work [Act: 57] or if no suitable work is
available, is entitled to be paid so that they do not suffer any loss of income [Act: 44].
More information on Improvement and Prohibition Notices can be found in sections
39 to 45 of the Act and in chapter 9 ‘The resolution of health and safety issues’ of this
handbook.
Prosecution and penalties
Inspectors can initiate prosecutions for breaches of the Act or Regulations, which may
result in substantial penalties or fines. Fines can apply from up to $5,000 (usually the
maximum for employees) to $200,000 for employers. The amount of the fine depends
on the type and severity of the offence. In the Act and Regulations, fines are identified
from Division 1 to 7 (see below for an explanation).
Imprisonment of up to five years may also apply for serious offences where a person
recklessly breaches their duty of care (as an employer or employee), knowing that their
action is likely to seriously endanger another person’s health and safety.
Fines
(Current as at the date of publication)
Division 1 (up to $200,000)
The role of the Industrial RELATIONS Court and Industrial
relations Commission OF SOUTH AUSTRALIA
The Industrial Relations Court and Industrial Relations Commission (hereafter referred to
as the Industrial Court and Industrial Commission) have an important role to play in the
resolution of health and safety disputes and legal proceedings under the Act.
Conciliation
If a dispute arises between an employer and employees during the formation
of work groups, election of HSRs or establishment of health and safety committees, this
dispute may be referred, in the last resort, to the Industrial Commission.
The Industrial Commission will attempt to resolve the dispute by conciliation.
The conciliation process involves bringing the parties together to discuss the issues in
order to arrive at an acceptable solution for all parties.

Review
If a dispute cannot be resolved by the Industrial Commission within a reasonable period
of time, it is referred to the Industrial Court, which establishes a review committee
to resolve the issue. The review committee is made up of three members — a judge
or magistrate, an employer nominee and a union nominee. The review committee
evaluates and determines a resolution to the dispute. For example, a dispute about an
HSR’s Default Notice or order to stop unsafe work, or an inspector’s Improvement or
Prohibition Notice may also be referred to the Industrial Court for determination by a
review committee.
For more information about the role of the Industrial Court and Commission in resolving
health and safety disputes see chapters 7 ‘Health and safety representatives’, 8 ‘Health
and safety committees’ and 9 ‘The resolution of health and safety issues’.
Legal proceedings
All prosecutions commenced by SafeWork SA inspectors for a breach of the Act or
Regulations are heard and determined by a magistrate in the Industrial Court. If the
magistrate’s decision is appealed, a judge or full panel of judges in the Industrial Court
hears the appeal.

3. Managing health and safety in the workplace
To avoid overlooking important health and safety issues, employers need to adopt a
systematic approach to managing health and safety. This can be done by establishing a
program in which health and safety is an integral part of management – from top level
managers to supervisors.
Recommended elements for an effective health and safety management program
include:
• Top level management are involved and committed.
Managers need to understand their responsibilities under health and safety legislation
and be aware of the hazards specific to their organisation. Management must be
committed to and held accountable for providing a healthy and safe workplace.
Further information about employers’ legal duties can be found in chapter 2 ‘The
health and safety legislation’. Chapter 5 ‘Hazard management’ has information about
identifying hazards, and assessing and controlling risks.
• Supervisors are assigned responsibilities and authority for ensuring the health
and safety of employees under their supervision.
The responsibility for the health and safety of employees under their supervision should
be promoted as an integral part of a supervisor’s job. To ensure the health and safety
of employees, supervisors need to be aware of their responsibilities and will require
adequate information, training and resources (see chapter 10 ‘Occupational health and
safety training’ for information about training for supervisors).
Supervisors will need the authority to take action to protect health and safety.
Managers will need to ensure supervisors are accountable.
• Health and safety policies and procedures are prepared.
A policy should detail the arrangements for protecting employees’ health and safety
and outline the responsibilities of management and employees. It must be supported by
written procedures so that everyone in the organisation is aware of their responsibilities.
Procedures need to be in plain English, easy to follow and all employees should
understand them. Policies and procedures must be reviewed and updated to reflect any
changes in legislation, plant and equipment, substances used in the workplace, systems
of work or the work environment (see chapter 4 ‘Health and safety policies’).
• Effective mechanisms for employee consultation are established.
Consultation between employers, employees and their elected representatives on
all aspects of health and safety in the workplace such as identifying, assessing and
controlling hazards, injury and incident investigation, and the development of health
and safety policies and procedures, is essential.
Consultation encourages employees to participate, contribute ideas and assist with
solving problems (see chapter 6 ‘Consultation’).

• Arrangements are put in place for the identification of hazards, and the
assessment and control of risks to health and safety in the workplace.
Regular workplace inspections must be conducted to identify problem areas and hazards.
Injury, incident and disease records need to be examined and employees consulted
to identify problems (see chapter 5 ‘Hazard management’ for information on risk
identification, assessment and control).
• Provide a safe system of work.
A safe system of work is the total set of methods adopted for carrying out the operations
required in a particular workplace. They cover all aspects of the employment situation
including the organisation of work processes, the methods of using machinery, plant and
equipment, the methods of hiring labour, job training, instruction and supervision about
associated hazards and their management, and what to do when things go wrong.
• Training is provided to enable management and employees to carry out their
responsibilities.
Managers, supervisors and employees all need information and training to ensure
they are aware of their responsibilities and understand the arrangements in place
to protect OHS (see chapter 10 ‘Occupational health and safety training’ for more
information).
• Records are kept of action taken to manage health and safety in the
workplace.
The health and safety legislation require that some records are kept. In general, it is
good management to be able to show what action has been taken to protect health
and safety.
Workplace diversity
Nowadays more and more organisations consist of a diverse workforce to broaden their
customer base, improve the bottom line, lower staff turnover and be more competitive
in the marketplace. While there are many benefits to a diverse workforce, when it comes to
managing or representing the group there is no ‘one-size fits all’ approach.
People have various needs in relation to how information is best provided to them and
also on how they communicate with others in the workplace. Workplaces are made
up of people with various and diverse backgrounds. Language, literacy, age, disability,
gender and culture may impact on how people require health and safety information to
be presented to them, and how they can get involved in health and safety committees
or workplace health and safety issues.
It is important not to stereotype or make assumptions about employee communication
styles. Consultation plays a crucial role in identifying and addressing the needs of all staff
members.
The following strategies can be used in the workplace to enhance the way health and
safety information and training is provided to employees:
• Provide training and awareness sessions for supervisors, managers, HSRs and other
relevant staff to enhance their understanding of how cultural factors, language, disability
and English literacy can impact on the delivery of information.
Managing health and safety in the workplace

• Access SafeWork SA’s posters and information about health and safety in community
languages and/or alternative formats and distribute amongst staff and HSRs.
• Language is not the only barrier in communication. For example, some employees
may come from countries where the health and safety structures were very different from
those in Australia. In these circumstances it is not only a matter of translating information
from one language to another, but also of explaining the concepts and details of the
structure of workplace health and safety in your workplace. Other characteristics such as
immigration or refugee status, and a person’s educational level (including their literacy in
their first language), will all impact. Therefore, it is in everyone’s best interest for employers,
managers or HSRs to provide accurate information about workplace health and safety and
workers rehabilitation and compensation rather than workers getting this information from
family, friends or colleagues.
• Many Australian-born workers have limited English literacy skills so you may need to
communicate verbally and not rely on written information with some workers.
• It is also important to remember that while some people have very good functional
spoken English, their ability to communicate and understand complex issues that
require specific vocabulary such as workplace health and safety can be difficult for
them.
• Develop mentoring relationships between newer and more experienced workers who
have an understanding of these issues.
• Ensure organisational budgets allocate funding for translation of material and
interpreting cost so these strategies can be used when required.
• Demonstrate or show workers what you want them to do, together with verbal
instructions.
• Use accredited interpreters when communicating with workers of non-English
speaking backgrounds if they are more comfortable communicating in a language
other than English.
• Interpreters are also available for people who use deaf sign language (AUSLAN).
• It is important to use non-discriminatory language, avoid stereotypes and to treat
people with respect regardless of their disability, language, culture, religion, age,
gender, and literacy.
Ensure that workers receive training and information that is relevant to their job,
workplace and industry:
• Check that workers have understood what they have been told in induction training.
Ask them to show you, rather than tell you (as appropriate).
• Use safety symbols and signs (international signage – pictorial) and ensure that
workers know what they mean.
• Provide information in audio as well as written formats. This is a good strategy
for people with limited literacy as well as people with a visual impairment.
• Audio tapes are also a useful strategy for information that has been translated
into community languages.
• Use videos with subtitles in training where possible.

Useful tips for HSRs
• All employees should be consulted and encouraged to join in discussions in relation to
health and safety in the workplace.
• It is important not to make any assumptions about what employees may or may not
know about workplace health and safety.
• You may need to explain the role of HSR and the health and safety committee, so that
all workers know what types of issues these people can assist with and what they will
do with any information they are provided with.
• Ensure that all written and verbal communication is in plain English and avoid the use
of jargon or technical language.
• If there are enough workers from one language group who have limited English
literacy, establish a small group to allow employees to share information and
contribute ideas and suggestions in their preferred language.
• Discuss the most useful method for providing minutes of health and safety committee
meetings with your work group.
• Allow additional time when communicating with workers of diverse backgrounds
to ensure that you don’t have to rush through any information.
Bilingual employees
• Use workers who are bilingual to assist in communicating information. However, it is
essential that they are fluent in both languages, that they understand the health and
safety information and they feel comfortable communicating with other workers.
• Consider training bilingual employees to assist HSRs.
• Bilingual employees who are expected to undertake this function should be provided with
resources such as time and material that has already been translated.
• Bilingual workers should not be asked to translate policies, procedures, Material Safety
Data Sheets etc. unless they are also accredited translators. Bilingual employees should
only be used for simple verbal information exchange.
Useful resources
WorkCoverSA’s Stakeholder Relations Unit is available to consult with you on the needs
of a diverse workforce. This service is free of charge. Contact the Unit at
stakeholderrelations@workcover.com or call (08) 8233 2453.
The following useful resources are available from SafeWork SA’s Bookshop, Library or
from www.workcover.com
• Interpreting and Translating Policy. This is a very useful resource that includes
information on how to work with interpreters, how to organise translations and
includes information on the principles of plain English (discussed on the following
page)
• multilingual safety sign poster
• information in community languages
• information in alternative formats e.g. braille.

Principles of Plain English
• use short, simple, straightforward words
• avoid unnecessary words and expressions – get straight to the point
• personalise the material by speaking directly to the reader
• use active rather than passive words
• avoid the use of negatives and double negatives (e.g. “You don’t want to go
to lunch now, do you?”)
• short sentences are easier to understand than long ones
• think about the best order for your information – it should reflect the logical order of
events
• define any technical terms
• avoid unnecessary humour or jargon
• trial the information with people who don’t know the subject matter, to test whether
the message and content is clear and can be understood.
Audio and visual techniques
• Demonstrate or show workers what you want them to do, together with verbal
instructions.
• Check that workers know what they have been told in induction and training.
Ask them to show you, rather than tell you (as appropriate).
• Use safety symbols and signs (international signage – pictorial) and ensure that
workers know what they mean.
• Have audio tapes produced of written information if reading is difficult for some
workers, or for people with a visual impairment. Audio tapes are also a useful strategy
for information that has been translated into community languages.
• Use videos (with subtitles where possible) in training.
Interpreters
Use interpreters where necessary, e.g. in group training situations. Interpreters can
be used to communicate in languages other than English, or in deaf sign language
(AUSLAN). Language interpreting services are available for telephone discussions
as well as for face-to-face meetings.
Basic guidelines on using interpreters
• first, identify the language and dialect correctly or the extent of any hearing impairment
• never use children as interpreters
• it is the employer’s responsibility to arrange an interpreter
• use the services of a qualified National Accreditation Authority for Translators and
Interpreters (NAATI)/sign language accredited interpreter wherever practicable
• when booking an interpreter state:
- the exact language/dialect required
- whether a male or female interpreter is required, if appropriate
- your organisation and your name
- the exact location that the interpreter is to attend
- the purpose of the interview

• brief the interpreter before the interview
• provide a clear explanation to the worker(s) on the role of the interpreter and your role
• speak clearly and directly to the interpreter
• pause after a few sentences to allow time for information to be interpreted
• do not use jargon and slang
• do not have a private discussion with the interpreter
• at the end, ensure that the employees have understood the information and
have no further questions
• the interpreter’s sole task is to facilitate communication between the parties involved
— not to conduct the session.
Useful resources
• WorkCoverSA’s Stakeholder Relations Unit. Telephone: (08) 8233 2453
• SafeWork SA’s Library. Telephone: (08) 8204 8877
• Interpreting and Translating Centre – telephone or face-to-face interpreting
Telephone: (08) 8226 1990 or facsimile: (08) 8226 1992
• Interpreting and translating services (see Yellow Pages – under ‘Interpreting and
translating services’)
• Royal Society for the Blind – for production of information in various formats
(audio tape, large print, braille, computer voice disk) for people who are blind
or have a visual impairment. Telephone: (08) 8417 5599.

4. Health and safety policies
What are health and safety policies and procedures?
A health and safety policy is an organisation’s statement detailing how it will ensure
a healthy and safe work environment. Individual policies will need to be developed for
specific hazards and issues, e.g. smoking in the workplace, manual handling and first aid.
Policies should be supported by procedure/s which provide the step-by-step instructions on
how policies will be achieved.
Why is a health and safety policy important?
Health and safety policies are important because they establish arrangements for
protecting the health and safety of employees. The general health and safety policy is an
important way of demonstrating to management, supervisors and employees that there
is a commitment to ensuring high standards of health and safety.
Preparation of a policy
A health and safety policy should be written to suit the individual needs of the
organisation. In preparing a policy, there must be consultation with HSRs, the health
and safety committee(s), employees, and if requested, relevant unions and employer
associations. Consultation must also occur when the policy is reviewed and updated.
The health and safety policy should be written so it is easy to understand. For employees
who are not fluent in English or are intellectually impaired, it may be translated into
appropriate languages or a format relevant to their disability.
What should be in a policy?
The general health and safety policy should clearly indicate the organisation’s health
and safety objectives and the arrangements for achieving those objectives, including the
different functions and levels of responsibility of all people with a role to play in health
and safety.
It is recommended that a health and safety policy should:
• detail the organisation’s health and safety objectives
• state top level or senior management’s commitment to health and safety
• demonstrate that top level or senior management accepts primary responsibility for
the health and safety of all employees
• identify the Responsible Officer, who must be a senior executive, chief executive
officer or equivalent [Act: 61 and 62]
• define the role and responsibilities of the Responsible Officer, managers, supervisors,
employees, and any other relevant people
• explain how people with health and safety responsibilities will be held accountable for
effective performance of these duties
• provide the name(s) or position(s) of the people to whom employees may make
inquiries and complaints about health and safety issues

• emphasise the importance of consultation and cooperation between management,
employees and their representatives on health and safety issues and contain the
arrangements for joint consultation including the role and functions of HSRs and the
health and safety committee
• outline the organisation’s arrangements and strategies for achieving health and safety
objectives
• state how the policy will be reviewed to make sure it is evaluated and updated
regularly to reflect changes in health and safety arrangements, and include the date of
preparation/last review
• outline strategies to ensure non-English speaking background (NESB) employees and
employees with disabilities, receive appropriate information, supervision and training
and are included in the consultation process
• state a commitment to continuous improvement in occupational health, safety
and welfare.
It is recommended the Responsible Officer or chief executive officer of the organisation
and an employee representative for health and safety issues sign the health and safety
policy. To view a sample health and safety policy see page 25.
Implementation of a policy
Although the overall responsibility for health and safety rests at the highest level of
management, everyone in the organisation has a role to play in its implementation.
Therefore, all employees should be made aware of the health and safety policy and have
the contents of the policy explained to them in a language they understand,
or provided to them in any other format that suits their specific needs.
Simply having a written health and safety policy is not enough by itself. To ensure that
the policy is effective, there needs to be a plan for implementing the policy throughout
the organisation.
A health and safety program is a vital way of ensuring that commitments made in the health
and safety policy are translated into effective action to prevent injury and disease.
The health and safety policy should be dynamic and change in response to
organisational changes that affect the management of health and safety. Regular
revision of the policy allows the employer to promote and maintain an organisation’s
health and safety program.
Health and safety policies

EXAMPLE OF An organisational health and safety policy
1. Statement of intent
[Organisation’s name] is committed to the proper management of occupational health,
safety and welfare, which ranks equally with all other operational considerations.
It is the aim of [organisation’s name] to minimise the risk of injury and disease to
our employees and other persons by adopting a planned and systematic approach to the
management of occupational health, safety and welfare and providing the resources for
its successful implementation and continuous improvement.
2. Objectives
The objectives of this policy are to ensure:
• all hazards and risks to health and safety are identified, assessed and where they
cannot be eliminated are effectively controlled
• measures to control hazards and risks to health and safety are regularly monitored and
evaluated
• employees are consulted and encouraged to contribute to the decision-making process
on occupational health and safety (OHS) matters affecting their health and safety at
work
• all managers, supervisors and employees receive the appropriate information, instruction,
training and supervision they need to safely carry out their responsibilities.
3. Strategies
[Organisation’s name] will achieve its occupational health, safety and welfare objectives
by developing and implementing appropriate policies and procedures that document
standards and guide managers, supervisors and employees in carrying out their
responsibilities in:
• identifying hazards and risks to health and safety associated with tasks and activities
carried out by [organisation’s name]
• assessing the degree and level of risks arising from hazardous tasks or activities
• selecting, implementing and maintaining appropriate measures to control risks
to health and safety
• consulting with employees and their representatives on matters that may affect their
health and safety
• identifying, developing and providing appropriate information, instruction and
training to equip managers, supervisors and employees with the knowledge and skills
necessary to meet their responsibilities
• developing, implementing and monitoring plans to put (organisation’s name) health
and safety policies and procedures into effect.

4. Roles and responsibilities
4.1 Responsible Officer
The [title of Responsible Officer] as the Responsible Officer has the overall responsibility to
provide a healthy and safe workplace for employees and will ensure adequate resources
are provided to meet the health and safety objectives and implement strategies.
In particular the [title of Responsible Officer] will ensure:
• appropriate health and safety policies and procedures are developed and implemented
to enable the effective management of health and safety and control of risks to health
and safety
• mechanisms are provided to enable the identification, development, implementation
and review of appropriate health, safety and welfare-related policies and procedures
• mechanisms are provided to enable employees and their representatives to be
consulted on any proposals for, or changes to, the workplace, work practices,
policies or procedures that may affect the occupational health, safety and welfare of
employees
• managers are provided with the necessary knowledge and skills to effectively enable
them to carry out their health and safety responsibilities
• mechanisms are provided to enable the assessment of managers’ and supervisors’
health and safety performance
• OHS performance is an integral component of [organisation’s name]’s business and
financial plans
• mechanisms are provided to regularly monitor and report on health and safety
performance
• annual health and safety strategic plans are developed and implemented
to meet health and safety objectives.
4.2 OHS Coordinator
The OHS Coordinator has the responsibility for coordinating [organisation’s name]
management of health and safety on behalf of [title of the Responsible Officer]. The
OHS Coordinator does not assume the responsibilities of managers and supervisors.
The OHS Coordinator has a responsibility to:
• coordinate the identification, development, implementation and review of health and
safety-related policies and procedures
• assist managers and supervisors in the identification, assessment and selection of
measures to control hazards and risks to health and safety
• assist managers and supervisors in monitoring and evaluating hazards and risk control
measures
• assist managers and supervisors in the identification, development and provision of
appropriate health and safety-related information, instruction and training
• assist managers and supervisors to effectively consult with employees and their
representatives

• monitor and advise on legislative and technical changes relating to health and safety
• monitor and provide regular reports to the Responsible Officer and the Health and
Safety Committee on the [organisation’s name] OHS performance
• support employees and HSRs to follow policies and safe work procedures developed
• provide information to employees and their representatives on health and safety.
4.3 Managers
Managers have a responsibility in their areas of control to ensure:
• they carry out their roles and responsibilities as detailed in the relevant health and
safety policies and procedures
• relevant health and safety policies and procedures are effectively implemented
• all risks to health and safety are identified, assessed and effectively controlled
• the effectiveness of risk control measures are regularly monitored and deviations from
standards rectified
• supervisors and employees have adequate knowledge and skills to carry out their
health and safety responsibilities
• employees and their representatives are consulted on any proposals for, or changes to,
the workplace, work practices, policies or procedures that may affect the health and
safety of employees.
4.4 Supervisors
Supervisors or persons with supervisory responsibilities have a responsibility to ensure:
• they carry out their roles and responsibilities as detailed in the relevant health and
safety policies and procedures
• relevant health and safety policies and procedures are implemented in their areas of
control
• all risk control measures in their areas of responsibility are implemented, regularly
monitored and maintained
• the employees under their control are provided with the necessary information,
instruction and training to effectively and safely carry out their jobs.
4.5 Employees
Employees have a responsibility to take reasonable care to protect their own health and
safety and to avoid adversely affecting the health and safety of any other person.
Employees have a responsibility to:
• report any incident or hazards at work to their manager or supervisor
• carry out their roles and responsibilities as detailed in the relevant health and safety
policies and procedures
• obey any reasonable instruction aimed at protecting their health and safety while at
work
• use any equipment provided to protect their health and safety while at work
• assist in the identification of hazards, the assessment of risks and the implementation
of risk control measures
• consider and provide feedback on any matters which may affect their health
and safety

• ensure they are not so affected by alcohol or another drug to endanger their own or
any other persons’ health and safety.
4.6 Health and safety committee
[Organisation’s name] will establish a health and safety committee(s) consisting of
management and employee representatives. The Health and Safety Committee will be
the principal forum for management to consult with employees on broad health, safety
and welfare, and policy issues.
The responsibilities of the Committee are to:
• assist in the development, monitoring and review of health and safety policies and
procedures
• consider any proposal for, or changes to, the workplace, policies, work practices or
procedures that may affect the health and safety of employees
• promote the importance of health and safety among management and employees
• monitor [organisation’s name] health and safety performance
• monitor the rehabilitation of injured employees
• assist in the resolution of health and safety disputes.
4.7 Health and safety representatives
[Organisation’s name] will encourage and facilitate the formation of work groups and
election of health and safety representatives (HSRs) to represent employees on health
and safety matters.
The role of HSRs is to:
• represent employees from their work group on health and safety matters
• investigate health and safety-related complaints prior to representations
to management
• make representations to management and report back to employees on any matter
relating to health and safety
• discuss with the employees any proposals or matters that may affect their health and
safety
• assist management in the identification of hazards, the assessment of risks
and implementation of risk control measures
• assist in promoting adherence to health and safety policies and procedures
• assist in the monitoring of risk controls and health and safety policies and procedures.
5. Annual report
The annual report will contain health and safety information with particular reference to
work injury and experience relative to performance targets.

6. Review of policy
The health and safety policy will be reviewed annually in consultation with the Health
and Safety Committee.
The review will involve assessing the effectiveness of the policy and program by:
• reviewing overall health and safety performance
• monitoring the effectiveness of policies and procedures.
7. Dissemination of policy
Each employee will be provided with a copy of [organisation’s name] health and safety
policy as part of their induction. Employees will have ready access to all health and
safety policies and procedures through their supervisors and HSRs.
Responsible Officer Employee representative
Date issued Date of review

5. Hazard management
An essential step in the management of OHS is ensuring that all hazards are identified,
the risks assessed, and effective control measures are developed and implemented. This
approach is a fundamental principle of the Regulations and Approved Codes of Practice.
Hazard identification
A hazard is something that has the potential to harm the health, safety and welfare
of people at work. Examples of hazards that may be found in the workplace include
noise, hazardous substances, unguarded power-driven machinery, working at heights
and stressful working conditions (e.g. the threat of violence).
To identify hazards to health, safety and welfare:
• Check the records of injuries and incidents (including near misses) that have occurred
in the workplace or in other similar workplaces (see chapter 11 ‘Action if an injury
happens’ for more information on injury records).
• Conduct walk-through inspections of the workplace using a checklist to identify
potential hazards.
• Consult with employees to find out what problems they have in their jobs (see chapter
6 ‘Consultation’).
• Read publications such as Regulations and Approved Codes of Practice, that identify
potential hazards (see chapter 12 ‘Sources of information on health and safety issues’).
Risk assessment
When hazards have been identified, assess the risk created by each hazard. The risk is
the likelihood that the hazard will cause injury, illness or disease in the way that it is
used or occurs in the workplace, and the severity of the injury, illness or disease that
may result. Risk assessment means the process of evaluating the probability
and consequences of injury, illness or disease arising from exposure to an identified
hazard or hazards [Reg: 3 and Reg: 20].
Assessment of a risk involves consideration of:
• the nature of the hazard
• how it may affect health or safety (what type of injury, illness or disease could occur
and how serious they are)
• how employees are exposed to the hazard
• any workers affected (e.g. women, NESB workers, workers with disabilities etc.)
• how much, how often and for how long employees are exposed
• location of the hazard.
The risk assessment also takes into account the way that work is organised, the layout
and condition of the work environment, the training and knowledge needed by a person
to work safely and the types of control measures available.

The assessment of risk is a process of gathering information and making decisions.
There is no ‘right’ answer. People will make certain decisions about risk because they
have different ideas about what is acceptable. For this reason it is important that those
who will be affected by the decisions made (the employer, relevant employees and their
representatives) should be involved in the assessment (see chapter 6 ‘Consultation’).
An assessment should be made whenever there is a change in the workplace that could
affect health, safety or welfare, or when there is new information about a hazard.
Risk control
When hazards have been identified and the risks assessed, appropriate control measures
should be developed and implemented. The aim is to eliminate or minimise the risk.
There are many ways for employers to control risks to health, safety or welfare in the
workplace. As far as possible, a hazard should be controlled at its source rather than
trying to make the employee ‘work safely’ in a dangerous environment or having the
employee wear protective clothing and equipment.
Controlling the hazard at the source is much more effective in the prevention of injury,
illness or disease. To do this, action needs to be taken to control risks in the order listed
in the table on page 33. This is often called the ‘hierarchy of controls’. Control measures
from the top of the list give better results. Measures from the bottom of the list are
more difficult to maintain and usually less effective. They should be regarded as interim
measures until preferred ones can be implemented.
Information about how to control the risks to health and safety can be found by:
• checking the Regulations and Approved Codes of Practice that describe control
measures for the particular hazard
• consultation with employees who are exposed to the hazard
• seeking information from employer and employee organisations and unions
• seeking information from relevant manufacturers or suppliers of hazardous substances
or plant
• obtaining advice from OHS consultants
• contacting government agencies and other sources of health and safety information (see
chapter 12 ‘Sources of information on health and safety issues’ for advice on where to
obtain more information on hazards and their control).
Hazard management

Hazard management
6 Use personal protective
clothing or equipment
5 Use administrative
controls
4 Use engineering controls
3 Isolate the hazard
2 Substitute the hazard with
something of a lesser risk
1 Eliminate the hazard
E.g. remove noisy equipment, purchase pre-
cut items.
If this is not practicable, then
s
E.g. use smaller packages, use a less toxic
chemical, electric forklift in place of petrol-
driven forklift, vacuum rather than sweep.
s
E.g. place barriers around a spill until
cleaned up, locate photocopier in separate,
well-ventilated room.
s
E.g. provide a trolley to move heavy
loads, place guards on moving parts
of machinery.
s
E.g. introduce job rotation, shorter task
shifts, ensure equipment is maintained
regularly, safe work procedures, instruction
and training.
s
E.g. provide hearing and eye protection,
hard hats, gloves, masks.
until you have a better method of control.
The hierarchy of control measures table

Steps for managing hazards
Safe work provides a basic structure for the valuable and appropriate implementation of
health and safety in your business.
It’s about employers and workers working together to provide the safest work
environment.
The ‘SAFER’ approach will help protect employees, safeguard a workplace’s investment
and reduce a workplace’s levy rate.
See it — hazard identification
Identify anything that has the potential to harm the health or safety of people at work.
Assess it — risk assessment
Consider the likelihood that someone will be hurt, how badly they will be hurt, how they
could be hurt, as well as how much, how long and how often a person is exposed to the
hazard.
Fix it — risk control
Determine how the hazards are going to be controlled. If elimination of the hazard
is not possible, other controls should be implemented to reduce potential risks.
Evaluate
Once the most appropriate fix has been selected, it’s important to evaluate whether the
fix has been successful in controlling the hazard – re-assess the risk again.
Review
After a period of time, when the work environment changes, a review of this entire
process is required to continually control the hazard.
A safe system of work should be provided to ensure the total set of methods are
adopted for carrying out the operations required in a particular workplace. They cover all
aspects of the employment situation including the organisation of work processes, the
methods of using machinery, plant and equipment, the methods of hiring labour, job
training, instruction and supervision about associated hazards and their management,
and what to do when things go wrong.
Hazard management

6. Consultation
What is consultation?
Consultation is the sharing of information and the exchange of views between two or
more people. In the workplace we are generally referring to the interaction between
employers and employees.
Why is consultation necessary?
Consultation between employers and employees is a fundamental element of a positive
approach to health, safety and welfare in the workplace. Through consultation, managers
and supervisors can become more aware of hazards and OHS issues experienced by
employees. Employees can also provide suggestions about how to resolve health and safety
problems.
Consultation during the planning of new work or work processes and the identification,
assessment and control of risks provides practical and effective information for the
prevention of work-related injury, illness and disease.
Who should be involved?
Consultation should take place between employers and employees, and/or their elected
representatives.
The Act allows groups of employees to elect HSRs. There is more information on this in
chapter 7 ‘Health and safety representatives’. HSRs provide the key focus for consultation
under the Act. They should be the first points of contact for employers consulting with
employees on health and safety issues. Likewise, employees should make their HSR aware of
the health and safety problems identified.
Health and safety committees may also be established to allow joint consultation between
management and employee representatives. The main roles of committees are to consider
policy issues and to try to find a solution to unresolved issues (see chapter 8 ‘Health and
safety committees’ for more information).
Employees who are union members can ask their employer to involve their union
in the consultation process.

When is it necessary to consult?
An employer should consult with employees and their representatives before any
changes are made at the workplace that may affect health and safety. Consultation
should also take place throughout the planning and implementation of changes.
Consultation should occur when:
• an employer is identifying hazards
• assessing any risk
• deciding on measures to control risks
• implementing controls
• reviewing the effectiveness of controls
• reviewing and developing policies
• investigating incidents
• changing work practices and procedures
• introducing new substances to the workplace.
Consultation with employees should take place in the initial stages of these processes so
their experience and expertise can be taken into account.
Procedures for consultation
The employer and employees should develop agreed procedures for consultation. For
consultation to be effective, employees and their representatives should have access
to relevant information, including information on hazards in the workplace, work
conditions, work organisation, plant, equipment or materials used in the workplace, the
Act, Regulations, Australian Standards, statistics etc.
Enough time should be allowed for employees and their representatives to consider the
implications of the information and to discuss it amongst themselves.
The Regulations
The Regulations require organisations to consult employees on issues mentioned
in this section. Check Regulation 19 for details.
Consultation

7. Health and safety representatives (HSRs)
About hsrs
The OHSW Act 1986 states that a group of employees may elect a person to represent them
on health, safety and welfare issues. This group of employees is called the work group and
the person they elect to represent them is called an HSR.
HSRs have a vital role to play in assisting employees to have health, safety and welfare
issues raised. Through their own experience in the workplace, representatives have a
practical understanding of the health and safety problems that employees experience
and can contribute suggestions about ways to resolve these problems.
Functions and roles of hsrs
HSRs have legal roles and functions to assist them to carry out their roles effectively
[Act: 32]. Employers cannot discriminate against HSRs for performing any of their
functions [Act: 56].
An HSR can take action on health and safety issues affecting employees in their work
group – this includes issues affecting contractors, labour hire workers and visitors.
An HSR is entitled to:
• inspect the workplace at any time after giving reasonable notice to the employer, or
immediately if there is an incident, dangerous occurrence, imminent danger or risk
to the health, safety or welfare of a member of their work group – the HSR must be
advised immediately by the employer if any of these things happen
• during an inspection of the workplace, discuss any matter affecting health, safety or
welfare with any employee at the workplace and carry out appropriate investigations
• be accompanied by a consultant (approved by the Minister, the employer or a relevant
health and safety committee) in an inspection of the workplace
• accompany an inspector from SafeWork SA during an inspection of the workplace
• investigate complaints on health, safety or welfare made by employees in the
work group
• have access to information about risks to health and safety that may arise, in any work
or from any plant or substances, which may affect members of the representative’s work
group
• have access to information about the health and safety of employees with the
employee’s consent
• raise any issue affecting the health, safety or welfare of members of the work group
with the employer
• if requested by an employee in the work group, be present at any interview about
health and safety between the employee and the employer or the employee and
a SafeWork SA inspector
• be consulted about proposed changes to the work, the workplace, plant or substances
used, which may affect the health, safety or welfare of employees in their work group
• be consulted about policies, practices and procedures on health, safety and welfare, and
on any proposed changes to these

• be consulted about any proposed application to SafeWork SA for modification of
requirements of any Regulation
• issue a Default Notice which requires action to be taken to resolve a health and safety
problem
• direct that work cease if there is an immediate threat to the health and safety
of an employee in the work group until adequate measures are taken to protect the
employee
• be provided with facilities and assistance to enable the HSR to perform his or her
functions under the Act.
See chapter 9 ‘The resolution of health and safety issues’ for more information about the
role of HSRs in the resolution of issues, including issuing Default Notices and stopping
unsafe work.
HSRs do not have any legal liability for their actions, or lack of action on any matter in
their role as HSR. However, if a representative is found guilty of using their powers or
information obtained for an improper purpose, the representative may be given a Division
6 fine of up to $10,000.
Guidelines for forming work groups
Within a particular organisation there may be one or more HSRs, with each representative
being elected to represent a particular work group of employees. Before HSRs can be
elected, a decision must be made about what the work groups will be and/or who will be in
each group.
Getting started
It only needs one employee to ask the employer to form a work group [Act: 27(3)]. Of
course the request may come from several employees or there may be a request for
more than one work group. Also, the employer may suggest to employees that work
groups be formed.
When an employer receives a request from an employee to set up a work group, the
employer must respond to this request within 14 days [Act: 27(3)]. This does not mean
that the work group(s) must be set up within 14 days, rather that the employer must
commence (or at least set a date to commence) consultation with employees about the
establishment of work groups.
Who can be involved?
In relation to decisions about work groups and the election of HSRs and, in order to
avoid a conflict of interest, any personnel who are employed as managers or supervisors
are not regarded as employees [Act: 26]. This means that only non-managerial
employees can be involved in the decisions unless a majority (51 per cent or more) of
these employees decide that it is reasonable to treat a particular manager or supervisor
as an employee.
Health and safety representatives

All interested employees are entitled to be involved. This means that any employee who
could be affected by the decision about the make-up of work groups has the right to
have a say.
Self-employed contractors are not regarded as employees in relation to decisions about
work groups and cannot be involved in this process.
How are work groups set up?
Decisions about work groups must be made by consultation and agreement between
the employer and any interested employees, or a person appointed by the employees to
negotiate on their behalf [Act: 27(2)]. If any one of the interested employees is a member
of a union and the employee asks the employer to consult the union about the proposal
to form a work group(s), then the union must be consulted [Act: 27(4)].
Consultation in determining work groups should provide a genuine opportunity for all
the parties affected by the decision to have input into it. The aim is to identify the most
workable arrangement for the organisation. To this end, all parties should be willing to
consider other opinions and proposals that may be different from their own.
What factors should be considered when setting up
work groups?
There are a number of factors to consider when setting up work groups [Act: 27(6)].
These factors are:
(a) the number of employees employed by the employer
(b) the different types of work performed by the employees
(c) the number and groupings of employees who perform the same or similar
types of work
(d) the areas or places where each type of work is done
(e) whether any employee must move from place to place while at work
(f) the times that work is performed
(g) the overtime or shiftwork arrangements
(h) the types of risks involved in particular types of work.
Other relevant factors may also be considered. The aim is to ensure that each employee has
the opportunity to be represented by an HSR and that each work group is set up in a way
that will allow the elected representative to perform his or her functions effectively.
To be effective, an HSR will need to have regular and easy contact with members of the
work group. This may be difficult if members of the work group are at work at different
times (due to shifts) or if they work at different locations (unless there are systems and
arrangements in place to allow the representative to communicate with employees in the
work group). Similarly, if a work group is too large it will be difficult for the representative
to keep in regular contact with employees in the work group and to investigate health and
safety issues arising in their work.

The employer needs to be able to fulfil his or her responsibilities to the HSR. For this
reason it may be appropriate to consider manager/supervisor responsibilities. For
example, resolution of issues by consultation with a representative may be easier if
the representative represents employees who come within that manager/supervisor’s
responsibility.
Recognised members of work groups
The members of a particular work group, as agreed between the employer and any
interested employees (or their representative) during the formation of work groups, are
the recognised members of that work group [Act: 26a].
All of the recognised members of a work group are entitled to stand for election as the
HSR for that work group and to vote in the election for the representative (or deputy
representative) [Act: 28].
In many cases the employees in a work group will remain the same once it has been set
up. However, in some cases the work group may include additional employees
at certain times. For example, this might occur if an employer has casual or seasonal
employees who could be recognised members of the work group when they are in the
workplace.
Organisations with particular problems
Some organisations may experience difficulties in determining work groups because of
the way work is organised. Some examples of work arrangements and workplaces that
have particular problems to consider are employees who:
• have changing work locations within a work site
• have changing working hours (e.g. rotating shiftwork)
• may move from site to site according to the demands of the job
• travel from place to place, and do not have a fixed workplace (e.g. road freight
transport workers)
• perform transient, seasonal and other short-term work.
There are ways of overcoming these problems. It requires employers, employees and
their representatives to consult and determine solutions that are acceptable, workable
and relevant to the workplaces and work arrangements in question.
What if problems arise?
If the composition of work groups or the recognised members of such groups cannot
be agreed upon by consultation between the relevant people, or if the employer fails to
respond to a request to form work groups within the 14 days allowed, the matter may be
referred to the Industrial Commission for resolution. The employer, interested employee(s),
or where requested, a union that represents an interested employee [Act: 27(7)] can do
this.
Naming of work groups
A list of the work groups must be kept by the employer [Act: 27(12)] and prominently
displayed in the workplace [Act: 27(13)]. To assist this, work groups may be named so
they can be identified.

Revising work groups
Once work groups have been set up, normally they will not change unless the
circumstances of the organisation change. They should normally remain unchanged,
at least for the term of office of the elected HSR (three years). However, if either the
employer or interested employees are dissatisfied with the practical workings of a group,
they may consult again and agree to make changes to the work group [Act: 27(11)].
If there is a substantial change in the work group during the term of an HSR, and it is
agreed by at least half (50 per cent or more) of the recognised members of the group
that a fresh election should be held, then the HSR should resign and a fresh election
must be held [Act: 30(3)].
Guidelines for electing aN hsr
The legislation requires that certain procedures be followed when electing HSRs. These
are described in the Act [Act: 28] and the HSR Regulations [Reg: 367 to 379].
These guidelines explain the procedures for electing HSRs. They should be read in
conjunction with the ‘Guidelines for forming work groups’ section in this chapter to ensure
that work groups are formed properly before starting to elect representatives.
Each work group is entitled to elect an HSR and a deputy representative. In electing the
representative or deputy representative, all ‘recognised members’ of the work group are
entitled to stand for election and to vote in the election. Recognised members of a work
group are determined during the formation of work groups.
Returning officers
The first step in electing an HSR is the selection of a returning officer to conduct the
election. At least half (50 per cent or more) of the recognised members of the work group
need to agree on who this will be [Act: 28(3)].
The person selected should be someone who has the trust and confidence of the work
group. The returning officer may be a member of the work group, someone else in the
workplace or someone from outside the workplace e.g. it could be an official of a union
that has members in the work group.
A person cannot be a returning officer and a candidate for the HSR’s position in the
same election [Reg: 370]. If a returning officer wants to be a candidate, the work group
must select someone else to run the election.
The same person may be selected to act as returning officer by a number of work groups.
If no agreement can be reached about who the returning officer will be, SafeWork SA
should be asked to nominate somebody to act as returning officer [Act: 28(3)]. Contact
SafeWork SA’s Workplace Consultation Program on 1300 365 255.

What does the returning officer do?
As soon as possible after appointment, the returning officer must display a notice(s)
prominently at the workplace(s) of the work group [Reg: 369 (1)(b)]. The notice must:
• state the day, time and place of the election
• invite nominations for candidates.
The notice should also state the name of the work group, the name of the returning
officer and give details of how to nominate and when nominations will close.
In setting the date, time and place of the HSR election, the returning officer must make
arrangements that are convenient to the members of the work group [Reg: 369 (3)].
Nominations
Any recognised members of the work group can nominate or be nominated for the
position of HSR [Act: 28(2)]. Candidates may nominate themselves or may be nominated
by other members. There is no need to have nominations seconded, but they must be in
writing and must be received by the returning officer at least three business days before
the ballot is to take place [Reg: 370].
A period of at least eight days is needed to display a notice of the intended election.
After the nominations have closed and before the ballot takes place, the returning
officer should contact all the nominees to confirm that they wish to stand for the
position of HSR.
Voting
If only one person nominates for the position of HSR, then no ballot is necessary and the
person is declared elected [Act: 28(7)]. If more than one nomination is received then the
returning officer must organise a ballot.
The returning officer must make up ballot papers that can be used at the election
[Reg: 371(1)]. They must list the names of candidates in alphabetical order of their
surnames [Reg: 371(2)].
All recognised members of the work group are entitled to vote [Act: 28(4)]. Each
candidate for the position of HSR is entitled to vote because they are recognised
members of the work group.
There must be a secret ballot if requested by any recognised member of the work group
[Act: 28(6)]. If a secret ballot is not requested, voting is by show of hands [Reg: 371(3)].

When a secret ballot has been requested, all recognised members who are voting at the
election must use a ballot paper [Reg: 371(3)]. Each recognised member is entitled to
receive one ballot paper (or exchange it for a new one if they spoil their original)
[Reg: 371(4)]. A person votes by placing a cross next to the name of the person that they
prefer [Reg: 371(5)]. However, they may use another method to vote (e.g. circling the
candidate’s name) provided that their intention is clearly indicated on the ballot paper
[Reg: 371(6)].
In some workplaces the working arrangements may make it difficult for all those eligible to
vote to be at the same place at the same time. In these situations a ballot may be the only
way to ensure that everybody entitled to vote can do so and it would be advisable to hold
a secret ballot even if no recognised member of the work group has actually requested it. It
may also be necessary to make arrangements to allow people to cast their vote at different
times and/or places.
Counting the votes
The candidate who receives the most number of votes is elected as the HSR for the
particular work group [Reg: 372(1)]. Where two or more candidates receive an equal
number of votes, the successful candidate is decided by the drawing of lots [Reg: 372].
Once the votes have been counted, the returning officer notifies the winner that they
have been elected as the HSR. A notice relating to the results of the election must be
prominently displayed.
The appointment of scrutineers by candidates to monitor the counting of the votes is
not required by the legislation nor is it prohibited. This occurs in most other election
procedures and it is well worth considering having similar arrangements for the election of
HSRs.
Retaining voting materials
The final duty of the returning officer is to keep copies of all the material used in the
election (i.e. notices, nominations received, ballot papers must be kept). These must be
kept for six months after the election has taken place [Reg: 375].
Deputy HSRs
The procedure for electing deputy HSRs is not specified in the legislation and must be
decided by members of the work group involved [Act: 29(1); Reg: 373]. Possible options
might include:
• following the election of the representative, and using the same procedure, hold an
election for the deputy’s position
• declaring the ‘runner-up’ in the representative’s election as the deputy
• jointly running the election for the representative and the deputy.
If a procedure cannot be agreed to, the procedure set out under the legislation for
electing HSRs must be followed [Reg: 373]. All recognised members of the work group
can participate in the election of a deputy HSR.

Notification after election
An HSR and any deputy HSR should notify their employer and SafeWork SA of their
election within 14 days [Act: 28(12); Reg: 374]. This tells the employer who they should
consult with regarding health and safety issues affecting work groups. It also enables
SafeWork SA to:
• provide information directly to HSRs
• have a record of the number of representatives elected, the type of industry they
are employed in and other information needed for the development of strategies to
improve OHS
• confirm the representative’s position should anyone question their status.
Forms for notifying HSR election outcomes are available from SafeWork SA’s Help Centre
(Telephone: 1300 365 255), or refer to Appendix 1 to see a sample form.
Although not a requirement of the legislation, many unions like to be informed of the
election of HSRs and deputies. If they are union members, representatives and deputies
should contact their union as soon as possible after the results of the ballot are known.
This enables unions to ensure that representatives receive training and to provide
representatives with information that will assist them in representing members of their work
group effectively.

When are elections necessary?
The first election for an HSR should take place as soon as possible after an agreement
has been reached on the formation of work groups. As the representative has a term of
office of three years [Act: 30(1)], subsequent elections will need to occur every three years.
A new election will also be needed if:
• an HSR resigns or ceases to be a member of the work group that elected them
(through transfer, dismissal, promotion, leaving the job, or any other reason)
[Act: 30(b)(c)]
• the work groups are re-organised or their composition changes significantly and
at least half (50 per cent or more) of the recognised members of the work group
decide a fresh election is necessary [Act: 27(11), 30(3)]
• at least two-thirds of the recognised members of the work group are dissatisfied
with the HSR’s performance and decide to elect a new representative [Act: 30(2)(ca)].
A fresh election would also be needed if a review committee established by the Industrial
Court removes an HSR from office. This can occur following an application from:
• the employer
• a union that has a member(s) in the work group the HSR represents
• a majority of the employees who are members in the work group [Act: 30(4)].
For an application of this type to succeed, the review committee must be satisfied that
the HSR has:
• repeatedly neglected to carry out his or her functions as an HSR under the Act
• abused the rights and powers given to him or her by the Act
• disclosed information given to him or her, by the employer, for improper purposes
[Act: 30(5)].
The date of an HSR’s election should be recorded so that another election can be held
following the completion of the three-year term of office. A subsequent election should
be organised so the time that the work group is unrepresented is minimised.
This information about the term of office for an HSR, when a new election is required, and
disqualification of a representative also applies to a deputy HSR.
Disputes
A recognised member of the work group or a union that has members in the work
group can dispute the election of an HSR by applying to the Industrial Relations
Commission to have the matter resolved [Act: 28(8)] (see chapter 2 ‘The health and
safety legislation’ for more information).

Establish work groups
Employers and employees reach an agreement on the nature of the work
groups through consultation (employee associations can be involved if requested
by member/s.) Establish who are ‘employees’ and who is ‘management’ for the
purposes of determining who can take part in the election. Page 38
A request is made to THE employer to form work
groups and elect aN hsr Page 38
s
s
determine who will be returning officer
The returning officer is responsible for conducting the ballot. At least 50 per cent of
the work group need to agree on who this will be. The returning officer cannot be a
candidate in the election but can be someone from another work group. Page 41
s
call for nominations
You must allow for enough time before close of nominations for all workers
to be aware of the call for nominations (take into consideration shift/weekend
workers). Page 42
s
conduct election
If requested by a member of the work group, a secret ballot must be conducted.
All work group members must be given the opportunity to vote. This may require the
ballot to be conducted over a period of time. It may be conducted by way of
a postal ballot. If only one nomination is received, the person is declared elected with
no ballot being conducted. Page 43
s
VOTE is counted
If a draw occurs, then the successful candidate is determined by drawing lots.
The returning officer advises the candidates of the results of the ballots as well
as the work groups and employer. Page 43
s
hsr is elected
The HSR must register with SafeWork SA by completing a Notification of Election form.
This form can be obtained by either contacting SafeWork SA or from
www.safework.sa.gov.au
Once an employer is advised of the ballot results, they must ensure the HSR is
registered. Following their election an HSR should attend approved HSR training. See
www.safework.sa.gov.au for details of approved training organisations. Page 44
electing and registering health and safety representatives
The Act and Regulations outline the process for electing HSRs. Further information
regarding the process can be found at www.safework.sa.gov.au

Guidelines for hSR training
The role of the HSR in the workplace involves the use of powers and functions not
available to workers. If they are to represent their work group effectively, it is important
that the HSR is fully aware of how, where and when to use these powers and functions.
To help develop this awareness, the HSR should attend an approved elected HSRs’
training course as soon as possible after being elected.
What training is a representative entitled to?
Where the employer has more than 20 employees, or is paying a penalty on its
WorkCoverSA levy, an HSR is entitled to leave, without loss of income, to attend
approved training courses [Act: 34(3), Reg: 377]. This training is additional to any trade
union training leave provisions in industrial awards and/or agreements.
Where there is a choice of courses available, an HSR must consult with their employer to
ensure the training does not affect business operations, rostering, schedules etc.
[Act: 31A(2)(b)].
Small organisations
An HSR working for an organisation that has 20 or less employees does not have
an automatic entitlement to training leave unless the organisation is paying a penalty on
its WorkCoverSA levy. If the organisation is not paying a penalty on its WorkCoverSA
levy, the HSR must negotiate with the employer about the duration and timing of
training leave.
Deputy HSRs
Deputy HSRs may also attend training each year without loss of income and should
consult with the employer to arrange attendance at a training course [Act: 31A(2)(b)].
A deputy representative will obviously be able to carry out their role more effectively if
they have been trained.
What training is available?
To correspond with the three periods of training leave, there are three levels of approved
HSR training.
Level one
The level one course is a five-day introductory course on OHS. It is the first year
component of a three-year package and is aimed at empowering elected HSRs and
deputy HSRs to effectively represent their work group on OHS matters.
The course aims to provide HSRs with a working knowledge of the Act, the Regulations
and Approved Codes of Practice. It also aims to assist them to understand the principles of
hazard management and the consultation process for resolving occupational health, safety
and welfare issues, and thereby develop positive attitudes to OHS.

Level two
The level two course is a five-day course that aims to develop, reinforce, extend and add
to the range of skills and knowledge acquired in the level one course. The course also
aims to provide more information on the Act and to further assist HSRs’ understanding of
the risk assessment approach to hazard management. A major component of the course
is the development of skills necessary to research, prepare and present a case using
practical exercises relevant to the needs of the participants. A list of priority topics of
significance should be provided to representatives at the beginning of the course to allow
time for them to discuss and choose a topic for presentation later in the training.
The level one and two courses can be held on five consecutive days or split into a three
plus two-day or two plus three-day format. The split format presentation must be
completed within a four-week period.
Continuing training (third year and beyond)
HSRs and Deputy HSRs are entitled to two days training in their third year of office and
each year thereafter. This level of training is also designed to facilitate training beyond
the three years for those HSRs and Deputy HSRs who have been re-elected. The joint
training of HSRs and managers/supervisors is an acceptable training approach at this
stage.
The course is structured to allow a significant amount of flexibility so representatives can
choose topics that are most relevant to them, their work group and their workplace.
HSRs may participate in workshops, seminars and/or specialist conferences held either on
consecutive days or throughout the year.
Information about workshops, seminars and conferences that have been approved for
continuing training is available from the OHS Skills Unit on 1300 365 255, or contact
any of the approved training providers listed on SafeWork SA’s website
Wages, non-wage expenses, entitlements and payment of course costs
While attending training, HSRs should be paid at the same amount as they would have
been paid had they actually worked the period of time spent at the training course
[Act: 34(3)]. In addition to the normal hourly rate, this includes regularly worked
overtime, shift allowances, penalty payments, special allowances, etc. Casual and/or
part-time employees working less than 38 hours per week are entitled to receive their
normal weekly wage.
If a ‘rostered day off’ (RDO) occurs while the HSR is attending an approved training
course, then they are entitled to have the RDO transferred to another date agreed to by
the HSR and the employer. This applies to time off resulting from the application of a
38-hour week as well as days off occurring because of rostering arrangements.

HSRs employed on a ‘piece-work’ or ‘commission’ basis should receive:
• an average wage over a period of time agreed to by the HSR and the employer
or
• the same wages as another employee, agreed to by the HSR and the employer, who
normally receives the same wages as the HSR.
If a dispute over the payment of wages cannot be resolved, the matter should be
referred to the Industrial Relations Commission for resolution (see chapter 2 ‘The health
and safety legislation’ for more details).
When attending approved training, HSRs and deputy HSRs are entitled to be reimbursed
by the employer for any reasonable expenses incurred by the person with respect
to travelling, meals or accommodation, parking fees or other matters prescribed by
Regulations, to the extent that these expenses are over and above or additional to those
the HSRs and deputy HSRs would have incurred had they been at work [Act: 31B].
Employers generally recognise the importance of HSRs receiving training and have been
willing to meet non-wage expenses. However, the legislation does not specify who
should pay non-wage expenses, and if the employer is unwilling to pay these costs
then the HSR must either pay or get somebody else (their union for example) to do
so. If neither of these options is possible it is likely that the representative will remain
untrained and may possibly become a liability, rather than an asset to the organisation.
It is therefore in the best interests of the employer to pay these non-wage expenses to
ensure that all HSRs are capable of adequately performing their functions.
Arranging hSR training
How do HSRs arrange to go to a training course?
HSRs may make direct arrangements with training providers to attend a course. However,
in some situations someone else may arrange an HSR’s attendance at a training course. For
example, the employer or relevant unions may make arrangements with a training provider
to provide specific training to HSRs from a particular industry. Alternatively, where there
are enough HSRs at one workplace, arrangements may be made with an approved course
provider to conduct the training on-site.
However, HSRs are ultimately responsible for organising their own training and while
they are required to consult with the employer, HSRs make the final decision about
which course they will attend.
Training providers
For information on training providers approved to deliver elected HSR training, contact
the SafeWork SA Help Centre on 1300 365 255 or visit www.safework.sa.gov.au

Approved OHS consultants for HSRs
OHS consultants can provide expertise in specific areas, for example, ventilation or
specialist information and advice on health and safety issues. Their separation from the
workplace means they can provide an independent viewpoint in the resolution of OHS
problems.
During an inspection of the workplace, HSRs can be accompanied by a consultant who
has been approved by:
• the Minister for Industrial Relations
• a health and safety committee with responsibilities in relation to the work group that
the HSR represents
• the HSR’s employer [Act: 32(3) and 32(8)].
An employer is not liable for the cost of a consultant attending a workplace to
accompany an HSR on an inspection [Act: 32(4)]. Therefore, to enable access to
consultants, the Minister has approved a core group of non-charging consultants for
HSRs. Contact SafeWork SA on 1300 365 255 to obtain a complete listing of consultants
available to HSRs, or see www.safework.sa.gov.au for details.
Keeping records
Keeping records of tasks related to your work group and function is an important part
of being an HSR. These may include:
• a diary to document health and safety issues and/or conversations with either
members of your work group and/or your supervisor
• inspection checklists.
If you are a member of the health and safety committee you will also need to have easy
access to copies of:
• hazard management tools
• photographs of relevant plant and equipment in your work area
• agendas and minutes of employee and/or health and safety committee meetings
• hazard information relevant to hazards at your workplace
• other documents that might be relevant to improving workplace health and safety.

8. Health and safety committees
Why are health and safety committees important?
Health and safety committees provide a way for management and workers to meet
regularly to discuss workplace health and safety issues. They are an important way to
bring together workers’ practical knowledge of jobs and management’s overview of the
workplace and work organisation.
It is generally recommended that health and safety committees be primarily involved
in issues that affect the organisation as a whole (e.g. policies and procedures). Specific
health and safety problems are better dealt with by direct consultation between the
relevant HSR (if there is one) and supervisor at the worksite level. Likewise, committees
should not be investigating individual injuries or determining rehabilitation of
individual employees. Rather, they should focus on the organisational procedures and
arrangements for managing injuries (see chapter 11 ‘Action if an injury happens’).
Functions of health and safety committees
Committees have six main functions [Act: 33(1)]. These are to:
• facilitate cooperation between management and employees in initiating, developing,
carrying out and monitoring measures designed to ensure the health, safety and
welfare of employees
• assist in resolving health, safety and welfare issues that arise at the workplace
(see chapter 9 ‘The resolution of health and safety issues’)
• assist in the formulation, review and distribution (in appropriate languages) of health,
safety and welfare policies, practices and procedures that are to be followed at the
workplace
• consult on any proposed changes to health, safety and welfare policies, practices or
procedures and any proposed changes to the workplace that may affect health, safety
or welfare
• review developments in the field of rehabilitation and the employment of workers who
have some form of disability
• assist in the return to work of employees who have suffered from work-related injuries.
These and the following additional functions should be considered for inclusion in the
terms of reference for the effective operation of each health and safety committee
[Act: 33(1)(g)]:
• reviewing availability of resources for OHS
• establishing a priority list of health and safety issues that need to be addressed
• developing and monitoring an injury reporting system
• developing a purchasing policy for new plant, equipment or substances, which
addresses health, safety and welfare issues
• developing practices and procedures to ensure compliance with new and existing
Regulations and Approved Codes of Practice
• developing and monitoring methods for conducting regular safety audits of the
workplace.

Establishing a committee
There are procedures for establishing health and safety committees in Section 31 of the
Act and the health and safety committee Regulations [Reg: 380].
Provided that the correct procedures are followed, it doesn’t really matter who starts
the process of forming a health and safety committee. However, a committee must
be established within two months if requested by an HSR or any five employees if the
employer has at least 20 employees [Act: 31(1); Reg: 380(2)]. To avoid a conflict of
interest, any personnel who are employed as managers or supervisors are not regarded
as employees when determining membership of committees, unless a majority of non-
managerial employees decide that it is reasonable to treat a particular manager or supervisor
as an employee [Act: 26].
If your organisation has less than 20 employees, it is often easier to consult and discuss
health and safety issues in a less formal setting. Some possible methods would be to:
• have health and safety as a standard agenda item at a staff meeting
• discuss health and safety at toolbox meetings
• discuss health and safety at hand-over sessions (i.e. discussions between shift changes)
• establish and implement trip debriefings for those required to travel as part of their
work.
Size and number of committees
The composition and number of health and safety committees established must be
determined by agreement between the employer, any relevant HSR(s), interested
employees and, where requested by these employees, their union(s) [Act: 31(2) and (3)].
The number of committees should be kept to the minimum required to provide
the necessary coverage of the workplace(s) and work performed. Usually this can be
achieved with a single committee. However, in some situations more committees may be
needed. In deciding how many committees should be established, consideration should be
given to the:
• size of the workplace and workforce
• location and number of separate workplaces
• number of work groups and HSRs
• shift and rostering arrangements
• nature of work being done
• functions of the committees.
There is no ideal size for a committee and factors similar to those for deciding the
number of committees should be used to decide their size. The aim is to ensure that
the membership of any committee represents a cross-section of the people (whether
managers, supervisors or employees) whose activities, work or health and safety would
come within the responsibility of the committee.
Health and safety committees

Where it is decided that, to obtain sufficient workplace representation, committees need
to have more than 11 members, consideration should be given to increasing the number
of committees and reducing their size. Where the opposite occurs and committee
membership is less than five, reducing the number of committees to increase their size
should be considered.
If several committees are established in an organisation, the relationship between
them should be clarified to ensure that they do not duplicate effort or recommend
inconsistent policies. To prevent such problems it is recommended that a hierarchy
of committees be established. In this arrangement one committee would address
policy issues for the whole organisation and other committees would have defined
responsibilities for particular departments, divisions or other areas.
If there is a dispute over the formation of a health and safety committee that cannot be
resolved at the workplace, it should be referred to the Industrial Relations Commission
for resolution.
Once established, the composition of a health and safety committee may be varied
at any time by agreement between the employer, any relevant HSR/s and any interested
employees who are within the responsibility of the committee [Act: 31(12)].
Committee membership
What is the difference between an HSR and a committee member?
HSRs are responsible only for health and safety in the workplace or a group of
employees in the workplace (the work group) as agreed at their election. Health and
safety committee members are representative of employees and management at an
organisational level.
Who can be a member?
At least half of the members of a committee must be non-managerial employees
[Act: 31(4)(b)]. The committee will not operate effectively without equal representation of
management and employees.
Appointment of members
Employees can choose the method for selecting their committee members. However,
relevant HSRs should be encouraged to become committee members [Act: 31(4)(a)]. This
is appropriate as HSRs have more experience representing other employees on health and
safety issues and are entitled to receive training.
As far as possible, the membership of the committee (management and employee members)
should also reflect the make-up of the workforce it represents [Act: 31(4)]. This means taking
into account the different occupational groups, women, NESB employees and so on.
Some of the methods used by employees to select their committee members are:
• holding an election for committee members similar to that for HSRs
• choosing HSRs as committee members
• to have a combination of HSRs and employees where there are not enough HSRs to
fill all the employee vacancies on the committee(s) or where there are other employees
with a strong interest in health and safety.

Term of office for committee members
Management and employee committee members have a three year term of office
[Reg: 380(4)(a)]. Any committee member will cease to be a member of the committee
[Reg: 380(4)(b)] if they:
• resign from the committee
• are no longer eligible (e.g. an employee representative is promoted to a managerial
position)
• cease to work for the organisation
• fail to attend three or more consecutive committee meetings without permission from
the committee
• improperly disclose information obtained in their capacity as a committee member.
If a person ceases to be a committee member because of any of these reasons, this does
not prevent the person from again being a member of a health and safety committee
[Reg: 380(5)].
Replacing members
Vacancies on health and safety committees are filled on a casual basis. That is,
for the remainder of the former member’s term of office [Reg: 380(4)(c)].
If the former member was an employee representative then the remaining employee
members appoint a replacement. If the former member was a management
representative then the employer appoints a replacement.
Meeting arrangements
Appointing officers
The health and safety committee must appoint one of its members to be the chairperson.
This person will hold the position for up to 12 months [Reg: 380(3)(a)]. The chairperson
is responsible for making sure that the meetings are run in an orderly fashion and that all
members are given the opportunity to express their opinions and have them considered. The
chairperson may be either an employer or employee representative.
The committee must also keep minutes of meetings and retain these for at least three
years [Reg: 380(3)(c)]. Although different people may take minutes, it may be most
effective for the committee to appoint a minutes secretary who will be responsible for
taking the minutes of meetings and ensuring they are kept for at least three years. The
secretary could also tend to any correspondence in relation to the committee’s activities.
The committee may give the chairperson and the secretary other responsibilities.
It may also appoint other officers as it sees fit. However, the committee should define
the roles and responsibilities of any officers it appoints so that they, and others, know
what is expected of them.

Meetings
The committee must meet at least once every three months [Act: 31(10)]. In addition, a
meeting must be held [Act: 31(11)] if it is requested by:
• at least half the members of the committee
• an HSR
• the employer.
A quorum of members must be present before the meeting can proceed and/
or continue. A quorum consists of half of the members plus one [Reg: 380(b)]. For
example, if a committee has thirteen members the quorum is seven; if it has
ten members the quorum is six.
Sub-committees
A health and safety committee may establish one or more sub-committees to assist
it in performing its functions [Act: 31(2), 33(2)]. Sub-committees can deal with specific
issues or perform one or more of the committee’s functions [Act: 31(3)]. Membership
of sub-committees is not restricted to members of the main committee [Act: 31(2)],
although their composition should be similar (i.e. at least half should be employee
representatives). Sub-committees should have their responsibilities detailed in writing
and their activities regularly reviewed.
Committee training
Health and safety committee members are entitled to attend approved training [Act: 31A].
Employee representatives in particular may not be used to attending these types of meetings
and will be unfamiliar with meeting procedures and what is expected of them. Training can
help clarify these meeting procedures for both management and employee representatives
and can help the committee make a constructive contribution to reducing the number of
occupational injuries, fatalities and diseases.
Employer and employee organisations, health and safety consultants and training
institutions conduct courses for health and safety committee members. Many of them
will custom design a course for individual organisations and will conduct the training
at the workplace (see chapter 10 ‘Occupational health and safety training’ for more
information on training).
Notification of committees to SafeWork SA
Within 14 days of establishing a committee, the employer must advise SafeWork SA’s
Workplace Consultation Program, Principal Liaison Officers [Reg: 380(6)]. The following
information must be provided:
• name and address of the employer
• the total number of members on the committee
• the number of employee representatives on the committee
• the name of the person who may be contacted for further information in relation to
the committee.
A notification form is available from SafeWork SA’s Help Centre
(Telephone: 1300 365 255), or from www.safework.sa.gov.au (Healthy and safety
committee section).
A sample form can be found also at Appendix 5.

9. The resolution of health and safety issues
The Act gives HSRs the authority to raise health and safety issues with management on
behalf of employees in the work group they represent (see chapter 7 ‘Health and safety
representatives’).
The Act also outlines a process for HSRs to use when they identify health and safety
problems that affect members of their work group (this process is in sections 35, 36 and
37 of the Act).
Procedures for a breach of the Act or Regulations
If an HSR believes that the Act or Regulations have been breached, they may initiate the
following procedures to protect the health, safety or welfare of a member of their work
group.
Consultation
A vital first step that must be taken by the HSR is to consult with the employer to try to
resolve the problem. Consultation involves the HSR informing the employer of the issue
(either verbally or in writing) and providing information about why he/she believes there
is a problem.
During consultation there should be the opportunity for both parties to consider and
discuss the issues, to listen to each other’s views and to take these into account in
deciding on further action. This approach has the advantage of allowing the employer and
the HSR to pool their knowledge, to cooperate in evaluating the health and safety issue
and to jointly find a solution.
If the problem cannot be resolved by consultation between the employer and the HSR
within a reasonable period of time, the HSR must refer the matter to the health and
safety committee (if there is one) responsible for the affected area. The committee should
attempt to resolve the problem by conciliation, that is, bringing the employer and the HSR
together to discuss and resolve the issue [Act: 35(2)].
If there is no committee, the problem may be referred to a SafeWork SA inspector, who
must attend within seven business days [Act: 37(1)(b)].
However, there may be some circumstances where the HSR may not refer the matter
to the committee for further action. For example, where every reasonable effort has been
made to resolve the problem by consultation with the employer (as described above) or
where it has not been possible to arrange a meeting of the committee.
If, after taking all reasonable steps to stop the breach of the Act or Regulations by
consultation, the HSR still considers that the problem has not been satisfactorily resolved,
then the HSR may issue a Default Notice requiring the employer to remedy the breach.

Issuing a Default Notice
A Default Notice is an official declaration by the HSR that, in his or her opinion,
provisions of the Act or Regulations are being contravened and that it has not been
possible to resolve the problem by consultation.
A Default Notice must not be issued on any matter that is already the subject of an
Improvement or Prohibition Notice issued by an inspector.
The Default Notice must state the reasons why the HSR considers the person is
breaching the Act or Regulations, or is likely to repeat a previous breach. The HSR may
specify a time limit in which the breach is to be fixed.
The Default Notice should be addressed to the employer, as it is the employer who
has the legal responsibility to ensure it is complied with. It should be given directly to
the employer or their representative e.g. a manager, rather than to a worker [Act: 35].
Copies of a form for use when issuing a Default Notice can be found at the back of the
handbook on page 113 or obtained from SafeWork SA’s Help Centre,
www.safework.sa.gov.au or any SafeWork SA office.
Action by person receiving a Default Notice
As stated above, it is better to give the Default Notice to the employer or their
representative at the workplace. However, if a Default Notice is issued to a worker,
the worker must give the Notice (or a copy of it) to the employer as soon as possible.
The person to whom the Default Notice is addressed must bring the Notice to the
attention of any worker whose work is affected by it. They must also display the Notice
in a prominent place close to the workplace(s) affected. The employer must keep a copy
of the Notice for three years.
No person can remove the Default Notice while it is on display and in force.
It is the responsibility of the employer to take all reasonable steps to resolve the problem
by the day specified in the Default Notice. If no day has been specified, then the
problem should be resolved as soon as possible.
If the employer wishes to challenge the Notice, they have 14 days from the date
the Default Notice is received in which to do so. The attendance of a SafeWork SA
inspector suspends the Notice. In this case the employer does not need to take any
action in response to the Default Notice until the inspector is able to resolve the issue.
An inspector may also be called in by an HSR if the HSR thinks there has been a delay in
resolving the problem or if the HSR is not satisfied with the action taken in response to
the Notice.
Resolution of health and safety issues

Who can cancel a Default Notice?
The Default Notice remains in force until the matter has been resolved, unless:
• an inspector has been called to attend the workplace (i.e. the Notice is suspended
pending advice from the inspector)
• the HSR who issued the Notice cancels it (which he/she may do at any time)
• a relevant health and safety committee cancels the Notice in circumstances where the
HSR is absent from the workplace and cannot be contacted.
An inspector may also cancel a Default Notice.
Attendance by an inspector at the workplace
An inspector may be asked to visit the workplace if the:
• person receiving the Default Notice or that person’s employer, believes that the Notice
should not have been issued (this request must be made within 14 days of receiving
the Notice)
• HSR believes there has been an unreasonable delay in taking action to resolve the
problem, or that the action taken is inadequate.
The inspector must attend the workplace as soon as possible and within seven business
days of being asked to do so.
When an inspector has been asked to visit the workplace, the operation of the Default
Notice must be suspended pending the advice of the inspector. When visiting a worksite,
the inspector will ensure that the HSR is advised of their attendance and will invite
the HSR to accompany and consult with them during the inspection of the workplace.
HSRs are encouraged to contact SafeWork SA on 1300 365 255 for further advice and
assistance.
Action by inspector on a Default Notice
The inspector will attempt to resolve any occupational health, safety or welfare matter
that remains unresolved and may:
• confirm, modify or cancel the Default Notice
• issue a Prohibition or an Improvement Notice
• take any other appropriate action to resolve the problem.
If the inspector confirms or modifies the Default Notice, the responsible person must
comply with the instructions within a period of time specified by the inspector. It is an
offence not to comply with the inspector’s direction.
If requested, the inspector should give the HSR, the occupier or employer, a copy of any
written report about the inspection.
An employer, worker or HSR who is dissatisfied with the action taken by an inspector in
relation to a Default Notice can appeal to the President of the Industrial Court.
The procedure to be followed for a breach of the Act or Regulations is summarised in
Figure 1.1 on page 62.

Procedure for an immediate threat to health, safety
and welfare
Whenever possible, an HSR must consult with the employer if he or she believes there is
an immediate threat to the health, safety or welfare of an employee.
If the problem cannot be resolved by consultation within a reasonable period of time,
the matter must be referred to a health and safety committee that is responsible for the
affected area. If there is no health and safety committee, the problem must be referred to
a SafeWork SA inspector.
If an immediate threat to health and safety is not resolved through consultation within a
reasonable time, the HSR may direct that the unsafe work stops (Figure 2.1, page 64), if
they believe that the nature of the threat and the degree of risk warrants this. The order
to stop unsafe work procedure is then followed.
Order to stop unsafe work
An HSR may direct that unsafe work stop immediately without prior consultation, if
he or she believes that the nature of the threat and the degree of risk to health and
safety justifies stopping work. The direction to stop unsafe work may be given verbally
by speaking to the relevant employees and directing them to stop work. The HSR must
make it clear that the order has been given under Section 36 of the Act. The HSR
must then consult with the employer as soon as possible after the order to stop unsafe
work has been given and with the health and safety committee if this is necessary or
appropriate.
Although not legally required, the HSR should provide the employer, as soon as possible,
with a written statement of what work has been stopped, when and why this has been
done.
The order to stop work will remain in force until the HSR is satisfied that adequate
measures have been taken to protect workers’ health and safety.
Payment of workers during cessation of unsafe work
While unsafe work has been stopped, employees may be given suitable alternative work.
If other work is not available, workers are entitled to be paid so they do not suffer a loss
of income.
If there is a dispute, payment will be made if the inspector determines that there was
either an immediate threat to health and safety or that the HSR reasonably believed
there was a threat.
A review committee may refer any further disputes about payment to the President of
the Industrial Court for determination.

Attendance by an inspector at the workplace
Either the employer or HSR may ask an inspector to visit the workplace to help resolve the
problem. The inspector must attend within one working day in the metropolitan area and
two working days elsewhere. The order to stop unsafe work must remain in force until the
inspector has visited.
The HSR is entitled to accompany the inspector during the inspection. The inspector can
take any appropriate action to help solve the problem and may issue a Prohibition or
Improvement Notice. The person required to comply with the Improvement Notice must
complete and return the statement of compliance to SafeWork SA within five days of
remedying the situation.
If the inspector issues an Improvement or Prohibition Notice, the employer must give a
copy of the Notice to the relevant HSR, advise the workers in the area and display the
Notice.
The HSR, any worker, or the employer can make an appeal against the Notice.
The appeal must be made to the President of the Industrial Court within 14 days.
Appeal against inspector’s decision
An HSR, the employer, or any worker who is affected and dissatisfied with the action
taken by an inspector in relation to an order to stop unsafe work, can appeal to the
President of the Industrial Court (see chapter 2 ‘The health and safety legislation’
for more details).
Figure 2.1 (page 64) summarises the procedure if an HSR issues an order to stop unsafe
work.

Figure 1.1: Illustration of the steps for resolving a problem — if
you have a HEALTH AND SAFETY REPRESENTATIVE, with or without a
health and safety committee
Can the worker fix it?
NOT FIXED
PROBLEM FIXED
s
s
Worker completes routine hazard report and/or
verbally raises the matter with their supervisor
NOT FIXED
PROBLEM FIXED
s
s
Worker raises the issue with their HSR
who then speaks with the supervisor
NOT FIXED
PROBLEM FIXED
s
s
HSR raises the issue with a senior manager
NOT FIXED
PROBLEM FIXED
s
s
HSR raises the issue with the health and safety
committee or a member of the committee
IFNOCOMMITTEE
PROBLEM FIXED
s
s
Request an extraordinary meeting of
the health and safety committee
NOT FIXED
PROBLEM FIXED
s
s
HSR issues a Default Notice
NOT FIXED
PROBLEM FIXED
s
s
HSR contacts SafeWork SA — inspector visits
workplace
PROBLEM FIXED
s
NOT FIXED
s
Inspector issues Improvement or Prohibition
Notice
PROBLEM FIXED
s
NOT FIXED
s
Employer appeals against Notice to the
Industrial Court
PROBLEM FIXED
s

Figure 1.2: Illustration of the steps for resolving a problem — if
you do not have EITHER a HEALTH AND SAFETY REPRESENTATIVE or A
safety committee
Can the worker fix it?
NOT FIXED
PROBLEM FIXED
s
s
Worker completes routine hazard report and/or
verbally raises the matter with their supervisor
NOT FIXED
PROBLEM FIXED
s
s
Worker contacts SafeWork SA
— inspector visits workplace
NOT FIXED
PROBLEM FIXED
s
s
Inspector issues Improvement or
Prohibition Notices
NOT FIXED
PROBLEM FIXED
s
s
Employer can appeal against notice
to the Industrial Court PROBLEM FIXED
s

Figure 2.1: Order to stop unsafe work if you have a HEALTH AND
SAFETY REPRESENTATIVE and a safety committee
WORK CEASES
WORK RESUMES
s
s
HSR or employee reports immediate threat to
team leader, supervisor or manager
WORK CEASEs
WORK RESUMES
s
s
HSR attempts to consult with employer
or committee immediately — extraordinary
meeting can be requested
WORK CEASEs
WORK RESUMES
s
s
HSR issues stop work order verbally, saying it is
issued under Section 36 of the OHSW Act 1986
WORK CEASEs
WORK RESUMES
s s
Employer or HSR can invite inspector
to attend the workplace and assist in the
resolution of the issue
WORK CEASEs
WORK RESUMES
s
s
Inspector attends workplace
WORK CEASEs
WORK RESUMES
s
s
Employer can appeal against notice through
the Industrial Court
WORK CEASEs
WORK RESUMES
s
s
HSR issues a Default Notice
WORK CEASEs
WORK RESUMES
s
s
HSR contacts SafeWork SA
— inspector visits workplace
WORK CEASEs
WORK RESUMES
s
s
Inspector issues Improvement or Prohibition
Notice
WORK RESUMES
s
Industrial Court

Figure 2.2: Procedure for resolving an immediate threat to
health and safety if you do not have a HEALTH AND SAFETY
REPRESENTATIVE and with or without a safety committee
WORK CEASES
WORK RESUMES
s
s
Employee refuses to work on the basis of
immediate threat to health and safety
WORK CEASEs
WORK RESUMES
s
s
Employee reports immediate threat to
team leader, supervisor or manager
WORK CEASEs
WORK RESUMES
s
s
Consult with committee immediately —
extraordinary meeting can be requested
WORK CEASEs
WORK RESUMES
s
s
If no committee — employer or employee can
invite inspector to attend the workplace and
assist in the resolution of the issue
WORK CEASEs
WORK RESUMES
Í
s
Employer or employee can invite inspector to
attend the workplace and assist in the
resolution of the issue
WORK CEASEs
s
WORK RESUMES
s
Inspector attends the workplace
WORK CEASEs
s
WORK RESUMES
s
Inspector issues Improvement or
Prohibition Notice
WORK CEASEs
s
WORK RESUMES
s
Industrial Court

Figure 3.1: The types of notices able to be issued under the OHSW
ACT and who can issue them
Who can issue?
When can this
notice be issued?
What must be stated
in the notice?
What effect does it
have on employers?
What means of
redress is open to
an employer?
What penalties apply
for non-compliance
with the notice?
DEFAULT NOTICES
HSRs
Section 35(3) –
after taking reasonable steps
and the HSR is of the opinion
a contravention is occurring
or has occurred and that the
matter has not been resolved
by consultation with the
employer or by referring the
matter to the health and safety
committee (if one exists).
Section 35(5) –
the HSR is of the opinion
there is a contravention
of the Act or likely to be
a contravention and the
grounds for the HSR’s
opinion.
Section 35(3) –
directs the employer to
remedy the contravention
or prevent further
contraventions.
Section 35(9) –
an employer can request
an inspector attend the
workplace.
Section 35(8) –
a fine up to a maximum
of $40,000 may be imposed
if the person to whom the
Notice is issued does not
comply within the stated
time.
IMPROVEMENT NOTICES
SafeWork SA inspector
Section 39(1) –
where an inspector is of the
opinion a contravention of
the Act has occurred or is
occurring.
Section 39(2) –
the inspector is of
the opinion there is a
contravention occurring or
has occurred, the grounds for
this opinion and the specific
provision of the Act.
Section 39(1) –
directs the employer to
remedy the contraventions.
A statement of compliance
must be completed and
returned to SafeWork SA.
Section 42(1) –
apply to the President of
Industrial Court to have
the Notice or action of the
inspector reviewed.
Section 39(4) –
contravention or failing to
comply with the Notice can
result in a maximum fine
of $40,000 being imposed
and a possible expiation
fee of $315 for each day
the contravention or failure
continues.
PROHIBITION NOTICES
SafeWork SA inspector
Section 40(1) –
where an inspector is
of the opinion there
is immediate risk to
health and safety of the
employees.
Section 40(2) –
the activity causing the
immediate risk must be
identified together with
the grounds for the
inspector’s opinion.
Section 40(1) –
prohibits the carrying on of
this particular activity until
an inspector is satisfied that
adequate measures have
been taken to protect the
employees.
Section 42(1) –
apply to the President of
Industrial Court to have
the Notice or action of the
inspector reviewed.
Section 40(4) –
contravention or failing to
comply with the Notice can
result in a maximum fine of
$100,000 being imposed
plus $20,000 for each day
that the contravention or
failure continues.

10. Occupational health and safety training
The importance of training
In all organisations key people need to have training so they can make an effective
contribution to ensuring OHS. In fact, employers have a legal obligation under the Act
and Regulations to ensure that managers, supervisors and employees are appropriately
trained (see chapter 2 ‘The health and safety legislation’ for more details).
Employers are required to keep information and records relating to any OHSW training
undertaken by their employees.
All line managers, including responsible officers and supervisors, need instruction and
training so they are aware of their responsibilities and the action they must take to ensure
that employees under their management or supervision are safe from injury and risks to
health while they are at work.
Health and safety coordinators and others who advise on health and safety issues at the
workplace need in-depth training to give them the skills and knowledge they need to
carry out the role of specialist adviser.
HSRs and members of health and safety committees should be trained so that they
understand their role, functions and the procedures for resolving health and safety
issues.
Employees must be provided with the instruction and training they need to do their
work safely. This must include induction training before employees commence any
hazardous work they have not done before. In addition, the employer should ensure
that employees have the qualifications required for their job, for example, certification
requirements (covered later in this chapter).
Some health and safety training may be provided ‘in-house’. Other training must be an
‘approved’ or ‘nominated course’ conducted by an outside organisation. For example,
HSR training and first aid training (see chapters 7 ‘Health and safety representatives’
and 11 ‘Action if an injury happens’). There are also more in-depth courses for training
health and safety professionals provided by universities, TAFE and registered training
organisations.
It is important to take into account language and literacy levels of workers when
selecting appropriate training.
Planning training
An effective training program requires planning. This means assessing training needs,
setting objectives, and working on the best methods to provide training and evaluating the
results. OHS training should be a component of the organisation’s overall training plan.
The Regulations specify that records must be kept for a period of five years in relation to
the provision of information, instruction and training where the work involves any plant,
substances or activity that is a risk to health or safety [Reg: 22(2)(d)].
Employer or industry associations may be able to assist in developing a health and safety
training program. Some organisations provide a range of training programs on OHS.
Industry training boards may also provide health and safety training.

Training for managers and supervisors
Why managers and supervisors need training
As covered in chapter 2 ‘The health and safety legislation’, employers have specific
responsibilities to provide and maintain a safe and healthy work environment. In many
organisations, practical responsibility for ensuring that these obligations are met is often
delegated to managers and supervisors.
The key role of managers and supervisors is recognised in the Act. The Act requires
employers to provide managers and supervisors with the information, instruction and
training that they need to ensure each employee under their management or supervision
is, so far as is reasonably practicable, safe from injury and risks to health while they are
at work [Act: 19(3)(g)].
To determine the training needs of managers and supervisors in an organisation, a
training needs analysis should be conducted.
Objectives of training
The first step in planning training is to identify the skills, knowledge and competencies to
be acquired by the relevant managers and supervisors.
While managers and supervisors will have different training requirements depending on
their specific health and safety role and responsibilities, some of the areas in which skills
and knowledge are likely to be required are:
• the various roles and legal responsibilities of employers, occupiers, managers
and supervisors including the importance of providing appropriate information,
instruction and supervision to employees
• how Regulations and Approved Codes of Practice apply to the workplace, and the role
of managers and supervisors in implementing them
• organisational health and safety policies, practices and procedures
• the range of hazards to which employees under their supervision are exposed
• modern hazard management techniques, which emphasise hazard identification, risk
assessment and control rather than a ‘safe person’ approach
• how to conduct workplace health and safety audits
• investigation of injuries, incidents and dangerous occurrences
• the role, responsibilities and rights of employees
• how to consult with employees
• the role and function of HSRs and committees, and the consultation process
• the resolution of health and safety issues (including how to respond to Default Notices
and an order to stop unsafe work)
• the role of the SafeWork SA inspectorate in enforcing health and safety legislation.
Occupational health and safety training

Program design
Someone who knows the subject and has qualifications and/or experience in training
should design OHS training. This person may be an appropriately qualified/experienced
person within the organisation, or an outside consultancy or training organisation, which
may be engaged to design the training program.
When engaging people from outside the organisation, it is worthwhile requesting
references in the form of names of other organisations that they have worked for.
Training strategy
A training strategy should be developed to determine how the identified skills,
knowledge and competencies are to be acquired by those requiring training.
This will involve decisions about:
• the amount of training required
• whether the training will involve attendance at short courses, seminars or other forums
• whether the training will be conducted in-house or off-site
• who will conduct the training and whether personnel will be trained individually or as
a group.
Care should be taken to ensure that the person or organisation conducting the training has
the necessary experience and knowledge of OHS. They should be suitably qualified, have
knowledge of modern training techniques (particularly those which reflect the training needs
and experience of adults) and access to the necessary resources.
It may be that a similar training strategy is developed for a group of managers
or supervisors with similar responsibilities. Alternatively, personnel with specific
responsibilities might have an individualised training program involving attendance at
different courses.
The training objectives established earlier will determine the overall scope and composition
of training, along with organisational needs and resources. It is important when organising
training that there is a realistic amount of time allocated for acquiring the desired
knowledge and skills.
Expected outcomes
Consideration should be given to the expected outcomes of the training. As a result
of training, what are the relevant managers or supervisors expected to be able to do?
These outcomes will depend on the particular responsibilities of the people trained and
the nature of the training received. For example, a person directly managing
or supervising employees might need to have skills in hazard identification, risk
assessment and control, auditing, incident investigation, consultation with HSRs, and so
on. However, a manager who is more concerned with policy development and general
oversight of the organisation’s operations would need to have skills in developing
policies and systems to manage workplace hazards, monitoring and evaluating their
implementation.

Evaluation
Assessing how well a training program achieved the organisation’s expectations should
be an integral part of the program. The organisation or individual conducting the
training should be able to assist in developing a means of assessing the effectiveness of
the training.
In particular, the evaluation should involve a review of each individual’s progress and
acquisition of the required skills, knowledge or competencies. This should be done
after completing training but allowing some time between training and evaluation. This
evaluates how the learned skills and knowledge are applied in the workplace as opposed
to how much a person can remember at the end of a course.
The full benefits of training may not be realised until some time after the training. Therefore,
it is useful to have long-term measures to evaluate the effectiveness of training programs.
To do this, training needs to be evaluated as a component of the overall health and safety
program of the organisation. This indicates how well a manager or supervisor fulfils his or
her health and safety role and represents the organisation’s views on managing OHS.
Follow-up training
Training should not be a ‘one-off’ process. Like HSRs who have an ongoing entitlement
to health and safety training, managers and supervisors also need to update their
training regularly.
As a result of the training evaluation, it may be found that a manager/supervisor needs
follow-up training to revise particular skills and knowledge. In addition, managers and
supervisors will need to be made aware of developments in OHS that will impact on the
way they must do their job. These include changes to legislation, Regulations, Approved
Codes of Practice or the organisation’s health and safety policies and procedures.
Continuing training also allows managers and supervisors to broaden their skills and
knowledge and to obtain a deeper understanding of OHS issues. This enhances their ability
to fulfil their responsibilities in the workplace and enables them to make a more valuable
contribution to achieving the organisation’s health and safety objectives.
Certificates relating to the operation of plant and equipment
Background
In South Australia, it is recognised that the potential risk associated with certain plant and
equipment requires validation of the skills and knowledge of both operators and users.
South Australia has adopted the National Guidelines for Occupational Health and Safety
Competency Standards for the Operators of Loadshifting and Other Types of Specified
Equipment and the National Standard for Licensing Persons Performing High Risk Work
2006 to ensure that both the operators and users of such types of plant and equipment
as well as those persons performing high risk work will have the required level of
knowledge and skill to do this safely. [Reg: 383 411].
A person must not operate any loadshifting plant or conduct high risk work (as detailed
later in this chapter) unless they hold the relevant Notice of Satisfactory Assessment (NSA)
or a current Licence to Perform High Risk Work card for the class/es that s/he intends to
undertake work for (HRWL).

Certificates of Competency
Until 1 September 2010, South Australia required persons conducting certain activities
to include cranes, scaffolding, dogging, rigging type work etc. to hold a Certificate of
Competency (OHS Certification Australia card). These Certificates of Competency must
be converted to the new HRWL as per the schedule detailed in the conversion table on
page 73. Certificate of Competency holders are able to continue operating under their
existing certificates until the time required for conversion.
National recognition
The Licence to Perform High Risk Work card is recognised throughout Australia without
the need to re-register in another state or territory. High Risk Work Licences issued in one
state can have additional classes added to them in another state as the licence holder
acquires new skills and undertakes additional assessments. A licence holder must apply to
the relevant Regulator in the State or Territory where they reside to add any new
class/es of High Risk Work to their existing Licence to Perform High Risk Work card.
Obtaining the new certificates
Persons seeking a HRWL or a Loadshifting NSA in South Australia will need to be
assessed in accordance with nationally uniform procedures by a Registered Assessor
who is registered with SafeWork SA [Reg: 383 411]. The names and contact details of
South Australian Registered Assessors is available from the SafeWork SA website under
Licensing.
In some cases, assessments can be conducted at a place outside of a Registered Training
Organisation’s premises provided there is sufficient equipment and facilities available.
The Registered Assessor will advise applicants of the cost of an assessment. Every person
who is assessed as competent will be given a written Notice of Satisfactory Assessment.
This states that the applicant is competent in each part of the assessment. For those
activities defined as high risk work, the written Notice of Satisfactory Assessment must
be processed within 60 days from the date of issue of the Tax Invoice to obtain a
Licence to Perform High Risk Work card [Reg: 387 410]. There is a fee associated with
processing an application for a HRWL. For all loadshifting classes, the written Notice of
Satisfactory Assessment must be retained as evidence of competency.
Trainees
‘Learner permits’ are not issued to people who are training to perform work for which
they need an NSA or HRWL. Trainees must only carry out the work under the direct
supervision of a competent person [Reg: 383 411].

Activities Requiring a Licence to Perform High Risk Work Card or a Notice of
Satisfactory Assessment
Certificate class Code Type of Certification Required
Forklift trucks LF High Risk Work Licence (HRWL)
Basic scaffolding SB HRWL
Intermediate scaffolding SI HRWL
Advanced scaffolding SA HRWL
Dogging DG HRWL
Basic rigging RB HRWL
Intermediate rigging RI HRWL
Advanced rigging RA HRWL
Tower cranes CT HRWL
Self-erecting tower cranes CS HRWL
Derrick cranes CD HRWL
Portal boom cranes CP HRWL
Bridge and gantry cranes CB HRWL
Vehicle loading cranes CV HRWL
Non-slewing mobile cranes CN HRWL
Slewing mobile cranes (up to 20 tonnes) C2 HRWL
Slewing mobile cranes (over 100 tonnes) C0 HRWL
Boom type elevating work platforms WP HRWL
Materials hoists (cantilever platform) HM HRWL
Hoists (personnel and materials) HP HRWL
Concrete placing booms PB HRWL
Basic boiler operation BB HRWL
Intermediate boilers operation BI HRWL
Advanced boiler operation BA HRWL
Turbine operation TO HRWL
Reciprocating steam engine operation ES HRWL
Order-picking forklift trucks LO HRWL
Cableway flying foxes LC NSA (Notice of Satisfactory Assessment)
Front end loader/backhoes LB NSA
Front end loader LL NSA
Front end loader (skid steer types) LS NSA
Excavators LE NSA
Draglines LD NSA
Dozers LZ NSA

Conversion Table
Date of Issue You must convert your qualification before
Before 3 April 1995 Expired
4 April 1995 – 31 December 1998 Expired
1 January 1999 – 31 December 2001 1 September 2013
1 January 2002 – 31 December 2004 1 September 2014
1 January 2005 – 31 August 2010 1 September 2015
If your licence has expired (i.e. issue date is prior to 1 January 1999), you may need to be
re-assessed in order to obtain a Licence to Perform High Risk Work card for those classes
designated as HRWL in the Activities Requiring a Licence to Perform High Risk Work Card
table (above). A list of Registered Assessors is available from the SafeWork SA website
under Licensing/High Risk Work.
Contact information for converting current tickets:
High Risk Work Conversion Line: 1300 975 909
HRWL Processing updates/Information: 1300 365 255
Email: highriskwork@safework.sa.gov.au

Other training and competency requirements
The OHSW Regulations 2010 require that employers ensure their employees receive
suitable training for any tasks they are required to perform at work [Reg: 22(1)]. For
example, people who operate machinery, work with hazardous substances or carry out
manual handling activities must be trained in relation to this work.
Some Regulations also require specific training or competency requirements to be met:
• First aiders
First aiders appointed under the Approved Code of Practice First Aid in the Workplace
should hold a nationally-recognised Statement of Attainment issued by a Registered
Training Organisation (RTO) for one of the first aid units of competency nominated by
SafeWork SA. Information on the recognised courses and training providers can be found
on SafeWork SA’s website: www.safework.sa.gov.au
• Logging work
People performing logging work must have a certificate of proficiency in the use of
power driven machinery and equipment used in the logging industry. The Logging
Investigation and Training Association has been approved to provide this training.
Contact the Association at Wireless Road, Mount Gambier 5290
(Telephone: (08) 8735 1474).
• Construction safety
Construction safety supervisors must attend an OHS course of at least 12 hours
duration [Reg: 278(5)].
• Fire and emergency
Fire and emergency wardens appointed under the Emergency Facilities and Procedures
Regulations must be appropriately trained to ensure that they can carry out their role,
taking into account the nature of hazards, workplace size and employee numbers. As a
minimum, the training must include evacuation procedures and use of fire extinguishers
[Reg: 58].

Tertiary OCCUPATIONAL HEALTH AND SAFETY education
There are various courses available in South Australia and interstate that provide
professional education in OHS. These courses provide specialist education for
occupational health nurses, health and safety officers, occupational physicians
and others who require in-depth knowledge on OHS issues.
Contact TAFE, universities or a registered training organisation for details on the courses
they offer.

11. Action if an injury happens
If a person is injured or becomes sick at work, the quality and speed of treatment
provided and access to rehabilitation are all important for minimising the severity of the
injury or illness.
Within the workplace, provision of appropriate first aid helps reduce the severity of an
injury or illness. Employers have a legal obligation to ensure that competent and suitable
first aid services are provided. This depends on the number of employees, the nature of
the work, the hazards involved and access to emergency medical services.
To prevent a similar injury happening again, the occurrence should be properly
investigated and preventative action taken in consultation with HSRs or health and safety
committees.
If time off work or medical treatment is required, then the employee may be entitled to
workers compensation to cover loss of pay, medical and related expenses. WorkCoverSA
administers the South Australian workers compensation scheme set up by the
Government to provide compensation to employees who become sick or injured as a
result of their work. The scheme also aims to assist employees in returning to work after
time off due to occupational injury or illness.
Fatalities, serious injuries and dangerous occurrences must all be reported to
SafeWork SA, which will conduct an investigation. A record must also be kept at the
workplace of all injuries that occur [Reg: 25(2)].
There should be an injury management procedure to ensure that, if an injury does occur,
the following steps are carried out:
• administering of emergency first aid
• recording of the occurrence at the workplace
• notification to the relevant HSR
• investigation of the occurrence and preventative action taken in consultation with the
relevant HSR
• reporting to SafeWork SA
• compensation and rehabilitation is provided.
first aid in the workplace
The provision of timely and appropriate first aid treatment in the workplace can save lives
and reduce the severity, the degree of pain and suffering, and the amount of lost work
time due to work-related injuries and illness.
Legal obligations
The Occupational Health and First Aid Regulations [Reg: 73] place an obligation on
employers to provide adequate health and first aid facilities at any workplace that
is under the employer’s control.
The Approved Code of Practice for First Aid in the Workplace (2010) provides practical
guidance for determining what type of first aid facilities should be provided in a particular
workplace.

Employers must provide first aid facilities, which are at least as good as the minimum
standards set in the Approved Code of Practice. It is not necessary to do things exactly
the same as the Code, but if different facilities are provided they must be equivalent to
or better than the Code.
Assessing what is appropriate
The facilities needed vary from workplace to workplace. They may include first aid kits,
trained first aiders, a first aid room or an occupational health centre with trained staff.
The key to establishing what first aid facilities are appropriate is to make an assessment of
requirements using the Approved Code of Practice.
The type of work performed, the hazards of the work, the size and location of the
workplace, the number and distribution of employees, and previous illness or injury
occurrences are all important in working out what is appropriate in a particular
workplace.
First aid kits
There are two types of first aid kits under the new Code – a small first aid kit for smaller
workplaces and a standard first aid kit for larger workplaces. Where there are specific
hazards, additional first aid modules may be needed e.g. for the treatment of burns or
injuries to employees working in areas that are remote from medical services. First aid kits
must be kept properly stocked and must be conveniently located in the workplace to allow
ready access by employees.
All items in the small and standard first aid kits have been carefully considered to ensure
quality and suitability of items for occupational first aid. As a general rule alternative
items should not be added unless they are of equal or better quality and effectiveness.
They must be suitable for use in the provision of first aid treatment and be able to be used
safely by first aiders. Kits should not contain anything other than first aid supplies.
First aiders
Some workplaces will need to have trained first aiders who are responsible for rendering
first aid. First aiders must be properly trained and should have either a current Senior First
Aid Certificate or an Occupational First Aid Certificate, or hold an appropriate nationally
recognised Statement of Attainment issued by a Registered Training Organisation (RTO) for
one of the following first aid units of competency:
• Basic Emergency Life Support (HLTFA201A)
• Apply First Aid (HLTFA301B)
• Apply Advanced First Aid (HLTFA402B) and Manage First Aid in the Workplace
(HLTFA403A)
• First Aid in Remote Situations (HLTFA302A)
Paracetamol in first aid kits
Paracetamol is a relatively safe form of medication; however, it does have the potential to
cause significant health problems. The major problem is that continuous use over
a period of years can cause irreversible damage to the kidneys and liver. Acute high
dosages may be fatal. Additional problems can arise where overuse occurs with individuals
who already have a pre-existing liver disease and people with a high alcohol intake.
Action if an injury happens

For these reasons and because the ‘responsible persons’ in charge of such kits may
not have training in the assessment of a sick or injured person and therefore lack the
required skills to issue such medication and document its use; paracetamol was removed
as a requirement for first aid kits.
First aid rooms
Where there are a large number of employees at a particular workplace, a first aid room
may be needed. A first aid room must be in the charge of a person who has either an
Occupational First Aid Certificate or Statement of Attainment issued by RTO for both of
the following national competencies.
• Apply Advanced First Aid (HLTFA402B) and
• Manage First Aid in the workplace (HLTFA 403A)
Occupational health centres
Larger, high-risk workplaces may need an occupational health centre staffed by an
occupational health nurse or other appropriate health professional.
More information on occupational health and first aid services can be found in sections
2 and 3 of the Approved Code of Practice on this subject. Information sheets and other
resources to help with compliance with the Code are available from the SafeWork SA
website www.safework.sa.gov.au and SafeWork SA’s Bookshop.
Reporting injuries and dangerous occurrences
Part 7 of the Regulations [Reg: 417] requires that an employer report certain work-
related injuries and dangerous occurrences to SafeWork SA. An employer must also keep
records of all work-related injuries under [Reg: 25(2)] of the Regulations.
What is a work-related injury?
The term ‘work-related injury’ is defined in the Act as any death, injury, disease
or disability that is attributable to work [Act: 4].
Any injury must be considered to be work-related if it occurs at work, arises from a work
practice or the conditions in the workplace.
Work-related injuries include the recurrence, aggravation or exacerbation of previous
work-related injuries. For example, if the employee has previously had a work-related
knee injury and the injury happens again because of work, the new injury may have
to be reported to WorkCoverSA or Employers Mutual.

What injuries must be reported?
The following work-related injuries must be reported to SafeWork SA immediately by
telephone 1800 777 209 or facsimile (08) 8204 9500:
• any death
• any injury which has immediate and serious symptoms associated with exposure to
a substance at work e.g. the employee is burnt by acid or a solvent, they develop a
serious rash after coming into contact with a chemical, they become unconscious after
breathing in a substance
• any injury that requires treatment as an in-patient in a hospital immediately after the
injury.
These are examples of immediately notifiable work-related injuries. In addition, a
compensable injury, that is, an injury sustained in the course of employment, must be
reported under the Workers Rehabilitation and Compensation Act 1986.
Why do some injuries need to be reported immediately?
Injuries that must be reported by telephone or facsimile are serious injuries that
SafeWork SA may need to investigate immediately.
When the injury is reported to SafeWork SA, an inspector will decide whether an
immediate investigation is needed. If it is necessary, an inspector will visit the workplace
as soon as possible to gather information and examine the place where the injury
occurred.
How do you make an immediate injury report?
Injuries that need to be notified immediately should be reported to the nearest
SafeWork SA office.
When making an immediate injury report, the employer should give the following
information:
• the name of the employer
• the name of the injured employee
• the address where the injury happened
• the name and address of any hospital where an injured employee has been taken
• basic information about the nature and extent of injury
• brief description of how the injury occurred.
How do you report a compensable injury?
An employee must give notice of a compensable injury to their employer or, if not in
employment at the time notice is given, to WorkCoverSA or its claims agent/s, within 24
hours or as soon as possible after the occurrence of the injury. Employees should report
their injury or illness to their employer whether they intend to make a claim for workers
compensation or not.
Employees can report an injury in writing (including email), or verbally and reports may be
given in person or through the post, by facsimile or by telephone. If notice is given verbally,
an employee may be requested to complete a WorkCoverSA Claim Form by their employer
or WorkCoverSA or its claims agents. A report can also be made by a representative, such as
a family member or friend, if employees are unable to do so themselves.

The employer must then forward this information or a copy of the Claim Form to the
claims agent within five calendar days by either phone, facsimile or in writing. Self-insured
employers will have their own claims manager and their own internal procedures for giving
notice, which must be followed.
Where do I get the forms?
The Claim Form and WorkCoverSA Employer Report Form (referred to below) are available
from WorkCoverSA on telephone 13 18 55 or www.workcover.com, WorkCoverSA’s claims
agents and South Australian post offices.
If an injury or dangerous occurrence happens, can changes be made to the
workplace?
If an employee is injured or killed, or in the case of a dangerous occurrence, an employer
may take such steps as are necessary to:
• rescue an injured person
• retrieve any dead body
• protect the health and safety of any person who may be in the vicinity
• prevent undue damage to property.
However, the employer must get permission from a SafeWork SA inspector before they:
• alter the site where the death or injury occurred
• reuse, repair or remove any plant or substance that caused or was connected
to the death or injury.
What is a dangerous occurrence?
A dangerous occurrence is any incident or event that arises from operations carried on at
a workplace and which causes an immediate and significant risk to a person [Reg: 417].
A person does not have to be injured – it is the risk that is important. The risk may arise
if a person is or could have been in or near the incident or event.
Specific dangerous occurrences
The Regulations require employers to report all dangerous occurrences. The Regulations
also list some events that must be reported if they cause an immediate and significant risk.
Specific dangerous occurrences that must be reported are:
• the collapse, overturning or failure of the load bearing of any scaffolding, lift, crane,
hoist or mine-winding equipment
• damage to or malfunction of any other major plant
• the unintended collapse or failure of an excavation more than 1.5 metres deep
(including any shoring)
• the unintended collapse of the floor, wall or ceiling of a building being used
as a workplace
• an uncontrolled explosion, fire or escape of gas, hazardous substance or steam
• an electrical short circuit, malfunction or explosion
• an unintended event involving a flood of water, rock-burst, rock fall or collapse
of ground
• breathing apparatus malfunctioning to the extent that the user’s health is endangered.

Reporting a dangerous occurrence
Dangerous occurrences must be reported to SafeWork SA by telephone as soon as
practicable. A written report must also be provided within 24 hours.
Dangerous occurrences must be reported even if nobody has been injured. Reports
should be made to the local office of SafeWork SA and should include the following
information:
• the name and address of the person giving the notice
• date and time of the event
• the place where the dangerous occurrence happened
• the apparent cause
• the nature and extent of damage
• the work that was being carried out.
In addition to reporting to SafeWork SA, the employer must also notify the relevant HSR
if there is an incident, work-related injury or dangerous occurrence that affects (or may
affect) a member of their work group [Act: 34(1)(h)].
Investigation of injuries and dangerous occurrences
What is an investigation?
Investigations are carried out to find out what happened and why, in order to prevent
a similar future occurrence. Any occurrence that gives rise to injury or causes property
damage, and any near miss should be investigated.
Investigations vary in scope depending on the severity or potential severity of the
consequences of a particular occurrence. The general approach to investigation described
here can be used for different types of occurrences, but how much information is
collected will depend on whether the incident is minor or more serious.
This information is intended as a beginner’s guide to be used by managers, supervisors, HSRs
and committee members who may be required to participate in an investigation.
Who should do an investigation?
Organisations need to have procedures in place for the investigation of injuries, incidents and
dangerous occurrences to establish the contributing factors so that a recurrence
can be prevented. The investigation is the responsibility of the relevant manager or
supervisor. Relevant HSRs should be consulted and can be involved in the investigation.
Advice and assistance may be sought from a health and safety professional. It is important
that a system is developed in each organisation for such investigation and that this becomes
part of the training for managers, supervisors and HSRs.
HSRs can also investigate any injury or dangerous occurrence involving a member of
their work group (see chapter 7 ‘Health and safety representatives’ for more details).

Identifying causes
An investigation should aim to identify all possible causes of the occurrence.
In particular, investigators should look for causes other than ‘human error’ or ‘worker
carelessness’. It is important to identify underlying problems in the work environment, plant,
equipment or materials used, the system of work and management practices. Addressing
problems in these areas is more likely to prevent further injuries or incidents.
For work that is covered by relevant Regulations or Approved Codes of Practice, questions
should address the requirements of these standards. For example, if there is a manual
handling injury, then the investigation should identify the risk factors that caused the injury
as described in the Approved Code of Practice for Manual Handling.
The investigation procedure
The investigation of an occurrence involves gathering information, analysing it, drawing
conclusions and making recommendations. It is important to keep an open mind about
all possible causes and not to draw conclusions before all relevant information has been
gathered.
The investigation should commence as soon as possible after the injury, near miss or
dangerous occurrence. By doing this, investigators are most likely to be able to observe the
conditions as they were at the time and to identify witnesses.
If there has been a death or immediately notifiable injury, the site must not be altered in
any way without the permission of a SafeWork SA inspector.
Before attempting to gather information the site should be examined for a quick
overview, steps should be taken to preserve evidence and witnesses should be identified.
Physical evidence
Physical evidence may be subject to rapid change or obliteration. For this reason it
should be the first type of evidence recorded. Investigators may want to record items
such as:
• the location of injured workers at the time of the occurrence
• the equipment in use
• substances in use
• safety devices or control measures in use
• position of appropriate guards
• position of controls on machinery
• damage to equipment
• housekeeping in the area
• weather conditions
• lighting levels
• noise levels.
Photographs may be taken both of the general area and specific items. Subsequent
study of these photographs may reveal conditions missed at first during the initial
investigation. Sketches of the scene based on measurements taken may also assist the
analysis and will clarify the written report.
Broken equipment, debris and samples of material involved may be removed for further

analysis by appropriate experts, but check first with the SafeWork SA inspector. Notes
should be made to identify where these items came from.
Eyewitness accounts
Eyewitness accounts are another source of information. Although there may be occasions
when it is not possible, every effort should be made to interview witnesses. In situations
where investigators must carry out the investigation without being able to examine the
scene immediately after the event, eyewitnesses will be a primary source of information.
Witnesses should be interviewed as soon as possible after the occurrence. They should
be interviewed individually rather than in a group to avoid losing individual perceptions
of what happened. Interviews may be conducted at the scene where it may be easier to
describe the occurrence, or in a quiet office.
Some points to remember when interviewing witnesses are:
• try to put the witness, who may be upset, at ease
• emphasise the reason for the investigation (to prevent a recurrence and to identify
underlying causes — not to blame individuals)
• allow the witness to talk — do not interrupt, prompt or ask leading questions
• make short notes during the interview (do not make lengthy notes while the witness is
talking)
• confirm with the witness that the statement recorded is correct
The actual questions asked of the witness will vary with the occurrence, but there are
some general questions that should be asked each time. These are:
• where were you at the time of the occurrence?
• what were you doing at the time?
• what did you see and/or hear?
• what were the environmental conditions at the time (weather, noise, fumes,
light etc.)?
• what was the worker doing at the time they were injured?
• in the witness’ opinion, what caused the occurrence?
• how might similar occurrences be prevented in the future?
Background information
Other information that should be checked are documents such as technical data sheets,
maintenance reports, past reports of occurrences, formalised safe work procedures and
training records. Any relevant information should be studied for indications of what
might have happened and what should have been done.
Analysis and conclusions
Once investigators know what happened and how it happened, the next step will
be to consider why the occurrence happened. All possible answers to this question
should be found. Consider especially how the organisational factors may have
contributed, e.g. had safe systems of work been established?

A step-by-step account should be prepared describing what happened, how it occurred
and the investigators’ conclusions about why, listing all possible causes.
Conclusions should be checked to ensure that the evidence supports them. Note
whether the evidence is direct (physical evidence), eyewitness accounts or based
on assumption.
Recommendations
The final and most important step is to make well-considered recommendations for the
prevention of a recurrence. Relevant supervisors and HSRs should have the opportunity to
comment on and contribute to the recommendations.
All recommendations should be realistic and indicate the specific action required by
whom to prevent a recurrence.
Written report
A written report should be prepared as a record of the investigation for consideration by
relevant management, HSRs and others who need to know.
This report should include the previously prepared draft of the sequence of events leading
up to the occurrence and all relevant information sufficient to explain to those not
involved in the investigation what happened. The source of evidence should be identified
and the reasons for conclusions should be stated.
Workplace records of injuries and disease
Why record injuries and disease?
Collection, analysis and assessment of occupational injury and disease information
is necessary so those hazards can be identified and appropriate action taken to improve
health and safety at work.
Valuable information can be obtained from injury and disease records including:
• the total number of work-related injuries and disease cases in each workplace
• the types of work-related injury and disease that are occurring
• the parts of the body that are affected.
This information can be used to help:
• identify hazards
• develop ways of controlling hazards
• show if the controls are effective.
What information must be recorded?
The Regulations require that, whenever there is a work-related injury, a record must be
kept of the injury [Reg: 25(2)]. This includes injuries that involve time off work as well
as injuries that do not result in lost time. Illness and disease are also included in the
definition of injury.
Australian Standard 1885.1 known as the National Standard for Workplace Injury and
Disease Recording is an Approved Code of Practice and includes a form setting out the
information that should be recorded. This includes details of the job that was being
performed, the injury or disease, and what happened to cause the injury or disease. The
form (or equivalent information) should be completed and kept as a record of all injuries
and disease that occur at the workplace.

The standard also explains how to analyse the records of injury to get a picture
of the more serious or common problems and what is causing them.
Although employers are only required to keep records of actual injuries, it is also good
management practice to record near misses and investigate dangerous occurrences.
How to use the information
The information obtained from injury and disease records can be used in hazard
identification, risk assessment and control in the workplace (see chapter 5 ‘Hazard
management’). In particular it can be used to:
• identify priorities for action e.g. by looking at where injuries are occurring, in what
jobs, what is causing them and what machinery, chemicals or other hazards are
causing the most serious injuries or health effects
• identify trends related to staffing levels, shift patterns, or the introduction of new
machinery or work processes
• monitor the success of preventative measures.
Some statistical measures
Some useful ways of interpreting and analysing information are:
Incident rate: This is the number of injury/disease occurrences for each 100 people
employed, as recorded in a specific time period. This allows a comparison to be made
of injury rates at different times, or at different locations within the same period of time.
Formula: number of occurrences

number of workers
Frequency rate: This is the number of injury/disease occurrences for each million hours
worked.
Formula: number of occurrences

number of hours worked
Average time lost rate: This is the average time lost for each injury/disease occurrence. It
provides an indication of the severity of injury/disease experienced by workers.
Formula: total working days lost

number of occurrences
To use this information effectively, data needs to be retained for a number of years to
allow a comparison of rates over time. This allows better monitoring of performance and
indications of trends in injury and disease.
x 100
x 1,000,000

WORKCOVERSA
Cover for injured workers
Most South Australian workers are covered for workers compensation if they have a
work-related injury or illness.
Workers are defined under the Workers Rehabilitation and Compensation Act 1986 (the
WRC Act) as:
• anyone employed under a contract of service
• prescribed classes of volunteers (these include volunteer fire fighters with the South
Australian Country Fire Service and, as of 14 October 2012 volunteer marine rescue
workers and South Australian State Emergency Services volunteers)
• anyone included by the ‘deeming’ provisions of the WRC Act. (If unsure of your
status as a worker, contact WorkCoverSA or read ‘A Guide to Definition of a Worker’
available on WorkCoverSA’s website.
Employers Mutual* has been the sole claims agent in South Australia since 1 July 2006.
The day-to-day management of claims, rehabilitation and case management is carried
out by Employers Mutual under a contract arrangement managed by WorkCoverSA.
Employers Mutual or the self-insured employer is responsible for most of the decisions
relating to a claim, which include:
• managing and coordinating rehabilitation and return to work plans for injured workers
• determining claims and entitlements to compensation
• managing injured workers’ claims for compensation
• providing advice to workers and employers on rehabilitation and compensation and
their rights and responsibilities
• providing advice to employers on health and safety in the workplace.
*The current Employers Mutual contract for claims management services will expire in
December 2012. Final arrangements and any changes to claims management services
are still to be released following the announcement in August 2012 that both Employers
Mutual SA and Gallagher Bassett have been appointed as WorkCoverSA’s claims
management agents from 1 January 2013.
Self-insured employers
Some employers are ‘self-insured’. This means they manage their own workers’
compensation claims. Workers employed by self-insured employers have the same
entitlements as other workers. WorkCoverSA monitors the performance of self-insured
employers to ensure that they comply with the WRC Act.
Claims for compensation
Claims for compensation must be given to the worker’s employer, or if not in
employment at the commencement of incapacity, to WorkCoverSA or Employers Mutual
or to a self-insured employer. A Claim Form can be used to give notice of a workplace
injury or to make a claim for compensation.
Reports must include information such as:
• the day on which the injury or illness occurred
• the time when the injury or illness occurred

• a description of the injury or illness
• how the injury or illness occurred
• part of the body affected
and other information specified in the Claim Form.
Injured workers can make a claim personally or through the post, by facsimile or by
telephone. A claim can also be made by a representative, such as a family member or
friend, if workers are unable to do so themselves.
A claim for compensation must be made within six months of the date an entitlement to
compensation arises.
A WorkCoverSA Medical Certificate is also required when making a claim for
compensation. These are issued by the injured worker’s treating doctor.
Employers must notify Employers Mutual or WorkCoverSA within five calendar days of
receiving a report from a worker about a work-related injury or illness. The easiest way
to report an injury and start the claims process is by calling Employers Mutual on
1300 365 105.
Provisional liability provisions commenced 1 January 2009 and apply to claims for
compensation received on or after that date, irrespective of the date of injury.
If a claim cannot be determined expeditiously, provisional payments can only be made if
the mandatory information is provided at the time the injury is reported and there is no
‘reasonable excuse’ why payments should not apply.
Provisional liability provides for provisional weekly payments to start within seven days
in most cases. Such weekly payments may continue for up to 13 weeks. The claim for
compensation must still be determined.
The Provisional Payment Guidelines provide more information on how these provisions
should be applied.
The provisional payment of medical and other expenses is also included up to $5,000
(indexed annually). There is no time limit in which these expenses can be incurred, as
long as the $5,000 limit is not exceeded. If the worker has paid for necessary medical
treatment, Employers Mutual or the self-insured employer should reimburse the worker
within 14 calendar days after the worker requests payment or in accordance with the
self-insured employer’s policies and procedures.
Rehabilitation
The WRC Act provides for the effective rehabilitation of injured workers and their early
return to work. Rehabilitation is a managed process that aims to assist injured workers
to achieve the best practicable level of recovery following a work injury or illness
and assists them to remain at, or return to safe, suitable employment at the earliest
opportunity.
There is a legal obligation for employers to continue to employ and provide suitable
employment for injured workers. Employers are expected to consider modified or
alternative duties or retraining to assist injured workers achieve a suitable employment
outcome.

Section 28A (2) of the WRC Act requires that WorkCoverSA, through its claims
agent, may develop a rehabilitation and return to work plan if a worker is receiving
compensation by way of income maintenance and is or is likely to be incapacitated for
work for more than 13 weeks and has some prospect of returning to work.
From 1 January 2009, employers with 30 or more workers have been required to
appoint a rehabilitation and return to work coordinator. A person filling this role is
responsible for helping injured workers remain at or return to work and for managing
return to work activities within the workplace. The coordinator plays an integral role in
the workplace by assisting injured workers to return to work in a safe and sustainable
manner and ensuring that the worker’s return to work program/plan and the employer’s
workplace rehabilitation policy and procedures are followed.
In some circumstances, a workplace rehabilitation consultant, employed by a contracted
workplace rehabilitation provider, is engaged by Employers Mutual or a self-insured
employer. They will work with the injured worker and their family, the employer,
doctors, other treatment providers and union representatives to coordinate an approved
return to work plan. The aim of a return to work plan is to return the injured worker
to their pre-injury work as quickly and safely as possible. This approach focuses on the
injured worker’s capacity for work, rather than their injury.
Health and safety committees have a role to play in developing and reviewing the
organisation’s rehabilitation policies and practices. In relation to rehabilitation, the
functions of a health and safety committee under section 33 of the OHSW Act include
reviewing:
• developments in the field of rehabilitation of employees who suffer work-related
injuries
• the employment of employees who suffer any form of disability.
The health and safety committee also has an important role to play in monitoring the
return-to-work process of injured workers.
If requested by the injured worker, an HSR may provide them with support during their
rehabilitation. This may include attending interviews with the employer and making
representations to the employer on the worker’s rehabilitation. In doing this, the
representative must not give out personal information about the worker’s health without
the individual’s consent.
In general, the support of both managers and employees is important to assist a
worker’s return to work.
A more detailed examination of the rehabilitation process is outlined online and in
brochures available from WorkCoverSA.
Publications
WorkCoverSA and SafeWork SA develop a variety of printed publications to assist in the
prevention of work-related injury and disease and a number of codes of practice and
guidance notes, some of which are referred to in this publication.
Some printed publications are available from SafeWork SA’s Bookshop on the ground
floor at 200 Victoria Square, Adelaide or by viewing their publication list at

WorkCoverSA Service Centre
For general enquiries about all aspects of workers compensation and rehabilitation and
premiums, please contact the Service Centre at:
400 King William Street, Adelaide SA 5000
GPO Box 2668, Adelaide SA 5001
Telephone: 13 18 55
Facsimile: (08) 8233 2466
Email: info@workcover.com
www.workcover.com

12. Sources of information on health and
safety issues
Information may be required about hazards in the workplace and how to prevent or
minimise the risks to health and safety.
Regulations and Approved Codes of Practice are an important source of information
about hazards and their control (see chapter 2 ‘The health and safety legislation’ for
more information on these). However, Regulations and Codes do not exist to address all
hazards and hazardous work processes.
Even so, the employer’s duty of care under the Act requires that steps be taken to ensure
that employees are safe from a wide range of risks to health and safety. Or it may be
necessary to obtain more information to work out how a Regulation should be applied to
a particular process. Therefore, it will sometimes be necessary to go beyond Regulations
and codes of practice and obtain information from other sources about the identification,
assessment and control of hazards in the workplace.
Information about OHS is available from many sources. The best source to consult
depends on the type of information required. This chapter provides suggestions about
information and advice that is available in South Australia.
SAFEWORK SA
SafeWork SA has a primary role in assisting employers and employees to secure the
health, safety and welfare of people at work. Specifically, it assumes the following
functions:
• conducts or supports research in the prevention of occupational injury and disease
• develops and coordinates state-wide prevention programs
• promotes and advises on workplace systems for OHS management
• advises on the management of specific hazards, e.g. plant, hazardous substances,
manual handling, stress and noise
• supports the development of OHS Regulations and codes of practice
• liaises with training providers to promote and ensure the integration of OHS
into vocational and other workplace training
• produces plain language information products and guidelines
• provides advice and information on workplace OHS consultative structures.
Specialist advice and information is also available from SafeWork SA.

Health and safety inspectors
Inspectors visit workplaces to conduct audits on matters for managing health and
safety, to investigate accidents or dangerous occurences, to follow up complaints and
to attend to a range of licensing, registration, inspection and other functions. They
also advise on how to comply with OHS legislation and may use enforcement tools
such as Improvement or Prohibition Notices to ensure compliance. Inspectors assist in
the resolution of certain OHS issues and may also conduct investigations. Increasingly,
inspectors are involved in proactive projects aimed at improving OHS performance within
specific industry sectors. See chapter 2 ‘The health and safety legislation’ for more
information on the role of inspectors.
SafeWork SA
Level 4, World Park A
33 Richmond Road
KESWICK SA 5035
Help Centre
Telephone: 1300 365 255
Facsimile: (08) 8204 9500
Emergency: (24-hour service): 1800 777 209
Email: help@safework.sa.gov.au
Website: www.safework.sa.gov.au
Country offices
Berri
30 Kay Avenue, Berri, 5343
Telephone: (08) 8595 2199
Facsimile: (08) 8595 2190
Mount Gambier
38 Sturt Street, Mount Gambier, 5290
Telephone: (08) 8735 1199
Facsimile: (08) 8124 1453
Port Lincoln
Level 1, 73-75 Tasman Terrace, Port Lincoln, 5606
Telephone: (08) 8688 3057
Facsimile: (08) 8688 3058
Port Pirie
Level 1, 104 Florence Street, Port Pirie, 5540
Telephone: (08) 8638 4777
Facsimile: (08) 8638 4785
Whyalla
15-17 Horwood Street, Whyalla, 5600
Telephone: (08) 8648 8733
Facsimile: (08) 8648 8722
Sources of Information on health safety Issues

Workplace Consultation Program
Principal Liaison Officers are employed to assist and support HSRs and health and safety
committee members. An explanation of their role and their contact details follows.
The Program’s role is to provide advice, assistance and support on:
• establishing designated work groups
• appropriate persons to be HSRs
• electing HSRs and deputy HSRs
• the role of the Returning Officer in an HSR election
• the HSRs’ and deputy HSRs’ functions
• electing health and safety committee members, including the Chairperson and sub-
committees, etc.
• HSR entitlements e.g. access to training, entitlements while attending training, etc.
Principal Liaison Officers are responsible for:
• undertaking evaluations of health and safety committees. This includes:
- providing verbal feedback at the end of their attendance at the meeting
- providing a written report for workplaces, including findings and recommendations for
improving the effectiveness of the committee.
• coordinating HSR network meetings
• developing products and information kits to assist and promote HSRs and health and
safety committee members in the workplace
• assisting with the writing of plain English language publications including various
information sheets
• providing information sessions to a wide range of groups on the role, powers and
functions of HSRs, the role of health and safety committees and the consultation process
for resolving OHS issues.
Contact the Principal Liaison Officers on 1300 365 255.
Other sources of information
Employers
Employers have a primary responsibility to provide adequate information needed for the
identification, assessment and control of hazards in the workplace (see chapter 2 ‘The
health and safety legislation’). They also have a responsibility to provide employees with the
information that they need to do the job safely.
Employer organisations
Employer groups such as Business SA, SA Engineering Employers Association, Master Builders
Association, Motor Trades Association, Local Government Association, small business and other
industry associations can provide health and safety information and advice to their members.
Unions
Union members should contact their local union office or SA Unions for advice, information
and training. Some unions have health and safety officers and organisers who can be
contacted for advice and involvement in consultation at your workplace.
SA Unions :
Telephone: (08) 8279 2222
Email: saunions@saunions.org.au

Libraries
Some libraries have information on health and safety. The Bray Reference Library
in the State Library of South Australia has the ACEL, OSH-ROM, and CCINFO health and
safety databases and can assist with following up references. The State Library
is located at North Terrace, Adelaide. Telephone: (08) 8207 7250.
Some local community libraries may be able to assist in obtaining health and safety
publications on loan from other libraries.
SafeWork SA Library
The Help Centre provides information and assistance with OHS and IR through a range
of services including the Help Centre, the Library and the Bookshop.
As well as OHS and IR, the Library specialises in workers compensation, rehabilitation
and return to work resource material.
The library is a free service available to the general public.
Location: Ground floor, 200 Victoria Square, Adelaide
Opening hours: 8:30am - 5.00pm weekdays
Telephone: (08) 8204 8877
Facsimile: (08) 8204 8883
Email: library@safework.sa.gov.au
Online kiosk: www.safework.sa.gov.au/kiosk
University libraries
University libraries are open to the public even if you’re not a university student; however,
you must check lending policies to find out whether you have borrowing privileges. Ask at
the information desk to see if you can become a borrower.
TAFE libraries
TAFE libraries are accessible to the public too. If you are not a TAFE student, ask
at the information desk to see if you can become a borrower.
Product manufacturers
Manufacturers and suppliers of plant and substances, such as machinery, equipment
and chemicals are required to provide information to ensure they are safe, at the time of
supply (see chapter 2 ‘The health and safety legislation’ for more information on duties
of manufacturers and suppliers). Health and safety information should be requested
from the supplier before purchasing new plant or substances for use at work.
Health and safety consultants
Companies that provide OHS services including consultancy and occupational hygiene
services, are listed in the Yellow Pages.
Under Section 32(3)(a) of the OHSW Act, elected HSRs are entitled to be accompanied on a
workplace inspection by a consultant approved by the Minister (contact the Principal Liaison
Officers (Workplace Consultation) on 1300 365 255).

13. Summary of the OHSW Act and Regulations
Summary of the Ohsw Act
Following is a summary of the OHSW Act. It includes the most recent amendments to
the Act.
This summary is designed to provide an overview of the provisions of the Act and should
in no way be taken as providing interpretation of the Act. It is essential that readers
consult the Act to obtain full details of the requirements.
Sections 1-3 Title and objects
The objectives of the Act are to secure the health, safety and welfare of people at
work, eliminate risks at their source, protect the public from risks arising from work and
various types of plant, involve employers and employees in OHS issues, and encourage
registered associations to promote and assist the achievement of a safer working
environment.
Section 4 Interpretation
This section provides definitions of key words or phrases used in the Act. Contractors and
volunteers are deemed to be employees in certain circumstances [Act: 4(2) 4(3)]. This
section also outlines penalties applicable for certain offences.
Section 5 Application of the Act
The Act applies to all South Australian workplaces so far as the legislative power of the
State extends. This includes state government agencies, but the Act does not apply to
Commonwealth government agencies or workplaces covered by the Federal Vehicle Industry
Award.
Section 6 Non-derogation
The provisions of the Act do not replace or lessen the provisions of any other Act
or any other civil right.
Section 7-13 The SafeWork SA Advisory Committee
The tripartite SafeWork SA Advisory Committee advises the Minister on OHS policies, Act
amendments, Regulations, codes of practice and related matters. The Advisory Committee
also reviews the administration and enforcement of OHS legislation, the role of HSRs, OHS
services and training. The Committee’s members have a term of office of up to three years
and are eligible for reappointment.
Section 19 Duties of employers
An employer must ensure, so far as is reasonably practicable, the health and safety of
each employee while at work. This includes providing and maintaining a safe working
environment, safe systems of work, and plant and substances in a safe condition.

Employers’ duties include:
• providing information, instruction, training and supervision as is reasonably necessary to
ensure employee health and safety
• monitoring employee health and welfare
• keeping information and records of work-related injuries
• induction and supervision of new workers
• monitoring of working conditions
• training and informing managers and supervisors in their OHS role
• ensuring that any accommodation and other facilities are maintained in a safe
condition.
Section 20 OHS policies and statements
Employers must prepare and maintain health and safety policies, in consultation with
employees and their representatives. They must also prepare and keep up-to-date a
written statement setting out the arrangements, practices and procedures for protecting
employees’ health and safety.
Section 21 Duties of workers
An employee must take reasonable care to protect his or her own health and safety, and
to avoid adversely affecting others. This includes, as far as reasonable, using equipment
provided for OHS purposes, obeying reasonable OHS instructions, and ensuring that s/he
is not affected by alcohol or drugs to the extent that s/he endangers health and safety.
Section 22 Duties of self-employed persons
A self-employed person must take reasonable care to protect his or her own health and
safety, and to avoid adversely affecting others.
Section 23 Occupiers
Occupiers must ensure, so far as is reasonably practicable, that the workplace is
maintained in a safe condition and that there are safe means of access and egress.
Section 23A Duties of designers and owners of buildings
A person who designs or owns a building that comprises or includes a workplace
must ensure that risks to health and safety are addressed and that any prescribed
requirements are met.
Section 24 Duties of manufacturers, importers and suppliers of plant
or substances
These people have duties to ensure health and safety when plant or substances are
properly used, and when subjected to reasonably foreseeable forms of misuse. This
includes attention to health and safety in the design, construction and installation
of plant or erection of structures, and in the manufacture and supply of substances.
Duties encompass testing and examination of plant and substances, and provision
of adequate information to ensure safe use.
Section 24A Duties of owners of plant
The owner of plant must ensure that the plant is maintained in a safe condition, that
information is provided to users, and that any prescribed requirements are complied with.
Summary of the OHSW Act and Regulations

Section 25 Duties applicable to all persons
Persons other than an employer, employee or occupier of a workplace must not misuse
or damage anything provided to protect health and safety, or place at risk the health
and safety of another person who is at work.
Section 26-31 HSRs and committees
A group of employees may elect an HSR to represent a work group. The members of a
work group are also entitled to elect a deputy HSR who performs the functions of the HSR
in their absence. The term of office of an HSR is three years, although this may be less in
certain circumstances set down in the Act.
An employer must establish a health and safety committee if requested to do so by
an HSR or at least five employees. The composition of a health and safety committee is
determined by agreement between the employer, the HSR and any interested employees.
Any relevant HSR should be encouraged to be a member of the committee and at least
half of the committee’s members must be employees. The Regulations make various
provisions in relation to the operation of committees.
Section 31A, 31B, 31C Training
This section makes provision for entitlement to training for HSRs and committee
members. It also outlines entitlements for time off to attend training, reimbursement
of expenses and payment of courses. The SafeWork SA Advisory Committee may also
prepare and publish guidelines for training.
Section 32 Functions of HSRs
This section provides for HSRs to perform certain functions in relation to their work group.
Section 33 Functions of health and safety committees
This section establishes the functions of health and safety committees.
Section 34 Responsibilities of employers
An employer must consult HSRs and committees in relation to OHS policies, practices and
procedures, and about any changes to the workplace that may affect health and safety.
Employers also have certain responsibilities to HSRs including:
• allowing them to accompany an inspector during an inspection of the workplace
• allowing access to information about work-related risks
• notifying them of work-related injuries
• granting them time off to attend approved training.
The details of these and other entitlements of HSRs are provided in Section 34 of the
Act.
Section 35-37 Resolution of OHS issues
Where an HSR considers that a person is contravening the Act, or may repeat a
contravention, the representative may follow a procedure to have the issue resolved. This
procedure includes consultation with the employer, involvement of a health and safety
committee or an inspector, and issue of a Default Notice. The Default Notice is a written
Notice, which requires that the contravention be remedied.

In circumstances where an HSR considers that there is an immediate threat to the
health and safety of an employee, the representative may direct that work cease until
adequate measures are taken to protect health and safety. This procedure also involves
consultation with the employer and committee, if appropriate.
Either the HSR or the employer may request an inspector to attend the workplace to
assist in resolving the issue.
Section 38 Inspections
Inspectors are appointed under the Act and are given certain powers, which include
rights to enter and inspect workplaces, examine records and documents, take
photographs, measurements and other records, and require persons to answer
questions. These powers are subject to certain conditions and certain steps are to
be taken by the inspector to consult and provide information to the employer or
occupier, and to an HSR.
Section 39-45 Improvement and Prohibition Notices
Where an inspector considers that a person is contravening the Act, or may repeat
a contravention, the inspector may issue an Improvement Notice requiring that the
matter be remedied. If an inspector considers that there is an immediate threat to health
and safety, the inspector may issue a Prohibition Notice, which prevents the particular
activity until the inspector is satisfied that adequate measures have been taken to avert,
eliminate or minimise the risk. The person to whom they have been issued must display
notices at the workplace. An employee whose work is affected, an employer or an
HSR may apply to the President of the Industrial Court to have a Notice reviewed. An
employee whose work is suspended due to an Improvement or a Prohibition Notice is
entitled to be paid.
Section 46-50 Review committees
The President of the Industrial Court must establish a review committee to consider
particular OHS matters referred to the President under the Act. Section 48 establishes the
procedures for a review committee. Any party to proceedings before a review committee
may appeal to the Supreme Court against a decision of the committee.
Section 53 Delegation
The Minister, the Director or the Advisory Committee of SafeWork SA may delegate any
of their powers or functions under the Act.
Section 54 Power to require information
This section allows workplace health and safety information to be sought by specific people,
when it is reasonably required for the administration, operation or enforcement of the Act.
Section 54A Provision of information by WorkCoverSA
Makes provisions for WorkCoverSA to supply work-related injury, rehabilitation return-to-
work, claims costs, investigation outcomes or other information to the SafeWork SA Advisory
Committee.

Section 55 Confidentiality
Persons who obtain information in the course of carrying out functions related to the
administration, operation or enforcement of the Act are prevented from disclosing
commercial or personal information of a confidential nature, except in specific
circumstances established in Section 55.
Section 55A Inappropriate behaviour at work
Outlines process to make complaints about bullying. Bullying is defined here as
behaviour that is directed towards an employee or group of employees that is repeated
and systematic and that a reasonable person would expect to victimise, humiliate,
undermine or threaten the employee or employees. It must create a risk to health and
safety.
Section 56 Discrimination against workers
HSRs, health and safety committee members and employees who assist an inspector or
make a complaint in relation to an OHS matter are protected against dismissal, threat,
intimidation or coercion by an employer. It is an offence for an employer to do these
things and an employee affected may be reinstated or re-employed in the event of
dismissal or paid compensation.
Section 57 Assignment of workers during cessation of work
Employees may be assigned to suitable alternative work, where work has been
suspended as a result of a direction that work cease, or a Default, Improvement
or Prohibition Notice.
Section 58-60A Offences
A person who fails to comply with a provision of the Act is guilty of an offence. Penalties
are set according to different divisions. The penalty amount for each division of fine is
established in Section 4 of the Act.
Section 59 provides for an aggravated offence where a person breaches their duty
of care, knowing that the breach was likely to seriously endanger another or being
recklessly indifferent to whether another person was endangered. The penalty for
an aggravated offence is double the penalty that would otherwise apply for that duty or
imprisonment of up to five years, or both.
Additional penalties also apply for continuing or repeated offences. The Act provides
for expiation or ‘on the spot’ fines to be issued by inspectors in relation to matters
prescribed by Regulation.
Section 60A can require a convicted person to undertake training, carry out specific
activities or projects to improve OHS in the State, or sector of activity. It can also order
the person to advertise the offence, consequences and penalty applied and notify
shareholders, or victims of the offence.
Section 61 Responsible Officers
Each body corporate must appoint a Responsible Officer who must take reasonable steps
to ensure compliance with the Act. Section 61 establishes the type of person who may
be appointed as a Responsible Officer. In the public sector, the chief executive officer of
each administrative unit must appoint a person to be responsible for implementing the
Act. Responsible Officers must attend training.

Section 62 Health and safety in the public sector
Chief executive officers of public service administrative units can now be liable for the
same offences as employers.
Section 63-63A Codes of practice
The Minister may approve a Code of Practice, on the recommendation of the
SafeWork SA Advisory Committee. Notice of an Approved Code of Practice is given
in the Gazette. Every Approved Code of Practice must be laid before both Houses
of Parliament and may be disallowed by either House, by a resolution passed within
fourteen (14) days of the code being laid before the House.
Approved Codes of Practice may be used as evidence in a prosecution. A person who
has not complied with an Approved Code of Practice will be taken to have failed to
exercise the required standard of care, unless they can prove otherwise.
Section 64 Evidentiary provision
This section establishes certain rules of evidence for prosecutions under the Act.
Section 65 Annual report
The SafeWork SA Advisory Committee must prepare a report of its work each year, to
be laid before each House of Parliament.
Section 66 Modification of Regulations
An occupier or employer may apply to the Director of SafeWork SA for the Regulations
to be modified, as they apply to the particular employer or occupier. Parties affected
may apply to the President of the Industrial Court for a review if they are dissatisfied
with the granting of a modification.
Section 67 Exemption from the Act
An employer of another person may apply to the Minister for exemption from all
or any provision of the Act. The Minister must consult the SafeWork SA Advisory
Committee on such a request.
Section 67A Registration of employers
A person required to be registered under the WRC Act, must also register under the OHSW
Act. This fee is collected with the WorkCoverSA levy. This section establishes the basis for
setting the fee.
Section 67B Portion of WorkCoverSA levy to be used to improve occupational
health and safety
A part of the levy paid to WorkCoverSA will be transferred to the Department to go towards
the costs associated with administering the Act.
Section 67C Five-yearly reports
Requires the Minister to undertake a review of the Act on a five-yearly basis. The review
reports must be presented to Parliament.
Section 68-69 Regulations
Regulations may be made on any matters that are specified in Schedule 1 to the Act
and additional registration and licensing matters set down in Section 69. Regulations
may reference codes or other documents. The Minister must consult the SafeWork SA
Advisory Committee before making any Regulation.

Summary of the Occupational Health, safety and welfare
regulations 2010
PART 1 - Preliminary
Provides all general information and requirements that should be applied in using the rest
of the Regulations.
It covers:
• interpretations - all words in bold in the Regulations have specific (defined) meanings
• general responsibilities - a summary of everyone’s responsibilities
• general principles - an overview of the steps for implementing the Regulations.
PART 2 - General workplace
Sets out the general requirements that apply to all workplaces. Each of the Regulations
under this section relates to a particular hazard or to the provision of access to facilities for
the welfare of employees (e.g. toilets, first aid kits etc.).
Part 2 explains the things that must be done to make any workplace safe and the facilities
to be provided for employees. These Regulations cover:
• access and egress
• amenities
• buildings and precincts
• confined spaces
• electrical
• emergency facilities and procedures
• fire prevention
• lighting
• manual handling
• noise
• occupational health and first aid
• personal protection
• prevention of falls
• remote or isolated work
• storage
• traffic control
• ventilation
• workplace cleanliness and hygiene.

PART 3 - Plant
Based on the National Standard for Plant, it consists of specific requirements for plant
including registration of some hazardous plant.
Part 3 explains the specific requirements for plant, for example:
• specific duties of:
- designers
- manufacturers
- importers
- suppliers
- erectors or installers
- employers
- employers duties for risk control
- owners
- self-employed persons
• hazard identification, risk assessment and risk control
• registration of plant design and plant items.
PART 4 - Amusement structures
This part protects the safety of persons from hazards arising from the use of amusement
structures, including registration of designs and the installation of amusement structures.
PART 5 - Hazardous substances
Sets out the general requirement to minimise risk to health, due to exposure to
hazardous substances in the workplace.
Part 5 explains that the national standards for hazardous substances and for asbestos,
lead and synthetic mineral fibres apply in South Australia and covers:
• general requirements and duties of suppliers and employers
• specific requirements for asbestos
• specific requirements for lead
• specific requirements for synthetic mineral fibres.

PART 6 - Hazardous work
Consists of specific requirements for certain types of hazardous work. The divisions in
this section must be applied in addition to the more general requirements of divisions
two, three and four.
Part 6 explains the specific requirements for certain types of hazardous work. You must
apply these Regulations, in addition to the more general requirements of parts 2-5,
when doing:
• abrasive blasting
• demolition
• diving
• electroplating
• excavation work
• foundry work
• logging
• spray painting
• welding
• construction work
• petroleum work
• mining work
• opal mining.
PART 7 - Administration
Provides detailed information for employers on the administrative aspects of health and
safety management.
Part 7 explains the administrative requirements for all workplaces in relation to:
• health and safety representatives
• health and safety committees
• confidentiality of health records
• high risk work licences, competency requirements and registration of assessors
• notification of commencement of certain work
• notification of certain occurrences
• proceedings
• registration of employers
• miscellaneous provisions.

14. Appendices
Appendix 1 HSR notification of election form
Appendix 2 HSR resignation form
Appendix 3 HSR training notification form
Appendix 4 Default Notice
Appendix 5 Health and safety committee information form
Appendix 6 General workplace inspection checklist
Appendix 7 Office workstation checklist
DISCLAIMER:
Some of the forms or checklists provided in these appendices will require amendment to suit
the needs and hazards of your organisation. They are provided as examples only to assist you
in getting started.

appendix 1 - hsr notification of election form
Do you have a deputy health and safety representative? Yes No
If yes, the name of the deputy representative
Name of the group of employees that you represent
Number of male employees in your work group Number of female employees in your work group
Are there employees in your workgroup who use a language(s) at work/as part of work other than English? Yes No
If the answer is yes, approximately how many employees speak the following language(s)?
Italian Greek Polish Khmer Chinese Spanish Russian
Other (please specify)
The information contained in this form is required in accordance with the Occupational Health
Safety and Welfare (OHSW) Act 1986 and Regulations.This information will be treated in the
strictest confidence and is only provided to SafeWork SA for the purposes of communication with
you if they visit your workplace. It will be provided to your employer, when requested, to assist them
to keep accurate records. SafeWork SA will use the information to assist in the development of
policies and programs for HSRs in South Australia.
HEALTH AND SAFETY REPRESENTATIVE
NOTIFICATION OF ELECTION
WORKER’S DETAILS
EMPLOYMENT DETAILS
WORK GROUP INFORMATION
Title Given names Surname
Preferred name
(Mr/Ms/Mrs/Miss/Dr)
Male Female What is your preferred language? English Italian Greek Polish
Khmer Chinese Spanish Russian
(Language spoken/read in the workplace)
Country of birth
Email address
Date you were elected/re-elected as an HSR
Are you a deputy health and safety representative? Yes No
This question is optional (i.e. you do not have to answer). If you do answer, the information will help SafeWork SA
to continue to improve services to Aboriginal and Torres Strait Islander people.
Please tick this box if you are of Aboriginal/Torres Strait Islander descent
Postal address
Other language (please specify)
Name of employer/company
Worksite/Location
Name address
Postcode
Postcode
Your occupation/Job title Work phone no ( )
Home phone no Mobile no
Date started employment with current employer (month) (year)
Is this your:
First election
Re-election
UNION/REGISTERED ASSOCIATION MEMBERSHIP
Completing this section is a requirement under Division 6.1.8 (1) (f) of the OHSW regulations. However, SafeWork SA will
not release your personal details, but will use general information to engage unions in supporting HSRs in South Australia.
Are you a member of a Union or Registered Association?* Yes No
*As defined by the OHSW Act 1986
Name of Union or Registered Association
Do you hold an official position in your Union/Registered Association such as Job Representative Delegate
Shop Steward Other
Union Official
P.T.O.
0250
( )

appendix 1 - hsr notification of election form
NOTIFICATION OF ELECTION FORM
HEALTH AND SAFETY REPRESENTATIVE TRAINING
Name/Type of course
Have you been to training for health and safety representatives approved under the OHSW Act 1986 [Section 31A]?
No Yes (if yes please complete the following table.)
Name of training organisation Date completed
Have you undertaken any other occupational health and safety related training (e.g. TAFE, university, in-house, fire safety,
first aid etc)?
No Yes (if yes please complete the following table.)
e.g. Level 1, Level 2, Continuing
e.g. SA Unions, Business SA, Transport Training Centre,
Port Adelaide Training Development Centre, AWU
Education Training Centre etc.
e.g. 11.6.94
Name/Type of course Educational institution/training organisation Date completed
e.g. in-house training, Certificate,
Graduate Diploma, First aid training
e.g. TAFE, ABC123 Pty Ltd, Australian Red Cross Society e.g. 24.9.95
Signature Date
If you need any help filling out this form, please call the Help Centre Information
Officer on 1300 365 255.
When you have completed this form, please return it to:
OHS Information Officer, GPO Box 465, ADELAIDE SA 5001
or hand deliver the form to:
Ground Floor, 100 Waymouth Street, ADELAIDE SA 5000.
Regulations?
If you need any help filling out this form, please call the Help Centre Information Officer
on 1300 365 255.
Workplace Consultation Program, SafeWork SA,
GPO Box 465, ADELAIDE SA 5001 or fax the form to: 08 8204 9500

Appendix 2 - HSR resignation form
health and safety
representative resignation
form
Please use this form to notify us of your resignation as a health and
safety representative.
personal information
OFFICE USE ONLY
Date received
REPCODE
Reason code
Entry date
Entered by
SafeWork SA
Workplace Consultation
Program
GPO Box 465
Adelaide, SA, 5001
Tel: 1300 365 255
Fax: (08) 8204 9500
family name
Postal address
Postcode
telephone
Given name/s
EMAIL
employer/organisation name
reason for resignation
resignation date
Signature Date

Appendix 3 - HSR TRAINING NOTIFICATION FORM
TRAINING NOTIFICATION FORM
Title Given name Surname
(Mr/Ms/Mrs/Miss/Dr)
Preferred name Your occupation/Job title
Male Female Please tick (4) this box if you are of Aboriginal/Torres Strait Islander descent
EMPLOYMENT DETAILS
Worksite/Location
Name and address
Postcode
Work phone no. ( )
Postcode
ARE YOU AN ELECTED HEALTH AND SAFETY REPRESENTATIVE (HSR)?
No
Yes
You are not required to complete this form.
Complete both sides of this form and provide it to your trainer or send it to:
SafeWork SA OHS Information Officer
GPO Box 465
Adelaide SA 5001
or
fax it to SafeWork SA on (08) 8204 9200.
Area: Metropolitan Country
Type of training: Level 1 Level 2
5-day block? If yes Dates attended from / / to / /
Split course? If yes Dates attended part 1 from / / to / /
Dates attended part 2 from / / to / /
TRAINING DETAILS - CONTINUING TRAINING ONLY
Day 1 - title of workshop Date attended / /
HEALTH AND SAFETY REPRESENTATIVE DETAILS
Middle initials
Postal address Date of election as health
and safety representative
/ /
Are you a deputy health
and safety representative? Yes No
Contact phone no. ( )
Email address
The information contained in this form is required in accordance with the Occupational Health, Safety and Welfare (OHSW)
Act 1986, Section 28(12) and Regulation 6.1.8. This information will be treated in the strictest confidence and is only provided
to SafeWork SA for the purposes of communication with you. It will be provided to your employer, when requested, to assist
in keeping accurate records. SafeWork SA will use the information to assist in the development of policies and programs for
HSRs in South Australia.
P.T.O.
Date started employment
with current employer (month) (year)
Name of training organisation:
ADELAIDE TRAINING AND EMPLOYMENT CENTRE (ATEC)
ASC TRAINING DEVELOPMENT (ASC)
AUSTRALIAN INSTITUTE OF TECHNOLOGY TRANSFER (AITT)
BUSINESS SA (BSA)
JOBSAFE SA (JSSA) – FORMERLY AWU
MOTOR TRADE ASSOCIATION (MTA) – GROUP TRAINING SCHEME
SA UNIONS (SAU)
SDA TRAINING CENTRE (SDA)
TAFESA (METROPOLITAN)
TAFESA (REGIONAL)
TRANSPORT TRAINING CENTRE (TTC)
0331-Updated09
ADELAIDE TRAINING EMPLOYMENT CENTRE (ATEC)
BUSINESS SA (BSA)
CELTIC TRAINING CONSULTANCY (CTC)
SafeWork SA Workplace Consultation Program
GPO Box 465 Adelaide SA 5001
or
(Mr/Ms/Mrs/Miss/Dr)
EMPLOYMENT DETAILS
Worksite/Location
Name and address
Postcode
Work phone no. ( )
Postcode
No
Yes
GPO Box 465
Adelaide SA 5001
or
Middle initials
/ /
Email address
P.T.O.
BUSINESS SA (BSA)
SA UNIONS (SAU)
TAFESA (REGIONAL)
0331-Updated09
(Mr/Ms/Mrs/Miss/Dr)
EMPLOYMENT DETAILS
Worksite/Location
Name and address
Postcode
Work phone no. ( )
Postcode
No
Yes
GPO Box 465
Adelaide SA 5001
or
Middle initials
/ /
Email address
P.T.O.
BUSINESS SA (BSA)
SA UNIONS (SAU)
TAFESA (REGIONAL)
0331-Updated09
(Mr/Ms/Mrs/Miss/Dr)
EMPLOYMENT DETAILS
Worksite/Location
Name and address
Postcode
Work phone no. ( )
Postcode
No
Yes
GPO Box 465
Adelaide SA 5001
or
Middle initials
/ /
Email address
P.T.O.
BUSINESS SA (BSA)
SA UNIONS (SAU)
TAFESA (REGIONAL)
0331-Updated09
HEALTH AND SAFETY REPRESEN
Title Given name
(Mr/Ms/Mrs/Miss/Dr)
Preferred name Your occupation/Job
Male Female Please tick (4) this box if you are of Aborigin
EMPLOYMENT DETAILS
Worksite/Location
Name and address
Work phone no. ( )
Postcode
ARE YOU AN ELECTED HEALTH AND SAFETY REPRESENTATIV
No
Yes
Complete both sides of this form and provide it to your trainer o
SafeWork SA OHS Informat
GPO Box 465
Adelaide SA 5001
or
fax it to SafeWork SA on (08
5-day block? If yes Dates attended from / /
Split course? If yes Dates attended part 1 from / /
Dates attended part 2 from / /
Day 1 - title of workshop
Middle initials
Postal address
Email address
The information contained in this form is required in accorda
Act 1986, Section 28(12) and Regulation 6.1.8. This informat
to SafeWork SA for the purposes of communication with you
in keeping accurate records. SafeWork SA will use the inform
Date started em
with current em
BUSINESS SA (BSA)
0331-Updated09
HEALTH AND SAFETY REPRESEN
Title Given name
(Mr/Ms/Mrs/Miss/Dr)
Preferred name Your occupation/Job
Male Female Please tick (4) this box if you are of Aborigin
EMPLOYMENT DETAILS
Worksite/Location
Name and address
Work phone no. ( )
Postcode
ARE YOU AN ELECTED HEALTH AND SAFETY REPRESENTATIV
No
Yes
Complete both sides of this form and provide it to your trainer o
SafeWork SA OHS Informat
GPO Box 465
Adelaide SA 5001
or
fax it to SafeWork SA on (08
5-day block? If yes Dates attended from / /
Split course? If yes Dates attended part 1 from / /
Dates attended part 2 from / /
Middle initials
Postal address
Email address
The information contained in this form is required in accorda
Act 1986, Section 28(12) and Regulation 6.1.8. This informat
to SafeWork SA for the purposes of communication with you
in keeping accurate records. SafeWork SA will use the inform
Date started em
with current em
BUSINESS SA (BSA)
0331-Updated09
NATIONAL RISK SOLUTIONS (NRS)
NATIONAL SAFETY COUNCIL OF AUSTRALIA (NCSA)
SA UNIONS (SAU)
TAFESA METRO (TAFESAM)
TAFESA REGIONAL (TAFESAR)
0331
(Mr/Ms/Mrs/Miss/Dr)
EMPLOYMENT DETAILS
Worksite/Location
Name and address
Postcode
Work phone no. ( )
Postcode
No
Yes
GPO Box 465
Adelaide SA 5001
or
Middle initials
/ /
Email address
P.T.O.
BUSINESS SA (BSA)
SA UNIONS (SAU)
TAFESA (REGIONAL)
0331-Updated09
Act 1986, Section 28(12) and Regulations.This information will be treated in the strictest confidence and is only provided
WORKER’S DETAILS
Title Given names Surname
Preferred name
(Mr/Ms/Mrs/Miss/Dr)
Male Female What is your preferred language? English Italian Greek Polish
Khmer Chinese Spanish Russian
Country of birth
Email address
Date you were elected/re-elected as an HSR
Are you a deputy health and safety representative? Yes No
This question is optional (i.e. you do not have to answer). If you do answer, the information will help SafeWork SA
to continue to improve services to Aboriginal and Torres Strait Islander people.
Please tick this box if you are of Aboriginal/Torres Strait Islander descent
Postal address
Other language (please specify)
Postcode

Appendix 3 - HSR TRAINING NOTIFICATION FORM
HEALTH AND SAFETY REPRESENTATIVES TRAINING NOTIFICATION FORM
Signature Date
If you need any help filling out this form, please call the Help Centre on 1300 365 255.
PolishWhat is your preferred language?
Russian
Greek
Spanish
Italian
Chinese
English
Khmer
NoYesDo you have a deputy HSR?
If yes, the name of the deputy HSR
NoYesAre there employees in your workgroup who use a language(s) at work/as part of work other than English?
NoYesAre you a member of a Union or Registered Association?*
Do you hold an official position in your Union/Registered Association such as
(please tick)
Job Representative
Shop Steward
Union Official
Delegate
Other
Completing this section is a requirement under Division 6.1.8 (1) (f) of the OHSW Regulations. However, SafeWork SA will not
release your personal details, but will use general information to engage unions in supporting HSRs in South Australia.
Country of birth
SafeWork SA will not release your personal details, but will use general information to engage unions in supporting HSRs in
South Australia.
OHSW Act 1986
HEALTH AND SAFETY REPRESENTATIVES TRAINING NOTIFICATION FORM
Signature Date
If you need any help filling out this form, please call the Help Centre on 1300 365 255.
PolishWhat is your preferred language?
Russian
Greek
Spanish
Italian
Chinese
English
Khmer
NoYesDo you have a deputy HSR?
If yes, the name of the deputy HSR
NoYesAre there employees in your workgroup who use a language(s) at work/as part of work other than English?
NoYesAre you a member of a Union or Registered Association?*
Do you hold an official position in your Union/Registered Association such as
(please tick)
Job Representative
Shop Steward
Union Official
Delegate
Other
Completing this section is a requirement under Division 6.1.8 (1) (f) of the OHSW Regulations. However, SafeWork SA will not
release your personal details, but will use general information to engage unions in supporting HSRs in South Australia.
Country of birth
EMPLOYMENT DETAILS
Worksite/Location
Name address
Postcode
Your occupation/Job title Work phone no ( )
Home phone no Mobile no
Date started employment with current employer (month) (year)

appendix 4 - default notice
DEFAULT NOTICE
This Default Notice is issued in accordance with Section 35(3) of the South Australian Occupational Health, Safety
and Welfare Act 1986.
Failure to comply with its requirements carries a maximum penalty of $40,000.
I, being the elected health and safety representative for the
[Health and Safety Representative name]
work group
having taken reasonable steps to consult with the employer, am of the opinion that the matter has not been
satisfactorily resolved and believe that:
[whoever is contravening the Act - can be the firm, the employer, CEO or an individual]
is contravening/has contravened (and is likely to repeat that contravention), the Occupational Health, Safety
and Welfare Act 1986 at:
[name and address of workplace]
The grounds for my opinion are:
(additional pages may be attached if necessary)
is responsible for remedying
[NAME OF PERSON ADDRESSED: name of company, employer, CEO or nominated responsible officer]
This contravention by am/pm on / /
[Date]
Signed Date / /
[Health and Safety Representative] (Date of issue)
Instructions for using this Notice:
Upon completion, this Notice should be handed to the person addressed or to the employer or their representative
(e.g. supervisor, safety officer) who shall ensure that it is given to the employer who is responsible for placing copies
of it in prominent locations about the affected workplace and informing affected workers of its content. Health and
safety representatives should retain their own copies of Default Notices they issue.
SafeWork SA should be contacted by the health and safety representative if the Notice is not complied with by the
specified date and by the employer if they wish to appeal against the Notice being issued.
Copies of Default Notices must be retained for 3 years.
More information about Default Notices is contained within Safeguard ‘Resolution of health and safety issues’, which
is available from SafeWork SA (see over).
[delete whichever is not applicable]

appendix 4 - default notice
IMPORTANT INFORMATION ABOUT DEFAULT NOTICES
Request for attendance by an inspector
An inspector may be requested to attend at the workplace if:
(a) a person to whom a Default Notice is addressed (or where that person is an employee, that person’s
employer) considers that a Default Notice need not have been issued or is, for some other reason,
inappropriate; or
(b) an HSR:
(i) considers that there has been an unreasonable delay in taking action under Section 35(8) of the OHSW
Act 1986; or
(ii) is dissatisfied with the action taken under that subsection in response to the Notice.
An inspector may:
(a) confirm the Notice; or
(b) confirm the Notice with such modifications as the inspector thinks fit; or
(c) cancel the Notice.
Cancellation of Notice
A Default Notice may be cancelled:
(a) at any time, by the HSR who issued the Notice; or
(b) if the HSR is absent from the workplace and cannot reasonably be contacted, by a health and safety
committee that has responsibilities in relation to the matter; or
(c) by an inspector.
SafeWork SA Offices are located at: Street Address Telephone Facsimile
Head Office
GPO Box 465, ADELAIDE SA 5001
Berri
PO BOX 346, BERRI SA 5343
Mount Gambier
PO BOX 871, MOUNT GAMBIER SA 5290
Port Lincoln
PO BOX 2862, PORT LINCOLN SA 5606
Port Pirie
PO BOX 462, PORT PIRIE SA 5540
Whyalla
PO BOX 696, WHYALLA SA 5600
Emergency After Hours Number
Internet Address
Level 4, World Park A,
33 Richmond Road, Keswick
30 Kay Avenue, Berri
38 Sturt Street, Mount Gambier
Level 1, 75-75 Tasman Terrace, Port Lincoln
Level 1,104 Florence Street, Port Pirie
15-17 Horwood Street, Whyalla
1300 365 255
(08) 8595 2199
(08) 8735 1199
(08) 8688 3057
(08) 8638 4777
(08) 8648 8733
1800 777 209
(08) 8204 9200
(08) 8595 2190
(08) 8124 1453
(08) 8688 3058
(08) 8638 4785
(08) 8648 8722

appendix 5 - committee information form
HEALTH AND SAFETY
COMMITTEE INFORMATION
Amended info
New info
Officer on 1300 365 255.
The information contained in this form is required in accordance with the Occupational Health, Safety
and Welfare (OHSW) Regulation 1995 Division 6.2.1. This information will be treated in the strictest
confidence. SafeWork SA will use the information to assist in the development of policies and programs
for health and safety committees in South Australia.
EMPLOYER DETAILS
Name of employer
WorkCover Registration no./Location no. (if known)
Address of employer
Postcode
COMMITTEE DETAILS
Organisation's committee name
CONTACT DETAILS
Date committee originally established
Total number of members on the committee
Total number of employee representatives on the committee
(eg, excluding management representatives)
Contact person for the Committee
(generally the Chairperson)
Postcode
Address for correspondence if different to address of employer
Title Given names Surnames
(Mr/Ms/Mrs/Miss/Dr)
Contact telephone number ( )
You are required by law to provide these committee details within 14 days
of establishment of the committee
0253
SAFETY
NFORMATION
Amended info
New info
please call the Help Centre Information
ase return it to:
, ADELAIDE SA 5001
DELAIDE SA 5000.
d in this form is required in accordance with the Occupational Health, Safety
ulation 1995 Division 6.2.1. This information will be treated in the strictest
will use the information to assist in the development of policies and programs
mmittees in South Australia.
known)
Postcode
e
on the committee
Postcode
ddress of employer
Surnames
to provide these committee details within 14 days
stablishment of the committee
HEALTH AND SAFETY
Amended info
New info
ed any help filling out this form, please call the Help Centre Information
n 1300 365 255.
u have completed this form, please return it to:
ormation Officer, GPO Box 465, ADELAIDE SA 5001
deliver the form to:
Floor, 100 Waymouth Street, ADELAIDE SA 5000.
YER DETAILS
mployer
Registration no./Location no. (if known)
employer
Postcode
TTEE DETAILS
on's committee name
CT DETAILS
mittee originally established
er of members on the committee
er of employee representatives on the committee
anagement representatives)
rson for the Committee
airperson)
Postcode
correspondence if different to address of employer
Given names Surnames
Miss/Dr)
ephone number ( )
u are required by law to provide these committee details within 14 days
Email
If you need any help filling out this form, please call the Help Centre Information Officer
on 1300 365 255.
Workplace Consultation Program, SafeWork SA,
GPO Box 465, ADELAIDE SA 5001 or fax the form to: 08 8204 9500
0253
and Welfare (OHSW) Regulations. This information will be treated in the strictest confidence.
SafeWork SA will use the information to assist in the development of policies and programs for health
and safety committees in South Australia.
HEALTH AND SAFETY
HEALTH AND SAFETY
Amended info
New info
Officer on 1300 365 255.
EMPLOYER DETAILS
Name of employer
WorkCover Registration no./Location no. (if known)
Address of employer
Postcode
COMMITTEE DETAILS
Organisation's committee name
CONTACT DETAILS
Date committee originally established
Total number of members on the committee
Total number of employee representatives on the committee
(eg, excluding management representatives)
Contact person for the Committee
(generally the Chairperson)
Postcode
Address for correspondence if different to address of employer
Title Given names Surnames
(Mr/Ms/Mrs/Miss/Dr)
Contact telephone number ( )
You are required by law to provide these committee details within 14 days
0253
Is this your:
First election
Re-election

JOB DESIGN
Has each job been designed to provide a variety of tasks throughout the day Yes No N/A
in terms of physical and mental workload?
Are highly repetitive tasks (such as keying) performed for more than 2 hours Yes No N/A
at any one time?
Do tasks require constant sitting or standing for more than 2 hours at any Yes No N/A
one time?
Are tasks that require a high level of concentration performed for more Yes No N/A
than 2 hours at any one time?
Do workers have some choice of when, how and how frequently they perform Yes No N/A
some tasks or are these determined by the equipment or machine they use or
by their supervisor?
Are workers trained to vary tasks and postures through the day? Yes No N/A
Are individuals given feedback regarding their work performance? Yes No N/A
MANUAL HANDLING
Are there objects that require pushing, pulling, lifting, lowering, carrying, Yes No N/A
holding or moving and do these actions require considerable physical effort
or force to complete?
Are there large, awkward or heavy objects to be handled? Yes No N/A
Is handling required more than 5 times per hour over a day? Yes No N/A
Is handling performed below mid-thigh height or above shoulder height? Yes No N/A
LIGHTING
Is there sufficient lighting for the performance of tasks? Yes No N/A
Are workers able to control incoming natural light? Yes No N/A
Does artificial lighting cause reflection from work surfaces or shadows over Yes No N/A
the task?
Do workers find they have tired, sore or irritated eyes at the end of a day? Yes No N/A
NOISE
Is noise a problem in the workplace? Yes No N/A
Is it difficult to hear a normal voice within 1 metre distance? Yes No N/A
Are there distracting or disruptive noises in the area? Yes No N/A
Do screens or partitions control noise? Yes No N/A
AIR QUALITY
Are there problems or complaints about temperature, draughts, odours or lack Yes No N/A
of fresh air?
Do workers suffer from dry, irritated eyes at the end of the day? Yes No N/A
Does the workplace seem stuffy? Yes No N/A
Do workers find the temperature cold, hot or fluctuating? Yes No N/A
Appendix 6 - General workplace inspection checklist
GENERAL WORKPLACE INSPECTION CHECKLIST
This checklist will need to be amended to suit the needs of your organisation.
EXAMPLE

OFFICE LAYOUT
Is there sufficient space for tasks to be carried out? Yes No N/A
Is there sufficient space for the equipment and the operator? Yes No N/A
Is there sufficient space for walkways through an area? Yes No N/A
Is there sufficient space for light, intermediate and busy foot traffic? Yes No N/A
Are there separate areas for tasks that require dedicated space? Yes No N/A
Is there a separate room for photocopying? Yes No N/A
WORKSTATIONS
Are workstations adequately designed for the tasks being performed? Yes No N/A
Is there sufficient space at the workstation for documents to be spread out Yes No N/A
within easy reach?
Is there easy access to equipment such as a telephone or keyboard? Yes No N/A
Is there adequate and safe height adjustability of work surfaces? Yes No N/A
Are workstations and equipment set up to reduce awkward postures? Yes No N/A
Are the desks suitable for the tasks to be performed? Yes No N/A
Do standing workstations meet the needs of the users? Yes No N/A
Are standing workstations suitable for a range of users? Yes No N/A
Is there sufficient width and depth for the tasks being carried out? Yes No N/A
Is there provision for seating at this workstation where short periods Yes No N/A
of continuous work is performed?
Is there suitable seating provided at a standing workstation? Yes No N/A
Are the chairs stable in access and in egress? Yes No N/A
Are the chairs adjustable for different users? Yes No N/A
Are the visitors’ chairs adequate for the number and type of visitors? Yes No N/A
Do these chairs need to be hardy or soft and comfortable? Yes No N/A
Are the reception chairs suitable for the tasks that need to be carried out? Yes No N/A
Are the reception chairs adjustable from the seated position? Yes No N/A
Do multiple operators use the reception chairs? Yes No N/A
Do keyboard operator chairs provide support and comfort to all Yes No N/A
individual operators?
Are these chairs adjustable in height and backrest angle from the Yes No N/A
seated position?
Do the executive chairs provide adequate support during the performance Yes No N/A
of all tasks?
What degree of adjustability do the existing chairs provide? Yes No N/A
What degree of adjustability for the individual fit is required? Yes No N/A
Is there a need for foot rests? Yes No N/A
Which operators require foot rests? Yes No N/A
Are document holders provided? Yes No N/A
Have a range of document holders been tried to meet the needs of the Yes No N/A
different users?
Are workers trained to adjust their workstation and chair? Yes No N/A

STORAGE
Is there sufficient general storage space for the office? Yes No N/A
Is there sufficient storage space at each workstation? Yes No N/A
Is storage space suitably designed to be within easy reach (that is, between Yes No N/A
shoulder and mid-thigh height)?
Is there sufficient space around storage areas to enable safe and easy access? Yes No N/A
HAND TOOLS
Are suitable, safe and adequate hand tools supplied for the work required? Yes No N/A
Are sharp implements (such as penknives and staple removers) housed Yes No N/A
or stored to minimise the risk of injury?
VISUAL DISPLAY UNITS (VDUs)
Is the computer adequate for the task being performed? Yes No N/A
Is force required to press the keys too high or too light? Yes No N/A
Is there adjustability of the screen height? Yes No N/A
Is there a keyboard rest that frees up desk space for other tasks? Yes No N/A
RADIATION
Are old or deteriorated VDUs being used? Yes No N/A
Have radiation emissions from old VDUs been tested within the last 12 months? Yes No N/A
Are workers located closer than 1 metre from a VDU in any direction? Yes No N/A
What policies and procedures exist about the placement of VDUs? Yes No N/A
Are workers located near multiple electrical cords or computer cables? Yes No N/A
Are electrical and computer cables unhoused or entwined? Yes No N/A
COPYING EQUIPMENT
Is there adequate copying equipment in good working order, for the Yes No N/A
work required?
Are copier lids intact and functioning to reduce exposure to intense light? Yes No N/A
Is the copier functioning quietly and as quickly as indicated in the Yes No N/A
specifications for the equipment?
Are self-contained toner cartridges supplied in a sealed state? Yes No N/A
Are procedures for the use and maintenance of copying equipment adequate, Yes No N/A
in place and in use?
Are safety procedures reviewed frequently? Yes No N/A
HAZARDOUS SUBSTANCES
Is there concern regarding hazardous substances such as paint, glues and Yes No N/A
new carpet?
List the likely hazardous substances in your office Yes No N/A
Have hazards been identified, qualified and controlled? Yes No N/A
Are there noticeable fumes in the air? Yes No N/A
Do any work processes use or generate dust, smoke, fumes or gases? Yes No N/A
Are there any hazards in the office known to be toxic, corrosive, inflammable Yes No N/A
or explosive?
Are MSDSs and written safe work procedures readily accessible? Yes No N/A
Are there adequate ventilation and housekeeping practices? Yes No N/A
Has appropriate training been provided to all workers? Yes No N/A

Appendix 7 - Office workstation checklist
HOUSEKEEPING
Are the floors of all offices and passageways, corridors, storerooms or stairways:
kept free from obstruction? Yes No N/A
properly maintained Yes No N/A
covered with non-slip material Yes No N/A
adequately illuminated Yes No N/A
Are stairways provided with substantial handrail or handhold? Yes No N/A
Are the surfaces of all car parks and pathways around the building kept Yes No N/A
free of potholes and other tripping hazards?
Does management ensure that all equipment is regularly maintained Yes No N/A
to manufacturers’ specifications?
Has management developed a system for immediately fixing faulty equipment? Yes No N/A
Are all filing cabinets, cupboards stable? Yes No N/A
Have workers been advised or trained on the correct way to access Yes No N/A
filing cabinets?
Are they sufficient for the needs of the office? Yes No N/A
Are they located clear of doors, corridors and frequently used passages? Yes No N/A
Are sharp corners of furniture and other fittings situated safely to avoid Yes No N/A
being a hazard to people passing them?
ELECTRICAL CONNECTIONS
Is the use of power boards or extension cords minimised? Yes No N/A
Are electrical cords and connections inspected regularly? Yes No N/A
Are all cords in as-new condition? Yes No N/A
Are all appliances in use suitable and in good condition? Yes No N/A
FIRE
Are extinguishers in place, clearly marked for type of fire and Yes No N/A
recently serviced?
Are there adequate direction notices for fire exits? Yes No N/A
Are exit doors easily opened from inside? Yes No N/A
Are exits clear of obstructions? Yes No N/A
Are fire alarms functioning correctly? Yes No N/A
Are fire instructions available and displayed? Yes No N/A
Are regular fire drills carried out? Yes No N/A
Are training sessions carried out? Yes No N/A
FIRST AID
Are cabinets and contents clean and orderly? Yes No N/A
Is there easy access to cabinets? Yes No N/A
Are employees aware of locations of first aid cabinet? Yes No N/A
Are first aid cabinets clearly labelled? Yes No N/A
Are emergency numbers displayed? Yes No N/A
Are there adequate stocks of first aid materials? Yes No N/A

Appendix 7 - Office workstation checklist
Name Position Date
OFFICE WORKSTATION CHECKLIST
This checklist will need to be amended to suit the needs of your organisation.
1. Chair
Swivel chair with 5 castor base (glides should be used on hard floors).
Seat height should be adjustable so that when operator is seated:
Upper arms hang freely (no arm rests on chair)
Thighs are not compressed by front edge of seat
Upper leg is approximately horizontal or angled slightly upwards with feet on floor or footrest
Sufficient clearance between the thigh and lower edge of desk
Sufficient clearance between front edge of seat and lower leg.
If relative heights of work surface and chair are not sufficiently adjustable (for short person) then an angled
footrest should be provided.
Back rest adjusted:
For height so that small of back is supported
For angle to allow user to sit upright.
2. Desk
Height should be adjustable so that forearms are horizontal or angled slightly downward
Document holder should be placed beside or beneath screen at same viewing distance as screen
Phone, folders etc. should be within easy reaching distance without the need to twist body or stretch
from seated position
There should be sufficient space for documents, completed work and writing on work surface
Beneath desk should be clear of obstructions so that knee and foot have clearance
Cords and cables should be secured out of way
3. Monitor
When head is erect, the top of screen should be in line with eyes.
Screen should be adjustable so that when looking at screen:
Viewing distance between eye and screen is between 400mm – 700mm (arm’s length)
The angle between screen surface and line of sight is approximately 90o
The downward angle between line of sight and the horizontal is approximately 35o
Monitor is placed so there are no reflections from windows or other light sources.
4. Work and rest rates
Try to alternate different tasks with working at computer e.g. photocopying, filing, sending faxes
If not possible to vary tasks, take 10-minute breaks every hour (or 5 minutes per half hour) from using
the computer (breaks should not be accumulated) - get up and walk around
Take frequent mini pauses by viewing something at a long distance (more than 3 metres) to rest the eyes e.g.
look across room/out of the window
If you are not a trained word processor, try not to use a computer for hours on end — if this is not possible,
do some exercises at your desk
5. Environment
Noise level
Fresh air
Lighting (adjustable to reduce glare)
Temperature
Other (specify)

NOTES

14. INDEX
the Act (see the OHSW Act) 8
Administrative control 33
Advice on health and safety 91-94
Approved Codes of Practice 13
Approved OHS consultants for HSRs 50
Asbestos 11
Safe Work Australia 11
Australian standards 8
Awards 7
Bilingual employees 20
Building designers’ duties 11
Building owners’ duties 11
Certificate classes 72
Certificates of Competency 71
Chemicals (substances) 11
Claims Agents (see workers compensation Claims Agents) 87
Codes of practice (see Approved Codes of Practice) 13
Committees (see health and safety committees) 55
Commonwealth employees 7
Compensation (see workers compensation) 87
Conciliation 15
Consultants (approved for HSRs) 50
Consultation 17-18, 23-24, 35-36, 57
Continuing training (HSRs) 48
Control (see risk control) 32
Courses 67
Dangerous occurrences 82
Databases (on health and safety) 93
Default Notices 58-59, 66, 110
Deputy HSRs 43, 47
Disabled workers 18
Discrimination 37, 99

Diversity of workers 18
Election of HSRs 41
Eliminating hazards 33
Employee duties 10
Employer duties 9
Employer organisations 93
Enforcement 92, 95, 98, 99
Engineering control 33
Evidentiary provision 100
Facilities (for HSRs) 38
Fines (see penalties) 15
First aid 77-79
Hazard identification 31
Hazardous substances 11
Health and safety representatives (HSRs) 37-50
Health and safety committees 51-55
Health and safety policies 23-29
Health and safety procedures 23
Hierarchy of controls 33
Improvement Notices 15, 59, 61, 66, 98
Industrial Commission 15
Industrial Court 15
Information sources 89, 91
Injury recording (see workplace records) 85
Injury reporting (see notification of injuries) 79
Inspections 98
Inspectors 14, 92
Interpreters 21
Investigation (of injuries and dangerous occurrences) 82
Language and literacy (see also workplace diversity) 18
Legal proceedings (see prosecution) 16
Legislation 7
Level one training (HSRs) 47
Level two training (HSRs) 48

Libraries 94
Literacy factors 18
Managing health and safety 17
Managers and supervisors 17-18, 68-69
Manufacturer’s duties (suppliers of plant and substances) 11
Material Safety Data Sheet 11
Monitoring of health 9
Monitoring of the workplace 9
Multiculturalism 18
Multilingual workplaces 18
Noise 31, 83, 84, 91, 101, 116
Nominations (of HSRs) 42
Notification of injuries 79
OHSW Act 8-11
OHSW Regulations 7, 8, 12
Order to stop unsafe work 64-65
Payment while at HSR training 48
Penalties 15
Personal protective equipment 32-33
Policies (see health and safety policies) 23-29
Procedures (see health and safety procedures) 23
Professional education 67-70
Prohibition Notices 14, 66
Prosecution 15
Protective clothing and equipment 32-33
Publications 89
Recognised members (of work groups) 40
Regulations (see OHSW Regulations) 7, 8, 12
Rehabilitation 88
Resolution of health and safety issues 57-65
Responsible officer 24, 26
Returning officer (for health and safety re-elections) 41-42
Review committees 16, 60
Rights (of HSRs) 37-38
Risk assessment 31-32

Risk control 32
SafeWork SA 91
Secret ballots 42-43
Self-insured employers 87
Statistics 86
Stopping unsafe work (see order to stop unsafe work) 64-65
Substitution 33
Supervisors (see managers and supervisors) 17-18, 68-69
Suppliers’ duties 11
Training 67-75
Translations 19-20
Unions 93
Unsafe work 64-65
Videos 21
Voting (HSRs) 42
WorkCoverSA 87
Work groups 38-41
Work-related injury 79
Workers compensation 80, 87-88
Work practices 9
Workplace diversity 18-19
Workplace records 18, 85-86

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